Both approaches use employee participation as resource, without instituitonal obligation.

The unitaristic approach takes into account the interests of shareholders in combination with the assumption that employers and employees share common goals and interests. This is in line with the HR practices of Pfeffer and with the Anglo-American context. 

However, the pluralistic approach' takes into account the interests of different stakeholders and builds on the notion that their interests can be conflicting. European / Rineland context.

Industrial relations are focused on the institutionalized part of the employment relationship regarding the power relationship (difference between employer and employee). They're focused on the trade unions, work counsils and employee rights.

Industrial democracy perspective pays specific attention to and highlights the importance of further emancipation of individual workers and their involvement in the organization. This is mainly through labour conditions, addressing the power balance, They see employee participation as a right rather than a best practice.

Neo-corporatist approach is the macro coordination through three actors (government, employers and trade unions). This is a representative participation at company level to shape the employment relations.

Economic democracy perspective; attention for sharing profits. Employees share ownership.

Managerial perspective; from zero-sum to win-win, employee involvement for commitment to the company. Cannot be monitored. Improved quality by decision making.