Unionization Union representation among U. During down economies, including the U. As industries develop, a new industrial-cum-social pattern emerges, which provides general new relationships, institutions and behavioural pattern and new techniques of handling human resources. However, in this theory conflict is not acceptable and it is said that since the management and the workers share the same objectives and goals then there is no need reason to have conflict and if conflict arises than it is temporary.
The theorist stated that this version was simply exploiting workers. It is perceived that the organisation is an integrated and harmonious entity where management and staff share mutual cooperation, shared goals, interests and objectives Cooper, The firm would not like the government interfering in the decision making of the firms processes but the government can only help in the process but has no say in what to do and what not to do.
As industries develop, a new industrial-cum-social pattern emerges, which provides general new relationships, institutions and behavioural pattern and new techniques of handling human resources.
Get Full Essay Get access to this section to get all help you need with your essay and educational issues. Ultimately, the introduction of new rules and regulations and revisions of the existing rules for improving the industrial relations are the major outputs of the industrial relations system.
Trade unions are deemed as legitimate representatives of employees. Finally, it was argued by many authors that human resource management is a part of the unitary theory.
The procedural rules govern how substantive rules are to be made and understood. Layoffs When companies decide to cut costs, work force reductions are frequently considered or carried out. Chamberlain at Yale and Columbia universities.
As far as theory is concerned, the compensation payable to the employees is an outcome of the power struggle. In this, the state has a role in protecting the interest of those who owns the mean of production. The general philosophy of radical perspective is that there is a fundamental inherent of conflict between the workers and the management, it is said that conflict is derived from the unequal distribution of income and wealth in a capitalist society Chand, This conflict was purely inevitable due to the different interests that were present between the employer and the employee and its existence was accepted and not deterred.
It views industrial relations as a microcosm of the wider capitalist society. Hence, there is no existence of fundamental conflict between the suppliers of labour and the owners of capital. In pluralist theory, there are multiple interest groups in an organization and that includes the trade union.
Organization following the unitary theory attracts mutual cooperation and it this theory there is high requirements for loyalty for all employees The Theoretical Perspectives On Employee Relations Commerce Essay.
Conflict over pending layoffs is sometimes resolved by agreements made between workers and management, such as pay reductions or other concessions that minimize or avert the need for job losses. The trade union makes sure that the management does not exploit the workers and provide good incentives with better working conditions to also keep the workers happy and motivated in working in the organization.
Employees should feel that the skills and expertise of managers supports their endeavors. Reward systems should be so designed as to foster to secure loyalty and commitment. However, in this theory conflict is not acceptable and it is said that since the management and the workers share the same objectives and goals then there is no need reason to have conflict and if conflict arises than it is temporary.
In the public sector, disputes over pay, health coverage and other issues continue to affect thousands of unionized workers in the fields of education, municipal services and law enforcement. Organizations use different theories to maintain the relationship between the workers and the management, some of these theories are unitary theory, pluralist theory and radical theory.
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.
Both classes struggle hard to consolidate their respective positions so that they can have a greater leverage over the other in the process of bargaining.
The basis of this theory is that group cohesiveness is provided by the common ideology shaped by the societal factors. There are four versions of unitary theory and there are, scientific management, human relations, neo-human relations and human resource management.
These workers demanded better working conditions and pay rises. The basic assumption of this approach is that industrial relations under capitalism are an everlasting and unavoidable source of conflict According to this approach, industrial conflicts are the central reality of industrial relations, but open conflicts are uncommon.
Pluralistic-Perspective In pluralism the organization is perceived as being made up of powerful and divergent sub-groups - management and trade unions. In this theory there is the right to form trade unions as the legitimate right of the workers and there is a bi-lateral decision making.
Reward systems should be so designed as to foster to secure loyalty and commitment. These may be substantive rules as well as procedural rules. By the early 21st century, the academic field of industrial relations was often described as being in crisis.The essay that's undertaken presents the conflicting issues between Industrial Relations and Unitarism, which reflects a Strategic perspective.
It was easily recognizable that society as a whole is slowly converging into unitarism.4/5(6). AbstractThe essay that's undertaken presents the conflicting issues between Industrial Relations and Unitarism, which reflects a Strategic perspective. It was easily recognizable that society as a whole is slowly converging into unitarism.
What became 4/5(6). INTRODUCTION OF THE INDUSTRIAL RELATIONS INTRODUCTION mutually conflicting interests of labour and management. The substantive issues of industrial relations is of perennial nature and, thus, there can never be a "solution for all times to come." There can only be broad norm and.
Industrial Sociology and Industrial Relations (Fox ), which was written as a background paper for a UK public enquiry into labour‐management relations prompted by concerns about increased levels of industrial conflict and decentralised union action.
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. Labor Relations This section deals with labor relations issues at UC Berkeley, including union contacts, bargaining agreements, labor law posters, FAQ's and more.