Download - Conflicts & social dialogues
Industrial RelationsConflicts & Social Dialogues
Prof. Jorge V. Sibal
UP SOLAIR
Conflicts in Industrial Relations A conflict is a fight, struggle or
misunderstanding between two or more parties, usually between management and labor over scarce resources, power and status.
A conflict means disequilibrium in the IR system.
Conflicts in Industrial Relations Conflicts are usually caused by environmental
changes- economic, lego-political or socio-cultural.
It may mean changes in technologies, tasks, job duties, skills requirements or a new set of values and norms.
Types of Conflicts (C.J. Margerison, 1969)
1. Distributive
2. Structural
3. Human Relations
Distributive Conflict concerns economics, how the gains of the
enterprise will be shared among the IR actors – wages, profits, benefits, etc.
can be resolved through various methods: consultation, consensus building, collective bargaining (bipartite or tripartite), co-determination or committee system.
Structural Conflict concerns politics, leadership and
organizational sociology caused by the failure of the organization to
adapt its structures to the changing environment
can be resolved via organizational structuring/restructuring and technological improvement
Human Relations Conflict concerns social psychology caused by personality differences of people
with different views, value systems or ideologies
results in individual alienation, individual and group conflicts
conflicts resolution range from counseling to organizational discipline
The Conflict ProcessStage 1Personal Opposition or Incompatibility
Stage 2Cognition and Personalization
Stage 3Intentions
Stage 4Behavior
Stage 5Outcomes
Increased Group Performance
Decreased Group Performance
Conflict Handling Intentions>Competing>Collaborating>Compromising>Avoiding>Accommoda- ting
Perceived Conflict
Felt Conflict
Overt Conflict>Party’s behavior>Other’s Reaction
Antecedent Conditions
How to resolve conflicts by unifying the diverging interests of the IR
actors conflicting parties should put emphasis on
common interests and values rather than their differences in interests and ideologies
How to resolve conflicts In Marxist dialectics, if the conflict is non-
antagonistic, the actors should unite first in order to struggle
Conflicting parties unite if they have a common goal and a common enemy
Communications and conflict resolution conflicts can be solved by negotiations and
communications if the needs and aspirations of the conflicting parties are compatible, meaning they share common philosophies and beliefs and their conflicts were caused only by wrong perceptions
conflict resolution should achieve a win-win situation
Communications and conflict resolution communications may lead to more intensified
conflicts if the needs and aspirations of the conflicting parties are incompatible
It will result to a deadlock where either or both parties are injured in a win-loss or loss-loss situation
Social Dialogues Will work only if the parties in conflict have
common aspirations (or vision/ideology), values and goals
With the acceleration of the ASEAN common market, Philippine employers and workers are confronted with common problems and aspirations.
The employers and labor groups under the Fair Trade Alliance affirmed the need for the labor and employers to work together in order to
survive the crisis. Hence, PELSPI was organized.
Common Principles in social dialogue
1. Transparency and good governance
2. Social justice and fairness
3. Sincerity, no biases and open mind
4. Common goals and aspirations:a. Productivity
b. Competitiveness
c. Decent Work
Workshop- Force Field AnalysisSTEPS:1. Identify the current state of the situation.2. Envision the desired state3. Identify the forces restraining change.4. Identify the forces that support or encourage change.5. Develop strategies to: a. reduce the forces restraining change. b. increase the forces for change (or capitalize on existing drivers).
Productivity
Competitiveness
Decent Work