In-plantInternalInternalists

sociologists, psychologists and organizational theorists IR is largely moulded and sustained by factors internal to an establishment Can be managed by attending carefully to socio-humanistic variables ,irrespective of environmental forces

ExternalEnvironmentalExternalists
Political scientists and economists IR is influenced by factors external and environmental to an establishment Can be managed only by being informed and responsive to such environmental forces

Specific functional approaches

1. 2. 3. 4. 5. 6. 7. Classical Approach. Human Relations Approach. Pluralistic Approach. Industrial Sociology Approach. Marxist approach Systems Approach. Gandhian Approach.

1. Classical Approach
Unitary Believe that conflict is unnecessary Industrial conflict as a part of social conflict. 2 classes - Capitalists - Proletariat Capitalist mode of production.

 Exploitation of the workers by the capitalists. Workers are paid which is barely sufficient for their subsistence. Conflict is irrational and trade unions are avoidable. Employers and management find this attractive as it legitimizes their authority

2.Human Relations Approach

Refers to the integration of working people into a situation that motivates them to work together productively and co-operatively with economic , psychological and social satisfaction

Goals
To get people together To help them co-operate through and acquired mutuality of interests To enable them gain satisfaction from their relationships

Emphasizes on..
the significance of SMALL GROUPS at the workplaces in exercising control over the members and its environment and in the process helps to remove a major irritant in the labor-management relation The need for policies and programs that would contribute towards the creation of employee morale, efficiency and satisfaction.
Has also thrown light on aspects like communication accepting work place as a social system, group dynamics, employee participation etc.
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Criticisms
Encourages dependency Discourages invidual development Ignores the importance of technology and culture in the work place

Industrial sociology approach

C.margerison Core of IR is the development of conflict itself Emphasizes on causes, nature and generation of conflict 2 conceptual levels for analysis of conflict
Intra-plant
Where situational factors such as job content, work task, technology and interaction factors create three types of conflict- Distributive, structural and Human which can be resolved through mechanisms like CB,structural analysis of systems at the work place and man management techniques

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 External
Extends to outside the firm which are influenced by factors and forces outside the orgns.It suggest attempts at the macro level to understand the factors that contribute to larger influences , for them to be tackled effectively.

Conflict is not a natural state of human society. And is Caused when something happens beyond the normal way.
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Marxist
Radical approach Based on notion that production system is privately owned and is motivated by profit Class conflict is necessary for social change, which is necessary to end the disparity between the owners and the laborers Since the propertied class gains at the expense of the property less class, the latter has no alternative but to annihilate the former Trade unions as revolutionary organizations
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3. Pluralistic Approach
People have variety of interests, aims, aspirations etc. Conflict is not abnormal but quite natural and rational Difference of opinions creates conflict, but it has to be managed and resolved Both management and labor restrain each other.

 Employees can form unions to safeguard their interests They construct and maintain rules for the regulation of conflict. Arbitration, mediation and collective bargaining are the major regulators of conflict. Both parties strive and have opportunity to exercise economic and political power

4. Social Action Approach

Social and Cultural changes shape behavioral patterns. Industry is a part of the society. Value systems, customs, family background, status symbols etc affects relations between the parties involved. People do not react to the stimuli as in natural sciences.

5. Systems Approach
Dunlop. IR is a sub-system of the society, distinct from, but overlapping other subsystems. IR system in the course of its development is regarded as comprising certain actors, certain contexts, an ideology that binds the system together and a body of rules that have been created to govern the actors at the work place and community

Explains IR as
IR within an enterprise, industry or other segments in a society IR within a country as compared to other countries IR related to total development of the economy

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Contextual factors

Situational factors

ideology IR at Enterprise

actors

Rules

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 Actors :managers and their reps;workers and TU;specialised govt agencies CONTEXTS: technological characterstics of workplace; the product and service market;locus and distribution of power in large society. IDEOLOGY:defines the role and place of each actor and ideas that each actor holds towards the place and function of others in the system RULES : regulations and policies of management,CB agreements,customs and traditions of work place
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Limitations
With liberalization and growing environmental concerns community , consumers have also become actors More concern is on roles not on people

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6. Gandhian Approach
Principles of truth, non-violence and nonpossession. Peaceful and non-violent manner.
Workers can resort to Satyagraha to have grievances redressed. Concept of trusteeship -view is that all forms of property and accomplishments are gifts of nature and as such they belong to the society and not to any invidual