unitary, pluarlist and radical theory

Topics: Trade union, Industrial relations, Capitalism Pages: 12 (4803 words) Published: November 8, 2014

MG315 Major Essay

SEMESTER 2, 2014

TUTORIAL: Thursday 2-3pm
DUE DATE: 3rd October, 2014

Industrial relations are the relationship between the employee and employer within an organization. It is basically the interaction between the employers, employees and the government (Introduction to Industrial Relations, 2012). Industrial relations are complex problems of modern industrial society. Industrial relations has become one of the most delicate and complex problems of modern industrial society. Thus, it is in the interest of everyone to maintain good relations between employees and employers (Introduction to Industrial Relations, 2012). Organizations use different theories to maintain the relationship between the workers and the management, some of these theories are unitary theory, pluralist theory and radical theory. Therefore, this essay will include the compare and contrast between these three theories.

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 Relations) . According to this theory the management holds the power in decision making and in this theory the boss is always right. Organization following the unitary theory attracts mutual cooperation and it this theory there is high requirements for loyalty for all employees (The Theoretical Perspectives On Employee Relations Commerce Essay). However, in this theory conflict is not acceptable and it is said that since the management and the workers share the same objectives and goals then there is no need reason to have conflict and if conflict arises than it is temporary. In this theory, the trade unions are also considered as intruders and there cause disturbance in the running of the management. There are four versions of unitary theory and there are, scientific management, human relations, neo-human relations and human resource management. Scientific management was developed in the 20th century by Frederick. W. Taylor. This version is important because the approach towards management is almost t every industrial business operation across the world and influence the general business practices such as planning, process design and cost accounting (Scientific Management: Theories, Principles & Definition). Human relations version is part of unitary but different from scientific management, as Elton Mayo said that scientific management was too strict and it demotivated workers. Elton Mayo use psychological analysis to suggest managers to use ‘work groups’ to achieve worker satisfaction and work efficiency. Neo-human relations was introduced by Herzberg, McGregor and Likert and just like Elton Mayo he used psychological analysis to focus on the individual and egoistic need of the workers and they are not focused on the social needs of the group. This version motivates workers through job rotation, job enrichment, job enlargement and self-realisation. Lastly is the human resource management. This is a function that maximizes the employee performance and its primary concerned is how people managed within organizations focusing on policies and systems (Human resource management, 2014). PLURALIST THEORY

Pluralist theory is also known as liberal collectivism and collective bargaining. The theory is borrowed from the field of political science. It argues that there are multiple interest groups in the society and there are also multiple interest groups in a firm, industry and not only the management. This theory is better understood by the generalization of power broadly distributed...

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