Employer-Employee Relations and its Impact

This assignment delves into the crucial topic of employer-employee relations, examining various facets such as employee engagement, organizational commitment, and the role of policies in shaping workplace dynamics. It utilizes a range of academic sources to analyze the influence of factors like physical activity initiatives, social responsibility practices, and diversity on employee well-being and organizational success. The assignment also touches upon legal aspects relevant to employee relations, including trade unions and employment law.

Employee Relation

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Unitary and pluralistic frames of reference......................................................................3
1.2 changes in trade unionism have affected employee relations in the UK..........................4
1.3 Key players in employment relations...............................................................................5
TASK 2............................................................................................................................................5
2.1 Dealing with different conflict situations.........................................................................5
2.2 Key features of employee relations in conflict situation..................................................6
2.3 Effectiveness of the procedures followed in resolving the conflict.................................7
TASK 3............................................................................................................................................8
3.1 The role negotiation plays when collectively bargaining as in this conflict....................8
3.2 Use of Management accounting information as a decision making tool for Dalata hotel9
TASK 4..........................................................................................................................................10
4.1 Impact of EU on industrial democracy in UK................................................................10
4.2 Compare various methods that used to gain employee participation for making decisions
................................................................................................................................................1
4.3 Assess the impact human resource management approach has had on employee relations
................................................................................................................................................2
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Managing employee relation is essential for an organisation especially after the industrial
democracy incurred in UK. For managing such activities, an organisation manages the human
resource development in their organisation which can help them in meeting desired objectives
and standard performance quality of worker. For this, one coordinate various activities, function
and organise practices such as negotiation and bargaining procedure, compensation and
rewarding activities and many other (Avey and et. al., 2010). The whole implied action aims
over the better relation with their workforce. BMA is the professional association which is
registered for doctors as trade unions in UK. The purpose of this report is to analyse various
framework of employee relation management along with changes which occur in the
organisation due to alternation in trade unionism. This will evaluate the various laws and
legislation which is required to imply for managing ER and how they influence the decision
making procedure of company. This report will also assess the impact of employee engagement
and contribution as well as main player which help in the procedure of management of
personnel.
TASK 1
1.1 Unitary and pluralistic frames of reference
In order to manage the employee relations, there are various framework which an
organisation can imply i.e. pluralistic and unitary perspective. These have been briefed as below:
Unitary Perspective: The unitary framework of human resource management depends on
values, attributes and opinions which is related with the organisational membership of
organisation along with management. It is linked entirely with the goals and objectives of
employee that should be based on responsibilities and roles of worker. It will help them in
rendering the satisfaction cause which can aid in meeting the objectives of organisation. In the
procedures, they can scale the strategies of implementation. Although success can be measure
through the recent objectives. So, the structure and plans are organised by companies for
betterment of workplace (Bach and Kessler, 2011). This is quite smart for the system of
delegation because organisation manager and owner cannot control the worker amount. For
BMA this is required to control the worker in order to motivate employee and meet target.
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Pluralistic Framework: In the organisation, company has made some sub-group as per
this approach, in which the departments sets the objectives determined by leader which help in
meeting the outcome though time management. Trade unions are not examined like essential for
managing conflicts harmonious.
The company is using the pluralistic framework which can aid the organisation in
managing employee relation. The company can meet the desired outcome through maintenance
of workplace which leads to better productivity (Crespo and et. al 2011).
1.2 changes in trade unionism have affected employee relations in the UK
Employee relation: Employee relation is effective factor which has large impact on the
success and failure of organisation. To achieve success in their operations there is need having
good employee relation which improves communication and coordination among the employer
and employee. As the large number of benefits are derived by organization through good
employee relations which are supportive nature, motivated behaviour, effective team building
etc.
Impact of change in trade unionism upon the employee relations
Trade unions have the responsibility in providence of effective rules and regulations
which governs the rights of employees in an organisations. The change in trade unionism means
evolution of new concepts regarding employee relation due to having new industrial relations.
The traditional job of the trade union is to make job regulation which helps in determination of
employment rules. After changing of the time, such regulations are developed which includes
about the concept of rewarding to employees on the basis of their efforts in an organisation. It
also includes about protecting of their interest and effectively treat by employers. Such trade
unions provides the regulations and legislations regarding grievances disciplinary policies,
industrial relation training, labour legislation, government intervention etc. Changes in trade
unionism over the time provides the opportunity of development in employee relations in future
between employer and employee. Such changes provides more emphasis on employee welfare,
professional development, employee safety, remuneration etc. Use of such tools by the
employers while providing their business functions helps in providence of effective facilities to
employees. This provides opportunity regarding removal of conflicts and strikes. It provides
opportunity to the organisations to improve their productivity and profitability. This contributes
to enhance employee relation and attain their confidence and trust on the activities of employer's.
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Government support is also achieved by the employers which are more concern about their
employees. It helps in improving their image in market.
1.3 Key players in employment relations
There are key player which help in managing the employee relation in productive way.
The company is being helped through these activities from these bodies which are assisting. Here
are mentioned some of those bodies and their role in the development and maintenance of ER
which is developed as below: Role of employee in employment relation: The role of employee is to follow the rules
and regulation of organisation. Employee should put their efforts in accumulation of
assigned task. It is necessary for employee to make healthy relationship to other
employee (Dreyer, Hauschild and Schierbeck, 2010). It is necessary for employee to
focus on to achieve the goals and objective of organisation. Role of employer in employment relation: Employer plays a significant role in
establishing employ relation. It give positive impact to employee in order to achieve the
goals and objective of organisation. Establishing good relation encourage employee to
perform effectively. Employer Organization: It plays an important role in securing rights of employers in
cases of disputes with various other parties like government, Employees etc.
 Trade unions: These are the sympathizers of employees. It protects their rights. It
ensures that employee's salaries, bonuses are disbursed on time and the working
conditions provided them are not in violation of human rights and other laws etc.
 Government: It is regarded as a neutral party in disputes. It protects the rights of general
people and make sure that no party is harming each other.
TASK 2
2.1 Dealing with different conflict situations
Cause of the miscommunication and misinterpretation of the conveyed information there
can be various conflicts and issues which can be faced by an organisation so as BMC. In the case
of respected organisation, the company has felt the issues in the organisation cause of the
members of staff. There can be various elements which company can adopt for solving the
problems which is discussed as below:
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Collaboration: Through the procedure of collaboration planning, company can
emerge themselves. Through organising different interactive meeting, the company can meet the
desired outcome and get the response of worker in the company in regard of issues. Through
negotiating the conflicts with worker, manager can resolve the conflict or emergency situation
from the organisation (Flammer and Luo, 2017).
Empathy: The manager company can support their efforts through creating better
and healthy working environment that can motivate worker leading to better productivity and
performance. This can help in sharing and interaction among employee related to their conflicts
and issues within the company through resolving issues situation. This can assist in maintaining
the better employee relations and management of workplace in better manner.
Compromise: For the disputes and issues resolution, negotiation and
compromising can lead to better work in the workplace. After the cutting job in the organisation,
the company need to implement some required and effective strategy. For this, enterprise can
treat worker with some new terms and guidelines which can assist them in meeting their better
employee relation at workplace.
By the assistance of such activities and tactics that can lead in solving issues which can
resolve conflicts from the company and aid them in effective worker relations.
2.2 Key features of employee relations in conflict situation
The industrial democracy can be defined as the express the freedom and treat oneself that
has become more significant in United Kingdom. The respected communication, there were
many issues and conflicts which the company faced that is needed to resolve for better
performance of organisation. Employees are paramount for the enterprise which leads to better
productivity and performance of company (Revision: Trade unions employee relations employee
participation employment law, 2017). Though an enterprise has to face various issues and, as
company has diverged worker group with different culture, opinions and activities. There are
various techniques, methods and tactics which can support the better resolution within the
company. Here are some of those organised activities that have been discussed as below:
• Communication: By the assistance of better and good communication establishments, the
organisation can develop better profitability and productivity. This can help in reducing the
miscommunication that can direct to decline the emergence of issues and conflicts among worker
or organisation.
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• Meditation: Mediation is one of better and most effective method that respected
organization can develop for their worker and their better productivity. It can emphasis their
potential and productivity through rendering them positive environment of working and provide
relief to their team. This is how the company can manage better workplace.
• Credibility: It is one of major elements that are required by an organisation so as the
cited enterprise. The respected organisation can develop some trust and credibility among their
worker and employer. Through this one can meet their organisation culture and render better
productivity.
These are the acquired activities through which company can meet their required
outcome and manage their workplace. They can lead to better workplace and after Brexit, they
can manage their operation in better working environment.
2.3 Effectiveness of the procedures followed in resolving the conflict
Conflict is an unavoidable part of work. It arises at work place due to misunderstanding
between employees during working procedure in organisation. It gives negative impact on
environment of organisation (Hogh, Hoel and Carneiro, 2011). Conflict demotivates employees
who stop to achieve goals and objective of the organisation. There are various procedures by
which HR manager can solve conflicts between employees and make healthy relationship
between them. The procedures are given below:
Analyse the issues: Government should identify issue that led to strike by members of
British medical association and junior doctor. Government should understand different views of
representative of both organisations to resolve the conflicts.
Consider everyone's interests: This step plays an important role in resolving conflicts
between members of British Medical Association, NHS employer and junior doctor. Government
should consider the views of while making new contracts which aids to negotiate conflicts.
Choose the best alternative to satisfy everyone's needs. To solve conflicts in effective manner
government should give time for active listening which is concerned with intention to understand
the issue.
Make list of possible option: This step is concerned on to initiate some brainstorming
approach to find out possible solution of issue. List all possible solution concern with issue and
evaluate best option among the list of solution which is made as per the views of striker.
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Select appropriate option: After understanding all views of different party government
decided to select the best alternative to make a new contract which fulfils desire of strikers.
Government took some important steps regarding strike that it would not happen again.
Make agreement regarding resolution of conflicts: Government should make important
documents which are concerned with all details and implication of the conflicts and step taken in
resolving issue which aids to make perfect collaboration between employees to work in effective
manner in organisation.
Monitor the changes: After assigning new contracts the different organisation monitors
the changes that aid to determine the performance of employees working in the organisation.
Effective problem solving techniques aid to solve various issue of employee which help
in making perfect coordination in accumulation of assigned task which is given by organisation.
It plays an important role in achieving goals and objectives of organisation and also enhances the
performance of employee.
TASK 3
3.1 The role negotiation plays when collectively bargaining as in this conflict.
Bargaining is joint method to find the possible solution which is mutually accepted by
members of organisation. It plays an important role in finding the resolution of complex conflict
within organisation. In this process governing bodies appoint the representative to talk with
representative of organisation where conflicts arise. Representative tries to consider views of
both organisations. After considering all views of representative of organisation. Representative
of government apply process of bargaining to employee for negotiation. Government apply two
types of bargaining in order to find the appropriate solution for conflict between government,
employers of NHS and British medical Association are given below:
 Distributive bargaining: It is concerned with the different goals set by employer of
NHS, British Medical Association and government (Mahal, 2012). Two of them want
best result from government as in their favour so that they can achieve their objectives.
Recently government assign a contract between the NHS employers and members of
BMA voted against the contract because that does not fulfil the objective of association.
So government analyses the situation and organise meeting for consideration of views of
both organisation and ask them to negotiate for proper implementation of contract.
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 Integrative bargaining: It is initiative steps taken by government which focus on to
result to satisfy employer of both organisation. Government brings optimistic approach of
negotiation it reveals government put some opinion before both parties to negotiate over
the raised issue government made some extent of rules which is considered by both
parties which aids to implementation of bargaining session:
 Both parties have common objectives.
 They have to give respect position of each other (Maurer and Chapman, 2013).
 Both parties put their effort to build a situation work.
 They have to trust on each other and deliver good communication mutually during
discussion. Government put its effort to fulfil the needs of both parties so that objective
of contract can be accomplished.
3.2 Use of Management accounting information as a decision making tool for Dalata hotel
Negotiation is a very important technique in a business world. For a company to succeed
in business environment it have to negotiate with its various stake holders like government,
suppliers, customers, Legal authorities etc. Therefore the company should possess effective
negotiation strategies with it to command in negotiation process and turns every negotiation in
company's favour as much as possible. There four different types of Negotiation strategies
describes as follows:
 Yielding: It means accepting the offer given by other party and not to negotiate. It is
based on the idea that the person in front is an important one and the company cannot
afford to lose the same and hence the offer is usually accepted without much opposition.
 Compromising: In this, both parties negotiates and tries to end up on a deal which is
equitable for both. In this situation Company sees other person as equal to them and
expect a fair and worthy deal instead of giving away on the deal. In yielding the company
might stand on inferior part but in case of compromising both the parties stand on firm
and equitable footing.
 Competing: In this approach, ultimate aim of company is to get the most possible benefit
from the deal irrespective of cost to other party. In this approach company thinks of itself
as in a superior position and other party is in inferior position.
 Problem Solving: It is more of a compromising approach, as it involves giving respect to
the other party. The other party is not looked as competitor or threat, wants and needs of
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the person is seen as a legitimate one and the focus is to work together for a reasonable
solution. In this, the company seek to understand others situation and act accordingly.
TASK 4
4.1 Impact of EU on industrial democracy in UK
Industrial democracy serve certain legislation and legal work which are being employed
in an enterprise for achieving particular task or work in proper manner. European Union’s
require for revolutionary changes in the United Kingdom at the large market place. The British
business were mainly dominates the employees or workers under the heavy load of work and
supervisors for managing all levels in effective way. European Union formed certain laws and
rights for adopting latest and new technologies and methods to gain maximum profit in
appropriate manner (Morris, 2012). They also work over such rights and make alterations of
these within specific time and latest technologies of the business. For doing trades in United
Kingdom need to undertake such type of laws and legislations at the time of documenting
company policies and plans effectively. According to this case, it can determine and considered
such as crime.
An organisation require for deployed their trade in different nations that includes UK and
Europe. It is essential for company is to implement such country laws and legislation in firm’s
policies and plans in proper manner. To sustain in traffic of specific location, it is necessary for
manage those rights which assist in development of cited firm goals and objectives. European
Union has been mainly impact marketing system in UK but still affect the major part of business
operations and its functions. They can achieve desired goals and targets which related to
organisation for getting profitability in effective manner.
Laws and legal rights represented by EU which are protect and secure the fundamental
rights of workers. European Union works in gaining better benefits to employees to provide them
different laws that include minimum wages, minimum working hours act, job and security act,
prevention of child labour act and some others. They require for implement and execute such
systems of UK in more impressive way. In positive manner, UK is directly impacted by their
laws and legislations.
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4.2 Compare various methods that used to gain employee participation for making decisions
There are various methods that can help in gaining employee participation in developing
correct decision making process. Some of the certain methods which are explained as under:
 Collective bargaining: This is generally done between employees and trade union of an
organisation. It can be considered as it is one of the leading concepts that will assist in
solving major problems and issues when these occur in proper manner (Mowday, Porter
and Steers, 2013). In such technique, trade union can create and develop effective
decision which can do by both parties. It will help in enhancing management engagement
and also follow such rules and norms within an enterprise.
 Suggestion policies: in this method, company manager suggest some policies and plans
for making effective profitability for the firm. By using this, it can help in improving the
quality of decision making process in proper manner. Major strategies are used at some
places where they develop different types of ideas and thoughts that will required for
company growth and success. It can be done for maintaining workers relation in positive
way.
 Job enrichment: This is that process where correct conclusion should be given by
employees by making consideration in appropriate way. There are different rewards that
should be offered by human resource manager where they will help in encouraging and
inspiring their employees for achieving desired goals and targets. In this context, they
will give their best work for increasing and workers also actively take part in reaching
with potential objectives and targets.
 Absolute relation: This is one of the essential approach and concepts which help the firm
in gaining profitability. On the other hand, trade union can aid organisation for managing
and controlling all business operations and desired functions in proper manner. In such
policies and plans, workers should take correct decisions by using each factor that is
determined way. The union members are directly elected and nominated by board
members. This can be focus or concentrate by making better participation for taking
correct decision within an organisation.

 Ownership: Another method for make sure those employees participation within an
organisation for making correct decision for make their shareholders work effective. Also
they can purchase equity shares, loan in advance, providing financial help that can used
while making accurate decision for the welfare of the firm.
 Quality circle: The circle of quality is that group where five to ten member who are
experts in specific working field. They can meet for analyse and resolve major issues and
problems that will occur at the time of business operations.
4.3 Assess the impact human resource management approach has had on employee relations
Human resource management is the process of giving training to employee of an
organisation, assess their issues during training problem and implement innovative method to
solve issues. HRM also emphasis on to maintaining relationship between management and
employees. Human resources management is the factor which utilizes various employees as per
the requirement of assign task (Østergaard, Timmermans and Kristinsson, 2011). It plays
important role in improvement of employee performance, resolving conflicts among the
employees, creates friendly environment in organisation, give compensation, incentives as per
the performance of employee in organisation. There are various approaches used by HRM to
establish effective relation between employee and management level are given below:
Training and Development: HRM plays an important role to implement modern
approaches of training which helps employee to inculcate with new approaches of training. It
aids to improve their effectiveness in work procedure. HRM conduct induction program
Encourage employee: In order to attain goals and objective of an organisation, HRM
puts its effort to encourage employee to perform their task in effective manner.
Reward and remuneration: This process is very essential for the assertion in
organisation. It concerned with various types of reward given by HRM to employees as they give
their best effort in accomplishment of assign task. There are various strategies, philosophies, and
plan used for giving reward for remarkable performance of employee.
Relationship with employer and employee: HRM plays a vital role in building healthy
relationship between employer and employer (Employer/employee relations, 2017). It conducts
various activities in the organisation which offers employee to raise their problems, determine
their opinion to enhance the performance of organisation. HRM conducts induction program for
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employee to make good communication between other employee and different level of
management.
Discipline: HRM puts its efforts to create a disciplinary environment in organisation by
evaluating their performances checking their behaviour and analysis their outcomes of daily
activities (Verwijmeren and Derwall, 2010). It helps HRM to take immediate action against any
disciplinary action takes place in the organisation which liable to penalise employee and other
mode of punishment which aids to maintain discipline with in organisation.
CONCLUSION
It can state from the above report that management of employee relation is required for
the organisation in order to perform their functions in the effective way. HRM plays important
role in improvement of employee performance, resolving conflicts among the employees, creates
friendly environment in organisation, give compensation, incentives as per the performance of
employee in organisation. Human resource management is the process of giving training to
employee of an organisation. There are various methods that can help in gaining employee
participation in developing correct decision making process. European Union’s require for
revolutionary changes in the United Kingdom at the large market place. Bargaining is joint
method to find the possible solution which is mutually accepted by members of organisation.
Conflict is an unavoidable part of work. Trade unions have the responsibility in providence of
effective rules and regulations which governs the rights of employees in organisations. In order
to manage the employee relations, there are various framework which an organisation can imply
i.e. pluralistic and unitary perspective. The whole implied action aims over the better relation
with their workforce.
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REFERENCES
Books and Journals
Avey, J. B. and et. al., 2010. Impact of positive psychological capital on employee well-being
over time. Journal of occupational health psychology. 15(1). p.17.
Bach, S. and Kessler, I., 2011. The Modernisation of the Public Services and Employee
Relations: Targeted Change. Palgrave Macmillan.
Crespo, N.C., and et. al 2011. Worksite physical activity policies and environments in relation to
employee physical activity. American Journal of Health Promotion. 25(4). pp.264-271.
Dreyer, L. C., Hauschild, M. Z. and Schierbeck, J., 2010. Characterisation of social impacts in
LCA. The International Journal of Life Cycle Assessment. 15(3). pp.247-259.
Flammer, C. and Luo, J., 2017. Corporate social responsibility as an employee governance tool:
Evidence from a quasi‐experiment. Strategic Management Journal. 38(2). pp.163-183.
Hogh, A., Hoel, H. and Carneiro, I.G., 2011. Bullying and employee turnover among healthcare
workers: a three‐wave prospective study. Journal of nursing management. 19(6).
pp.742-751.
Mahal, P. K., 2012. HR practices as determinants of organizational commitment and employee
retention. IUP Journal of Management Research. 11(4). p.37.
Maurer, T.J. and Chapman, E.F., 2013. Ten years of career success in relation to individual and
situational variables from the employee development literature. Journal of Vocational
Behavior. 83(3). pp.450-465.
Morris, T., 2012. Innovations in banking: business strategies and employee relations (Vol. 22).
Routledge.
Mowday, R. T., Porter, L. W. and Steers, R. M., 2013. Employee—organization linkages: The
psychology of commitment, absenteeism, and turnover. Academic press.
Østergaard, C. R., Timmermans, B. and Kristinsson, K., 2011. Does a different view create
something new? The effect of employee diversity on innovation. Research Policy.
40(3). pp.500-509.
Verwijmeren, P. and Derwall, J., 2010. Employee well-being, firm leverage, and bankruptcy risk.
Journal of Banking & Finance. 34(5). pp.956-964.
Online
Employer/employee relations. 2017. [Online]. Available through:
<http://businesscasestudies.co.uk/business-theory/people/employeremployee-
relations.html>.
Revision:Trade unions employee relations employee participation employment law. 2017.
[Online]. Available through:
<https://www.thestudentroom.co.uk/revision/politics/trade-unions-employee-relations-
employee-participation-employment-law>.
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