Approaches to Industrial Relation: the General Impression of Mangement and Labour Representative
Approaches in Industrial Relation
1. Psychological approach to Industrial Relations
2. Sociological approach to Industrial Relations
3. Human Relations Approach to Industrial Relations
4. Socio- Ethical approach to Industrial Relations
5. Gandhian Approach to Industrial Relations
6. System approach to Industrial Relations
Psychological approach to Industrial Relations
• The general impression about a person is radically different when he is seem as a representative of management from that of the person as a representative of labour
• The management and labour see each other as less dependable
• The management and labour see each other as deficient in thinking regarding emotional characteristics and inter- personal relations.
Sociological approach to Industrial Relations
• Industry is social world
• Various individuals and groups
• Difference in individual attitudes and behaviour create problems
• Social change cannot be overlooked
• Role of state and political parties
• Industrial relations are determined by power
Human Relations Approach to Industrial Relations
• Delicate and tricky
• Handling is radically different
• Physiological needs
• Safety and security needs
• Egoistic needs- higher order needs, self esteem
Socio- Ethical approach to Industrial Relations
Industrial Relations can be maintained when both the labour and management realize
• Labour management relations exist within the social, economic and political structures of society
• The goal of labour- management relations may state as maximum productivity , leading to rapid economic development, adequate understanding among employers, workers and the govt., of each other’s role in industry and willingness among parties to co-operated as partners in the industrial system
Gandhian Approach to Industrial Relations
• IR are based on fundamental principles of truth and non- violence
• The worker should seek redressal of reasonable demands only through collective action
•
1. Psychological approach to Industrial Relations
2. Sociological approach to Industrial Relations
3. Human Relations Approach to Industrial Relations
4. Socio- Ethical approach to Industrial Relations
5. Gandhian Approach to Industrial Relations
6. System approach to Industrial Relations
Psychological approach to Industrial Relations
• The general impression about a person is radically different when he is seem as a representative of management from that of the person as a representative of labour
• The management and labour see each other as less dependable
• The management and labour see each other as deficient in thinking regarding emotional characteristics and inter- personal relations.
Sociological approach to Industrial Relations
• Industry is social world
• Various individuals and groups
• Difference in individual attitudes and behaviour create problems
• Social change cannot be overlooked
• Role of state and political parties
• Industrial relations are determined by power
Human Relations Approach to Industrial Relations
• Delicate and tricky
• Handling is radically different
• Physiological needs
• Safety and security needs
• Egoistic needs- higher order needs, self esteem
Socio- Ethical approach to Industrial Relations
Industrial Relations can be maintained when both the labour and management realize
• Labour management relations exist within the social, economic and political structures of society
• The goal of labour- management relations may state as maximum productivity , leading to rapid economic development, adequate understanding among employers, workers and the govt., of each other’s role in industry and willingness among parties to co-operated as partners in the industrial system
Gandhian Approach to Industrial Relations
• IR are based on fundamental principles of truth and non- violence
• The worker should seek redressal of reasonable demands only through collective action
•