SYSTEMS THEORY OF INDUSTRIAL RELATIONS Introduction Industrial Relations is a multidisciplinary field dealing with the study of employment relationship in union and non-union organizations. There have been various theories of industrial relations in place, but the first and most influential theory was put forward by John Thomas Dunlop. Dunlop, as a labor economist, remodelled the work of sociologists and developed a framework of industrial relations system. He developed the System’s Theory which stressed on the interrelationship of institutions and behaviors that enables one to understand and explain industrial relation rules. Definition According to John Dunlop -“An industrial relation system at any one time in its development is regarded as comprised of certain actors, certain contexts, an ideology which binds the industrial relation system together and a body of rules created to govern the actors at the work place and work community.” The concept of industrial relations for Dunlop in many ways similar to that of an economic system. In an economic system, prices are the central problem and is explained in terms of demand and supply; in industrial system, rules of workplace is the central problem for Dunlop in industrial relations. According to Dunlop, the system consists of three main actors and their organisation, the context or setting in which they interact, the common ideology held by the actors binding them together and a body of rules that govern the actors. The three main actors of Dunlop’s System Theory constitute: employers, labor unions, and government. The interaction and relationship between these actors create the set of rules of the workplace that administers the actors in the workplace. These actors cannot act ind... ... middle of paper ... ...tems Theory of Industrial Relations have played an important role not only in understanding but also in maintain better industrial relations today which can be related easily in today’s market. Works Cited Suffield, L., & Templer A. (2012). Labour Relations, PH Series in Human Resources Management, 3rd Edition Thomas, P.,(1959, December 19), Towards a General Theory of Industrial Relations, The Economic Weekly, p1729 Maimona, M., (2013), Sears Canada cuts 245 jobs, outsourcing IT positions to India and the Philippines, Retrieved August 20, 2009, from http://business.financialpost.com/2013/08/20/sears-canada-layoffs-india/ Ingram, D., (n.d), The Relationship between Systems Theory & Employee Relations, from http://smallbusiness.chron.com/relationship-between-systems-theory-employee-relations-22465.html Dunlop, J. D., (1958), Industrial Relations Systems, p. 84.
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David Brody argues that the rise of contractual or collective bargaining relationships during the post WWII era formalized the relationship between employers and unions, but simultaneously began to put a break on shop floor activism. Explain Brody’s argument and, where relevant, incorporate Weber’s theory of bureaucracy.
Factories were known for their ill treatment of their employees, long hours and dirty and unsafe conditions. In 1866, unions started to form to improve working conditions for the workers. A fundamental problem faced by democratic societies is as long as people live their lives individually and go their separate ways and be selfish individuals, they are unlikely to meet collectively to resolve issues. There needs to be meaningful unity among people to alleviate this problem to get people obliged to one another, so there is a willingness to sacrifice for shared goals. Bonding of its citizens creates a democracy. Unions seemed to offer the middle class a chance to become a crucial part of fostering institutions of constitutional democracy. The unions have went through several transitions, but have always worked for the working force. I will discuss the history of the various unions, their wins and losses, and the struggle of the employee to achieve democracy in the workplace.
Blanpain, R and Bamber, G J. (2010). Comparative Labor Law and Industrial Relations in Industrialized Market Economies: Xth and Revised Edition. Alphen aan den Rijn: Kluwer Law International.
NZ’s industrial relations developed by protection of the employment relationship through acts passed by government, particularly the Industrial Conciliation and Arbitration Act (IC&A). This is fundamental to NZ’s employment relations and set the right for trade unions to arrange and negotiate collectively with employers, as well as producing awards, wage rates and handling disputes (Bryson, 2011c).
Willman, P. (2004) 'Structuring Unions: The Administrative Rationality of Collective Action' in Kelly, J .and Willman, P. (eds.) Union Organisation and Activity, pp. 73-89 London: Routledge.
Labour and Employment Law. Cincinnati, OH: South-Western Publishing Company.
Employment relations refer to the relationship between the employer and the employee. Employment relations are governed by the provisions of the employment contract and/or collective agreement where applicable, common law principles and legislative provisions governing specific situations. Many factors in the external environment have an effect on the employment relations within an organization, which they need to monitor and possibly adapt to the necessary changes. The external environmental factors that would influence employment relations are political, economic, social, technological, legal and environmental.
Trade unions are important in the working environment, they organize and represent the interests of the employees and also ensure that their employment relationship is regulated through processes of collective bargaining (Venter & Levy, 2009). The interests of trade unions are also considered to be of importance because they look after the interests of those in the production processes. As a result models of behavior and collective bargaining were developed by Hicksian.
Trade Unions is essentially pluralistic in outlook, it covers not only the relations between employer and employee, but also the relations between employers and unions and between them. TU theory, practice and institutions traditionally focus more on the collective aspect of relations. This is evident from the central place occupied by labour law, freedom of association, collective bargaining, the right to strike etc.
The Marxist approach looks at industrial relations from a societal perspective. It views industrial relations as a small-scale version of a capitalist society. This approach surrounds itself with the assumption that industrial relations under capitalism are unavoidable, and thus would be a source of conflict. According to Marxist, industrial conflict is central to industrial relations, however actual altercations are uncommon. The approach also sees this as a form ...
The laws and regulations surrounding Industrial Relations since the 1900’s have, at each reform, placed tighter constraints on the amount of power unions are able to exert. The reforms have also radically increased managerial prerogative, through an increased use of individual bargaining, contracts and restrictions imposed on unions (Bray and Waring, 2006). Bray and W...
Traditional literature in the field of labor relations has focused immensely on its benefit towards the employer and in the process equating it to working rules. This has been so despite the field being expected to cover the process of, labor management, union formation, and collective bargain; all which are anticipated to create a positive employer-employee relationship. This relationship is said to be positive if there exist a balance between employment functions and the rights of the laborer. Also important to note, is that this relation is equally important to the public sector as it is to the private one. Therefore, to ensure a mutually conducive labor environment exists, effective labor management process and inclusive negotiation program should be adopted (Mulve 2006; Walton, 2008).
...04). The theory which in my opinion is the ‘best’ or most appropriate theory of industrial relations is the Pluralist theory. This theory has been in pole position in western societies for over thirty years. In today’s environment it is the most realistic theory as it assumes conflict is inevitable and recognizes that both employees and employers will have different objectives unlike the unitarist theories beliefs. It is now recognized that better managed industrial relations programmes and cooperation with trade unions can seriously impact on the prevention of disputes, increase productivity, quality and the motivation of workers within organisations and help to align employee objectives with the organisations objectives.
The pluralist approach to industrial relations accepts that conflict is inherent in society and can be accommodated through various institutional arrangements. Pluralism recognizes the existence of more than one ruling principle and allows for different and divergent views from both management and trade unions, achieved through negotiation, concession and compromise. This approach to industrial relations reinforces the value and legitimacy of collective bargaining between management and trade unions as conflict-resolving and rule-making processes. This approach is found in businesses with a large number of employees, such as aa retail store chain or hotel chain.