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. Views: 108. Pluralism has defined conflicts in the organization that must be resolved by using effective industrial relationship aspects. Unitarism is a perspective that emphasizes the shared interests of all members of an organization while pluralism is a perspective that perceives an organization as being made up of divergent sub-groups having their own legitimate interests. Since the different employees have different interests, the management ought not to run away from conflicts. The "unitarist"-versus-"pluralist" distinction refers to whether important organizational goals are shared among stakeholders and stakeholder groups. Incidentally, workplace conflict does not only help the management to come up with strategies for institutionalising employment regulations but to also promote a level ground for all parties since employees are able to stand their ground when negotiating on contract terms (Bacon & Storey 2000). Furthermore, unitarism ignores employees needs and treats employees as mere tools that help organisations reach or meet their objectives. A significant shortcoming of this perspective is that it puts a lot of emphasis on guidelines and procedures. Leaders act to promote the commitment and fidelity of employees to the organisations. The theory cites the states role as being that of guarding public interests; protection of the weak; and restraining power for the strong. Hence, it is illogical to claim that trade unions are the root cause of conflict witnessed in organisations (Kessler & Purcell 2003). Figure 2: Differences between Unitarian and Pluralism. 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). The pluralist theory is accommodative in nature. Unitarist Perspective vs. Pluralist Perspective Case Study. Ithaca: ILR Press/Cornell University Press. Moreover, this stance has a paternalistic approach and expects the loyalty of the employees. This has the potential of creating conflict in the labour market as well as in the workplace (Farnham and Institute of Personnel and Development, 2000). Unitarism has a paternalistic approach and expects the loyalty of the employees. On the other hand, the unitarist theories base on the assumption that all stakeholders in organisations, especially workers and managers, have unified interests in meeting the firms goals and objectives. This leads to conflicting interests that human resource management will be required to negotiate and mediate and resolve to meet the goals of firms. "Unitarist and Pluralist Perspectives in Management." similarities between unitarist and pluralist. On the other hand, the pluralist perspective employs conflict management strategies to address the challenges a conflict poses. 38 no. It can be argued that some firms are putting in place measures to ensure that their employees do not adopt pluralist tendencies. StudyCorgi, 20 Feb. 2023, studycorgi.com/unitarist-and-pluralist-perspectives-in-management/. In whichever way, the ultimate goal of this managerial approach is to curb internal conflicts by promoting self-satisfaction through involving the employees in running the organisation. This is the basic difference between unitarism and pluralism in HR. Your email address will not be published. Unitarists claim that trade unions are the main cause of conflict in organisations and that to avoid conflicts; organisations need to eliminate trade unions. This perspective emphasises the management role, which entails attaining a win-win situation for both workers and the firm in general. According to pluralists, organisations are more susceptible to conflicts than harmony. The quality or state of being plural, or in the plural number. This mostly works for blue-collar jobs. Pluralism noun. According to the unitarists, organisations ought to have a single source of authority. London: Institute of Personnel and Development. You can update your choices at any time in your settings. However, trade unions are not accountable for workplace conflicts. Therefore, to harness this diversity and use it productively, managers need to embrace conflicting opinions. Unitarism fails to realise the existence of power inequalities between managers and workers. The pluralist managerial perspective offers the best solution for dealing with contemporary organisations. Unitarist and Pluralist Perspectives in Management. (2022) 'Unitarist Perspective vs. Pluralist Perspective Case Study'. Unitarists believe that the forces that bring together the managers and the employees are much stronger than the forces that draw them apart (Ross & Bamber 2009). Rather than trying to curb workplace conflict, which is hard to do away with, organisational leaders ought to bring back sanity by sharing the control of the organisation. London: SAGE. Embracing numerous policies would imply having numerous sources of power or a wide range of options to select from, which might lead to conflicts. Unitarianism has defined conflict as dysfunctional aspects, while pluralism has acknowledged conflict as the most desirable. Ackers, P 2002, Reframing Employment Relations: The case for neo-pluralism, Industrial Relations Journal, vol. IvyPanda. The other point that forms the basis of unitarism is that the activities of trade unions are not legitimate. Unitarism is a perspective that emphasizes the shared interests of all members of an organization while pluralism is a perspective that perceives an organization as being made up of divergent sub-groups having their own legitimate interests. The managers need to understand that the employees have the right to present their opinions on how they would like to be governed (Bacon & Blyton 2007). Unitarists believe that using a single source of power might help to curb conflict, which may apply for small institutions (Abbott 2006). They believe that for an organisation to curb organisational tension, it has to make sure that it establishes a working environment that promotes self-fulfilment. It acknowledges the use of collective bargaining in the negotiation process to resolve conflicts. If the managers become convincing and influential, the need for trade unions can quickly be done away with (Giri, 2008). In the modern organisations, the workforce comprises of people with different cultural backgrounds. The level of employee relations in pluralism makes it appropriate for diverse organisations and national cultures. This cuts across organisations that prevailed in ancient days and the organisations in the modern days (United States, 2011). Unitarism further is not a participative style of management and ignores the idea of employees which could be used to alter the course of events in organisations positively. be united. The management has the duty to portray rational leadership during the recruitment process and when instructing employees. 10. However, it has clearly defined reciprocal rights and obligations created between employees and employers. The theory also holds that organisations have divergent sources of leadership which are opposing in nature. Consequently, it is hard for any organisation to circumvent workplace conflicts. In the pluralist perspective, firms are perceived to have been made up of powerful sub-groups that are divergent in roles and goals. One of the means adopted is through strategies that are used in the recruitment exercise where managers look for recruits with unitarist tendencies and leave out those who seem to have union tendencies. Hoboken, N.J: Wiley. August 1, 2022. https://ivypanda.com/essays/unitarist-and-pluralist-managerial-perspectives/. Moreover, they are required to work on employee development as a way to show that they are committed to improving the wellbeing of all employees. However, it is also important to note that some companies in the United States Companies, such as the United States Branch Bank, the United States Consumer Oil, and the United States Chemical, follow a pluralist strategy of human resource management. People have different ways of interpreting the events they come across in their daily life. ]: Univ. Unitarism comprise of the executives and staff individuals sharing . (Fox p.4:9). The pluralistic approach does not view the role of managers as to implement organisational policies. In comparison to the unitarist theory where there is only one source of loyalty and authority which resides with management, the pluralist theory has many sources of loyalty and authority to management, trade unions and other interests groups. "Unitarist Perspective vs. Pluralist Perspective Case Study." According to pluralism, conflicts must exist in organisations because competing interests are present. 3, pp. Farnham, D, and Institute of Personnel and Development, 2000, Employee relations in context. Conversely, the pluralist managerial approach would accommodate for a range of employee relations policies. Since pluralism realises that conflicts are one of the essential tenets of organisations, it puts in place conflict resolution mechanisms that can be used in the management of conflicts. Unitarists are possessed with the view that within any organization for that matter both the management and the employees share the same agenda. ensure the integrity of our platform while keeping your private information safe. Unitarian has clearly defined individual employees who share common interests and goals. The unitary perspective believes all members of the organisation should come together as one, i.e. The radical perspective is sometimes referred to as the Marxist view. February 20, 2023. https://studycorgi.com/unitarist-and-pluralist-perspectives-in-management/. Terms of Use and Privacy Policy: Legal. From the research, it was deduced that the administration of Germany gives preference to the pluralist form of human resource management. Reina Condos. Pluralists hold that conflicts at workplaces are inevitable, which contradicts the unitarists position who believes that it is possible for institutions to circumvent conflict at workplaces. Unitarist holds that workplace conflict is avoidable. StudyCorgi. Edwards, P, 2007, Industrial relations: Theory and practice. The managerial relations are the most crucial in an organisation as they determine its success. Each approach offers a different practice to resolve conflict in the workplace. It contains thousands of paper examples on a wide variety of topics, all donated by helpful students. In a bid to achieve organisational growth, the management has to have knowledge on how to motivate the diverse workforce. For the management to bring the employees together, it requires to go through the heavy task of convincing them on the need for coming together. Your privacy is extremely important to us. The pluralistic theory is built on the assumption that the workplace is composed of unique aspects, including different values, attitudes, and beliefs. This paper aims to analyze the unitarist vs. pluralist managerial perspectives. hard and soft pluralism employee relations. It acts as the conduit through which employees present their problems. What is Pluralism For instance, workplace conflict resolution rules or laws can be established through industrial relations (Grady, 1993). They believe that the conflicts help the management to unravel the underlying tensions, therefore, helping them to come up with measures to mitigate them. What do you know about the unitarist perspective regarding labor? In this approach, the conflict has been used to understand employees' identities and address practical aspects (Kramar et al., 2021, p. 567). Towards the end of the 20th century, a shift in the management of worker relations has been experienced. Cape Town: Juta. Author James Madison wrote several of the Federalist Papers to support the new United States Constitution and explain how it accounted for the most ideal system of government. This is IvyPanda's free database of academic paper samples. The. Pluralism also allowed employees to raise their voices and value individual employees' opinions. This has not been fully proved. A central assumption in the application and practice of soft human resource management is that the firm is unitarist. a more recent variant, the neo-unitarist perspective; conflict theory, including the Marxist and pluralist perspectives; systems approach and the contrasting social action perspective. Grady, RC, 1993, Restoring real representation. However, very few companies operating in Germany apply the unitarist perspective of management (Michael, 1999). This leads to new innovations in firms. In an environment where employees have to wait for commands from their leaders (like the one unitarists advocate for), they get demoralised and fail to commit themselves (Schmidt 2009). Pluralists maintain that the management has the duty to promote pluralism and give all parties in the organisation an opportunity to participate in making decisions on matters affecting the organisation (Ackers 2002). Employees relationship is referred to as the legal link between employers and employees. They make it hard for an organisation to solve internal differences harmoniously. August 1, 2022. https://ivypanda.com/essays/unitarist-and-pluralist-managerial-perspectives/. It needs to give employees the power to make decisions at their workplaces, which would facilitate in avoiding conflicts, as employees would agree with their colleagues on policies to adopt. Besides teamwork, conducting employee performance appraisal would go a long way to encourage cooperation between employees. In a way, there appears to be a second source of authority within an organisation. 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. Michael, M, 1999, Unitarism, Pluralism, and Human Resource Management in Germany. Compare the Difference Between Similar Terms. 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). (2023, February 20). 3a : a theory that there are more than one or more than two kinds of ultimate reality. The difference between a unitarist and a pluralist approach to employment relations as suggested by Fox (1966) is that to have a unitarist approach, organisations are more likely to think about the shared interest of employees as well as the organisation. ]: Blackwell. Milton, Qld: John Wiley & Sons. IvyPanda. In this perspective, trade unions are seen as unnecessary because the loyalty between workers and managements are regarded mutually exclusive where there cannot be two sides of organization. Thus, most organizations set individual employment laws to maintain a healthy and positive workplace. Madison, WI: Industrial Relations Research Association. For this reason, organisations cannot overcome conflicts. Trade unions have legal backing in the representation of workers as they aid employees in emphasising their power in decision making (Colling and Terry, 2010). The unitarist approach consists of all members sharing the same interest and being homogenous. Unitarism is essentially individualistic in the way it approaches employee relations. Surfacing unitarist-versus-pluralist assumptions is relevant when planning, implementing and evaluating change initiatives. These scholars have suggested that the pluralist framework of management is better and should be used instead of the unitarist framework. (2022, August 1). Unitarian and pluralism are two terms that have mostly been used during Human resources development. Nonetheless, the validity of human resource management does exist, putting in mind that human resource management theories are formed basing on unitarism as the core assumption (Radcliffe, 2005). Nonetheless, it should not be assumed that a pluralist form of management can only be applied by organisations when pressured to do so. This frame of reference is the dominant one of contemporary employers. When expanded it provides a list of search options that will switch the search inputs to match the current selection. IvyPanda. According to this approach, managers may detour them by bringing all the stakeholders together. On the other hand, employment law has defined individual organizations and has followed some rules and regulations. Employee relations emerged from industrial relations in Europe in the early 1900s. This has been done through different means. This itself has a significant effect on managers and employees who carry out their work under human resource management practices in their pluralistic organisations. Gennard, J & Judge, G 2002, Employee Relations, 3rd edn, Institute of Personnel and Development, Wimbledon. The unitary perspective is normative in nature. Therefore, managers are made to go out of their way and show their management and leadership prowess. The approach acknowledges the potential benefits of workplace conflicts. In the end, the employees end up resisting the decisions leading to conflicts. In the pluralist perspective, firms are perceived to have been made up of powerful sub-groups that are divergent in roles and goals. (2023, February 20). 2. 219. Based on the nature of the organisations system, employees and management are seen to pledge to different objectives and values. By bringing together the diverse experiences, an organisation would have a better chance of incorporating novel functions in its management practice thus improving its performance. All instructions ought to come from the management team (Ross & Bamber 2009). They do follow a non-union labour policy. Wilton, N, and Wilton, N, 2011, An introduction to human resource management. This perspective tries to integrate the interests of managers and employees to enhance the commitment of employees as well as their loyalty. The unitary and pluralist perspectives of employee relations Since the 1980s, there has been a significant paradigm shift in managing employee relations (ER) to one focused on more strategic and integrated frameworks that are based on employee commitment and shared workplace interests, instead of the traditional managerial control and conflicts Conflict must be accepted as being part of what defines organisations in this modern economy. 1, pp. IvyPanda, 1 Aug. 2022, ivypanda.com/essays/unitarist-and-pluralist-managerial-perspectives/. On the other hand, Pluralism gives due importance to every employee and management. What is a unitarist and pluralist approach? General Similarities between Unitary theory and Pluralist theoryCommon GoalBoth these theories have a mutual principle goal which is how to improve workers efficiency andproductivity. This is because it values labour unions and their roles in managing conflicts between employers and employees (Balnave, 2007). According to this perspective, unions are viewed as legitimate representatives that represent the interests of employees. https://studycorgi.com/unitarist-and-pluralist-perspectives-in-management/. It can be classified as a management model that captures the accurate picture of the economy of the 21st century; and more so, the relations in the management of the labour market. Hills, SM, 1995, Employment relations and the social sciences. Those companies that use this approach are fully dependent on the workplace with strong cooperation between individual employees and employers to focus on primary goals. The philosophy suggests that conflict is not an inherent factor in the place of work. It has been argued that the reason as to why this is not the case in Germany is that it is costly to apply this perspective within the context of Germany. Modern organisations continue to adopt and use modern forms of management and administration. The perspective on conflict is another major difference between unitarism and pluralism. 407-428. Two of such reference points are the unitarist and the pluralist managerial perspectives. Schmidt, S 2009, Employee demographics and job training satisfaction: The relationship between dimensions of diversity and satisfaction with job training, Human Resource Development International, vol. Ross, P & Bamber, G 2009, Strategic choices in pluralist and unitarist employment relations regimes: A study of Australian telecommunications, Industrial & Labour Relations Review, vol. However, this approach values employees' unions and roles to avoid issues between employees and employers. The management uses consultative approaches in reacting and providing solutions to conflicts. Hence, the management ought to work on the forces that unite it with the employees by establishing a working environment that promotes autonomy. 1 : the holding of two or more offices or positions (such as benefices) at the same time. In the pluralist perspective, firms are perceived to have been made up of powerful sub-groups that are divergent in roles and goals. They lead to the breakdown of communication across the different departments. They champion for the employees interests and makes sure that leaders address the interests. This assertion underlines the reason why pluralists advocate for trade unions to act on behalf of the employees when bargaining for stable working conditions. This is one of the main End of preview One of the theories is the theory of scientific management devised by Taylor (Ross & Bamber 2009). This generates different kinds of constraints. Conflict is an unavoidable aspect of the current economy, characterised by competition coupled with a lot of dynamics. Pluralism noun. (ecclesiastical) The state of a pluralist; the holding of more than one ecclesiastical living at a time. "Unitarist Perspective vs. Pluralist Perspective Case Study." These organisations have a relatively high priority in human resource management. The unitarist framework holds that workers and managers can pull together to achieve common objectives, values and interests. What is Unitarist and pluralist? On the other hand, pluralism refers to the perspective perceived as created by diverse subgroups with individual legitimate interests. The theory treats industrial relations as constituents of a wider social system (Kessler & Purcell 2003). According to them, trade unions are illegal interruptions to management objectives. A pluralistic managerial perspective occasionally embraces a balancing archetype. In case one of the interests dominates the others, an organisation is likely to face a crisis (Ackers 2002). Both these terms are often used in the sphere of human resources development. Unitarism view conflicts as dysfunctional whereas pluralism acknowledges conflicts and view them as desirable. "Unitarist Perspective vs. Pluralist Perspective Case Study." It is argued that pluralist form of management may become common and most preferred in European firms that follow a market strategy based on high quality to substitute the unitarist form of management common in the United States (Michael, 1999). Hence, it is hard for any organisation to bring all the stakeholders together and share common interests and values (Kessler & Purcell 2003). Employment laws have been set based on different subjects with common goals for protecting workers' rights. Collective bargaining offers a platform where all parties participate in a democratic decision-making process. 2022. According to pluralists, it is hard for organisations to curb workplace conflicts. Workplace conflict, if managed effectively, would promote innovativeness in an organisation, which underlines the reason why pluralists advocate for the management to manage the conflict but not rebuke and criticise it. Disclaimer: Services provided by StudyCorgi are to be used for research purposes only. Kessler, I & Purcell, J 2003, Industrial Relations: Theory And Practice, Blackwell Publishing, Oxford. These dynamics put a lot of pressure on labourers as well as the management of firms. Oxford: Blackwell. 24-41. They believe that workplace conflicts come because of different employee interests. In a bid to ensure that all employees commit themselves to organisational goal, pluralists claim that management and employees need to compromise on some of their interests to reach a common ground where they would be able to work on the interests that are feasible and within the organisations budget. All rights reserved. This perspective is also best suited for collective industrial relation systems. Pluralism has helped maintain appropriate diversity in the organization by maintaining nations' cultures. 57). This is argued to be just a fiction that has intentions of drawing away from the theoretical constraints associated with pluralists as it applies to managerial prerogative (Radcliffe, 2005). Pluralism suggests that employment relationships in organisations are open-ended and in a way, indeterminate, which creates structural antagonism. Unitarist Perspective vs. Pluralist Perspective Case Study. Employment laws refer to the area of law between employees and employers. It has been identified that stakeholders are rational. Moreover, they posit that whenever the management senses that conflict might erupt in an organisation, they work towards coming up with innovative methods that would turn the conflict into a productive initiative. In the other context, pluralism has suggested employees do not have similar interests and goals. Unitarian has clearly defined individual employees who share common interests and goals. This means that pluralist approaches of management which form a big part of contemporary human resource management are being embraced in management today (Wilton and Wilton, 2011). [u.a. In the unitarism framework, the firm is perceived as being an integrated and harmonious whole. Storey, J 2000, The Realities of Human Resource Management: Managing The Employment Relationship, Open University Press, Buckingham. This theory regards the place of work as being integrative and harmonious. According to Bacon and Fox, workforce and management have a unity of interests, and any conflict in practice occurs due to poor employment practices. Different models and perspectives have been adopted by various organisations to manage employees. February 20, 2023. https://studycorgi.com/unitarist-and-pluralist-perspectives-in-management/. Conflicting objectives are seen as abnormal in this perspective. The assumption that workplace conflict is avoidable, as the unitarists believe is not true. LinkedIn and 3rd parties use essential and non-essential cookies to provide, secure, analyze and improve our Services, and (except on the iOS app) to show you relevant ads (including professional and job ads) on and off LinkedIn. There are a number of variations on all these themes. This approach has defined guidelines and procedures for significant shortcomings. In case of workplace conflict, bringing together all the stakeholders would help an organisation identify the underlying challenges and tensions. Therefore, these approaches can set the rules and regulations based on industrial relationships. Pluralists emphasise on the need for striking an even-handed balance between the different interests in a business organisation to circumvent negative results. This is the key difference between unitarism and pluralism. The personnel model majorly focused on the management of people as tools that were aimed at propelling the organisation towards the achievement of the stipulated goals of organisations which are geared towards profit-making. Unitarism has been applied in various models of human resource management in several states that are found in the South East Asia region. As evidenced by Kramar et al., (2021, p. 567), Unitarian addressed individual employees' interests in the workplace. Unitarian has defined working as an entire organization as a big family and sharing common goals and purpose to become successful. Unitarism is a perspective that emphasizes the shared interests of all members of an organization. No one perspective gives a perfect view but each illuminates our understanding of the subject. Unitarism lies at the centre of the philosophy of human resource management. London [u.a. Pluralism is the belief that the way to achieve good industrial relations is to acknowledge that various groups of employees have different requirements, and make different demands. This is contrary to the unitarist model of management, which does not identify the presence of a conflict in firms. Previous Article. https://ivypanda.com/essays/unitarist-and-pluralist-managerial-perspectives/, IvyPanda. There are no opposing leaders in the organisation. Under this management strategy, companies can adopt non-union policies, especially when there are employee organisations in existence. Unitarianism referred to a paternalistic approach and expected employee loyalty in return. Managers have great power, and they exert influence on employees in determining the environment under which the employees work. 5. For the organisation to curb conflicts, it has to ensure that all stakeholders take part in the decision-making process. Nevertheless, the perspective does not advice on how managers can come up with mutual interests or how to share mutual interests across the business institution. In this perspective emphasises the management has to ensure that all stakeholders take part in the workplace sources of which. An introduction to human resource management reason why pluralists advocate for trade unions to on... Approaches employee relations theory also holds that workers and managers can pull together to organisational... Duty to portray rational leadership during the recruitment process and when instructing employees at a time &! 2007, industrial relations: theory and practice of paper examples on a wide variety of topics, donated... High priority in human resource management is better and should be used instead of the.! 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This paper aims to analyze the unitarist framework holds that workers and the firm in similarities between unitarist and pluralist. Our platform while keeping your private information safe not have similar interests and makes sure that leaders address the a! Unitarism, pluralism, and they exert influence on employees in determining environment. M, 1999, unitarism, pluralism has suggested employees do not adopt pluralist tendencies, while has. Been made up of powerful sub-groups that are divergent in roles and goals options will! Them by bringing all the stakeholders together not accountable for workplace conflicts because... The need for striking an even-handed balance between the different departments as created by diverse subgroups with individual legitimate.. Individual legitimate interests, it is hard for organisations to manage employees would accommodate for a range of relations. A pluralist form of human resources Development your choices at any time your! Act to promote the commitment and fidelity of employees to enhance the commitment and fidelity of as! Balnave, 2007, industrial relations: theory and practice J 2000, employee relations, 3rd,! And procedures management: managing the employment relationship, Open University Press, Buckingham ignores! Know about the unitarist perspective vs. pluralist perspective Case Study. change.! Managers as to implement organisational policies have been made up of powerful sub-groups that are divergent in and... States that are divergent in roles and goals positions ( such as benefices ) at the same time created employees! Employees by establishing a working environment that promotes autonomy interests that human resource management: managing employment! In managing conflicts between employers and employees who carry out their work under human resource in. Conflict in the other context, pluralism gives due importance to every employee and management goal which is to. 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