Unitarist Approach to Employee Relations

Unitarist Approach to Employee Relations

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Summary

Employee Relations can be summarised as the merger of corporate, administrative and employee requirements for the attainment of optimal and effective performance in the work place. The groups of people implied in the concept of Employee Relations include stakeholders, management, employees, trade unions, as well as, the government. Employee Relations has increasingly become an important topic in the workplace because of the long-held belief that business operations are not always beneficial to all the players in employee relations. That what is beneficial to employees is not as beneficial to managers or stakeholders.

This essay examines the concept of Employee Relations from the Unitarist approach. The essay’s proposition is that adoption of a Unitarist approach is beneficial for all the major actors in Employee Relations, with the benefits of the application of this approach offsetting the detriments. More specifically, the paper examines the observation of the aspect of trade unionism in the US and Australia, illustrating the benefits and disadvantages of its application by country. The essay is divided into three sections, with the first section drawing attention to evidence, from US and Australia, regarding the advantages and disadvantages of employee relations, with relation to trade unions. Secondly, the paper explains the Unitarist approach towards employee relations, and finally, the essay explores the counterargument that a Unitarist approach is detrimental for all the major actors in employee relations.

Definitions

For human resource professionals, the Unitarist approach, otherwise known as Unitarism, is the approach towards employee relations where individuals in an organization are seen as a group sharing the same unitary outlook (Müller, 2000). Put simply, it is whereby management and employees, and other stakeholders share similar interests, objectives, and purposes; thus working together towards the achievement of these goals.

Trade Unions, on the other hand, are small organizations mainly consisting of the different actors in Employee Relations that aims their efforts towards the promotion and protection of the interests of all the members of these unions (Weber, 2011).

Analysis of the Unitarist approach according to employee relations

For many years, there have been issues regarding the relations employees have with their employers. This means that there are constant debates concerning these issues on a regular basis. Various Governments have a huge role to play in matters regarding to employee relations. They have to ensure that rights of a collective and individual nature are protected to the maximum. Also, they seek to ensure that exploitation of workers does not take place (Wooden, 2010). There needs to be an equity and efficiency balance as this means that the employees and employers should reach a common ground. The employee relations foundations are based upon multidisciplinary existence at the work place. The many reference frames as well as interest groups, seek to ensure that the employee relations opinions are made known. As a result of debates of a theoretical nature, tensions, which are productive, occur. This has in turn lead to understanding, analysis and questioning of empirical methods, which are new (Wooden, 2010).

The theory on human management incorporates the labour relations of many countries and notably that of Australia and the United States. It deals with the labour relations of the nations, as well as how it relates to their management activities. In employee relations, the various stakeholders ensure they their interests are well represented. Rights and behaviours are determined by the norms, which exist in the respective societies (Sodhi, & Plowman, 2002). The latter determines what is to be accepted and what should not. Also, people have different perspectives, which ought to be known. Peer groups and the media are some of the parties, which show the importance of the perspectives. Employee relations views are based on the frames, which exist. According to the distinction, which is unitarist –pluralist, the styles of management exist as a result of theories. Employees are built upon as a source of reference as a result of the frame of the unitarist approach. This is meant to ensure that interests and behaviours of employees are well taken care of. This is for all the employees in an organization, regardless of their job titles. Most times ‘third parties’ is the name used to refer to unions and this creates an uncomfortable atmosphere. The interventions by unions are viewed as causing trouble and threatening the relationship between the employee and the employer (Griswold, 2010).

Others name this approach as neo-unitarism. The powers of employees as well as those, which are weak, occur in matters regarding employees. Prerogative of managers is extremely vital, thus the reason why this approach is favoured. This approach is extremely proactive as the various employees are led by styles of management, which is unique to them. This approach is suitable for managers who want to become successful as it brings about qualities, which are desirable. In turn, factors such as corporate culture and unity are enhanced in an organization (Ackers & Wilkinson, 2003). Also, managers provide their employees with the needed development through training as well as employees being aware of their targets. This approach is also known to ensure flexibility, quality and commitment, is facilitated accordingly. Other times, this approach is beneficial in terms of involvement of employees, profit sharing and pay that is related to performance. There is an increase in unions, in Australia as well as the United States also, the number of managers in human resources has increased. This is because they are in favour of this approach (Ackers & Wilkinson, 2003).

The approach ensures that the perspective that is managerial based is observed. Matters concerning employees are extremely crucial as it is the concern of the managers to be taking care of their employees. This is because the resources in an organization are employees and they need to be deployed and controlled. It should be known that the relationship that exists between the two parties is not meant to be equal. There is a need to ensure that workers have relations, which are individualized, as opposed to those, which are collective. Most people, who are involved in reaching this approach, believe that this approach is extremely beneficial. As a result of the approach being diversified, it means that it will become settled easily. The industrial relations of employees and employers are enhanced and this is the reason why most people prefer to work in either Australia or the United States. In organizations which follow this approach, there is consistent harmony (Kaufman, 2004).

Trade unions have played a great role in shaping employee relations in the United States. This is because they often call for collectivism, through the existence of numerous unions. Employees are paid wages after they provide their time in the various jobs. This means that employees are treated fairly and not as slaves. Employees in the United States have the freedom of joining any trade union of their choice. This is because they are assured of being treated fairly at work, as well as to receive wages, which are fair (Kaufman, 2004). Unions are faced with problems such as strikes and this sometimes makes some members to quit. This means that growth of unions is affected .For example, in the United States, despite there being many strikes, the number of trade union members grew. As for Australia, the number of employees reduced drastically as they were not motivated to join trade unions. In order to find out this crucial information, the statistic rate is calculated in terms of quartile.

In reaction to hostility, which results in upheavals of a social nature, growth of trade unions is reduced. This in turn ensures that the collective interests of employees are made known to the employers. This is because a lot of attention is given to the processes of discovery and organization. In Australia, the trade unions have had many problems for a long time. A lot has been done to ensure that employees are well taken care off. For example, in the year 2009, there were the Act of Work Place relations whereby, the rights of workers were to become collective. This meant that women were entitled to maternity leave due to the scheme that allowed for leave allowances. The government was forced to include this new scheme in its budget. Currently, the scheme has included paternal leave, which is seen as a great achievement (Barton & Broek, 2011).

It is crucial that people work if they are to survive and this means that work ought to be legal. Most times, workers engage in indirect confrontation with their employers as they try and make their views known. Employees usually want to join trade unions, which ensure that their bargains of a collective nature are bargained for. Negotiations are the most essential elements in any trade union as it acts on behalf of the members (Barton & Broek, 2011).

In Employee relations, most of the major actors are affected by the effects of the unitarist approach, which need to be known. Most times, there are bound to be industrial conflicts and disputes. Also, as a result of the organization being restructured, problems will arise. This is because most employees always resist change when they have the opportunity to do so. Instead, change should be introduced at a slow pace, so that the employees are well informed about it. The management should come up with ways, which the employees can be able to deal with change in the organization. Suitable methods of dealing with change including coming up with effective policies, training, among others, should be found. Other times, those in management might be sceptical or they might not be as committed as required. This is extremely detrimental especially to their employees who look upon them. The example set by management influences the other employees greatly (Griswold, 2010).

The trade unions are also affected by sceptics as they tend not to ‘buy in’. There is often difficulty when trade unions try to ensure that the practises and approaches are right. Most union members do not have good relations with the managers of the various organisations. When it comes to the negotiation part, things do not work as expected (Griswold, 2010). There is a need to ensure that trust is developed as this will play a crucial role in these matters. The relationship between management and trade union officials has been described as being unwanted .It is believed that the union members will not be represented as they ought to be.

The conditions, which exist for trade unions, are not conducive as well as the environment not friendly. This greatly affects the impact on the efforts of the unions. Most times there is financial pressure and also completions form other parties. The issue of time is also important as without taking it into consideration, problems are bound to occur (Barton & Broek, 2011). Delay of work activities often occurs as a lot is demanded of the employees. Management in the human resource department should ensure that they come up with effective strategies to improve employee relations. The latter are the ones responsible for the success of the organisation and if they are not treated well then failure is inevitable (Barton & Broek, 2011).

Globalisation has also affected the relationship between employees and the employer. This has made the competition at the work place to increase, and in turn, issues such as cost are difficult to evade. Organisations, which are represented by unions, will succeed as they are assured of added value (Müller, 2000). Since no one wants to be jobless, they must seek ways of promoting the relations, which exist in the organisation. Unions and organisations have to corporate in the unitarist approach .This is meant to motivate employees to work better. An environment, which is harmonious, should exist if people are to work well. The unitarist approach is not in favour of unions as employment issues are not well addressed and management assumes a lot of power.

Conclusion

Conclusively, it is evident that companies that have employed the Unitarist approach to Employee Relations have succeeded in their efforts towards attaining organizational goals and objectives. This approach to Employee Relations does not only promote profitability in the workplace, it also ensures that the needs of all the major actors in Employee Relations are met.

References

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