Chapter 2

Approaches in IR
Different models/approaches to IR given by
different scholars are:
The System Approach
The Oxford Approach
The Psychological Approach
Human Relations Model
Giri’s Approach
The Gandhian Approach
 1.The System Approach
IR system is a subsystem of the wider society. It’s a
mixture of traditions, customs, actions, reactions
and interactions between the parties. According to
Dunlop the core elements of the system model of
IR are:
a: The actors in a system
b: The contexts of a system
c: The ideology of a IR System
d: The establishment of rules.
2.Oxford Approach
According to Flanders, a supporter of this approach,
IR is a study of the institutions of job regulation.
(creation &implementation of rules )
Institutions of job regulation is categorized as Internal
and External
Internal regulation being code of work rules, wage
structure, grievance handling etc
External regulation being considered as trade union.
3.The Psychological Approach
According to Mason Haire,the inventor of The
Psychological Approach, the problems of IR arise due to
the perceptions (belief or opinion)of the management
unions and the workers.
The perceptions may be about the person,the situation
or the issues involed in the conflict.
The quality of IR depends on the perceptions,attitudes
and philosophy of the management and trade unions.
The reasons of the unhealthy IR may be due to inhuman
approach of the management and the rigid stand of
trade unions.
4.Human Relations Approach
• Human relations approach has its origin in the
Hawthorne experiments and the research of Elton
Mayo. It highlights certain polices and techniques to
improve the morale, efficiency and job satisfaction of
employees.
• The key to industrial peace lies with the quality of
human relations in the industry.
• According to Elton Mayo industrial conflicts are due to
inadequate communication and lack of understanding
of inter –personal factors like personality differences
and irrational behaviour.
5. Giri’s Approach
Mr.V V Giri,the former president of India was a strong
supporter of collective bargaining and mutual
negotiations for the settlement of industrial disputes.
The trade union should grow strong and self reliant
without the assistance of any outsider.
There must be mutual settlement of disputes through
collective bargaining and voluntary arbitration and not
the compulsory adjudication.
6. The Gandhian Approach
This approach is based on Gandhian philosophies of truth, non-violence
and non possession.

These principles leads to co-operation, understanding, sacrifice and

trusteeship.

In other words, it means peaceful settlement of disputes, mutual

negotiations, collective bargaining and voluntary arbitration which can
only bring industrial peace.

Gandhiji believed in peaceful co-existence of capital and labour.