There are two broad opposing frames of reference on the role of trade unions:
There are two broad opposing frames of reference on the role of trade unions:
The Unitary perspective
To talk of unitary frame of reference is to refer to a way of thinking, a mind set of assumptions, attitudes, values and practises relating to management and organisational membership. This perspective is based on the assumption that in order to achieve success, members of any given organisation, despite their different roles, must share the same goals, objectives and values. The unitary perspective finds expression through the implementation of mission statements and measures success through the actual achievement of set objectives. Workers are considered to be loyal, and the prerogative of management is accepted as parental, and in everyone’s best interests. Management should be the one focus or loyalty.
“Any business must mould a true team and weld individuals efforts into a common effort. Each member of the enterprise contribute something different, but they must all contribute towards a common goal. Their efforts must all pull in the same direction, without friction, without necessary duplication or effort.” DRUCKER
The involvement of unions may undermine management authority and divide loyalties. Trade unions may be seen as a useful channel of communication, but are no longer strictly necessary, and is seen as counterproductive in offering support to potentially disruptive elements. Therefore organisations that assume this perspective tend to dissuade involvement of unions within their organisations but empathises heavily on team building in management training, so as to prevent conflict.
Advantages
- Consensus and harmony is emphasised.
- Individuals are socialised into a team culture
- Respect for the employee, their integrity and dignity, is emphasised.
- It is the managements job to integrate hard and soft, technical and social decisions/activities within the firm.
Disadvantages
The unitary approach cannot easily accommodate unorthodox individuals (people who want a life outside of work) and who do not see themselves as being in the same boat with everyone in the organisation. There are both locals and cosmopolitans in the firm with varying degrees of loyalty, commitment, willingness to give their all or withhold some of themselves from absorption into the ‘unitary culture.’ The unitary team approach is a small group approach, which can be seen as warm, cuddly and friendly and does not readily accept:
- Different viewpoints
- Criticism of organisational norms and universal directions
- Unwillingness to be absorbed into the whole
A unitary frame of reference is not just about unions and industrial relations, it is a term which reflects the projections and maintenance of a ‘togetherness’ or understandings and essential values accepted by members of organisations. Thus it is typically a managerial frame of reference which does not easily reconcile itself with organisations or societal positions, which are distinctly more political and pluralistic frames of reference.
The Pluralistic perspective
The pluralistic perspective is that of an organisation that is more diverse with clear differences of values and interpretations existing between interest groups. In this organisation, the prosperity for competition and conflict between individuals and groups at many levels is more endemic than harmony and consensus. Constant competition and conflict may lead to extreme matters where the situation may spiral out of control and may need an external influence such as a union to help remedy the situation. Management has to create a workable structure for collaboration, taking into account the objectives of all the various interest groups or stakeholders in the organisation. A mutual survival strategy, involving the control of conflict through compromise, can be made acceptable in varying degrees to all concerned. In the mid 1960’s the recommended procedures to channel conflict and reduce its harmful potential included:
