INDUSTRIAL RELATIONS

1. INDUSTRIAL RELATIONS

2. INDUSTRIAL RELATIONS Back ground and framework of industrial Relations

3. Introduction • Concept of IR originated in the USA in the early 20th century. • It soon extended to Great Britain • It entered public discourse in 1912 in the aftermath of violent industrial conflicts

4. Introduction • IR became known as the processes and institutions through which employment is managed, such as trade unions and employers’ associations, collective negotiations, labour legislation and organized conflict.

5. Introduction • IR became known as the processes and institutions through which employment is managed, such as trade unions and employers’ associations, collective negotiations, labour legislation and organized conflict.

6. Introduction • It provided the basis for academic research and teaching. • Some writers: • Labour and trade unions were regarded as positive forces for social improvement. • Their perspectives converged with progressive employers.

7. Introduction • Their common belief was that social peace could be encouraged by a better understanding of the sources of industrial conflictand the mechanics of collective regulation.

8. Model of Industrial Relations • Early writers on IR came from a variety of backgrounds. • As the study became increasingly institutionalized it became a study in its own right. • A most notable writer was John Thomas Dunlop Industrial Relations System appeared in 1958

9. Model of Industrial Relations • For Dunlop the defining characteristics were • The full range of rule makinggoverning the workplace. • Analysis of the rulesof employment. John Thomas Dunlop

10. Model of Industrial Relations • For Dunlop the defining characteristics were • The actors (employers, workers and their organizations and governments) involves in their formation and administration John Thomas Dunlop

11. Model of Industrial Relations • For Dunlop the defining characteristics were • The Contextual Influences (economic, technological and political) required a distinctive theoretical apparatus which identified industrial relations as a separate discipline. John Thomas Dunlop

12. Model of Industrial Relations • JD’s Model was 1st published in 1958 and revised in 1993 John Thomas Dunlop

13. Model of Industrial Relations • It defines IR as the field defined by the study of interaction between: • Workers, • Employers, • Their Associations • and The State. John Thomas Dunlop

14. Model of Industrial Relations • The interactions take places against the background of several variables: • Technology • The design of work • Power relations within society at large. John Thomas Dunlop

15. Model of Industrial Relations • The system is kept in tact by shared ideology, • Its product is the norms that govern • The Employment Relationship • and the Labour Market John Thomas Dunlop

16. Model of Industrial Relations • The IR system is Flexible and can be applied at: • Enterprise • Domestic • Occupational and Sectoral • National • And International Level John Thomas Dunlop

17. Model of Industrial Relations • IR system as a distinct subset of the Economic System and separate of the Political System. Economic System John Thomas Dunlop

18. Model of Industrial Relations • Criticisms of JD IR System: • The assumption of shared a ideology driving the system rather than power and conflict was excessive. John Thomas Dunlop

19. Model of Industrial Relations • Criticisms of JD IR System: • The separation of the industrial relations systemfrom the other systems namely the political system, was problematic. John Thomas Dunlop

20. Properties of John Dunlop’s Model • Model which explains why particular rules are established. • How and why they change in response to changes

21. Properties of John Dunlop’s Model • Argument – IR is a discipline in its own right • It is related to economics and to social systems in general.

22. Properties of John Dunlop’s Model • He envisaged the following: • Regulated relationships at the workplace as a social product. • Concerns with analysis at the level of the individual or even the primary group

23. Properties of John Dunlop’s Model • The main elements of the Model are: • Interrelatedness of institutions and behaviour. • Rules that govern the relationship between actors and institutions.

24. The Impact of Dunlop’s Work • Dominated IR Research for decades • It became the starting point from which most other influential commentators proceeded.

25. The Impact of Dunlop’s Work • There was no difficulty in appreciating the impact of his work. • It provided a mechanism for grounding the subject area.

26. The Impact of Dunlop’s Work • It enabled the movement away from the narrow concentration on collective bargaining. • It enabled the claim that IR as a discipline in its own right

27. The Impact of Dunlop’s Work • He developed the thinking of Industrial Relations as having a theoretical core through the study of the Industrial Relations Systems.

28. The Impact of Dunlop’s Work • NOTE • Views the IR System as a subsystem of the wider society or the total social system. • It is seen as providing certain essential influences and constraints • IR System is regarded as comprising actors, context & ideology • They bind the IR Systems together and a body of rules created to govern the actors at the place of work

29. The Creation of Rules • The creation of rules is seen to be the central aim of the Industrial Relations System IR Rules

30. The Creation of Rules • There three (3) groups of actors who take part in the rule making process. • Managers and their supervisors. • Non-managerial workers and their Spokesmen. • Specialized government agencies and specialized private agencies

31. Impact of the Environment on the Industrial Relations System • Impacts are • Technological aspects of the work place. • Markets and budgetary constraints • The focus and distribution of power in the larger society.

32. INDUSTRIAL RELATIONS

33. INDUSTRIAL RELATIONS Back ground and framework of industrial Relations

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41. Model of Allan Flanders • Allan Flanders (1910-1973) • Member of the Oxford School of Industrial Relations. • Developed a particular institutional approach to the analysis of industrial relations. • Published “The System of Industrial Relations in Great Britain” (1954)

42. Model of Allan Flanders • Other Contributions • The design of State Income Policy, • The reform of Collective Bargaining, • Productivity Bargaining • And his impact of the Donovan Report of the UK in 1968.

43. Model of Allan Flanders • Alan Flanders furthered the work of Dunlop • He focused on • Why management on the whole is slow to innovate labour relations and have little to do with labour relations?

44. Model of Allan Flanders • He believed that • An immense amount of experimenting and education was needed about changes in management methods and outlook that he considered necessary.

45. Model of Allan Flanders • He believed that • An immense amount of experimenting and education was needed about changes in management methods and outlook that he considered necessary.

46. Model of Allan Flanders • He believed that • An Industrial Relations System required that ideology be sufficiently compatible and consistent, so as to commit a common set of ideas which recognizes an acceptable role for each other.

47. Model of Allan Flanders • He claimed that • “Voluntarism” is in a way common to all actors, and prescribed a limited role for specialized public agencies.

48. Marxist Approach to Industrial Relations • The Marxist approach to the study of Industrial Relations is rooted in the theory of conflict founded by Karl Marx.

49. Marxist Approach to Industrial Relations • Conflict theory is based on the premisethat: • Conflict exists in society and in organization, • It is essential to reorganize this and have a framework to deal with it.

50. Marxist Approach to Industrial Relations • Marx argues that conflict arises in organizations because of different values and interests,