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Approaches to Industrial Relations - Industrial Relations
Human Resources Management - Industrial Relations
Approaches to Industrial Relations - Industrial Relations
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Though there are different approaches to industrial relations, the basics of management of good relations remain the same across all the approaches.
Approaches to Industrial Relations
Though there are different approaches to industrial relations, the basics of management of good relations remain the same across all the approaches. These different approaches help in viewing industrial relations from different perspectives. The different approaches to industrial relations are:
1. Psychological approach
2. Sociological approach
3. Human relations approach
4. Socio-ethical approach
5. Gandhian approach
6. Systems approach
According to this approach, most of the problems in industrial relations arise because of the differing perceptions and attitude of the management and the workers. The perception of both parties (workers and managers) regarding a particular aspect varies and as a result, some minute issues aggravate into major problems. The different personalities and strained inter-group and interpersonal relationships add fuel to the fire and increase the disharmony in the system.
This approach considers the industry as a social system. The work behavior of individuals is closely influenced by social factors that impact an individual’s life in society. These differences among individuals, a result of their social upbringing and association, create conflict and competition among the members of an industrial society.
This approach holds that the handling of human resources is different from handling material, physical or financial resources. It lays emphasis on the human aspect and the way human feelings influence the work relations and behaviour of employees in the organization.
This approach states that industrial relations apart from having sociological ramifications, also has an ethical base. Hence the workers and the management should work in mutual cooperation and realize their moral responsibility towards the organizational objectives. Understanding each other’s problems and constraints can help in resolving conflicts peacefully.
According to this approach, industrial problems should be solved peacefully using non-violent methods. In the same way, problems in the industry should be solved through satyagrahas and non-violence rather than resorting to violent deeds and crimes.
The basic elements of the system approach are the participants, environmental forces and the output. There are three aspects major participants namely, the workers, the management and their representatives. The interaction between these three results in significant strata that are referred to a subsystem of an industrial relations system.
Though there are different approaches to industrial relations, the basics of management of good relations remain the same across all the approaches. These different approaches help in viewing industrial relations from different perspectives. The different approaches to industrial relations are:
1. Psychological approach
2. Sociological approach
3. Human relations approach
4. Socio-ethical approach
5. Gandhian approach
6. Systems approach
Psychological Approach
According to this approach, most of the problems in industrial relations arise because of the differing perceptions and attitude of the management and the workers. The perception of both parties (workers and managers) regarding a particular aspect varies and as a result, some minute issues aggravate into major problems. The different personalities and strained inter-group and interpersonal relationships add fuel to the fire and increase the disharmony in the system.
Sociological Approach
This approach considers the industry as a social system. The work behavior of individuals is closely influenced by social factors that impact an individual’s life in society. These differences among individuals, a result of their social upbringing and association, create conflict and competition among the members of an industrial society.
Human Relations Approach
This approach holds that the handling of human resources is different from handling material, physical or financial resources. It lays emphasis on the human aspect and the way human feelings influence the work relations and behaviour of employees in the organization.
Socio-Ethical Approach
This approach states that industrial relations apart from having sociological ramifications, also has an ethical base. Hence the workers and the management should work in mutual cooperation and realize their moral responsibility towards the organizational objectives. Understanding each other’s problems and constraints can help in resolving conflicts peacefully.
Gandhian Approach
According to this approach, industrial problems should be solved peacefully using non-violent methods. In the same way, problems in the industry should be solved through satyagrahas and non-violence rather than resorting to violent deeds and crimes.
Systems Approach
The basic elements of the system approach are the participants, environmental forces and the output. There are three aspects major participants namely, the workers, the management and their representatives. The interaction between these three results in significant strata that are referred to a subsystem of an industrial relations system.
Tags : Human Resources Management - Industrial Relations
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