This mostly works for blue-collar jobs. They make it hard for an organisation to solve internal differences harmoniously. The current focus emphasises the strategic and integrated frameworks based on the commitment of workers and the shared interests at the place of work (Collins, 1998). Mabey, C, Salaman, G, and Storey, J, 1998, Human resource management: A strategic introduction. The unitarist model sees organizational employees as psychological beings who have more social that need to be satisfied rather than economic beings whose employment relationship is based on economical and financial rewards (Budd and Bhave 2010, pp. You are free to use it to write your own assignment, however you must reference it properly. What is Unitarist and pluralist? Thus, this Pluralists view business organisations as plural societies that hold numerous related but separate goals and interests, which the managers ought to establish some form of equilibrium to maintain them. IvyPanda. In case of workplace conflict, bringing together all the stakeholders would help an organisation identify the underlying challenges and tensions. A majority of small organisations which operate in Germany prefer to use the market-type personnel management instead of the pluralist approach of human resource management. Unitarist and Pluralist Perspectives in Management. The pluralist managerial perspective offers the best solution for dealing with contemporary organisations. The theory holds that for managers to come up with productive employee management strategies, they have to start by assuming that the employees are likely to avoid work whenever they get a chance, they have limited knowledge about the work, and are prone to pursuing personal interests. Highland Commons. (Grady et al., 2019, p. 490). 3a : a theory that there are more than one or more than two kinds of ultimate reality. In the unitarist framework of management, authority in an organisation only emanates from a single source. Wilkinson, A, 2008, The SAGE handbook of human resource management. London [u.a. Unitarist Perspective vs. Pluralist Perspective Case Study. This is an illustration which points to the fact that pluralism is a right approach to management. It compares these two perspectives in a broader sense, and from the analysis, the most useful view of employee management shall be singled out. These organisations have a relatively high priority in human resource management. They believe that workplace conflicts come because of different employee interests. Bacon, N & Storey, J 2000, New employee relations strategies in Britain: Towards individualism or partnership? British Journal of Industrial Relations, vol. Therefore, it is easier to find similar interests. Actually, conflict is endemic within the workplaces. Unitarism view conflicts as dysfunctional whereas pluralism acknowledges conflicts and view them as desirable. These are known as unitarism and pluralism. Under this perspective of management, conflict is not overlooked or ignored, but it is managed effectively through the participation of stakeholders of the firm. Unitarian has referred to individual members interested in the organization. Pluralism 1. The perspective of not having similar approaches is another vital difference between unitarist and pluralism(Dawkins et al., 2021, p. 30). Storey (2000) posits, Unitarism does not provide any guidelines for human resource, so that it can pursue unitarism effectively (p.12). The unitary perspective embraces a unitarist view if the employment relationship. Conflicting objectives are seen as abnormal in this perspective. The pluralist perspective understands this aspect and that is why it advocates for collective bargaining as the alternative method to help in bringing the personal and organisational interests together. Numerous well-known firms have been brought out as having applied the unitarist perspective in human resource management. Employment laws have been set based on different subjects with common goals for protecting workers' rights. Instead of employees participating in the decision-making process, the employers force them to embrace the decisions made by the management even if they affect their rights and interests. Besides, it has to have clear knowledge of the diverse interests held by the workforce and work on modalities to harmonise them. These include the unitarism, pluralism and radicalism. StudyCorgi. Unitarism comprise of the executives and staff individuals sharing . Modern human resource management has come to realise that employees are the most critical assets of the organisation. https://studycorgi.com/unitarist-and-pluralist-perspectives-in-management/. However, trade unions are not accountable for workplace conflicts. 1 : the holding of two or more offices or positions (such as benefices) at the same time. According to unitarists, both managers and employees share a common interest of making sure that their organisation grows steadily, and thus when a crisis occurs within the organisation, it would not lead to insolvency of the organisation (Ross & Bamber 2009). The perspective fails to give human resource guidelines that would make it more effective. ]: Blackwell. Terms of Use and Privacy Policy: Legal. 219. August 1, 2022. https://ivypanda.com/essays/unitarist-and-pluralist-managerial-perspectives/. This can work well for individualistic systems of industrial relations (Martin and Fellenz, 2010). It is a paternalistic approach with a more positive attitude towards employees and rejects the pluralist notion of conflict and trade union (Gennard & Judge, 2005, p.44). The hierarchy not only leads to conflict, but also delays in the implementation of organisational policies. The other point that forms the basis of unitarism is that the activities of trade unions are not legitimate. The application of unitarism has been adopted in human resource management. 44 no. The diverse ideas in this innovative world are codified through collective agreements. The database is updated daily, so anyone can easily find a relevant essay example. The modern human resource management focuses on ensuring that employee and employer conflicts are settled properly. The assumption that workplace conflict is avoidable, as the unitarists believe is not true. Currently, organisations employ people with diverse cultural backgrounds. An organisation that use pluralist managerial approach is likely to cut down on operations cost with respect to employee turnover (Schmidt 2009). The key difference between unitarism and pluralism is that the unitarism is a perspective that emphasizes the shared interests of all members of an organization whereas the pluralism is a perspective where an organization is perceived as being made up of divergent sub-groups having their own legitimate interests. In the other context, pluralism has suggested employees do not have similar interests and goals. Different models and perspectives have been adopted by various organisations to manage employees. The experts of unitarism call it as 'a unitary outlook'. Modern organisations continue to adopt and use modern forms of management and administration. Michael, M, 1999, Unitarism, Pluralism, and Human Resource Management in Germany. professional specifically for you? They can and should make sure that an organization is managed from a single source of power. This paper was written and submitted to our database by a student to assist your with your own studies. By acknowledging that organisations are incapable of overcoming conflicts, the pluralists consider conflict to be of significant benefit to an organisation (Giles 1998). of South Carolina Press. As evidenced by Kramar et al., (2021, p. 567), Unitarian addressed individual employees' interests in the workplace. Kaufman, BE, 2008, Managing the human factor: The early years of human resource management in American industry. Such a belief gives a steady argument for focusing on the commonality of goals to achieve a stable employee relations system. Apart from the scientific management and the human relations theories, the Unitarists draw their inspirations from the human resource management theory. Therefore, these approaches can set the rules and regulations based on industrial relationships. Each approach offers a different practice to resolve conflict in the workplace. Reina Condos. This generates different kinds of constraints. If the managers become convincing and influential, the need for trade unions can quickly be done away with (Giri, 2008). Organisations also have different kinds of attachments. The perspective acknowledges that it is hard for an organisation to overcome workplace conflicts and it gives a method of embracing the conflict in a productive way. Colling, T, and Terry, M, 2010, Industrial relations: Theory and practice. In return, it motivates employees since they feel empowered (Bacon & Blyton 2007). IvyPanda. However, it has clearly defined reciprocal rights and obligations created between employees and employers. IvyPanda. Other firms can choose to allow trade unions. The theory also holds that organisations have divergent sources of leadership which are opposing in nature. Therefore, the way they are managed determines how the organisation performs. 20 February. Pluralism noun. A significant shortcoming of this perspective is that it puts a lot of emphasis on guidelines and procedures. Retrieved from https://studycorgi.com/unitarist-and-pluralist-perspectives-in-management/, StudyCorgi. Third parties are viewed as irrelevant as employees The unitary perspective believes all members of the organisation should come together as one, i.e. 1. For this reason, organisations cannot overcome conflicts. ensure the integrity of our platform while keeping your private information safe. The perspective on conflict is another major difference between unitarism and pluralism. 2 : the quality or state of being plural. This perspective views the place of work as being integrated and a harmonious entity which exists to serve a common purpose. Also, firms are seen as composing teams which work together to reach mutual goals. This belief also acknowledges conflicts and consider them as desirable. Published: 23 Aug, 2021. 407-428. Managers ought to ensure that employees enjoy quality working conditions and employment security. According to the unitarists, organisations ought to have a single source of authority. During this time, industry was the term used to mean the manufacturing firm (Ferner and Hyman, 1998). It contains thousands of paper examples on a wide variety of topics, all donated by helpful students. "Unitarist Perspective vs. Pluralist Perspective Case Study." hard and soft pluralism employee relations. 297-312. Therefore, the organisational management team needs to look for the opportunities that might help it to use the emerging conflicts to boost organisational growth. 2 : the quality or state of being plural. They do follow a non-union labour policy. Unitarist managerial perspective holds that workplace conflicts are avoidable. Nonetheless, it should not be assumed that a pluralist form of management can only be applied by organisations when pressured to do so. Collective bargaining offers a platform where all parties participate in a democratic decision-making process. Unitarian has defined working as an entire organization as a big family and sharing common goals and purpose to become successful. Unitarist Perspective vs. Pluralist Perspective Case Study. In other words, it believes that management and workforce are all working for the welfare of the company. They lead to the breakdown of communication across the different departments. Human resource management follows the models of human needs, such as the Maslow hierarchy of needs model, and applies it in the management of employee and their relations in organisations (Wilton and Wilton, 2011). Under this perspective, workers are denied ownership of power. 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