RUCI TABUA BSBWRK510 MANAGE EMPLOYEE RELATIONS

ASSIGNMENT 1 DUE: 12/09/16

BSBWRK510 MANAGE EMPLOYEE RELATIONS

ASSIGNMENT 1:
Question:
1. Why are there so many approaches to Industrial Relations?
2. Do these approaches have anything in common?
PART ONE:
Why are there so many approaches to Industrial Relations?
Industrial Relations (IR) is the relationship between employer (thru management), and
employees thru the trade unions if needed, and government who comes up with legislation
to ensure that the relationship between the employer and employees are regulated in case
of conflicts arising. Different groups of behavioural practitioners and theorists have different
perception and thinking and hence have come up with different approaches to explain
these relationships and conflicts when they arise. The different approaches also depend on
what type of business or organisation it comes under, whether its a privately owned
business, hotel or retail chains type of business or businesses that outsources its main
manufacturing functions to developing economies to maximise their profits.
There are three popular types of approaches to IR, see below:

https://www.scribd.com/doc/298865000/Approaches-to-Industrial-Relation1
See on below table are the three IR approaches explained and what is familiar and common
to each approach:
Unitary Approach

Workplace is an
integrated and
harmonious entity,
that exist for a
common purpose.

Pluralistic Approach

The workplace
contains people and
group with
competing interests,
objectives, goals and
aspirations. Power is
evenly distributed
among the main
bargaining groups in

Radical (Marxist)
Approach
Workplace dont only
have adversarial
relations between
employers and
employees; The
division within the
society between the
owners and its
management who

RUCI TABUA BSBWRK510 MANAGE EMPLOYEE RELATIONS

ASSIGNMENT 1 DUE: 12/09/16
such a way that no
party dominates the
other.

Employers and
employees share a
common set of
objectives and goals.

Employers and
employees have
different sets of
objectives and goals.

Employers provide
strong leadership
and good
communication to
employees

Employees are loyal

to the organization
and its management
in recognition of
their common
objectives

Employers through
its management
should not expect
blind obedience or
supress any ideas or
aims that should
conflict their own.
Managements role
is mediation
amongst the
different interest
groups within the
organisation.
Employees have
their own interests
and goals which they
try to protect by
joining unions to
protect it and
influence decision
making by the
management.

Trade Unions are

unnecessary and
regarded as
unwelcomed
intruders.

Trade Unions are the

legitimate
representative of the
employees interests
to ensure that there
is balance of power
between the
management and
employees.

has the means of

production
(capitalists) and
those who have only
their labour to offer
is also regarded in
this approach.
Employers who own
the means of
production have
power superiority
over those who sell
their labour
(employees) for
cheap wages.
Employers or
Capitalists main
objective is to
increase and
maximize its
productivity
profitability by
paying possible
minimum wages to
its employees
(labourers).

Employees
(labourers) only have
their labour to offer
in the capitalist
society. Their
vulnerability as
individual leads
them to form worket
collectives or trade
unions to challenge
the control of
management and
the distribution of
national product.
Trade Unions are
necessary in this
approach as they are
seen as employees
weapon to bring
about revolutionary
social change. Their
primary focus is on
improving the
employees
(labourers) position
within the capitalist

RUCI TABUA BSBWRK510 MANAGE EMPLOYEE RELATIONS

ASSIGNMENT 1 DUE: 12/09/16

State/Governments
participation is not
sought as it is seen
as unnecessary to
achieving
harmonious
employer/employee
relations.

State/Governments
role or intervention
is seen as necessary
as they are seen as
the impartial
guardian of the
public interest whose
role is to protect the
weak and restrain
the power of the
strong.

Conflicts are
temporary and
usually caused by
miscommunication

This approach works

and can be seen in a
family owned
business

Conflicts are an
inevitable and
legitimate
consequence of the
variety of interests in
the workplace. In
fact conflict is
viewed as conducive
for innovation and
growth.
This approach works
and can be seen in
businesses with a
large number of
employees.

Example:
Alwar factory of
Eicher Tractors

Example
A retail chain or
hotel chain that
employs large
numbers of
employees.

Source: Based on
The Economic
Times. 20th March
1998.

PART TWO:
Do these approaches have anything in common?
3

system and not to

overthrow. Concerns
with pay rates, and
work conditions is
secondary in this
approach.
State/Government
plays an integral role
in protecting the
interests of those
who won the means
of production.
Marxists regard their
intervention thru
their legislation and
tribunals as
supporting
managements
interest rather than
ensuring a balance
between the
competing groups.
Marxists view
conflict as a product
of the capitalist
society. Conflict
arises due to the
unequal distribution
of income and
wealth in a capitalist
society.
This approach is
found in businesses
that outsource its
manufacturing
functions to a
developing economy
to leverage cheap
but skilled labour.
Example
A U.S company that
outsources its
manufacturing
functions in China to
get maximum profit
by getting cheap
labour but high
skilled workers.

RUCI TABUA BSBWRK510 MANAGE EMPLOYEE RELATIONS

ASSIGNMENT 1 DUE: 12/09/16

Yes. As can be seen on the above table, that what the three Industrial Relations (IR)
approaches have in common is the CONFLICT that arises between employers and
employees. The reaction(s) though under the different IR approaches above is different for
each. See below:
1. Unitary Approach:
Conflict is temporary
Conflict resulted either from poor management or from employees that do not mix
well with the organizations culture
Conflict is also a result of faulty communication which can be easily rectified.
Trade Unions and State are unnecessary and unwelcome in solving conflict in this
approach as they are seen as intruders.
2. Pluralist Approach:
Conflict is an evitable and a legitimate consequence of the variety of interests in the
workplace
Having conflict is viewed as instrumental and conducive for innovation and growth
Conflict is dealt by collective bargaining between employer, employees thru their
unions and state if necessary.
Trade Union is the legitimate representative of employee interests at work with the
right to challenge management if a conflict arises.
3.

Radical (Marxists) Approach:

Conflict is fundamental and inherent between workers and employers
Industrial conflict is seen as being synonymous with political and social conflict
Industrial Tribunals and the state/government are regarded as always on the side of
those who won the mean of production during conflicts as regarded by Marxists.
When a conflict arises, the Unions are engaged by employees to challenge the
control of management and the distribution of national product.
References:
1. http://businessjargons.com/approaches-to-industrial-relations.html
2. http://www.whatishumanresource.com/approaches-to-industrial-relations
3. http://smallbusiness.chron.com/different-approaches-organizationaldevelopment-towards-industrial-relations-81594.html
4. https://www.scribd.com/doc/298865000/Approaches-to-Industrial-Relation1
5. http://yourpersonalresearchwriter.blogspot.com.au/2010/12/unitary-andpluralist-perspectives-of.html
6. BSBWRK510 notes from class