Unitarism

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Employment Relations Essay
Introduction:
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. Body:

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 means the government has decided that to more focus on the unitarism approach for the employment relations. The employers can negotiate with unions or other workers association and workers and more. Furthermore, the employers are free to refuse or decrease communication bargain with the employees. Following this trend and processing, the union members will not get more benefits from the trade union or other association, in the current economic environment, uncertain competition factors, the organization need to adjust according to different status. The unitarism approach will be more suitable for this situation. The government supports the unitarism approach under the complex competition market. As above reasons, the union has been declined at present through the unitarism approach. But as another special example of the unitarism approach, Chinese trade unions just play a media role between parties (Chen, 2010). In china, the government department is the final arbitration for some employment relationship conflict. The trade union and the workers are separate parts. The trade union does not have strong power as the western country, actually there are two main type of union in china, the enterprise union, the government union, and the workers do not have a union for choosing. Most strikes always are held by the worker group. The government will protect the workers’ right and solve the problem usually. So in china the employees can not get any benefit from trade union. Under the unitarism approach, the potential negative impact of high-performance work systems on employees, causing dissatisfaction, stress, burnout, and fatigue (Guest et al,1999). The unitarism approach needs a well effective human resource management. If the management has some problems, the totally organization will be influenced. The non-union organization usually introduced from management, and the employees will be influenced with some degree, however this was still heavily constrained...
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