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IR Chapter 1

Industrial Relation BBA

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Zihadul Islam
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14 views3 pages

IR Chapter 1

Industrial Relation BBA

Uploaded by

Zihadul Islam
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Industrial Relation

Industrial Relations (IR) is about the relationships between employees, employers, unions, and the
government within a workplace or industry. It focuses on how they work together, negotiate, and
resolve issues.

1. Perspectives on Industrial Relations


Different views on IR emphasize:

Economics: How IR affects productivity and profits.


Social Aspects: How it impacts worker welfare and rights.
Legal Aspects: How laws shape workplace practices.
Human Relations: How people interact, communicate, and resolve conflicts at work.

2. Scope of Industrial Relations


IR includes:
Employer-Employee Relations: Daily interactions between employees and managers.
Employer-Union Relations: Negotiations about pay and conditions with unions.
Union-Union Relations: How different unions work together or handle conflicts.
Government Relations: How the government enforces labor laws and settles disputes.
Unorganized Employee Relations: Handling employees who aren’t part of unions.

3. Goals of Industrial Relations


IR aims to:
Help Employees Grow: Support individual development and job satisfaction.
Build Strong Relationships: Create trust and cooperation between employees and employers.
Match Employees with Jobs: Ensure that employees fit well with their roles and the workplace
environment.
In simple terms, industrial relations work to create a positive, fair, and productive environment for
everyone involved in the workplace.
At its simplest, the scope of Industrial Relations (IR) focuses on these main areas:

Management-Union Relationships: How management and unions interact and negotiate.


Employer-Employee Relationships: Daily interactions and expectations between employers and
employees.
Employee Group Relationships: Relations between different employee groups or departments.
External Influences: How outside factors (like government, economy, and society) impact
workplace relationships.
In summary, IR covers key workplace interactions and the outside factors that affect them.

Industrial Relations (IR) is primarily about the relationship between employers and employees,
shaped by the history of industrialization and the need for structured work relationships.

Key Aspects of Industrial Relations:


Origin: IR emerged after the Industrial Revolution, when work became more mechanical, and the
employer-employee relationship changed from personal to standardized.
Institutionalization: As work relationships became public and affected society, formal systems like
trade unions developed to protect workers' interests against powerful employers.
Conflict and Regulation: IR often deals with managing workplace conflicts due to different
interests of labor and capital. The government started to step in to help maintain balance and foster
socio-economic progress.
Special Features in IR:
Segmentation: Divides jobs into blue-collar (manual) and white-collar (office) roles.
Specialization: Horizontal division of tasks based on skill.
Hierarchy: Vertical structure of authority in the workplace.
Evolving Interfaces: New ways for structured interaction between employers and employees.
In short, IR is about managing structured, often conflicting, relationships between employers and
employees, with the state and unions playing vital roles in ensuring balance and fairness.
Here’s a simplified version:

Strong Unions: Well-organized and democratic unions help balance power between workers and
employers.
Employer Organizations: Strong employer groups help keep consistent policies across different
companies.
Conflict Resolution: Conflicts are settled through negotiation and collective bargaining.
Clear HR Policies: Good HR policies guide fair decisions on employee issues.
Management Support: Top management should support Industrial Relations and keep employees
engaged.
Trained Supervisors: Supervisors need training to maintain positive workplace relations.
Collaborative Culture: A focus on building trust, respect, and understanding promotes teamwork
and harmony.

In short, strong unions, supportive management, clear policies, and a culture of respect all
contribute to positive workplace relationships.

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