Chapter 14 - Industrial Relations

Summary

Industrial relations have been a subject of critical concern for quite some time. But the approaches to industrial relations have traditionally been based on the assumption that workers and managers are two separate classes and that they cannot be conceived as one entity. While the trade unions continue to wage a ceaseless struggle against oppression and injustice they should also realise that they have an obligation towards the aims and objectives of the organisation.

Responsive and responsible Union

In the hierarchical company, the unions represent the people at the bottom of the pyramid who receive orders and directives. Therefore, it is the unions' functions to examine and question, on behalf of the workers, decision that the company management has already made. The unions then serve as a check on the management process. In the present industrial scenario, trade unions have lost their meaning and purpose. If the unions blindly stick to traditional approach and demand for reduction of working hours, extra holidays, payment of unwarranted over time, they will not be considered as partner in the business. A responsive and responsible union, which is ready to share rights and liabilities and is willing to work for the growth of industry, is desirable.

First and foremost, the union should play a cooperative role. Together with top management, the unions should participate in analysing, discussing and establishing the company's overall direction and strategy. The unions should work along with the middle management in planning the acquisition and distribution of resources, determining the earning targets, devising investment guidelines and so on.