Causes Of Industrial Relations And Industrial Conflict

Introduction

Industrial Conflict is a broad and complex topic and conflicts may arise from many diverse issues resulting hostile acts by employers and employees.

Causes of industrial conflict may range from minor reasons like absenteeism to major issues such as enterprise bargaining.

We will look at the employment relations and employment conflict and analyze this complex topic from different points of theory and practice.

Industrial relations & Industrial Conflict

Industrial relations is an umbrella concept that overall encompasses the relationship between the employer and the employee on the contrary Industrial conflict between or among groups, industries and government. Economically, the factor of productivity in workplace is very important

408), Each person perceives and interprets events by means of conceptual structure of generalizations or contexts, postulates about what is essential, assumptions as to what is valuable, attitudes about what is possible, and ideas about what will work effectively.

Characterizing the different values in employment relations British Scholar Alan Fox introduced three fold taxonomy with numerous revisions in 1974 (see Fox 1966, 1969,1974) and according to Bray et al. (2014 p.50) the Table 3.1 in Appendix.

This Taxonomy has been widely used since then in debates and studies but also was under criticism and refinement of Unitarism, Pluralism and Radicalism.

Unitarism is very conservative and assumes that employers and employees have harmonious relationship. Both sharing the same objectives and interests, so the employment relations based on mutual cooperation according to Bray et al. (2014 p.51) the Table 3.2 in Appendix.

Management role is to provide powerful leadership and define goals and constantly ensure employees commitment to the organization in return the reward employees when targets reached. There is no fundamental conflict between the both sides and when the conflict occurs it presumed as abnormal behavior or an outcome of poor

(2014 p.366) in the appendix we can see the various form of industrial conflict some forms is easy to see and some are hidden, Some of the conflicts are active and trying to improve the working conditions like: salary, workplace safety, OH&S and many more and some are defensive to preserve the current relations or prevent from laying off staff or firing. Strikes are not the only factor that damaging the employers, there are many other factors and behaviors that can affect business productivity such as: Absenteeism or sabotage is a way of employees to respond to uncongenial working conditions, low morale, wastage of resources, inefficiency and high labor turnover which can add on losses to the business or the whole economy. Australian Bureau of Statistics (ABS) defines industrial dispute as: … withdrawal from work by a group of employees, a refusal by an employer or a number employers to permit some or all of their employees to work, each withdrawal or refusal being made in order to enforce a demand, to resist a demand or express a grievance. (ABS