1. Pluralistic Co-operation Conflict Authoritarian Paternalism Unitary Human resource management Systems Evolution Revolution Marxist Control of the labour process InputConversionOutput Conflict (differences) Institutions and processes Regulation (rules) Approaches to organisations Approaches to industrial relations Social action Wider approaches to industrial relations Approaches to industrial relations Labour marketComparative

2. Pluralist: Input-output model CONFLICTRECONCILIATIONREGULATION Function: Identify Differences of interest Types: 1. Micro-level organisation tensions 2. Macro-level society values & issues Forms of expression: 1. Hidden individual 2. Overt constitutional 3. Industrial pressure Conducted through: 1. Processes 2. Institutions 3. Levels Rules: 1. Substantive or procedural 2. Internal or external to the organisation 3. Varying degrees of formality InputConversionOutput

3. Marxist: Control of the labour process B.MB.B.G BARANG PASARAN CAPITALS Mesin, Alatan dan Buruh B.M = Barang Mentah B.B.G = Barang Boleh Guna

4. System Approach Originated by John T. Dunlop, Refinement. It is a broad based integrative model that sought to provide tools of analysis to interpret and gain understanding the widest possible range of IR facts and practices and to explain why particular rules are establish in particular IR systems and how and why they change in response to changes affecting the system. This model sees IR as a subsystem of society distinct from but overlapping, the economic and political subsystem

5. System Approach Four interrelated elements: Actors- management, non-managerial employees and their representatives And specialize government agencies concern with IR. Context : influence and constraints on the decisions of the actors which emanate from other parts of society, such as technology, market, budgetary and the locus of power in the society.. Ideology; beliefs within the system which not only define the role of each Actor or groups of actors but also define the view that they have of the role of other actors in the system. If the view compatible-stable IR system and other wise. Rules; the regulatory framework, developed by a range of process and presented in variety of forms which expresses the terms and nature of the employment relationship.

6. Systems Approach Features Dunlop - Actors, working within contexts (environment), developing a body of rules, held together by an ideology System producing rules (IRS) and system governed by rules (production) Naturally stable and orderly? Emphasis on roles rather than people Importance of environmental influences

7. Market Disorder Input (conflict) Environments Industrial relations system Power Technology Political Legal Other levels of the industrial relations ‘system’ Economic structure Social Cultural Government and State Agencies Attitudes Values Interests Roles Organisational hierarchy of management Organisational hierarchy of management Attitudes Values Interests Roles Power ChoicePower Choice Productive system Control/ order Rule-making process Internal rules Industrial relations system (1) Output (substantive rules) Power Choice Roles Attitudes Values Interests System of industrial relations

8. Gandhian Approach Trusteeship theory Management as Custodian ATLA experience Non-Violence Strike is the last weapon to resort