Approaches to Industrial Relations
Approaches to Industrial Relations
The industrial relations scenario and factors affecting it, has beenperceived differently by different practitioner and theorist. Some haveviewed it in terns of class conflict; some have viewed it in terms ofmutuality of interest of different groups; some have viewed it as aconsequence of interaction of various factors both within anorganization and outside it. Based on these orientations, severalapproaches have been developed to explain the dynamics of IR.
UNITARY APPROACH
In unitarism, the organization is perceived as an integrated and harmonious system viewed as one happy family. A core assumption of unitary approach is that management and staff, and all members of the organization share the same objectives, interests and purposes; thus working together, hand-in-hand, towards the shared mutual goals. Furthermore, unitarism has a paternalistic approach where it demands loyalty of all employees. Trade unions are deemed as unnecessary and conflict is perceived as disruptive.
From employee point of view, unitary approach means that:
•
Working practices should be flexible. Individuals should be business process improvement oriented, multi-skilled and ready to tackle with efficiency whatever tasks are required.
•
If a union is recognized, its role is that of a further means of communication between groups of staff and the company.
•
The emphasis is on good relationships and sound terms and conditions of employment.
•
Employee participation in workplace decisions is enabled. Thishelps in empowering individuals in their roles and emphasize steam work, innovation, creativity, discretion in problem-solving, quality and improvement groups etc.
•
Employees should feel that the skills and expertise of managers supports their endeavors.
From employer point of view, unitary approach means that:
•
Staffing policies should try to unify effort, inspire and motivate employees. •
The organization's wider objectives should
The industrial relations scenario and factors affecting it, has beenperceived differently by different practitioner and theorist. Some haveviewed it in terns of class conflict; some have viewed it in terms ofmutuality of interest of different groups; some have viewed it as aconsequence of interaction of various factors both within anorganization and outside it. Based on these orientations, severalapproaches have been developed to explain the dynamics of IR.
UNITARY APPROACH
In unitarism, the organization is perceived as an integrated and harmonious system viewed as one happy family. A core assumption of unitary approach is that management and staff, and all members of the organization share the same objectives, interests and purposes; thus working together, hand-in-hand, towards the shared mutual goals. Furthermore, unitarism has a paternalistic approach where it demands loyalty of all employees. Trade unions are deemed as unnecessary and conflict is perceived as disruptive.
From employee point of view, unitary approach means that:
•
Working practices should be flexible. Individuals should be business process improvement oriented, multi-skilled and ready to tackle with efficiency whatever tasks are required.
•
If a union is recognized, its role is that of a further means of communication between groups of staff and the company.
•
The emphasis is on good relationships and sound terms and conditions of employment.
•
Employee participation in workplace decisions is enabled. Thishelps in empowering individuals in their roles and emphasize steam work, innovation, creativity, discretion in problem-solving, quality and improvement groups etc.
•
Employees should feel that the skills and expertise of managers supports their endeavors.
From employer point of view, unitary approach means that:
•
Staffing policies should try to unify effort, inspire and motivate employees. •
The organization's wider objectives should