Contemporary Employee Relations

Contemporary
Employee Relations

Table of Contents
INTRODUCTION...........................................................................................................................1
1. Analysis regarding concept of conflict...............................................................................1
2.Difference between two main perspectives surrounding conflicts......................................3
3. Role of natural justice in grievance procedure and conflict resolution..............................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9
.......................................................................................................................................................10

INTRODUCTION
Employee relations is a quite essential aspect of businesses today. The term employee
relations refers to a efforts or struggler a company has to face so as to manage relationships
between both employees as well as employers. Any business concern that has effective
employee relations programmes being running in their culture generally provide a free and fair
environment to their employees (Kaufman and Taras, 2016). This promotes a sense of
belongingness in them. This report has further been based on Cathay Pacific which is a Hong
Kong based business concern which operates as a flag carrier in Hong Kong with its
headquarters in Hong Kong itself. It has around 25000 employees working. In the present report
light is thrown on topic about how employee relations are practised along with effect of conflicts
on day to day operations as well as employee relations. Lastly the role of natural justice has also
been stated here.
1. Analysis regarding concept of conflict.
Conflict is a clash of interest, action and opinions. It is a opposed situation in which there is a
possession of desirable and undesirable consequences. It can be raised at group, individual and
organisational level for this it is necessary to adopt various measures to solve conflict in smooth
and positive manner. There are generally four types conflicts that include, interpersonal , intra
personal,intra group and intergroup conflict. Mentioned below there are some academic
definition of conflict:
Definition of Conflict:
According to the views of Michel Nicholson, conflict is an situation which is generated
when two or more than individual wants to execute a act that is mutually inconsistent. It is stated
that Conflict is a opposition between two individual or a group. In a conflict there is a
disapproval of an action or an idea. As every individual have their own set of beliefs and opinion
that results in a clash when they other individual or group of persons.
According to the views of Mary Parker Follett, conflict is a difference of interests and
opinion. It is mainly contradiction in between two opposing groups on the basis of their interest
and views.
As per according to the view of David L. Austin, Conflict can be defined as a form of
disagreement that may arise in between more than two individual or a group. It is a situation of
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expressed struggle between a two or more independent parties in which everyone try to obtain
acceptance of their idea or group over other.
According to the views of Thomas Chung and Megginson, Conflict is a struggle in
between ideas, wishers, incompatible and struggling needs of people. Situation of conflict mainly
arises when a group of people and individual encountered themselves with an unsatisfactory
interests.
As per the view of Louis R. Pondy, Conflict can be generated in any form of
organisation. Situation of conflict can be arise in between worker, individual or group within an
organisation. According to the author, there are various kind of conflict that are, inter
organizational, intra personal, interpersonal or intergroup conflict.
Conflict is a behavioural interaction in between parties. Situation of conflict arise when
there is behavioural interaction between two individuals and a group of people. It is a struggle in
the middle of two more more than opposing forces. It is mainly situation that arises when a
misunderstanding occurred in between different team in an organisation (Shields and et. al.,
2015). It is mainly a disagreement occurred in between one more more than individual on the
basis of action or belief. For example, in a company their customer support department come in a
situation of conflict with sales department due to different set of interest and goals for satisfying
needs of customer. In addition to this, conflict also can be arise when there is a sense of
competition developed in organisation between two groups. In Cathay Pacific Airways
there production and manufacturing department indulge in the situation of conflict that has been
arise for distribution of resources that have been made by company management.
Reasons for conflict
Variation in beliefs, action and ideas: It is one of the main reason of conflict which
results in creation of unhealthy aggression, antagonism, rivalry and understanding with each
other. Every individual have different set of beliefs, perceptions and values that differentiate
their ideas and actions with others.
Increase in workload: Conflict in a workplace can be arise when individuals working in a
organisation feels to be burdened and leaded with unmanageable work (Guest, 2016). This
results in creation of negative spat between team members and group people.
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