A Critical Evaluation of the Unitarist Theory in Modern Organizations

This essay provides a critical analysis of the Unitarist Theory, a key concept in industrial relations that emphasizes organizational unity and a harmonious relationship between employers and employees. The essay contrasts the Unitarist theory with alternative perspectives like Pluralism, which supports labor unions and collective bargaining. It explores the theory's implementation in contemporary organizations, highlighting both its advantages in fostering cooperation and potential drawbacks, such as trade barriers arising from centralized management power. The essay also discusses business drivers that can facilitate the effective application of the Unitarist theory, such as human resource management practices and organizational expansion. A case study of Indevco in London illustrates the practical implications of Unitarism, particularly its influence on labor relations in the United Kingdom. The analysis concludes by weighing the benefits of the Unitarist theory in promoting organizational harmony against its limitations in addressing employee rights and potential power imbalances. Desklib provides a platform to explore more such solved assignments and past papers for students.

Running head: CRITICAL ANALYSIS OF THE UNITARIST THEORY
Critical Analysis of the Unitarist Theory
Name of the Student
Name of the University
Author Note

1CRITICAL ANALYSIS OF THE UNITARIST THEORY
Introduction
In an organization, the relationship between the employees and the employer is of vital
significance. This is so because the employer needs to recruit people who will contribute to the
productivity level of the organization (Cullinane and Dundon 2014). As such, without such
employees the employer has no hopes of running his company in a smooth and efficient manner.
He will also be deprived of his expected profit level as without any production, no goods and
services will be purchased by the target consumers. On the other hand, the employer plays a
significant role on the lives of the employees. The organization exists because of the employers
and it is by working in this organization that the employees are able to earn their living
(Greenwood and Van Buren 2016). Moreover, the wages earned by the employees and the extent
to which the profit level is shared with the employees also depends upon their relationship with
the employer. This essay seeks to understand the relationship that exists between the employer
and the employees. Furthermore, this essay tries to analyze this relationship based on the
important concept of unitarism which is observed in an organizational framework. The essay
critically analyzes this theory of unitarism and looks at other theories and their inherent
advantages. In conclusion, the essay provides the importance of maintaining a healthy
relationship on the part of the employees and the employers with each other.
Unitarist Theory
The relationship between the employers and the employees is significant to understand as
it is important for the maintenance of industrial relations (Offer 2014). Industrial relations is
considered to a multi-disciplinary field that takes in to consideration the relationship of
employment. There are many outside factors that impact the relationship between an employer
and an employee apart from the inherent factors of an organization.

2CRITICAL ANALYSIS OF THE UNITARIST THEORY
In order to understand this relationship, there is a need to take recourse to one of the most
popular theories of industrial relations that is the theory of unitarism (Sargeant 2015). According
to the Unitarist theory, emphasis is given to the organization and the basic culture of the
organization. This theory stresses on the cultivation of a healthy relationship between the
employer and the employees, believing that in the happiness of one lies the happiness of the
other (Stagg et al., 2013). As a consequence, the Unitarist theory does not believe in the concept
of a labor union. The main motive behind the organization of a labor union is to persuade the
employer to give more concessions to the employees in terms of increasing of wages and
reducing the working hours of the employees. This puts a lot of strain on the employer as he has
to keep his organization running in a smooth and efficient manner and therefore, has to abide by
the demands of the labor union (Stewart 2014). Thus, the presence of a labor union signifies a
negative relation between the employees and the employer.
Relevant Theories
According to the Unitarist theory, emphasis is given to the organization and the basic
culture of the organization. This theory stresses on the cultivation of a healthy relationship
between the employer and the employees, believing that in the happiness of one lies the
happiness of the other (Stagg et al., 2013). As a consequence, the Unitarist theory does not
believe in the concept of a labor union.
Pluralist theory emphasizes on the importance of labor union and the idea of collective
bargaining. The main idea advocated by this theory is that the employees should have the
freedom of their own dignity and should be able to fight for their won rights to which they are
entitled to within such organizational framework. As such, the Pluralist Theory places

3CRITICAL ANALYSIS OF THE UNITARIST THEORY
importance on the sovereignty of the employees, while undermining the important role played by
the employers. This is in stark contrast to the Theory of unitarism.
Implementation of the Unitarist Theory in the contemporary world
In the contemporary world, there are many laws and regulations that try to cultivate a
harmonious relationship in an industrial organization. People have realized the importance of
private organizations as they help in the growth and development of an economy (Waiganjo and
Nge’the 2017). The production of different goods and services in an economy contributes to the
increase in the standard of living of the people. For this purpose, there is a need to ensure that the
various industries of an economy are working effectively and in an efficient manner so as to keep
the people of that nation satisfied (Abbott, Mackinnon and Fallon 2016). As a result, the basic
constituent units of the organization, that is the employers and the employees needs to be focused
upon.
Trade Barriers
The Unitarist theory places a lot of importance and emphasis on the concept of the
management. It is the management level who has all the power and the authority. Due to the
presence of such centralization of power, an important factor arises with respect to trade. Since it
is the manager who decides on all the important aspects of business, it might pose a severe
problem to trade for the organization. The employees might feel aggrieved with their loss of
power in the firm and hence, might not work to a suitable standard. As a result, the production
level of the organization might fall and no exports can be done.
Business Drivers
Business drivers are considered to be those elements which effectively help in the growth
and development of the organization. Moreover, business drivers are considered to be those

4CRITICAL ANALYSIS OF THE UNITARIST THEORY
activities and key input factors that aid in the positive growth of the finances of the organization
and its organization structure. Some of the important business drivers are the human resource
manager, the people who are engaged in sales, the number of outlets of the organization is
different parts of the world, the quantity of products sold and so on.
In order for the Unitarist theory to work effectively, there are certain business drivers that
aid in the propelling of the business towards growth. One of the most important factor in the
Unitarist theory is that of the human resource manager. In order to satisfy the demands and
desires of the employees of a concerned organization, the post of human resource management
has been developed in the present world. It is the sole responsibility and the obligation of the
human resource manager to ensure that the employees who are enrolled in the organization are
not over burdened with their work and not under paid for their efforts to the growth of the
organization (Cafferkey et al., 2017). According to the Unitarist theorists, such a system of
human resource management enables the organization to eliminate the need for a labor union.
The human resource manager of an organization is quite different in tis functioning from that of
a labor union. The human resource manager is concerned with the growth of the organization and
the well-being of the constituent units of that organization. This includes both the employers and
the employees (Quinlan 2018). It makes certain policies and regulations within which the
employees are required to conduct themselves and if they do adhere to such policies, they are
rewarded. Moreover, these policies and regulations are pre=approved by the employer hence,
there are no instances of conflict between the two classes.
Another business driver is that of number of outlets that the organization has across the
region. If the number of outlets of the firm increases at an exponential rate then it means that the
organization is functioning in an efficient manner (Edwards 2017). The main objective of the

5CRITICAL ANALYSIS OF THE UNITARIST THEORY
organization should be effectively communicated to the employees and the other staff members
and the achievement of such goals should be priority of not only the employer but also of the
employees. Thus, the employers should keep the employees properly motivated so that they are
able to achieve their daily targets (Bingham 2016). The more the employees work, the
production level will increase. This, as a consequence, will lead to the increase in the number of
stories.
On the other hand, the requirements from the employees are of similar nature. The
Unitarist theory requires the employees to adhere to the objectives of the organizations and align
their interest with the interest of the organization. They should not try to coerce the employer to
follow their demands through the institution of a labor union.
Example of a Company in London: Indevco
London is the country where the Industrial Revolution first emerged. During this time,
the employers had all the power and authority vested in their hands while the employees had to
work in accordance to the dictates of their master (Pdfs.semanticscholar.org, 2019). There was
no sense of freedom for the employees in the sense that they could not form any trade unions as
such. People had to work in whatever work was available. In this sense, the theory of Unitarism
can be seen to be well established in the context of the region of London. A contemporary
organization based in London in United Kingdom which can be seen to be working in
accordance with the principle of Unitarism is that of Indevco (Pdfs.semanticscholar.org, 2019).
The management of this company believed that the operational changes of this organization
could be effectively institutionalized if there was no form of collective bargaining in the form of
trade unions. As a result, it can be observed that the organization did not believe in conferring
powers to its employees. The senior managers of the organization associated the issue of labor

6CRITICAL ANALYSIS OF THE UNITARIST THEORY
union with negativity and stagnation of the productive work of the firm. The managers believed
that the employees should have a higher form of believe on the employer and that they should
consult with the employer rather than holding any kind of negotiations,
This can be observed to have a high degree of influence in the work ethics in London.
The system of trade unions is comparatively very weak within the region of United Kingdom as
the employees hardly revolt or rebel against their employers. Moreover, the system of lobby is
also comparatively ineffective in London. As a consequence, it can be seen that the theory of
Unitarism is well implicated in London. Unitarism refers to the condition where more
importance is given to the organization of the institution. Power under this system rests within
the hands of the employer rather than on the employees. Moreover, under this system, the issue
of labor unions does not seem to exist.
Critical Analysis of the Theory of Unitarism
Advantages of the Unitarist Theory
The advantage of the Theory of Unitarist is that it tries to create a harmonious and
cooperative relation between the employers and the employees. It discourages the formation of
any groupings within the organization which have the capability to deter the organization in
trying to achieve its profit motive. Instead, it emphasizes on the smooth functioning between the
two constituent units so that the organization can scale and reach newer heights. This is
important because any conflict between the employer and the employees will only have a
negative impact upon the business. In their conflict, the production level will suffer which will
lead to a considerable fall in the profits earned by the organization. This will have a detrimental
impact not only on the profit of the manager but also on the salary and wages of the workers. The
Unitarist Theory therefore can be presumed to efficiently solve this problem of hierarchy. The

7CRITICAL ANALYSIS OF THE UNITARIST THEORY
employees encouraged by this theory will hardly rebel against their employers and hence, will
work for the better development of the organization.
Disadvantage of the Unitarist Theory
An inherent disadvantage of the Unitarist Theory is that is does not encourage the
introduction of critical thinking within the premises of the organization. Every one working there
are required to follow the same thought pattern. This greatly reduces the scope of diverse
thinking which might severely impact the working of the organization (Cullinane and Dundon
2014). If the scope of the functioning of the organization is limited then the productive capacity
of the same shall also be limited. Low production level of the company would mean low margin
of profit, thereby adversely affecting the main motive of the employer. In order to counteract the
Theory of Unitarism within the field of organizational framework. The idea of pluralist Theory
was introduced.
Conclusion
In conclusion it is observed that it is important to maintain a healthy relationship between
the employees and the employers for the benefit of the organization and also of the society. If a
smooth relationship is maintained within the organization then the production level of the firm
would increase considerably. The workers would not feel over burdened with their work and will
also feel justified with the amount of money they receive as their wages. The sale of such goods
and services produced by the organization will ensure a greater profit margin for the employer,
thus keeping him happy. Both the parties will be content in their own sphere, thereby eliminating
the scope of any friction and the consequent need for a grievance redressal mechanism. This has
been largely advocated by the Theory of Unitarism. However, the paternalistic approach of the

8CRITICAL ANALYSIS OF THE UNITARIST THEORY
theory combined with the discouragement of any association of the workers put this theory under
severe criticism.

9CRITICAL ANALYSIS OF THE UNITARIST THEORY
References:
Abbott, K., Mackinnon, B.H. and Fallon, P., 2016. Understanding Employment Relations. OUP
Catalogue..
Bingham, C., 2016. Employment Relations: Fairness and Trust in the Workplace. Sage
Cafferkey, K., Harney, B., Dundon, T. and Edgar, F., 2017. Unravelling the foci of employee
commitment. Journal of Organizational Effectiveness: People and Performance, 4(1), pp.2-17.
Cullinane, N. and Dundon, T., 2014. Unitarism and employer resistance to trade unionism. The
International Journal of Human Resource Management, 25(18), pp.2573-2590.
Edwards, P., 2017. Book Review: Framing Work: Unitary, Pluralist and Critical Perspectives in
the Twenty-first Century.
Greenwood, M. and Van Buren, H.J., 2017. Ideology in HRM scholarship: Interrogating the
ideological performativity of ‘New Unitarism’. Journal of Business Ethics, 142(4), pp.663-678.
Offer, J., 2014. Robert Pinker, the Idea of Welfare and the Study of Social Policy: On Unitarism
and Pluralism. Journal of Social Policy, 41(03), pp.615-634.
Pdfs.semanticscholar.org. (2019). [online] Available at:
https://pdfs.semanticscholar.org/8e96/b68c0110b9d38d2074d403519ec64a6262c1.pdf [Accessed
30 Mar. 2019].
Quinlan, M., 2018. Framing Work: Unitary, Pluralist and Critical Perspectives in the Twenty-
first Century/Perspectives on Contemporary Professional Work. Relations Industrielles, 73(1),
pp.204-207.

10CRITICAL ANALYSIS OF THE UNITARIST THEORY
Sargeant, M., 2015. Employee consultation. Employee Relations, 23(5), pp.483-497.
Stagg, S., Sheridan, D., Jones, R. and Speroni, K., 2013. Workplace Bullying. Workplace Health
& Safety, 61(8), pp.333-338.
Stewart, P., 2014. Employee relations. [Bingley, UK]: Emerald.
Waiganjo, E. and Nge’the, J., 2017. A Critical Evaluation of the Applicability of Unitarism
Perspective in Contemporary Employment Relations. DBA Africa Management Review, 2(3),
pp.55-68.