HRM: An Ideological Perspective

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Abstract
The radical critique that HRM developments reflect a determination to impose new forms of managerial control is discussed. It is argued that the intent, intensity and zeal of contemporary managerial initiatives, reflecting strong ideological overtones, give credence to the theory and HRM in this unitarist sense is explored. The sources of unitarist managerial ideologies are examined and the extent to which pluralist industrial relations principles limit the expression of unitarist strategies is analysed. It is concluded that HRM requires a reorientation which considers the prospects for ideological pragmatism – a synergy of both co‐operative and competitive forms of organisational governance.

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