A RELATIONSHIP BETWEEN ORGANISATIONAL ... - Euroasiapub.org

IJRFM Volume 1, Issue 2 (June, 2011) (ISSN 2231-5985)
creating and developing shared norms, values boundaries. Above all members derive
satisfaction and a sense of pride in responding to and meeting the needs of the given culture.
The capacity of human collectivity to be responsive to increased uncertainty and
discontinuous changes in the environment is limited because they threaten the basic fabric of
the existing culture by challenging its continuity, creating the for redefining its identity and
necessitating re-examination, restatement and prioritization of value orientation, normative
frame work and ethical standards. Culture thus becomes a major factor hindering the adoptive
coping capabilities of social systems. The rise and fall of civilizations throughout human
history can be explained in terms of initiative or lack of it, taken by human collectivities in
pro-actively resolving the inner contradictions amongst various dimensions of culture,
necessitated by fundamental shifts in contextual scenarios. Formal organizations of all types
encounter the same dilemma in situations of perpetual change in their environments. The
growth or decline of these organizations can be attributed to the prevailing corporate culture
which is design to ensure continuity, stability, predictability, internal and external integration
and the like thus making the task of realignment and adjustment difficult.
INDUSTRIAL RELATIONS
Industrial Relations in its traditional connotation involves active interaction amongst various
actors- employer, employees and the government aimed at maintaining industrial harmony
and contributing to enhanced effectiveness of industrial enterprises. Healthy relationship
amongst the employer, employees and the government is essential for protecting their interest
representing the larger society. A positive industrial relations environment characterized by
congenial relationship between management and the workmen based on mutual trust,
collaborative orientation and joint problem solving and decision making is a prerequisite for
not only industrial peace but also for improved effectiveness and sustained growth of the
organization. In its wider connotation, Industrial Relation means the organization and
practice of multi-pronged relationships between workers and management, unions and
workers, and the unions and management in an industry. Dale Yoder defines it as a, “whole
field of relationship that exists because of the necessary collaboration of men and women in
the employment process of an industry”.
According to Tead and Metcalfe Industrial Relations are the composite result of the attitudes
and approaches of employers and employees towards each other with regard to planning,
supervision, direction and co-ordination of the activities of an organization with minimum of
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