2. Prepared By
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Manu Melwin Joy
Assistant Professor
Ilahia School of Management Studies
Kerala, India.
Phone – 9744551114
Mail – manu_melwinjoy@yahoo.com
3. Forms of Industrial Relations
• The management of
industrial relations
within the framework
of a culture of
dominance can take
three forms.
4. Forms of Industrial Relations
• Managing by Contending
– In which the stake
holder engage in a contest
of will with the dominant
stake holder holding the
reins and steering the
choice making processes
as well as choice.
5. Forms of Industrial Relations
• Managing by Contending –
Pressure tactics coupled
with employment of
leverages like litigation and
direct action go hand in
hand with the reaction of
the dominated to protect
threatened interest.
6. Forms of Industrial Relations
• Managing by Conceding – In
which the dominant stake holder
manages interactions with other
less dominant and dominated
stakeholder by making
concessions to buy peace on an
ad hoc situation basis. A major
ploy here is to adopt a ‘divide
and rule’ policy.
7. Forms of Industrial Relations
• Managing by Colliding – In
which mode the dominant
stakeholder strikes up equations
with individual stakeholder
representatives or with
coalitions of stakeholders,
through which mechanism of
choice making as well as choices
are influenced to favor the
dominant stakeholder.
8. Forms of Industrial Relations
• Managing by Colliding –
The collusive character of
the interaction leads to
the compromise of the
interests of the less
dominant stakeholder
groups.
9. Forms of Industrial Relations
• Managing by Collaborative
Problem Solving – In the sphere of
industrial relations choice making
is the key to the development of a
new ethos. The dominant
stakeholder in today’s deregulated
environment is likely to be the
corporation and the onus is on it to
create a new ethos revolving
around collaboration.
