Techniques and Philosophy in Industrial Relations*

Abstract

SOCIAL SCIENTISTS have developed many useful techniques for the improvement of industrial relations. An enumeration of these industrial relations techniques includes time study, incentive systems, and job evaluation for more equitable wage administration; testing devices for improved selection, and placement of workers; procedure for the orientation and training of new employees; socio-metric devices and the socio-drama; treatment of taccident prone workers and the removal of safety hazards; clinical assistance for maladjusted workers; non-directive guidance; plans for economic security such as pensions, profit sharing, stock participation and an annual wage; provision for optimum standards of health and comfort for the reduction of illness and fatigue; and improved methods of communication through suggestion boxes, opinionaires, polls, depth interviews, company newspapers, and captive audiences. Accompanying these techniques there is frequently a philosophy of industrial relations, sometimes explicit but too often implied to be the logical inference drawn from the techniques. The techniques themselves, however, are neutral and impersonal. It is the way in which they are used that is importaxt. The same technique may be used to achieve different objectives (just as an axe may be used either to cut firewood or to commit murder). Confusion arising from failure to distinguish between technique and philosophy has led critics to reject a useful technique because of the philosophy which accompanied it. In spite of efforts to draw philosophical implications from these techniques, however, they do not carry connotations of how the socio-economic order should be arranged or where justice lies. It is not the techniques, it is the labor relations specialists who have a philosophy. Unfortunately, they often confuse their techniques, knowingly or unknowingly, with their philosophy. From these techniques two conflicting philosophies (if extremes may be used) are developed; and it is the purpose of this paper to separate techniques from philosophies in labor relations. One philosophy is totalitarian in nature in that it seeks to keep all power in the hands of management, restrict the rights of workers, and shut out all competing loyalties and