Introduction to Industrial Relations
David Kelly: 09333118
Year 3: BAHHRD3
“In your view which of the two perspectives (Unitarist or Pluralist) discussed by Alan Fox in his 1966 article (copy on Moodle) most closely fits the world of work of today. Tasks:
1. Read the article on perspectives written by Alan Fox, (1966) - Industrial Sociology and Industrial Relations, Donovan Commission Research Paper No. 3, HMSO, London. A copy is available on Moodle. 2. Compare and contrast the two perspectives (Unitarist and Pluralist). In essence you will be emphasising the strengths (appropriateness) of one perspective and the weaknesses (inappropriateness) of the other perspective. 3. Your argument should be fully supported by reference to the Fox article, other articles available to you on Moodle, academic publications in the college library or other appropriate academic sources. Academic research must be the basis of your exploration of the topic. 4. You may draw on personal experience to illustrate your discussion. You should, however, avoid an over-reliance on personal experience as this will weaken rather than strengthen the integrity of your work. 5. Your Bibliography must include appropriate reference to Fox’s article as well as a number of other academic writers in the industrial relations field.
2 2. Unitarist and Plurist Perspectives
3. Perspectives in Employment Relations
4 4. Conclusion
Industrial Relation is a field of studies that includes a set of phenomena that regulates inside and outside the workplace, which is concerned with determining and controlling the employment relationship. This paper explains the basis of employment relationship and analyses the motivations of employees in line with the main set of frame of references which will influence behaviour and help managers to shape methods to understand social phenomena. Fox recommends ways in which frame of reference plays an important role on employment relations and organisations, positing that “Ones attitude towards anything depends on ones frame of reference” (fox. 1966:1) This indicates that it depends on the person’s values and beliefs and determines judgment which in turn shows the persons motivated behaviour in response to objects when they are professed. More specifically, the theory of frame of reference helps to access behavioural outcomes and institutions not only in the individual but also in a group as a whole. This allows a separation between the employer and employees’ ideology. In this essay on the Unitarist and Plurist perspectives there will be three main strands. Firstly, I will evaluate the two perspectives to the extent of what they mean and why they are important, with an emphasis on of their respective strengths and weaknesses. Secondly, I will discuss the key principles by placing them in an employment relationship and workplace to observe what implications arise from each perspective, such as conflict. I will also see how management controls both perspectives using their own arbitrary ideologies in shaping their actions. Finally, I will discuss the possible future direction of the employment relationship with my final conclusion and opinion. 2. Unitarist and Plurist Perspectives
The Unitary perspective is based on the disposition of a capitalist society or viewed as one happy family, with an emphasis on cooperative relations at work. This assumes that the organisation is or should be an integrated group of people or team with a single authority and loyalty structure with a set of common values, interests and objectives shared by all members of the organisation. Guinnigle, Wallace, and McMahon describe the Unitary perspective when considering industrial relations as: “...the Unitary perspective...
Bibliography: Fox, A., (1966) ‘Industrial Sociology and Industrial Relation’, Donovan Commission Research Paper No. 3, HMSO, London. pp. 1-10.
Fox, A., (1966), Industrial sociology and industrial relations, Research Paper No
Gunnigle, P., Wallace, J., and McMahon, G., (2004) Industrial Relations in Ireland. 3rd ed. Dublin: Gill and Macmillan.
Kitay, J. and Marchington, M. (1996) ‘A Review and critique of workplace industrial relations typologies.’ Human Relations 49, (10) 1263-1290.
Provis, C., (1996) ‘Unitarism, Pluralism, Interests and Values’, British Journal of Industrial Relations 34:4 December 1996 0007-1080 pp. 473-495
Salamon, M., (2000), Industrial Relation: Theory AND Practice
Storey, J. (2000) ‘Human Resource Management: Still marching on or marching out?’ In The realities of Human Resource Management: Managing the employment relationship. eds. J. Storey, and K. Sisson. Buckingham: Open University Press: 3-32.
Williams, S. and Adam-Smith, D., (2010) Contemporary employment relations: A Critical Introduction. 2nd ed. United States: Oxford university press.
Powered by Compare InfoBase Limited (2012) ’Industrial disputes’ [Online]Available from: http://industrialrelations.naukrihub.com/industrial-disputes.html[accessed 29th July .
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