Industrial Relations Perspectives and Workplace Change

Running head: WORKPLACE CHANGE
WORKPLACE CHANGE
Name of Student
Name of University
Author’s Note

1WORKPLACE CHANGE
Introduction
There are four main industrial relations perspectives or orientations, the four of them
areRadicalism, Pluralism, Unitarism and Feminism. All these theories have their own
importance in the field of implementing change in workplace. The essay describes regarding
a specific case study in where the organization goes through a major change. This changes
had been taken place for betterment of the organization (Johnstone and Wilkinson 2018).
Some theories that had been used by this organization include Utilitarian, pluralism,
feminism and Marxism. Among these some better fit the situation of the organization and
some does not. This essay discusses regarding an orientation or perspective that actually fits
better compared to others. It also discusses regarding the issues faced by the organizations
and how they were solved with the help of a committee. It further discusses regarding the
features of the theories that has been applied in the case study. After that the essay relates to
various some features of other theories that does not apply in the case study.
Discussion
Radicalism can be defined as a process with the help of which a group or a specific
individual moves ahead in adopting increasingly extreme social, religious or political ideas as
well as aspirants which aim in rejecting or undermining the contemporary ideas along with
the expressions of the nation (Upchurchand Taylor2016). Usually the outcomes of the
concept of radicalism are formed with the help of the ideas as well as expressions of the
nation. Pluralism can be defined as the holding two or more positions or offices at the same
time, it can also be defined as a state of particular society where members of different racial,
radical, religious or various social groups that develop and maintain their special interest
along with their traditional culture within the confines of the same civilization.

2WORKPLACE CHANGE
Unitarism can be defined as managerialist stance that assumes that all the employees
who belong to an organization is a member of a specific team which has a common objective.
The objective is common for all the employees. This term embodies a specific central
concern of Human Resource Management which the people of organization irrespective of
their post must share the similar objective and they work under the same roof with peace and
harmony. From the point of view of the concept of Unitarism objectives that are conflicting
are considered as dysfunctional or negative (Gall2018). Feminism is usually a range of
movements that share a specific goal that is common in nature for every member or
employee. The goal is to define as well as maintain, achieve and establish economic,
political, social and personal equality of different sexes. This deals with the aspect of seeking
to establish professional opportunities for both the genders, men as well as women.
Explanation of the change attempted
Roadside Assistance Call Centre had a great level of turnover as well as difficulties in
functioning with their operating principles. The organization used to face issues like
insufficient communication with employees, sudden turnover of the employees in a chunk.
They were not able to figure out the issues faced by the organization (Tapia, Ibsen and
Kochan 2015). The organization and its management team concentrated on improving their
services and improving their working principles. They undertook measures to improve their
customer satisfaction and improve the performance of the organization. The management
team aimed in making the organizational environment a strict one with a definite working
principles, a definite dress code and many more. Besides these they did not concentrate much
on the issues faced by the employees and they did not have any objective in improving
employee satisfaction. This had resulted in employees feeling less important and the turnover
rate increased. The employees had numerous problems with the working timings, dress code
of the organization (Shaw, McPhailand Ressia2018). The employees had grudges among