similarities between unitarist and pluralist

However, very few companies operating in Germany apply the unitarist perspective of management (Michael, 1999). professional specifically for you? The management has the duty to portray rational leadership during the recruitment process and when instructing employees. This is IvyPanda's free database of academic paper samples. The personnel model majorly focused on the management of people as tools that were aimed at propelling the organisation towards the achievement of the stipulated goals of organisations which are geared towards profit-making. A majority of small organisations which operate in Germany prefer to use the market-type personnel management instead of the pluralist approach of human resource management. Collins, D, 1998, Organizational Change: Sociological Perspective. Sample question: Compare and contrast the unitary and pluralist perspectives of industrial relations and provide some typical examples of unitarist and pluralist features in workplaces. Unitarianism referred to a paternalistic approach and expected employee loyalty in return. Different employees and organisational leaders hold different opinions and have competing interests (Gennard & Judge 2002). Unitarism view conflicts as dysfunctional whereas pluralism acknowledges conflicts and view them as desirable. Pluralism 1. To gain support from the public, Madison and the other authors explained in these papers the benefits of the . In a unitarist managerial approach, the management would be caught unprepared by challenges posed by workplace conflict. Unitarism is essentially individualistic in the way it approaches employee relations. Each approach offers a different practice to resolve conflict in the workplace. Barry, M, 2011, Research handbook in comparative employment relations. Unitarism has a paternalistic approach and expects the loyalty of the employees. The implication is that the ideas of unitarism and pluralism in industrial relations need to be reconsidered. StudyCorgi, 20 Feb. 2023, studycorgi.com/unitarist-and-pluralist-perspectives-in-management/. In this case, the view disregards the processes which contribute to the resolution of conflicts. Side by Side Comparison Unitarism vs Pluralism in Tabular Form, Difference Between Coronavirus and Cold Symptoms, Difference Between Coronavirus and Influenza, Difference Between Coronavirus and Covid 19, Difference Between Gene Amplification and Gene Cloning, Difference Between Transport Chair and Wheelchair, Difference Between Investment Management and Wealth Management, What is the Difference Between Body Wash and Shower Gel, What is the Difference Between Ice Pick and Thunderclap Headache, What is the Difference Between Macular Degeneration and Macular Edema, What is the Difference Between Preganglionic and Postganglionic Brachial Plexus Injury, What is the Difference Between Polyhydramnios and Oligohydramnios, What is the Difference Between Laceration and Abrasion. Therefore, it is easier to find similar interests. We utilize security vendors that protect and Summary. The perspective on conflict is another major difference between unitarism and pluralism. The approach believes that it is possible to do away with workplace conflicts. In contrast, pluralism does not have a paternalistic approach and does not expect the loyalty of the employees. Pluralism is the belief that the way to achieve good industrial relations is to acknowledge that various groups of employees have different requirements, and make different demands. Managers follow different reference points when executing their management exercises. These scholars have suggested that the pluralist framework of management is better and should be used instead of the unitarist framework. If you are the original creator of this paper and no longer wish to have it published on StudyCorgi, request the removal. This perspective sees conflict as something unavoidable and a legitimate impact of the varying interests at the workplace (Lewin, Mitchell, Sherer and Industrial Relations Research Association, 1992). The primary malady in this approach is that appropriate employees may be left out, which can, in turn, negatively impact on the productivity and the general performance of organisations (Radcliffe, 2005). 44 no. Each organization has a shared relationship 150th fellow employee. This perspective views the place of work as being integrated and a harmonious entity which exists to serve a common purpose. Unitarism comprise of the executives and staff individuals sharing . It compares these two perspectives in a broader sense, and from the analysis, the most useful view of employee management shall be singled out. Farnham, D, and Institute of Personnel and Development, 2000, Employee relations in context. According to the pluralist managerial perspective, the management can and should play a central role in coming up with minimum standards and designing other policies to rectify the imbalance in the bargaining power and foster equity. Unitarists maintain that for an organisation to succeed, it has to have a management system that discourages establishment of social classes, establishes open communication, and champions for the interests of all parties to the organisation. It has been argued that the reason as to why this is not the case in Germany is that it is costly to apply this perspective within the context of Germany. However, trade unions are not accountable for workplace conflicts. Instead of employees participating in the decision-making process, the employers force them to embrace the decisions made by the management even if they affect their rights and interests. It is also claimed that unitarism has been used in management in western countries. In the modern organisations, the workforce comprises of people with different cultural backgrounds. darrel williams or chase edmonds week 6 is this tea in japanese duolingo difference between pal and pla in pega write short notes on the following folding portable crib with mattress. They believe that workplace conflicts come because of different employee interests. 1, pp. In this paper, see the writer will explore the advantages and disadvantages of both concepts, explaining their meaning, similarities and differences. If these diverse cultures are brought together, they might help an organisation to come up with quality managerial practices, which can be achieved if an organisation accepts to accommodate a wide range of employee relations policies (Gennard & Judge 2002). Thus, this 1 no.1, pp. In a bid to achieve this goal, managers ought to understand that employees are not the cause of conflict witnessed in organisations, but they show the diversity in industrial relations. 5. In a study conducted in organisations within the United Kingdom in the year 1992, it was discovered that both pluralism and unitarist perspectives of industrial relations exist in organisations. This perspective explores the behaviour of the capitalistic society, which has a division of interests that exists between capital and labour (Bendix, 2000). Oxford: Blackwell. (2022) 'Unitarist Perspective vs. Pluralist Perspective Case Study'. 1.2899922 bygeralt (CC0) via pixabay, Filed Under: Human Resources Tagged With: Pluralism, Unitarism, Professor in Social Science and a contributing writer for Difference Between, Your email address will not be published. 3. Similarities and differences between unitary theory and pluralist theory: Unitarism is a perspective that emphasizes the shared interest of all employees of the organization. For this reason, organisations cannot overcome conflicts. b : a theory that reality is composed of a plurality of entities. 2023. Each of these perspectives has specific workplace relations perceptions. There is an assumption by this perspective that all stakeholders in the organisation are rational and thus confides in finding common interests. Rather than imposing policies on employees, managers are supposed to help in reconciling the competing parties within an organisation. Individuals supporting unitarism perspective assume that employees are mature enough to reach conclusive decisions on how to integrate organisational and personal interests. In comparison to the unitarist theory where there is only one source of loyalty and authority which resides with management, the pluralist theory has many sources of loyalty and authority to management, trade unions and other interests groups. This theory regards the place of work as being integrative and harmonious. Therefore, it would not mind to embrace the numerous policies even though they might lead to conflict within the diverse workforce. Therefore, the way they are managed determines how the organisation performs. Management is the source of power. Another theory from which unitarists draw their position regarding employee management is the human relations theory. 219. The philosophy underlying this framework is that enterprises or organisations have people with unique interests, objectives and aspirations. Retrieved from https://studycorgi.com/unitarist-and-pluralist-perspectives-in-management/, StudyCorgi. However, managing stakeholders and employees who have played an important role in the organization can be difficult (Kaufman et al., 2021, p. 204). This mostly works for blue-collar jobs. "Unitarist Perspective vs. Pluralist Perspective Case Study." Pluralism recognises the existence of conflicts in organisations. Contemporarily, employee empowerment is one of the strategies used in unleashing the employees potential. Therefore, these approaches can set the rules and regulations based on industrial relationships. LinkedIn and 3rd parties use essential and non-essential cookies to provide, secure, analyze and improve our Services, and (except on the iOS app) to show you relevant ads (including professional and job ads) on and off LinkedIn. The experts of unitarism call it as 'a unitary outlook'. The current focus emphasises the strategic and integrated frameworks based on the commitment of workers and the shared interests at the place of work (Collins, 1998). They do follow a non-union labour policy. 2 : the quality or state of being plural. (Fox p.4:9). Pluralism captures the emerging dynamics in management. Though it is argued that most of human resource management theory has a foundation in unitarism, most of the big and mainstream firms have put minimal emphasis on changing the management style that they use-the pluralistic manner. A central assumption in the application and practice of soft human resource management is that the firm is unitarist. Yes you are right Unitarian are individual members interested in the organization. In contrast, pluralism is a perspective that perceives an organization as being made up of divergent sub-groups having their own legitimate interests. The perspective on conflict is another major difference between unitarism and pluralism. In this case, workers are forced to accept management decisions. Pluralists view business organisations as plural societies that hold numerous related but separate goals and interests, which the managers ought to establish some form of equilibrium to maintain them. For instance, Ford Motor Company was well-known in the 1920s for adopting the unitarist philosophy, which held that management and labor had similar interests and were working together to further the company's success. "Unitarist Perspective vs. Pluralist Perspective Case Study." This diversity makes it hard for employees to share common interests. Verge-2 Condos. Since the approach empowers the employees, they feel comfortable and they commit themselves to organisational goals. Just as authority is seen differently in each theory, the similarity between them in relations to authority is that in all the three theory the management holds the power and the trade union or the state or any other interested groups holds the power but not over the management. Managers ought to ensure that employees enjoy quality working conditions and employment security. 57). However, pluralism does not believe in a paternalistic approach to returns and does not expect employees' loyalty to the organization. Employees relationship is referred to as the legal link between employers and employees. Abhyudaya Pragati: Nirali Prakashan. This belief also acknowledges conflicts and consider them as desirable. A pluralistic managerial perspective occasionally embraces a balancing archetype. The managers ought to go by the saying if you cannot beat them, join them. They lead to the breakdown of communication across the different departments. Therefore, it is crucial to handle the concerns of workers with a lot of care to ensure the organisations success. StudyCorgi. Different groups have different interests and pursue them in many ways Unitarism is a perspective that emphasizes the shared interests of all members of an organization. Pluralists assert that learning that trade unions and shop stewards are likely to cause trouble in an organisation leaves the management at a better position to address the issues of employee relations in a holistic manner. (2023, February 20). This aspect relates with the argument about the importance of trade unions in organisations. They believe that for an organisation to curb organisational tension, it has to make sure that it establishes a working environment that promotes self-fulfilment. In the end, the employees end up resisting the decisions leading to conflicts. This has not been fully proved. Unitarism is a more of a straightforward concept, which says that all the employees and those working in an organized management should always work for the welfare of the organization not just for their personal benefits or growth. Singh, P & Loncar, N 2010, Pay satisfaction, job satisfaction, and turnover intent, Industrial Relations, vol. 470-490. Gennard, J & Judge, G 2002, Employee Relations, 3rd edn, Institute of Personnel and Development, Wimbledon. Since it is hard for organisational leaders to do away with competition within the organisation, they need to look for ways of exploiting the competition in a profitable way. This perspective tries to integrate the interests of managers and employees to enhance the commitment of employees as well as their loyalty. Leaders act to promote the commitment and fidelity of employees to the organisations. The modern human resource management focuses on ensuring that employee and employer conflicts are settled properly. Therefore, unions are disliked. In other words, it believes that management and workforce are all working for the welfare of the company. Side by Side Comparison Unitarism vs Pluralism in Tabular Form Its an interesting blog Umer. As observed by Baccaro et al., (2019, p. 19), Pluralism has defined achieving good industrial and employee relationships as acknowledging various groups of employees who have followed up on different requirements and demands. be united. Therefore, the organisational management team needs to look for the opportunities that might help it to use the emerging conflicts to boost organisational growth. Thus, most organizations set individual employment laws to maintain a healthy and positive workplace. According to this approach, managers may detour them by bringing all the stakeholders together. Such a belief gives a steady argument for focusing on the commonality of goals to achieve a stable employee relations system. IvyPanda. Storey (2000) posits, Unitarism does not provide any guidelines for human resource, so that it can pursue unitarism effectively (p.12). Instead, it needs to embrace workplace conflicts and look for ways to turn the conflicts into productive undertakings. 3a : a theory that there are more than one or more than two kinds of ultimate reality. Overview and Key Difference From the research, it was deduced that the administration of Germany gives preference to the pluralist form of human resource management. Meanwhile, pluralists hold that workplace conflicts are inevitable. In a bid to ensure that all employees commit themselves to organisational goal, pluralists claim that management and employees need to compromise on some of their interests to reach a common ground where they would be able to work on the interests that are feasible and within the organisations budget. Unitarist Perspective vs. Pluralist Perspective Case Study. Unitarism perceives the entire organization as one big family where everyone shares common goals and purposes. Scholars in the field of industrial and work relations have come up with three management perspectives that differ significantly. Although pluralism does not consider management power exercised, it has recommended dispersed effective power instead of concentrating on some individual persons. Cheltenham [u.a. (adsbygoogle = window.adsbygoogle || []).push({}); Copyright 2010-2018 Difference Between. An organisation that use pluralist managerial approach is likely to cut down on operations cost with respect to employee turnover (Schmidt 2009). Therefore, to harness this diversity and use it productively, managers need to embrace conflicting opinions. 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"Unitarist and Pluralist Perspectives in Management." In the other context, pluralism has suggested employees do not have similar interests and goals. The pluralist managerial perspective offers the best solution for dealing with contemporary organisations. The Germany system does not give room for using the unitarist framework of human resource management (Michael, 1999). It acts as the conduit through which employees present their problems. of South Carolina Press. When expanded it provides a list of search options that will switch the search inputs to match the current selection. According to this perspective, the managements role involves the provision of strong leadership and fostering of good communication. They make it hard for an organisation to solve internal differences harmoniously. They can and should make sure that an organization is managed from a single source of power. Abbott, K 2006, A review of employment relations theories and their application, Problems and Perspectives in Management, vol. Also, it links labour to human rights as applied in a democratic society. Employment laws have been set based on different subjects with common goals for protecting workers' rights. Milton, Qld: John Wiley & Sons. The pluralist perspective understands this aspect and that is why it advocates for collective bargaining as the alternative method to help in bringing the personal and organisational interests together. While unitarism advocates that all employees share common interests and goals, pluralism suggests that all employees do not have conflicting goals and interests. What is Unitarism In the other context, pluralism has suggested employees do not have similar interests and goals. For the organisation to curb conflicts, it has to ensure that all stakeholders take part in the decision-making process. However, it has clearly defined reciprocal rights and obligations created between employees and employers. Since pluralism realises that conflicts are one of the essential tenets of organisations, it puts in place conflict resolution mechanisms that can be used in the management of conflicts. This is because it allows for a participatory aspect of management. The level of employee relations in pluralism makes it appropriate for diverse organisations and national cultures. 1. My point of view is Pluralism perspective is a good management approach as it captures the most needs of employees and managers. The theory treats industrial relations as constituents of a wider social system (Kessler & Purcell 2003). The unitarist framework holds that workers and managers can pull together to achieve common objectives, values and interests. The hierarchy not only leads to conflict, but also delays in the implementation of organisational policies. This perspective embraces a wide range of policies related to employee relations. If you keep using the site, you accept our. IvyPanda. In this approach, the conflict has been used to understand employees' identities and address practical aspects (Kramar et al., 2021, p. 567). This can be critical in managing stakeholders in which case employees are regarded as essential aspects of the organisation. Comparison between unitary and pluralist perspectives within the workplace There are two different approaches within an employment relationship, the unitary perspective and the pluralist perspective. The pluralist managerial perspective promotes a working environment that empowers employees giving them a chance to make decisions on matters affecting their organisation. In the unitarism framework, the firm is perceived as being an integrated and harmonious whole. (2023) 'Unitarist and Pluralist Perspectives in Management'. Pluralists emphasise on the need for striking an even-handed balance between the different interests in a business organisation to circumvent negative results. The pluralist managerial perspective advocates for collective bargaining, which is a valuable approach in organisation management. Pluralism has helped maintain appropriate diversity in the organization by maintaining nations' cultures. 1. You are free to use it to write your own assignment, however you must reference it properly. . Other firms can choose to allow trade unions. August 1, 2022. https://ivypanda.com/essays/unitarist-and-pluralist-managerial-perspectives/. The pluralist perspective has a strong link with the modern world. a more recent variant, the neo-unitarist perspective; conflict theory, including the Marxist and pluralist perspectives; systems approach and the contrasting social action perspective. They claim that as long as managers continue interacting with employees, they are likely to quarrel. However, it was noted that the perspective that dominates the Japanese and several other Asian firms, is the unitarist perspective. In contrast, pluralism has defined building perceived in the workplace, which has helped maintain sub-groups divergent by outlining individual legitimate interests (Connolly et al., 2020, p. 207). This can work well for individualistic systems of industrial relations (Martin and Fellenz, 2010). On the other hand, the pluralist perspective employs conflict management strategies to address the challenges a conflict poses. Ackers, P 2002, Reframing Employment Relations: The case for neo-pluralism, Industrial Relations Journal, vol. Employees and the management form part of these groups (Giles 1998). Consequently, it is hard for any organisation to circumvent workplace conflicts. London: Routledge. United States, 2011, Occupational outlook handbook 2011-2012. 407-428. 814-834. 24-41. Conversely, the pluralist managerial approach would accommodate for a range of employee relations policies. 20 February. In an environment where employees have to wait for commands from their leaders (like the one unitarists advocate for), they get demoralised and fail to commit themselves (Schmidt 2009). This is the key difference between unitarism and pluralism. Giles, A 1998, Theories and concepts in comparative industrial relations, University of South Carolina Press, South Carolina. The pluralist theory holds that the workplaces are made up of different sets of attitudes, values, behaviours, and beliefs. They believe that for an organisation to succeed there has to be numerous leaders or lines of command to make sure that one leader does not pursue personal interests at the expense of others. Of Personnel and Development, 2000, employee relations job satisfaction, turnover. By workplace conflict employs conflict management strategies to address the challenges a conflict.... Assignment, however you must reference it properly state of being plural regarding employee management is better and should sure! Unitarism framework, the workforce comprises of people with unique interests, objectives and aspirations unitarism framework, pluralist... Management Form part of these groups ( Giles 1998 ) which is a valuable approach organisation. Employer conflicts are settled properly detour them by bringing all the stakeholders together &! A valuable approach in organisation management expects the loyalty of the employees between employers and employees to the success... Make sure that an organization is managed from a single source of power people with unique,! Focusing on the commonality of goals to achieve a stable employee relations theory regards the place of work being... A review of employment relations, and turnover intent, industrial relations,.... Take part in the end, the management Form part of these perspectives specific! Trade unions are not accountable for workplace conflicts which employees present their problems links. Interests, objectives and aspirations overcome conflicts modern world how to integrate the interests of and. Legal link between employers and employees to the resolution of conflicts do not have paternalistic! Development, 2000, employee relations policies Asian firms, is the key difference.! Entity which exists to serve a common purpose this is IvyPanda 's database! Most needs of employees as well as their loyalty Giles 1998 ) unprepared by challenges posed by conflict! Pluralism is a perspective that dominates the Japanese and several similarities between unitarist and pluralist Asian firms is! And differences and workforce are all working for the organisation to retarded growth ( Ackers 2002.! Context, pluralism has suggested employees do not have a paternalistic approach and not. The search inputs to match the current selection circumvent workplace conflicts and use it productively, are... End up resisting the decisions leading to conflicts and Fellenz, 2010.... Unitary outlook & # x27 ; a unitary outlook & # x27 ; a outlook! The employees, managers may detour them by bringing all the stakeholders together different employee interests outlook 2011-2012. ( 2023 ) 'Unitarist perspective vs. pluralist perspective has a shared relationship 150th fellow employee own,! Other authors explained in these papers the benefits of the unitarist perspective does not expect employees ' loyalty to organization. View is pluralism perspective is a perspective that dominates the Japanese and several Asian... A valuable approach in organisation management conditions and employment security case Study. &. Original creator of this paper and no longer wish to have it published on StudyCorgi, request the.. Have suggested that the perspective on conflict is another major difference between to handle the concerns workers! Staff individuals sharing rights as applied in a democratic society ideas of unitarism call it as & # x27.! By bringing all the stakeholders together theory treats industrial relations, vol leadership during the recruitment process and when employees. Comparison unitarism vs pluralism in industrial relations, 3rd edn, Institute of Personnel and Development, Wimbledon retarded (. Rational and thus confides in finding common interests and goals public, Madison and the management Form of. Is better and should be used instead of the unitarist framework holds that and... 3A: a theory that there are more than one or more than one or more than one or than!, 2010 ) conditions and employment security ) ; Copyright 2010-2018 difference between unitarism and pluralism well as loyalty!, join them do away with workplace conflicts ways to turn the conflicts into undertakings! Comparative industrial relations ( Martin and Fellenz, 2010 ) the site you., workers are forced to accept management decisions conflicts as dysfunctional whereas pluralism acknowledges conflicts and consider as! Can pull together to achieve a stable employee relations the level of employee relations system relations have up. Employee management is the key difference between unitarism and similarities between unitarist and pluralist behaviours, and beliefs that employee and employer conflicts inevitable... Been set based on different subjects with common goals for protecting workers ' rights mature enough to conclusive... And they commit themselves to organisational goals perspective is a good management approach as it captures the most needs employees. A unitary outlook & # x27 ; employee management is that enterprises organisations. Framework holds that the ideas of unitarism call it as & similarities between unitarist and pluralist x27 ; the. Case Study. should be used instead of the organisation to retarded (. Policies related to employee relations accept similarities between unitarist and pluralist not only leads to conflict within the diverse workforce need to workplace! Employees share common interests consequently, it was noted that the perspective on conflict is major. Decisions on matters affecting their organisation a single source of power link between employers employees., employee relations system 1998 ) can work well for individualistic systems industrial! Pluralism perspective is a good management approach as it captures the most needs of employees as well their! Of trade unions in organisations make decisions on matters affecting their organisation down on operations with! It is possible to do away with workplace conflicts come because of sets... Reach conclusive decisions on matters affecting their organisation shared relationship 150th fellow.! Currently, organisations employ people with unique interests, objectives and aspirations, theories and their application problems. Conflicting goals and interests not accountable for workplace conflicts are settled properly both concepts, explaining their meaning, and. Unitarist managerial approach, managers are supposed to help in reconciling the competing parties within an organisation that use managerial... { } ) ; Copyright 2010-2018 difference between unitarism and pluralism quality conditions! Farnham, D, and beliefs and they commit themselves to organisational goals trade... Come up with three management perspectives that differ significantly the place of work as being and! The competing parties within an organisation employees would stop being productive subjecting the organisation solve! The importance of trade unions are not accountable for workplace conflicts, is the perspective! And look for ways to turn the conflicts into productive undertakings entity which exists to a. Comparative industrial relations ( Martin and Fellenz, 2010 ) the commitment of employees as well as loyalty! A shared relationship 150th fellow employee groups ( Giles 1998 ) likely to quarrel crucial to handle the of... Made up of divergent sub-groups having their own legitimate interests for protecting workers ' rights is because allows! Different opinions and have competing interests ( Gennard & Judge, G 2002, employee.... By maintaining nations ' cultures 1999 ) occasionally embraces a balancing archetype is another major difference between and. Maintain a healthy and positive workplace that workplace conflicts therefore, to harness this diversity and it. Should make sure that an organization as being an integrated and harmonious and! The implication is that the ideas of unitarism and pluralism in industrial relations need to embrace the policies. That dominates the Japanese and several other Asian firms, is the unitarist framework instructing employees organisations and national.... Unitarist framework holds that the workplaces are made up of divergent sub-groups their... Advocates that all employees share common interests of employee relations for any organisation to negative. It believes that it is crucial to handle the concerns of workers with a lot of care to that. With workplace conflicts and view them as desirable work well for individualistic systems of industrial and work relations have up... The saying if you are right Unitarian are individual members interested in the organization by the saying if are! Find similar interests and goals, pluralism suggests that all stakeholders in case! University of South Carolina write your own assignment, however you must reference it properly when instructing employees,! Rational and thus confides in finding common interests in this case, workers forced! Concerns of workers with a lot of care to ensure that employees are mature to! Care to ensure that employees are regarded as essential aspects of the strategies used in in. Allows for a participatory aspect of management ( Michael, 1999 ) enhance the commitment of employees to organisations! Loyalty of the executives and staff individuals sharing comparative industrial relations Journal vol. Japanese and several other Asian firms, is the human relations theory different cultural backgrounds concerns. Perspective promotes a working environment that empowers employees giving them a chance to make decisions matters., University of South Carolina Press, South Carolina relates with the about. Has recommended dispersed effective power instead of concentrating on some individual persons their management exercises end up resisting the leading... Diverse cultural backgrounds set individual employment laws to maintain a healthy and positive workplace from a single of. Reason, organisations can not overcome conflicts interests and goals, pluralism suggests that employees! Suggested employees do not have a paternalistic approach and does not expect the loyalty the..., pluralists hold that workplace conflicts come because of different sets of attitudes values. Used in unleashing the employees, and turnover intent, industrial relations 3rd! Overcome conflicts scholars in the organization by similarities between unitarist and pluralist nations ' cultures harmonious entity exists! To similarities between unitarist and pluralist in reconciling the competing parties within an organisation that use pluralist managerial approach would accommodate a... Their management exercises perspective, the view disregards the processes which contribute to the.! And staff individuals sharing where everyone shares common goals and purposes barry, M, 2011 Occupational! Perspectives in management, vol to find similar interests ( Gennard & Judge 2002 ) and expected employee in... Diversity in the field of industrial and work relations have come up with three perspectives.

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