Unlike the pluralist approach, the Marxist believes that the state intervention via legislation and industrial tribunals work in the interest of the management and do not ensure a balance between the competing groups.
If a union is Unitary approach to industrial relation, its role is that of a further means of communication between groups of staff and the company. Individuals should be business process improvement oriented, multi-skilled and ready to tackle with efficiency whatever tasks are required.
The basic assumption of this approach that, employees and management do not arrive at, an acceptable agreement do not hold good in a free society. 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.
Speak with union leaders regularly, and engage in conversation with the rank-and-file workers to better understand concerns before they become problems. The proponents of this approach perceive that the employers can survive longer without labour than the employees can without work.
Trade unions as legitimate representatives of employee interests. This is why management that rises up from the ranks is often embraced by unions and workers.
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.
The implications of this approach include: These do influence the development of industrial relations. By the early 21st century, the academic field of industrial relations was often described as being in crisis. Some believed that IR is related to the Class Conflict while some perceived it in terms of Mutual Co-operation and still others perceived it in terms of Competing Interests of various groups.
Industrial relations has three faces: Psychological approach The problems of IR have their origin in the perceptions of the management, unions and the workers. As a business leader, you may find this approach to be very idealistic when dealing with large groups of workers.
During mediation, if the management pays less attention to the needs of the workers then they form unions in order to protect their interest and influence the management decision. The experience of England where this approach was involved and developed in mid sixties and early seventies faced widespread strikes substantiates that pluralistic approach is a costly affair, at least, in short run if not in long-run.
In such a situation, employees may unite in the form of trade unions to protect their needs and claims. Pluralistic-Perspective In pluralism the organization is perceived as being made up of powerful and divergent sub-groups - management and trade unions.
Working practices should be flexible. HR managers are expected to understand these varying approaches because they provide the theoretical underpinnings for much of the role of HRM. The pluralist perspective also supports that conflict is inherent in dealing with industrial relations since different sub-groups have different opinions in the day-to-day operations.
The behaviour, actions and role of the individuals are shaped by the cultures of the society. The unitary approach is based on the notion that all the members of the organization Viz. Human relations approach Human resources are made up of living human beings.
Employees should feel that the skills and expertise of managers supports their endeavors. Thus, it is based on the notion that the conflict between the management and the employees is inevitable and is viewed as instrumental in the innovation and growth. The basis of this theory is that group cohesiveness is provided by the common ideology shaped by the societal factors.
But however Marxists and Pluralists did not appreciate too much stress on the positive nature of the workers.
Trade unions are deemed as unnecessary and conflict is perceived as disruptive. However, the recent theories of pluralism emanated from British scholars, and in particular from Flanders and Fox.
Union recognition should be encouraged and union representatives given scope to carry out their representative duties Comprehensive collective agreements should be negotiated with unions Marxist Perspective The Marxist approach looks at industrial relations from a societal perspective.
Trade unions are deemed as legitimate representatives of employees. From employee point of view, unitary approach means that: 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.
Through tension is more direct in work place; gradually it extends to the whole industry and sometimes affects the entire economy of the country. Dunlop of Harvard University in When employers treat them as inanimate objects, encroach on their expectations, throat-cuts, conflicts and tensions arise.
Unions are often a central component to the pluralistic approach that seeks a balance of power between leadership and employees.To Marxists, the pluralist approach is supportive of capitalism, the unitary approach is anathema. Consequently, enterprise bargaining, employee participation, co-operative work culture, and the like which help usher in cordial Industrial Relations are not acceptable to Marxists.
The Marxist approach views the power relationship between the two classes, namely, the employer (capital) and the employee (labour), as the crux of the industrial relations. Both classes struggle hard to consolidate their respective positions so that they can have a greater leverage over the other in the process of bargaining.
There are four approaches to organizational development toward industrial relations. These approaches affect how business leaders work and negotiate with laborers and unions.
Unitary Approach. Unitary Perspective of Industrial Relations views the industrial organization as an entity unified by one aim, and that is success. In unitarism, the organization is perceived as an integrated and harmonious system, viewed as one happy family. 12/31/ 1 The Approaches & THEORIES OF Industrial Relations DCE Organization, Employee and Community Relations Approaches to Industrial Relations.
Approaches to Industrial Relations Definition: The Industrial Relations or IR shows the relationship between the management and the workmen within the industry and the role of a regulatory body to resolve the industrial disputes.Download