The paper "Liberal Party’ s Unitary Approach in Workplace and Employee Relations" is an outstanding example of a management case study. Based on the types of employment relations reforms suggested, the Liberal Party can be classified as a unitarist. Throughout the electioneering period, the party was seen to seek a harmonious relationship between the employee and the employer and perceiving unions as having much power. The newly elected government frequently identified the need for reform before and during their sustained ideological campaign along these lines (Donnison 2013). Debate on Australian industrial relations in 2013 and the proposed changes by the Liberal Party leader Tony Abbot basically focused on two points of view on legislation as a structure that needed reforms in regulation of the workplace within Australia.
These perspectives extensively followed the merits determined by Fox between pluralist and unitarist industrial relations (Colley 2005). The Liberals’ stance covered a wide range of issues, namely decentralizing the determination of employment terms and conditions, issues on whether the trade unions should be left as the principal agents for bargaining worker relations, the significant legal status of unions, wage-fixing, matters of whether the strike action is justifiable and the role of Australian Building and Construction Commission (Liberal 2013). While there was a general consensus in Australia on the need for change in employee and employer relations, the debates were stimulated by divisions about how the particular change was to be effected and the extent to which the changes should range.
A keynote element of the Liberal party’ s campaign was that in regard to the institutions’ conciliation, arbitration and wage-fixing was paramount. Mr. Abott is on record for stating that under the policy, the Liberal Party promised to extend access to the individual flexibility arrangement to all employees while emphasizing that employees would not be exempted by enterprise bargaining agreements (Griffiths 2013).
Mr. Abbot has further promised to restore the significance of productivity in enterprise bargaining under the Fair Work Act. The unitary perspective is identifiable by an emphasis on cooperative relations at the workplace. The perspective is not in line with the assumption that hostility exists between the employees and the employers and that conflicts are greatly due to external trade unions or agitators whose intrusion upsets the harmonious state of relations (Sisson 2008). Proponents of the unitary perspective depend on the liberal use of teamwork when conceiving the nature of the employment relationship (Colley, 2005).
These characterize the Liberal Party’ s approach to employment relations. In particular, employers often apply the team analogy when describing relations in the organization basing on the premise that employees and employers share the same goals, which renders the trade union representation unnecessary. Indeed, one of the policy reforms promised by the Liberal party is ensuring the provisions for union’ s right of entry are fair (Liberal 2013). Several theories have provided evidence that the unitary perspective motivates developments in the modern-day employment relations (Ross and Bamber 2009).
According to some studies, employers expressed opposition to trade unions and contempt to the employment relationship (FDS 2013). Further, they emphasized the extent to which an organization was generally a “ happy team. ” Criticism of Liberal Party’ s Employment Policy However, assurances of the Liberal Party’ s policy reforms have failed to quell criticism by unions. ACTU president Ged Kearney expressed deep concern on the push for greater access to ‘ individual flexibility arrangements.
She seemed to emphasize the need for pluralist perspective, and the need for the Liberal Party to acknowledge that antagonism exists in the employment relationship, and hence it is potential for conflicts (Griffiths 2013). In relation to the employment relations, the pluralist perspective recognizes that employees and the employers may have divergent views and interests that will have to be reconciled if the organization has to function efficiently (Bourke 2013). The pluralist concern of this perspective is to ensure that any possible conflict may arise based on these differences that are managed in a manner that prevents them from causing disruptions (Sisson 2008).
There is also an emphasis on formulating procedures intended to resolve the conflicts, specifically the establishment of bargaining relationships with trade unions because of the differences of interests that are likely to exist within the organization (Ross and Bamber 2009; McDonald 2005).