MGMT3112 Comparative Industrial Relations

Introduction

Industrial relationship can be defined as the relationship between the employees and employers in the industrial organisation in course of the employment.  The interpersonal relationship of trade unions, employers and employees, employer organisation and the state are complex so the theories of industrial relationship will be explained in this post with their strength and weakness (Tapia, et al., 2015). The theories of industrial relationship will also be applicable in the Caribbean by indicating the reasons.

The concepts of each of the selected theories as well as any strengths and weaknesses identified.

Pluralistic theory: In this theory it was assumed that organisation is composed of the individuals which are distinct from the group and have their own sets of objectives, aims, value proposition and leadership styles. In this theory the organisation which are multi structured there is the conflict between the different groups and it will create the tension. This theory approaches that the conflicts is inevitable and rational between the employees and management (Lutchman, 2006). As per this theory any industrial conflict needs to be contained within the social mechanism of arbitration, conciliation, bargaining and collective.

Strength: This theory helps on resolving the conflicts as its emphasis on the effective industrial relations. This approach is used by the management of the organisation in responding to the conflicts and also considers as the alternative decision-making process. The tensions are underlying which can be understand and the conflict is not overlooked so this theory embraces the employees’ relations policies and helps in resolving the conflicts.

Weakness: One of the major weakness of this theory is that it dwell on the rules and procedures and also disregard the process which contributes to the resolution of the conflicts (Zajak, et al., 2018). This theory also leads to collective bargaining process which lead to the inefficiency as it focusses too much on worker interest. This theory is also incapable in realising that state focuses on both public interest as well as commercial interest.

Marxist: In this theory of industrial relations the major focus is on the type of the organisation in which the they are functioning (Kilhoffer, et al., 2017). This theory is majorly governed by the objective of profit and based on the proposition of manufacturing, production and distribution. This theory also believes in Pluralists theory that conflicts in the organisations are inevitable and see it as the product of capitalist society. In this theory the conflict will lead to the revolution in which the working class will seize the control of the economy and working class would overthrow the capitalist class.

Strength: This theory has the major strength that it helps in analysing the conflict and power in the society and also helps in analysing the uneven distribution of the power and wealth between the social classes. This theory helps in explaining the conflict and change. This theory also emphasis in terms of mobilization on the importance of the collective action and organisation (Cowell, 2006). This industrial relations theory also discusses the capital society and its distribution, production and exchange system.

Weakness: This theory has the major weakness that it overlooks the alternative ideas which might shape behaviour. There are several issues which affects the behaviour such as race, gender, individual, etc. are not given the attention and put the major focus on the class conflict. In the capitalist system, the contradiction and weakness are inherent with the result in the revolution and the ascendancy of the socialism over the capitalism (Nurse, 1993).

The name of the theory you consider most applicable to IR in the Caribbean. Please indicate at least two (2) reason(s) for the choice.

There are several Industrial relation issues in the Caribbean such as social security, promoting the impetration of the regional labour, issues in the interest of Caribbean community, employment issues, etc. All these issues can be addressed in the effective way by applying two suitable theories of IR (Tapia, et al., 2015).

The most applicable theory in the Caribbean is theory of conflict and power in Union management relationship. This theory is chosen as there are many conflicts between the labour and managers and disputes arises this theory helps in balancing the power between the employees and the management. This theory also helps in resolving the conflicts between the employers and employees and resolve the grievances so that an effective relationship can be build up at Caribbean community. In the situation of the functional interdependence, this theory is effective and analysis the union management relationship in Caribbean. The theory is the concept of the social power (Goolsarran, 2006).

In the Caribbean there is low efficiency in the employees, high rate of labour turnover, absentees among the workers are high and there is the negligence in the execution of the work so it can be resolved with the help of this theory as it helps in giving the power to the senior management to take certain actions for improving the industrial relationship and also encourage to improve the communication between the managers and labour and take the effective use of Caribbean communities.

Conclusion

From the above report it was concluded that the theories of Industrial relations are effective in handling the conflicts and improving the relationship between the managers and employees. In this report different theories and approaches have explained related to IR which has changed the view of labour and management and also develop the cooperation and better understanding which leads to the increase in the production and also the industrial peace. The most applicable theory in the Caribbean is theory of conflict and power in Union management relationship which has explained above with their reasons.

References

Cowell, N. M. (2006). Industrial Relations-Theory and Practice with reference to Jamaica. Industrial Relations in the Caribbean, 281.

Goolsarran, S. J. (2006). An overview of industrial relations within the context of labour administration. Industrial Relations in the Caribbean: Issues and Perspectives, 3-19.

Kilhoffer, Z., Lenaerts, K., & Beblavý, M. (2017). The Platform Economy and Industrial Relations: Applying the old framework to the new reality.

Lutchman, H. (2006). Industrial Relations in the Civil Service in the Caribbean. Industrial Relations in the Caribbean, 151.

Nurse, L. (1993). Work and Workplace Relations in the Commonwealth Caribbean: Some Issues of Theory and Research. Social and Economic Studies, 1-33.

Tapia, M., Ibsen, C. L., & Kochan, T. A. (2015). Mapping the frontier of theory in industrial relations: the contested role of worker representation. Socio-Economic Review, 13(1), 157-184.

Zajak, S., Gortanutti, G., Lauber, J., & Nikolas, A. M. (2018). Talking about the same but different? Understanding social movement and trade union cooperation through social movement and industrial relations theories. Industrielle Beziehungen. Zeitschrift für Arbeit, Organisation und Management, 25(2), 7-8.

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