Pluralistic

Co-operation

Conflict

Authoritarian

Paternalism

Unitary

Humanresource

management

Systems

Evolution

Revolution

Marxist

Control ofthe labourprocess

Input Conversion Output

Conflict(differences)

Institutionsand

processes

Regulation(rules)

Approaches to organisations

Approaches to industrial relations

Social action

Wider approaches to industrial relations

Approaches to industrial Approaches to industrial relationsrelations

Labour market Comparative

Pluralist: Input-output Pluralist: Input-output modelmodel

CONFLICT RECONCILIATION REGULATION

Function:Identify Differencesof interest

Types:1. Micro-level organisation tensions2. Macro-level society values & issues

Forms of expression:1. Hidden individual2. Overt constitutional3. Industrial pressure

Conducted through:1. Processes

2. Institutions

3. Levels

Rules:1. Substantive or procedural2. Internal or external to the organisation3. Varying degrees of formality

Input Conversion Output

Marxist: Control of the labour Marxist: Control of the labour processprocess

B.M B.B.G BARANG PASARAN

CAPITALSMesin,Alatan danBuruh

• B.M = Barang Mentah• B.B.G = Barang Boleh Guna

System ApproachSystem ApproachOriginated by John T. Dunlop, Refinement. It is a broad based integrative model that sought to provide

tools of analysis to interpret and gain understanding the widest possible range of IR facts and practices and to explain why particular rules are establish in particular IR systems and how and why they change in response to changes affecting the system.

This model sees IR as a subsystem of society distinct from but overlapping, the economic and political subsystem

System ApproachSystem ApproachFour interrelated elements:Actors- management, non-managerial employees and their representatives And specialize government agencies concern with IR.

Context : influence and constraints on the decisions of the actors which emanate from other parts of society, such as technology, market, budgetary and the locus of power in the society..

Ideology; beliefs within the system which not only define the role of eachActor or groups of actors but also define the view that they have of the role of other actors in the system. If the view compatible-stable IR system and other wise.

Rules; the regulatory framework, developed by a range of process and presented in variety of forms which expresses the terms and nature of the employment relationship.

Systems ApproachSystems Approach

Features

• Dunlop - Actors, working within contexts (environment), developing a body of rules, held together by an ideology

• System producing rules (IRS) and system governed by rules (production)

• Naturally stable and orderly?

• Emphasis on roles rather than people

• Importance of environmental influences

Market

Disorder

Input(conflict)

Environments

Environments Environments

Industrial relations system

Power

Technology

PoliticalLegal

Other levels of theindustrial relations

‘system’

Economicstructure

SocialCultural

Government and State Agencies

AttitudesValues

Interests

Roles

Organisationalhierarchy of

management

Organisationalhierarchy of

management

AttitudesValues

InterestsRoles

PowerChoicePower

Choice

Productive system

Control/order

Rule-making process

Internal rules

Industrial relations system (1)

Output(substantive rules)

PowerChoice

Roles

AttitudesValues

Interests

System of industrial relationsSystem of industrial relations

Gandhian ApproachGandhian Approach• Trusteeship theory• Management as Custodian • ATLA experience• Non-Violence• Strike is the last weapon to resort