There are three analytic perspectives that can be brought to bear on the topic of industrial relations: unitarism, pluralism and marxism, these perspectives operate at the level of meta-theory. To Marxists, industrial relations are essentially politicised and part of the class struggle. The unitary approach is being criticized as a tool for seducing employees away from unionism and socialism. This approach views pluralism as unreal and considers industrial disputes and class conflicts as inevitable for the circular functioning of an industry. To Marxists, the pluralist approach is supportive of capitalism, the unitary approach anathema. It is also criticised as manipulation and exploitation. According to pluralists, industrial conflict is inevitable and it needs to be contained within the social mechanism of collective bargaining, conciliation, and arbitration. According to Encyclopaedia Britannica, The concept of industrial relations has been extended to denote the relations of the state with employers, workers and their organizations. Human Relations Approach to Industrial Relations, 2. industrial relations as employment . Work place conflict is seen as a temporary aberration, resulting from poor management, from employees who do not mix well with the organizational culture. Many small businesses operate with this theory as well as any company where workers reject the idea of unionizing. Focusing on those objectives is thought by some to be the best driver of efficiency.. Disclaimer Copyright, Share Your Knowledge They claim that there has been a decline in strike activity all over the world in spite of an increase in union membership. In contrast, pluralism is a perspective that perceives an organization as being made up of divergent sub-groups having their own legitimate interests. Many researchers argued that the transition of the economy from a manufacturing-based to services-driven economy in advanced industrial countries started since 1970s, and this transition often labeled by post-industrial or post-Fordist Society (Bell 1973, Hirschorn 1984, Block 1990).The notion of post-industrial Society justified the need for contemporary Employee Relations with much emphasis on individualisation, legalisation, education and human capital (University of Leicester, 2013). The organizations wider objectives should be properly communicated and discussed with staff. The underlying assumption is that everyone benefits when the focus is on common interest and promotion of harmony. This approach considers each member of the industry as an individual with his/her own unique set of beliefs, values and personality. In case this is missing, integration will be through coercive means. How Does Enterprise Computing Support BusinessOrganizations? Among the three dominant perspectives, the pluralist perspective provides an adequate explanation of the employment relations in modern work organizations. This helps hike performance. Some of its views were criticised by Marxists, pluralists, and others on the ground that it encouraged dependency and discouraged individual development, and ignored the importance of technology and culture in industry. With the development and increased accessibility of commercial air travel and shipping containers in the mid to late 20th century, mass production became a global affair, with major companies outsourcing product development to countries where workers wages and costs of materials were lower. Governments that favor this theory will place restrictions on unions or even make them illegal. These cookies track visitors across websites and collect information to provide customized ads. In the pluralistic approach, therefore, a strong union is not only desirable but necessary. Sweatshops are factories that violate two or more labor laws to include wages, benefits, child labor or even working hours (Ember, 2014-2015). Pluralist theory is also known as liberal collectivism and collective bargaining. The term has been applied to a diverse range of management strategies and, indeed, sometimes used simply as a more modern, and therefore more acceptable, term for personnel or industrial relations management. What can be defined by economic globalisation is the increasing economic integration and interdependence of national, regional and local economies across the world through an intensification of cross-border movement of goods, services, technologies and capital. Fox distinguishes between two distinct aspects of relationship between workers and management. Issues in the field of Industrial Relations are complex, demanding, and multidisciplinary in nature. Labor Practice Paper The pluralistic approach sees conflicts of interest and disagreements between managers and workers over the distribution of profits as normal and inescapable. The actors operate within a framework, which can at best be described as a coalition relationship. Industrial relations are also known as labour-management relations or employee-employers relations. It is concerned with the structure and nature of society and assumes that the conflict in employment relationship is reflective of the structure of the society. As a theory, Industrial Pluralism can be analyzed from three perspectives: economic, political and structural . The unitary perspective on employee relations is one of cooperation. Moreover, it does not refer to the solution. . Human Resource Management Approach. This approach perceives organisation as a coalition of competing interest between management and different groups, trade unions as legitimate representative of employees interests and stability in Industrial Relation as the product of concessions and compromises between management and workers. Some of the important approaches to industrial relations are:-. At the end of 1600s, trade union emerged as the times require. However, the recent theories of pluralism emanate from British scholars, and in particular from Flanders and Fox. The way managers should approach power, decisions, and interact with the front-line workforce is the main focus of the philosophy known as Industrial Relations (IR). The term, human resource management (HRM) has become increasingly used in the literature of personnel/industrial relations. As Marx himself put it, the mode of production in material life determines the general character of the social, political and spiritual process of life.. These technologies will decrease the amount of labor needed by big companies, it is cheaper to pay for the machines then it is to continue paying people for jobs that is done in lesser time by these machines. This report will clarify the significance of unions and the part they play in today 's economy and work power and how a business can stay union free. [citation needed] The traditional organization style concentrated on a pyramid order, with supervisors and managers controlling all components of the representatives beneath them, including interpersonal connections, ventures and disciplinary activities. Functional cookies help to perform certain functionalities like sharing the content of the website on social media platforms, collect feedbacks, and other third-party features. Introduction: (157 words) Employee relations is vital component of human resource management, it is a amalgamation of studying relationships between employers, employees an eternal entities. Advantages and Disadvantages of Human Resource Practices. Worker 's parties in the United States have ensured representative rights and advantages for a very long while. These conflicts are being resolved through collective bargaining, structural analysis of the socio-technical systems and man-management analysis respectively. Cloudflare Ray ID: 78b8e52118e8998a Some of the important approaches to industrial relations are:- 1. This delicate balancing act between interests became prominent in the 1930s during Roosevelt's New Deal government and is still a popular model at many companies today. He was not against strikes but pleaded that they should be the last weapon in the armoury of industrial workers and hence, should not be resorted to unless all peaceful and constitutional methods of negotiations, conciliation and arbitration are exhausted. They should anticipate and resolve this by securing agreed procedures for settling disputes. Ackers, P 2002, 'Reframing Employment Relations: The case for neo-pluralism', Industrial Relations Journal, vol. If a union is recognized, its role is that of a further means of communication between groups of staff and the company. This is due to how management for instance perceives the efficiency of its employees and their ability to manage things left at their. Managers will eliminate the autonomy in the departments and will introduce the hierarchical system. He views trade unions as an external organisation and excludes collective agreements from the sphere of internal regulation. It can be seen that the Pluralist view pays much attention to conflict resolution and how to how to manage conflict. Marxist Approach 4. Direct negotiation with workers is encouraged. Reward systems should be so designed as to foster to secure loyalty and commitment. In conclusion, the author heralds that theories and techniques applied in employment relations are effectively based on . His systems treatment deserves special mention in view of its wider applicability. An economist interprets industrial conflict in term of impersonal market forces, a psychologist interprets in term of individual goals, and organisational goals motivation, etc., similarly a sociologist interprets from his own view point But the study of industrial relations should be from the multi-disciplinary approach. There are three sets of independent variables the actors, the contexts and the ideology of the system. For pluralist perspective, the trade unions are legitimate representative organisations which enable employees groups to influence management decisions. Instead of helping others these technologies have made people lose their own jobs because they have been taken out by computer based machines. Out of these, the cookies that are categorized as necessary are stored on your browser as they are essential for the working of basic functionalities of the website. On the other hand, if the business owner views workers as people whose wages reduce profits, it shouldn't be surprising if workers respond with conflict or animosity. Many people believe that machineries and other advance technologies make the works more easier than the past. But opting out of some of these cookies may affect your browsing experience. The management uses consultative approaches in reacting and providing solutions to conflicts. Consequently, the role of management would lean less towards enforcing and controlling and more toward persuasion and co-ordination. These are (a) the cause of the strike must be just and there should be no strike without a grievance; (b) there should be no violence; and (c) non-strikers or blacklegs should never be molested. Also, authors are of the opinion that there is no one right approach, rather these approaches, individually or collectively, provide an opportunity for creating a paradigm for understanding the complexity and diversity among the various actors and players in Industrial Relations. ii. Trade unions as legitimate representatives of employee interests. The Marxist perspective is sometimes referred to as the Conflict Model. Psychological Approach to Industrial Relations, 3. Marxists, like the pluralists, regard conflict between employers and employees as inevitable. Action Theory Approach 8. Challenges of pluralist industrial relations paradigm According to the pluralist industrial relations paradigm, conflict of interest is an inherent factor between employees and their employers in the course of their interaction in the imperfect labor market (Bray et al 2011). Gandhiji laid down certain conditions for a successful strike. According to flanders, conflict is inherent in an industrial system. He emphasized on the peaceful co-existence of capital and labour. Employers, meanwhile, understand that fair wages and good working conditions make employees more productive. This is because the pluralist industrial relations theory has been in use for a long time and little has been detailed in the literature concerning its shortcomings. The employment relationship is a key aspect of managing human resources because it brings together the rights, power, legitimacy and obligations that both employers and employees seek from each other. Pluralistic Approach to Industrial Relations The pluralistic approach suggests that there is more than one source of power in the relationship between workers and business leaders. Psychological Approach to Industrial Relations: According to psychologists issues to industrial relations have the differences in the perception of management, unions and rank and file of workers. 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