Unitary approach to industrial relation

HR managers are expected to understand these varying approaches because they provide the theoretical underpinnings for much of the role of HRM. Marxist Approach The Marxist approach believes that conflict among workers and leaders is the result of the capitalistic nature of society and industry.

Unitary Perspective of Industrial Relations

It views industrial relations as a microcosm of the wider capitalist society. This approach sees conflicts of interest and disagreements between managers and workers over the distribution of profits as normal and inescapable.

Conflict in the form of strikes is not only regarded as unnecessary but destructive. The workforce can view leaders as only being concerned with profits. Such initiatives are regarded as nothing more than sophisticated management techniques designed to reinforce management control and the continuation of the capitalist system.

Approaches to Industrial Relations

Employees join unions to protect their interests and influence decision-making by the management. The trade union is then introduced to make the uneven distribution of power, economic and managerial friendly. Furthermore, unitarism has a paternalistic approach where it demands loyalty of all employees.

All these versions had one thing in common which was how to improve workers to improve productivity and efficiency. The management and the trade union and the state hold authority in the organization and there is a mutual agreement that tried their best to avoid conflict. In the unitary theory, the power or the authority is hold by the management team only, in this theory it is said that the boss is always right and he or she is the only one that decides what to do and what not to do in the organization.

The basic assumption of this approach is that industrial relations under capitalism are an everlasting and unavoidable source of conflict According to this approach, industrial conflicts are the central reality of industrial relations, but open conflicts are uncommon. Retrieved September 30th,from http: Through tension is more direct in work place; gradually it extends to the whole industry and sometimes affects the entire economy of the country.

On the other hand, unlike the unitary theorist, the pluralist and radical provide greater and much complex solutions as both the perspective accepts conflict as part of work place. Second, it is also seen as exploitative and manipulative.

Under the unitary theory there are four versions; the scientific management, the human relation school of thought, the neo-human relation school of thought and HRM as an example of unitary theory.

In this, the trade union does not, and in the line with their task, composition and manner of recruiting members and cannot offer revolutionary program Marxism and the Trade Union.

This helps in describing what is going in the world and understanding the problems that the society is facing today. The basic assumption of this approach is that industrial relations under capitalism are an everlasting and unavoidable source of conflict According to this approach, industrial conflicts are the central reality of industrial relations, but open conflicts are uncommon.

This version motivates workers through job rotation, job enrichment, job enlargement and self-realisation. Wight Bakkewhich began in The major author of pluralist theory is John Dunlop.

Unitary, Pluarlist and Radical Theory Essay Sample

Firstly, radical theory opposes the pluralist focus of conflict regulation and rule making. In radical theory, the trade union exist when the employees response to the capitalism of the organization.The three popular approaches to Industrial Relations are Unitary approach, pluralistic approach, and Marxist approach.

Unitary Approach.

Industrial relations

Under unitary approach, Industrial Relations is grounded in mutual co-operation, individual treatment, team-work and shared goals. There are four approaches to organizational development toward industrial relations.

These approaches affect how business leaders work and negotiate with laborers and unions. Unitary Approach. The first approach to management is the Unitary approach to Industrial Relations.

Approaches To IR

This model states that he workplace is an “integrated and harmonious entity that exists for a common purpose” (Bray et al. ). Approaches to Industrial Relations 4. Unitary Perspective • The unitary perspective is based on the assumption that the organization is an integrated group of people with single authority/ loyalty structure and a set of common values, interests and objectives shared by all members of the organization.

5. approaches to industrial relations richi simon department of social work, bsss Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. If you continue browsing the. To begin with, unitary theory to industrial relations is the assumption for each work organization is an integrated entity with a common purpose and a shared goal.

In this approach the management and the staff share the same objectives, thus they work hand in hand to achieve that particular goal for the organization (Approaches to Industrial.

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Unitary approach to industrial relation
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