Resource Conservation and Employee Wellbeing

This assignment delves into the complex dynamics of employee commitment, empowerment, voice behaviors, and well-being within organizational change contexts. It encompasses six peer-reviewed journal articles and two online resources, spanning topics such as conservation of resources theory (Ng & Feldman, 2012), employee job satisfaction and empowerment (Pelit et al., 2011), employee engagement and well-being (Shuck & Reio Jr., 2014), employee voice behaviors in relation to organizational performance (Van De Voorde et al., 2012), bankruptcy risk and employee well-being (Verwijmeren & Derwall, 2010), and employee perspectives on internal communication (Welch, 2012). Additionally, it covers approaches to industrial relations through the lenses of 'Approaches to Industrial Relations' (2017) and 'The Role of Industrial Relations' (2017).

EMPLOYEE RELATION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Pluralistic and unitary frames of reference...........................................................................1
1.2 Impact of changes in trade unionism on employee relations................................................2
1.3 Role of main players in employee relations..........................................................................3
TASK 2............................................................................................................................................4
2.1 Procedures Sainsbury should follow when dealing with various conflict situations...........4
2.2 Features of employee relations in a particular conflict situation.........................................5
2.3 Effectiveness of procedures used in a given dispute situation..............................................6
TASK 3............................................................................................................................................7
3.1 Role of negotiation in collective Bargaining........................................................................7
3.2 Affect of negotiation strategy for a given situation..............................................................8
TASK 4............................................................................................................................................8
4.1 Influence of the EU on industrial democracy in the UK.......................................................8
4.2 Methods used to gain employee participation and involvement in decision making process
in Sainsbury.................................................................................................................................9
4.3 Affect of human resource management on employee relations..........................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13
.......................................................................................................................................................14

INTRODUCTION
Employee relation refers to the relationship among managers and employees. For
increasing the productivity and goodwill of firm, it is necessary to develop harmonious relations
with employees. Positive employee relationship is necessary at the workplace for maximising
the profitability. The employee relation is also known as industrial relation. Failure and also
success of company is based on the healthy employee relations (Armstrong and Taylor, 2014).
Sainsbury is the largest supermarket chain in United Kingdom which is chosen for the present
study. In this report, the role of main players in making employee relation healthy is explained.
There is a procedure that an organisation should be follow at the time of dealing with the
conflict situations detailed under this. In this present business report discuss about the
effectiveness of the process that is used in the particular dispute condition. Under this there are
some methods which company used to gain the employee involvement and also participation in
the process of decision making.
TASK 1
1.1 Pluralistic and unitary frames of reference
Conflicts are started from any kind of fights and also arguments in between manager and
employees at the workplace. This will directly impact on the relationship of both staff members
and employers. From this, the performance level and productivity of company will be
unbalanced and employees will not get satisfied from the job. Employee relation refers to the
study regarding main role of staff members in order to manage good and harmonious relation of
employer and employees in a company in context of achieving the organisational goals and
objectives. There are two types of perspectives as given below:
Unitary perspectives- It refers to the team work and evaluates those people who are
familiar with the organisation (Avey and et. al., 2010). If employees will know about the firm
very well, then in this case, they will be achieve the organisational goal in an effective and also
proper manner. Under this kind of preference, arguments and also dispute among the workers
and also employers. It is necessary for the manager of Sainsbury business firm is to neglect the
unnecessary conflict from the workplace. The conflict can be solve from the effective
communication in order to rising the performance level of overall business firm. The unitary
frame of reference is a good and also effective way to attitudes, thinking and also those
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assumption which are concerned to the organisational membership and also management. This
kind of perspective searches an expression with the help of executing the vision and also mission
statement. Under this the staff members are regarded as the loyal and also hard-working.
Illustration 1: Industrial relation Approaches
(Source: Approaches to Industrial Relations, 2017)
Pluralistic frames of reference- It is a basic concept in order to understand the interest
of different people who are working in an organisation. In this, the arguments and also disputes
arise from various interests and values of people (Budd, Gollan and Wilkinson, 2010). The
conflicts can be solved with the help of mechanism and the work which help achieve business
objectives and also goals in a particular period of time. In this, there are two main parties
included which are trade union and also management. Both are important for increasing the
productivity of an organisation. Management works on controlling and also determining the
performance level of employees. On the other hand, trade union is a legal representative of
workers.
1.2 Impact of changes in trade unionism on employee relations
From the trade union, there is some changes comes in the conditions of company and
also staff members. The main role of formulation behind the trade union is to improving the
working conditions of the workers in an organisation. Trade union is formed or developed in
order to safe and retain the interest of workers. After emerging the trade union, large number of
cowers are seen in companies. Trade union is provided in order to increase the policies of wages
for the staff members of an organisation.
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In year 1831, the trade union was adopted internationally. Those labours who work in
international organisation took down to the streets with many desires and also needs for
enhancing the pay scale, wages and also protect them against the minimum wage rates which are
given by the employer (Davidson, Timo and Wang, 2010). The trade union became more
powerful in 20th century. But in the year 1901, there was a decision of court that the this union
can be claim or case for any kind of damages if in case they started the strike that is mainly for
Taff vale case.
At the time of 1920s, most of the old firms such as coal mining were diminution. So, in
the year 1921, the managers started cut the wages of employees and also maximising their
working hours. From this, the employee relation was badly impacted and productivity of
company also declined. So, in context to this, trade union was formed in order to protect their
interest and also rights. Main motive of developing the trade union is to provide proper working
hours and also wages to workers and developing harmonious relationship in between
management and employees.
1.3 Role of main players in employee relations
Under this, the employee relation is the connection among the employers and also
employees of Sainsbury business organisation (Farndale and et. al., 2011). The role of the main
players in maintaining and also developing the employee relation given below as above:
Employee- Employer- In Sainsbury business enterprise, relationship among the
employer and also staff members is very essential in order to achieving the organisational aims
and objectives. If the relationship among manager and workers will be good and harmonious
them from this the healthy working environment will be developed at the workplace. For doing
the business activities and operation, it is necessary that in an organisation there should be
effective and also good communication among these two. It is important for staff members to
follow all the policies and regulations of company and it is necessary that they should be
responsible towards their work and loyal (Guest, 2011). The employer prospect from its staff
members that they should always be ready for deal with the challenges in an organisation. The
employees of Sainsbury company are more capable to accomplishing the organisational
objectives. It is the responsibility of the employee is to provide the healthy working environment
for staff members so that they can work properly with out any king of risk. There is a
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requirement to both employer and workers to formulate the healthy and harmonious working
environment for company with the proper communication and attitude.
Representatives and trade union- Trade union is a group of persons who decide to give
the rights and also the better working conditions in industries. In the employee relation, there is a
big and also important role of the trade union. Its purpose is to enhancing the employee relation
in a proper manner by giving all the advantages to company.
Government- Its purpose is to formulating some of the effective policies which is
necessary for the company is to follow (Lee, Park and Lee, 2013). It is necessary for government
is to make some policies under which company can be work properly. To protect the employees
from nay kind of discrimination and issue, government formulate some policies and laws which
company should be applied at workplace.
TASK 2
2.1 Procedures Sainsbury should follow when dealing with various conflict situations
In an organisation, the relationship between the manager and also staff member is very
crucial and also a necessary factor. The relation of employee and also manager shows marketing
and the managerial relationship among each other (Meyer and et. al., 2010). The workers is
worked in Sainsburry business firm at the fixed costs and the management of this firm give the
tasks to employees accordingly. Both people willing to manage and also adjust on the casess of
providing the workload and also cost.
Generally, the dispute among the parties related to the employment is seen on the various
topics, from which the arguments of people started. It is necessary to resolve the conflict by
entering the third party at workplace. In an organisation, the dispute can be arise among the
employees, employer, partners, co- workers etc. and it can be started for many kind of reason
and those can be related to the working conditions, healthy and safe working environment,
payment, employment related decisions and many more (Ng and Feldman, 2012). In order to
maintaining the healthy working environment, it is necessary for the employer and employees
both to understand each other and take some positive steps which are given below:
Formal step- Under this, the dispute can be resolves by third party which is outside from
company. The third party try to make the common solution which are in favour of both dispute
parties.
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Informal step- On the basis of this step, dispute can be solved with the help of imposing
mitigation on conflict parties with out include the third party.
Under this there are some points are mentions to resolve dispute:
1. Realise the pattern of issues.
2. Understand the issue behind conflict.
3. Creating strategies to resolve issues (Ouimet and Zarutskie, 2014). Under the
strategies include:
◦ Neglect the issues and also move that way to resolve the dispute among
two parties in Sainsbury firm.
◦ To be compromise is a condition under which one conflict party settle to
step back and also deal with the issues.
◦ Through developing the interaction and under stand the way to resolve
problem.
2.2 Features of employee relations in a particular conflict situation
An industrial relation is very essential for effective and also efficient working in an
organization. If in case the Sainsbury company needs to be successful then in this case it is
necessary for manager is to make improvement at the workplace time to time. It will helps in
making the business working environment better (Pelit, Öztürk and Arslantürk, 2011). At the
workplace, many dispute arise but it is necessary to resolve them in a particular period of time.
In an organization, the employee relation can developed properly by proving the healthy and
safe working environment to the staff member, from this the dispute will be arise less. There are
some of the key feature of employee relation are mention below:
Cooperation and dispute- The conflict causes the dissatisfaction at the work place
between the staff members. But most of the times, employees are not satisfied and more happy
from any kind of change in an organization. They do not like more changes and from this reaosn
the conflict arise more . So, in this case it is necessary for the manager is to understand
employees about the advantages of changes and also include them at the time of implementation
of changes. From this ether will be the less chance to arise dispute at workplace.
Communication- IT is very essential that at the workplace, there should be good
communication between the labors (Prottas, 2013). With the help of this dispute will be arise
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less. It is necessary for manager is to collect all reviews and suggestions in order to evaluate the
dispute reason.
Negotiation- It is an effective method to resolving the problems and also dispute at
workplace. It is a kind of condition for addressing the disputes problem between an employee
and employer.
2.3 Effectiveness of procedures used in a given dispute situation
In order to resolving the conflict, Sainsbury used a negotiation process which is not very
much effective because it gives the ultimate satisfaction level to staff members. Under this
conflict resolving process, there are some unqualified steps which can be harmful for the
employees as well as employers (Ruck and Welch, 2012). From this the staff members are not
properly satisfied after getting the solution of their problem. In order to make the solution of
dispute among staff members and employees, Sainsbury firm use the formal procedure that is
more efficient and effective in the sensitive problems case like for an instance salary. The main
reaosn behind developing the trade union is to provide the maximum satisfaction and also save
the rights or interests of workers in an organization.
The various types of industries uses the different kinds of approaches and conflict
resolving procedure in order to make the solution of dispute at workplace (Shuck and Reio
2014). Under this the win- win kind of approach is very effective and also popular in context to
resolving the dispute among the employer and workers. This kind of approach gives a condition
related to gaining some of the advantages to both conflict parties. Both the dispute parties get
some satisfaction from winning something in any kind of argument related to the dispute. Along
with the win- win situation, there is a another condition and that is win- lose, under this one
conflict party lose the argument and other one is winning. It is very effective and also beneficial
approach. There is another approach and that is lose- lose, under this both the dispute parties are
lose the argument and also dispute. In this kind of condition, both parties will satisfied.
The conflict management refers to a process in order to make the solution of dispute and
also maintaining some arguments through the management and also employees in an
organization. In Sainsbury business firm, conflict management is important in order to give the
more effectiveness and also efficient in working environment (Van De Voorde, Paauwe and
Van Veldhoven, 2012). It is necessary for the manager is to make the solution of problems.
After this, getting the solution of problems and any kind of issue, from this the staff members
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will not be satisfied completely. In regards to this, the formal procedure to resolving the conflict
is successful. The main reason behind arising the conflict can be the un- cooperation between
both the parties. For making the proper solution, it is necessary for manager is to develop the
coordination among the staff members.
TASK 3
3.1 Role of negotiation in collective Bargaining
Collective bargaining means a process of negotiating regarding they salary amount,
wages among workers and managers (Verwijmeren and Derwall, 2010). The main purpose of
this collective bargaining is to give the advantage related to the collective agreement of some of
employment parties on specific discussion which are related to the wages and also salary,
working hours, working conditions etc. Collective bargaining gives the decision with the help of
mutual agreements and it is helpful in minimizing the dispute and also make improvement in the
relationship among employees at workplace in Sainsbury organization.
The collective bargaining is a very helpful tool in order to gain satisfaction to all dispute
parties and assure about the good and effective relationship between the employees and
managers in a company (Welch, 2012). It regards all the work related problems and also make
their solution in a manner to make improvement in their relations. It includes the process of
decision making with the staff of company and it is very helpful in developing the mutual
understanding between people of company.
Negotiation can be develop the negative as well as the positive impact in the condition of
dispute. The negotiation among the both conflict parties should have some situations or some
needs that can not be satisfied from the effective policies of companies (Wilkinson and Fay,
2011). This type of negotiation process includes some of the effective steps which can not be
beneficial to employees. There are some roles of collective bargaining given below as above:
 It is helpful in increasing the moral value of staff members in order to increasing
the effectiveness and also productivity of company.
 It helps in developing power between staff members so that they can achieve
their certain position in an organization. Collective bargaining is helpful in self-
preservation of esteem of workers that develops the great opportunity behind the
success of company.
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With the help of bargaining, the better communication can be develops that help in
enabling the effective and positive working conditions in an organization. From thsi0 the
organization will run for the long time period at the workplace. It will be helpful and also
increasing the profitability and goodwill of company. With the help of negotiation, in an
organization there are many chances that will be necessary in maintaining the harmonious
working environment and increasing the employee relation.
3.2 Affect of negotiation strategy for a given situation
For increasing the productivity, it is necessary for for the firm is to make the effective
solution of dispute by using the negotiation related strategy that will be happen from the mutual
consent of both the conflict parties (Meyer and et. al., 2010). It is necessary for conflict parties
is to discuss about their problems and also issues. In an organization, it is necessary to resolving
the dispute with the help of negotiation related strategy from the mutual consent of both the
parties. There are many different kinds of negotiation related strategy which can help in solving
any kind of issues and conflicts at the workplace. From this the positive working environment
will be developed. It will be helpful in developing the positive and also harmonious working
environment. It is necessary for the manager or a leader is to guide them and also motivate them
for unite. In the negotiation strategy, both the conflict parties are discussed on their problems
and try to remove the conflict (Guest, 2011). Negotiation is very helpful in making the business
successful by resolving the conflict and problems among employees.
TASK 4
4.1 Influence of the EU on industrial democracy in the UK
There are many influences of EU on industrial democracy in UK. These influences are
described below:
 Industrial democracy: That the company are consider the employees as important
part of organisation which helps in taking the effective and satisfactory decisions.
The views of the councils and the committees on the working of the company are
the ways which included in industrial democracy. The company is required that
to include the legal representations of the workers in decision making process.
 Coordination practice: It includes the preparation of structure in which it includes
two different levels one is supervisory and another one is administrative. In
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structure includes about the rights of employees which allows them to participate
in organisations decision making (Davidson, Timo and Wang, 2010). This the
most effective method which protects the rights of managers and employees.
 European work councils: The main function of these councils are to express
views of employees of company. The council consults with the management of
sans bury on the decisions of business which have effect on European working
conditions.
 Information and consultation directive: This directive gives the right to focus on
the workings of employee and the organisation which are operating in European
union. This directive comes into force in 2005. This directive includes the
information related to employment, process of appointment of manager and the
economic conditions etc. The EU mechanism helps in formulating the behaviour
of cooperation in organisations which helps in increasing the profitability of the
companies (Ng and Feldman, 2012). It also helps in increasing the level of
motivation of employees and bring the good relation between employees and
managers.
 Treaty on EU: The main aim behind this treaty is to make the policies regarding
security and increasing the effectiveness of European union. This treaty is signed
in 1993 at Maastricht.
4.2 Methods used to gain employee participation and involvement in decision making process in
Sainsbury
There are many methods are used by organisation to gain employee participation and
their involvement in decision making process. This helps the company to improve the
performance of employees and organisation. These methods are defined below:
 Involvement of staff: To higher participation of the employee in decision making
process company needs to motivate them. This helps the company to get the
views of the employees on different matters which provides the actual solution to
company (Ouimet and Zarutskie, 2014). It works as motivating factor for
employees as they feel important part of organisation. This will help the company
to enhance the level of profit. This will also consider as the development factor
which helps in development of the skills and knowledge in employees. This
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increases the performance of employees and gives them the opportunity to handle
the higher responsibilities in organisation.
 Participation of the representatives: It includes the thoughts of union
representatives, mangers and employees of company on particular problems. The
employees of the company are attached top the operations of the function this
helps them to provides the realistic solutions. This gives them chance to raise
their view in front of the management.
 Attitude survey: It is the important tool which is used by company to gather the
views of employees on selection process (Prottas, 2013). The staff members of
company has to provide the view related to evaluation process and the
measurement of performance of employees. This helps the companies to
understand the thinking of the workers regarding performance appraisal which
helps to solve employees problems at workplace.
 Quality circle: This method is applied by the management of the company at
workplace to know about the problems persist in the company from the top
management to employees at workplace. It is also the duty of the management to
provide the solutions regarding them to enhance the performance of individual
and the whole organisation.
4.3 Affect of human resource management on employee relations
Human resource engagement is an important function in context to increasing the
profitability and also goodwill of the firm. It is the mots important and an integral part of an
organisation. In Sainsbury business firm, hum,an resource manager motivate its team members
in order to increasing the development and growth of company (Farndale and et. al., 2011). The
manager of this organisation develop the positive working environment for maintaining the good
employee relation. There are some impacts of human resource manager on the employee relation
given below as above:
Positive impacts
 To develop the positive impact, it is necessary for the human resource manager is
to appraise the performance of the staff members, from this the motivation level
of staff members will be enhanced.
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 Manager gives the training to the staff members in context to increasing their
skills, capabilities and also their knowledge. It will develop the positive
relationship among the employees.
 Manager should listen the problems and also issues of its workers carefully and
also give them the proper solution. It is helpful in maximising the morale and also
job satisfaction to employees.
 It is the responsibility of manager is to develop the safety and also healthy
working environment. From this the accidents will be less and also people in an
organisation will work in an effective and efficient manner.
 For the purpose of developing the positive employee relation, there is a
requirement to human resource manager is to include employees at the time of
implementing the plans and also new policies at the workplace (Budd, Gollan and
Wilkinson, 2010).
Negative impact
 If manager will not support to its team members and also does not take their
opinions and also suggestion related to any problem and decision, then in this
case the morale of staff members will be goes down and they will not work
properly.
 If in case the human resource manager does not not provide the safe working
environment to its staff members from this many accidents arise, then under this
they will be disappointed from their job and the productivity and also growth of
company will be decreased.
CONCLUSION
It has been concluded from the above given report that in Sainsbury business firm, there
is a good employees relation. The human resource manager increase the morale of staff
members in order to increasing the productivity of company. In this given business report
studies about the role of three main players in developing the employee relation. There is also
discussed regarding the some methods which are used to gain the employee participation and
also involvement in the decision making process in Sainsbury organisation. Under this given
report also studied about the influence of European Union the industrial democracy in United
Kingdom country.
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REFERENCES
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participation in organizations. Human Relations. 63(3). pp.303-310.
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Farndale, E. and et. al., 2011. The influence of perceived employee voice on organizational
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Wilkinson, A. and Fay, C., 2011. New times for employee voice?.Human Resource
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Online
Approaches to Industrial Relations, 2017. [Online]. Available through:
<http://businessjargons.com/approaches-to-industrial-relations.html>. [Accessed on
13th November, 2017].
What is The Role of Industrial Relations?, 2017. [Online]. Available through:
<https://www.danshaw.co.za/role-government-in-industrial-relations/#>. [Accessed on
13th November, 2017].
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