Various Approaches to Industrial Relation PDF

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Different people have varying perspectives on the state of labour relations. For some, industrial relations are viewed as a form of class conflict, while others see it as a form of cooperation between groups of people. The theoretical underpinnings for much of the role of HRM can be found in these v...

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Various Approaches to Industrial Relation Different people have varying perspectives on the state of labour relations. For some, industrial relations are viewed as a form of class conflict, while others see it as a form of cooperation between groups of people. The theoretical underpinnings for much of the role of HRM can be found in these various approaches, and HR managers are expected to be familiar with them. The unitary, pluralistic, and marxist approaches to labour relations are the three most popular approaches. At the primary level, these approaches to industrial relations are analytical categorizations rather than theories with predictive values. Individually or collectively, these approaches provide an opportunity to create a paradigm for understanding the complexity and diversity of the various actors and players in Industrial Relations.

Approach # 1. Unitary: There is only one source of authority, and that is the management, which owns and controls the dynamics of decision-making in negotiations and bargaining. The unitary approach is based on this strong argument. Individual treatment, teamwork, and shared goals form the basis of industrial relations under a unitary approach. Employees who don't fit in well with the company's culture are seen as the root cause of workplace conflict. Because there is no "we vs. them" mentality, unions cooperate with management and the management's right to manage is accepted. Everybody wins when harmony and common interest are the primary goals of any endeavour. Strikes are not only seen as necessary, but also destructive conflict.

Those in favour of the unitary approach stress the importance of a proactive approach to labour relations. They're hoping for one-on-one meetings with workers so they can negotiate directly. Government, tribunal, and union participation is not sought or viewed as necessary for fostering harmonious employee relations in the workplace in this country. Critics claim that the unitary approach is used to deter workers from joining unions and supporting socialism. In addition, it has been labelled as deceptive and exploitative.

Approach # 2. Pluralistic: The unitary approach assumes that the organisation is made up of individuals who form distinct groups, each with their own set of goals, objectives, leadership styles, and value propositions. The pluralistic approach, on the other hand, completely departs from this assumption. Conflicts between and among the various sections of the organisation are expected to continue for a long time. The pluralistic approach, in contrast to the unitary approach, sees conflict between management and employees as rational and inevitable.

The pluralistic approach perceives: It is the job of management to serve as a go-between for conflicting factions within an organisation. i. The legitimacy of trade unions as representatives of workers' rights.

As a result of concessions and compromises between management and unions, industrial relations have become more stable over time. The authority of management is not automatically accepted as legitimate. When it comes to management and workers, conflict is accepted as a necessary part of the process. Employees join unions to advocate for themselves and have a voice in how their employers make decisions. In this way, unions maintain a healthy balance of power in the workplace. Because of this, a strong union is essential in the pluralistic approach. Legislation and industrial tribunals, which provide orderly processes for regulating and resolving conflict, also protect society's interests through state intervention. During the resurgence of industrial conflict in England in the mid- and early-'60s and '70s, theories of pluralism were formulated. Flanders and Fox, in particular, have recently proposed new theories of pluralism. Industrial conflict, according to pluralists, is unavoidable and should be managed through mechanisms such as collective bargaining, conciliation, and arbitrage.

Approach # 3. Marxist: With its "radical perspective," Marxism asserts that all economic activities (production, manufacturing, and distribution) have a primary focus on profit. As with the pluralists, Marxists view the existence of conflict between employers and workers as inevitable. Pluralists, on the other hand, believe that conflict will always exist in organisations. The capitalist society, according to Marxists, is to blame. Class conflict can manifest itself in a variety of ways, one of which is through the

presence of hostile coworkers. As a result, the Marxist perspective focuses on the type of society in which an organisation operates. As a result of the division in society between those who control or own the means of production and those who can only offer their labour, conflict is inevitable. As a result, industrial conflict is viewed as a proxy for political and social upheaval. The Marxist theory states that in order for social change to occur, there must be class conflict. As a result, the worker class reacts strongly, and the gap between the economically established owners of capital and the economically dependent worker class is bridged. According to this theory, there can never be true pluralism in an industry because of the inherent inevitability of labour disputes and class conflict.

In the eyes of many, labour unions serve as a counterweight to capitalist oppression while also serving as a tool for revolution. Worries about wage disputes are merely incidental. The goal of trade unions is not to overthrow the capitalist system, but rather to improve workers' positions within it. For Marxists, every strike is a political one. In addition, Marxists believe that legislation and the establishment of industrial tribunals by the state serve the interests of management rather than ensuring a balance between the competing groups. Pluralists, on the other hand, believe that government intervention is necessary to safeguard society as a whole. While the unitary approach is condemned by Marxists, the pluralistic approach is welcomed. Marxists, on the other hand, do not accept practises such as enterprise bargaining, employee participation, co-operative work culture, and the like, which promote harmonious industrial relations.

Such initiatives are viewed as nothing more than sophisticated management techniques designed to maintain the capitalist system and reinforce management control....