Unitarism in Contemporary Industry

This report discusses the unitarist approach to industrial relations, its relevance in the 21st century, benefits and problems. It also explores the background of unitarism and its role as a business driver.

Running Head: UNITARISM IN CONTEMPORARY INDUSTRY
UNITARISM IN CONTEMPORARY INDUSTRY
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1UNITARISM IN CONTEMPORARY INDUSTRY
Table of Contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................2
Definition.....................................................................................................................................2
Background of Unitarism............................................................................................................3
Relevance in 21st century.............................................................................................................3
Unitarism as business driver........................................................................................................4
Trade barriers...............................................................................................................................5
Benefits of Unitarism...................................................................................................................5
Problems facing Unitarism..........................................................................................................6
Conclusion.......................................................................................................................................7
Reference.........................................................................................................................................8

2UNITARISM IN CONTEMPORARY INDUSTRY
Introduction
In the liberal-market economy the relation between the employees and the employers has
become a pertinent aspect to understand. The dynamics of business and incorporation of a vast
field of analysis on the industrial relation intrigue the researchers to set a number of theories and
models best suited for making a better business environment. In this regard, the role of the
government and the intervention of the trade unions is highly pivotal in order to carry out an in-
depth analysis over the question of making the industrial situation effective for both the
corporate organisations and the labourers (Buckley 2014). It is further associated with the link
between the motives and purpose of the business organisations and at the same time the interests
of the labourers. Globalisation has made the situation more exclusive in terms of posing more
concern for the rights and interests of the workers (Blodgett, Hoitash and Markelevich 2014).
Based on this understanding, this report aims to discuss the unitarist approach to industrial
relation. In addition to this, identifying the relevance of Unitarism in the context of 21st century
align with the benefits and drawbacks of the unitarist aspect of industrial relation are also
incorporated into the study.
Discussion
Definition
As far as the definition of unitary theory is concerned, it can be argued that the theory is
resembled with the relation between the employee and the employer and emphasising the inter-
dependency between the two. In other words, Cullinane and Dundon (2014) articulated that the
corporate organisations are integrated, friendly and collaborative enough to respect the interests

3UNITARISM IN CONTEMPORARY INDUSTRY
of the employees. Therefore, the unitarist theory does not entertain any intervention from the
trade union. The purpose is to develop a better relationship with the workers through putting
emphasis on their interests and foster loyalty among the workers in order to avoid any kind of
disruption within the organisational activities.
Background of Unitarism
Rejecting the existence of the trade unions, Unitarist theory is identified as one of the
newest theory in the process that reject any kind of third party intrusion into the process of
establishing better industrial relationship. Moreover, the organisations are intended to emphasis
on a single or unified authority based on loyalty. In this context, the Unitarist value will be
associated with the common values, interest and objectives. The relationship between the
employees and employer will be based on a team participation and the organisational culture will
follow the same with shared values and goals (Ackers 2014). As a result of that any kind of
factionalism or disharmony into the organisational structure can be nullified. The organisations
show respect to the healthy organisational environment and identify the factionalism as an evil
for the profitability of the organisation. In association to this, the interference of the trade unions
is also identified as illegitimate intrusion that can encroach the rights of the managers to install
their decision making within the organisation.
Relevance in 21st century
Based on this understanding related to the establishment of Unitarism, it requires further
inspection into the context of globalisation. According to Donaghey and Reinecke (2018) it can
be argued that due to the advent of globalisation and gradual development in the liberal business
approach, it becomes important for the business companies especially the MNCs to foster better
environment in the workplace culture. As a result of that it incorporates the mechanism to put

4UNITARISM IN CONTEMPORARY INDUSTRY
emphasis on the expectation and interests of the employees. On the other hand, Greenwood and
Van Buren (2017) ascribed that the Unitarist framework ushers a new concept regarding the
responsibility of the organisations. It is also associated with the sustainability framework of the
organisation that connotes the duty of the corporate houses to ensure the safety and security of its
employees extensively.
Based on this understanding, Odhong and Omolo (2014) tries to conduct a research on
China because of its fast growing economy. In this regard, the challenges to globalisation is also
influenced by the global labour standards. In China there is a strong presence of the Chinese
trade unions. However, the trade unions are also under the canopy of government. Therefore,
directly and indirectly the Chinese government tries to influence the business environment. The
trade unions in China pursue multiple objectives in terms of assist the government in attaining
political stability and fight for the rights of the employees. However, a traditional dualism can be
seen in the context of the Chinese industrial relation. It bestows into the transmission belt
rhetoric of communist union. This perception was generated by Russian revolutionist Lenin who
put deep focus on the cohesion of state craft and enterprise management and employees (Fry and
Mees 2017). Therefore, the trade unions are participated in the process of influencing the
business enterprises in one hand and coordinating with the workers and managers on the other.
As a result of that it becomes highly problematic for the MNCs to sustain business in China
despite of the steady economic growth. As a result of that famous business companies like
Google faced severe problem in sustaining market in China.
Unitarism as business driver
As per the research of Heidrich and Chandler (2016) it can be argued that Unitarist
industrial relation approach leads to set up a strong bond between the employees and employer.

5UNITARISM IN CONTEMPORARY INDUSTRY
As the business organisations fix its focus on high profitability therefore better relation between
the employee and employers facilitates a strategic advantage to achieve it because it helps the
organisation to enhance the production or service quality to a great extent. Moreover, the
traditional perception of business firms as an agent of exploitation will be reduced to a great
extent and usher a new paradigm of organisational benevolence.
Trade barriers
However, the concept of Unitarism has little relevance in the current business
environment. A utopian concept resembled with the benevolent approach of the business
organisations witnesses a clash of interests between the employees and employers (Walsh 2017).
In addition to this, the absence of trade unions creates the situation more vulnerable for the
employees as they feel unsecure to protect their own interests. As a result of that negative impact
on the trade and business operations is obvious and the business firm always intends to secure its
own interest at first. Therefore, obstacle in the path of business development is evident and
create huge problem for sustainable business development.
Benefits of Unitarism
Discussing the benefits of unitarism, it can be argued that the approach has great
relevance in the present business context. The benefits are as follows,
 According to Kelly (2018) the unitarist approach is designed to eliminate negative
impacts or conflicts effectively. In this regard, it can be argued that one of the major
cause of workplace conflict is linked with the notion of wealth and power. Therefore,
strikes for hike in wage is always identified as a potential threat to the healthy business
practice of a business organisation. The employees can see their interests get fulfilled as

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the organisation incorporates the employee interest as a pertinent aspect in its
organisational strategy. Therefore, any kind of negative environment can be avoided in a
pro-active manner as the organisation does not want it.
 Strikes or resistance to work is also identified as a major obstacle for any organisation. it
can erect hostility and strife among the organisation and the employees. As a result of
that none of the parties can fulfil their interest positively. However, the Unitarist
approach refutes such practice by implementing a direct relationship between the
employee and employers without having any third party intervention.
 Better relationship is another benefit that can usher by constant interaction between the
organisation and the employees. In fact, the employee concerns are pointed out as a
sustainable strategy for the organisation in order to get more effectiveness in the process
of future business orientation.
Problems facing Unitarism
 As per the research of Kaufman (2014) it can be stated that misuse of power can be seen
in case of practicing unitarism. As the organisation controls more power than the
employees so that it is obvious that a sense of exploitation can be occurred.
 On the other hand, Fry and Mees (2017) stated that unitarism is a utopian concept argued
about the role of organisation as absolute. Due to absence of any monitoring authority it
becomes evident that the employees can never get what they deserve.
 Moreover, clash of interests is also an important aspect pointed out that the primary
objective of every private organisation is to maximise its profitability. On the other hand,
the employees seek to fulfil their interests. Therefore, clash of interest can hamper the
effective business orientation easily.

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Conclusion
From the above discussion, it can be stated that both the interest of the employee and the
organisation is important in order to bring a peaceful and profitable business environment. In this
regard, the unitarist employee relationship theory is filled with benefits and drawbacks. As per
the benefits it helps the organisations to take independent decisions and focus on building better
cooperation between employees and employers. However, the clash of interests and exploitative
nature of the company can be possible obstacle. Despite of that it can be concluded that the
unitarist framework is highly relevant in the 21st century where market liberalisation is at the
pinnacle and the organisations set employee friendly strategies to sustain in the high competitive
market.

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