Scribd Logo
Upload

Welcome to Scribd!

  • 40 views

    1-Dunlop, S Approach

    Uploaded by

    rahul_publications
    There are several approaches to analyzing industrial relations systems described in the document. The Dunlop approach views an industrial relations system as comprising actors, contexts, an ideology, and rules governing workplace actors. The Oxford approach studies institutions regulating jobs and focuses on substantive and procedural rules. The industrial sociology approach sees conflicts arising from job and interaction factors and being resolved through bargaining or analysis. The action theory approach analyzes bargaining as the mechanism for resolving conflicts between cooperating actors. The Marxist approach views industrial relations as a power struggle between capital and labor.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd

    1-Dunlop, S Approach

    Uploaded by

    rahul_publications
    40 views2 pages
    There are several approaches to analyzing industrial relations systems described in the document. The Dunlop approach views an industrial relations system as comprising actors, contexts, an ideology, and rules governing workplace actors. The Oxford approach studies institutions regulating jobs and focuses on substantive and procedural rules. The industrial sociology approach sees conflicts arising from job and interaction factors and being resolved through bargaining or analysis. The action theory approach analyzes bargaining as the mechanism for resolving conflicts between cooperating actors. The Marxist approach views industrial relations as a power struggle between capital and labor.

    Original Title

    ir

    Copyright

    © Attribution Non-Commercial (BY-NC)

    Available Formats

    DOC, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    There are several approaches to analyzing industrial relations systems described in the document. The Dunlop approach views an industrial relations system as comprising actors, contexts, an ideology, and rules governing workplace actors. The Oxford approach studies institutions regulating jobs and focuses on substantive and procedural rules. The industrial sociology approach sees conflicts arising from job and interaction factors and being resolved through bargaining or analysis. The action theory approach analyzes bargaining as the mechanism for resolving conflicts between cooperating actors. The Marxist approach views industrial relations as a power struggle between capital and labor.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    40 views2 pages

    1-Dunlop, S Approach

    Uploaded by

    rahul_publications
    There are several approaches to analyzing industrial relations systems described in the document. The Dunlop approach views an industrial relations system as comprising actors, contexts, an ideology, and rules governing workplace actors. The Oxford approach studies institutions regulating jobs and focuses on substantive and procedural rules. The industrial sociology approach sees conflicts arising from job and interaction factors and being resolved through bargaining or analysis. The action theory approach analyzes bargaining as the mechanism for resolving conflicts between cooperating actors. The Marxist approach views industrial relations as a power struggle between capital and labor.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    of 2

    1-Dunlop,s approach—

    An industrial relations system at any one time in its development is regarded as


    comprised of certain actors, certain contexts, an ideology, which binds the industrial
    relations system together, and a body of rules created to govern the actors at the
    workplace and work community. There are three sets of independent variables: the
    ‘actors’, the ‘contexts’ and the ‘ideology’ of the system
    2 -THE OXFORD APPROACH
    According to this approach, the industrial relations system is a study of institutions of
    job regulations and the stress is on the substantive and procedural rules as in Dunlop’s
    model. Flanders, the exponent of this approach, considers every business enterprise as
    a social system of production and distribution, which has a structured pattern of
    relationship.
    The “institution of job regulation” is categorised by him as internal and
    external – the former being an internal part of the industrial relations system such as
    code of work rules, wage structure, internal procedure of joint consultation, and
    grievance procedure. He views trade unions as an external organisation and excludes
    collective agreements from the sphere of internal regulation. According to him,
    collective bargaining is central to the industrial relations system.
    3-- THE INDUSTRIAL SOCIOLOGY APPROACH
    G. Margerison, an industrial sociologist, holds the view that the core of industrial
    relations is the nature and development of the conflict itself.
    According to this school of thought, there are two major conceptual levels of
    industrial relations. One is the intra-plant level where situational factors, such as job
    content, work task and technology, and interaction factors produce three types of
    conflict – distributive, structural, and human relations. These conflicts are being
    resolved through collective bargaining, structural analysis of the socio-technical
    systems and man-management analysis respectively. The second level is outside the
    firm and, in the main, concerns with the conflict not resolved at the intra-
    organisational level.
    4-THE ACTION THEORY APPROACH
    Like the systems model, the action theory approach takes the collective regulation
    of industrial labour as its focal point. The actors operate within a framework,
    which can at best be described as a coalition relationship. The actors, it is claimed,
    agree in principle to cooperate in the resolution of the conflict, their cooperation
    taking the form of bargaining. Thus, the action theory analysis of industrial relations
    focuses primarily on bargaining as a mechanism for the resolution of conflicts.
    Whereas the systems model of industrial relations constitutes a more or less
    comprehensive approach, it is hardly possible to speak of one uniform action
    theory concept.
    5-THE MARXIST APPROACH
    The Marxist approach is primarily oriented towards the historical development of the
    power relationship between capital and labour. It is also characterised by the struggle
    of these classes to consolidate and strengthen their respective positions with a view to
    exerting greater influence on each other. In this approach, industrial relations is
    equated with a power-struggle. The price payable for labour is determined by a
    confrontation between conflicting interests. The capitalist ownership of the enterprise
    endeavours to purchase labour at the lowest possible price in order to maximise their
    profits. The lower the price paid by the owner of the means of production for the
    labour he employs, the greater is his profit. The Marxist analysis of industrial
    relations, however, is not a comprehensive approach as it only takes into account the
    relations between capital and labour. It is rather, a general theory of society and of
    social change, which has implications for the analysis of industrial relations within
    what Marxists would describe as capitalist societies.
    6-THE PLURALIST APPROACH
    The focus is on the resolution of conflict rather than its generation, or, in
    the words of the pluralist, on ‘the institutions of job regulation.’ Kerr is one of the
    important exponents of pluralism. According to him, the social environment is an
    important factor in industrial conflicts. The isolated masses of workers are more
    strike-prone as compared to dispersed groups. When industrial jobs become more
    pleasant and employees’ get more integrated into the wider society, strikes will become
    less frequent.
    7- WEBER’S SOCIAL ACTION APPROACH
    Weberian approach gives the theoretical and operational
    importance to “control” as well as to the power struggle to control work
    organisations – a power struggle in which all the actors in the industrial relations
    drama are caught up.
    8 THE HUMAN RELATIONS APPROACH
    The human relations approach highlights certain policies and techniques to improve
    employee morale, efficiency and job satisfaction. It encourages the small work group to
    exercise considerable control over its environment and in the process helps to remove a
    major irritant in labour-management relations.
    9- THE GANDHIAN APPROACH
    This approach to industrial relation is based upon fundamental principal of truth, non-
    violance and non-possission. This approach presumes the peaceful co-existance of capital
    and labour. Gandhiji emphasized that if the employers follow the principal of trusteeship
    than there is no scope of conflict of interest between labour and management, Gandhiji
    accepted the workers right to strike,but cautioned that they should exercise this right for a
    just cause and in a peaceful and non-violence manner and this method should only be
    resorted when all methods failed in getting employers response.

    You might also like