Question

3. The industrial relations can be viewed from the various angles which may range
from the economic and social, political to the legal, psychological and
managerial. But none of these give a perfect view of industrial relations but
certainly adds to our intellectual dimensions in this context - Critically evaluate
the statement and relate any two approaches of industrial relations system to
the above circumstances.​

Answer 1

Answer:

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Answer 2

The relationship between management and employees or between employees and their organisations, which characterizes or grows out of jobs, may be defined as industrial relations

Explanation:

• Industrial relations includes a variety of factors, e.g. historical, cultural, social, psychological, demographic, technical, educational, legal and other, etc. and not simply the relationship between the two parties . For this reason the study calls for an interdisciplinary approach. In this sense, the interactions between management and workers and their composite attitudes and approaches are industrial relations. There have been a variety of approaches to industrial relations strategy. -- approach is partial, originating from a certain point of view or period, and focuses on certain aspects of the subject.

Psychological Approach

• Psychologists agree that the issue of labor relations is deeply rooted in local participants 'understanding and attitude. Mason Harie has researched the effect of people's understanding on their behaviour. He checked the behavior of two separate classes, namely 'Union members' and 'Executives.'. The analysis was carried out by a photograph of the ordinary middle-aged male, to be assessed by both classes. It is interesting to note that both parties viewed the photograph in a different manner: i.e. the members of the Union referred to the individual "Manager” where the group of “Executives” saw “Union leader” in the photograph.
• If a man is regarded as a representative of management than a representative of work, his general feeling towards him is drastically different. Management and labor are less committed to each other. Management and labor find each other to be incompetent in emotional and interpersonal relationships. The disparity in group views is largely due to their individual views.  The tension between 'work' and 'management' is due to the negative view and interpretation of the actions of other parties in any group; even a party's honest purpose is treated with skepticism.
• Not only the interest, but also the characteristics of the players in the system are at stake in most industrial conflicts. The issue is further aggravated by the lack of power, reputation, respect, economic motivation etc. Interpersonal relations and inter- relationships in the system often trigger disharmony.

Sociological Approach

• In truth, the industry is a miniature social environment and the workshop is a community of different individuals and groups with diverse personalities, educational background, family development, feelings, love and hate and a host of other factors, including behaviour and attitudes. Those variations in the attitudes and actions of individuals establish variations between the members of an industrial society.

• For years, the problems of labor relations have been regarded as mainly related to salaries, education, conditions and the welfare of employees. Yet sociological aspects of the topic are often more relevant. It includes in large part diverse sociological influences such as traditions, practices, norms, symbols, attitudes and expectations, all of which influence labor relations in a number of ways. While working in the industrial environment the employees do their jobs, their working activity is mainly controlled by social factors that are boosted.

• Moreover, many social evils such as family disintegration, tension and stress, delinquency, personal and social disorder are generated by social effects of industrialisation, which have an impact on worker effectiveness and efficiency, which in turn affect industrial relations. The position of social change can not be ignored in the study of industrial relations. Despite the effect on both job and management, which is obvious as the management of today has become more and more competent, the use of behavioral approaches for coping with the human side of the business has a greater influence.

• Decisions have become more and more democratized and views about authority, power and control have shifted at sea. The worker's profile has also shifted and has now settled in manufacturing centers rather than becoming a migrant. Social mobility, which accounts for the production of mixed industrial workers, has become a part of the global culturalisation of the working class.
• Such dynamic changes had a profound impact on the industrial relations, which grew from the theoretical level to the commercial level, and from a 'idealistic and metaphysical' basis to a more realistic and 'matter of fact,' from indirect and somewhat passive to overt, tacit and maybe more substantive relationship with expectations and so many. Industrial relations are defined by power today

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