Assignment on Employee Relation Factors

Added on - 28 Dec 2019

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EMPLOYEE RELATION
Table of ContentsINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................41.1 Explain the unitary and pluralistic frames of reference........................................................41.2 How changes in trade unionism have affected employee relations......................................51.3 Role of the main players in employee relations....................................................................6TASK 2............................................................................................................................................72.1 Procedures an company should follow when dealing with different conflict situations.......72.2 Key features of employee relations in a selected conflict situation......................................82.3 The effectiveness of procedures used in a selected conflict situation...................................9TASK 3............................................................................................................................................93.1 Role of negotiation in collective Bargaining........................................................................93.2 Impact of negotiation strategy for a given situation............................................................10TASK 4..........................................................................................................................................114.1 Influence of the EU on industrial democracy in the UK.....................................................114.2 Compare methods used to gain employee participation and involvement in the decisionmaking process in organisations...............................................................................................124.3 Impact of human resource management on employee relations.........................................13CONCLUSION..............................................................................................................................13REFERENCES..............................................................................................................................14
INTRODUCTIONEmployee relation is a term which is observed in almost every industry and it defines thebond between the employees and an employer. The main relation between them is thatemployees work in the industry and the employer provide them wages, payment or remunerationin exchange of it. If a organisation wants to carry out all his operation in proper and efficientmanner it is very important that there is a smooth relation between them. But it is difficult tounderstand the concept of this term that what things should be included for this and on whatbasis the interaction between them can be done (Ayyagari, Grover and Purvis, 2011). In thisassignment we will be going through all the factors attached to it and for this we have choose“Willmott Dixon” which is a UK based construction company. The company has been carryingout his operations since 1852 and has approx. 3000 employees, so it will be interesting to studythe employee relation for this company. As a HR assistant for HR manager it is a primary duty toundertake and manage all the work of the manager, helping him in making right decisions.TASK 11.1 Explain the unitary and pluralistic frames of reference.Unitary frames is related to management and organisational membership and is a way ofthinking, attitudes, practices, values and the predictions related to it. This term defines that if anyorganisation wants to accomplish their goals it is necessary that the people who are working forthem should have same targets, values and objective and it does not matter that what role theyare assigned with. It evaluate success of the organisation through measuring the realachievements of set targets. Unitary frames says that conflict at a workplace is not part of therelation between the employee and the manager (Baccaro and Howell, 2011). The conflictbetween the two effects on other staff or members and create further problem. In a companythere is only a single authority which is management and their exist no opposition leaders. Therole of the company leaders is to encourage and bring commitment among the employees andtrade unions are not required for managing the conflicts which has arose. In Willmott Dixonemployees are considered to be loyal, and the decision of the management of the company willbe considered superior as it is for the interest of employees working for them (Bach andBordogna, 2011).
Pluralistic frames or pluralistic theory says that a workplace is made of the differentvalues, behaviours and beliefs. Conflicts which definitely arise in the organisation has there clashof interests and the staff always try to compete with each other. This can also be taken as a usefulthing as through it the company could identify the problems arising and can take preventivemeasures to resolve it. The work or function of the management is to intervene in the matter as amediator and try to avoid that interest of clash (Batt and Colvin, 2011). Trade unions arerepresentative of the employees and this is the legal right of the employees and through this theemployees can take help of it in decision making process. Trade unions can be considered as thepositive or useful body in a organisation. When any conflicts arises it disturbs the relationbetween the employees and managers so to attain the stability in the relation several negotiationsand bargaining can be done between both them. The best part of this frame is that it does notoverlook the conflict and it is looked as positive factor because through this they get to knowwhat all things are acting as hurdle.Through unitary frame of reference a company develops human resource management inthe organisation and in pluralistic frame of reference company have a perception that the all firmis made up of powerful groups and trade unions are legal representative.1.2 How changes in trade unionism have affected employee relations.Trade unions are the associations which are organised and work for the interest of theworker or employees who are working in a industry. They represent their interest and fights forthe rights of the workers. Other than this trade unions try to reduce the working hours, obtainhigher wages and in all it tries to improve the working conditions of the workers. They try tomaintain the relation between the employees and the employer, on behalf of its members who arepart of the trade unions it raises their demands which are new, they make sure that the employeesdon't get harass with the political suppression. In the employee relation the most affecting factoris the wages and working hours so the trade union put forward the demands related to this(Daymon and Holloway, 2010). Through collective bargaining process a negotiation is madebetween workers and the managers and for this a agreement is made between them that definesthe working conditions, training and the working hours.Changes in the political factors like the change in the policies to restrict or suppress theactivities of the trade union are the factor which is one of the reason why trade union has lose itsimportance. In order to adapt or the cope up with the changes it has changed its functioning, as
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