Industrial relations means different things to different people. Trade unions are deemed as legitimate representatives of employees.
There was no protection for children who were often a form of cheap labour, or worse, were sold into slavery. This is the reality of conflict in many modern work organizations. Employees should feel that the skills and expertise of managers supports their endeavors.
Too much employment has its own set of woes. It brings trust between employers and employees in the organization. As a result, these employees gain long-term job security.
Pluralistic Perspective In pluralism the organization is perceived as being made up of powerful and divergent sub-groups — management and trade unions. The System Approach The system approach was developed by J. Conflict is dealt by collective bargaining and is viewed not necessarily as a bad thing and if managed could in fact be channeled towards evolution and positive change.
This approach war evolved and practiced in mid s and early s in England. To a politician, industrial conflict is a war of different ideologies — perhaps a class-war. In the modern work organizations, trade unions are almost in every organization.
Militant trade unions are thus frequently supported. Moreover, it does not refer to the solution. Thus, these resources have to be acquired, developed and deployed in ways that will benefit the organization. The pluralist perspective also supports that conflict is inherent in dealing with industrial relations since different sub-groups have different opinions in the day-to-day operations.
As per the Marxist approach, the understanding of industrial relations requires an understanding of the capitalized society, the social relations of production and the mechanism of capital accumulation.
Services of specialists in Behavioural Sciences namely, psychologists, industrial engineers, human relations expert and personnel managers are used to deal with such related problems.
There is a greater propensity for conflict rather than harmony. They all work for the common good.Theoretical Approaches to Employment and Industrial Relations: A Comparison of Subsisting Orthodoxies relations has been to regard it as the study of the rules governing employment, and the.
The three popular approaches to industrial relation are as follows: 1. Unitary Approach 2. Pluralistic Approach 3. Marxist Approach.
Like other behavioural subjects, both the scenario of IR and factors affecting it are perceived differently by different behavioural practitioners and theorists. Industrial relations scholars have described three major theoretical perspectives or frameworks, that contrast in their understanding and analysis of workplace relations.
The three views are generally known as unitarism, pluralist and radical. 13 Theoretical Approaches to Employment and Industrial Relations: A Comparison of Subsisting Orthodoxies Christopher Odogwu Chidi1 and Okwy Peter Okpala2 1Department of Industrial Relations & Personnel Management, University of Lagos, 2Department of Accounting, University of Lagos, Nigeria 1.
Theoretical perspectives Industrial relations scholars have described three major theoretical perspectives or frameworks, that contrast in their understanding and analysis of workplace relations. Major Perspectives in Industrial Relations Words | 9 Pages.
perspectives in industrial relations. These perspectives are unitary perspective, pluralist perspective and Marxist perspective as .Download