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Conflicts in an industrial society have been one of the central subjects of industrial relations. Although there are obvious areas of shared interest between employers and employees, it has been argued that industrial conflict is inevitable in most work settings and that employment relationship is essentially conflictual (Deery, Plowman et al. 001, p01). Supporting this argument, the following discusses the notion of conflict being inevitable in an industrial society.
As industrial relations refers to the relationship between workers, managements, government agencies and their organizations concerned with the workplace employment (Tan C.H. 1), it involves the behavior and interaction of people at work. The workplace is a fertile ground for conflicts since these people in the complex inter-relationships usually have varying interests, different perception and incompatible working styles.
People get into conflicts when they believe that something or somebody is interfering with their achieving a desired goal. The interference may be due to their personal limitations, such as the inability to use a new machine, or it may be interpersonal, such as when business partners have different priorities. Other times the source of conflict may be unexpected change, such as when the governing body implements a new compensation policy which the people affected deem inequitable. Even differing styles and values can give rise to conflict (Beverly Potter 16, p1-). The various barriers to achievements, differing priorities between working parties, dissatisfied workplace changes and incompatible working styles definitely exist in most work setting.
Economic and social inequality and the structure and distribution of power are seen to be central components in the study of industrial conflict (Deery, Plowman et al. 001, p5).
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