Management of Industrial

Relations

Unitarist Approach
 Objectives
• Three main approaches/theories to ‘industrial
relations’

– Unitarist

– Pluralist

– Marxist

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 Objectives
 Descriptive analysis of ideological
perspectives on the nature of the
employment relationship
– Unitarism
– Pluralism competing positions
– Radicalism

 Comparative analysis
– Similarities & differences
– Strengths & weaknesses
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 Introduction
Phenomenon of IR

• Pre-industrial revolution

• Industrial revolution

• Post industrial revolution

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 Pre-industrial society
• Majority population lived and worked in the
country.
• Families lived on small plots of land for subsistence.
• Siblings learned to milk cows, churn butter, and
tend to farm animals.
• Thru generation, families relied on man made tools
=

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 A unitarist perspective: HRM
1. Based on Functionalist theory- Sociological theory
by Compte- Spencer, Durkheim, and Parsons)

2. Based on the Concept ‘Managerial Prerogative’

– The employer has the sole power and authority to make
decisions in a firm.

3. A firm has a single source of authority (ie management

authority).

4. Common set of goals to be agreed by every body (ie. Goals

of Mgt and workers are the same- progress of the company).

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 A unitarist perspective: HRM
5. Belief in ‘Order’ and ‘Stability’.
– It assumes a firm is always ‘harmonious’ in nature
– Every workplace is an integrated and harmonious entity that
exists for a common purpose
– Workplace Conflict is wrong, not natural and not
necessary, deviant, pathological.

6. Trade Unions are seen as intruders. Not acceptable. Trade

Unions are seen as “trouble makers”.

7. This perspective does not accepts conflict as part of work

place.

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 A unitarist perspective: HRM
8. There is no conflict of interests between employers and
workers, they are part of the ‘same team’- or joint partners

9. If Conflict- then it is only temporary due to Trade union or

bad management practice or lack of communication.

10.Workers who don’t agree are seen as “trouble makers”,

‘difficult workers’, ‘axe to grind’, ‘workers are led astray’,
‘Trade unionist start trouble.

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 Unitarist perspective: Solutions
1. Discipline or dismiss/sack workers.

2. Strong leadership

3. Good communication system

 This kind of thinking is adopted by majority of managers in most

countries.

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 Unitarist perspective: Criticisms
 Takes a narrow view the nature of industrial conflict

 Avoids fundamental questions such as:

– (i) Conflict over the distribution of power
– (ii) Security of employment
– (iii) Status of labour as a factor of production
– (iv)Issues of power and control in decision-
making

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 Conclusion

• Pre-industrial revolution

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