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The unitarist approach to management and organization suggests that trades unions are, in Kelly's (1998 2005) terms, 'manage - Essay Example

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Discussion on Unitarist Approach in Management (Name) Presented to (Instructor/Tutor) (Course/Subject) (Institution/University) (City, State) (Date) Unitarist Approach in management Introduction Industrial revolution began in England in the late 18th century and changed the structure of business…
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The unitarist approach to management and organization suggests that trades unions are, in Kellys (1998 2005) terms, manage
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"The unitarist approach to management and organization suggests that trades unions are, in Kelly's (1998 2005) terms, 'manage"

Download file to see previous pages This was necessary because good industrial relations were needed. As the big businesses required more labour force, conflicts between managers and workers as well as between the workers increased. According to Alan Fox (1985), three crucial frames were of use to solve management conflicts between workers and managers- pluralist, unitarist and radical. The unitarist approach believes in formation of an integrated and harmonious organization. It is seen as a happy family with one goal, viewing conflicts as failure. The pluralist approach incorporates stakeholders in an organization since they have different visions and interests, with a view that conflicts cannot not be avoided. Diversity in opinions lead to choices taken for the best system with focus on the profit delivered in business. According to Kelly’s (1988; 2005), the unitarist approach to management and organization suggests that trades unions are ‘managers of discontent’. The Effect of Unitary Management Most successful companies studied in human resource model have proved to be of non-union origin. These companies apply sophisticated Human Resources Management techniques that target individual employees (Fernie and Metcalf 2005). This complies with Alan Fox’s assumption for workers with common interests, as well as the managers and stakeholders. All parties do not belong to any union and humanistic approach to conflict resolution focuses on the individual. Frederick Winslaw Taylor instituted a new management philosophy of job specialization for his Bethlehem Steel Company in the 1890’s. According to the philosophy, incentives were introduced so that employees could be motivated. The incentives were given based on production achieved. This approach began the scientific management movement. It ensured that cooperation between workers was enhanced. This principle probably applied the basics of unitary approach since it focused on the common interest of employees, managers and stakeholders. The outcome was great. There were positive changes in efficiency, production and company earnings that triggered redundancy since few workers were needed to achieve equal production. Redundancy meant low cost of production, low prices for commodities that would increase demand for products. Profit for the company would also increase. Taylor proved that with the increase in productivity and efficiency, more goods are produced at a lower cost of production and resources. According to the scientific management that used unitary basics, both parties gained. The company registered more profit from increased sales and revenue, as the purchasing power of the society increased. How to Eliminate the negative Impact of Conflict Conflict is a negative force which the unitary system believes that should be avoided. According to the Unitary approach, a unitary method of managing industrial relations will do away with the negative impacts of conflict. The bottom line issues in the causes of conflicts are the distribution of wealth and power. The employers’ interest in wages is completely different from those of the employees. Employees seek to minimize costs and will always seek to reduce the wages of employees. At the same time, the employers need the workers so that they can record profits. When managers misuse their powers by poor working environment, the workers retaliate. This retaliation causes conflicts in industrial relati ...Download file to see next pagesRead More
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