GOVERNMENT COLLEGE UNIVERSITY, LAHORE

“INTERNATIONAL BISINESS”

Assignment

Submitted to: MAM ANUM FAHEEM

Submitted by: AMNA KHAN

Roll no: 2306-B.com-2018

Session: 2018-22

Date: 12-APRIL-2022

SEMESTER: (8TH)

BACHELORS IN COMMERCE (B.COM)

DEPARTMENT OF COMMERCE AND FINANCE
 APPROACHES TO EMPLOYMENT RELATIONS
Unitary Approach

The unitary approach depends on the solid

argument that there is just a single wellspring of
power i.e., the administration, which owns
and controls the dynamics of decision making in
issues relating to negotiation and bargaining.
Under unitary approach, industrial relations
are grounded in mutual co-operation,
individual treatment, team-work, and shared goals.

Alwar plant of Eitcher Tractors represents one such example of unitary approach. Nonetheless,
unitary approach is criticized mainly on two grounds. First, it is used as a tool for keeping
employees at bay from unionism. Second, it is also seen as exploitative and manipulative.

Pluralistic Approach

Basically pluralistic methodology is a takeoff from unitary methodology of IR. This approach
war advanced and rehearsed in mid 1960s and mid 1970s in England. Later, this approach was
developed by me British scholars in particular by A. Fox the approach perceives that
organization is a coalition of competing interest groups mediated by the management. At times,
it may so happen that management in its mediating role may pay insufficient attention to the
needs and claims of employees.

In such a situation, employees may unite in the form of trade unions to protect their needs and
claims. As a result, trade unions become the legitimate representatives of employees in the
organization. Thus, the system of IR gets grounded on the product of concessions and
compromises between management and trade unions.

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. 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.
Trade unions focus on improving the position of workers within the capitalist system and not to
overthrow. For the Marxists, all strikes are political.
To Marxists, the pluralist approach is supportive of capitalism, the unitary approach is anathema.
Consequently, enterprise bargaining, employee participation, co-operative work culture, and the
like which help usher in cordial Industrial Relations are not acceptable to Marxists. Such
initiatives are regarded as nothing more than sophisticated management techniques designed to
reinforce management control and the continuation of the capitalist system.

COLLECTIVE BARGING
Collective bargaining is the process in which
working people, through their unions, negotiate
contracts with their employers to determine their
terms of employment, including pay, benefits,
hours, leave, job health and safety policies, ways to
balance work and family, and more. Collective
bargaining is a way to solve workplace problems. It is also the best means for raising wages in
America. Indeed, through collective bargaining, working people in unions have higher wages,
better benefits and safer workplaces.

Composite Bargaining

Composite bargaining has nothing to do with compensation. Instead, it focuses on other issues,

such as working conditions, job security, and other corporate policies, These may include hiring
and firing practices as well as workplace discipline. The goal of composite bargaining is to come
up with a suitable agreement leading to a lasting and harmonious relationship between employers
and their employees.

Productivity Bargaining

This type of bargaining revolves around compensation and the productivity of employees. Labor
union leaders often use higher salaries and compensation as a way to boost employee
productivity, which leads to higher profits and value for the employer. In order for this kind of
bargaining to work, both parties need to agree to financial terms in order to increase productivity.

Integrative Bargaining

Each party tries to benefit through integrative bargaining, which is why it's often referred to as a
form of win-win bargaining. Each side tries to consider the other's position and bring issues to
the table that aim to benefit both parties. As such, employees and employers both stand to lose
and gain with integrative bargaining.

Distributive Bargaining
This process is characterized as benefitting one party financially at the expense of the other. This
can come through increased bonuses, salaries, or any other financial benefits. Distributive
bargaining normally favors workers over employers.

Unions must have a higher degree of power in order for distributive bargaining to work. Higher
membership means more power. If an employer refuses to accept a union's demands, it can call a
strike.