Dunlop defines an industrial relations system in the following way An industrial relations system at any one time in its development is regarded as comprised of certain actors, certain contexts, an ideology, which binds the industrial relations system together, and a body of rules created to govern the actors at the workplace and work community. A union is a group of workers that are joined together in a specific type of organization for improving their working conditions as well as to help in promoting the common interests of the group. The priciple assumption of pluralist perspective of industrial relations is that the individuals organisation comprises groups which have their own aims, interests and leadership. Human Resource Management, Industrial Relation, Approaches, Approaches of Industrial Relation. A theory of government and politics emphasizing that politics is mainly a competition among groups, each one pressing for its own preferred policies. Heads of organizations may want to exercise authority over workers in a bid to control their actions by introducing rigid procedures to curb unproductive activities that employees may want to engage in, creating a system of delay and long process, obtaining information and necessary logistics for a department. Managers will eliminate the autonomy in the departments and will introduce the hierarchical system. This perspective is to reveal the nature of the capitalist society. One is the intra plant level where situational factors, such as job content, work task and technology, and interaction factors produce three types of conflict distributive, structural, and human relations. Furthermore, unitarism has a paternalistic approach where it demands loyalty of all employees. These cookies help provide information on metrics the number of visitors, bounce rate, traffic source, etc. The emphasis is on good relationships and sound terms and conditions of employment. At the same time, he not only endorsed the workers right to adopt the method of collective bargaining but also actively supported it. 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. For the Marxists, all strikes are political. Thus, a trade union in the Webers scheme of things has both economic purposes as well as the goal of involvement in political and power struggles. When we think of sweatshop, we always want to look at third world countries and never in our own backyard. Even a minor disagreement over the list of bargainable issues could bring about serious threat of economic sanctions. Copyright 2022 IPL.org All rights reserved. Work place conflict is seen as a temporary aberration, resulting from poor management, from employees who do not mix well with the organizational culture. At the lower level of analysis, explicit theorisation of the industrial relations situation is poorly developed. A miniature democratic state composed of sectional groups with divergent interests over which the . Trusteeship implies cooperation between capital and labour. For him, means and ends are equally important. For pluralist perspective, the trade unions are legitimate representative organisations which enable employees groups to influence management decisions. HUr0aJKLp@$F`1i'f!q3={t@l" _o'W:p S$/6)@1Q0 @+*tJ42x&5kv/[V6MNqZN(/ m%Q3r_7U!DT5u BGoK_&]CrGL9U }.Lk_m/hx|RLR#-48OVgX3=}F$]G/`-+!T3p:s|xB?,$'D0gI8o:h3Ca: The associated concepts of pluralist, unitarist and radical have played a central role in IR social science ever since, lifting the field above descriptive empiricism and encouraging a lively and constructive debate about social philosophy, social science and public policy. There is a greater propensity for conflict rather than harmony. Many factories now a days do not have the employees they use to have, everything is computer based. This approach views pluralism as unreal and considers industrial disputes and class conflicts as inevitable for the circular functioning of an industry. Although Marxism has fallen out of favor since the collapse of the Soviet Union, it was highly popular in the first half of the 20th century, when workers were paid subsistence-level wages. In contrast, pluralism is a perspective that perceives an organization as being made up of divergent sub-groups having their own legitimate interests. This website uses cookies to improve your experience while you navigate through the website. HR managers are expected to understand these varying approaches because they provide the theoretical underpinnings for much of the role of HRM. These perspectives are unitary perspective, pluralist perspective and Marxist perspective as Dzimbiri (2008) suggests. How Does Enterprise Computing Support BusinessOrganizations? The pluralist theory of industrial relations says that the workplace conflict is inevitable.The key difference between the unitary and pluralist perspective of employee relations is this assumption. The Oxford Approach can be criticised on the ground that it is too narrow to provide a comprehensive framework for analysing industrial relations problems. This approach implies that relationship between employees and employers are between two human beings, the human relations include the relationship during the out of employment situations also. The traditional view of industrial relations was to associate it with the rules and procedures relating to employment. . Pluralistic Perspective In pluralism the organization is perceived as being made up of powerful and divergent sub-groups - management and trade unions. Abstract This article was provide you the contrasting and comparison of the three main important theory of industrial relations. Whereas globalisation is a broad of set of processes concerning multiple networks of economic, political and cultural interchange, contemporary economic globalisation is propelled by the rapid growing significance of information in all types of productive activities and by the developments in science and technology. The three important perspectives on industrial relations are generally known as Unitarism, Pluralism and Marxism. Marxist Approach 4. Unions are often a central component to the pluralistic approach that seeks a balance of power between leadership and employees. Your email address will not be published. perspective, not from the lack of theory.3 The pluralist industrial relations school of thought also often embraces a balancing paradigm. Introduction. The unitary perspective on employee relations is one of cooperation. A published author and professional speaker, David Weedmark has advised businesses and governments on technology, media and marketing for more than 20 years. It encourages the small work group to exercise considerable control over its environment and in the process helps to remove a major irritant in labour-management relations. The second aspect relates to the managements dealing with labour, the nature of their interaction, negotiations between the union and management, distribution of power in the organisation, and participation of the union in joint decision-making. In this model, conflict is seen as distasteful or even evil, and both sides strive for consensus. The pluralist perspective embraces a wider array of employee relations policies (Gennard, and Judge 2002: 56). They claim that there has been a decline in strike activity all over the world in spite of an increase in union membership. `. The focus is on the resolution of conflict rather than its generation, or, in the words of the pluralist, on 'the institutions of job regulation. However, pluralists believe that the conflict is inevitable in all organizations. This view is in contrast to the belief of the pluralists who argue that state intervention is necessary to protect the overall interest of society. 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. 1. It is an abstraction that can't take into account all of the factors that affect human behavior or the complexities of society as a whole. It thinks that workplace relations are against the history. In the pluralistic approach, therefore, a strong union is not only desirable but necessary. 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. Wages (costs to the capitalist) would be minimized to a subsistence level. However, understanding these theories and the aspects of the relationships on which they focus can give employers and workers important insights about their own workplaces. Marxism is essentially a method of social enquiry into the power relationships of society and a way of interpreting social reality. Such individual differences serve as potential factors affecting the morale, motivation, productivity, and interpersonal relationships at work. The cookie is used to store the user consent for the cookies in the category "Performance". Instead of a strict hierarchy, the power is spread out to the whole team in the contemporary organization. John T. Dunlop, a sociologist, proposed his theories of industrial relations in 1950's. He looked at industrial relations as consisting of three agents:The management organization. PHL/320 Share Your Word File Employees who perform well get larger compensation increases; those who do not perform satisfactorily receive little or no increase in compensation. He views trade unions as an external organisation and excludes collective agreements from the sphere of internal regulation. These approaches to industrial relations at a primary level are analytical categorizations and not theories having predictive values. Social change initiates strong reactions from the worker class and bridges the gap between the economically settled owners of factors of production and the economically dependent worker class. According to him, collective bargaining is central to the industrial relations system. Each offers different interpretations of such events as workplace conflict, the role of trade unions and job . The major critics of the pluralist approach are the Marxists according to whom exploitation and slavery will continue unabated in the institutional structure of pluralism. Human Relations Approach to Industrial Relations: Human resources are made up of living human beings and not machines. The concept of industrial relations has been extended to denote the relations of the state with employers, workers and their organizations. Abbott, K 2006, 'A review of employment relations theories and their application', Problems and Perspectives in Management, vol. It is also criticized as manipulative and exploitative. While there are no signs of Marxist revolution happening soon, the U.S. minimum wage has remained at a mere $7.25 (or $15,000 annually) for over 10 years. Advertisement cookies are used to provide visitors with relevant ads and marketing campaigns. In conclusion, the author heralds that theories and techniques applied in employment relations are effectively based on . 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