Introduction A person’s ‘frame of reference’ influences the way they understand organizations. As a result, several theoretical perspectives have been developed by scholars in the field of industrial relations to help understand organizations. According to Cradden (2011), the three notable theoretical views that have been developed are the unitarist, pluralist, and radical perspectives. Each of the perspectives demonstrates particular views of workforce relations; thus, they give different explanations regarding conflicts arising in the workplace and the role played by worker’s unions in organizations (Cradden 2011). This paper shows how the unitarist, pluralist, and radical perspectives can be applied to Etihad Airways. Unitarist Perspective According to Combe (2014), an organization that adopts the unitarist perspective is viewed as an integrated system. There is the assumption that the top executives and all other subordinate staffs are motivated by equal interests and objectives. When a firm uses the unitarist perspective, all the employees are perceived as loyal to the organization. Consequently, the forming and joining trade unions are opposed actively (Aswathappa 2007). The unitary theory would fit well at Etihad Airways in many ways. For instance, Etihad Airways is under the authority of the United Arabs Emirates (UAE) government, which does not support the creation of trade unions. Therefore, all the employees working at the Etihad should be united to realize the goals that the management sets to be achieved over a particular period. An employee working at the Etihad Airways can adopt the unitarist perspective to help them become proactive, multi-skilled, and flexible. It can help the employee to fit into different situations that may arise while on duty. Also, the employees would be encouraged to contribute to the organization’s decision-making process. The top executives at Etihad Airways can promote unity and harmony in the organization by applying the unitarist view. First-line managers utilizing this perspective can be more responsible for their actions. Managers can also design mechanisms to recognize and reward successful employees in a move to retain them and promote unity at Etihad Airways. On the other hand, the Etihad’s employees may not have a chance to voice their grievances, as doing so may be viewed as a sign of disunity and a threat to a harmonious existence in the organization. Pluralist Perspective According to Aswathappa (2007), an organization that operates under the pluralist perspective is viewed as having many different sub-groups. Therefore, workers’ unions are allowed to represent the employees. In the eyes of a pluralist, various conflicts arising in an organization are considered as normal and as a means through which positive change can be realized. The adoption of the pluralist perspective at the Etihad Airways could have different implications. For instance, various trade unions could spring up and stir conflicts between the managers and employees. These unions could defend the rights of the members to a point where several collective bargaining agreements could be needed between the Etihad Airways and the trade unions. The use of arbitration could be adopted to offer amicab