Unitarism vs Pluralism
Unitarism and Pluralism are two terms or concepts that differ from each other in their definitions and approach. It is indeed true that both these terms are often used in the sphere of human resources development.
Unitarism consists in the belief that the management and workforce, or the groups of employees are working together for the good and the welfare of the company. Pluralism on the other hand, is the belief that the way to achieve good industrial relations is to acknowledge that the various groups of employees have different requirements, and make different demands. It is important for the management that the compromises have to be reached.
It is important to know that the unitarists are possessed with the view that within any organization for that matter both the management and the employees share the same agenda. The experts of unitarism call it as ‘a unitary outlook’. On the other hand, pluralism does not believe in the power exercised by the management. This is one of the main differences between unitarism and pluralism.
Pluralists encourage that a particular system be followed in the interest of the organization. It opines that power is nicely dispersed rather than concentrated in the hands of a few individuals. Pluralism gives ample opportunity for employees to voice out their opinions. On the other hand, unitarism believes in the perception of the entire organization as one big family.
The management and the staff share common objectives, interests and purposes according to unitarists. It has a paternalistic approach, and it expects the loyalty of the employees. Pluralism on the other hand, is not paternalistic in its approach and hence, it does not expect the loyalty of the employees. These are the important differences between unitarism and pluralism in the arena of human resources development.