Question

Question 1

1. Discuss Atikinson consideration of bargaining power   
2. Distinguish between unitary and pluralist view of industrial relation. Highlight the relevance of each to industrial relations           
3. Discuss the causes of industrial disputes and identify any two ways to resolving it. Provide a clear example for each point     NOT LESS THAN 350 WORDS

Answer 1

a. The Atikinson consideration or the bargaining power defines that in the bargaining situation, one party to a bargain (bargaining power), agreement or contract would be having more and better alternatives than the other party. In this, the having greater power in the results than the other one choose not to take the deal and thus it makes it makes the party more like to gain more favourable terms and grats from the other party because of higher negotiating power (as they are in the position to reject the deal). This is often known as Inequality of the bargaining power and consideration of bargaining power.

b. The unitary approach for the industrial relations is based on the same notion that all the members of the organisation being it workers, other staff, employees, managers efc arw having and sharing same and common set of goals, objectives, interest, purposes and therwfore they all work in unionised form together to accomplish these shared goals. The relevance of unitary approach in the industrial relation is that it gives more importance to the unity and people having shared objectives thus treating and giving each participant of the industry same power to negotiate.

On the other hand, the pluralistic approach talks about there being more than one source of power in the industrial relations and management. Thus, there doesn't only exist one relationship between business leaders and workers. Unions are one of the central component of the pluralistic apporach which tends to maintain a balance between the power of the employees and employers together. The relevance of the pluralistic approach gives different power to different people making some people to have better power and authority than other people and thus making negotiation based upon the powers.

c. The causes for the industrial disputes that are happening among the various organisation and also among various industries are many. The major ones are related to the unfair labour practices, political interference, wages, union rivalry, multiplicity of labour laws, economic slowdown and also other economical and cultural causes making the industries to have disputes between one another.

Two effective ways of resolving some of these disputes would be:

1. Have an external affair management or consutancy in your organisation where that organisation could be able to handle the external affairs happening in the market. These consultancies are especially established to solve inter industrial problems and disputes and helps to negotiate the problems and find an effective solution for the problems being generated.

2. Another effective way could be to have a legal arbitary or mediator for every industry/organisation. This would help in making sure that every organisation is having the legal premise to solve the issues raised. These arbitary helps in negotiation and also reaching a middle point without having much of the court and legal matters to be involved because nobody likes to get involved in them. One can also train and communicate healthy negotiation practices to make sure the industry is working effectively.