(Anand, 2006) The unitary ideology introduced in human resource management is a part of scientific management. Some critics feel that scientific methods are not applicable in the art of management, which mainly concerns human beings. According to them efforts to manage industry scientifically has worsened the relation between the employers and the employees.
But it is not so. In fact, using of scientific methods, need trained mind which is used to unbiased observation and is not amenable to hasty conclusions and untenable theories. Scientific management instruct the managers to be detached an impartial. (Sen, 2004) The development of industrial relations so as to make a company productive is an evolutionary process and depends on the initiative, constructive thinking and discipline on the part of all engaged in the industry. The form of relationship between the employee and the management with which the unitary ideology is concerned is about hundred years old issue.
Today management is dominated by unitary approach. The Unitary frame of reference is basically a concept, which assumes attitudes, values and practices relating to management and organisational membership. A fundamental supposition of unitary managerial approaches is that the whole staff of the organisation including both the management and the workers, equally contribute to the common purpose, share the common objective and have full attention in progress of the organization. (Roy, 2003)
According to the assumptions of the unitary approach, organizations should have the capacity to influence their members as well as bind them together in a composite unit, as a family or a community. Few guidelines prescribed by the unitary approach are:
Management should have recognition towards the efforts of the workers, and have co-operative attitudes towards them. The emphasis should be on working together as a team to achieve the ultimate purpose. TO pursue this goal management should compromise and understand the purposes and values of the employees. Disagreement and unconcealed divergences between management and employees, disruptive behaviour and even strike action of the employees and such problems in an organization can be alleviated using the "unitary" frame of reference. (Rogers, 2006)
This approach is helpful in curing unnecessary, deviant damage of the organisation. The staff of a suffering organization should be made to realize that stoppages and obstructions are meaningless. (Border, 2002) The benefits of lingering useless momentary disagreements and conflicts disturb the environment of the organization.
Misinterpretation and Passions that procreate conflict are indeed enhanced by detrimental, marginal splinter groups and provocateurs. The unitary frame of reference portrays management as a perfect guardian of the employees, having the paramount interests in well being of the staff, at heart. Decisions are taken with consent of the employees Of course misunderstandings and incongruity may arise from time to time but these are not helped by marginal splinter groups and provocateurs who distort the efforts of management.
Effectiveness of the management can be judged by its capacity to bind the workers and at a time keep them satisfied, to fulfil a greater cause of success of the