Industrial relations

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Cornell ILR School - East Ives

Industrial relations refers to the multidisciplinary field that studies the employment relationship. Industrial relations is increasingly being called employment relations or employee relations because of the importance of non-industrial employment relationships; this move is sometimes seen as further broadening of the human resource management trend. Industrial relations studies examine various employment situations, not just ones with a unionized workforce. However, according to traditional IR theories, such as those of John Dunlop, industrial relations pertain to the systems of rules governing employment, as well as the ways in which the rules are made and changed.

Overview

Industrial relations involve the study of laws, conventions, and institutions that regulate 'the workplace'. Industrial relations is broadly defined to include the relationships and interactions between employers and employees, from both individual and collective perspectives. The field of industrial relations looks at the relationship between management and workers, particularly groups of workers represented by a union. Industrial relations have a broad as well as a narrow outlook. Traditionally, industrial relations is about the study of the rules governing employment, together with the ways in which the rules are made and changed, interpreted, and administered.

The terms "industrial relations" and "labour relations" are often used interchangeably; however, some distinctions can be made between them. Labour relations typically refer to the dealings between management and labour unions within the workplace, while industrial relations cover a broader spectrum that includes the legal, societal, and institutional influences on employment relationships.

History

The history of industrial relations is tied closely to the industrial revolution and the rise of industrial society. As the nature of work changed, so did the relationship between employers and employees. The early industrial relations field in the late 19th and early 20th centuries was concerned primarily with the problems arising from the industrialization process, such as poor working conditions, low wages, and long hours. The focus of industrial relations expanded over time to include a wide range of issues such as employment law, collective bargaining, workplace safety, and employee participation in management decisions.

Key Concepts

Collective Bargaining

Collective bargaining is a process of negotiation between employers and a group of employees aimed at agreements to regulate working salaries, working conditions, benefits, and other aspects of workers' compensation and rights for workers. The interests of the employees are commonly presented by representatives of a union to which the employees belong.

Industrial Conflict

Industrial conflict refers to the expression of dissatisfaction within the employment relationship, especially concerning the terms and conditions of employment, between management and workers. Conflict can take many forms, including strikes, work-to-rules, go-slows, and lock-outs.

Labour Legislation

Labour legislation refers to laws that regulate the employment relationship. This legislation covers a wide range of issues, including worker safety, employment standards, minimum wage laws, and discrimination laws.

Current Trends

The field of industrial relations has been evolving with the changing nature of work, the workforce, and the structure of the economy. In recent years, there has been a significant shift towards service and knowledge-based economies, which has implications for industrial relations. The rise of the gig economy, remote work, and the increasing use of technology in the workplace are also influencing industrial relations practices and policies.

Challenges

One of the main challenges in industrial relations is balancing the interests of employers and employees. In an increasingly globalized economy, there is also the challenge of managing industrial relations across different legal and cultural environments. Additionally, the decline in union membership in many countries poses challenges for collective bargaining and worker representation.

Conclusion

Industrial relations remain a critical aspect of managing the employment relationship. Understanding the dynamics of industrial relations is essential for employers, employees, and policymakers alike, as they navigate the complexities of the modern workplace.