02.VIEWS OR TYPES OF EMPLOYEE RELATIONS

 

 

INTRODUCTION
 

Figure1:Nature of employee relations

Figure2: Industrial Relations

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There are various viewpoints on how to manage relationships inside businesses. These consist of Unitarism, Pluralism, and Marxism. Different organizations and their management select a certain approach to employee relations management.

                                                Source : You Tube

                                         Source : You Tube

     In this blog trying to give a brief idea regarding the Unitarism  view.

1.UNITARISM 

Unitarism The Unitarist viewpoint sees the organization as an integrated and harmonious system in which all members have the same goals and interests. Trade unions are thought unneeded, and dispute is viewed as disruptive.

Unitarism is a a perspective on employment that emphasizes the shared interests of all members of an organization. It assumes there are compatible goals, a common purpose, and a single (unitary) interest which means that, if managed effectively, the organization will function harmoniously. This viewpoint assumes that conflict is abnormal and is caused by troublemakers, bad communication, and poor management. Consequently, a unitarist will seek to eliminate conflict. The term unitarism is derived from the groundbreaking work of industrial sociologist, Alan Fox, who identified the unitary frame of reference within the employment relationship (Oxford,2008). 

                                        Figure3:Unitory perspective

According to the Arghaa(2017) Unitary perspective views the industrial organization as an entity unified by one aim, and that is success. In unitarism, the organization is perceived as an integrated and harmonious system., viewed as one happy family. A core assumption of unitary approach is that management and staff, and all members of the organization share the same objectives, interests and purpose; thus working together, hand-in-hand, towards the shared mutual goals. Furthermore, Unitarism has a paternalistic approach where it demands loyalty of all employees. Trade unions are deemed as unnecessary and conflict is perceive as disruptive.  

 In this method, management makes all decisions, and people obey because they trust management. Thus, employees labor to the best of their abilities and accept their position within the organization. Thus, there is no need for dispute or disagreement. However, in this worldview, trade unions are viewed as negative and external intrusions, competing with management and redirecting employee loyalties.

ADVANTAGES OF UNITARISM

•  In order to increase employee dedication and loyalty, the unitarist viewpoint expressly seeks to merge employer and employee interests

•  It also highlights the part managers play in achieving win-win outcomes for workers and organizations, wherever their interests can be well matched.

•  The unitarist viewpoint assumes that all parties involved are reasonable individuals who will think about sharing interests. This idea offers a consistent justification for highlighting shared objectives in order to establish a solid system of employee relations.

• This strategy suggests individualism rather than collectivism, which is led by trade unions and causes choices to be made quickly within the organization. 

DISADVANTAGES OF UNITARISM

• The primary flaw in this theory is the failure to recognize that there are power imbalances between employers and employees, which will lead to a variety of disputes.

• In this perspective, conflict is viewed overly negatively, rather than as a force that highlights disparities and may be exploited to restore work harmony.

• It is unclear how individual worker attitudes may be appropriately integrated into organizational goals because the unitary perspective is very prescriptive and does not describe how common interests can be recognized and shared across organizations.

CONCLUSION

From the perspective of employees, a unitary strategy requires flexible working methods. Individuals should be focused on business process improvement, multi-skilled, and prepared to tackle any work with efficiency. Employee engagement in workplace decisions is allowed. This serves to empower individuals in their responsibilities by emphasizing teamwork, invention, creativity, and discretion in issue solutions. Employees should feel that the skill and expertise of management support their efforts.

Employers believe that staffing rules should aim to unify effort, excite, and motivate people. The organization's larger goals should be appropriately communicated and discussed with employees.

This blog further discuss the other two views of employee relations and methods to improve the employee relations and how it affects the organization in later blog posts. 

REFERENCES

Fox, A. (2008). Oxford. Retrieved March 22, 2024, from Oxford reference: https://www.oxfordreference.com/display/10.1093/acref/9780199298761.001.0001/acref-9780199298761-e-1357

Arghaa. (2017, January 09). Arghaa. Retrieved from Arghaa commited to growth: https://arghaa.com/news/unitary-perspective-of-industrial-relations/186.

Figure 1 :  Nature of Employee Relations

Figure 2 :  Industrial Relations

Figure 3 :  Unitory Perspective