Multidisciplinary Approach to Industrial Relations:

The field of IR has a multi-disciplinary base

 Psychological Approach
 Sociological Approach
 Human Relations Approach
 Socio-Ethical Approach
 Gandhian Approach
 Unitary Approach
 Pluralistic approaches
 Pluralistic Model of Reconciling interests by Gennard and Judge
 Marxist approach
 Dunlop’s Systems Approach
 Craig’s System Model
Psychological Approach to Industrial Relations

 The problems of IR have their origin in the perceptions of the

management, unions and the workers
 The conflicts between labour and management occurs because every
group negatively perceives the behaviour of the other i.e. even the
honest intention of the other party os looked at with suspicion.
 The problem is further aggravated by various factors like the income,
level of education, communication, values, beliefs, customs, goals of
persons and groups, prestige, power, status, recognition, security etc
are host factors both economic and non-economic which influence
perceptions unions and management towards each other
 Industrial peace is a result mainly of proper attitudes and perception
of the two parties.
Sociological Approach to Industrial Relations

 The industry is a social world in miniature having a community made up of

various individuals and groups with differing personalities, families, education,
emotions likes and dislikes etc
 Though the workers carry out their jobs in given industrial environment, their
work behaviour is largely monitored by various social factors…further the
social consequences of industrialization like urbanization, social mobility,
disintegration of family structure etc influence the adjustment and development
of IR and require a structural change in the basis IR systems as well
 Certain social evils like delinquency, gambling, drinking, drug-addiction, stress
and strain etc do influence worker’s efficiency and productivity that in turn
influence IR system as a whole.
 The process of change and modernization of IR are complex in character from
a sociological perspective…..such a perspective may be useful in
understanding and appreciation of diverse roles and predictable attitudes of
interests of groups in Industrial Relations
Human Relations Approach to Industrial Relations

 Various HRM policies like leadership, motivation etc have

profound influence on their work behaviour
 Common denominator in all conflicts is the dissatisfied
needs of the individual…thus for maintaining good human
relations in general and industrial relations in particular , the
study of human needs is important
 Understanding and applying Human relations into industrial
relations might result in greater job satisfaction, greater
involvement and greater identification of personal
objectives with the objectives of the organization on the part
of both the managers as well as workers .
Socio-Ethical Approach to Industrial Relations

 This approach holds that industrial relations besides

having a sociological base does have some ethical
ramifications…that it is the moral responsibility of
managers and workers to cooperate mutually and
understand each other’s problems
 Thus the goal of labour-management relations may be
stated as maximum productivity, leading to rapid
economic development, adequate understanding among
employers, workers and the government, of each other’s
role in industry and willingness among parties to
cooperate as partners in the industrial system
Gandhian Approach to Industrial Relations

 Gandhiji’s views on industrial relations are based on his

fundamental principles of truth and non-violence
 Out of these principles evolved the concepts of non-cooperation
on which his philosophy of IR rests
 The philosophy presumes the peaceful co-existence of capital and
labour, which calls for the resolution of conflict by non violent,
non-cooperation which actually amounts to peaceful strikes.
 Gandhiji therefore accepted worker’s right to strike but remarked
that this right is to be exercised in a just cause and in a peaceful
manner
 Two things are expected from workers: 1. Awakening 2. Unity
 Unitary Approach to Industrial Relations

 This approach to IR is based on the assumption that

everyone-be it employee, employer or government-
benefits when emphasis is on common interest.
 Under this approach IR is founded on mutual co-
operation, team work, shared goals and conflict at
work place is seen as a temporary aberration
resulting from poor management of employees.
 Usually employees accept and cooperate with
management and conflict is regarded as destructive
Pluralistic Approach to Industrial Relations

 Pluralistic approach is a departure from unitary approach of IR

and was evolved and practised in early 1970s by A.Fox.
 This approach perceives that organization is a coalition of
competing interest groups mediated by the management
 At times when while mediating management pays insufficient
attention to the needs and claims of employees…employees may
unite in the form of trade unions to protect their needs and claims.
 The system of IR gets grounded on the product of concessions
and compromises between management and trade unions
 Conflict is considered inevitable and in some respects necessary
as well.
The Pluralistic Model of Reconciling interests
by Gennard and Judge(1997)
Employers
Employees

Highest wages and Profit/surplus

Different interests
conditions High quality service

Survival of the Common interests Survival of the

enterprise enterprise

Reconciliation of
different interests

processes

Reflect relative
bargaining powers
agreements
Marxist Approach to Industrial Relations

 Like pluralists Marxists also view conflict between labour and

management as inevitable but unlike pluralists they regard
conflict as a product of the capitalistic society based on classes.
 Acc to this approach conflict arises because of division within
society in terms of haves i.e. capitalists and have nots i.e. labour
 Marxists do not welcome state intervention as in their view it
usually supports management’s interests
 Acc to this approach , Labour-capital conflict cannot be solved
by bargaining, participation and cooperation…trade unions
activities are reactive to the exploitation by capitalists and also a
weapon to bring a revolutionary social change.
System Approach to Industrial Relations (Dunlop
and Craig’s Model)

 Dunlop’s Model:
1. Dunlop propounded an IR system which according to him is to
be viewed as an analytical subsystem of an industrial society
2. An IR system involves three groups of actors viz Workers and
their organizations, Managers and their organizations and
Governmental Agencies
3. These actors confront an environmental context:the
technology, market, power relations etc
4. The system is bound together by an ideology or
understandings shared by all the actors…thus Dunlop sees the
creation of rules as the central aim of the IR system
 Dunlop’s Model

Environmental forces Participants in the system Outputs

1.Market or Budgetary
restraints Union- Rules of the
2. Technology Management- workplace
3. Distribution of power Government
in society
 Craig’s Model
Environment Industrial Relations
system

Technological subsystem
Inputs
Values Outputs
Economic subsystem
Power Rules
Political
subsystem
Govt
Workers Managers agencies
 Craig’s System Model
 In Craig’s Model the actors and context are similar to
those in Dunlop’s Model
 The inputs are the goals, values and power of the
actors
 The mechanism is the conversion of inputs into
outputs
 The output is the financial, psychological and social
rewards for the workers and is in the form of rules
which govern pay, working conditions, hours of work
etc.
Developing a sound Industrial Relations
System(Next Session)