A frame of reference refers to a theory that is used to analyze and explain the employee behavior in the work environment. In this approach the right employment policies and practices will coincide with the interest of labor and the management. (Brenneen, 2009). Any disagreement in the workplace is termed as poor employment practices. It is believed that there is only one source of authority which is the management and that it should work towards achieving employee commitment and loyalty to the organization.
It is assumed that there is harmony, mutual cooperation and understanding between the management of the organization and the workers. It is believed that the management and the workers work towards achieving a common goal and a common purpose. This means that there is a similarity and a coincidence in both the interests and concerns of the management and the workers in an organization.
Employers should come up with policies that satisfy both the institution goal and the employees' interest. The policies made should help maximize the organizations profits and at the same time help in the satisfaction of employees. (Brenneen, 2009).
The human resource managers in practicability use this approach in their duties such as; hiring and promoting employees on merit, supervision of the work and ensuring it is done rightly, offering training and development facilities so that employees can expand their knowledge, motivating employees by giving them rewards, promoting a healthy and risk free work environment, and many more. The managers also ensure that disputes in the work place are resolved amicably by using the most effective means of conflict resolution.
Human resource Managers works toward influencing the employees' psychology. Employees' social and psychological needs are satisfied in order to increase their morale and these results into increased workers productivity (Morrel, 2011). This is done by using effective management practices to carry out their duties while at the same time considering fulfillment of employees' interest.
It is believed that employees are loyal to the management and that no conflict arises in an organization. Conflicts are avoided and are regarded as harmful to the organizations. Conflicts are believed to cause harm such as disrupting operations, diversion of resources, delayed decisions and also decreased sensitivity. It is believed that conflicts are caused by poor communication, personality disorders, improper recruitment and selection process and poor management (Collins, 1998). It is also believed that the managers in an organization can be able to change the perception of employees who are in conflict.
According to Collins (1998) this approach is paternalistic where employee influence and labor unions are nonexistent. This is because employees are believed to be loyal to the organizations. Labor unions are viewed as a competing and illegitimate source of authority that only causes disruption in the workplace.
Unitarist actors view this term of reference as valid but unions view it as disguised coercion by actors who look at human resource policies through other frames of reference such as pluralist and critical frame of reference (Morrel, 2011). In order to ensure that the unitarist approach is used successfully the management ought to provide opportunities that help boost individual fulfillment and in turn employee productivity increases. With this the managers can use the different management styles according to a situation.
Strengths of this Approach
According to Morrel (2011) one of the major strength is that managers are compelled to exercise their leadership skills in order to be able to influence the employees towards achieving their goals. If the manager exercises his leadership effectively, then there will be no influence of trade unions in the organization and he is able to properly align the interests of the organization with those of the employees.
The unitarist theory also believes in integration of employees and an organizations interest in order for an organization to succeed (Morrel, 2011). This integration creates loyalty and commitment by the employees. With this employees are considered as stakeholders of an organization and their welfare is considered in examining the organizations welfare.
The unitarist approach helps in achieving a stable employee relationship to the organization. This is because it emphasizes on common values and common interest between employees and the organization. The managers work towards fulfilling of employees interest while employees work towards achievement of organizations objectives.
Criticism to Unitarism Approach
Collins (1998) thinks that this approach disregards different employees' rights and views. It is believed that employee influence in an organization and labor unions are nonexistent. The labor unions fight for employee rights. Therefore the views and opinions of employees are disregarded whereas they might be useful to the organization.
Conflicts in organizations are viewed as negative and harmful to the organization. They are seen as disruptions to the organization (Collins, 1998). However, some conflicts are helpful and important to the organization as once resolved they can lead to realization of opportunities, better decisions, improved personal knowledge and higher social cohesion.
Unitarist approach believes that there is harmonious understanding of employee relations and power as employees and the organizations share common interest. This is untrue as there has to be a conflict in order to come up with an achievement as people will not always agree on everything.
It is assumed that there is harmony, mutual cooperation and understanding between the management of the organization and the workers. It is believed that the management and the workers work towards achieving a common goal and a common purpose. This means that there is a similarity and a coincidence in both the interests and concerns of the management and the workers in an organization.
Employers should come up with policies that satisfy both the institution goal and the employees' interest. The policies made should help maximize the organizations profits and at the same time help in the satisfaction of employees. (Brenneen, 2009).
The human resource managers in practicability use this approach in their duties such as; hiring and promoting employees on merit, supervision of the work and ensuring it is done rightly, offering training and development facilities so that employees can expand their knowledge, motivating employees by giving them rewards, promoting a healthy and risk free work environment, and many more. The managers also ensure that disputes in the work place are resolved amicably by using the most effective means of conflict resolution.
Human resource Managers works toward influencing the employees' psychology. Employees' social and psychological needs are satisfied in order to increase their morale and these results into increased workers productivity (Morrel, 2011). This is done by using effective management practices to carry out their duties while at the same time considering fulfillment of employees' interest.
It is believed that employees are loyal to the management and that no conflict arises in an organization. Conflicts are avoided and are regarded as harmful to the organizations. Conflicts are believed to cause harm such as disrupting operations, diversion of resources, delayed decisions and also decreased sensitivity. It is believed that conflicts are caused by poor communication, personality disorders, improper recruitment and selection process and poor management (Collins, 1998). It is also believed that the managers in an organization can be able to change the perception of employees who are in conflict.
According to Collins (1998) this approach is paternalistic where employee influence and labor unions are nonexistent. This is because employees are believed to be loyal to the organizations. Labor unions are viewed as a competing and illegitimate source of authority that only causes disruption in the workplace.
Unitarist actors view this term of reference as valid but unions view it as disguised coercion by actors who look at human resource policies through other frames of reference such as pluralist and critical frame of reference (Morrel, 2011). In order to ensure that the unitarist approach is used successfully the management ought to provide opportunities that help boost individual fulfillment and in turn employee productivity increases. With this the managers can use the different management styles according to a situation.
Strengths of this Approach
According to Morrel (2011) one of the major strength is that managers are compelled to exercise their leadership skills in order to be able to influence the employees towards achieving their goals. If the manager exercises his leadership effectively, then there will be no influence of trade unions in the organization and he is able to properly align the interests of the organization with those of the employees.
The unitarist theory also believes in integration of employees and an organizations interest in order for an organization to succeed (Morrel, 2011). This integration creates loyalty and commitment by the employees. With this employees are considered as stakeholders of an organization and their welfare is considered in examining the organizations welfare.
The unitarist approach helps in achieving a stable employee relationship to the organization. This is because it emphasizes on common values and common interest between employees and the organization. The managers work towards fulfilling of employees interest while employees work towards achievement of organizations objectives.
Criticism to Unitarism Approach
Collins (1998) thinks that this approach disregards different employees' rights and views. It is believed that employee influence in an organization and labor unions are nonexistent. The labor unions fight for employee rights. Therefore the views and opinions of employees are disregarded whereas they might be useful to the organization.
Conflicts in organizations are viewed as negative and harmful to the organization. They are seen as disruptions to the organization (Collins, 1998). However, some conflicts are helpful and important to the organization as once resolved they can lead to realization of opportunities, better decisions, improved personal knowledge and higher social cohesion.
Unitarist approach believes that there is harmonious understanding of employee relations and power as employees and the organizations share common interest. This is untrue as there has to be a conflict in order to come up with an achievement as people will not always agree on everything.
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