Employee Relations Studies and Reviews

The provided assignment is a collection of employee relations studies and reviews published in various issues of the Employee Relations journal from 2015 to 2017. The studies cover topics such as corporate responsibility, transformational leadership, front-line managers' styles, living wages, power balance in Scandinavian countries, fun at work, labour regulation in small firms, feminisation of work, attractiveness of non-financial rewards, talent management, and temporary agency workers. Each study is a separate article with its own title, authors, and page numbers. The assignment seems to be asking for a meta title, meta description, and summary that can be used on Desklib to publish the past papers and studies.

Employee Relation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and pluralistic frames of references ........................................................................1
1.2 The way changes in trade unionism have affected employees relations...............................2
1.3 Role of the main player in employee relations......................................................................4
TASK 2............................................................................................................................................5
2.1 Procedures an organization should follow when dealing with different conflict situations 5
2.2 Key features of employee relations in a selected conflict situation......................................6
2.3 Effectiveness of procedures used in a selected conflict situation.........................................7
TASK 3............................................................................................................................................7
3.1 Role of negotiation on collective bargaining........................................................................7
3.2 Impact of negotiation strategy for a given situation..............................................................8
TASK 4............................................................................................................................................9
4.1 Influence of the EU on industrial democracy in the UK.......................................................9
4.2 Methods to gain employee participation and involvement in decision making process in
organization.................................................................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Employees are the main pillar of every organization in which they contribute their best in
order to achieve their targets. Thus, it is an important duty of manager to maintain better
relationship with them. Staff members are the significant assets for company which is required
by the employer to perform entire task in order to get positive outcomes in the most effective
manner (Employee Relations, 2016). In simple words, employees are the backbone for enterprise
which directly contribute in its overall success. Healthy employee relation helps in improving the
performance level of company in market. Present report is based on Tesco which is a popular
retail company that provides grocery products to their customers. They operate their operational
activities in various locations to enhance their profitability level. Present report discussed about
unitary and pluralistic frame of references which help in maintaining positive relations with the
employees. Along with this, main player in employee relations is also mentioned in this project
which assist in achieving better growth in market place. At the end of this report, impact of
human resource management in employee relation is also discussed which directly put its impact
on the decision making process of company.
TASK 1
1.1 Unitary and pluralistic frames of references
Maintaining employee relations is one of the prime tasks for every organization because
it helps in improving performance level in the most effective manner. In context of Tesco,
employees are the important assets which help in performing all activities in order to achieve
organizational goals and objectives in a systematic manner. In the modern era, every
organization wants to resolve all conflict situations and enhance their overall productivity. For
this, Tesco uses various references at the workplace which helps in maintaining better relation
with their workers and also improves their working quality (Arulrajah, Opatha and Nawaratne,
2016). With the help of this, company easily establishes a positive work environment and
encourages employee’s morale so that they will perform their best and reach at their target in an
impelling way. In this context, there are some effective frames which help in defining a positive
work environment at workplace which are as follows:
 Unitary frame: It is one of the important approaches which is related with the way of
thinking of employees. It focuses on those types of goals which are share by the
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employees at workplace. In simple words, it is related with things, values,
comprehending attitude of employees and employer. As per this frame, employees have
their right to define needs and demands in front of manager so that they will effectively
fulfil and satisfy them (Barrett, 2015). Along with this, it is an important duty of manager
to give importance to their employees and their interest so that they will easily perform
their task without any hesitation. With the help of this approach, Tesco easily resolves all
the issues and conflict situations in an effective manner which helps in enhancing the
organizational growth at market place.
 Pluralistic frame: It is an important frame for company which defines a powerful group
in order to evaluate the actual demand of employees at workplace. All the groups and sub
divisions are having their roles to protect the employee’s interest towards work. With the
help of this, Tesco easily enhances their productivity by improving employee’s relation in
which they effectively listen, maintain better communication among employees and
employer as well as negotiate. Along with this, union members also use collective
bargaining in order to fulfil all the needs of employer and employees.
All these are effective and important methods which are used by Tesco to establish a positive as
well as healthy relationship in between employer and employee which leads to attain positive
outcomes. The main purpose of using these frames is to improve their working environment and
also enhance their productivity level (Bergbom, Vartia-Vaananen and Kinnunen, 2015). With the
help of this company reduce chances of arising the conflict situation. Both the approaches help in
resolving all industrial conflicts in an effective manner and enhance working quality of
employees which leads to attain higher growth in market place.
1.2 The way changes in trade unionism have affected employees relations
Trade union is one of the important concept for the company which define the employees
needs and wants towards the top level management so that they easily provide them accordingly
and maintain the positive work environment within the organization. In simple word, it play
important role in providing healthy environment for their employees so that they easily perform
their work and accomplish their objectives (Regalia and Regalia, 2017). Without this employees
fails in achieving positive results which leads in increasing the negative aspect within the
organization. Changes in business is directly impact on employees relation in which trade union
play important role in evaluating the better surrounding to their workers so that they easily
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perform their task and attain desirable goals and objectives. With the help of trade union workers
enhance their productivity level because it aid in protecting as well as promoting employers
interest in which they put their positive efforts to achieve success in appropriate way. In this
government also provide better support to the employees and also protect their rights in which
they made trade union which helps them in protecting and safeguarding their interest and also
provide better services in which they easily enhance their performance and maintain their
productivity which leads in achieving all the desirable goals and objectives. In this context,
government also define various rules and act which help in protecting employees right so that
they take their own decision and also get positive frame work so that they effectively executing
their wok and task. Along with this there are some changes in organization which directly affect
the employee relation and performance are as follows:
 Technological: For improving quality of services and working Tesco use new and
innovative technologies within their operational activities which helps in enhancing the
goodwill at market place but some time it negatively impact on the employees and its job
opportunities because it reduce the employment within the economic. For resolving this
government authorities made some rules and act in which they protect employees rights
and provide them facilities so that they improve their working style and offer quality
services to their customers in order to get their higher satisfaction level.
 Political and legal: Government play important role in business organization in which
the made various rules and regulation which directly impact on employees performance
and relation as well (Schlechter, Thompson and Bussin, 2015). If Tesco follow all the
regulation effectively than they improve their performance level in market place. In this
context, government authorities provide better facilities to the protecting employees right
and interest which leads in enhancing their productivity and also they perform their best
in order to get desirable goals and objectives. Providing fair remuneration, working hours
are kind of act which protect the employees rights in appropriate manner.
Both changes directly impact on employees performance in which trade union helps in protecting
the employees rights which leads in maintaining the better working environment within the
organization. With the help of this they easily achieve employees commitment towards the
company and its work. Along with this trade union also provide better training to the workers in
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order to enhance their performance level which aid in achieving all the desirable goals and
objectives in systematic way (Rubery, 2015).
1.3 Role of the main player in employee relations
Employees are backbone for the company in which they contribute in achieving overall
success at market place. With the help of workers Tesco easily enhance their productivity. So
that it is important responsibilities to the manger to provide better facilities and maintain healthy
relation with them. Success of the organization is totally based on its employees because they
operate their task for the company (Chung and Chung, 2016). Without employees company can
not able to execute their activities in effective manner. So that it is important for the company to
provide positive work environment as well as services so that they achieve all the desirable goals
and objectives. In Tesco context,s it become significant to protect employees interest which leads
in enhancing their productivity level in positive manner that directly contribute in overall success
of the company at market place. There are some main player which helps in managing employee
relation within the organization are as follows:
 Employer: They are that kind of person who set various goals and objectives for the
company. They also plan the effective way to achieve its desirable target. So that it is
more important for the employer to manage effective relationship with their employees
ion order to get best outcomes. They provide better guidance to their workers to perform
their best and also motivate them in order to improve their working style. With the help
of this Tesco easily capture market share from its rivals.
 Employees: Workers are the important part of the business in which they perform their
task for achieving positive outcomes. With the help of this company easily achieve their
target in most effective manner (Viitala and Kantola, 2016). So that it is more important
for the company to provide them effective facilities in which they easily enhance their
productivity level and attain higher success in systematic manner. In simple word
workers are the significant assets for the Tesco. So that company have to set their
objectives, policies and objectives in which employees perform effectively and achieve
positive outcomes.
 Government: It play important role in organization as well as country because it make
various rules and legislation which have to follow by the company to maintain their
ethical work environment. It helps in protecting the employees interest at the workplace
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and also provide better work environment in which workers feel free and perform their
best (Cooper and Baird, 2015). If company do not follow all the rules and regulation of
government than they face various issues and conflict situation which reduce the
employees morale and also negatively impact ion their performance.
All these are main player which contribute in managing the better employee relation.
With the help of these Tesco easily attain higher success at market place and also enhance their
overall productivity in effective manner.
TASK 2
2.1 Procedures an organization should follow when dealing with different conflict situations
Conflict situation arise in every organization and which negatively impact on the
employees as well as company performance (DeLellis and Sauer, 2015). So that it is more
important for employer of Tesco to resolve all the issues in effective manner and maintain
healthy work environment within the organization in which employees easily perform their best
in order to attain higher success. For resolving all the conflict situation employer follow effective
procedures within the organization which helps them in maintaining the better as well as positive
work environment for their workers which helps in motivating them in effectual manner. In this
context there are some principle which considered by the manager of Tesco for resolving the
conflict situation are as follows:
 Conciliation: For resolving the conflict situation, employer go for take help from another
parties. With the help of this they get better solution as well as conclusion for resolving
all the dispute of the employees at the workplace. By support of other parties employees
effectively resolve issues in systematic manner and enhance employees performance.
 Arbitration: It is an effective process in which employer and employees both are find as
well as take better decision for resolving the issues. In this all the judgement relate with
the company betterment.
 Meditation: It is also an important and effective aspect which helps in resolving the
dispute in effective manner (Dix and Barber, 2015). With the help of this manager take
best suggestion from them for their employees to resolve conflict situation is most
impressive way.
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Along with this, there are some another two process is also used by the Tesco to find the
better solution and resolve all the issues in appropriate way. With the help of this all he
complexity resolve easily. Process are as follows:
Formal procedures Informal procedures
As per this procedures, it is more important for
the company and its employer to find better
solution to resolve all the issues in systematic
manner. For this employer include attributer
who easily short out all the difficulties in
proper way.
According to this process, employer organize
effective committee to evaluate the path in
which they solve all the issues in most
effective manner and maintain the positive
environment within the organization.
2.2 Key features of employee relations in a selected conflict situation
Manage all the conflict situation is more important for Tesco which helps in maintaining
the healthy relationship with employee's (Elamin and Tlaiss, 2015). With the help of this
company easily improve their performance also get competitive advantage for its competitors.
Along with this, best coordination is also important for eliminating the conflict chances. In this
top level authorities of the company give effective information and guidance in which all the
employees follow it and perform their task in most effective manner. In today's business
environment, employees of the company face various issues but the biggest dispute is improper
work allocation. By this workers get demotivated and also create negative impact on the
employee relation at the workplace. It directly impact on overall performance of the company in
negative manner. In this context there are some problems which include in conflict situation. All
are as follows:
 Dissatisfaction with company: Improper work allocation in the staff members is one of
the big issues which is faced by the employees at the workplace and it negatively impact
on company performance. By this all the employees dissatisfies with the company and its
work so that they do not perform well which reduce overall sale of the company at
market place. In this top level management discussed with their employees about the
issues and than tries to resolve all the issues in effective manner (Gallardo-Gallardo and
Thunnissen, 2016).
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 Negatively impact on male and female relationship: Improper allocation of the work
also create problems between male and female employees so that they do not work as a
team and create more complexity with the work environment which reduce performance
of the company. For resolving this, it is important duty of the manager to provide better
services and motivate them than they easily perform their task and get positive results in
systematic manner.
2.3 Effectiveness of procedures used in a selected conflict situation
Disputes as well as conflicts are easily crate at every level of the organization but it
negatively impact on the performance level of the company at market place (George, 2015). For
solve all the situation, it is important duty of manager to use effective methods and also
implement effectively which leads in enhancing productivity. For this top level management
conduct a formal meeting in which employees and employer take part to defining their problems
in front of their superiors. In this all the employees have rights to put their opinion towards the
problems so that they easily take best decision. With the help of this employees and manager
easily implant as well as find better conclusion for resoling the issues and maintain better
relationship with each others. It workers are not agree with their seniors decision that they easily
ask them and communicate effectively. On the other side if they are agree with their decision that
they easily enhance their overall performance and also achieve better results at market place.
TASK 3
3.1 Role of negotiation on collective bargaining
Collective bargaining play significant role in negotiation strategy in which only manager
and employees take part for resolving the issues by communicating with each others. In this both
parties put their issues and find better solution to resolve conflicts in effective manner. With the
help of this manager defining positive relationship with their workers so that they achieve their
desirable goals and objectives in appropriate manner (Thunnissen, 2016). In Tesco context, they
use collective bargaining in order to define solution for resolving the conflicts. In this negotiation
also play important role in maintaining the effective relationship between employees and
employees. So that there are some role of negation strategy which defining better collective
bargaining through following points:
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 Negotiation helps in finding better solution: Negotiation play important role in
resolving the dispute within the organization. By using this strategy employer of the
Tesco communicate with their employees regarding the dispute and conflict situation and
find effective solution to resolve it effectively (Griffin, Bryant and Koerber, 2015). In this
workers communicate with their manager about their problems for resolving effectively.
 It aid in improving the collective bargaining process: Negotiation is an effective
methods which is used by the Tesco within their activities in order to maintain better
relationship between employees and employer. For this top level management set a
formal meeting to find better solution as per employees problems which helps in
enhancing the productivity level (Jennings, McCarthy and Undy, 2017).
 Negotiation helps n enhancing the working quality of the employees: It is more
effective approach which helps in improving the employees performance by resolving all
the problems which faced by the employees at workplace. In this all the workers share
their problems with the employer in order to find better solution.
All these strategies of negotiation helps in implementing the better work environment for
their workers so that they easily achieve positive results. With the help of this employer and
employees easily maintain healthy relationship which directly contribute in overall success of the
company.
3.2 Impact of negotiation strategy for a given situation
Negotiation strategy is one of the significant which include two parties in which they
communicate with each other in order to find the better solution to resolve the conflict situation.
With the help of this Tesco improve their performance as well as productivity level in effective
manner. With the help of this company define positive work environment to their workforce so
that they perform their best without any disturbance. There are some effective strategies of
negotiation which used by the Tesco to resolve all the industrial conflict situation which are as
follows:
 Competitive strategies: It is one of the important negotiation strategy which define the
actual need and demand of the employees. In this workers show their expectation in front
of top level management so that they provide them effective facilities to improve their
performance level. But it is not good for Tesco because it cut down the job of the
employees because it define the profit for the company only.
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 Cooperative strategies: By using this type of strategy Tesco easily define better
corporation among employees and employer. With help of this company define the
effective activities and also provide better job to their employees so that they improve
their performance level and also achieve their setted target (Katou, 2015). This type of
strategies help in satisfying employees expectation in most defective manner.
 Accommodative strategies: It is also an effective strategy which is used by the company
when they face performance related problems. In which company provide benefits to
their employees for retain them for long time period in effective manner (Kilroy and
Dundon, 2015).
TASK 4
4.1 Influence of the EU on industrial democracy in the UK
EU policies is largely impact on the industrial democracy of UK in which it helps in
evaluating the positive work environment for employees in order to achieve positive outcomes.
It define as well as protect employees right in which they easily take part in decision making
process. Basically EU related with the legal rules and act which directly affect the industrial
democracy. With the help of this all the employees perform their activities in effective manner
and get better results by put their efforts. It is more important for Tesco to follow al the legal acts
and rules in order to evaluate the better performance at the workplace in most effective manner.
It define various policies which leads in resolving the conflict situation to develop growth of the
company in systematic manner. The main aim of EU policies is to encourage employees morale
and motivation towards the work in which they easily attain positive outcomes without any
disturbance (Luce and Luce, 2017). By using this manager provide effective services to their
employees to enhance their Woking style and also increase their involvement in the decision
making process of the company. Along with this industrial democracy focus on their employee
performance and also tries to encourage their morale which leads in achieving organizational
goals and objectives in systematic manner.
4.2 Methods to gain employee participation and involvement in decision making process in
organization
Employee involvement and participate is more important in decision making process of
the company because it helps in evaluating the best way which provide by the workers as per
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their experience. If Tesco involve their workers in their activities than they feel their important in
the company which leads in enhancing their morale. With the help of this they improve their
performance level and also increase their productivity level in most effective manner (Olsen,
2016). Involvement of employees aid in achieving the better views and opinion towards the
company activities in which manager easily set their target as per their employees decision which
directly impact on their performance in positive manner. For better involvement of the
employees, Tesco use various methods such as consultation in which they evaluate the plan
which helps in taking best decision and also aid in establishing positive work environment. This
methods improve their employees skills and knowledge (Plester and Hutchison, 2016). Another
method which used by the company is suggestion in which workers give their ideas and
suggestion to improve all the process of the company. By using this employees put their strong
efforts for completing the task which directly contribute in overall success at market place. Both
methods are more effective which assist in taking best decision as per employees decision. It also
positively impact on the overall productivity of the company because better involvement of the
employees helps in defining healthy work environment so that all the workers maintain better
relation and also enhance their performance at the workplace.
4.3 Impact of human resource management on employee relations
Human resource management is one of the important department within the organization
which helps in managing all the employees activities in effective manner. Without this company
can not able to maintain better relation with their employees. In Tesco context, HR department
define various rules, policies, strategies which helps in defining the health work environment to
their workers so that they freely perform their working activities and achieve their target in
systematic way (Plester, Cooper-Thomas and Winquist, 2015). In this HR play important role
because they are responsible for managing good relation with their employees so that they
accomplish their target in appropriate time period. With the help of this company define all the
changes as per the employees expectation so that they put their strong efforts and achieve
positive results. The main function of HRM is to recruit and select skilled and experienced
employees which directly aid in enhancing the overall performance level of the company. In this
it helps helps in resolving all the conflict situation by providing better facilities. With the help of
this employees effectively work with their employer and maintain better understanding with
them it leads in achieving organizational goals and objectives in particular time period.
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CONCLUSION
From the above report, it can be concluded that maintaining employee relation is one of
the important tasks for a manager in order to achieve organizational goals and objectives in an
effective manner. If manager effectively manage healthy relationship among all the employee
and employer they easily reduce the chances of arising conflict situation which leads in and also
enhancing their interest towards the company. In this unitary and pluralistic references is also
important for manager protect the employees interest towards the work. Along with this human
resource management is also play important role in managing entire activities of the business and
achieve positive outcomes in appropriate manner. Furthermore European Union directly impact
on the company and its employees in positive manner in which it helps in -protecting the
employees and employer interest which leads in resolving all the conflict situation is systematic
way.
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REFERENCES
Books and journals
Arulrajah, A. A., Opatha, H. H. D. N. P. and Nawaratne, N. N. J., 2016. Green human resource
management practices: a review. Sri Lankan Journal of Human Resource Management.
5(1).
Barrett, R., 2015. Small firm training: Just meeting the day-to-day needs of the
business. Employee Relations. 37(5). pp.547-567.
Bergbom, B., Vartia-Vaananen, M. and Kinnunen, U., 2015. Immigrants and natives at work:
exposure to workplace bullying. Employee Relations. 37(2). pp.158-175.
Chung, S. W. and Chung, S. W., 2016. Industrial relations (IR) changes in China: a foreign
employer’s perspective. Employee Relations. 38(6). pp.826-840.
Cooper, R. and Baird, M., 2015. Bringing the “right to request” flexible working arrangements to
life: From policies to practices. Employee Relations. 37(5). pp.568-581.
DeLellis, A. J. and Sauer, R. L., 2015. Respect as ethical foundation for communication in
employee relations. Laboratory Medicine. 35(5). pp.262-266.
Dix, G. and Barber, S. B., 2015. The changing face of work: insights from Acas. Employee
Relations. 37(6). pp.670-682.
Elamin, A. M. and Tlaiss, H. A., 2015. Exploring the relationship between organizational
citizenship behavior and organizational justice in the Islamic Saudi Arabian
context. Employee Relations. 37(1). pp.2-29.
Gallardo-Gallardo, E. and Thunnissen, M., 2016. Standing on the shoulders of giants? A critical
review of empirical talent management research. Employee Relations. 38(1). pp.31-56.
George, C., 2015. Retaining professional workers: what makes them stay?. Employee Relations.
37(1). pp.102-121.
Griffin, J. J., Bryant, A. and Koerber, C. P., 2015. Corporate responsibility and employee
relations: From external pressure to action. Group & Organization Management. 40(3).
pp.378-404.
Jennings, C., McCarthy, W. E. J. and Undy, R., 2017. Employee relations audits. Taylor &
Francis.
Katou, A. A., 2015. Transformational leadership and organisational performance: Three serially
mediating mechanisms. Employee Relations. 37(3). pp.329-353.
Kilroy, J. and Dundon, T., 2015. The multiple faces of front line managers: A preliminary
examination of FLM styles and reciprocated employee outcomes. Employee Relations.
37(4). pp.410-427.
Luce, S. and Luce, S., 2017. Living wages: a US perspective. Employee Relations. 39(6). pp.863-
874.
Olsen, K. M., 2016. The power of workers: Knowledge work and the power balance in
Scandinavian countries. Employee Relations. 38(3). pp.390-405.
Plester, B. and Hutchison, A., 2016. Fun times: the relationship between fun and workplace
engagement. Employee Relations. 38(3). pp.332-350.
Plester, B., Cooper-Thomas, H. and Winquist, J., 2015. The fun paradox. Employee Relations.
37(3). pp.380-398.
Regalia, I. and Regalia, I., 2017. Labour regulation in small firms: in search of a more
comprehensive employment/industrial relations paradigm. Employee Relations. 39(3).
pp.335-350.
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Rubery, J., 2015. Change at work: feminisation, flexibilisation, fragmentation and
financialisation. Employee Relations. 37(6). pp.633-644.
Schlechter, A., Thompson, N. C. and Bussin, M., 2015. Attractiveness of non-financial rewards
for prospective knowledge workers: An experimental investigation. Employee Relations.
37(3). pp.274-295.
Thunnissen, M., 2016. Talent management: For what, how and how well? An empirical
exploration of talent management in practice. Employee Relations. 38(1). pp.57-72.
Viitala, R. and Kantola, J., 2016. Temporary agency workers shake a work community: a social
capital perspective. Employee Relations. 38(2). pp.147-162.
Williams, C. C. and Horodnic, I. A., 2015. Rethinking the marginalisation thesis: an evaluation
of the socio-spatial variations in undeclared work in the European Union. Employee
Relations. 37(1). pp.48-65.
Online
Employee Relations. 2016. [Online]. Available through: <http://www.ed.ac.uk/human-
resources/about/university-hr-services/employee-relations>.
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