1. 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. Legitimacy of the management’s authority is not automatically accepted. The pluralistic approach totally departs from the unitary approach and assumes that the organization is composed of individuals who form distinct groups with their own set of aims, objectives, leadership styles, and value propositions. According to him, the goals of human relations are – (a) to get people to produce, (b) to cooperate through mutuality of interest, and (c) to gain satisfaction from their relationships. He emphasized on the peaceful co-existence of capital and labour. Systems Approach 5. He also pleaded for perfect understanding between capital and labour, mutual respect, recognition of equality, and strong labour organisation as the essential factors for happy and constructive industrial relations. Furthermore, unitarism has a paternalistic approach where it dâ¦ L IA S R N T O S I U T S D A N L WI E L A R R & AB O L You just clipped your first slide! Conflict between the management and workers is understood as inevitable and, in fact, is viewed as conducive for innovation and growth. They seek direct negotiations with employees. Therefore, it questions the collective regulation basis of traditional industrial relations. Participation of government, tribunals and unions is not sought or is seen as being necessary for achieving harmonious employee relations. According to him, employers should not regard themselves as sole owners of mills and factories of which they may be the legal owners. The Marxist theory assumed that the survival of the employees without any work is more crucial than the survival of the employer without the labours. This approach implies that relationship between employees and employers are between two human beings, the human relations include the relationship during the out of employment situations also. They are the results of social, cultural, economic, political and governmental factors. The “Oxford Approach” can be expressed in the form of an equation – r = f (b) or r = f (c) where, r = the rules governing industrial relations. The organization should appoint personnel experts and industrial relations specialists to act as, In the case of industrial disputes, the organization can avail the services of the. Gandhiji had immense faith in the goodness of man and he believed that many of the evils of the modern world have been brought about by wrong systems and not by wrong individuals. Some of the important approaches to industrial relations are:-, 1. Human relations approach is inter-disciplinary in nature because knowledge drawn from several disciplines like psychology, sociology, anthropology, economics and â¦ This approach is criticised as a tool for seducing workers away from unionism/socialism. Taking a balanced view, however, it must be admitted that the human relations school has thrown a lot of light on certain aspects such as communication, management development, and acceptance of work place as a social system, group dynamics, and participation in management. Under the principle of non-violence and truth, Gandhi meant a peaceful co-existence of capital and labour. Industrial relations Industrial relations (IR) or commonly known as employment relations examines various employment situations that include employees, employers, trade unions, and government. Human Resource Management Approach â¢ Human resources are made up of living human beings. For the Marxists, all strikes are political. These are – (a) the cause of the strike must be just and there should be no strike without a grievance; (b) there should be no violence; and (c) non-strikers or “blacklegs” should never be molested. Psychological Approach to Industrial Relations, 3. According to Flanders, conflict is inherent in the industrial system. Advocates of the unitary approach emphasize on a reactive industrial relations strategy. The concept of industrial relations has been extended to denote the relations of the state with employers, workers and their organizations. The first approach to human relations appears to be based on an understanding of the individual as a distinct, unique, self-autonomous human person or self. The subject, therefore, includes individual relations and joint consultations between employers and work people at their workplace, collective relations between employers and their organizations and trade unions and the part played by the state in regulating these relations.”. 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