INDUSTRIAL

RELATIONS
PERSPECTIVES
 Unitary Perspective
 Pluralistic-Perspective
 Marxist Perspective
UNITARY PLURALISTIC RADICAL

Input Conversion Output

CONFLICT INSTITUTIONS/PROCESSES REGULATIONS

(RULES)

SYSTEMS

SOCIAL ACTION
Unitary Perspective
 The organization is perceived as an integrated and
harmonious system, viewed as one happy family

 Organization should be an integrated group of people with a

single authority/loyalty structure.

 Set of common values, interests and objectives shared by all

members.

 Found predominantly among managers- Management

Ideology.
2 Important implications-
 Conflict is perceived irrational.
 Trade unions are regarded as intrusions

Management’s prerogative is regarded as legitimate.

Pluralistic-Perspective
 The organization is perceived as being made up of
powerful and divergent sub-groups - management and
trade unions.

 Conflicts of interest and disagreements between

managers and workers are normal and inescapable.

 Trade unions are deemed as legitimate representatives of

employees.

 The firm should have industrial relations and personnel

specialists who advise managers and provide specialist
services.

 Independent external arbitrators should be used to assist

in the resolution of disputes.
Radical Marxist
Perspective
 Weakness and contradiction inherent in the capitalist system
would result in revolution and the dominance of socialism
over capitalism.

 Capitalism would foster monopolies.

 Class conflict is the source of societal change.

 Class conflict arises from the disparity in distribution of

economic power.

 The nature of social and political institutions is derived from

this economic disparity.
 UNITARY PLURALISTIC MARXIST

Assumptions Integrated group Different values, Division between

of people, interest and objectives labour & capital,
common values Inequalities in
society

Nature of Single authority Competitive authority & Inherent in

Conflict and loyalty loyalty structure economic & social
structure systems

Resolution of Coercion Compromise & Change Society

Conflict Agreement

Role of Trade Intrusion from Legitimate Employee response

Union outside to capitalism