IR has a dynamic perception because the link between the employer and employees moves from thesis to antithesis to synthesis. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essay. This process of modification turns out to be an incessant feature of the industrial relations system and thus the initial relationship with synergy metamorphoses in a short time into conflict. or synergistic fission and then upon its settlement, transform again into synergistic fusion. Thus, industrial relations can be described as a two-sided coin, synergistic fusion and synergistic fission. Cordial working relationships generate a synergistic work culture, which accelerates the feeling of team spirit to achieve common goals. On the other hand, conflicts or disputes (differences of opinion) are likely to divert the line of focus from organizational effectiveness. We can illustrate industrial relations as a relationship between husband and wife in the Indian joint family. The worker and management function as a couple in industrial environments. Even though they have a separate identity, they are made for each other; they live for each other; they take care of each other. The sought-after couple doesn't encounter a few bumps in the road. Although every relationship has a succession of experiences both good and unpleasant, successful couples have learned to manage obstacles and keep their love lives on track. Although there may sometimes be differences of opinion between them, they can be resolved by themselves (just sit around the table and discuss) or by intervening with the parents (the government in case of industrial relations) into the matter and resolve it as soon as possible. If the matter is still unresolved, they approach the court for justice. The court resolves the issue and they live with love again and give each other proper space to express themselves. They hang on, face dilemmas and learn to solve the complex problems of daily life. Ultimately, the journey of life always evolves in the path of Indian economy in the case of industrial relations. Perspective/Philosophy of industrial relations: 1. The Unitary Perspective: This approach is based on personal treatment, direct negotiation with employees, correlative cooperation, team dynamics and common objectives. As per unitary approach, all employees, whether managers/workers/or other staff, have a mundane set of objectives/goals/fascinations/goals and hence, they must collaborate as a team to achieve these mundane goals. The main premise is that everyone benefits when the focus is on mundane interests and on encouraging synchronization between management and those managed within the institution. This philosophy viewed conflict/dispute as a temporary gap and strikes as deadly; there is therefore no need for a union. This philosophy has also made it easier for workers to participate in workplace management wherever possible. This helps empower employees in their respective roles and emphasizes team spirit/creativity/innovation/resourcefulness/problem handling skills/discretion in dilemma-solving groups, quality and improvement, etc.2. The Pluralist/Conflict Perspective: This philosophy is simply diametrically opposed to the unitary perspective. The pluralist/conflict concept is based on the following assumptions: it seems that the.