Employee Relations and Conflict Management

This assignment delves into the crucial relationship between employee relations and conflict management. It requires an analysis of how conflicts arise in the workplace and their potential effects on employee morale, productivity, and overall organizational health. Students are expected to examine various conflict resolution strategies, drawing upon relevant academic literature and examples to illustrate best practices for fostering a positive and harmonious work environment.

Employee Relation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Pluralistic and unitary frames of reference...........................................................................1
1.2 Modifications in trade unionism have affected employee relations......................................2
1.3 Role of major players in employee's relations......................................................................3
TASK 2............................................................................................................................................4
2.1 Procedures an enterprise must follow when dealing with conflict situations.......................4
2.2 Key features of employee relations for different conflict conditions...................................5
2.3 Effectiveness of procedures used in selected conflict situation............................................5
TASK 3............................................................................................................................................6
3.1 Role of negotiation in collective bargaining.........................................................................6
3.2 Influence of negotiation strategy...........................................................................................6
TASK 4............................................................................................................................................7
4.1 Impact of EU on industrial democracy in UK......................................................................7
4.2 Methods for involving employee in decision making process..............................................7
4.3 Impact on human resource management on employee relations..........................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
....................................................................................................................................11

INTRODUCTION
Success and failure of all business organisation depends upon their human resources
because without them, company can not operate its activities in effective manner and also can
not accomplish its desired goals and objectives. So, it is highly important for all corporations to
focus on their employees and provide them a good working environment so that they can
perform their given roles and responsibilities in appropriate manner (Bach and Kessler, 2011).
Employee relation is that concept which is used by business enterprise to make positive
relationship between employer and workers so that they can operate organisational function with
mutual understanding and also can achieve desired results of company. This project report is
based on Marks and Spencer which is a multinational organisation, which specialised in
producing designer cloths and domestic goods. In this report, detailed description has been given
on employee relations. Nature of organisational conflict and its resolution has been evaluated.
Along with this, concept of collective bargaining, negotiation processes, employee participation
and involvement has been determined.
TASK 1
1.1 Pluralistic and unitary frames of reference
In modern world, almost all companies gives core attention to their human resources
because they are only key factors which helps company in accomplishing its desired goals and
objectives. So, it is highly important for managers of Marks and Spencer to give core importance
to their workers and build strong relationship with them. There are two major approaches by
which organisation can create good relations with its employees and these are follows as under:
Unitary approach: This frame of reference refers to the way of embracing attitudes,
things and values to management and organisational membership. This approach focus on those
goals and objectives which are shared by different workers. As per this concept, employees of
company also have right to represent their needs as well as demands within workplace. In simple
words, this approach focused on worker participation and involvement. This frame of references
states that there is no need of any trade union to represent interest of employees (Ford and
Richardson, 2013).
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Illustration 1: Conflict and employee relations
(Source: Conflict Management, 2017)
Pluralistic approach: On the other side, this approach states that there is high need of
trade union within work place so that they can protect and promote employee's interest in most
effective manner. In this, small unions are made which performs various roles and
responsibilities to increase worker's welfare within work place. This frame of references involves
various activities by which company can improve employee's relations and these are listening,
negotiating, understanding and marinating communication level betwixt top and lower
management. Member of trade unions takes help of collective bargaining which fulfils needs of
both employers and employees.
1.2 Modifications in trade unionism have affected employee relations
Trade union is that smaller group of employee which represents interest of all workers in
front of top management. In simple words, their major role in to protect and promote employee's
interest. In traditional time, workers were get exploit by their managers. In order to stop unfair
activities of managers concept of trade union has developed. This concept was firstly introduced
in 19th century because employer of that time were very rude, they do not consider rights and
needs of employees. Also, do not provide appropriate compensation to their employees (Guest,
2011). Later, in 1825 legal bodies also made some employment law or legislation to protect
employee interest within work place. Form 19th century to till now, there are many changes
which has been taken place in trade unionism, which influence huge impact on M&S as well.
Some modification are follows as under:
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Political and legal changes: UK government has made various rules and regulations regarding
employee welfare. It continuously make changes or update its legislations as per the needs and
wants of employees. It is highly important for all companies to follow those laws otherwise they
can suffer from financial loss.
Technological changes: High use of technology has reduced the employment opportunities
because of all companies are using technical resources instead of human resources. This is
creating huge problem for workers that is why government have made some legislations which
bounds business enterprise to use human resource instead of technical resources (Nugent, 2017).
Also, legal bodies have made retrenchment policies which provides opportunities to other people
as well.
1.3 Role of major players in employee's relations
Employee relation sis that managerial concept which helps in building strong relationship
between employer and workers so that they will operate business activities and practices with
mutual cooperation. Also, it helps in creating good working environment which motivates
workers to contribute more in achieving organisational goals and objectives. By building good
relationships with employees company can increase organisational profitability as well as
productivity (Purcell, 2013). There are three players which plays most significant role in
employees relations and these are follows as under:
Employers: They are they person who are known as business owners or board of director. They
are main people who sets organisational goals and objectives to generate high level of financial
profit. There major role is to provide all those services and facilities which are required by
employees so that they can operate business activities in effective manner.
Managers: It is huge responsibility of HR managers to formulate and implement those strategies
which are in favour of workers. In simple words, their major role is to provide high satisfaction
to employees so that they can be retained for long time period.
Employees: It is huge responsibility of workers to operate business activities in effective and
ethical manner so company will not face any kind of problem (Shields and et. Al., 2015).
Government: UK government have made various rules and regulations to promote and protect
employee's interest within work place. It is mandatory for all companies to follow employment
legislations otherwise they can suffer from financial loss.
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TASK 2
2.1 Procedures an enterprise must follow when dealing with conflict situations
In business organisation many times conflicts situation arises between employees which
is important to resolve by manager as soon as possible through which firm can retain their
productivity (Marchington and Kynighou, 2012). Negotiation is proper and suitable method for
minimising all the disputes which occurs between supervisor and subordinates as it assist in
clarifying all the hidden situations and terms. Marks and Spencer face very tough competition
from their competitors for this they need to adopt negotiation procedure which is most effective
method to resolve any kind of issues in most proper way. This method is used by firm for
minimising contention as it show all the hidden issues or clarify all the misunderstanding
because of which Mark and Spencer face lots of problem. Negotiation method go through
various different steps which are as under:
Conciliation It is initial step in which all the invisible condition is resolved by management in
the presence of third person for creating healthy and positive and healthy
relationship between subordinates and supervisor.
Arbitration In this third person enforce for both the parties who are engaging in disputes for
making effective result for which they are not ready.
Meditation In this process private or official mediator is hired for resolving all the issues
and conditions.
Manager of Mark and Spencer use proper process of negotiation to eliminate all the
hidden issues and conflicts which arises within the organisation.
Planning process:- This is initial step in which appropriate strategic plan is develop which can
properly applicable on conflicts condition. Therefore,proper planning is requires for resolving
all the issues.
Involvement with different parties:- In this step firm need to make it clear for effective result at
workplace.
Finalisation of negotiation:- This is last step all the invisible issues are clarifying now its time
for quick step for settling conflicts.
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2.2 Key features of employee relations for different conflict conditions
Strong relationship bond of managers or higher authority plays very important role for
reducing issues and problem in Mark and Spencer company (Kim, MacDuffie and Pil, 2010).
Healthy relationship between employees and employers is very beneficial for growth and
development of the firm as it assist in gaining more sales and revenue. There are some key
features of employees relations for several in disputes conditions which are as follows:
Dissatisfaction from firm: If any employee feel that they are not acquiring chance as
compare to any other staff members then conflicts situation will be arises at work place. It is
main duty of management to give same facilities and benefits to all employees for avoiding any
kind of disputes. Manger should discuss with employees about their issues and problem related
to salary, wages and working environment for satisfying their needs and demand.
Difference between employees or co workers: Collectives conflicts arises in Mark and
Spencer organisation which affect the relationship bond of employers as well as employees.
Effective communication should be used by management for improving the working
environment so that employees can work without any disputes and issues at work place.
2.3 Effectiveness of procedures used in selected conflict situation
Negotiation method is used by Mark and Spencer company to resolve all hidden conflicts
and conditions at work place. This firm follow appropriate process and procedures for
identifying all the disputes and points. It consists several other process for solving conflicts
situations such as arbitration, mediation and conciliation. There are some effective procedures of
selected method for eliminating problems which are as follows:
Satisfaction: The first reason behind effectiveness is that organisation provide good
quality products and services to their domestic and foreign customers and take regular feedback
and view regarding their products and services (Holland and et. al., 2012).
Problem solving: Mark and Spencer organisation take proper action to remove issues and
problem that are affecting performance as well as profitability level in competitive market place.
Develop healthy interaction: Negotiation is most appropriate method which is used by
this firm for creating healthy and positive working environment for their employees so that they
can perform in most effective and systematic manner.
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TASK 3
3.1 Role of negotiation in collective bargaining
In the growth and success of Mark and Spencer it play very important role for eliminating
all the hidden issues and conditions in minimum time period (Fossum, 2014). The main motive
of this method is proving healthy and good working environment at work place so that
employees can perform their work and task in proper manner. Negotiation is suitable method that
remove all the problems such as stress, tension, confusion, danger, threats, politics and so on.
Apart from this,there are many different role of negotiation procedure which are as follows:
Help in developing effectiveness: In this manger of company discuss about all the issues and
problem with their employees for resolving them in proper way. This will help in identifying all
the invisible condition and conflicts that are occurs between employees and employers. Through
this, manger can make strong strategic plan for growth and development of the organisation in
large market place. Conflicts must be solved on time so that profitability and productivity of
company do not effected.
Assist in gaining accurate outcomes: By discussing all the problem with workers organisation
can resolve them and create positive and healthy working environment at work place so that they
can work in more suitable manner to achieve desired target of the Mark and Spencer. With the
help of negotiation method this firm can make effective strategies and plans for accomplishing
best outcomes in minimum cost.
3.2 Influence of negotiation strategy
Negotiation is an effective strategy which helps an organization while resolving their
conflicts in an appropriate manner by clearing all the hidden points in one go. Marks and
Spencer is a very large enterprise by having its branches across international borders consist of
large number of employees performing there (Morris, 2012). Disputes are uncertain which
occurs anytime anywhere without any indication and requires specialised person to deal with
contentions situations. Thus various schemes of negotiation process is highlighted as follows:- Yielding:- As per this tool an resolution of disputes are totally rely on a behaviour of
other party. It means reaction of one's party have a greater influence on other behaviour. Compromising:- As per this component two parties that are involving in conflicts are
ready for settling disputes without clearing all the necessary points because of some
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personal or occupational reasons. They haver to do compromise forcefully (Pyman and
et. al., 2010). Competing:- In this stage both the party are trying to compete with each other by giving
high competition with aggressive conversation. In fact, major objective of this component
is to enhance the fighting spirit of employees or persons involving in a conflict.
 Problem solver:- As same as yielding and compromising because its totally rely on
norms, values, plans or policies for minimising coercion of both the contractor.
Thus, it has been analysed that negotiation is an effective method that is a cluster of
norms, strategies, policies and various plans which have a greater influence on a contentions
between employees or employer.
TASK 4
4.1 Impact of EU on industrial democracy in UK
European union decides the non separation of entire market range of Europe that
incorporate hindrances, clashes, debate and so on (Sanders and Frenkel, 2011). This will help
with creating and enhancing solid connection between representatives of EU which has different
laws: Equal opportunities:- Eu will ensure that entire staff members of the firm are completely
in light of UK and there are numerous likenesses appears in their work. Business security-As per labour law of Europe, the UK based organization will interest
for redress working circumstances. They should treat equivalent to their representatives.
 Representative connection:- European union more often than not impact worker for
influencing solid connection with association.
4.2 Methods for involving employee in decision making process
Representative investment and inclusion implies that every single worker in the
association is an extraordinary substance and is similarly in charge of giving thoughts and for
dynamic cooperation in basic leadership process. For an organization to run effectively long haul
it is particularly essential that its workers are not regarded as pariahs but rather are engaged with
organizations basic leadership so they feel that they excessively possess the association and are
similarly in charge of its development and open picture. In any case, the idea of interest contrasts
from organization to organization. Some association feels that even specialists ought to be
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incorporated into this procedure though a few feels that there ought to be some limitation
between the administration and labourers.
There are diverse ways and techniques through which workers can take an interest in the
basic leadership process. They are as per the following: Cooperation at Board level: In this strategy a delegate is chosen in the interest of all
workers who exhibits their issues before the board individuals and examine with them
the answer for these issues. Cooperation through Ownership : Here representatives are solicited to purchase value
shares from the firm or put resources into it hence shielding their advantage and
investment in the basic leadership process by giving them responsibility for organization.
This makes a self of belongingness in representatives towards the association as, when
the organization will develop so will their stake in its proprietorship (Shah and Ghulam
Sarwar Shah, 2010). Cooperation through aggregate bartering :In this specialists together concurs upon
specific tenets and direction of the organization. It must be all around controlled to
maintain a strategic distance from any devastation. Investment through recommendation plans: Here representatives are requested that and
empowered concoct new and better thoughts in various divisions in order to accomplish
the association focuses in the most ideal way (Trade union and Collective Bargaining,
2012).
 Interest through total control: In this sort specialists union themselves go about as
administration of the association and their chose agent through the Board specifically
manages all administration and modern issues.
4.3 Impact on human resource management on employee relations
Human resource management is one of the most important function within an
organisation. It acts as bridge between workers as well as management. HR managers works hard
for reducing the communication gap in between the two. They have major role in resolving
conflict between two personnels which is important for better employee relations. They also have
the role of motivation employees to work for the company (Storey and et. al., 2010). They also
helps employees in their training needs which helps them in growing inside the firm. Various
training and seminars is conducted by HR department which helps in resolving issues related to
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their personal development. One of the important role of the HRM is that wages are to be
managed so that employees does not gets dissatisfied with the company. They interact with staffs
to understand the needs of theirs which has to be fulfilled by the firm. If the need is fulfilled then
company may able to build better relations with their work force.
CONCLUSION
By evaluating this project report, it has been concluded that Employee relation plays most
important role in all kind of business enterprise. With the help of this concept, organisation can
lead to high level of success and also can achieve competitive advantage. If company will protect
and promote the employee's interest then it can encourage them to contribute more in
organisational growth and development. So, it is highly important for business mangers to create
that working environment in which workers will feel comfortable and satisfied. Business
enterprise face various problems due to organisational conflict which raised because of mutual
misunderstanding of employers and employees. In this report, various techniques of negotiation
and its impact on employees relations has been evaluated. With this helps of these methods,
Marks and Spencer can resolve its all organisational conflicts. There are various HR techniques
by which organisation can face any kind of grievances and also can find appropriate solutions for
them. For better growth, company should involve its employees in decision making process.
Also, enterprise should evaluate different impact of EU and its forces because they can affect
organisational growth and development.
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REFERENCES
Books and Journals
Bach, S. and Kessler, I., 2011. The Modernisation of the Public Services and Employee
Relations: Targeted Change. Palgrave Macmillan.
Ford, R.C. and Richardson, W.D., 2013. Ethical decision making: A review of the empirical
literature. In Citation classics from the Journal of Business Ethics (pp. 19-44). Springer
Netherlands.
Fossum, J.A., 2014.Labor relations. Mcgraw Hill Higher Educat.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Holland, P. and et. al., 2012. Trust in management: The role of employee voice arrangements
and perceived managerial opposition to unions.Human Resource Management
Journal.22(4). pp.377-391.
Kim, J., MacDuffie, J.P. and Pil, F.K., 2010. Employee voice and organizational performance:
Team versus representative influence.Human Relations.63(3). pp.371-394.
Marchington, M. and Kynighou, A., 2012. The dynamics of employee involvement and
participation during turbulent times.The International Journal of Human Resource
Management.23(16). pp.3336-3354.
Morris, T., 2012.Innovations in banking: business strategies and employee relations(Vol. 22).
Routledge.
Nugent, N., 2017. The government and politics of the European Union. Springer.
Purcell, J., 2013. 13 Employee voice and engagement. Employee engagement in theory and
practice, p.236.
Pyman, A. and et. al., 2010. Industrial relations climate, employee voice and managerial attitudes
to unions: An Australian study.British Journal of Industrial Relations.48(2). pp.460-
480.
Sanders, K. and Frenkel, S., 2011. HR-line management relations: characteristics and effects.The
International Journal of Human Resource Management.22(8). pp.1611-1617.
Shah, N. and Ghulam Sarwar Shah, S., 2010. Relationships between employee readiness for
organisational change, supervisor and peer relations and demography.Journal of
Enterprise Information Management.23(5). pp.640-652.
Shields, J. and et. Al., 2015. Managing Employee Performance & Reward: Concepts, Practices,
Strategies. Cambridge University Press.
Storey, D. J. and et. al., 2010. Linking HR formality with employee job quality: The role of firm
and workplace size.Human Resource Management.49(2). pp.305-329.
Online
Conflict Management, 2017. Conflict and Employee Relations. [Online]. Available through:
<http://selfmanagementnotes.info/conflict>.
Trade union and Collective Bargaining. 2012. [Online]. Available
through:<https://www.slideshare.net/ShashankV7/trade-union-and-collective-
bargaining>.
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