Approaches to Industrial Relations The industrial relations scenario and factors affecting it‚ has beenperceived differently by different practitioner and theorist. Some haveviewed it in terns of class conflict; some have viewed it in terms ofmutuality of interest of different groups; some have viewed it as aconsequence of interaction of various factors both within anorganization and outside it. Based on these orientations‚ severalapproaches have been developed to explain the dynamics of IR.
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hands‚ the collusion between the government‚ banks‚ and the corporate sector is leading to trigger the crisis. Because of the misconception of industrial relation theories‚ where there is a good companion between the government and workers‚ the imperfection in financial markets will distract the productivity of capital and labor. A. Industrial Relations System in Indonesia Indonesia has experienced rapid economic growth and rising per capita income from the mid-1980s to the mid-1990 that improved
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This chapter seeks to review the thoughts of other experts on industrial relations practices in state owned organisations. The purpose is to have a reference in terms of what others believe and perceive in relation to industrial relation and its practices in state owned organizations using Ghana as a case study. State-Business Relations and Economic Performance in Ghana by Charles Ackah‚ Ernest Aryeetey‚ Joseph Ayee & Ezekiel Clottey In their executive summary‚ Charles Ackah‚ Ernest Aryeetey‚ Joseph
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Theories of industrial relations: The political theories of Unitarism and Pluralism The economistic theory The democratic and political theory The moral and ethical theory The Marxist theory 1. The political theories of Unitarism In unitarism‚ the organization is perceived as an integrated and harmonious whole with the ideal of "one happy family"‚ where management and other members of the staff all share a common purpose‚ emphasizing mutual cooperation. Furthermore‚ unitarism has a paternalistic
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Industrial Relations or Labour Relations is an expression used not only for relationships between employers and Trade Unions‚ but also for those involving Government with the aim of defining policies‚ facing labour problems. The concept of industrial relations has a very wide meaning and connotation. In the narrow sense‚ it means that the employer‚ employee relationship confines itself to the relationship that emerges out of the day to day association of the management and the labour. In its wider
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MALAYSIAN INDUSTRIAL RELATIONS INDUSTRIAL RELATIONS Definition Systems that encourage industrial harmony It is for the regulation of relations between employers and workmen or employees and their trade union and the prevention and settlement of trade disputes. Focus on 3 aspects: – – – Relation between employer and union Employment law Discipline procedures and terminating service contract Importance of IR One of the important aspects in human resource management To create a harmonious relation
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INDUSTRIAL LABOUR Industrial labour is labour in industry‚ mostly understood as manufacturing‚ but can include related service workers‚ such as cleaners...(en.wikipedia.org/wiki/Industrial_labour) INDUSTRIAL labour is also one who are in the participation for the production of good and services and for the betterment of the company. In every industry many rights are given to the labour of all classes and many laws had been made ‚providing the labour their due rights in result of their effective
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The term ‘Industrial Relations’ comprises of two terms: ‘Industry’ and ‘Relations’. “Industry” refers to “any productive activity in which an individual (or a group of individuals) is (are) engaged”. By “relations” we mean “the relationships that exist within the industry between the employer and his workmen.”―Industrial relations and personnel management are almost synonymous term with the only difference the former places emphasis on the aspect of employer relationship rather than on the executive
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| Bangladesh THE INDUSTRIAL RELATIONS ORDINANCE‚ 1969 (Ordinance No. 23 of 1969) (As amended up to 1996) An Ordinance to amend and consolidate the law relating to the formation of trade unions‚ the regulation of relations between employers and workmen and the avoidance and settlement of any difference or disputes arising between them. [pic] 1. Short title‚ extent‚ application and commencement.- (1) This Ordinance may be called the Industrial Relations Ordinance‚ 1969. (2) It extends
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‘n Pay’s chairman and joint managing director‚ Mr Raymond Ackerman. The arguments presented in this paper are my own with a theoretical basis from the work of Bluen (1987). My interpretation of Mr Ackerman’s frame of reference will be presented in relation to the organisation‚ conflict‚ collective bargaining and trade unions. The Organisation The pluralist frame of reference is defined by a system of various interest groups with contrasting interests and beliefs (Bluen‚ 1987). These various groups
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