What are the approaches of industrial relations?
What are the approaches of industrial relations?
Ans.
Industrial relations are the result of several socio-economic, psychological and political factors. Various approaches have, therefore been used to explain the multinational nature of industrial relations:
1. Psychological approaches: The problems of industrial relations are attributable to the differences in the perceptions of labour and management both parties tend to look at factor influencing their relations that is wages, benefits, working conditions etc. in different ways. Dissatisfaction with pay benefits, services, conditions of work compel workers to turn agressive and resort to strike, etc. Employers adopt rigid postures and draw the shutters down when they find the regulatory framework to be restrictive, workers to be highly demanding and market forces to be unmanageable. Apart from economic issues motives such as the need to gain prestige, power, status, recognition also compel people to go different directions, sacrificing the broader organisational interests.
2. Sociological Approaches: A number of sociological factors such as the value systems, customs and traditions affects the relations between labour and management. Problems such urban congestion chronic shortage of affordable dwelling units, convenient transportation system, pollution, disintegration of joint family system as misery to the lives of workers, accepted societal norms, traditions and customs are pushed to the wall in such a scenario. Culture pollution sets in, rubbing workers the wrong way. Such sociological changes impact industrial life significantly, forcing parties to assess, analyse and find solutions to conflictful situations on a continuous basis.
3. Human Relations Approach: According to the human resource approach, individuals are motivated by a variety of social and psychological factors not just earnings. Human behaviour is influenced by feelings, sentiments and attitudes. Informal work groups play an important role in shaping the attitudes and performance of individual workers. People do not live the idea of being treated as machines. To reduce friction and conflict in the work place, managers need to possess effective social skill. They must explain why a particular job is important, allow workers to participate in work processes fully, encourage work group flourish and try their best to keep workers happy. Economic and non-economic rewards must be used to meet the physiological and psychological requirements of workers from time to time. Every attempt must be made to integrate the individuals objectives with overall organisational objectives to avoid conflict and controversy in industrial life.
4. Gandhian Approach: Gandhiji accepted the workers right to strike but cautioned that this right be exercised in just caused and in peaceful non-violent fashion. The trusteeship theory advocated by him highlights the fact that wealth belongs to society and not to the owners of an enterprise. Owners are these to serve the interests of society. If they fail to pay minimum wages to workers, workers must appeal to their conscience. If this does not produce results, they should resort to non-violent non co-operation. Before adopting this strategy, workers must believe in their collective strength and note the crucial point that without their active co-operation, capitalists cannot achieve results. The capitalist in his own self interest, is expected to hold industry in trust for the society, treating workers as partners and co trustees in a progressive venture.
5. V.V. Giri Approach: According to V.V. Giri collective bargaining and joint negotiation be used to settle disputes between labour and management. Outside interference must be avoided at all costs while resolving differences between the parties. Trade union should use voluntary arbitration in place of compulsory adjudication to resolve disputes. Giri observed that these should be a 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.
