Industrial Relations

The relationship between employees and employers is usually defined as Industrial Relations.

The nature of the industrial relation in an organization can be identified by factors such as organizational culture, the attitude of the management, workers, and union, the existence of a grievance handling system, the efficiency of rules and regulations, etc.

‘Industrial Relations’ refers to the complexity of the human relationship that emerges in a work situation.

J. Henry Richardson says, “Industrial relations are the art of living together for the purpose of production. ”

The relationship between labor and management is based on the mutual adjustment of interests and goals. It depends based on the economic, social, and psychological satisfaction of the parties. Higher satisfaction results in healthier relationships between parties.

In the industrial relations process, major issues came in terms of employment, wages, working conditions, working hours, safety, and welfare.

Industrial Relation Aims,

Scope of Industrial Relations

Employer to industrial employee relationship

Labour management relationship

Industrial peace and productivity

Industrial Democracy

According to Solomon, this is “ A sociopolitical concept to the philosophy of the industrial organization, which focuses on the introduction of democratic procedures to restructure the industrial power and authority relationship within the organization.

Liaison Functions

Factors Affecting Industrial Relations

When unions are very strong in an industry, the power balance would be in favor of the employees and the unions. In such a scenario, the terms of the industrial relations would be decided by the union.

If the organization or industry has reported a higher number of strikes within a specific period depending on the result of the strike power equation would change.