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Guided by:

Prof. Fredi Rousi Zaveri

Submitted by:Mahipalsinh parmar

Roll no: 42Sem 2nd Sec A

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Meaning of industrial relations

y People belonging to different walks of life have tried to explainindustrial conflict in there own ways:

y Economist in terms of impersonal market forces. and law of supply and demany Politically war of different ideologies perhaps of

different classes

y Psychologically means conflicting interests, aspirations, goals, .

motives and perceptions of different groups of individuals operating within and reacting to a .. given socio-economical and. environment.

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TYPE

S OF APPR

OACHE

ST

O INDUSTR

IALRELATIONS

y Unitary approach

y Pluralistic approach

y Marxist approachy Psychological approach

y Sociological approach

y Human relation approach

y Giri approachy Gandhian approach

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Unitary approachy Unions co-operate with the managements right to

manage is accepted because there is no we they feeling

y

Advocates of this approach emphasis to seek directnegotiation with employees

y Participation of any outside source is not taken asimportant as industrial relations

y This approach is criticized as a tool of seducing theemployees away from unionism and socialism

y It is criticized also as manipulative and exploitative

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Pluralistic approachy This approach perceives:

y Organisations as coalition of competing interests, where therole of management is to mediate amongst the differentinterest groups.

y Trade unoins as legitimate representative of employeeinterest.

y Stability in IR as a product of concessions and compromisesbetween management and unions.

y In this approach conflict between employee andmanagement are taken as conducive for growth and

innovationsy Employees join unions to influence the decision making

process of an industry.y In this approach joining a union is not only desirable but

also mandatory

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Psychological approachPsychological approach

y The difference in the views of employer and workersgive rise to problems of industrial relations.

y The two parties view and interpret situations andissues involved in industrial conflict in different ways.

y For e.g. the perception of employer is different fromthat of trade unions

y Due to dissatisfaction with pay, working conditions,nature of job, etc cause frustration and aggression onpart of workers they do strikes in different ways

y Similarly employers resort to lock out and other formsof protest as a result of market conditionsgovernment policies and other constraints.

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Sociological approach

y In this approach it is treated that the main reasons forconflict in industries is that the difference in familybackground, education level, personalities, emotions,

likes and dislikes, etc.y As a result of urbanization, housing and transport

problems in industrial areas, disintegration of joint familysystem, and other social problems cause stress andstrains among workers.

y There can not be industrial harmony and peace inindustry when the society is in turmoil.

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Human relation approach

y Industry consists living human beings who wantfreedom of thought and and control over there

lives.y When employers dont treat their employees as

human conflict arises.

y Human relation approach explain the behaviour

of individuals and groups at the work and help inmodifying and utilizing such behaviour towardsachievement of organizational objectives

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Giri approachy Collective bargaining and mutual negotiation between

management and lobour should be used to settleindustrial dispute.

y Every industry and every unit must try to settle thedisputes with government help regularly.y This stresses upon voluntary efforts of the management

and the trade unions to wind up their differences,through voluntary arbitration which cuts at the very rootof the trade union movements.

y Essence- preference of internal settlement tocompulsion from outside, voluntary arbitration andcollective bargaining to compulsory arbitration.

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Gandhian approachy Gandhiji accepted the workers right to go on strike

but they should exercise this right in a peaceful andnon-violent manner.

y He said that workers should resort to strike for justcause and after the employers fail to respond to their

moral appeals.y Gandhiji has suggested some guidelines should be

observed:- avoid forming unions in philanthropic organizations.- seek redressal of their reasonable demands only

through collective action.- avoid strikes in essential goods/service industries- resort to strikes only as a last resort after all otherlegitimate measures have failed

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