The conflicting issues between industrial relations and unitarism

Grievance Management Industrial conflicts are the results of several socio-economic, psychological and political factors. Various lines of thoughts have been expressed and approaches used to explain his complex phenomenon.

The conflicting issues between industrial relations and unitarism

Get Full Essay Get access to this section to get all help you need with your essay and educational issues. It is basically the interaction between the employers, employees and the government Introduction to Industrial Relations, 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, 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.

The conflicting issues between industrial relations and unitarism

Therefore, this essay will include the compare and contrast between these three theories. 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.

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. 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: 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.

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, 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. Groups of individual try to maximum their interest and distributing the bargaining power amongst competitors for a fair solution for collective bargaining Pluralism, Collective bargaining by the pluralist perspective is the most fairest and efficient method of institutionalising and generating employment rules.

In this theory there is the right to form trade unions as the legitimate right of the workers and there is a bi-lateral decision making. This is where there is free negotiation between the managers and the trade union of an organization.

The firm would not like the government interfering in the decision making of the firms processes but the government can only help in the process but has no say in what to do and what not to do.

The major author of pluralist theory is John Dunlop. This model provides tool of analysis to interpret and gain the understanding of the industrial relation. These three elements are actors, contexts and ideology.Industrial relations scholars and practitioners, therefore, support institutional interventions to improve the workings of the employment relationship and to protect workers' rights.

The nature of these institutional interventions, however, differ between two camps within industrial relations. It was easily recognizable that society as a whole is slowly converging into unitarism. What became blatantly clear is the conflicting interest between Strategic HRM and Industrial Relations, which ultimately reflected the trend of management simply putting HRM first, which excluded Industrial relations issues.

. wider questions of social relations, it has historically concentrated on worker and employer organization and collective behaviour, workplace conflict over work-related matters, and (in particular) the regulation of the formal employment relationship, whether via the law or collective bargaining.

INTRODUCTION Industrial relations are the relationship between the employee and employer within an organization. It is basically the interaction between Unitary, Pluarlist and Radical Theory Essay Sample. Conflicting issues are corrected by increasing the role of management.

Strong leadership is enforced and the . Organizational Conflicts: Causes, Effects and Remedies Bernard Oladosu Omisore, Ph.D The paper concludes that early recognition and paying attention to the conflicting parties and negotiation between parties involved in the conflict should be adopted in resolving new social relations.

Employee Relations Lecture 2 Unitarism and Pluralism. Uploaded by Absence of conflict between capital and labour ± members of the same team Conflict is µpathological¶ Organisation single source of authority. unitary in structure and purpose Employees loyal to the organization Emphasises organizational culture.

The conflicting issues between industrial relations and unitarism

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Strategic HRM is a Theoretical Model Rather / ID: