IntroductionThe three perspectives on the nature of employment relationship ideally help us to understand why the management of human resource in education may sometimes appear to be ‘the management of the unmanageable’. Human resource in education comprises of equal magnitude of dynamism as that found in other areas of employment. Lumby (2003) notes that human resource sector is made up of different groups of people with contrasting personalities and views of life that make it a challenging task when it comes to human resource management. Having to study the management of human resource in employment relationship brings out the same correlation of what is happening when it comes to management of human resource in education.
Owing to the complexity in the composition of the human resource in the education sector, it will sometimes appear as managing the unmanageable. Unitary perspectiveUnitary perspective refers to a mind-set of assumptions, a way of thinking, practices, values, and attitudes relating to organizational membership and management. The basic assumption of unitary approach of management is that staff and management, and generally all members of the organization share the same interest purposes and objectives.
Naturally, the whole group in the organization work collectively striving towards common mutual goals. The kind of language used bind people together as a community, family or unit. All the members accept and are co-operative and bear the same attitude and values. There is the assumption that those that hold divergent views may be outsiders, recalcitrant and overly unreasonable (Bubb & Earley, 2007). Every individual works towards ensuring the achievement of the purpose of the formation of the group or the organization.
There is consensus of purpose, values, and understanding. Overt conflict and disagreement, strike action or any obstructive behavior to those who agree to the unitary perspective is damaging, unnecessary and deviant to the spirit of the formation of the organization. The importance of pulling together it is more than the monetary aspects and disagreements. To a wide extent, there should be no issue to be the culmination of disagreement. The unitary perspective of management shows management as possessing the best interest of the whole the staff at heart during the decision making process and in the long run no one is left out.
Every one should be happy and satisfied by what is agreed upon but if not the majority of the people will be incorporated in the utmost plan (Coyle-Shapiro, 2005). Owing to it being participative and effective makes everyone to remain cozy and warm. With good will from every side, sensitive communication, and reasonableness, consequently trade unions can successfully be kept at bay. According to Verma A. & Lansbury (1995), if any of the staff, members will join a trade union it may be because of inadequate management communication or practice.
Like wise in the education sector there is also a belief that everyone work towards the achievement the goals and objectives pronounced in the formation of the school. There are fundamental reasons why schools have been put in place and generally, parents, students, teachers and all the stakeholders including the boards of governors have a common interest of ensuring that these purposes are achieved. All the stakeholders are bound by the common purpose of the formation of the schools (Freeman et al. , 2009).