The Best Theory of Industrial Relations There are many different approaches and theories regarding industrial relations today. To form an opinion on which is the 'best' or most appropriate theory of industrial relations, each theory will need to be analysed. The three most popular industrial relations theories that exist are the unitive theory, the pluralist theory and the Marxist theory. Each offers a particular perception of workplace relations and will therefore interpret events such as workplace conflicts, the role of unions and labor regulation very differently. I will examine each of these theories in turn and then formulate my opinion as to which is the "best" or most appropriate theory. 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 common set of values, interests and goals shared by all members of the organization. This is expressed by Gennard and Judge (1997), according to whom state organizations are considered "harmonious and integrated, with all employees sharing organizational goals and working as members of a single team". Through the unitary approach it is assumed that both management and employees can achieve and satisfy their common objectives (high levels of productivity, profitability, compensation and job security). In unititarian theory, management sees its function as control and direction of the workforce and sees the organization as a unitary system that has a source of authority which is itself and a source of loyalty which is the organization. According to the unitary theory the organizational system is in basic harmony and any opposition or conflict with management is regulated...... half of the document ......04). The theory that in my opinion is the “best” or most appropriate theory of industrial relations is the pluralist theory. This theory has been in pole position in Western societies for over thirty years. In today's environment it is the most realistic theory as it assumes that conflict is inevitable and recognizes that both employees and employers will have different goals unlike the beliefs of unitist theories. It is now recognized that better managed industrial relations programs and cooperation with trade unions can have a significant impact on preventing disputes, increasing productivity, quality and motivation of workers within organizations and helping to align employee goals with the goals of the organization..