RELATIONSHIP MANAGEMENT

BY: SANCHIT SHARMA SWETANK CHATURVEDI

Industrial relations
Industrial relations is a multidisciplinary field that studies the employment relationship. Industrial relations is increasingly being called employment relations because of the importance of non-industrial employment relationships. Many outsiders[ also equate industrial relations to labor relations. Industrial relations studies examine various employment situations, not just ones with a unionized workforce.

Overview
Industrial relations has three faces:

In the science building face, industrial relations is part of the social sciences, and it seeks to understand the employment relationship and its institutions through highquality, rigorous research. In this vein, industrial relations scholarship intersects with scholarship in labor economics, industrial sociology, labor and social history, human resource management, political science, law, and other areas.
In the problem solving face, industrial relations seeks to design policies and institutions to help the employment relationship work better. In the ethical face, industrial relations contains strong normative principles about workers and the employment relationship, especially the rejection of treating labor as a commodity in favor of seeing workers as human beings in democratic communities entitled to human rights.

Industrial Relations Today

Industrial relations today is in crisis. In academia, its traditional positions are threatened on one side by the dominance of mainstream economics and organizational behavior, and on the other by postmodernism. In policy-making circles, the industrial relations emphasis on institutional intervention is trumped by a neoliberal emphasis on the laissez faire promotion of free markets. In practice, labor unions are declining and fewer companies have industrial relations functions. The number of academic programs in industrial relations is therefore shrinking, and scholars are leaving the field for other areas, especially human resource management and organizational behavior. The importance of work, however, is stronger than ever, and the lessons of industrial relations remain vital. The challenge for industrial relations is to re-establish these connections with the broader academic, policy, and business worlds.

Negotiation
Negotiation is a dialogue between two or more people or parties, intended to reach an understanding, resolve point of difference, or gain advantage in outcome of dialogue, to produce an agreement upon courses of action, to bargain for individual or collective advantage, to craft outcomes to satisfy various interests of two people/parties involved in negotiation process. Negotiation is a process where each party involved in negotiating tries to gain an advantage for themselves by the end of the process. Negotiation is intended to aim at compromise. Negotiation occurs in business, non-profit organizations, government branches, legal proceedings, among nations and in personal situations such as marriage, divorce, parenting, and everyday life. The study of the subject is called negotiation theory. Professional negotiators are often specialized, such as union negotiators, leverage buyout negotiators, peace negotiators, hostage negotiators, or may work under other titles, such as diplomats, legislators or brokers.

Arbitration
Arbitration, a form of alternative dispute resolution (ADR), is a legal technique for the resolution of disputes outside the courts, where the parties to a dispute refer it to one or more persons (the "arbitrators", "arbiters" or "arbitral tribunal"), by whose decision (the "award") they agree to be bound. It is a settlement technique in which a third party reviews the case and imposes a decision that is legally binding for both sides. Other forms of ADR include mediation(a form of settlement negotiation facilitated by a neutral third party) and nonbinding resolution by experts. Arbitration is often used for the resolution of commercial disputes, particularly in the context of international commercial transactions. The use of arbitration is also frequently employed in consumer and employment matters, where arbitration may be mandated by the terms of employment or commercial contracts.

Arbitration can be either voluntary or mandatory (although mandatory arbitration can only come from a statute or from a contract that is voluntarily entered into, where the parties agree to hold all disputes to arbitration, without knowing, specifically, what disputes will ever occur) and can be either binding or non-binding. Non-binding arbitration is, on the surface, similar to mediation. However, the principal distinction is that whereas a mediator will try to help the parties find a middle ground on which to compromise, the (non-binding) arbitrator remains totally removed from the settlement process and will only give a determination of liability and, if appropriate, an indication of the quantum of damages payable.

DISCIPLINE

CONFLICT MANAGEMENT

WHAT IS CONFLICT

Conflict is when two or more values, perspectives and opinions are contradictory in nature and haven't been aligned or agreed. Conflict is often needed. It: 1. Helps to raise and address problems. 2. Energizes work to be on the most appropriate issues. 3. Helps people be real, for example, it motivates them to participate. 4. Helps people learn how to recognize and benefit from their differences. Conflict is not the same as discomfort. The conflict isn't the problem - it is when conflict is poorly managed that is the problem

TYPES OF CONFLICTS
Substantive Conflict disagreement over goals, resources, rewards, policies, procedures, and job assignments. Emotional Conflict results from feelings of anger, distrust, dislike, fear, and resentment, as well as relationship problems. Functional Conflict stimulates us toward greater work efforts, more creativity in problem solving, and even to cooperate more with others. Dysfunctional Conflict Is destructive and hurts task performance

trying to win in active competition, or using authority to win by force

working through differences to solve problems so that everyone gains

bargaining for something acceptable so each party wins and loses a bit

downplaying disagreement, withdrawing, staying neutral at all costs

giving in and smoothing over differences to maintain harmony

OUTCOMES OF CONFLICT
Lose-lose no one achieves his or her true desires and the underlying reasons for conflict remain unaffected. Competition uses force, superior skill, or domination to win a conflict. Compromise occurs when each party to the conflict gives up something of value to the other. Win-lose one party achieves its desires and the other party does not. Collaboration involves working through conflict differences and solving problems so everyone wins. Win-win the conflict is resolved to everyones benefit.

THANK YOU FOR LISTENING