Industrial relations have turned into a standout amongst the most fragile and complex issues of the modern industrial civilization. Industrial advancement is impracticable without participation of labors and congruous connections. Therefore, Singapore government solidly trusts that good labor relations and worker discipline add in to the success of the nation which additionally incudes the guidelines and policies that measures and shapes employment that will create an inspired and profitable workforce to accomplish business incredibleness (Mishra, 2014).
Labor management is vital in light of the fact that it is the backbone of any business and having any poor industrial relations can occurs in a lower profit and large amounts of work turnover. With a specific end goal to have great modern relations, employees must be esteemed and acknowledged so as to, for them to be faithful to the organization. Also, employers need to appreciate workers' full potential to empower them to acquire higher wages and carry on with a finer life. Furthermore this can help towards a congruous working environment, strengthen tripartite cooperation and improve Singapore's general aggressiveness for economic growth (MOM, 2004).
In this report, I am going to impart on the significance of John Dunlop's hypothetical model on the three players in improving successful labor management relations and on how they have weigh in the favorable circumstances of Singapore.
2. John Dunlop Theoretical Model
John T. Dunlop, an economics professor in Harvard University, who was also considered a paramount labor relations expert started composing ''Industrial Relations Systems" an essential content for industrial and work relations classes in the United States, Europe and Japan in 1958 (Greenhouse, 2003). In “Industrial Relations Systems” it clarified the different nature of industrial relations in different commercial ventures, looking at the interaction of innovation, business