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The third perspective on employment relationship is that of Marxism. Hyman (1975) is considered as the authority on Marxism in relation to industrial relations, albeit that he was criticized for being too theoretical in his approach. Wood (1976) referred to Davis criticising the work of Hyman as 'so abstract and general as to be almost worthless, in either theoretical or practical terms'. Still, Hyman explain that worker grievances could only be expressed through collective bargaining and industrial actions. Barbash (2005) indicated that the Marxist model assumes the existence of class conflicts and it is built on the assumption of coalition formation. Marxism stipulates that coalition formation is based on classes that form from out of groups that are in the same authority position in the organisation. Marxism also assumes that classes are able to regulate conflicts and can bring change through negotiations. Marxists acknowledge unions but see the faults in them when in the interest of workers they seek economic improvement rather than embarking on a revolutionary change and they accuse some unions and their members are subject to false consciousness and that they need to work towards their Leninist destiny. Marxists believes that capitalism creates and endorses monopolies and that capitalism has a powerful luring to the workers when they acquire some powers. Therefore the Marxism approach is to make a goal of overthrowing capitalism. It supports the notion that industrial relations are made by those that are involve in the production and gives the first importance to workers and their affair. It holds true that workers for capitalism are considered a burden on profit making. Marxists also held the view that workers contracts are imposed upon them and they do not enter to it freely and that makes them weak as individual and their strength is therefore lies in their coalition. Marxism sees conflict of interest between capital and workers and employment relations are formed through this conflict. Marxism also uphold the view that trade unions presents optimal solution for such conflicts and ironically Marxists views that 'institutions of joint regulation would enhance rather than limit management's position as they presume the continuation of capitalism rather than challenge it'.
From the above a conclusion can be drawn regarding the conviction of management that they have the right to unilateral decision making over human resource issues and that this right is legitimate and rational. It is obvious to many that the trade unions power has been in the last two decades in a decline state. Also, the power of collective bargaining has been in decline, especially after the rise of capitalism in Eastern Europe. The pluralistic approach was seen to be restrictive to the flair and individualistic behaviour of entrepreneurial organisations. Pluralism, whilst acknowledging the conflicts in employers and employees interests, it upholds the idea that survival of the organisation is the derived force to keep it going. Pluralists see trade unions are as presenting legitimate challenges to managerial rule and that it leads to a satisfactory outcome. In fact, each one of the two perspective unitarism and pluralism has its critics. For example, in unitarism there is no obvious reason as why managers have the only say, and whether this is sensible. It can be argued against unitarism that it gives organisation values to managers and not to groups. If it is a fact of life that conflicts exist in organisations, unitarism does not seem to appreciate this. The same also could be said about pluralism, where it is based on assuming a balance of power that seldom exists in organisations. It also assumes that all conflicts are resolvable and that all those involved have no hidden agendas apart from the common good. It also assumes the full trust in each party; therefore it is unreal and impractical. In regard to Marxism, it was found, in my view, as a mere attack on capitalism and rejection of all of its principles based on naive attempt to show its drawbacks. Marxism hence, relay on giving power to unionists leaders and support the use of extreme measures to resolve conflicts. The concept of job regulations seems to be taken by many researchers as the centre for employment relations and that this relation is formed by both internal and external means. As such this concept may encapsulate all three perspectives in one as it contain unilateral, bilateral and collective as well as state efforts in forming the employment relation.
