The Best Theory of Industrial RelationsThere are many different approaches and theories regarding industrial relations today. In order to determine which industrial relations theory is the “best” or most appropriate, each theory will need to be analyzed. The three most common theories of industrial relations are the unitarian theory, the pluralist theory and the Marxist theory. Each offers a particular perception of employment relations and will therefore interpret events such as workplace conflicts, the role of unions and employment regulation very differently. I will examine each of these theories in turn, and then formulate my own opinion as to which theory is “best” or most appropriate. Unitary theory is based on the assumption that the organization is, or should be, an integrated group of people with a single authority/loyalty structure with a set of common values, interests and goals shared by all members of the organization. This is expressed by Gennard and Judge (1997), who consider that state organizations are “harmonious and integrated, with all employees sharing organizational objectives and working as members of a single team”. Through the unitary approach, it is assumed that management and employees can achieve and satisfy their common goals (high levels of productivity, profitability, compensation and job security). In unitarian theory, management views its function as controlling and directing the workforce and views the organization as a unitary system that has a source of authority which is itself and a source of loyalty which is itself. is the organization. According to unitary theory, the organization system is in fundamental harmony and any opposition or conflict with management is resolved...... middle of paper ......04). The theory which, in my opinion, is the “best” or most appropriate industrial relations theory is the pluralist theory. This theory has held first place in Western societies for more than thirty years. In today's environment, this is the most realistic theory because it assumes that conflict is inevitable and recognizes that employees and employers will have different goals, contrary to the beliefs of unitarian theories. It is now recognized that better managed industrial relations programs and cooperation with trade unions can have a serious impact on preventing conflict, increasing productivity, quality and motivation of workers within organizations and helping to align objectives of employees on the objectives of the organization..