HRM : Unitarism, Pluralism and Radicalism | Josephine Tran
Advocates of the unitary approach emphasize on a reactive Industrial Relations strategy. They seek direct negotiations with employees. Participation of. theoretical approaches that focus on the formally coordinated aspects of the employment relationship. Within this intellectual current, the unitarist-pluralist. provide an overview of the employment relationship. ○. ○ This congruence, according to the unitarist perspective, means that there will be.
The unitarist approach consists of all members sharing the same interest and being homogenous. Third parties are viewed as irrelevant as employees and employers have a mutual cooperation.
Unitarism consist of management and staff members sharing a common goal, through their loyalty towards the organisation Fox, Companies who use this approach depends their workplace on strong sense of cooperation between the employer and employee, which allows workers to focus on the primary aim. In addition, companies with this approach may experience poor communications and misunderstanding between the employees and employers.
Ultimately, limiting the company to strengthen the performance of employment relations. The pluralism frame of reference focuses more on compromising and collective bargaining as it recognises different interests within sub-groups can cause conflict, primarily between the management and trade union.
HRM 107 : Unitarism, Pluralism and Radicalism
Contrasted to unitarism, pluralism recognise the importance of conflict and negotiation. The unitary approach is being criticized as a tool for seducing employees away from unionism and socialism. It is also criticized as manipulative and exploitative.APPROACHES TO INDUSTRIAL RELATIONS
Pluralistic Approach The pluralistic approach totally departs from the unitary approach. The pluralistic approach perceives: Trade unions as legitimate representatives of employee interests. Conflict between the management and workers is understood as inevitable and, in fact, is viewed as conducive for innovation and growth.
Employees join unions to protect their interests and influence decision-making by the management. Unions thus balance the power between the management and employees. In the pluralistic approach, therefore, a strong union is not only desirable but necessary.
Unitary Approach This approach to organizational development suggests that all stakeholders, including workers, are in agreement with the direction of the project.
Industrial relations - Wikipedia
There is a shared vision and purpose. Any divergence from these goals or from the shared objectives is a result of poor management that's unable to inspire and clearly articulate what needs to happen.
A strike is considered destructive in this type of approach, because it eats at the overall profitability of the company, which harms everyone.
If you are able to get the buy-in from the workforce as a leader, you are less likely to have subgroups work against the overall goals of the company. Human Relations Approach The human relations approach takes organizational development from a psychological perspective.
Its focus is in the positive nature, which is believed to exist in all employees and managers. Leadership maintains an open-door policy, thus the need for unions or work subgroups lobbying for changes becomes unnecessary.