Approaches To Industrial Relations - Management Study IR
1Department of Industrial Relations & Personnel Management, University of Lagos, industrial relations theories are unitary, pluralist or pluralistic, Marxist. There are four primary theories of industrial relations: unitarist, pluralist, Marxist and radical. These theories emphasize (or dismiss) different elements of the. In pluralism, the organization is perceived as being made up of is inherent in dealing with industrial relations since different sub-groups have It is the opposite of the unitary approach, there are different.
Ultimately, limiting the company to strengthen the performance of employment relations.
What Are the Different Theories of Industrial Relations?
The pluralism frame of reference focuses more on compromising and collective bargaining as it recognises different interests within sub-groups can cause conflict, primarily between the management and trade union. Contrasted to unitarism, pluralism recognise the importance of conflict and negotiation.
- HRM 107 : Unitarism, Pluralism and Radicalism
- Industrial relations
- Approaches To IR
Cradden emphasise that companies that utilise this practice values negotiation and coming to an agreeable resolution that benefits both the employees and employers equally. A major limitation of this approach is the power and control that managers possess.
Managers have the authority to propose a solution when conflicts cannot be resolved through negotiation. This emphasises the primary power belongs to the manager, thus could increase the frustration of employees within a company.
What Are the Different Approaches of Organizational Development Towards Industrial Relations?
Lastly, the radical approach to IR suggest that employs and employers are bound to have conflict due to the result of capitalism. Industrial relations scholars therefore frequently study the diverse institutional arrangements that characterize and shape the employment relationship—from norms and power structures on the shop floor, to employee voice mechanisms in the workplace, to collective bargaining arrangements at company, regional, or national level, to various levels of public policy and labour law regimes,[ citation needed ] to varieties of capitalism  such as corporatismsocial democracyand neoliberalism.
When labour markets are seen as imperfect, and when the employment relationship includes conflicts of interest, then one cannot rely on markets or managers to always serve workers' interests, and in extreme cases to prevent worker exploitation.
Industrial relations scholars and practitioners, therefore, support institutional interventions to improve the workings of the employment relationship and to protect workers' rights. The nature of these institutional interventions, however, differ between two camps within industrial relations.
In the workplace, pluralists, therefore, champion grievance procedures, employee voice mechanisms such as works councils and trade unionscollective bargaining, and labour—management partnerships.
What Are the Different Theories of Industrial Relations? | Bizfluent
In the policy arena, pluralists advocate for minimum wage laws, occupational health and safety standards, international labour standardsand other employment and labour laws and public policies. From this perspective, the pursuit of a balanced employment relationship gives too much weight to employers' interests, and instead deep-seated structural reforms are needed to change the sharply antagonistic employment relationship that is inherent within capitalism.
Militant trade unions are thus frequently supported. History[ edit ] Industrial relations has its roots in the industrial revolution which created the modern employment relationship by spawning free labour markets and large-scale industrial organizations with thousands of wage workers. Low wages, long working hours, monotonous and dangerous work, and abusive supervisory practices led to high employee turnover, violent strikesand the threat of social instability.
Intellectually, industrial relations was formed at the end of the 19th century as a middle ground between classical economics and Marxism ,[ citation needed ] with Sidney Webb and Beatrice Webb 's Industrial Democracy being a key intellectual work. Institutionally, industrial relations was founded by John R. Commons when he created the first academic industrial relations program at the University of Wisconsin in In the pluralistic approach, therefore, a strong union is not only desirable but necessary.
The theories on pluralism were evolved in the mid-sixties and early seventies when England witnessed a resurgence of industrial conflicts. However, the recent theories of pluralism emanated from British scholars, and in particular from Flanders and Fox. According to pluralists, industrial conflict is inevitable and it needs to be contained within the social mechanism of collective bargaining, conciliation and arbitration.
Marxist Approach Marxists, like the pluralists, regard conflict between employers and employees as inevitable. However, pluralists believe that the conflict is inevitable in all organizations.
HRM : Unitarism, Pluralism and Radicalism | Josephine Tran
Marxists see it as a product of the capitalist society. Trade unions are seen both as labour reaction to exploitation by capital, as well as a weapon to bring about a revolutionary social change.
Concerns with wage-related disputes are secondary.