The document outlines three main perspectives of industrial relations: unitary, pluralist, and Marxist. The unitary perspective sees the employment relationship as harmonious and of shared interests between management and employees. The pluralist perspective sees the relationship as consisting of conflicting interests between managers and worker groups, where conflict is inevitable but can be managed through collective bargaining. The Marxist perspective argues that under capitalism there is an inherent inequality of power between the controllers of capital and wage earners.
2. Learning Outcomes
1. Explain why theories of Industrial Relations are important.
2. Define the 3 main frames of reference in Industrial relations
A. Unitary Perspective
B. Pluralistic Perspective
C. Marxism Perspective
3. Differentiate the perspectives of the 3 theories respectively.
4. State the underlying assumptions of each frame of reference.
5. Outline the advantages of the unitary theory.
6. Describe the unitary approach from the employees point of view
7. Describe the unitary approach from the employers point of view
8. Reason why conflict is inevitable in the pluralistic theory
9. Defend conflict and disagreements from the pluralistic perspective.
10. Analyse some implications of pluralistic approach of IR
11. Conclude on the premise of pluralistic approach of IR
12. Review Marxist argument.
3. Frames of reference:
A theory is an explanation of how something works, what
causes it to work in that way that it does and what the
consequences are or are likely to be. It is easier to see in
science but difficult to see in social science but the purpose
is the same; to explain.
The Perceiver of any event supplements, omit and
structures what they observe. This is a frame of reference
or a way of seeing the world.
4. Flow of Presentation
2.1 Unitary Perspective
2.2 Pluralistic-Perspective
(Conflict Theory)
2.3 Marxist Perspective
Unitary approach from Employee’s
point of view
Unitary approach from Employer’s
Point of view
5. Why is the frame of references (theories) of relations
important?
Frames of references are extremely valuable in explaining
the employers and trade unionist;
actions,
statements and
Behaviors
Each person perceives and interprets events by means of
conceptual structure assumptions as, to what is valuable,
about what is possible and ideas about what will work
effectively.
6. Three (03) main frames of references (theories) in
Industrial relations:
1. Unitary Perspective
2. Pluralistic-Perspective (Conflict Theory)
3. Marxist Perspective
7. Unitary Perspective
In unitarism, the organization is perceived as an
integrated and harmonious system, viewed as one happy
family.
2.1
Underlying assumptions:
1. Commonality of Interests
2. Conflict is unnatural
3. Unnecessary Role of Trade Unions
4. Prerogative that decision making comes from
Manager or from one authority.
8. Advantages of Unitary Theory
1. It encourages consensus and harmonious relations
2. Individuals become part of a team
3. Managements are obliged to treat their employees
with respect and dignity.
9. Unitary approach from EMPLOYEE POINT OF
VIEW
2.1.1
1. Working practices should be flexible.
Individuals should be business process improvement oriented, multi-skilled
and ready to tackle with efficiency whatever tasks are required.
2. If a union is recognized, its role is that of a
further means of communication between groups of staff and the company.
3. The emphasis is on good relationships and sound terms and conditions
of employment.
4. Employee participation in workplace decisions is enabled.
This helps in empowering individuals in their roles and emphasizes team
work, innovation, creativity, discretion in problem-solving, quality and
improvement groups etc.
5. Employees should feel that the skills and expertise of managers
supports their endeavors.
10. Unitary approach from EMPLOYER POINT OF VIEW.
1. Staffing policies should try to unify effort, inspire and motivate
employees.
2. The organization's wider objectives should be properly
communicated and discussed with staff.
3. Reward systems should be so designed as to foster to secure loyalty
and commitment.
4. Line managers should take ownership of their team/staffing
responsibilities.
5. Staff-management conflicts - from the perspective of the unitary
framework - are seen as arising from lack of information,
inadequate presentation of management's policies.
6. The personal objectives of every individual employed in the
business should be discussed with them and integrated with the
organization’s needs.
2.1.2
11. In summary,
unitary theory in its purest form stresses the
harmonious nature of work enterprises and of
industrial relations within them.
12. Pluralistic-Perspective (Conflict Theory)
In pluralism the organization is
perceived as being made up of
powerful and divergent sub-
groups;
1. Management
2. Trade unions
2.2
The role of
management would
lean less towards
enforcing and
controlling and more
toward persuasion and
co-ordination.
Deemed as legitimate
representatives of
employees
13. Pluralistic approach sees conflicts of interest and disagreements
between managers and workers over issues;
The distribution of profits as normal and inescapable.
Conflict arises from employee opposition to management
policies, feeling of discontentment and attitudes that
interferes with attainment of organizational goals.
Conflict is dealt by collective bargaining and is viewed not
necessarily as a bad thing and if managed could in fact be
channeled towards evolution and positive change.
Realistic managers should accept conflict to occur. There
is a greater propensity for conflict rather than harmony.
15. 1. Difference of interests
– Workers and managers has
different interests
(e.g. Managers –higher profit,
workers higher wages). Company is
made of different interest groups
(not just workers and managers) who
have different sources of loyalty. An
organization is equal to miniatures
(tiny) democracy.
2. Conflict is natural and inevitable
– Trade Unions are legitimate and
useful organizations to represent
worker’s interests.
This can be achieving through
collective Bargaining, which is the
main form of negotiation between
workers and management.
16. 3. Decision-making
– While it is
accepted that
management runs the
company, it is expected
that managers discuss
their decisions with
employees and take into
account their interest.
4. State
- Impartial guardian of public
interest, Pluralism emphasizes
rules and regulations.
- In IR the state’s role is visible
in acts and regulations of
parliament that relates to
employment and work. E.g.,
provisions establishing
minimum wage, maximum
working hours, health and
safety standards.
- Apparatus of the states are;
Government
departments/agencies
Tribunals and courts.
17. 1. The firm should have industrial relations and personnel
specialists who advise managers and provide specialist services
in respect of staffing and matters relating to union consultation
and negotiation.
2. Independent external arbitrators should be used to assist in
the resolution of disputes.
3. Union recognition should be encouraged and union
representatives given scope to carry out their representative
duties
4. Comprehensive collective agreements should be negotiated
with unions.
The Implications of this approach includes:
18. Conflict theory (Pluralist Perspective) is based on the
premise that conflict exists in society and in
organizations.
Thus, it is essential to recognize this and to have
framework that deals with it.
They should anticipate and resolve this by securing
agreed procedures for settling disputes.
19. Marxist Perspective
This primarily Marxist ideology argues that there is an
inequality of power between:
the controllers of economic resources (shareholders
and managers) and
those who depend on access to those resources
(wage earners).
2.3
20. Marx argued that:
1. Weakness and contradiction inherent in the capitalist system would
result in revolution and the ascendancy of socialism over capitalism.
2. Capitalism would foster monopolies.
3. Wages (costs to the capitalist) would be minimized to a
subsistence level.
4. Capitalists and workers would compete/be in contention to
win ground and establish their constant win-lose struggles
would be evident.
21.
22. 1. Explain why frame of references (theories) of IR important.
2. Define the 3 main frames of reference in Industrial relations
3. Differentiate the underlying assumptions of the three (03) theories.
4. Unitary theory/perspective:
i. Outline the advantages.
ii. Describe employee’s point of view.
iii. Describe employer’s point of view.
5. Pluralistic theory/perspective:
i. State why conflict is inevitable.
ii. Defend conflict and disagreement.
iii. Analyze some implications of pluralistic approach to IR.
iv. Conclude on the premise of pluralistic approach to IR
6. Review Marxist argument by comparing it to Pluralism perspective of IR.
