Unitarist and Pluralist Approaches in HR: Perspectives and Applications in Sri Lanka



Within the study of HRM, there exist two major paradigms, which are somewhat paralleled for analyzing organizations: the Unitary and the Pluralist approaches. These paradigms consider different ways of viewing workplace relations, resolving conflict, and relating to employees, with both being applied within organizational cultures and specific societal contexts, such as in Sri Lanka.


The Unitarist Approach

The unitary view perceives the organization as an integrated entity, with one source of command and a single organizational objective. Both employees and employers belong to one work team, which works in harmony to achieve goals set by the organization. According to this perspective, conflict is unnatural; it occurs either due to faulty communication or mismanagement, rather than being inherent to workplace relations.

In Sri Lanka, many family-owned businesses and SMEs hold the unitarist view. This approach demonstrates a hierarchical structure with a paternalistic leadership style. For instance, tea plantation companies try to develop an atmosphere of unity, loyalty, and shared purpose. Managers often use motivational strategies such as non-monetary rewards or supportive work environments to align employees to organizational goals.

Yet, critics say that the unitarist model tends to neglect the diversity among employees, play down individual interests, and suppress legitimate grievances that may well cause dissatisfaction in the long run


The Pluralist Approach

The pluralist perspective views organizations as comprising different groups, each with its interests that might sometimes be in conflict. In other words, trade unions, management, and employees have different goals, and therefore conflict is a natural occurrence and would always arise in organizational life. Effective mechanisms of conflict resolution and negotiation are at the heart of this model.

In Sri Lanka, pluralist principles dominate the public sector, given the high trade union activities that influence the HR practices. In the case of Ceylon Electricity Board, for example, trade union representation has traditionally enjoyed a long history of being able to negotiate wages, fringe benefits, and working conditions for employees. Strikes and collective bargaining are used as tactics in balancing power relationships.

It is especially relevant to post-conflict Sri Lanka, where pluralist approaches are essential for workplace diversity. Organisations embracing the principle of diversity in culture and politics are better positioned to embrace inclusivity and equity. However, critics say that reliance on union power can lead to certain inefficiencies in some organizations and stifle innovation in them.


Comparative Insights and Practical Implications

While the unitarist approach fosters alignment and efficiency, there is the potential risk of 'disregarding' employee voice, which leads to disengagement. On the other hand, the pluralist model allows a voice for employee representation but might result in protracted disputes and administrative hardships.

In practice, Sri Lankan organizations benefit from a hybrid approach in which unitarist strategies to ensure teamwork and pluralist mechanisms of addressing concerns are combined. For instance, multinational companies like MAS Holdings combine employee welfare programs with structured grievance handling systems to ensure balanced human resources practices.


Conclusion

Whether the choice falls on unitarist or pluralist approaches depends on the organizational context and cultural dynamics. In this respect, the coexistence of such paradigms in Sri Lanka points to a flexible approach in HR strategies-balancing organizational goals with employee interest towards a long-term objective of success.


Links

References

University of Minnesota Experts. (n.d.). Employment with a human face: Balancing efficiency, equity, and voice.
Gunatilaka, R. (2018). Essays on women’s labour force participation in Sri Lanka [Doctoral dissertation, University of Warwick]. Warwick Research Archive Portal.
Department of Census and Statistics, Sri Lanka. (2022). Sri Lanka labour force survey: Annual report 2022. 

Comments

  1. Tharaka,MBA,LMU:E248829November 23, 2024 at 10:19 PM

    This is a concise and insightful observation on the interplay of unitarist and pluralist approaches in Sri Lankan HR practices. The emphasis on context and cultural dynamics highlights the need for flexibility in HR strategies. To enhance this, consider elaborating on specific examples of how organizations in Sri Lanka have successfully balanced these approaches to align both organizational goals and employee interests. Additionally, exploring the challenges HR faces in navigating these paradigms could provide further depth to the discussion.

    ReplyDelete
  2. Nilantha Rukshan November 23, 2024 at 11:12 PM

    This article highlights the subtle dynamics of unitarian and pluralist approaches to HR in Sri Lanka's diverse organizational landscape. Its balance of theoretical perspectives with real-world examples, such as MAS Holdings and Ceylon Electricity Board, makes it insightful and practical!

    ReplyDelete
  3. kaushi blogNovember 23, 2024 at 11:28 PM

    This post provides a clear comparison of unitarist and pluralist HR approaches in Sri Lanka, highlighting their relevance to organizational culture. It offers practical insights into balancing both perspectives for long-term success.

    ReplyDelete
  4. ShameeL' s BlogNovember 23, 2024 at 11:58 PM

    The blog provides a clear comparison between unitarist and pluralist approaches in industrial relations, highlighting their differences and implications for organizations and employees. An insightful read for HR professionals.

    ReplyDelete
  5. Dileesha SansiniNovember 24, 2024 at 12:01 AM

    This blog effectively highlights the value of a hybrid approach in Sri Lankan organizations, blending unitarist and pluralist strategies to balance teamwork with employee representation. It underscores the importance of flexibility in HR practices to align organizational goals with employee interests for long-term success.

    ReplyDelete
  6. Mohamed AqeelNovember 24, 2024 at 1:30 AM

    This blog thoughtfully emphasizes the benefits of a hybrid approach in Sri Lankan organizations, combining unitarist and pluralist strategies to foster teamwork while ensuring employee representation. It highlights the need for flexible HR practices to align organizational objectives with employee interests, promoting long-term success.

    ReplyDelete
  7. Fathima Saaraah SinnalebbeNovember 24, 2024 at 1:50 AM

    This perspective highlights the importance of adaptability in HR strategies, aligning organizational goals with employee interests for sustainable success. Well done!

    ReplyDelete
  8. Madushanka AmarathungaNovember 24, 2024 at 3:35 AM

    This is a thoughtful exploration of HR paradigms. Balancing unitarist and pluralist approaches based on context highlights the importance of adaptability in achieving sustainable success.

    ReplyDelete
  9. Dinushi ThewarapperumaNovember 24, 2024 at 4:48 AM

    Interesting perspective! The Unitary and Pluralist paradigms offer valuable frameworks for understanding workplace relations and conflict resolution. Exploring their application in Sri Lanka's organizational and societal context provides meaningful insights into HRM strategies.

    ReplyDelete
  10. Koshala SubasingheNovember 24, 2024 at 8:27 AM

    This analysis adeptly contrasts the Unitarist and Pluralist approaches, showcasing their relevance in Sri Lankan contexts and the value of hybrid models for effective workplace harmony and productivity.

    ReplyDelete
  11. Ayodya ManageNovember 24, 2024 at 8:45 AM

    This gives a great grasp of the institutional governing systems of the country. Although there may be differences, an integrated method undoubtedly gives greater predictability and effectiveness, while a numerical approach provides a helpful foundation for employee involvement. I like how MAS Holdings has integrated both strategies into a hybrid strategy that supports the objectives of the organization and the well-being of the employees. This appears to be a sensible tactic to ensure a positive work environment and promote long-term success.

    ReplyDelete
  12. M I M IfhamNovember 24, 2024 at 9:25 AM

    It's interesting to see the real-world applications of unitarist and pluralist models in Sri Lankan organizations. Each approach has its own merits depending on the organizational context and workforce dynamics.

    ReplyDelete
  13. Sathsanda Wettewe November 24, 2024 at 9:37 AM

    The coexistence of unitarist and pluralist approaches in Sri Lanka highlights adaptable HR strategies that align organizational goals with employee interests for sustainable, long-term success.

    ReplyDelete

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