ir issues in org
TRANSCRIPT
8/4/2019 IR Issues in Org
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IR Issues inorganizations
Chapter -2
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Definition
Industrial relation is a process by which people andtheir organization interact at the work place toestablish the terms and conditions of employment.
Study of workers and their trade unions,management employers’ association and the stateinstitutions concerned with the regulation of employment– H.A. Clegg
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Definition
“ Problems of human relationship arising fromthe sale of services for a wage and working onthe premises of employers and under their
control from the subject matter of industrialrelations” – Dale Yoder
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Emergence of IndustrialRelationLoss of Freedom
Unhygienic working condition.
Employment of Children.
Freedom to contract.
The Dynamics of Market.
The pursuit of Self Interest.
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Impact of IndustrialRevolutionElimination of Physical Labor.
Mass production at Low Cost.
Specialization of functionElaborate Control Mechanism
Reduction in work skills.
Sense of Alienation.
Evolution of Entrepreneurship.
Interdependence
Increased Mobility
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Features of IndustrialRelations.Born out of Employment Relationships.
Characterized by conflict and Cooperation.
Part of the system.
Relationship has legal dimensions.
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Objectives of IndustrialRelationsEmployer Employee Relationship
Labour Management Relations.
Industrial peace and productivity.
Industrial Democracy.
Liaison Functions.
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Different Approaches toIRUnitary Perspective
Pluralistic Perspective.
Radical Perspective.
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Unitary Perspective
Based on the assumption that orgn is an integratedgroup of people with
Single authority/loyalty structure.
Share common values, interest and objectives.
Management’s decision is legitimate and rationale.
Organization system is in harmony.
Conflict is unnecessary and exceptional.
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Basic Assumption
About workplace relations
- management and employees share common interest
- single source of authority
About workplace conflict
- inevitable, destructive, to be avoided
- caused by poor management, agitators or poor communication.
About trade unions
- a competing and illegitimate source of authority
- an unwarranted intrusion in the workplace
- create conflict where none would otherwise exist
About collective bargaining
- creates and institutionalizes unnecessary divisions of interest
- serves to generate workplace conflict rather than resolve it
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Pluralistic Perspective
Based on assumption that orgn is
composed of individuals who unite into
sectional groups.Each group have its own, interest, objectivesand leadership.
perceived as multi structured and competitive.
In a permanent state of dynamic tension.
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Basic Assumptions
About workplace relations
- managers and employees have different objectives
- multiple sources of legitimate authority
about workplace conflict
- inevitable, caused by different opinions and values, benefit to anorganisation
- avoid by accepting trade unions, include in decision-making
about the role of trade unions
- not the cause of conflict
- are expression of diverse workplace interests that always exist
- a legitimate part of workplace relations
about collective bargainingPower Point slides by MeghaSaha
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Radical/Marxist
PerspectiveBased on assumptions that orgn-
Exist within a capitalist society.
Group conflict is the source of societal change.
Conflict arises due to disparity in economicpower.
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Basic Assumptions
about workplace relations
- reflects a wider class of conflict between capital and labour
- reflects coercion of working class into dominant capitalist values
about workplace conflict
- inevitable: capital seeks to reduce costs, workers seek fairer price for labour
- will only cease by revolutionary change in distribution of property and wealth
about trade unions
- should raise revolutionary consciousness of workers
- should not limit action to improving material lot of workers
- union leaders who accommodate management betray the workers
about collective bargaining
- merely offers temporary accommodations
- leaves important managerial powers in tact
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Comparative pictureUnitary Pluralistic Radical
Assumption•
CapitalistSociety.•Integrated groupof people.•Common values,interest.
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Post CapitalistSociety.•Coalescence of sectional groups•Different values,interest &
objectives
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Capitalist•Division btwnlabour & Capital•Imbalance &inequality insociety
Nature of Conflict
Single authorityand loyaltystructure.
Competitveauthority &loyalty structure.
Inherent ineconomic &social structure
Resolution of
Conflict
Coercion Compromise &
agreement
Change society
Role of tradeunions
Intrusion fromoutside
LegitimateInternal to workorg.
Employeeresponse tocapitalismDevelop political
awareness &activity. 1515
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Factors Affecting Industrial
RelationsInstitutional factors.
Economic factors.
Social factors.
Technological factors.
Psychological factors.
Political factors.
Enterprise- related factors.
Global factors.
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Theories of Industrial
RelationPsychological
Sociological.
Human Relations.
Gandhian
Systems.
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Psychological Theory
Problem of IR are deeply rooted in theperception & attitude of Participants.
Influence of individual’s perception on his behaviourwas studied by Mason Harie.
Outcome of the study-
The impression about a person is radically different
when he is seen as a representative of other group.
The management & labour see each other as lessdependable.
The management & labour see each other asdeficient in thinking about interpersonal relationsPower Point slides by Megha
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Sociological Theory
Based on the fact- Sociological aspects areimportant in industry than other factors. Whichincludes-
Value Systems.
Customs.
Norms
Attitude.
Perception.
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Contd..
Industry is a social world.
Workshop is a community with different-
Personalities, education background, attitude,likes & dislikes.
Differences creates problems of conflict &Cooperation.
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Human Relation
ApproachA system of management, maximise output bymeeting social and psychological needs of employees in the workplace.
Managers identify and satisfy worker’s social andpsychological needs
Workers are seen as different to other productionresources.
Workers participation in work allocation, decision-making processes.
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Gandhian Approach
Based on truth & Non – violence.
Non- coperation & Trusteeship.
Trusteeship Theory- no room for conflict of interests btwn capitalist & labourers.
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Rules to be followed in
Disputes The workers should seek redrssal of demands onlythrough collective action.
In case of strike- TU should seek by ballot authorityfrom all workers, remain peaceful & non violent.
The workers should avoid strikes.
The strikes should be resorted after failure of all
legitimate measures.Workers should avoid formation of union inphilanthropic organization.
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