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Introduction

Industrial relations refers to a multidisciplinary field that examines the employment relationship. It is composed of three aspects including problem solving, ethical and science building. Organizations involve an interplay of the different players including the public, customers, management and workers. Nevertheless, some companies are deemed better than others with the best companies being places where individual differences are cherished, adds value to the lives of employees, stands for meaningful things, incorporates no stupid rules and comes with intrinsic rewarding work. Considering the conflicting interests of employees and employers, it is well noted that these relationships are sharply antagonistic and embedded in the sociopolitical system. In essence, the intervention of the state is required in order to balance the employment relationship, as well as create economic efficiency and enhance employee equity.

Social, economic and political environments within which the company operates may have positive or negative impacts on the organizations. This is especially seen in the case of Novo Nordisk, when its insulin-production facilities violated regulations of the FDA, thereby leading to the banning of the insulin in the United States market. On the same note, one can note the case of banning soda by Novo Nordisk in all its buildings. This resulted in a flood of comments with many stating that this was an affront on personal freedom resulting in its review.

Varied concepts and values of industrial relations have been identified as fundamental. First, there is the concept of equity and fairness where one and all individuals are treated equally under comparable circumstances, with the organization going by the will of the majority. On the same note, there is the concept of power and authority, which revolve around the capacity to impose influence or control, as well as the right to command and expect obedience from others. Individualism and collectivism revolves around the conflicting nature and views of individuals and society alongside their relationship. The concept of trust, integrity and transparency revolve around adhering to one’s professions, openness in communication and sharing information. These are concepts that employees are required to apply in varied situations. For example, communication and sharing information is required in establishing trust and safeguarding transparency. On the same note, while different people have different views, they should be channeled towards attaining the common goal.

The case study incorporates some snippets pertaining to the role of representation in the workplace. It acknowledges that there are conflicting interests between employees and their employers, with junior workers being extremely skeptical of hierarchies. It quotes the example of Job Lewis, the parent company for Peter Jones and Waitrose, which slotted the more than 2200 jobs into 10 levels of hierarchy to allow employees to optimize on the opportunities in the organization. The deliberate effort to match the employees with the jobs that they wanted was meant to benefit the workers. While there may be different avenues through which the needs of employees can be aired, workers representation is necessary and of utmost importance. This is especially considering that it would come with an element of autonomy that cannot be threatened by employers.

The management has an immense role to play in industrial relations. However, there are variations as to the level of participation of different management levels thanks to their different powers and authority. Scholars note that the top management has a bigger role to play than the low-level management as they have a higher level of interaction with employee organizations on a larger scale than the lower management tiers. The management represents the company’s interests in which case it must work with employees in order to come up with terms that are acceptable to both parties. Developing acceptable packages allows for increased motivation and productivity of employees, thereby enhancing competitiveness.

The ideas outlined in the case study recognize the varied industrial relations practices. It outlines pragmatic and proactive, as well as open-minded and transparent behaviors in the workplace where the employees are given an increased stake and role in the workplace. This is especially with regard to the case of LVMH a company that specializes in the manufacture of luxury goods where talented individuals are incorporated irrespective of their different opinions, with the only focus being on the management which evaluates and monitors their ideas with a business focus. This allows for cooperation irrespective of opposite ideas. These ideas come as extremely helpful considering that every individual has a different input, which would contribute to the solutions at the disposal of the company. In this case, the only challenge revolves around tapping their talents and channeling their efforts towards collaboration and cooperation.

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Creating the best workplace on earth requires that the workplace allow for independence of thought. This is the first thing that I would cultivate especially with regard to letting people be themselves. In this case, while I would recognize the dominant cultures in the workplace, I would cultivate individualism by forgoing orderliness and formality in enhancing creativity and innovation. On the same note, I would open up all the channels of information so as to ensure transparency and accountability. This would allow for enhanced sharing of information, in which case the workers would own the productivity process, be motivated and more satisfied with their jobs.