Furthermore, Unitarianism has a paternalistic approach where it demands loyalty of all employees. But now the scenario is not like that, the power distribution should be equal and effective rather than giving it to a single hand. The managers can take harsh decisions to meet their own interest.
Third, organisations are seen as consisting of teams that are working together for mutual goals, and there are also no conflicts of interests between managers and employees Leat This essay critically evaluates only two approaches to ER namely, the unitary and pluralist perspectives and demonstrates the implications for managing successful ER in organisations adopting the unitarist perspectives.
In organisation dominated by radical theory of human relations, people at higher position have the ultimate power and strength to rule upon their subordinates, The rules an deregulation framed by them are the ultimate one and has to followed by all at any cost.
They suggested that technology will, over an extended period, lead to the development of similar economic, political, social and organizational aspects in all industrialized societies. They should keep the command and authority in their hand but they should not misuse their authority in any wrong sense that may harm the employee and employer relationship.
The second is a "devolved government. This happens in government organization that keeps on working with a same pace and with a same objective without any kind of competitiveness within self. Unitarism or Pluralism in organization??
The evaluation of the determination of the wage in it is analyzed that the influence of the employer in the wage system of the Australia remained to increase.
They believe that loyalty to such an organization would detract from employee loyalty to a company disrupting the bond between employer and employees. These may be substantive rules as well as procedural rules. So we can say that pluralistic approach came up with a new kind of impulse and employees accepted it, because it was more for collective bargaining system that was essential and more effective for both employees and organization.
For instance, it does not provide any guidelines for HR, so that it can pursue unitarism effectively Storey Grievance Management Industrial conflicts are the results of several socio-economic, psychological and political factors. This approach is not very much effective as the kind of competitiveness which is required and helpful for the organization growth is missing in this approach of employment relations.
To be more precise, companies in Germany usually have a works council. Federalism has a balan-cing and thus a stabilising effect. A strike is considered destructive in this type of approach, because it eats at the overall profitability of the company, which harms everyone.
The approaches to organizational development toward industrial relations address what are often competing for interests from various groups that include workers, stakeholders, politicians and regulatory agencies. Marxist Theory The Marxist theory of industrial relations claims that capitalism breeds corruption and greed, leaving the employee to suffer while corporations rake in profits.
This theory says that there is inequality between the rich and poor and ,the weak an the strong,thre is inequality of power and inequality of wealth and realtions. The pluralistic approach is good for the organization as it leads to the collective bargaining between the employees and employers for the effective conflict handling and resolution.
Union recognition should be encouraged and union representatives given scope to carry out their representative duties Comprehensive collective agreements should be negotiated with unions Marxist Perspective The Marxist approach looks at industrial relations from a societal perspective.
Formation of union and groups is on of the pitfalls for any organisation because this leads to groupism,wastage of money power an dresources,Labour skip on revolting and fighting for the unfulfilled demands. There are several main elements of the unitarist perspective.
In resolving conflicts, understanding of human behavior — both individual and groups — is a pre-requisite for the employers, the union leaders and the government — more so for the management. Slow government response for instance no state national guard that could be dispatched in an emergency, troops would have to be mobilized from national authority.
Few employers in the banking industry and communication were trying to pass unions in their bargaining. Such theory shows a fundamental difference between the interest of abour, and the rulers.
This diversity can lead to more freedom. Presence of this theory shows that conflict is inevitable in any organisation. Sociological approach Industry is a social world in miniature. Union representation on American corporate boards.
Although there are different kinds of conflicts, some authors say that there are certain kinds of conflicts that are good for organisational development. Pluralist perspectives First, pluralist theory believes that the workplace is composed of diverse sets of beliefs, values, attitudes, and behaviours Giles The unitarist also emphasizes the role of managers in attaining win-win situations for employees and organisations.
there are also disadvantages when using the unitarist frame. so that it can enhance employment commitment and loyalty/5(10). The pluralists take the opposite view, arguing that what advantages the organization has, is a disadvantage for employees and vice versa.
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Unitarist and Pluralist approaches to employment management This paper discusses the convergence thesis using the example of unitarist and pluralist approaches to employment management. Convergence theories dominated social sciences in the s and s. The theory of Unitarist acts the place of the work as harmonious and integrated entity that is in direct relation to the Marxist Theory and its concentration on contradiction and domination.
But it is very clear that the Pluralist approach recognizes the distinct interests of workers and employers generating conflicts in interest so that the HRM will solve to fulfill the goals of the organization. It has now been increasingly recognized that much can be gained by the managers and the worker, if they understand and apply the techniques of human relations approaches to industrial relations.Download