The paper “ Adoption of the Performance-Pay Related System in Different Departments according to Radical, Unitarist, and Pluralism Approaches” is a spectacular example of a case study on human resources. In enabling a business to attain its goals and objective, it is important to establish a good relationship between the employees and the employers. The manner through which employees associate with each other is also of crucial importance in enabling a business to achieve the best possible outcomes. Several approaches have been used to define how the relationship between workers and between them and their employers should fair.
The paper will use the various approaches to solving managerial problems to the case study provided regarding Leicester International Pathway College. The aim of every business is to increase the profit generated whereas increasing efficiency. That goal is unattainable without the help of the employees. The workers, on the other hand, require employment so as to develop financially and skill-wise. Many challenges have however faced the mutual relationship between the two parties in the past such as overworking or underworking with no bonus or without deductions respectively (Venkataramana, 2007).
Industrial relations have been established by making an agreement on the interactions between them stating what is expected of each to safeguard both parties from such challenges. Traditionally, the relationship between the managers and employees was defined by the agreement made by unions. New developments accompanied by the breakdown of unionism have changed the pattern. Nowadays the interaction between the employees and the workers is established at a company's level through the establishment of industrial relations (Colling & Terry, 2010). Bargaining on the type of industrial relations to be adopted in a given company involves two main parts.
These are market relations and managerial relations. Market relations involve bargaining regarding the wages for labor, taking into concept the hours to be spent at work and the allowances for extra hours worked (Venkataramana, 2007). It also discusses on the holidays and the rights each has to pension schemes. Managerial relations, on the other hand, outline the management expectations of the employee. Some of the bargaining made include the amount of work expected to be done in the stated time and specifies the tasks and the conditions for changing the roles.
It also assigns a supervisor who is responsible for checking the tasks as well as the penalties the employee will incur for failure in meeting the stated obligations (Venkataramana, 2007). In solving issues in the workplace, several tools can be used to help in analyzing the relations between the employees and their managers. The standard approaches include unitarist, pluralist and radical (Venkataramana, 2007). Design departmentIn the case study provided regarding the adoption of the performance-pay related system, workers in each department present conflict that can be solved by the unitarist approach.
Those employees at the design departments have personal goals that the management is failing to help satisfy. By employing the unitarist approach, which indicates that cooperation is the best way of achieving the aims of the organization as well as those set by the management, the conflict will be quickly resolved. Employing the employees as consultants instead of full-time employees will not only help retain the very talented and skilled workers who are leaving the company, it will also assist in positioning the company as the most important institution for both the managers and the designers.