Analysis of Unitary and Pluralistic Framework

   

Added on  2020-06-06

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EMPLOYEE RELATIONS
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TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Analysis of unitary and pluralistic framework......................................................................11.2 Effects of amendments in trade unionism on relationship with employees..........................21.3 Analysis of duties main parties in workers relations............................................................32.1 Analysis of process of dealing with industrial disputes........................................................42.2 Significant features of relations in a selected conflict situation............................................62.3 Analysis of effectiveness of process in particular situation of conflict................................7TASK 3............................................................................................................................................83.1 Main function of negotiation in collective bargaining..........................................................83.2 Evaluation of affect of strategy in negotiation on for situation............................................9TASK 4..........................................................................................................................................104.1 Analysis of influence of EU on industrial democracy........................................................104.2 Comparison of methods that is to be used to gain employees participation.......................114.3 Evaluation of impact of HRM on relationship with employees..........................................11CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................13
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INTRODUCTIONEmployee relations is considered as industrial relations that describes the relationsbetween the employers and employees at workplace (Armstrong. and Taylor, 2014). It is alsoconsidered as complex process for managers of the firms to maintain effective relationship withthe workers and provide them motivation to retain in organisation. In this context, analysis ofTESCO to recognise various effective perspective that must be used by the managers in order todevelop positive relationship with employees and regulation of business operations atinternational level. Further, Trade union is a recognised as voluntary association of workersregistered under trade union act, act as representative of workers in the organization. Legislationsof European union are also recognised to understand impact of policies on business activities andemployees relations.TASK 11.1 Analysis of unitary and pluralistic framework.In the competitive environment it is important for the organization to retain their keyperformers in the organizations by developing effective relationship with employees. In theorganization, the term employee relations is regarded as industrial relations that is mainlyconsidered as relationship between the employers and employees related at workplace. It willalso analyse as the way mutual understanding among the workers and employers that is essentialto coordinate the work more effectively (Boons and Lüdeke-Freund., 2013). In this context, as anHR assistant of TESCO is the responsibility to determine the various perspective that themanager should utilize to decelop effective employees relations. Mainly there two importantperspective that has been utilized by the firms such as:Unitary perspective: In this, the organizations is considered as harmonious andmotivated system where there are positive relations among the workers and smooth flowof business activities. The main assumption of this perspective is that there is mutualunderstanding among the workforce and they always aim at achievement of commongoal. In the context, TESCO is considered as global organization that considers itemployees as its stakeholders and develop various policies to provide motivation to them.In order to develop effective relations, they recognise the employees and take thereparticipation in the formulation of various business strategies. Managers in the cited firm1
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has focus towards the workforce that they work for the accomplishment of organization.In this perspective, there is only a single authority at workplace i.e. management thatformulate strategies and plans in relation of employees as well as business operations.The other parties like trade unions are considered as unnecessary and disputes arerecognised as disruptive. Pluralistic frame: It is another significant perspective in which the organization is madeof two powerful groups i.e. management and trade union. This approach mainly considerthe conflict of interest and disputes among the managers and workers at workplace(Greenwood., 2013). It is most complicated perspective in which the employers recognisetrade union as member and work with the common objectives of employees welfare aswell increasing the profit of business. In this context, managers in tesco has also facedthis perspective in which trade union is a recognised as voluntary association of workersregistered under trade union act, act as representative of workers in the organizationemployees have developed a trade union but it was not recognised by the management.Trade union are perceived as voluntary representative of workers and always work withan objective to protect the rights of employees at workplace.Further, it can be said the unitary perspective is beneficial for the TESCO and should befollowed by the managers and should develops a positive employees relations. It willprovide benefit to the firm as workers get motivated and work with the perspective ofachievement of common goal.1.2 Effects of amendments in trade unionism on relationship with employees.Trade union is a recognised as voluntary association of workers registered under tradeunion act, act as representative of workers in the organization. It always provides a major impacton the decisions of firms and protect the rights of employees at workplace. With the continuouschanges in business environment, there are various changes have been made in the legislations ofunionism by appropriate government. Alteration in this these regulation has directly affected theemployees relations (Cantwell and et. al., 2010). In the middle of 19th century the unionmovement was in the control of various moderate new unions. With the changes in time therevarious trade unions have been formulated that has affected the relationship of workers with theirfirms and also demanded welfare facilities for employees at workplace. Other the other variousamendments that have been take in the unions that have considered and have impact on the2
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