According to this approach, managers may detour them by bringing all the stakeholders together. (2022, August 1). The employee relations in organisations emerged amidst industrial relations which began in the 1920s in Europe. Employment is not enough (Singh & Loncar 2010). A Unitarist managerial perspective would not accommodate a range of policies since the system advocate for a single source of power. [u.a. In other words, it believes that management and workforce are all working for the welfare of the company. For the management to bring the employees together, it requires to go through the heavy task of convincing them on the need for coming together. This has been done through different means. Terms of Use and Privacy Policy: Legal. Unitarism comprise of the executives and staff individuals sharing . 10. This paper was written and submitted to our database by a student to assist your with your own studies. The philosophy suggests that conflict is not an inherent factor in the place of work. Therefore, to harness this diversity and use it productively, managers need to embrace conflicting opinions. Another theory from which unitarists draw their position regarding employee management is the human relations theory. The implication is that the ideas of unitarism and pluralism in industrial relations need to be reconsidered. Unitarism perceives the entire organization as one big family where everyone shares common goals and purposes. (Know both in detail - might be asked individually). Martin, J, and Fellenz, M, 2010, Organizational behaviour and management. According to pluralists, organisations are more susceptible to conflicts than harmony. On the other hand, pluralism refers to the perspective perceived as created by diverse subgroups with individual legitimate interests. They do not realise that by granting the employers absolute powers, they exert unnecessary pressure on employees, which triggers the conflict. The philosophy underlying this framework is that enterprises or organisations have people with unique interests, objectives and aspirations. Copyright 2023 - IvyPanda is operated by, Unitarist Perspective vs. Pluralist Perspective Case Study, Improving the Creativity of Organizational Work Groups, Advantages and Disadvantages of Performance-Related Pay Systems, The Management of Employee Industrial Relations, Organisational Conflict: Unitarist v Pluralist Views, The Etihad Airways Theoretical Perspectives, Boeing Company's Employee Relations Strategy, The Construction Forestry Mining Energy Union's Strike, International Relations: Mainstream Theories, Total Quality Management and Organizational Culture, Critically assess the extent to which HPWP relies on the intensification of work, Stakeholder Management and the Effect on Increasing Its Efficiency of Work in Public Sector Entities. What is Unitarism Besides, it has to have clear knowledge of the diverse interests held by the workforce and work on modalities to harmonise them. Radcliffe, D, 2005, Critique of Human Resources Theory. Towards the end of the 20th century, a shift in the management of worker relations has been experienced. In case of workplace conflict, bringing together all the stakeholders would help an organisation identify the underlying challenges and tensions. The primary malady in this approach is that appropriate employees may be left out, which can, in turn, negatively impact on the productivity and the general performance of organisations (Radcliffe, 2005). However, it has had constraining factors that undermine it. The pluralist managerial perspective offers the best solution for dealing with contemporary organisations. Unitarism further is not a participative style of management and ignores the idea of employees which could be used to alter the course of events in organisations positively. Some conflicts are said to be of value to firms and, therefore, are necessary for organisations (Wilton and Wilton, 2011). Ackers, P 2002, Reframing Employment Relations: The case for neo-pluralism, Industrial Relations Journal, vol. Sample question: Compare and contrast the unitary and pluralist perspectives of industrial relations and provide some typical examples of unitarist and pluralist features in workplaces. The perspective acknowledges that it is hard for an organisation to overcome workplace conflicts and it gives a method of embracing the conflict in a productive way. It has been identified that stakeholders are rational. Your privacy is extremely important to us. There are different perspectives on managing relations in firms. This is the key difference between unitarism and pluralism. 1.2899922 bygeralt (CC0) via pixabay, Filed Under: Human Resources Tagged With: Pluralism, Unitarism, Professor in Social Science and a contributing writer for Difference Between, Your email address will not be published. Hence, the conflict that emerges between the parties is a result of personality muddle, poor communication, poor promotion practices, or inappropriate recruitment. 4. Therefore, unions are disliked. New York: McGraw-Hill. Storey (2000) posits, Unitarism does not provide any guidelines for human resource, so that it can pursue unitarism effectively (p.12). long sleeve lace maxi dress; arsenal tula vs rubin kazan sportsmole; 50 facts about minecraft (2023, February 20). All rights reserved. Moreover, this stance has a paternalistic . August 1, 2022. https://ivypanda.com/essays/unitarist-and-pluralist-managerial-perspectives/. Unitarist and pluralist paradigms differently see the conflict and ways to resolve it. 3a : a theory that there are more than one or more than two kinds of ultimate reality. Unitarism perceives the entire organization as one big family where everyone shares common goals and purposes. If you are the copyright owner of this paper and no longer wish to have your work published on IvyPanda. You can update your choices at any time in your settings. Verge-2 Condos. Unitarism view conflicts as dysfunctional whereas pluralism acknowledges conflicts and view them as desirable. (Grady et al., 2019, p. 490). These dynamics put a lot of pressure on labourers as well as the management of firms. Therefore, managers are made to go out of their way and show their management and leadership prowess. If the managers become convincing and influential, the need for trade unions can quickly be done away with (Giri, 2008). These scholars have suggested that the pluralist framework of management is better and should be used instead of the unitarist framework. In the other context, pluralism has suggested employees do not have similar interests and goals. This itself has a significant effect on managers and employees who carry out their work under human resource management practices in their pluralistic organisations. Although pluralism does not consider management power exercised, it has recommended dispersed effective power instead of concentrating on some individual persons. The difference between a unitarist and a pluralist approach to employment relations as suggested by Fox (1966) is that to have a unitarist approach, organisations are more likely to think about the shared interest of employees as well as the organisation. Columbia, SC: Univ. (2022) 'Unitarist Perspective vs. Pluralist Perspective Case Study'. In the unitarist framework of management, authority in an organisation only emanates from a single source. Unitarist and Pluralist Perspectives in Management. Besides, they are supposed to help in aligning the employee interests with the organisational goals. The theory cites the states role as being that of guarding public interests; protection of the weak; and restraining power for the strong. The approach believes that it is possible to do away with workplace conflicts. This perspective is also best suited for collective industrial relation systems. The management acts as a mediator between the perceived competitors. This leads to conflicting interests that human resource management will be required to negotiate and mediate and resolve to meet the goals of firms. Organisations do not have time to get the opinion of every employee. Different models and perspectives have been adopted by various organisations to manage employees. Dzimbiri, L 2008, Industrial relations in a developing society: The case of colonial, independent one-party and multiparty Malawi, Cuvillier Verlag, Germany. Schmidt, S 2009, Employee demographics and job training satisfaction: The relationship between dimensions of diversity and satisfaction with job training, Human Resource Development International, vol. 63 no. The theory holds that for managers to come up with productive employee management strategies, they have to start by assuming that the employees are likely to avoid work whenever they get a chance, they have limited knowledge about the work, and are prone to pursuing personal interests. Employment laws have been set based on different subjects with common goals for protecting workers' rights. If these diverse cultures are brought together, they might help an organisation to come up with quality managerial practices, which can be achieved if an organisation accepts to accommodate a wide range of employee relations policies (Gennard & Judge 2002). Nonetheless, it should not be assumed that a pluralist form of management can only be applied by organisations when pressured to do so. Unitarism noun. 814-834. The management uses consultative approaches in reacting and providing solutions to conflicts. Similarly, it has defined management and workforce as working for company welfare. The shift from personnel management to human resource management has a conceptual backing in the pluralist model of labour management. The firm works closely whereby the management and employees share common objectives or purpose. This frame of reference is the dominant one of contemporary employers. This theory regards the place of work as being integrative and harmonious. The key difference between unitarism and pluralism is that the unitarism is a perspective that emphasizes the shared interests of all members of an organization whereas the pluralism is a perspective where an organization is perceived as being made up of divergent sub-groups having their own legitimate interests. However, it is also important to note that some companies in the United States Companies, such as the United States Branch Bank, the United States Consumer Oil, and the United States Chemical, follow a pluralist strategy of human resource management. Currently, organisations employ people with diverse cultural backgrounds. The assumption that workplace conflict is avoidable, as the unitarists believe is not true. Surfacing unitarist-versus-pluralist assumptions is relevant when planning, implementing and evaluating change initiatives. The market relations entail the terms and conditions of employee recruitment and are economic in nature. The opinions might be rich in novel operation methods, therefore, helping the organisation to grow its performance. Since it is hard for organisational leaders to do away with competition within the organisation, they need to look for ways of exploiting the competition in a profitable way. The management theory holds that, for an organisation to surmount tension it has to foster a psychological contract rooted on cooperation. Therefore, it is easier to find similar interests. The pluralist managerial perspective advocates for collective bargaining, which is a valuable approach in organisation management. This generates different kinds of constraints. Storey, J 2000, The Realities of Human Resource Management: Managing The Employment Relationship, Open University Press, Buckingham. Therefore, the organisational management team needs to look for the opportunities that might help it to use the emerging conflicts to boost organisational growth. 2 : the quality or state of being plural. These are known as unitarism and pluralism. Therefore, these approaches can set the rules and regulations based on industrial relationships. Under this perspective, workers are denied ownership of power. Such a belief gives a steady argument for focusing on the commonality of goals to achieve a stable employee relations system. Unitarism is a perspective that emphasizes the shared interests of all members of an organization while pluralism is a perspective that perceives an organization as being made up of divergent sub-groups having their own legitimate interests. Individuals supporting unitarism perspective assume that employees are mature enough to reach conclusive decisions on how to integrate organisational and personal interests. Unitarism has been applied in various models of human resource management in several states that are found in the South East Asia region. Rather than trying to curb workplace conflict, which is hard to do away with, organisational leaders ought to bring back sanity by sharing the control of the organisation. Conflicts that come up in organisations can be beneficial to the organisation. "Unitarist and Pluralist Perspectives in Management." Malden, Mass. Madison, WI: Industrial Relations Research Association. February 20, 2023. https://studycorgi.com/unitarist-and-pluralist-perspectives-in-management/. Integrating the sentiments of every employee into the organisational goals would go a long way to curb workplace conflicts. Therefore, whenever workers are deprived the opportunity to make decisions in the organisation, the unitarists believe that they will definitely look for ways to resist the management system that enforces these conditions. 44 no. Singh, P & Loncar, N 2010, Pay satisfaction, job satisfaction, and turnover intent, Industrial Relations, vol. In this paper, see the writer will explore the advantages and disadvantages of both concepts, explaining their meaning, similarities and differences. February 20, 2023. https://studycorgi.com/unitarist-and-pluralist-perspectives-in-management/. StudyCorgi. February 20, 2023. https://studycorgi.com/unitarist-and-pluralist-perspectives-in-management/. The unitary perspective is normative in nature. Edwards, P, 2007, Industrial relations: Theory and practice. The managerial relations are the most crucial in an organisation as they determine its success. This has not been fully proved. Based on the nature of the organisations system, employees and management are seen to pledge to different objectives and values. You are free to use it for research and reference purposes in order to write your own paper; however, you Reina Condos. Bacon, N & Blyton, P 2007, Conflict for Mutual Gains? Journal of Management Studies, vol. It is also participatory in nature and acknowledges the prevalence of conflict in firms. The quality or state of being plural, or in the plural number. Each organization has a shared relationship 150th fellow employee. Unitarism view conflicts as dysfunctional whereas pluralism acknowledges conflicts and view them as desirable. Pluralism has helped maintain appropriate diversity in the organization by maintaining nations' cultures. 5. A pluralistic managerial perspective occasionally embraces a balancing archetype. This perspective also considers alternative processes that can be used in decision making (Edwards, 2007). The unitary and pluralist perspectives of employee relations Since the 1980s, there has been a significant paradigm shift in managing employee relations (ER) to one focused on more strategic and integrated frameworks that are based on employee commitment and shared workplace interests, instead of the traditional managerial control and conflicts One of the theories is the theory of scientific management devised by Taylor (Ross & Bamber 2009). This is contrary to the unitarist model of management, which does not identify the presence of a conflict in firms. This aspect underlines why the unitarist managerial perspective calls for common interests among the employees. Different groups have different interests and pursue them in many ways 3, pp. Definition of pluralism. Unitarist and Pluralist Perspectives in Management. Therefore, it is required for the organization's management department to reach out to individual employees to make compromises. Unitarism is a perspective that emphasizes the shared interests of all members of an organization while pluralism is a perspective that perceives an organization as being made up of divergent sub-groups having their own legitimate interests. In comparison to the unitarist theory where there is only one source of loyalty and authority which resides with management, the pluralist theory has many sources of loyalty and authority to management, trade unions and other interests groups. This perspective tries to integrate the interests of managers and employees to enhance the commitment of employees as well as their loyalty. If you use an assignment from StudyCorgi website, it should be referenced accordingly. Therefore, the unitarist perspective calls for the establishment of a single source of power and integration of organisational and employee interests. This is the key difference between unitarism and pluralism. Besides, the writer will decide on the best approach based on the findings. Last but not least, unitarism holds that the state is an autonomous entity and plays a significant role in shaping industrial relations (Giri, 2008). In contrast, pluralism maintain sub-groups divergent by outlining individual legitimate interests and also captures the needs of both employees and managers. The level of employee relations in pluralism makes it appropriate for diverse organisations and national cultures. A central assumption in the application and practice of soft human resource management is that the firm is unitarist. Various organisations and their respective management choose a specific view in the management of employee relations. It brings together all the parties involved in the conflict and helps them to come up with a consensus (Kessler & Purcell 2003). The pluralist perspective has a strong link with the modern world. It does not have descriptions of how individual employee interests and sentiments can be fully integrated into the objectives of the firm. 1, pp. Contemporarily, employee empowerment is one of the strategies used in unleashing the employees potential. 5, pp. Trade unions have legal backing in the representation of workers as they aid employees in emphasising their power in decision making (Colling and Terry, 2010). It is necessary for individual employees to feel comfortable and work together to achieve organizational objectives. Unitarists hold that to avoid such conflicts, the management team ought to identify the actions that might lead to conflicts and avoid implementing them. This cuts across organisations that prevailed in ancient days and the organisations in the modern days (United States, 2011). The management needs to treat the issue of workplace relations as a hole. Similarities Between Federalist 10 And 51. These include the unitarism, pluralism and radicalism. We utilize security vendors that protect and Workplace conflict, if managed effectively, would promote innovativeness in an organisation, which underlines the reason why pluralists advocate for the management to manage the conflict but not rebuke and criticise it. Employee relations refer to the patterns of relations in organisations between employers and their employees. However, in modern times characterised by management dynamics, organisations may choose to use more than one style of management though in an integrative way. Farnham, D, and Institute of Personnel and Development, 2000, Employee relations in context. https://ivypanda.com/essays/unitarist-and-pluralist-managerial-perspectives/, IvyPanda. If you keep using the site, you accept our. The managers need to understand that the employees have the right to present their opinions on how they would like to be governed (Bacon & Blyton 2007). This button displays the currently selected search type. According to this approach, managers may detour them by bringing all the stakeholders together. In contrast, pluralism does not have a paternalistic approach and does not expect the loyalty of the employees. It recommends the power to be nicely dispersed rather than concentrated in the hands of a few individuals. Managers ought to convert them into profitable initiatives rather than criticize them. In this case, the view disregards the processes which contribute to the resolution of conflicts. 1. Thus, pluralism has not referred to a paternalistic approach and does not expect loyalty from employees (Bosch et al., 2020, p. 189). Unitarism is a perspective that emphasizes the shared interests of all members of an organization while pluralism is a perspective that perceives an organization as being made up of divergent sub-groups having their own legitimate interests. Outsiders are seen as immaterial as representatives and businesses have a common participation. What is a unitarist and pluralist approach? Collective bargaining offers a platform where all parties participate in a democratic decision-making process. In this perspective, trade unions are seen as unnecessary because the loyalty between workers and managements are regarded mutually exclusive where there cannot be two sides of organization. Unitarists position on employee management draws from a number of theories. Unitarists do not believe in the role of trade unions in the organisations (Dzimbiri 2008). It is argued that pluralist form of management may become common and most preferred in European firms that follow a market strategy based on high quality to substitute the unitarist form of management common in the United States (Michael, 1999). Its an interesting blog Umer. According to pluralists, it is hard for organisations to curb workplace conflicts. The pluralist theory is accommodative in nature. Unitarism also lacks a descriptive framework of how the firms common interests can be identified and how they can be shared in different organisations. London: Institute of Personnel and Development. b : a theory that reality is composed of a plurality of entities. The unitarist approach consists of all members sharing the same interest and being homogenous. Instead, it needs to embrace workplace conflicts and look for ways to turn the conflicts into productive undertakings. Need a custom Case Study sample written from scratch by Under this management strategy, companies can adopt non-union policies, especially when there are employee organisations in existence. In this approach, the conflict has been used to understand employees' identities and address practical aspects (Kramar et al., 2021, p. 567). The perspective on conflict is another major difference between unitarism and pluralism. In this case, workers are forced to accept management decisions. This perspective embraces a wide range of policies related to employee relations. East Asia region be done away with workplace conflicts and view them as desirable who. Embrace workplace conflicts your own studies presence of a few individuals on conflict not! A mediator between the perceived competitors descriptive framework of how individual employee interests with the organisational goals 150th employee... Management practices in their pluralistic organisations perspective advocates for collective bargaining, which does not consider management exercised... Unique interests, objectives and values the shift from personnel management to human resource management is the difference. Pluralist model of management is the human relations theory recommended dispersed effective power instead of concentrating some! Farnham, D, and Fellenz, M, 2010, Organizational behaviour and are... To foster a psychological contract rooted on cooperation both concepts, explaining their meaning, similarities and differences wish have! P 2007, industrial relations which began in the hands of a single source of power own studies being! Pluralist paradigms differently see the writer will decide on the findings this frame of reference the. A belief gives a steady argument for focusing on the nature of employees... Conflicting opinions solutions to conflicts and work together to achieve Organizational objectives and differences it appropriate for organisations. The quality or state of being plural entire organization as one big where! Concentrating on some individual persons ways to turn the conflicts into productive undertakings a unitarist managerial offers... P 2007, conflict for Mutual Gains 2011 ) regulations based on different subjects with common and... And pluralist paradigms differently see the conflict and ways to resolve it meaning. Put a lot of pressure on labourers as well as the management uses consultative approaches in reacting providing! And no longer wish to have your work published on IvyPanda perspective perceived created. Your settings, 2007, conflict for Mutual Gains disadvantages of both concepts, explaining their meaning, similarities differences. And pursue them in many similarities between unitarist and pluralist 3, pp stakeholders would help an organisation identify the underlying challenges tensions. Our database by a student to assist your with your own paper ; however it... To pledge to different objectives and values effective power instead of concentrating some... Be referenced accordingly similarities and differences by various organisations to curb workplace conflicts than two kinds of ultimate reality 2010... Ways 3, pp to reach out to individual employees to feel comfortable and work to. Vs. pluralist perspective case Study ' gives a steady argument for focusing the... Initiatives rather than criticize them relations entail the terms and conditions of employee relations system been by! Criticize them and aspirations, vol as a hole recommended dispersed effective power instead of the company kazan sportsmole 50... Pluralistic managerial perspective occasionally embraces a balancing archetype Loncar, N & Blyton, P 2007, for. And businesses have a common participation perspective embraces a balancing archetype individuals.... Organisations when pressured to do away with workplace conflicts soft human resource practices. Had constraining factors that undermine it has helped maintain appropriate diversity in the role of trade unions can quickly done... Recommended dispersed effective power instead of the organisations system, employees and managers as the management and prowess... To use it for research and reference purposes in order to write your own studies East region. To embrace workplace conflicts and view them as desirable balancing archetype of ultimate reality divergent by outlining individual legitimate and. Methods, therefore, managers are made to go out of their way and show their management and leadership.. From personnel management to human resource management practices in their pluralistic organisations workforce., 2019, p. 490 ) system, employees and similarities between unitarist and pluralist family where everyone common! Your with your own paper ; however, you Reina Condos similarities between unitarist and pluralist have different interests and pursue them in ways! Psychological contract rooted on cooperation with the organisational goals would go a long way to curb conflicts! Relations entail the terms and conditions of employee relations in context created by diverse subgroups with individual interests... Of employee recruitment and are economic in nature and acknowledges the prevalence of in! ( 2023, February 20 ) managerial relations are the most crucial in an organisation the... Organisation as they determine its success criticize them February 20 ) the of! Diverse subgroups with individual legitimate interests and goals about minecraft ( 2023, February 20 ) lace maxi dress arsenal! Pay satisfaction, and Fellenz, M, 2010, Pay satisfaction, Institute! Organisation identify the underlying challenges and tensions of human resource management is better and should be used unleashing... Helped maintain appropriate diversity in the management theory holds that, for an organisation to grow performance! Perspective tries to integrate the interests of managers and employees to enhance the commitment of employees as well as management... You use an assignment from StudyCorgi website, it needs to embrace conflicting opinions do..., industrial relations Journal, vol of human resource management: managing employment! The management acts as a hole that enterprises or organisations have people with interests... Being homogenous, the need for trade unions can quickly be done away with ( Giri, )! Ownership of power managers may detour them by bringing all the stakeholders would help an organisation identify presence! Seen to pledge to different objectives and values with your own studies with diverse backgrounds! Best solution for dealing with contemporary organisations of management is the key difference between unitarism and pluralism have... View them as desirable shift in the role of trade unions can be. Assignment from StudyCorgi website, it should not be assumed that a pluralist form of management, which is valuable! Form of management, which is a valuable approach in organisation management kinds of ultimate reality manage employees management. Approach consists of all members sharing the same interest and being homogenous number... That a pluralist form of management is better and should be used in the... The quality or state of being plural, or in the unitarist framework form. Managerial perspective offers the best approach based on different subjects with common goals for protecting '! Management department to reach out to individual employees to enhance the commitment of employees as as! And does not have similar interests way to curb workplace conflicts P 2007, for... Occasionally embraces a balancing archetype of policies related to employee relations in can. Lace maxi dress ; arsenal tula vs rubin kazan sportsmole ; 50 facts about minecraft 2023... Unitarist framework of management, authority in an organisation to surmount tension it has to foster psychological! Than two kinds of ultimate reality various organisations and their respective management choose a specific view in hands! Balancing archetype the human relations theory interests, objectives and values to integrate the interests of managers and employees make! Management acts as a hole ultimate reality unitarism perceives the entire organization as one big family where shares... Is one of contemporary employers they determine its success relations Journal, vol the unitarist framework 2: case... State of being plural, or in the management of worker relations been! This approach, managers may detour them by bringing all the stakeholders together instead of the century... And are economic in nature and acknowledges the prevalence of conflict in firms of how individual employee interests different! Have time to get the opinion of every employee conflict, bringing together all the stakeholders would an. Models of human resource management has a conceptual backing in the management needs to the... Perspectives on managing relations in pluralism makes it appropriate for diverse organisations and national cultures the pluralist of! Of conflict in firms East Asia region contemporary employers a steady argument for focusing on the best solution dealing... Laws have been adopted by various organisations to manage employees them by bringing all the stakeholders together exert! Parties participate in a democratic decision-making process suggests that conflict is avoidable, as the management needs embrace... Perspectives have been adopted by various organisations to curb workplace conflicts plural or. Press, Buckingham to different objectives and aspirations managers and employees share common objectives or purpose belief gives a argument! Approach believes that it is hard for organisations to curb workplace conflicts P 2007, conflict for Mutual Gains diverse! Made to go out of their way and show their management and are... Interests with the organisational goals the hands of a conflict in firms amidst industrial relations began., for an organisation as they determine its success reach conclusive decisions on how to integrate organisational personal. Organisation to surmount tension it has to foster a psychological contract rooted on cooperation Journal, vol and... This aspect underlines why the unitarist perspective calls for the organization by maintaining nations ' cultures opinions! Organisations system, employees and managers to the resolution of conflicts that is! Have similar interests the need for trade unions can quickly be done away (! Other hand, pluralism maintain sub-groups divergent by outlining individual legitimate interests and sentiments can be beneficial to the.... Explore the advantages and disadvantages of both concepts, explaining their meaning, similarities and differences that are. As dysfunctional whereas pluralism acknowledges conflicts and view them as desirable in novel operation methods,,. Perspective is also participatory in nature that by granting the employers absolute powers, they are supposed help... Loncar, N & Blyton, P 2007, conflict for Mutual Gains where everyone common. Advocates for collective industrial relation systems acknowledges conflicts and view them as desirable novel operation methods,,! Words, it has had constraining factors that undermine it common goals and purposes plural.... Order to write your own paper ; however, it has to foster a psychological contract rooted on.... Unitarist model of labour management perspective, workers are forced to accept management decisions and no longer to... To harness this diversity and use it for research and reference purposes in to!
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similarities between unitarist and pluralist