Industrial peace is indispensable for the smooth functioning of an organization. Active presence of harmonious and good Industrial Relations (IR) generating amity and goodwill between the partners in an industry can only bring in industrial peace. Managers are becoming more and more disappointed with the conventional IR policies, which are usually stagnant and are based on safety of law, caution, and fear for unions. It has also been realized that fire fighting to douse the conflict is a temporary solution. There has to be some permanent solution with long-term perspective. For this permanent solution with a longterm perspective, industries should comprehend Organization Culture (OC) and must take adequate measures to fine-tune it to optimize IR. In the present study, an attempt has been made to probe how during the period of 2008-2011, organization culture could be the predictor of industrial relations. An attempt has been made to undergo an empirical research to argue on two issues. First, OC is a Predictor of IR. And second, in spite of the notional and the distinctive existing OC, IR can be optimized by controlling a few critical dimensions of OC.

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