Three Approaches To Industrial Relations

5. Identify and discuss the three (3) main approaches to Industrial Relations

The three main approaches to industrial relations are:

1. Unitary Approach:

The Unitary approach to IR is perceived that everyone has a common interest. All the employees share the goals of the organizations and cooperate well with management, as one unit or team. The purpose of this approach is to be harmonious and for employees to build a good relationship with the employer. If there is any dispute it is seen as disruptive and treacherous, because the organization goals are above interpersonal conflict. Management does not seek negotiations with employees and unions because it is not seen as being necessary for achieving harmonious employee relations

2. Pluralistic

They negotiate pay upgrades so that people are satisfied and can meet their needs or a better standard of living. People tend to work harder and stay longer in their jobs when they receive good and reasonable wages.

Another role of trade unions is to seek a healthy and safe working environment for their members. Trade unions ensure that health and safety regulations are adhered to being that all employees have the right to a safe and healthy work environment. The well-being of the employees is usually sort after by a safety representative of a trade union and employers have a duty to consult with that representative via negotiations.

An additional function of trade unions is to discuss major changes to the workplace such as large scale redundancy. A trade union can protect its members from an illogical employer and can represent employees when there is unfair dismissal. When a dismissal is susceptible, employees can ask trade unions for assistance in dealing with the issue and are able to negotiate payments if there is wrongful

Explain what is meant by a management system

Management Systems are systematic frameworks designed to manage an organization's policies, procedures and processes and promote continual improvement within which will achieve the organization’s goals.

The industrial relations management system consists of employee relations and human resource management which is required to carry out functions in the industrial relations field. The concept of a system is applied in the perception that industrial relations is based upon the terms and conditions of employment and that trade unions play a dominant role in the industrial relations system. In the field of industrial relations there are factors of labor administration, which deals with relationships among employers, employees, unions and the environment that is made up of political, social and legal factors.

When there are grievances, human resource management and Industrial Relations overlap each other because the HRM deals with human resources, whereas dispute settlement and collective relations falls within industrial relations. The rules, processes and mechanisms of an industrial relations system are found in laws and