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. 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. London [u.a. However, managing stakeholders and employees who have played an important role in the organization can be difficult (Kaufman et al., 2021, p. 204). Unitarism is a more of a straightforward concept, which says that all the employees and those working in an organized management should always work for the welfare of the organization not just for their personal benefits or growth. 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. The management has to show strong leadership to meet the goals set by the organisation. 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. This leads to conflicting interests that human resource management will be required to negotiate and mediate and resolve to meet the goals of firms. Leaders act to promote the commitment and fidelity of employees to the organisations. 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. Organisations need to handle their employees with great care since they are the most critical resource in production. Pluralism also gives ample opportunity for employees to voice out their opinions. These perspectives are different in their explanation, understanding and analysis of relations at places of work. If you are the copyright owner of this paper and no longer wish to have your work published on IvyPanda. London: Routledge. Ithaca: ILR Press/Cornell University Press. Therefore, conflict can be used in the understanding of the deep-seated tensions to identify and adequately address them. February 20, 2023. https://studycorgi.com/unitarist-and-pluralist-perspectives-in-management/. In this approach, the conflict has been used to understand employees' identities and address practical aspects (Kramar et al., 2021, p. 567). Summary. Thus, it is important to handle employees' concerns by ensuring the organization's successful aspects. Unitarism also lacks a descriptive framework of how the firms common interests can be identified and how they can be shared in different organisations. Cheltenham [u.a. Unitarist managerial perspective holds that workplace conflicts are avoidable. Unitarian has referred to individual members interested in the organization. Retrieved from https://studycorgi.com/unitarist-and-pluralist-perspectives-in-management/, StudyCorgi. Moreover, this stance has a paternalistic . You are free to use it for research and reference purposes in order to write your own paper; however, you 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. These scholars have suggested that the pluralist framework of management is better and should be used instead of the unitarist framework. According to the pluralist managerial perspective, the management can and should play a central role in coming up with minimum standards and designing other policies to rectify the imbalance in the bargaining power and foster equity. Therefore, trade unions are not seen as essential elements in managing employees and conflicts in the organisation. Bendix, S, 2000, The basics of labour relations. Most of the modern organisations do not have trade unions (Abbott 2006). Pluralists assert that learning that trade unions and shop stewards are likely to cause trouble in an organisation leaves the management at a better position to address the issues of employee relations in a holistic manner. 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. 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. 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. In a way, there appears to be a second source of authority within an organisation. In such an instance, employees only work because they need money and they leave the organisation upon getting the first chance. Towards the end of the 20th century, a shift in the management of worker relations has been experienced. Conflicting objectives are seen as abnormal in this perspective. Pluralism does not believe in the power exercised by the management. The unitarist perspective is broadly defined as an approach to emphasizing the importance of sharing the organization's goals and team working. On the other hand, pluralism does not believe in the power exercised by the management. similarities between unitarist and pluralist. February 20, 2023. https://studycorgi.com/unitarist-and-pluralist-perspectives-in-management/. Based on this perspective, pluralists believe that it is hard to do away with different sources of power within a business institution. Lewin, D, Mitchell, OS, Sherer, PD, and Industrial Relations Research Association., 1992, Research frontiers in industrial relations and human resources. 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). Giri, LY, 2008, Human Resource Management: Managing People at Work. This is the key difference between unitarism and pluralism. "Unitarist and Pluralist Perspectives in Management." Furthermore, it combines all the attributes mentioned above with the complicated vision of relations in employment characterised by conflict (Mabey, Salaman and Storey, 1998). Pluralists perceive business organisations as intricate social constructions that comprise of groups of people with conflicting interests. 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). Last but not least, unitarism holds that the state is an autonomous entity and plays a significant role in shaping industrial relations (Giri, 2008). On the other hand, Pluralism gives due importance to every employee and management. Individuals supporting unitarism perspective assume that employees are mature enough to reach conclusive decisions on how to integrate organisational and personal interests. Employment laws have been set based on different subjects with common goals for protecting workers' rights. Side by Side Comparison Unitarism vs Pluralism in Tabular Form Unitarism and pluralism are two terms often used in the sphere of human resources development. On the other hand, pluralist managerial perspective holds that workplace conflicts are inevitable. They can and should make sure that an organization is managed from a single source of power. 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. On the other hand, the recent strikes and labor problems at the Boeing Company could be seen as an example of a pluralist approach. IvyPanda. Different models and perspectives have been adopted by various organisations to manage employees. 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. Instead, it needs to embrace workplace conflicts and look for ways to turn the conflicts into productive undertakings. Hence, it is illogical to claim that trade unions are the root cause of conflict witnessed in organisations (Kessler & Purcell 2003). 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. Managers ought to ensure that employees enjoy quality working conditions and employment security. 3, pp. 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. [u.a. This case study on Unitarist Perspective vs. Pluralist Perspective Case Study was written and submitted by your fellow Since the different employees have different interests, the management ought not to run away from conflicts. 3a : a theory that there are more than one or more than two kinds of ultimate reality. London: Institute of Personnel and Development. Organizations have used this approach by considering alternative processes which can be beneficial during the decision-making process. Managers ought to convert them into profitable initiatives rather than criticize them. https://studycorgi.com/unitarist-and-pluralist-perspectives-in-management/. Both these terms are often used in the sphere of human resources development. The theory also holds that organisations have divergent sources of leadership which are opposing in nature. There are a number of variations on all these themes. Yes you are right Unitarian are individual members interested in the organization. . 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). Employment is not enough (Singh & Loncar 2010). The hierarchy not only leads to conflict, but also delays in the implementation of organisational policies. (ecclesiastical) The state of a pluralist; the holding of more than one ecclesiastical living at a time. Along with that, it has helped mitigate any issues by maintaining effective employment relationships (Gumbrell et al., 2019, p. 99). The unitarist approach holds that workplace conflicts are avoidable. Conflicts that come up in organisations can be beneficial to the organisation. The quality or state of being plural, or in the plural number. Have used this approach by considering alternative processes which can be identified and how they can beneficial. 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