Adoption of the Unitarist Approach to Employment Relations in Australia - Essay Example

Draft Adoption of the Unitarist Approach to Employment Relations in Australia 5th, January, Introduction Over the lastfew decades, Australia has experienced significant changes in management of employees’ relations, which has affected the role of both trade unions, and the government in employment relations. Employment relations involve a combination of labor management interactions within an organization and at an individual level. In the contemporary workplaces, the employees are more equipped with discretion on how to respond to trade unions. This means that the employees are capable of making choices on whether to accommodate or avoid taking part in trade union activities. Employees who avoid cooperating in the trade unions are viewed as attempting to establish alternative ways of employee representation causing organizational change. Employees who accommodate trade unions acknowledge the role of management and trade unions in conveying contracts and agreements. When employees cooperate with the trade unions, they encourage the management to work together with the trade unions in developing partnerships, which help extend the role of trade unions in initiating reforms, which are considered employer-driven. This essay argues that although trade union membership has fallen in Australia due to rise of unitarism, unions still play a role in some industries in representing employees. Additionally the role of government has been reduced but it is still relevant, particularly through the activities of tribunals in mediating disputes. In Australia, democrats believe that a unitary system cannot be achieved in one move. This is because there are about six industrial relations systems currently. The adoption of unitarist employment relations system in Australia has somehow made the role of trade unions significant. However, the government intervention in employment relations continues to play an important role in the Australian workplaces. Although trade union membership has fallen in Australia due to rise of unitarism, unions still play a role in some industries in representing employees. In addition, the role of government has been reduced but it is still relevant, particularly through the activities of tribunals in mediating disputes (Ross & Bamber, 2009). Industrial relations plays a critical role in determining the approaches used in problem solving and the ethics governing an organization. Industrial relations assume that the workplaces are imperfect and the employers are endowed with competitive power as compared to the employees. Moreover, there exist conflicts of interests between the employers and the employees. Therefore, industrial relations view conflict as an inevitable component of organization. The industrial relations play a critical role in shaping the employment relations since they determine the power structures in a workplace and the bargaining power possessed by the employees as well as the employer (Colling & Terry, 2010). In Australia, the Unitary employment relations aims at achieving common human rights across the nation, motivating the employees economically and enhancing competition through application of uniform employment rules and laws. Moreover, unitary approach in Australia aims at achieving coverage of the need of the employers and employees comprehensively. Several employee relations systems that tend to overlap in terms or laws and regulations characterize the employment system. Therefore, there has been great need for creation of a single approach to ensure that the employees are exposed to similar jurisdictions to ensure equity and efficiency since the employees will be aware of the laws that apply to them (Barbash & Barbash, 1989; Hunt & Provis, 1995). According to Barbash & Barbash, 1989, pluralism and unitarism are the two major frameworks of reference for employment relation. Unitarist approach is based on existence of a single source of authority within an organization. The source of authority is usually the management. The oppositionary leaders are absent. According to the unitary perspective, organization leaders are supposed to enhance loyalty as well as commitment amongst the employees. Moreover, employees are organized into teams, there are no conflicts between the employees, and the employers since both are considered to be cooperating towards achieving the organizational goals (Deery, 1999). Australia has experienced dramatic structural changes in the economic system, which has altered the workforce and management approaches. This has also affected the employment relations and trade unionism. The employment relations perspectives focus more on global competition and changes in technology (Campling & Gollan, 1999). Impact of Unitarist Approach on Trade Unions Employment or Industrial relation developed in the early 20th century. The initial aim of employment relations was to improve the treatment of employees. According to Rawling, (2006, 229) “Australian trade unions have begun to participate as shareholders in general meetings of publicly listed companies. The legal mechanism that has enabled this union shareholder activism in the statutory right of 100 or more shareholders entitled to vote to propose resolutions at a company meeting.” Therefore, Unitarism has enhanced the role of employees in organizations by enabling them participate in making of important decisions. It has also strengthened the contribution of trade unions in organizations. Moreover, unitarism has encouraged the rise of union shareholder activism as tools that are currently used in promoting the representation of workers in Australia. The Australian corporate government considers trade unions an active component of in workplace relations. However, there are concerns regarding the available avenues for promoting workers concerns. This is because the labour laws limit the capability of trade unions in pursuing the voice of workers in corporations (Partridge, 2009) According to Hunt and Provis (1995, 82) “the rise of trade unionism and national systems of collective bargaining is associated with a climate of opinion." The unitarism led to increased involvement of employees since they could collectively bargain for their interests. Unitarist approach has impacted on government intervention. This is because the role of trade unions has been enhanced and the government has a lesser role to play. The government plays a role in mediating between employers and employees. Government tribunals play a critical role in resolution of industrial disputes. An example of a government tribunal in Australia is the AIRC. The tribunals work together with employer associations to provide IR advisory services, which aim at countering union activity. The employees are represented by trade unions, which are considered formal organizations in Australia. Unitarism has strengthened the perspective of strategic unionism. Which aid in aspects such as enterprise bargaining. Other roles of trade unions include protecting employees’ welfare, for workers solidarity, communication, enhancing health, and safety of workers in addition to negotiating for improvement of pay and other working conditions (Bamber, Lansbury, & Wailes, 2004). Theoretical Framework There exist three contrasting perspective regarding employment or industrial relations. The three perspectives include pluralistic, unitary, and Marxist approaches. The term Conflict Model is also used to refer to Marxist perspective. Each of the three perspectives offers a different interpretation of workplace conflict, significance of trade unions and the forms of job regulations (Abbott, 2006). Unitarism perceives organization as an integrated system that operates harmoniously. The perspective assumes that all organization members have similar objectives and thus work collectively to achieve mutual goals. Moreover, unitarism requires the employees to be loyal. Unitarism views trade unions as unnecessary. Additionally, conflicts are considered to be disruptive and deter achievement of the organizational goals. Therefore, unitary approach requires the employees to be flexible, multiskilled, and capable of handling different task within an organization. Unions that are recognized within an organization are expected to act as a way of communication between the company and different groups within an organization (Bray, Waring, & Coper, 2011). Unitarism encourages employees’ participation in making or organizational decisions. This is crucial since it enhances empowerment of individuals, encourages teamwork and creativity, which are crucial in resolution of problems within an organization. Moreover, unitarism creates a feeling that the management is in support of the employees’ skills and expertise (Rawling, 2006) Employers view unitary as significant in motivating the employees since it enables discussion of the organizational objectives between the employees and the management. The Pluralistic approach perceives organization to comprise of diverse subgroups each of which has a differing legitimate loyalty as well as objectives and leaders. However, trade Unions and the management are the major subgroups. The management is assumed involved in persuasion and coordination of organization activities while the trade unions are supposed to represent the employees legitimately. He pluralistic approach views conflict as important and should thus be managed appropriately to enhance positive change within an organization (Partridge, 2009). Marxist or the radical approach focuses on the nature of capitalist society characterized by division of interest between capital and labor. This approach assumes that the inequalities of power as well as economic wealth are entrenched in capitalist economic system. Therefore, trade unions are important since they aid in conflict resolution and respond to issues relating to exploitation of employees. Marxist perspective encourages joint regulation of organizations. The approach assumes that joint regulation would enhance the position of the management in an organization by boosting capitalism. Marxists approach is based on pessimist view which was proposed by Lenin, Michel and Trotsky and the optimist view which was proposed by Marx and Engels (Bamber, Lansbury, & Wailes, 2004; Partridge, 2009). Conclusion Employment relations in Australia have been evolving rapidly over the last few decades. The changes include adoption of unitarism approach. The changes has encouraged the work place by encouraging teamwork, creativity multiskilling and increased the involvement of the employees in the operation of workplaces. In Australia, trade unions continue to play a major role in representing the interests of the employees even with the rise of unitarism. However, the role of government has been reduced. Nonetheless, the government continues to play a crucial role in tribunals and mediating disputed between employers and employees. There are other perspectives that explain the employment relations. The Marxist approach argues that the conflict between employees and employers is inevitable and is crucial in development of organizations. References Abbott, K. (2006). A Review of Employment Relations Theories and Their Application. Problems and Perspectives in Management, Vol 1, 187-199. Bamber, G., Lansbury, R., & Wailes, N. (2004). International and Comparative Employment Relations. New York: SAGE. Barbash, J., & Barbash, K. (1989). Theories and Concepts in Modern Industrial Relations. South Carolina: Univ of South Carolina Press. Bray, M., Waring, P., & Coper, R. (2011). Employment relations: theory and practice. New Ryde: McGraw-Hill. Campling, J., & Gollan, P. (1999). Bargained Out: Negotiating Without Unions in Australia. London: Federation Press. Colling, T., & Terry, M. (2010). Industrial Relations: Theory and Practice. Newy York: John Wiley & Sons. Deery, S. (1999). Employment Relations: Individualisation and Union Exclusion - An International Study. London: Federation Press. Hunt , I., & Provis, C. (1995). The New Industrial Relations in Australia. London: Federation Press. Partridge, L. (2009). Was the Decline of Unions Reflective of Their Inappropriateness in an Increasingly Unitarist Environment? An Examination Using Industrial Relations Models. Otago Management Graduate Review, Vol 7, 81-88. Rawling, M. (2006). Australian Trade Unions as Shareholder Activists: The Rocky Path Towards Corporate Democracy. Sydney Law Review, Vol 28 (227), 227-258. Ross, P., & Bamber, G. (2009). Strategic Choices in Pluralist and Unitarist Employment Relations Regimes: A Study of Australian Telecomunication. ILRReview, Vol 63 (1), 20-41. Read More