Conflict theory is based on two interrelated views of society and employee relations between employers and employees.

Firstly, that societies in the UK are class based but now post capitalist, political and industrial conflicts are institutionally separated and manifestations of industrial conflict are socially accepted because they have become less violent.

Secondly, work organisations are microcosms of society consisting of individuals and social groups with their own interests and objectives. Those managing have to accommodate those conflicting interests and values and employee relations are an expression of the conflict and power relations between groups in society generally. Therefore industrial conflict has to be recognised as an endemic feature of work relationships and has to be managed accordingly.

A major tenet is that conflict is substantially changed from that suggested by Marx. Marx's theory of class conflict suggested that it was synonymous with industrial and political conflict. Within Marx's theory, capitalists and those owning the means of production were synonymous with the political and ruling classes. On the other hand, we have the wage earners who only own their labour and are relatively powerless both in employee relations and in politics.

Post-capitalist analysis suggests that society now more open and socially mobile, there are wider educational opportunities and the democratisation of politics allows broader opportunities and a wider role in society

The welfare state had mitigated against the worst effects of social depravation, economic inequality and abject poverty.

The distribution of authority, property and social status is far more widely diffused than in the past, therefore the position an individual holds within the hierarchy of an organisation or the authority structure within an organisation does not necessarily correlate with their position in the political structure or their social standing in the community, for example, councillors who are low in an organisation, Justices of the Peace who are trade unionists.

Institutionalisation of Conflict has changed the form and intensity of conflict.

Changes include organisation of conflicting interest groups, establishment of negotiating bodies (eg staff associations), the State has provided institutions of mediation and arbitration and formal representation of labour within organisations.

Trade Unions have a regulatory role within conflict at work and

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