Contemporary Industrial Relations Ideologie (original) (raw)
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Industrial Relations Theory: Painting by Numbers
Journal of Industrial Relations, 1984
Academic writers frequently aver a lack of a coherent theory of industrial relations and thus a lack of academic respectability for the discipline. An alternative emphasis is taken here, and the very idea of a single best theory rejected. The question of what is theorizing is addressed. In this, theory is considered as a process used to capture the practice of industrial relations and present it as an academic dialogue. The test of any theoretic account of practice is shown to be the extent to which it aids in understanding the practice. This is developed in a review of Australian and overseas literature. The criticisms of institutional writing by Marxists and of Marxist writing Australia and Hagen's History of the ACTU. 6 Hagen stresses the need for a 2. There is a predilection to lump critical writings together as some undifferentiated 'Marxism'; there are obvious shortcomings to such an unscholarly practice, but for present purposes, the repeated use of 'quotations' becomes tedious. 3. Geare's study in this journal some years ago being a very typical example: A.
Industrial Relations System A Critical Description
2013
Nota: Las reglas de escritura de las referencias bibliográficas pueden variar según los diferentes dominios del conocimiento. Este documento está protegido por la ley de derechos de autor. La utilización de los servicios de Érudit (comprendida la reproducción) se rige por su política de utilización que se puede consultar en el URI
Values, Ideologies, and Frames of Reference in Industrial Relations
Sage Handbook of Industrial Relations , 2008
Employment relations -which for most of the twentieth century was called industrial relations, and what some now call human resources and industrial relations -is a multidisciplinary field studying all aspects of work and the employment relationship (Ackers and Wilkinson, 2003;. A multidisciplinary approach means that competing values and assumptions underlie the analyses, policies, and practices of employment relations scholars, practitioners, and policymakers. Unfortunately, these underlying beliefs are often implicit rather than explicit, or, with the longstanding focus on how industrial relations (IR) processes work, sometimes ignored altogether. But understanding the employment relationship, corporate human resource management practices, labor union strategies, and work-related public policies and laws requires understanding how values and assumptions form the ideologies and frames of reference used by scholars, practitioners, and policymakers.
Mapping Key Dimensions of Industrial Relations
2014
Excerpt] Industrial relations systems involve a complex web of rules, with political, economic, labour and social inputs interacting with institutions and practices to generate outcomes. These outcomes can be wage-setting agreements, employment relationships, as well as other intangible assets, such as trust, mutual recognition, cooperation schemes, social and industrial peace. Embedded as they are in national – and, increasingly, transnational – political, economic and social environments, industrial relations systems have undergone important changes in the last decades of the past century. The aim of this research is to monitor and analyse to what extent these changes and developments have affected both the understanding and the dynamics of these systems. Based on contributions from Eurofound’s network of European correspondents in all 28 EU Member States, the report identifies and discusses key dimensions – and underlying subdimensions – relevant to industrial relations systems i...
The significance of industrial relations can be summarized as below: 1. It establishes industrial democracy: Industrial relations means settling employees problems through collective bargaining, mutual cooperation and mutual agreement amongst the parties i.e., management and employees' unions. This helps in establishing industrial democracy in the organization which motivates them to contribute their best to the growth and prosperity of the organization. 2. It contributes to economic growth and development: Good industrial relations lead to increased efficiency and hence higher productivity and income. This will result in economic development of the economy. 3. It improves morale of he work force: Good industrial relations, built-in mutual cooperation and common agreed approach motivate one to contribute one's best, result in higher productivity and hence income, give more job satisfaction and help improve the morale of the workers. 4. It ensures optimum use of scare resources: Good and harmonious industrial relations create a sense of belongingness and group-cohesiveness among workers, and also a congenial environment resulting in less industrial unrest, grievances and disputes. This will ensure optimum use of resources, both human and materials, eliminating all types of wastage. 5. It discourages unfair practices on the part of both management and unions: Industrial relations involve setting up a machinery to solve problems confronted by management and employees through mutual agreement to which both these parties are bound. This results in banning of the unfair practices being used by employers or trade unions. 6. It prompts enactment of sound labour legislation: Industrial relations necessitate passing of certain labour laws to protect and promote the welfare of labour and safeguard interests of all the parties against unfair means or practices. 7. It facilitates change: Good industrial relations help in improvement of cooperation, team work, performance and productivity and hence in taking full advantages of modern inventions, innovations and other scientific and technological advances. It helps the work force to adjust themselves to change easily and quickly Causes of Poor Industrial Relations Perhaps the main cause or source of poor industrial relations resulting in inefficiency and labour unrest is mental laziness on the part of both management and labour. Management is not sufficiently concerned to ascertain the causes of inefficiency and unrest following the laissez-faire policy, until it is faced with strikes and more serious unrest. Even with regard to methods of work, management does not bother to devise the best method but leaves it mainly to the subordinates to work it out for themselves. Contempt on the part of the employers towards the
The (Continuing) Importance of Industry Studies in Industrial Relations
Journal of Industrial Relations, 2009
In the context of an increasing tendency towards industrial relations studies at the level of either the nation or the enterprise, the aim of this paper is to demonstrate the continuing importance of the industry as a unit of analysis. There are three main arguments advanced to support this assertion. First, even basic empirical data demonstrate that industries provide a source of empirical regularity that must be acknowledged and explained. Second, in the realm of public policy debate, there continues to be a hegemony of ideas supporting decentralised, enterprise-level policy solutions that neglect the importance and utility of regulatory responses at the industry level. Third, the industry represents an important unit of analysis for the development of theory -industries are natural 'test tubes' for industrial relations 'experiments'. An agenda for future research is proposed to take advantage of the potential offered by industry studies.