Industrial Relations

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INTRODUCTION

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Division 2Division 1

APPROACHESOF IR

Division 3

APPROACHES TO IR

UNITARY APPROACHUNITARY APPROACH

PLURALISTIC APPROACH

PLURALISTIC APPROACH

MARXIST APPROACHMARXIST APPROACH

UNITARY APPROACHUNITARY APPROACH

MUTUAL CO-OPERATION , INDIVIDUAL TREATMENT , TEAM – WORK AND SHARED GOALS

WORK CONFLICT IS CONSIDERED TO BE TEMPORARY DEVIATION

THERE IS NO ‘WE – THEY’ FEELING

CONFLICT IS NOT ONLY UNNECESSARY BUT ALSO DESTRUCTIVE

REACTIVE IR STRATEGY

CRTICISM

MUTUAL CO-OPERATION , INDIVIDUAL TREATMENT , TEAM – WORK AND SHARED GOALS

WORK CONFLICT IS CONSIDERED TO BE TEMPORARY DEVIATION

THERE IS NO ‘WE – THEY’ FEELING

CONFLICT IS NOT ONLY UNNECESSARY BUT ALSO DESTRUCTIVE

REACTIVE IR STRATEGY

CRTICISM

IR

Detailed analysis

PLURALISTIC APPROACHPLURALISTIC APPROACH

TOTALLY DEPARTS FROM UNITARY APPROACH

IT PERCEIVES: 1.ORGANISATIONS AS COALITIONS OF COMPETING INTEREST 2.TRADE UNIONS AS LEGITIMATE REPRESENTATIVES 3.STABILITY IN IR

• CONFLICT BETWEEN MANAGEMENT AND EMPLOYEES IS INEVITABLE

• UNIONS BALANCE THE POWER BETWEEN EMPLOYEES AND MANAGEMENT

• EVOLUTION IN ENGLAND

• RECENT THEORIES FROM FLANDERS AND FOX

TOTALLY DEPARTS FROM UNITARY APPROACH

IT PERCEIVES: 1.ORGANISATIONS AS COALITIONS OF COMPETING INTEREST 2.TRADE UNIONS AS LEGITIMATE REPRESENTATIVES 3.STABILITY IN IR

• CONFLICT BETWEEN MANAGEMENT AND EMPLOYEES IS INEVITABLE

• UNIONS BALANCE THE POWER BETWEEN EMPLOYEES AND MANAGEMENT

• EVOLUTION IN ENGLAND

• RECENT THEORIES FROM FLANDERS AND FOX

IR

Detailed analysis

MARXIST APPROACHMARXIST APPROACH

SIMILAR TO PLURALISTIC

CONFLICT IS A PRODUCT OF CAPITALIST SOCIETY

IT FOCUSES ON TYPE OF SOCIETY

FOR MARXISTS,INDUSTRIAL CONFLICT HAS WIDE MEANING

INDUSTRIAL CONFLICT IS SYNONYMOUS TO POLITICAL AND SOCIAL UNREST

ALL STRIKES ARE POLTICAL

VIEW OF MARXISTS ON OTHER APPROACH

SIMILAR TO PLURALISTIC

CONFLICT IS A PRODUCT OF CAPITALIST SOCIETY

IT FOCUSES ON TYPE OF SOCIETY

FOR MARXISTS,INDUSTRIAL CONFLICT HAS WIDE MEANING

INDUSTRIAL CONFLICT IS SYNONYMOUS TO POLITICAL AND SOCIAL UNREST

ALL STRIKES ARE POLTICAL

VIEW OF MARXISTS ON OTHER APPROACH

IR

Detailed analysis

PARTIES TO INDUSTRIAL RELATIONS

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Employees

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Employers

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Employee association

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Employer associations

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COURTS AND TRIBUNALS

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GOVERNMENT

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INDUSTRIAL RELATIONS STRATEGYINDUSTRIAL RELATIONS STRATEGY

• Reactive StrategyReactive Strategy

• Proactive StrategyProactive Strategy

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Reactive StrategyReactive Strategy

The best emergency management is not to have an emergency in the first place.

• Antecedent control

• Interrupt and redirect

• Listen and talk it over

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Proactive StrategyProactive Strategy

• Leverage subject matter, vertical and technical expertiseLeverage subject matter, vertical and technical expertise

• Have a proven track record for successHave a proven track record for success

• Accelerate project executionAccelerate project execution

• Increase employee attraction and retentionIncrease employee attraction and retention

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Factors Affecting Employee Relations Factors Affecting Employee Relations StrategyStrategy

• INTERNALINTERNAL FACTORSFACTORS

• EXTERNALEXTERNAL FACTORS FACTORS

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INDUSTRIAL RELATIONS DECISIONS

•COMMUNICATION-

How best can we convey our philosophy to employees?

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INDUSTRIAL RELATIONS DECISIONS

•COMPETENCE-

How to improve competence of managers and with IR matter?

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INDUSTRIAL RELATIONS DECISIONS

•DISCIPLINE AND CONFLICTS-

How shall we deal with it?

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ROLE OF HUMAN RESOURCE MANAGER

•Motivated and satisfied employees have no reason to indulge in strikes.

• It is the role of the human resource manager to keep employees motivated and satisfied.

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CONCLUSION