Employee Relations - Unitary and Pluralistic Frames
This is a module booklet for the BTEC HND in Business course, focusing on the topic of Employee Relations. The booklet includes an introduction to the topic, learning outcomes, essential content, scheme of work, teaching ethos, methods of delivery, plagiarism guidelines, assignment brief, evidence required for different levels of achievement, and a glossary of academic words used in the assignments.
23 Pages4223 Words86 Views
Added on 2020-01-28
Employee Relations - Unitary and Pluralistic Frames
This is a module booklet for the BTEC HND in Business course, focusing on the topic of Employee Relations. The booklet includes an introduction to the topic, learning outcomes, essential content, scheme of work, teaching ethos, methods of delivery, plagiarism guidelines, assignment brief, evidence required for different levels of achievement, and a glossary of academic words used in the assignments.
Added on 2020-01-28
ShareRelated Documents
Running Head: Employee Relations1AssignmentEmployee RelationsStudent NameStudent NumberProfessor’s NameSubmission Date
Running Head: Employee Relations2Table of ContentsTASK 13TASK 26TASK 38TASK 411REFERENCES18
Running Head: Employee Relations3Task 11.1Unitary and pluralistic frames of reference There are three common kinds of employee relations perspectives viz. Unitary, pluralistand neo-unitary. For this assessment, we will consider only the unitary and pluralist form of ERperspectives. The pluralist form of reference of employee relations it is believed that theworkplace is a place with diversity in values, beliefs, attitude and behavior of the employees thatcome together to work for the organization (Choudrie, 2005). It is also believed that the conflictsthat take place in the organization can be resolved with proper approach. It is the role of themanagement to solve the conflicts between the employer and the employee. In pluralistapproach, it is believe that the human resource management team can resolve the conflictbetween the employer and the employee, which is not possible in unitary form of reference. Inthis form of reference conflicts are overlooked and managed with the participation of the stakeholders. The conflicts are discussed with the management and solution is implemented withproper form. The major disadvantage with this form of reference is that it can lead to more focuson worker interest and initiates inefficiency of collective bargaining processes. Theorganizational management team plays an important role in resolving these conflicts. There hasbeen a huge change in the methods of solving the conflicts between the employee and theemployer. Today managing employee relation (ER) is more focused on the strategic andintegrated framework. These frameworks are based on the employee commitment instead of thetraditional conflict control method that was used in the past. These frameworks depend upon theemployee perspective (Chan, Tong-qing, Redman andSnape, 2006). The main advantage withunitary perspective of employee relation is that it helps the employee to enhance their loyalty andcommitment today’s the organization. In this method, the management treats the employee as thestakeholder of the company and hence the employee also feels that he is important for theorganization. the wellbeing of the organization is carefully considered and taken care of. It alsoensures that all the stakeholders of the company have common interest in achieving the goals andobjectives of the organization. The above-mentioned forms of references should be applied by taking the situation intoconsideration. The form of reference can be chosen by discussing with the organizationalmanagement team and conflicts can be resolved in proper manner. There are many elementswhich are considered in the unitary perspective of employee relations likely, 1. Which is only the
Running Head: Employee Relations4single source of authority in the organization which is managed by the organizationalmanagement and the other opposition party does not exist. 2. The organizational leaders whopromote loyalty and commitment in the minds of the workers working with them and last 3.Different teams and groups in the organization who come together to achieve a common goal orpurpose.1.2Changes in trade unionism have affected employee relationsTrade unions start when many number of employees come together to perform a commongoal and objective these Trade unions play a significant role in performing employee relations.In the past the trade unions directly impacted the employee relations in the organization. Theemployees who are a part of trade unions have different aspects towards the organization. Theinfluence of these trade unions is being diminishing these years but they still have considerableeffects on the employee relations. In Present the organizational management tries to solve theconflict between the employees, the employees turn to the trade unions to form relations andimpose legal constraints on the employees. Today a woman with higher education andqualification is likely to become the leader of the union member than a male who does notqualify for this position. They use their bargaining power technique to improve the employeerelations. The changes in trade unionism have helps the industries to gain power over theemployees. The management can now take appropriate steps to improve the employee relations. In Future, the trade unions can use their techniques in the influence of the employeecommitment and help to resolve conflicts between the employer and the employee. Diminishingof trade unionism have increased the industrial power to change and make decisions withouthaving the influence of the trade unions (Chuang, Church &Zikic, 2004) They can have lot morechanges in trade unionism which will improve employee relations instead of making decisiononly on the union leader. Discussions and suggestions can take place when the industry or theorganization is to make certain decision for the welfare of the employee and the employer. Theunion leaders can actively participate in the discussion and understands the employee opinionbefore imposing his/ her decision on the committee.1.3Role of the key players in employee relations
Running Head: Employee Relations5Key players play an important role in maintaining employee relations in the organization.key players are those who actively participate in maintaining employee relations for their groupsand team. These players are the human resource managers and the top managers of certaindepartment. Human resource management team is the team who takes appropriate actions inmaking these relationships stronger. Making relationship stronger means eliminating conflictsbetween the employee and the employer. These conflicts can be in any form. An employee whois not motivated at workplace can create conflict, employee not happy with the job profile or thesalary can create conflict. It is the duty of the human resource manager to ensure that theseconflicts do not arise. If it does arise, they should eliminate it at the right time.Identify the conflict.Identifying the conflict at the right time is also a task of the managers. People involved inthe conflict and the other employees who can get affected with this conflict is also animportant aspect (Curseu, Kenis&Raab, 2009). Organising various activities with whichthis conflict can be eliminated should be initiated with the participants who are a part ofthe conflict. Identify the reason behind the conflict: There can be many reasons which can arise aconflict. It is the duty of the managers to ensure that they themselves do not give anyreason to the employee which can generate conflict in their minds.Find measures to eliminate the conflict: Proper measures and employee engagementprograms should be carried out to eradicate conflicts from the employees minds.Managers should encourage their team members to participate in employee engagementprograms and extracurricular activities which will divert the employee mind from theconflict situation (Cully, Woodland, O’Reilly and Dix, 1999).Ensure that the sameconflict do not arise again: It becomes a duty of the human resourcemanager and the managers at the top level that the same conflict does not hit othermembers of the team or the organization. If it does than it is a failure on their part. When we talk about a complete organization it is likely to have conflicts between the employeeand the employee but the main task here is how the human resource team identifies theseconflicts and eliminates them out of the minds of the employee. The managers should ensure thatthey are in win-win situation when any type of conflict occurs. It is important that the employees
Running Head: Employee Relations6as well as the employer both are happy and satisfied with the solution that has beenimplemented.Task 22.1 Procedures an organization (NHS employer) should follow Dealing with the conflicting situation at workplace including the negotiation over contract orwork performance and grievances can be a time consuming and costly process. Such disputesand conflicts at workplace also lead towards creating poor motivation and low morale in staff. Ifthe dispute not handled correctly, the situation can become worst. Here we will look some keyprocedure which help NHS employer to make correct and ethical decisions over conflictingsituation of strikes of junior doctors and negotiating contracts. Employers should followfollowing procedures when dealing with disciplinary or grievance matters: Prompt action on the concern is neededEmployers need to provide consistent follow-up on conflicting situationMatters should be investigated thoroughly Junior doctors should be given the right to be accompanied about their problemsNegotiation is settled in better way while communication performed within junior doctorsand government, British Medical Association and NHS Employers. Hence, the situation needs tobe sorted out but it goes worst due to BMA members who voted against the contract. The BMAhad announced strikes against the upcoming contract for junior doctors. The NHS employerswould take the initiative and has to start communication with junior doctors and should convincethem that strike is not the way to resolve the dispute. Carrier of junior doctors and medicalreputation will be impacted due to strikes and this entiregrievance situation and hence, theyshould try to settle down the situation. Consultation with employees would solve the problem ineffective way. If the procedure of consultation and communication with employees will not work aspredicted then NHS employer have right to take strict actions. The employer has the last choiceto issue final written warning to the strikers or can choose to dismiss the employees (Dabscheck,1989). Such actions can be seen as unfair but such steps could give required or favorable results.Transparent procedure should be followed while dealing with conflicting situation. Finally, it is
End of preview
Want to access all the pages? Upload your documents or become a member.
Related Documents
Employee Relations Manager : Reportlg...
|12
|4761
|40
Employee Relations Assignment | HRM Assignmentlg...
|15
|5126
|35
Understanding Employment Relationshiplg...
|15
|4799
|164
Employee Relations: Assignmentlg...
|19
|5051
|95
Employee Relations in Conflict Situationslg...
|15
|5317
|95
Employee Relations in British Airways : Reportlg...
|14
|4979
|30