HR Management essay on: Pluralist & unitarist model of human resource management

The pluralist & unitarist model of human resource management i.e. HRM has been discussed with respect to fair relationship with the employees & employers. The unitarist approach takes into consideration the various common interests arising between employees and employers. Conflict occurs in this type of an approach due to lack or poor communication between the two parties. On the other hand, pluralist approach takes into consideration divergence or conflict between the employers & employees as the different ways or processes with which the conflicts could be resolved.

Within an organization, the role of managers along with the employees has been growing in resolving the different types of conflicts. It must be seen that, the managers & employees are held responsible to reduce & resolve the conflicts. The organizations do not rely upon the resources provided by the third parties. Hence, there is a need to train all the people within the workplace (operational managers, HR managers) regarding the skills to resolve the various issues.The various conflict managers such as mediators, judges, counselors, negotiators, conciliators, etc are pressurized to provide services at a low cost. In case of lean organizations, reduction in case of employee pay will create high levels of issues as well as conflict within the enterprise. There are various common issues such as remuneration, rewards, workload, resources, etc which lead to high levels of discrepancies within the organization. With high levels of competition & globalization, the organizations operate under pressures & with shortage of well experienced and hardworking people conflicts arise within the enterprise. In case of unskilled workers, high levels of pressures would be build which would lead to conflicts such as change in the employment relationship, etc.

It is seen that all types of conflicts are destructive in nature. Most of the definitions state that, conflicts are bound to get converted into fights, clashes, struggle, etc. Some of the negative aspects attached with conflicts refer to miscommunication amongst the people involved, heightened emotion such as fear, frustration, irritation, lack of flexibility, escalation & conflict, hinders cooperation amongst the entire team, etc. Apart from the negative aspects attached to conflict there are certain positive aspects as well. They are ignites awareness amongst the issues, strengthen the relationships between the employer & employee, promotes awareness, enhances personal development.

There are two types of conflicts, industrial disputes & workplace disputes. Industrial disputes refer to the type of conflicts which majorly arises within the high levels of management. This type of dispute leads to loss in terms of time, disruptions, etc. Such types of disputes are attached with breach of law, awards & agreements. There are various factors which lead to industrial disputes such as bargaining processes, increased knowledge, increased skills, etc. In the year 2004 & 2009, the number of Industrial disputes in Australia had increased. It is seen that more than 2, 50, 000 working days in a year have been lost due to a rise in the number of strikes. The main reasons for decrease of the working days are political & economic factors.

On the other hand, workplace dispute refers to a type of dispute which would arise due to a difference amongst the thinking of the people working at the workplace. The workplace disputes have been referred to as low scale disputes. Such type of conflicts does not include loss of time & is resolved within the organization. With the help of alternative dispute resolutions (ADR), the industrial & workplace conflicts could be resolved.The use of alternative dispute resolutions (ADR) in Australia has been increasing in the recent years. The sole reason is that, ADR is referred to be quite flexible as well as a cheaper option in resolving the different types of disputes. This option also helps in building relationships & trust within the enterprises by using various processes such as collaboration between the parties, etc.

The two types of processes which have been used in industrial conflicts refer to conciliation & arbitration. Conciliation in the Australian context is often termed as disputants with the help of which they can come up to an agreement. It must be rendered that, the conciliation process is quite unsuccessful then the dispute would be termed as arbitration. Arbitration has been referred to as a process, where the lower levels of negotiator are involved so as to make a settlement. The term mediation has also been used in the Australian context. Mediation refers to a process which deals with the fact that, third party helps to achieve an agreement between the various other parties. This is becoming one of the most popular processes to resolve the agreements. The role of mediator is that of an independent agent or an umpire. Some of the advantages & disadvantages of mediation as compared to negotiation have been discussed with the fact that, mediators are more effective while resolving the disputes. Though, mediators have been termed as one of the most expensive processes to resolve the disputes but it has been referred to as one of the processes which would handle the problems of the people along with the emotional factors.The last process with which disputes could be solved is negotiation. It has been termed to as a process with which better employment relationship could be maintained based upon the working conditions, pay scale, management skills, etc. Negotiation has been referred to as one of the most important skills in industrial relations. Negotiation refers to a process wherein two or more parties have been agreed upon. The entire process could be formalized. Negotiation involves binding together the employer & employees.

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