A RELATIONSHIP BETWEEN ORGANISATIONAL ... - Euroasiapub.org

More documents

Recommendations

Info

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 International Journal of Research in Finance & Marketing 52 http://www.mairec org
IJRFM Volume 1, Issue 2 (June, 2011) (ISSN 2231-5985) human efforts and friction’s with an animating spirit of co-operation and with proper regard for the genuine well-being of all members of the organization. The Encyclopaedia Britannica explains that,” The concept Industrial Relations has been extended to denote the relations of the State with employers, workers and their organizations. The subject, therefore, includes individual relations and joint consultation between employers and workers at their work place, collective relations between employers and their organizations and trade unions and part played by the State in regulating these relations”. Industrial Relation is thus, the relation created at different levels of the organization by the diverse, complex and composite needs and aspirations and attitudes and approaches among the participants. It is a highly complex and dynamic process of relationship involving not only employees and management’s, but also their collective forums and the State. In an organization, these relationships may be personal and informal at one end, and may be highly institutional with legally prescribed structures and procedures at the other end. RESPONSIVE ORGANISATIONAL CULTURE & INDUSTRIAL RELATIONS IN THE CHANGING SCENARIO The changes in international economic order and geo-political environment in wake of the breaking of the Berlin wall, transition in Central and East European countries and the end of cold-war, changes in macro-economic and social environment, technological and structural changes, worker profile (Sengupta, 1992) call for fresh perspectives on our thinking, our beliefs, our philosophy, our value system connecting the management of people at workplace and elsewhere. The dynamic change process warrants a fresh look at the institutional and legal frame work and also the roles of the principal actors (Venkatratnam, 1996). The labour management relations in India has been characterize by predominance of adversarialism, the general lack of mutual trust and understanding, communication gap and win-lose orientation. India’s IR systems and practices have much room for improvement more especially in the context of strengthening competitiveness and efficiency of Indian industries to facilitate their integration with global economy (Guha, 1994). Issues relating to structural flexibility, multi-skilling, continuous learning, shared norms will have to be incorporated in the main agenda of Industrial Relations. Trade unions are as much affected by the emergent paradigm as the management. The emergence of new breed of knowledge workers, their changed profile will necessitate the trade unions to broaden their scope of operations, democratize their processes and be flexible enough to meet their International Journal of Research in Finance & Marketing 53 http://www.mairec org
Page 1 and 2: IJRFM Volume 1, Issue 2 (June, 2011
Page 5: IJRFM Volume 1, Issue 2 (June, 2011
Page 17: IJRFM Volume 1, Issue 2 (June, 2011

A RELATIONSHIP BETWEEN ORGANISATIONAL ... - Euroasiapub.org

Create successful ePaper yourself

Delete template?

Save as template?