Understanding And Resolving Industrial Conflicts
Industrial conflicts are a very commonly seen sight, and could be the result of psychological, political, or socio-economic factors. These conflicts can be termed, explained, and understood in different ways by different people. What a psychologist may see, a politician may not. And, what a politician may see, a layman may not. Let us see what different factors may lead to industrial conflicts, and how they can be resolved.
Every human wants freedom of speech, movement, and thought. And, when they are treated like non-living objects by employers, where their expectations are cut-off, then conflicts arise. In fact, majority of industrial conflicts arise out of the tension created by employer’s pressures that lead to protests and resistance by the worker unions and associations. With this kind of tension directly affecting the workplace, it gradually spreads to the entire industry, increasingly affecting the entire economy of the country. This is why it is very crucial that the management puts in efforts to set the situation right. Various kinds of psychologists, psychiatrists, anthropologists, personnel managers, industrial engineers, economists, and human relations expert are approached to deal with such problems. One such body you can approach is iDeal HR Service, the most reliable industrial employees relations consultant in Hosur, who has immense experience and capability to deal with maintaining cordial relations with employees, and maintaining a harmonious working environment by dealing effectively with labour disputes. Understanding human behaviour is of prime importance for employers, union leaders, and the management. Conflicts cannot be resolved unless the management learns the basic needs of the employees and how they can be motivated to work more effectively and productively.
It is quite normal that within an industry, one segment of the staff negatively perceives the behaviour of another group of personnel. This results in the situation that even a sincere intent of a group is looked at with suspicion. This can result in conflicts between any two groups of people within the staff, even as apart as labourers and management. This problem is further intensified by various factors like income, values, beliefs, customs, level of education, power, prestige, status, recognition, etc. These factors and many more influence the perceptions of one group towards another. Therefore, unless proper attitudes and perceptions are instilled, industrial peace will not be accomplished.
As we all are growing more and more social, there are also various sociological factors that raise industrial conflicts. These include customs, status symbols, cultures, rationality, tolerance, structural changes, and acceptance/resistance to change. Although industries are mainly economically functional, various social consequences like urbanization, housing, transport, social mobility, and stress and strain also important. With industry development, a new industrial-social pattern also develops that provides new relationships, new behavioural patterns, and new techniques of handling human resources, which in turn develop industrial relations.
So, it can now be confirmed that unless both employees and employers/leaders/managers understand the requirements of one another and apply the techniques of human relations to industrial relations, nothing can be gained.