Paper Topic:
Employee Relations
An enterprise established on the principles of moral superiority of craft work and on importance of a worker seeing a product through to completion thus unitarist approach implies that the employment relationship as the primary means of organizing enterprise involves the agreement that in the context of the enterprise , certain rights duties For industrial approach , unitarism seems to offer two advantages . First is the prospect of an absolute maximization of effectiveness and second is the relationship which exists within the enterprise are of normative substance . Workers and managers are able to
look upon each other as fellows rather than opponents forced into an uneasy and purely alliance In managerial unitarism , the employment relationship is not just legitimate but authoritative , employee accepts that the direction of a manager embody the most effective possible means of realising the aims and values of the enterprise as a whole and since manager subscribes to this basic normative consensus , then compliance with those directions is not just a legal but a moral duty
Thus managerial right to worker compliance arise from normative consensus professional and competence of the manager . From pluralism manager can be competent but consensus does not exist thus there is no automatic managerial right to worker compliance . The key to resolving the difference between unitarism and pluralism in employment relations is dialogue i .e . a discussive process by which a group of people attempts to reach consensus on both objective and normative aspects of the action situation . Well conducted dialogue will result in agreement on the aims , values and goals of the organization , division of labour which will best contribute the realization of goals . Pluralist collective bargaining is purely procedural and hence non-dialogical Managerial unitarism is also non dialogical because agreement to managerial strategies , plans and instructions of the enterprise is assumed...
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