The Main Theories of Industrial Relations - Assignment Example

The paper "The Main Theories of Industrial Relations" is a wonderful example of an assignment on human resources. Industrial relations have been defined as how wages, work conditions, and the organization of work is determined. Industrial relations are known to influence the lives of both workers and employers in the workplace. The study of industrial relations helps us to understand all the problems that may be experienced in the workplace and also how these problems may be solved so as to create a suitable work environment. In order to help us understand industrial relations better, there are theories that have been proposed. These theories help to explain and demystify industrial relations so as to reduce the chances of repeating the same mistakes in the workplace. The theories also help us to build models that can help us to understand industrial relations more. Through these theories, it has been easier to conduct research in the field of industrial relations. This is because the theories have been able to explain many concepts in industrial relations.

Some of the main theoretical approaches of industrial relations include unitarism, pluralism, radicalism, corporatism, management, and the labor process theory. Unitarism has to do with oneness. It tries to explain that management is the supreme authority in the organization and that there is only one source of power within an organizational context. This theory has its strength in the fact that it tries to reduce the number of confusions that may arise because of not knowing who is in charge. Another strong point of this theory is brought about by the fact that conflicts are kept minimal. There is also no need for external interventions and the common interests of people are taken into serious consideration. One weakness of this theory is the fact that it tends to give all the powers to the management for example and the workers do not have a lot of say in organizational issues. Here there is no sharing of authority with unions and they are in fact irrelevant.

Another theory of industrial relations is pluralism. This involves the sharing of authority with the management and the unions representing the workers. However, the common interests of the parties involved do not extend to all matters facing the organization and the people complaining. This theory seems to promote the interaction and working together of the workers, employers, and unions, the much-desired change can easily be achieved.