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Safeguarding the interest of labour and management by securing mutual understanding and good will among the players who contribute to the process of production.

Avoid industrial conflict instead develop a harmonious relationship which is essential for productivity and industrial progress of the country

Eliminate or minimise the number of strikes, lockouts with the system which provides reasonable wages, improved working conditions and benefits.

Improve the economic conditions of the state, by reducing unemployment, inflation and increasing productivity.

Developing proprietary interest in the workers towards the industry in which they are employed by promoting their participation.

Encourage and develop trade unions to improve workers strength through which their problems are solved through mutual negotiation and consultation.

Dunlop in 1958 referred the rule making in the industrial relations, which originates from different sources like legal, political, economical, social and historical context should follow the basic concepts and values for it to be effective in accomplishing the above objectives. The concepts and values are equity and fairness, power and authority, individualism and collectivism, rights and responsibilities, integrity trust and transparency which stand as the central feature of any effective industrial relations system.

Equity and fairness: Equity-“equal treatment to one and all under all comparable circumstances”. Fairness-“utilisation when one goes by the majority accepts”. Equality and fairness is an essential feature that determines the entire conduct of the industrial relations system. It is mostly linked to pay and dismissal in most of the cases. Many argue that there is nothing that is fair, such as Brown says that the concept is more than an ideological whitewash to just provide an appearance of rationality. Where as authors like Zwieg suggests that “idea of fairness is linked strongly to the best custom, traditions and best social rules” this raises a question of how to identify the best rules because what is considered to be the highest priority may not be the same for another. For example the employer may want to reduce the wages due to recession and it may be fair from the employer point of view but may be considered as a totally unfair activity by the workers. Thus the out come of any rule making even though it is legitimised by the nature of process it may not be considered as right of fair by the minority who have different values and expectations. Therefore equality and fairness in industrial relations simply denotes that the rules and policies should be framed to ensure equity and fairness in the employer employee relationship by also facilitating the negotiations about ongoing employee conditions by providing legal mechanisms for resolution of grievance and disputes.

Power and authority: Power is the ability to influence, impose or control whereas authority is the ability to expect and command obedience. This occupies a central position in the industrial relation system. Management, work groups, trade unions exercise power and authority on its members to accomplish its objectives. Therefore without power and authority there will be a lack of direction and control over the system of industrial relations.

Individualism and collectivism: This feature talks about the n