Approaches to Industrial Relations I UGC NET Paper 2 Code 55 Notes I HRM Notes I BBA/MBA Notes
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3 سال پیش
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Approaches to Industrial RelationsSome common
Approaches to Industrial Relations
Some common approaches to Industrial Relations are:
1. Psychological Approach
2. Sociological Approach
3. Human Relations Approach
4. Socio-Ethical Approach
5. Giri Approach
6. Gandhian Approach
7. System Approach
1. Psychological Approach
The psychologists are of the view that the problem of industrial relations are deeply rooted in the perception and the attitude of focal participants. The influence of individual’s perception on his behavior has been studied by Mason Harie. He studied the behavior of two different groups, “Union Leaders” and “ Executive” through Thematic Apperception Test. For the test a photograph of an ordinary middle aged person served as input, which both the groups were expected to rate. Both the groups came out with entirely different interpretations of the same photograph. The Union leaders referred the person in the photograph as “Manager” whereas the group of Executives saw “ Union Leader” in the photograph.
The result of the study concluded that...........
2. Sociological Approach
Industry is a part of society and it is a community made up of individuals and groups with different family background, educational level, personalities, emotions, likes and dislikes etc.
These differences in individual attitudes and behavior create problems of conflict and cooperation in industry......
3. Human Relations Approach
The Human relations school founded by Elton Mayo offers a coherent view of the nature of individual conflict and harmony. Human relations approach is inter-disciplinary in nature because knowledge drawn from several disciplines like psychology, sociology, anthropology, economic and political science is used in it..............
4. . Socio-Ethical Approach
This approach holds that industrial relations besides having a sociological base does have some ethical ramifications. Good industrial relations can be only maintained when both the labour and management realize, their moral responsibility in contribution to the said task through mutual co-operation and greatest understanding of each other’s problems. It is not very widely accepted approach.
5. Giri Approach
According to Shri V.V. Giri collective bargaining and mutual negotiations between management and labour should be used to settle industrial disputes. He suggested that there should be bipartite machinery in every industry and every unit of the industry to settle differences from time to time with active encouragement of Government. Outside interference should not encroach upon industrial peace. Giri’s stress was on voluntary efforts of the management and the trade unions to wind up their differences, through voluntary arbitration....................
6. Gandhian Approach
Gandhiji’s views on industrial relations are based on his fundamental principles of truth and non- violence, and non possession or aparigraha. Out of these principles evolved the concepts of non co-operation and trusteeship on which his philosophy of industrial relations rests. Gandhiji accepted the worker’s right to go on strike but they should exercise this right in a peaceful and non-violent manner. Workers should resort to strike for just cause and after the employers fail to respond to their moral appeals. Gandhiji suggested that in the process of resolving disputes, the following guidelines should be observed...................
7. System Approach
This approach was developed by John Dunlop. It focuses on participation in the process, environmental forces and output. It further studies the inter-relations among different participants of Industrial Relation System. According to him, Industrial system is a sub-system of the larger social systems. This system further includes subsystems like technology, market and people................
Some common approaches to Industrial Relations are:
1. Psychological Approach
2. Sociological Approach
3. Human Relations Approach
4. Socio-Ethical Approach
5. Giri Approach
6. Gandhian Approach
7. System Approach
1. Psychological Approach
The psychologists are of the view that the problem of industrial relations are deeply rooted in the perception and the attitude of focal participants. The influence of individual’s perception on his behavior has been studied by Mason Harie. He studied the behavior of two different groups, “Union Leaders” and “ Executive” through Thematic Apperception Test. For the test a photograph of an ordinary middle aged person served as input, which both the groups were expected to rate. Both the groups came out with entirely different interpretations of the same photograph. The Union leaders referred the person in the photograph as “Manager” whereas the group of Executives saw “ Union Leader” in the photograph.
The result of the study concluded that...........
2. Sociological Approach
Industry is a part of society and it is a community made up of individuals and groups with different family background, educational level, personalities, emotions, likes and dislikes etc.
These differences in individual attitudes and behavior create problems of conflict and cooperation in industry......
3. Human Relations Approach
The Human relations school founded by Elton Mayo offers a coherent view of the nature of individual conflict and harmony. Human relations approach is inter-disciplinary in nature because knowledge drawn from several disciplines like psychology, sociology, anthropology, economic and political science is used in it..............
4. . Socio-Ethical Approach
This approach holds that industrial relations besides having a sociological base does have some ethical ramifications. Good industrial relations can be only maintained when both the labour and management realize, their moral responsibility in contribution to the said task through mutual co-operation and greatest understanding of each other’s problems. It is not very widely accepted approach.
5. Giri Approach
According to Shri V.V. Giri collective bargaining and mutual negotiations between management and labour should be used to settle industrial disputes. He suggested that there should be bipartite machinery in every industry and every unit of the industry to settle differences from time to time with active encouragement of Government. Outside interference should not encroach upon industrial peace. Giri’s stress was on voluntary efforts of the management and the trade unions to wind up their differences, through voluntary arbitration....................
6. Gandhian Approach
Gandhiji’s views on industrial relations are based on his fundamental principles of truth and non- violence, and non possession or aparigraha. Out of these principles evolved the concepts of non co-operation and trusteeship on which his philosophy of industrial relations rests. Gandhiji accepted the worker’s right to go on strike but they should exercise this right in a peaceful and non-violent manner. Workers should resort to strike for just cause and after the employers fail to respond to their moral appeals. Gandhiji suggested that in the process of resolving disputes, the following guidelines should be observed...................
7. System Approach
This approach was developed by John Dunlop. It focuses on participation in the process, environmental forces and output. It further studies the inter-relations among different participants of Industrial Relation System. According to him, Industrial system is a sub-system of the larger social systems. This system further includes subsystems like technology, market and people................
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