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INDUSTRIAL RELATIONS (IR) - Coggle Diagram
INDUSTRIAL RELATIONS (IR)
WHAT IS INDUSTRIAL RELATIONS?
Industrial Relations
is focusing on
five (5)
different content, which are
Scope
Objectives
Parties (Primary and Other Parties)
Roles
Factors
The words of
Industrial
and
Relations
explained the terms into branches of explanation.
Industrial
itself refers to the economic activity done by a group of workers such as manufacturing, producing and processing goods and services.
Relations
here citing the connection between the management and the workers within the workplace.
Industrial Relations
is that field of study which surveys the relationship among the management and the employees of an organisation at the workplace and also provides methods to deal with various industrial disputes. This concept evolved in the late 19th century because of the
Second (2nd) Industrial Revolutions.
Who is involved in
Industrial Relations
?
In order to comprehend
IR
, we must need to know the parties involved with
IR
. There are two major groups inside IR, which are Primary Parties and Other Parties.
Primary Parties
refers to those persons or associations which are directly associated with or influenced by the functions of industrial relations, which are;
Employees
Employees
refer to the workers who provide their services to the organization as an essential resource and contribute to generating the desired output.
The reasons why
IR
may be useful to the employees are because of;
Becoming a part of organizational decision-making and ensuring the betterment of the working conditions
Sharing their views, suggestions and ideas with the management to improve the business operations.
Employers
Employers
are responsible for providing a favourable work environment for the employees with the rights and powers granted upon them.
The reasons on how
IR
will benefits the employers are
Motivating the employees to give their best and gaining their trust and commitment
Improving the overall efficiency and ensuring effective communication among the employees and the management
Government
Previously, the government didn't intervene in the conflicts between the employer and the employee until the Second Industrial Revolution. Since then, there was a change in the attitude of the government bodies, they started regulating the Industrial Relations for few reasons which are
Safeguarding the interest of both the parties
Ensuring that both the employer and the employee, stick to the legal terms and conditions enacted by the government itself.
Other Parties
is the parties (especially the internal or external bodies or associations) which influence the industrial relations within an organization which are;
Court and Tribunals
The judiciary includes the
courts and tribunals
to resolve the legitimate conflicts and the ‘judicial review’ to administer the justice of the constitution.
Judicial Flaws
Conflicting Judgement
Trade Unions
Trade Unions
is an association formed by the workers and elected representatives are chosen among themselves in order to request the protection of their rights and to raise their demands in front of the management.
The objectives of this association are
Negotiating collectively with the administration for meeting the individual interest of an employee
Upgrading the status of the employees in the organisation.
Employer’s Association
Employer’s Association
is an authoritative body, formed to protect the interest of the industrial owners. It performs the following functions to safeguard the rights of the employers, such as
Representing the owners in collective bargaining with the employees or government and also in case of national issues
Creating a proper mechanism to resolve industrial disputes
International Labour Organisations (ILO)
an association which was formed in the year 1919 on the international grounds to set up international norms and standards for dealing with industrial disputes and issues of the workers. Simultaneously, an International Labor Code (ILC) was set up to establish the recommendations and conventions for minimum international labour standards.
The ILC aimed to look into matters like:
Employee’s work duration and number of holidays
Worker’s compensation
Human Resource Function (HR)
The Human Resource Function (HR) (Human Resource department or team in an organization) acts as a mediator between the organization and its employees for dealing with the personnel issues and conflicts. It is their responsibility to ensure the maintenance of harmonious industrial relations in the company.
Following are the various other functions of the HR professional in the organization:
Addressing the disputes at the initial level
Acting as a change agent by bringing a mental revolution in case of any conflict between the workers and the management.
References
M., P. (2019, May 31). What is Industrial Relations? Definition, Factors, Parties, Scope, Objectives, Role. The Investors Book.
https://theinvestorsbook.com/industrial-relations.html#Parties
What Is Human Resource? (n.d.). Causes & Effects of Poor Industrial Relations - What is Human Resource? (Defined) Human Resource Management Topics - Labour Laws - High Courts & Supreme Court Citation - Case Laws. WhatIsHumanResource.Com. Retrieved October 12, 2020, from
http://www.whatishumanresource.com/causes--Effects-of-poor-industrial-relations
O., I., & O., E. (2013). HARMONIOUS INDUSTRIAL RELATIONS AS A PANACEA FOR AILING ENTERPRISES IN NIGERIA. Journal of Asian Scientific Research, 3(3), 229–234.
http://www.aessweb.com/pdf-files/jasr-3(3)-229-246.pdf
What are the effects of harmonious industrial relations and non-harmonious industrial relations?
Harmonious Industrial Relations
means good start from good human relations by supervisors and managers, and the aim is to ensure
industrial peace so that the maximum level of productive efficiency can be attained, and the economic returns equitably shared by contributors.
According to
Ghosal and Westney (2005)
believe that organizational culture and harmonious industrial relations can help in ensuring order in the organization and cohesion of organizational members. This is equivalent to
Vaid (2003)
where he argues that the performance of an organization is often impeded by problems that could be successfully solved by tapping into their culture and the relationships between the
Workforce.
Non-Harmonious Industrial Relations
starts where the atmosphere of such organisations is always surcharged with industrial unrest leading either to strikes or lockouts.
Organisations which ignore the importance of industrial relations face a high cost of production. Adverse effect on efficiency, low-grade production, negligence in the execution of work, absenteeism among the workers, high rate of labour turnover are the evils that result from poor industrial relations.
Non-Harmonious Industrial Relations also contribute more negative effects on various sectors which are;
Workers
Loss Of Wages
Economic Losses
Consumers
Scarcity of Goods
Rise in Prices
Employers
Less Production
Less Profit
Government
Loss Of Revenue
Lack of Order in Society