Explain Dunlop's system approach model of industrial relations. How did Bomers extend this model for international industrial relations ?

Dunlop’s System Approach Model of Industrial Relations

Dunlop’s model, outlined in his seminal work ‘Industrial Relations Systems’ (1958), views industrial relations as a complex system with interconnected parts. He argued that IR systems are comprised of four key elements:

• Actors: These are the participants in the IR system – management, workers and their organizations (trade unions), and government agencies.
• Context: This refers to the technological, economic, and political environment within which the IR system operates. Factors like the state of the economy, labor market conditions, and political ideology influence the system.
• Ideology: This encompasses the shared beliefs and values held by the actors regarding the workplace, the role of unions, and the nature of collective bargaining.
• Rules: These are the established procedures, laws, and collective agreements that govern the relationship between the actors. They define the rights and obligations of each party.

Dunlop argued that these elements are interdependent. Changes in one element inevitably affect the others. The system aims to maintain a degree of social order and stability within the workplace. The model is descriptive rather than prescriptive; it doesn’t suggest how the system *should* operate, but rather how it *does* operate.

Bomers’ Extension to International Industrial Relations

Bomers, in the 1980s, recognized that Dunlop’s model, while insightful, was largely confined to the national level. Globalization and the rise of multinational corporations (MNCs) necessitated an extension of the model to account for the international dimension of IR. Bomers’ extension incorporated several key additions:

• Transnational Corporations (TNCs): Bomers identified TNCs as significant new actors in the IR system. These corporations operate across national boundaries and have the power to influence labor standards and working conditions in multiple countries.
• International Institutions: Organizations like the International Labour Organization (ILO), the World Trade Organization (WTO), and regional bodies (e.g., the European Union) were recognized as important rule-makers and regulators in the international IR arena.
• National Variations: Bomers emphasized the importance of considering the differing national contexts in which IR systems operate. Labor laws, cultural norms, and political systems vary significantly across countries, impacting the dynamics of IR.
• Cross-Border Solidarity: The role of international trade union federations in fostering solidarity and coordinating action across national borders was also highlighted.
• Global Supply Chains: Bomers’ extension acknowledged the impact of global supply chains on IR, particularly the challenges of ensuring fair labor standards throughout the chain.

Comparing Dunlop and Bomers

The following table summarizes the key differences between Dunlop’s original model and Bomers’ extension:

Feature	Dunlop’s Model	Bomers’ Extension
Scope	Primarily national	International/Global
Key Actors	Management, Workers, Government	Management, Workers, Government, TNCs, International Institutions, International Trade Unions
Focus	Maintaining social order within a national context	Managing IR complexities arising from globalization and international economic integration
Emphasis	National context as relatively homogenous	National variations and their impact on IR

Bomers didn’t reject Dunlop’s framework; rather, he built upon it, adding layers of complexity to reflect the changing realities of the globalized world. He recognized that international factors increasingly shaped national IR systems, and vice versa.