ir issues in org

8/4/2019 IR Issues in Org

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11Power Point slides by MeghaSaha

IR Issues inorganizations

Chapter -2



Definition

Industrial relation is a process by which people andtheir organization interact at the work place toestablish the terms and conditions of employment.

Study of workers and their trade unions,management employers’ association and the stateinstitutions concerned with the regulation of employment– H.A. Clegg




Definition

“ Problems of human relationship arising fromthe sale of services for a wage and working onthe premises of employers and under their

control from the subject matter of industrialrelations” – Dale Yoder




Emergence of IndustrialRelationLoss of Freedom

Unhygienic working condition.

Employment of Children.

Freedom to contract.

The Dynamics of Market.

The pursuit of Self Interest.




Impact of IndustrialRevolutionElimination of Physical Labor.

Mass production at Low Cost.

Specialization of functionElaborate Control Mechanism

Reduction in work skills.

Sense of Alienation.

Evolution of Entrepreneurship.

Interdependence

Increased Mobility




Features of IndustrialRelations.Born out of Employment Relationships.

Characterized by conflict and Cooperation.

Part of the system.

Relationship has legal dimensions.




Objectives of IndustrialRelationsEmployer Employee Relationship

Labour Management Relations.

Industrial peace and productivity.

Industrial Democracy.

Liaison Functions.

Power Point slides by MeghaSaha

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Different Approaches toIRUnitary Perspective

Pluralistic Perspective.

Radical Perspective.


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Unitary Perspective

Based on the assumption that orgn is an integratedgroup of people with

Single authority/loyalty structure.

Share common values, interest and objectives.

Management’s decision is legitimate and rationale.

Organization system is in harmony.

Conflict is unnecessary and exceptional.


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Basic Assumption

About workplace relations

- management and employees share common interest

- single source of authority

About workplace conflict

- inevitable, destructive, to be avoided

- caused by poor management, agitators or poor communication.

About trade unions

- a competing and illegitimate source of authority

- an unwarranted intrusion in the workplace

- create conflict where none would otherwise exist

About collective bargaining

- creates and institutionalizes unnecessary divisions of interest

- serves to generate workplace conflict rather than resolve it


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Pluralistic Perspective

Based on assumption that orgn is

composed of individuals who unite into

sectional groups.Each group have its own, interest, objectivesand leadership.

perceived as multi structured and competitive.

In a permanent state of dynamic tension.


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Basic Assumptions

About workplace relations

- managers and employees have different objectives

- multiple sources of legitimate authority

about workplace conflict

- inevitable, caused by different opinions and values, benefit to anorganisation

- avoid by accepting trade unions, include in decision-making

about the role of trade unions

- not the cause of conflict

- are expression of diverse workplace interests that always exist

- a legitimate part of workplace relations

about collective bargainingPower Point slides by MeghaSaha

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Radical/Marxist

PerspectiveBased on assumptions that orgn-

Exist within a capitalist society.

Group conflict is the source of societal change.

Conflict arises due to disparity in economicpower.


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Basic Assumptions

about workplace relations

- reflects a wider class of conflict between capital and labour

- reflects coercion of working class into dominant capitalist values

about workplace conflict

- inevitable: capital seeks to reduce costs, workers seek fairer price for labour

- will only cease by revolutionary change in distribution of property and wealth

about trade unions

- should raise revolutionary consciousness of workers

- should not limit action to improving material lot of workers

- union leaders who accommodate management betray the workers

about collective bargaining

- merely offers temporary accommodations

- leaves important managerial powers in tact


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Comparative pictureUnitary Pluralistic Radical

Assumption•

CapitalistSociety.•Integrated groupof people.•Common values,interest.

•

Post CapitalistSociety.•Coalescence of sectional groups•Different values,interest &

objectives

•

Capitalist•Division btwnlabour & Capital•Imbalance &inequality insociety

Nature of Conflict

Single authorityand loyaltystructure.

Competitveauthority &loyalty structure.

Inherent ineconomic &social structure

Resolution of

Conflict

Coercion Compromise &

agreement

Change society

Role of tradeunions

Intrusion fromoutside

LegitimateInternal to workorg.

Employeeresponse tocapitalismDevelop political

awareness &activity. 1515



Factors Affecting Industrial

RelationsInstitutional factors.

Economic factors.

Social factors.

Technological factors.

Psychological factors.

Political factors.

Enterprise- related factors.

Global factors.


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Theories of Industrial

RelationPsychological

Sociological.

Human Relations.

Gandhian

Systems.


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Psychological Theory

Problem of IR are deeply rooted in theperception & attitude of Participants.

Influence of individual’s perception on his behaviourwas studied by Mason Harie.

Outcome of the study-

The impression about a person is radically different

when he is seen as a representative of other group.

The management & labour see each other as lessdependable.

The management & labour see each other asdeficient in thinking about interpersonal relationsPower Point slides by Megha

Saha1818



Sociological Theory

Based on the fact- Sociological aspects areimportant in industry than other factors. Whichincludes-

Value Systems.

Customs.

Norms

Attitude.

Perception.


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Contd..

Industry is a social world.

Workshop is a community with different-

Personalities, education background, attitude,likes & dislikes.

Differences creates problems of conflict &Cooperation.


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Human Relation

ApproachA system of management, maximise output bymeeting social and psychological needs of employees in the workplace.

Managers identify and satisfy worker’s social andpsychological needs

Workers are seen as different to other productionresources.

Workers participation in work allocation, decision-making processes.


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Gandhian Approach

Based on truth & Non – violence.

Non- coperation & Trusteeship.

Trusteeship Theory- no room for conflict of interests btwn capitalist & labourers.


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Rules to be followed in

Disputes The workers should seek redrssal of demands onlythrough collective action.

In case of strike- TU should seek by ballot authorityfrom all workers, remain peaceful & non violent.

The workers should avoid strikes.

The strikes should be resorted after failure of all

legitimate measures.Workers should avoid formation of union inphilanthropic organization.

Power Point slides by Megha 2323

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