Management of emplyment Relations- Dunlop's industrial theory model
...ment policies on industrial relations. Governments work almost like a middleman to ensure that both trade unions, employees and employers arrive at the best possible result. (Lecture 4 notes. 2002) (Business Studies in Action, 2nd Ed. 2000) Employer associations are stakeholders of employment relations who were originally created in 1904 as a counter-party to trade unions. Their main roles are to provide advice, make submissions, negotiate agreements, and lobby governments with the interests of employers. (Business Studies in Action, 2nd Ed. 2000) One way to assess the functions of trade unions is demonstrated through the Dunlop’s industrial relations model. In the late 1950s, John T.Dunlop developed what is known as the Dunlop’s industrial relations model, which pioneered contribution to Industrial Relations theory. The model comprises mainly of three variables which include actors, context and ideology, that binds the system together, along with a body of rules that govern the actors in the workplace and work community. (Fox C, Howard W and Pittard M. 1995). Dunlop’s industrial relations model is viewed as a sub-system within a wider societal system, which include among others the industrial relations system, the political system, the economic system, and the legal system. Dunlop produced what is called the ‘web of rules’, which wasn’t made to restrict the activity of any of the parties, but to issue rights and obligations among those in the work place. These set of rules cover the entire employer-employee relationship, wages, hours and working conditions, and worker-supervisor relationships. (Industrial Relations in Australia. 1995) One of the three major variables in the industrial relations system is the actors. There are three groups within actors, which are: Workers and their representatives- Dunlop points out that trade unions and their particular members do not always have the same view point and interests. Managers and their representatives- they too have representatives in industrial relations through the form of employer associations. This includes their internal employee relations along with external negotiators and lawyers. Governments- the third and last of Dunlop’s actors which includes both government and specialised third-party agencies. (Fox C, Howard W and Pittard M. 1995) (Lecture 3 notes. 2002) The second of the three variables is context. There are three environmental factors which include: The technological context- Dunlop viewed this as a major influence to industrial relations outcomes. It influences the level of unionisation and workplace rules. The market context- the second factor which is intended to capture the influence of the state economy. The power context- its defines the status of actors and their mutual relationships. Dunlop argues that if power balance in society is tilted in favour of a particular set of interests in society, then it will be reflected in industrial relations outcomes. (Lecture 3 notes. 2002) (Fox C, Howard W, Pittard M. 1995) The last of the three variables is ideology. Dunlop was concerned as to whether there was enough of ideology alikeness to allow an unsteady industrial relations system to develop. Dunlop saw that a minimal ideological alikeness had to be in order to tying the actors together. He also suggested that there are ideological positions which any of the parties might adopt which would prevent their being able to function as elements in an industrial relations system. (Fox C, Howard W, Pittard M. 1995) (Lecture 3 notes. 2002) Dunlop’s industrial relations model isn’t a perfect industrial relations theory that shouldn’t be abided by with strict order, as it has many weaknesses. It does have its good points, but as the quote states “Dunlop’s work is not without flaws……..but it is a useful means of ordering and classifying industrial relations information, of bringing some form to what would otherwise be...