Although unitarism have been proven to represent old-fashioned and unrealistic ideas, many managers nowadays follow this approach. They believe in a harmony of interests between them and their employers. However, practice has proven little resemblance between the employees' desires and interests, and those of their employers. Therefore, with such an approach to the employment relationship, conflict is inevitable. The 1998 Workplace Employee Relations Survey revealed that 72% of workplace managers consult directly with the employees, and not with trade unions.
In the pluralist approach conflict is considered to be inevitable because various organizations take part in determining the rules of employment. Given the fact that each of these participating organizations has its distinct bases of authority, the risk of a conflict emerging is inevitable. The radical view is meant to be a critique of pluralism.
Conclusion
Conflicts are inevitable within any organization's employment relationship. Given the fact that employers and their employees will never agree on issues concerning pay, working conditions, interests, objectives, and opinions regarding the labor process, conflicts will emerge in any company, sooner or later. They can only be diminished and kept under control through conflict management strategies applied by the companies' managers. The most important causes that make conflicts inevitable are related to pay, communication and leadership. In very few cases, conflicts might be avoided, if anticipated in time, so that managers can take adequate measures that neutralize the possible causes that generate conflicts.
Reference List
Gordon, Judith R. 1996. Organizational Behavior. A Diagnostic Approach. Fifth Edition. Prentice Hall International, Inc., Boston.
Dawson, Patrick. 1995. Troubles with TQM - Pirelli Cables Australia Limited. Managing Service Quality...
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