Assignment : Employee Relations
Added on -2020-07-22
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ASSIGNMENT: EMPLOYEE RELATIONSSTUDENT NAME:STUDENT ID:PROFESSOR NAME:
Table of ContentsIntroduction......................................................................................................................................3Task1:..............................................................................................................................................3AC 1.1 Explaining unitary and pluralistic reference frames........................................................3AC 1.2 Assessing changing effects of trade unionism in employee relations.............................4AC 1.3 Explaining role of main players in employee relationship..............................................5Task 2:.............................................................................................................................................6AC 2.1 Explaining organisational procedures to deal with diverse conflict situations...............6AC 2.2 Explaining key features of employee relations in organisational conflict situation........7AC 2.3 Evaluating effectiveness of procedures used in conflict situation...................................8Task 3:.............................................................................................................................................9AC 3.1 Explaining negotiation roles in collective bargaining.....................................................9AC 3.2 Assessing impacts of negotiation strategy.....................................................................10Task 4:...........................................................................................................................................11AC 4.1 Assessing European Union influences on industrial democracy of UK........................11AC 4.2 Comparing methods of enhancing employee involvement and participation inorganisational decision-making process....................................................................................12AC 4.3 Assessing human resource management impacts on employee relationships...............13Conclusion.....................................................................................................................................13Bibliography..................................................................................................................................14Appendices:...................................................................................................................................17Appendix 1: Logo of Iceland Ltd...............................................................................................17Appendix 2: Vision and Mission of Iceland Ltd........................................................................182 | Page
IntroductionEmployee relation is always considered to be the foundation of organisational success, as itensures the effectiveness of the workforce abilities for an organisation. This study has tried tofocus on this issue in light of the unitary and pluralistic frames followed by the consideration ofunionism and employee representations. In this regard, this study has considered Iceland Ltd,which belongs to the food retail industry of UK. This study has tried to develop criticalassessments on diverse components of employee relations in considerations with legislations andorganisational objectives.Task1:AC 1.1 Explaining unitary and pluralistic reference framesThe relationships between the employees and employers are considered to be the foundation oforganisational successes. In most of the of the cases, they are found to be connecting to eachother for the purpose of achieving organisational objectives and ensuring the benefits from thecompetitive markets. However, certain conflicts are often found there that take place in particularsituations. In the words of Rees and Porter (2013), conflicts within an organisation refer to theoccurrences of debates, fights or arguments between the employers and the employees. In mostof the instances, such conflicts are found potential enough to cause difficulties for theorganisational benefits and extensively affect the relationships between both the parties.Conflicts between the employees and employers are also liable to cause imbalances in theorganisational performances, which is also potentially harmful to the sustainability goals as well.The management of an organisation is supposed to resolve such conflicts for the purpose ofensuring the most efficient workforce within their workplaces. In this regard, they use toacknowledge two fundamental perspectives, such as Unitary and Pluralistic.Unitary Reference FrameUnitary reference frame refers to the shared interests of each member within an organisation. Asopined by Heery (2014), unitary reference frame encourages both the employees and employersto work together for the common interests and purposes within an organisation. With the prioremphasise on the common interests and purposes, both these parties are found liable to ensuretheir workforce towards the organisational success. In addition to it, the management of Iceland3 | Page
Ltd has also acknowledged the unitary reference frame for the purpose of preventing theintervention of troublemaker components, poor communication skills and badly conductedmanagement skills within the organisation.Pluralistic Reference FramePluralistic reference frame, on the other hand, refers to the acceptance of multiple views of themembers of an organisation. As stated by Tansleyet al. (2013), this reference frameacknowledges diversities in perceptions, interests, values, beliefs, and objectives of the membersof the organisations. With the prior imposition of the pluralistic reference frame, themanagements of the organisations use to segment their employees as individuals and as groups.The management of Iceland Ltd has also acknowledged this reference frame in order toencourage their employees to contribute to their innovative business goals.AC 1.2 Assessing changing effects of trade unionism in employee relationsTrade unionism is considered to be the former adherence to labour standards, which used toensure the employee workforce within both the Government and private sector organisation. Ithad also been enabled to for the purpose of ensuring the wages and working conditions of thelabours in the international markets. As per the observation of Poole (2013), trade unionism hadbeen globally accepted by the Governments and managements of the organisation in 1831 inorder to definite the premises of the trading systems. However, it had also shed light onacknowledging the interests of the labours keeping the trading situations mind. In addition to it,trade unionism had been found potential in developing the livelihoods of the workers byempowering the trade policies. However, the effects of trade unionism are still found within themanagements of the organisations, which are mostly aligned with the employee retentionobjectives.A great impact of trade unionism had been aligned with the employee relation goals of theorganisations as well, as it allowed the managements of the organisations to work with the mostefficient workers. The increasing wages for the workers on the prior considerations of the tradeunionism had encouraged the workers to perform better for their organisations. Besides, it alsoallowed them to improve the qualities of their lives, which played a potential role for theinterests of the managements as well. In the words of Meardi (2012), the increased wages and thelegitimate working hours through trade unionism enhanced the morale of the workersextensively, which encouraged them to enhance their own work abilities for the interests of the4 | Page
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