The unitary theory of employment relations demands an individualistic framework of conflict management because it assumes that employers and employees share common interests and organizational goals, viewing the workplace as a harmonious entity where conflict is abnormal or the result of personal misunderstandings, poor communication, or individual grievances rather than structural or group-based tensions.

The unitary theory of employment relations views the organization as an integrated and harmonious whole where employer and employees share common goals. Because it assumes that conflict is abnormal and arises only from poor communication or deviant behavior, it rejects the idea of structural or class-based disputes. As a result, conflict management is framed in individualistic terms, focusing on correcting individual misunderstandings, counseling, or disciplinary procedures, rather than recognizing collective bargaining or union intervention.