The unitary view supposes
that employee and employer interests are entirely compatible. It assumes that
management has sole authority over the employment relationship and that the
workforce is loyal to management’s goals alone. It perceives conflict as
undesirable, irrational, and the result of poor communication. Trade unions are
seen as an intrusion on the management prerogative.
The pluralist view assumes
that the organisation is composed of different groups of individuals who have
legitimate, competing interests and so some form of conflict is inevitable.
Trade unions are regarded as a legitimate form of representation, and
management has to reconcile these conflicts in its decision making.
A ‘neo-unitary’ perspective
has recently emerged. Here, the commitment of employees cannot be assumed, as
with traditional unitarism, but must be secured by employers, through the use
of contemporary human resource management techniques.
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