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Approaches to Industrial Relation

In: Business and Management

Submitted By rumasharma
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APPROACHES SOCIO EHTICAL APPROACH This approach hold that industrial relation beside having a socio logical base dose have some ethical responsibility good ir can be only maintained and both labour and management realize their responsibilities in contributing to the given task through mutual cooperation and understanding ech othr problem dis approach ethicl presr n parties for maintnc of goods ir through peaceful setlmnt of disputes Gandhian approach: His views on ir are based on his fundamntl princpl truth and non violence acc to him disputes cn b resolv by following 1. worker should awoid strikes as far as possibl in industries 2. they should awoid formation of union in welfr org if they hav to organize strike trade union should seek authority frm all workers to do so by remaining peaceful as use non violnt method Basic element in dis is the emphasis on peaceful setlment of ind. Disputes System approach: This approach is quiet helpfl in studying the ir in the sence that it focuses on participant in the process environmntl sourcs and the output. Basic elemnt : 1 participnt in the systm 2 environmnt 3 step of ideas belief Psychological approach According to psychologists, problems of industrial relations have their origin in the perceptions of the management, unions and rank and file workers. These perceptions may be the perceptions of persons, of situations or of issues involved in the conflict. The perceptions of situations and issues differ because the same position may appear entirely different to different parties. The perceptions of unions and of the management of the same issues may be widely different and, hence, clashes and may arise between the two parties. Other factors also influence perception and may bring about clashes. The reasons of strained industrial relations between the employers and the employees can be understood by studying differences in the perception of issues, situations and persons between the management groups and labour groups. The organizational behavior of inter-groups of management and workers is of crucial importance in the pattern of industrial relations. The group-dynamics between the two conflicting groups in industrial relations tend to shape the behavioural pattern. Sociological approach Industry is a social world in miniature. The management goals, workers’ attitudes, perception of change in industry, are all, in turn, decided by broad social factors like the culture of the institutions, customs, structural changes, status-symbols, rationality, acceptance or resistance to change, tolerance etc. Industry is, thus inseparable from the society in which it functions. Through the main function of an industry is economic, its social consequences are also important such as urbanization, social mobility, housing and transport problem in industrial areas, disintegration of family structure, stress and strain, etc. As industries develop, a new industrial-cum-social pattern emerges, which provides general new relationships, institutions and behavioural pattern and new techniques of handling human resources. These do influence the development of industrial relations. Human relations approach Human resources are made up of living human beings. They want freedom of speech, of thought of expression, of movement, etc. When employers treat them as inanimate objects, encroach on their expectations, throat-cuts, conflicts and tensions arise. In fact major problems in industrial relations arise out of a tension which is created because of the employer’s pressures and workers’ reactions, protests and resistance to these pressures through protective mechanisms in the form of workers’ organization, associations and trade unions. Through tension is more direct in work place; gradually it extends to the whole industry and sometimes affects the entire economy of the country. Therefore, the management must realize that efforts are made to set right the situation. Services of specialists in Behavioural Sciences are used to deal with such related problems.. In resolving conflicts, understanding of human behavior – both individual and groups – is a pre-requisite for the employers, the union leaders and the government – more so for the management. Conflicts cannot be resolved unless the management must learn and know what the basic what the basic needs of men are and how they can be motivated to work effectively. It has now been increasingly recognized that much can be gained by the managers and the worker, if they understand and apply the techniques of human relations approaches to industrial relations…...

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