Unitarism, which also called human resource management, it is an organization is perceived as an integrated and harmonious whole with the ideal of one big happy family, where management and other members of the staff all share a common purpose, emphasizing mutual cooperation. Another opposite approach is pluralism which called industry relationship. There are no common interest in the organization and different loyalty and authority inside. This essay will argue that the unitarism approach is not beneficial for all actors in the employment relationship. And it will do a comparison through different country, China and Australia.
Unitarism approach focus on the fixed human resource management, like employee development, individual pay performance evolution and some teamwork as well (Boselie et al,2009). At another side, the unitarism approach also can be human resource management. The well unitarism means employees and employers work with no conflict aimed at the common goal in the workplace, it emphasis the common interest between workers and managers. The problem will be solved under the common goals through the communication among employees and employers. So with some view, the unitarism can give more benefit for both employees and employers, but as another relevant actor, the union power and influence will be more reduce. Under the unitarism approach, the union has been declined and the membership has become less, and the union power and influence has been reduced. In recent decades, the share of private-sector workers who belong to labor unions has been declining in most developed countries (Daniel, 2010). In Australia trade union density has declined dramatically since the early 1990s. Another major change discussed by the Rudd government, as a departure from WorkChoices, is the role of collective bargaining, there was no requirement for employers to bargain collectively ( Nevile et al,2008 ). It... [continues]
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