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The second perspective that will be discussed within the context of unilateral managerial decisions is pluralism. Keenoy and Anthony (1992) indicated that the 1970s debate about pluralism was centred on 'the appropriateness of pluralistic methods to the achievement of social justice"; an ethical controversy regarding how the business organizations should be managed'. Chigara (1995) indicated that 'Pluralism holds that employers and employees interests are diametrically opposed to each other, and that they are held in the balance by the common need of keeping the enterprise alive. For pluralists, the trade union is a welcome vehicle for communication'. Oram (1984, p. 23) added to the above that 'Pluralists see trade unionism as merely one more example of a competitive pressure group which Western democratic society accommodates as a matter of course. Pluralists also see that within legal limits, trade union aspirations can be fulfilled sometimes by imposing their wishes in ways which management may see as arbitrary. Trade unions are seen as presenting legitimate challenges to managerial rule with one outcome being in the form of agreed rules, regulating terms and conditions of employment'. Dobson (1982) indicated that in the pluralist approach, it is implicit to industrial relations a great belief in the virtues of collective bargaining since it is the method which is used to resolve conflicts. Dobson (1982) stated that 'other forms of job regulation-especially unilateral regulation by employer, trade union and workgroup-are usually condemned, since they over-ride the interests of other groups'. The author then aired the views of the critics to pluralism as stipulating that 'the legitimacy of collective bargaining is based on certain assumptions, most notably the assumption that all interest groups possess approximate equality of power, so that the eventual compromise reflects equal concessions by all the parties. Even the commonly used definition of collective bargaining of joint job regulation, seems to suggest equality between the parties. Dobson (1982) added that 'Critics of pluralism have argued that power is very rarely distributed equally, and since in the long run the employer can move his production and investment elsewhere, power is predominantly concentrated in the hands of the employer'. For the very same reasons other researchers such as Gunnigle (1992) pointed out to the rise of Neo-pluralism. Gunnigle (1992) stated that Neo-pluralism presented a second type of HRM which 'involves moves towards greater consensualism and commitment in unionized companies. It is characterized by what might be termed a "dualist" approach, involving the use of HRM techniques such as direct communications with employees and performance related pay systems alongside established collective bargaining procedures'. Pluralism then seem to think that organisation conflicts does exist and that employers and employees interests may be different, however, having accepted this they also accepted that these conflicts are resolvable and that trade unions and the process of collective bargaining are more than capable of attaining a resolution. This assumes that power is equally distributed between employers, employees and unions. Hence, collective bargaining works efficiently. However, researchers also doubt this assumption. Dobson (1982) disputed this unrealistic balance of power and stated 'A more realistic view of collective bargaining, which takes account of the varying power balances between employers and workers, would see collective bargaining straddling the continuum between unilateral worker regulation on the one hand and unilateral employer regulation on the other. Such an approach would bring into question the pluralist assumption that collective bargaining is necessarily good per se, for at the extremes of the continuum the substantive content of a collective agreement may be identical to that of a unilateral decision'. Dobson as such dismissed the application of collective bargaining as equal to unilateral decision within the imbalance of power that exists in reality. Ackers (1994) agrees with Dobson's view and stated 'Today, the narrow, institutional version of pluralism is unsustainable. Any view of industrial relations as simply collective bargaining would confine it to a minority activity in a declining sector of the economy'.
