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Chapter: 01. Introduction: Industrial Relations

Industrial relations involves the complex interrelationships between workers, managers, and government, and is mainly concerned with employer-employee relationships. It aims to establish positive relations for better job performance and a peaceful work environment. Key aspects of industrial relations include creating dynamism through cooperation, satisfying management and ensuring job satisfaction, maintaining a healthy work environment, reducing disputes and labor turnover, and enabling continuous development. Different models of industrial relations emphasize different dimensions, such as the actors involved, sources of conflict, social behaviors and relationships. Good industrial relations require recognition of workers, a favorable attitude, fair wages, appropriate policies, training, communication, and employee participation in decision-making.

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Ethan Coen
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61 views4 pages

Chapter: 01. Introduction: Industrial Relations

Industrial relations involves the complex interrelationships between workers, managers, and government, and is mainly concerned with employer-employee relationships. It aims to establish positive relations for better job performance and a peaceful work environment. Key aspects of industrial relations include creating dynamism through cooperation, satisfying management and ensuring job satisfaction, maintaining a healthy work environment, reducing disputes and labor turnover, and enabling continuous development. Different models of industrial relations emphasize different dimensions, such as the actors involved, sources of conflict, social behaviors and relationships. Good industrial relations require recognition of workers, a favorable attitude, fair wages, appropriate policies, training, communication, and employee participation in decision-making.

Uploaded by

Ethan Coen
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Industrial Relations

Chapter: 01. Introduction

Industrial Relations
The complex set of interrelations among workers, managers and government is called industrial
relations. Industrial relations is mainly concerned with employer-employee relationship. It is a
complex pattern of positive or negative relations between the employer and employees, employees
and management, or employees and government for better performance and peaceful working
environment.

Importance of Industrial Relations


1. Creating Dynamism
Industrial relations help the workers and the employers to work together according to a particular
system and way to achieve the organizational goals and thus help the total organization to progress
and improve in a dynamic way.
2. Creating Cooperation
An improved and better industrial relationship helps the workers as well as the employers to
cooperate each other in acquiring their interest and reaching their destiny. This cooperation, as a
result, improves inter-personal and inter-group relationships.
3. Management Satisfaction
Through healthy industrial relations employees can satisfy their employers and managers. Workers
will perform more efficiently and effectively and get their remunerations.
4. Job Satisfaction
Job satisfaction is the prior thing in regard to workers’ and employers’ performances. If employer
can ensure a good relationship within the organization, it will be followed by job satisfaction and
then achieving the target will be much easier.
5. Maintenance of Environment
The internal and external environment of the organization is supposed to be sound and also helpful
for the workers’ job. A better industrial relations can help the employer and the government for
adopting necessary steps and encouraging the employees for ensuring the proper maintenance of
both type of environment.

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6. Reducing Dispute
A better industrial relations is undoubtedly helpful in reducing and settling disputes among the
employers and employees, the unions, the employees and managers and so on. A healthy industrial
relations helps to build a friendly relation among the people within the organization.
7. Reducing Labor Turnover
An unsound environment and autocratic, centralized upper hand never thinks about the workers’
problem and the dissatisfied, annoyed workers leave the organization.
8. Continuous Development
Industrial relations ensure a better workplace, motivated and committed workers and employers
and finally a better and helpful relationship for achieving the organization’s target. So, continuous
and undisturbed development is an obvious result then.

Models of Industrial Relations


Different authors and specialists have offered a number of models. In these models, they have
pointed out different dimensions of industrial relations and put suggestions for the establishment
of good industrial relations.
1. Dunlopian Model: It has three actors as mentioned below:
a) Workers Equation
b) Management R= f (a. i. b)
c) Government a= actors, i= ideology, b= body of rules

2. Conflict Model: This model has two components as follows:


a) Conflict is inevitable between the owner of labor and the user of labor i.e. labor and industrialist
or buyer of labor and seller of labor.
b) Alienation: (i) Division of labor
(ii) Factory system of production

3. Social Action Model: Social action model incorporates two elements only:
a) Social behavior
b) Social relationship

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4. The Human Relations Model: The human relations model has four aspects:
a) Informal social groups
b) Frustration
c) Dissatisfaction
d) Industrial conflict

The Dunlopian Model


This model has been developed by Dunlop. In this model Dunlop has identified the actors-
management, workers and government. These three actors take part in making plans, formulating
policies and taking decisions. An industrial relations system at any particular time is regarded as
combination of certain above mentioned actors which binds the industrial relations system together
and a body of rules created to govern the actors at the work place and community. This statement
may be shown in the following equation:

R= f (a. i. b)
Where, R= Industrial Relations System
a= Actors
i= Ideology
b= Body of rules
f= Function
These three actors such as mentioned above on the basis of similar type of ideology make many
rules for the industry and develop excellent industrial relation system.

Causes of Poor Industrial Relations in Public Organizations in Bangladesh


There are some causes of poor industrial relation in public organizations in Bangladesh. Owing to
the presence of these causes, public organizations could not do well in the sector and could not
contribute for the development of the country. Following are the causes of poor industrial relations
in public organizations in Bangladesh:
1. Autocratic Attitude: Public organization managers frequently appear tyrannical with
subordinates. They impose unfair duties upon the employees. The result from the despotic behavior
causes industrial relation poor in public organization.

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2. Class Difference: The upper class management fails to communicate cordially with lower class
management for infinite communication gap among them.
3. Personal Difference: Communication gap between individuals created from personal clash also
and create poor industrial relations in Bangladesh.
4. Discrimination: Discriminatory behavior is practiced by the superior also creates
dissatisfaction in employees. This is one kind of indirect provocation to industrial conflict.
5. Lack of Job Security: People are always worried about to lose the job in the scarce job market
in Bangladesh. They often keep their mouth shut up against unjust facts occurring inside the public
organization.
6. Injustice in Recruitment and Promotion: Unfair recruitment and dishonored promotion create
grievance among workers and instigate poor industrial relations in Bangladesh.
7. Lack of Commitment: Less organizational commitment of employees lead poor industrial
relations in Bangladesh. Employees are reluctant to the objectives of industries.

Conditions for Good Industrial Relations


Some conditions are required to be fulfilled for successful formulation, execution, and maintaining
industrial relations. In the following points some conditions are mentioned:
1. Recognition: Employers have to recognize the workers that they are a part of a team working
towards common objectives.
2. Favorable Attitude: Favorable attitude must be given, on the part of the employee, of delivering
the goods which is giving their money’s worth.
3. Payment of Fair Wages: There must have fair wages payment system and adequate wage
structure as well as establishment of satisfactory working conditions.
4. Adoption of Policy: Adoption of an appropriate policy ensures the workers an equitable share
of the gains of increased productivity.
5. Suitable System: Organization has to introduce a suitable system of employees’ education at
all levels as well as providing them with appropriate equipment, where necessary.
6. Employee Training: Training must be given to workers, technical staff and at all managerial
levels on order to increase their skill levels.
7. Sufficient Communication: Sufficient communication helps to keep the employees informed
about decisions which affect their interests.
8. Atmosphere of Participation: Establishment of an atmosphere of participation in decision
making and strategy formulation as well as execution process is another condition for good
industrial relations.

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