Employee Relations in Marks and Spencer (M&S) : Report

Added on - 21 Jul 2020

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EMPLOYEE RELATION
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Various frames of reference explaining implications of each of perspectives......................11.2 Changes in trade unionism affected employee relations.......................................................21.3 Role of key players in industrial relations.............................................................................3TASK 2............................................................................................................................................42.1 Conflict procedure M&S should follow when dealing with various dispute situations......42.2 Key features of employee relations with reference to this conflict situation.......................52.3 Effectiveness of dispute procedures followed in resolving...................................................6TASK 3............................................................................................................................................63.1 Role negotiation plays when collectively bargaining..........................................................63.2 Various negotiation strategies and assess affect of each strategy.........................................7TASK 4............................................................................................................................................84.1 Influence of EU on industrial democracy in United Kingdom............................................84.2 Different methods used to involvement in decision making process and gain employeeparticipation.................................................................................................................................84.3 Affect of human resource management approach on employee relations............................9CONCLUSION................................................................................................................................9REFERENCES..............................................................................................................................10
INTRODUCTIONIn modern scenario, company has various valuable assets and among them mostimportant one is the employees. It is highly essential for the company to provide better andeffective satisfaction to the employees so that they can give expected level of performance.Industrial relation is highly related to the employee relation which is being mainly recognisedamong employee and employer (Al-Waqfi and Forstenlechner, 2010). Relation of the employeeis highly proportional to the success of the company. In this report, company which is beingchosen is Marks and Spencer (M&S) which is a retail company who has been dealing since 1884in grocery products, home items, clothing, electronic items and many more. In this company,there are high numbers of employees who are working by maintaining positive relations withthem. There are various kinds of factors which are being discussed in this report like applyingseveral industrial relations which are being highlighted. Besides this, nature of industrial disputealong with the negotiation process and collective bargaining has been taken into consideration.There are various methods which are being utilised by the company in order to gain theemployees’ participation along with activities related to the employee engagement.TASK 11.1 Various frames of reference explaining implications of each of perspectivesThere are many aspects which are being highly related to the relations of the employeeand among them there are two most important and those are Unitary and Pluralistic. These twokind of effective approaches along with various kind of methods for managing the harmoniousand healthy relation with the employees in company. M&S has adopted certain strategy and theymainly focus on providing motivation factor to the employees in order to build betterrelationship. This in turn will help the company to attain its objectives and aim in allocatedperiod of time (Bach and Kessler, 2011). All the approaches are being executed by the companyin order to maintain the effective relation with employees. There are two kinds of referenceswhich are being provided below:Unitary perspective-In this kind of factor, it is highly necessary for the company tomake effective decision making process which is highly critical within economy. Right decisionscan be taken by the top management in order to avail the advantages. It is the main responsibilityof the employees that they should show the loyalty regarding the company and work as per1
commitments. This kind of element is highly essential for analysing the Trade union which ishighly ineffective and non satisfactory and it can create the chances of cold war among employeeand employer. By this kind of approach, managerial activities are being performed by companyto deal in better and effective manner (Verwijmeren and Derwall, 2010). Recruitment is beingdone by M&S so that better decisions can be made by top management.Pluralistic perspective-There are numbers of employees who are present within thecompany and they belong to various culture due to which their value and attitude is different.Trade union is highly involved in an organisational process due to which decision making poweris shared among the employees by the authority. There are various disputes within workers,Trade Union has the belief of utilising collective bargaining (Becchetti and et. al., 2012). Thereare high numbers of employees who are working in M&S and thus, there is high possibility ofconflicts arising. Crucial role is being played by the Trade Union for resolving out the conflictsamong the employer and employees.By utilising both of the perspectives, M&S can maintain effective and better relationshipwith the employees. This in turn will help out in increasing the effectiveness along withefficiency of business.1.2 Changes in trade unionism affected employee relationsThere are some of the rights which are being made and enforced for common interest ofemployee and thus, Trade Union monitors those kinds of rights. Worker's association can bestated as the legal representative of the labour within the company. Contribution is beingprovided by the Trade Union along with the wages. There are numerous reasons behindformulating Trade Union and among those, major one is revolution which came in many of thecountries. This way of introducing factor will provide help the employees to improve the areasin various kind of aspects which are highly related to the employment (Borg and Söderlund,2013). This kind of formulation mainly helped out the maintaining the relations at the workplace. But from past few decades, role of trade union is being changing. In order to save theinterest of employees, conduction of welfare programmes is being done. First union movementwas being carried out in the 19thcentury. But in official manner, it came into act in 1824 withcertain system of legalisation under which huge amount of workers joined this force. From thisaspect, managers need to know about the trade union formulation against the exploitation of thestaff members but the main focus is benefiting the workers. There are several changes within the2
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