Employee Relations in the UK

This assignment delves into the complexities of employee relations within the United Kingdom. It analyzes the changing landscape of trade unions, their impact on employee engagement, and the role played by employers and government in shaping these relationships. The report further explores negotiation processes, arbitration methods, and internal factors affecting workplace harmony. Lastly, it examines industrial democracy's influence in the UK and various techniques to enhance employee involvement in decision-making through mechanisms like boards, ownership, and job enrichment.

Employee Relation

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK-1............................................................................................................................................1
1.1Unitary and pluralistic frames in employee relation..............................................................1
1.2 Changes in trade unions and its effect on employee relations..............................................2
1.3 Role of people in management..............................................................................................3
TASK-2............................................................................................................................................4
2.1 Procedures for dealing with different conflict situations......................................................4
2.2 Factors affecting employees relation....................................................................................5
2.3 Effective procedures in resolving the conflicts....................................................................5
TASK-3............................................................................................................................................6
3.1Negotiation role in collective Bargaining..............................................................................6
3.2 Impact of negotiation strategy...............................................................................................8
TASK-4............................................................................................................................................9
4.1 Industrial democracy and its influence in UK.......................................................................9
4.2 Methods that can be used to gain employee involvement in the
decision making.:.................................................................................................................9
4.3 Role of human resource in employee relations...................................................................10
CONCLUSION:.............................................................................................................................11
REFERENCES:.............................................................................................................................12

INTRODUCTION
Every employee needs to create a relationship with his co- workers at workplace. This
relationship can be good or bad. The relationship can be between co -workers, between an
employee and manager, etc. it to give their best performance it is important to have good
relationship with superiors. The maximum time spend by an individual is at workplace.
employee relations is concerned with the connection shared among other employees in the
organisation. In this assignment the key factors of employee relations and its significance are
explained. Employee relationship program focuses on the issues and conflicts related to
employees and employers. This assignment involves employer's association, trade union in
relation to employee. It gives the key features of employee relations and the effectiveness of each
procedure that is used in solving conflicts. What role does negotiation plays in relation with
collective bargaining . It will give a brief about the industrial democracy and its influence in UK.
At last it shows the impact of human resource management on employee relation.
For undertaking this the organisation selected is Marks and Spencer. The cited firm
belongs to clothing industry and operates globally. The existence of the company on such a great
level requires good employee relations.
TASK-1
1.1Unitary and pluralistic frames in employee relation
In business world relationship with employees is very important issue. In Marks and Spencer the
manager should focus on maintaining good relationship with employees in order to achieve their
goal and to maintain firm reputation and increase productivity of employees. A manager follows
many approaches or theory to do this:
Unitary perspective- it refers to the way in which the thinking, mind set, values, attitudes and
practices relates to the management and organisational membership. It suggests that despite of
employees different roles they must have the same goals and objectives to achieve success(Nadiv,
and et.al, 2017). In this the actual performance is measured by implementing the mission
statement and achievement of objectives. Employees are considered as loyal. The manager
should exemplify strong leadership to attain organisation objectives. Furthermore, this
perspective assumes that all stakeholders are equal members by finding common interests.

Pluralistic perspective- in this the organisation is divided into powerful sub groups. Each group
is has their own legal loyalties and set of objectives and leaders. Trade union and management
are two groups (.Millward, and Brewerton,., 2015). The role of management is less towards enforcing
and controlling but more towards influencing and co-ordinating. Trade unions act as legal
representatives and conflict is solved by collective bargaining which brings positive change. It
represents as more suitable and perfect as it describes in better employee-employer relations.
1.2 Changes in trade unions and its effect on employee relations
The approach of union is basic part of employment relations which is helpful in
maintaining the stability of the entire organisation. Under this various labour standard of nation
are there which relates to different changes related to labour wages, working conditions, etc. the
labour allowances are managed by the process of collective bargain system.. The perceptions
which create impact in changes of unions are:
 Union strengths- unions plays a very essential role in the success of organisation as it
affects the decision making process by. The abilities of union are based on bargaining
power and supply of labour on the basis of their interest.
 Bargaining Arrangements:- this concept is specifically based on the interest of unions.
It is not easy to specify the structure of bargaining for workers prospective. In the most
situations the changes in labour wages will affect the management team (Ryan, and
Wallace, , 2016).
 Union Effectiveness:- The effectiveness of labour is based on the attitude of the
managerial leaders. The managers of Marks and Spencer should be more concerned
towards the employees issues in the organisation. The power and effectiveness of union
affects the entire working of the organisation. The overall goals and objectives are
prepared in respect with the welfare of labour. This increases the productivity of labour
 Attitude of unions:- It is a situation where the workers behaviour is not judged by the
managers. The behaviour can be workers attitudes, values and expectations towards
Marks and Spence. In this situation, the workers start feeling that they are been ignored in
organisational culture. It leads to negative impact in productivity.
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 Workplace climate:- It includes the atmosphere of the workplace. This either creates
negative and positive impact on labour working efficiency (Seifert, 2015). The
management must provide healthy environment which will make them more concerned
towards organisation objectives. This can be done by understanding the beliefs and
attributes of employees.
1.3 Role of people in management
Employer:- The Employer is the person who controls and give direction to the labour on the
basis of their task. But in employee relation the meaning of employer is very broad. They
perform various tasks for workforce and helps in growth and development of employee. The
employer being a controller must also be a leader who understand the skills and capabilities of
labour. He is the person who knows workers weakness and strengths and encourage them to
work hard.
Employee:- An employee is concerned as an individual who perform given task under the
managers guidance. The employees are a part of trade unions where they have some
responsibility and duties towards the organisation. They are referred as helpers who understands
the goals and objectives and work towards to achieve them by developing their skills on the basis
of Marks and Spencer requirement (Tansel, and Gazîoğlu,., 2014).
Trade Unions:- An association of labour that are formed with intentions for the welfare of
workers. They help in protecting the rights of workers. In modern management of industrial
relations is to help employees in understanding their values and rights in the enterprises. It will
help in improving the living standard of lower level workers.
Employer Associations:-It refers to an association which helps in co-ordination. It includes the
behaviour of producers, retails, sellers, or workers that helps in coordinating. It is like a formal
group which provides advise in case of social matters. These matters also consists the economic
interest of the employers. The particular role of this association is to understand the interest and
intentions of employers and make the employees aware about that( Vevonish, , 2013.)
Government:- The employee relation is concerned with the process that regulates the welfare
and interest of both the management and employees. The government is the regulatory authority
which makes policies and rules for employees. These polices and rules are created for
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maintaining good employee relations. The framework gives shape to the rules in agreements
which is based on equal distribution of wages.
Team leader- team leader should treat each employee equal and try to avoid partialities in
work. Team leader should not give anyone a special treatment. He should appreciate someone
who has done exceptionally well but also make sure to rectify him for his wrong work. The
leader should not be treat anyone rudely . It is unethical to insult other team member. The leader
must be accessible to his employees as long hierarchy may lead to conflicts and disputes among
employees. The employees should easily able to communicate is case of any doubt. The
important communication must be done together so that no employee feel neglected. Motivate
each employee to perform better and also make sure that there are no useless gossips going on as
it leads to conflicts and fights. Encourage employees to take lunch together this will lead to more
understanding between them. During this the leader can also discuss about their personal lives.
The leader should find out that if any two employees are not comfortable with each other than
leader ensures that both of them work on same assignment. This will leave them with no choice
but to discuss with each other. At last team leader should be equal with his team members by
creating a healthy environment. It will be beneficial for him as well as his fellow members in
giving better output. team leader must give all his efforts in bringing his team members together
by binding . (Werner, and et.al., 2017)
TASK-2
2.1 Procedures for dealing with different conflict situations
Negotiation- It is the first method for problem solving by reaching a mutually acceptable
agreement. It is a back and forth communication between parties. It allows participating directly
in decisions that affects employees. To make this successful the needs of both the parties are
considered and it becomes a contract.
Mediation- it is a voluntary process in which a person (known as mediator) helps in
communicating between the parties allowing them to reach a mutually acceptable agreements. If
negotiation fails the second step taken is mediation. In beginning the mediator describes the
process and rules. .the mediator meets separately to both the parties which helps in better
understanding of each party point of view (Khoreva, and et.al 2017.)The changes can be made in
the agreements. Attorneys and other professionals acts a mediator for a fee.
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Arbitration- it is an out of court method for resolving a dispute. An impartial person (the
arbitrator) controls the process by listening to both sides and making a decision. The arbitrator
conducts a hearing where both the parities present evidence through documents. In some cases
the parties may establish their own procedures for hearing. There can be either one arbitrator or
panel of three. Mostly the arbitration is used in the areas of labour disputes.
Litigation-it is the use of court and civil justice system to solve legal controversies. It begins by
filling a law suit in court. There are specific rules of procedure that has to be followed. If the
parties do not agree in settlement of case then a judge is appointed and the decision is taken
through a trial.
2.2 Factors affecting employees relation
The relationship between employer and employee will positively or negatively affect the
working environment of the organization. employees are the base for improvement and key
success of business entity (Werner, and et.al., 2017) There are some essential elements that is
required in organization for removal of conflicts:
Lack of wage distribution – This is the major issue that arises in any organization. It is a
situation in which there is unequal distribution of income. it arises between the employees whose
working task is same but wages differs. This dispute will affect the working environment of
organization and reduces productivity. This issues can be solved with the help of negotiation
strategy. The attorney will listen to conflicts on employee relation and will give judgment.
Inequality among employee – In few areas the company is unable to give equal concentration
to their employees. It leads to issues regarding inequality between male and females employees.
This will affect the entire organization.
Health safety issues- The core responsibility of organization is to ensure the safety of its
employees and to protect them from various health issues. The labor and workers are the
essential part of organization so if any health issues arises it is the duty of management to solve
that.
2.3 Effective procedures in resolving the conflicts.
◦ Clarify the disagreement- in this the management team understand where issue
arises. During this process information is obtained in detailed from both the side
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(George, 2015) This point requires discussion between both conflicting parties. The
goal is to get both sides to agree.
 Establish common goal- In this step both sides agree on desired outcome of conflict.
Both parties work on common goal which helps in removing the conflict. To accomplish
this discussion is done on what each party likes to see and find a common thing between
them. The overall organisation have same objectives at every level. The desired outcome
comes when the entire organisation works to achieve common goal. Resolving of
conflicts helps in building common interest in Marks and spencer.
 Common goal :- it includes listening, understanding, communicating with conflicts
parties together. Brainstorming helps in resolving the disputes among both parties.
(Pawar,. and Pawar, ., 2016)
 Determine the barriers:- in this both the parties are acknowledged about what was the
main reason of conflict and discuss what problems can occur in resolving the conflict. It
helps in finding solutions of the problems. Determination of barriers helps in resolving
the entire conflict between both the parties.
 Mutual agreement on how to solve conflicts:- Under this situation both the parties
need to come to a conclusion to overcome the dispute. It starts by identifying solutions
and common ground between the parties. Each party's responsibility is decided. It also
ensures that the conflict will not rise up again. Both the parties understand the value of
common goal in Marks and spencer.
 Responsibilities of each party in the resolution:- This is last stage in which both the
parties are given their responsibilities and are mutually agreed. It will completely resolve
the dispute by acceptance of both parties that they have agreed with the prospective.
TASK-3
3.1Negotiation role in collective Bargaining
Collective bargaining is the process of negotiation between the employees and employer
to agree on terms and conditions by drafting an agreement. In other words it is agreement where
employee-employer jointly undertake to resolve their current issues. It is done by the
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representative of labour organization and the representatives of business concern. An attempt is
made to negotiate a contract or agreement which specify the nature of employees, employer and
union relationships (Nadiv, and et.al, 2017)
The essential points which are consider in resolving the conflicts through collective bargaining
are:-
 Third party involvement is restricted which can affect the negotiation.
 Fair system is introduced which helps in powerful governance.
 It helps in boosting the morale of employees
 It provides regulation on the basis of employment.
 It provides the flexibility in adjusting wages and conditions of employment.
 It leads in promoting mutual understanding.
 The employees resolve the conflicts by gaining a greater insights.
 Awareness is increased regarding the economic and technical factors that are involved in
the industrial relation procedures.
 The rights and obligations of each party are defined.
 Helps in setting fixed standards for each worker.
 It leads to effective implementation of decision making regarding employee welfare.
 Helps in developing responsibilities among employees and controlling the conflicts
 Improvement in productivity of workers.
 Helps in removal of conflict between management and workers.
 Collective bargaining is of four types distributive, integrative, productivity and
composite.
 The collectively bargaining is divided in two aspects, single employee and multiple
employee bargaining.
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3.2 Impact of negotiation strategy
Negotiation is considered as a tool to obtain agreement to both parties based on their interest.
Positional bargaining – In this the arguing is done on the basis of position and it is also known
as distributive negotiation. Each side takes advantage of its position and demands its wants and
needs(Ryan, . and Wallace,, 2016) the negotiation is treated as zero because only one party has the
ability to win the negotiation. In this the parties forced each other to make concessions to reach
final agreement. Smaller the concession made it automatically lead to victory of other. A
negotiation is failed when a statement made without any final agreement. This bargaining is best
and is known as a pie analogy where each party wants to have the larger part of pie. The
communication may involve threats and lack transparency. As negotiation continues parties
changes their minds and commit themselves to only one position to focus on their goals.
Principled negotiation- Also known as integrative negotiation in which parties creates value in
agreement by working together. This makes them satisfied with the outcome and maintaining the
relationship. It creates an environment in which parties start trusting each other and also solve
problems in a creative way. (Seifert,., 2015 ) in terms of thinking of position they also think in
terms of interests and problems. It is also like a pie analogy in which both parties combines with
each other and creates a mutually larger pie to share. Negotiation strategy includes some styles:
 Competitive style:- That it helps in providing information on concern issues. It
works when a fast negotiation is needed and there are not many variables
involved.
 Avoiding Style- it is based on that passive style that tends to skirt issues rather
than confronting them. It is often used when the negotiation is simple.. It is based
on that situation where relationships of employees evolves.
 Compromising style- Under this one side makes concessions while other side
also makes another concessions and it results in no negotiation. It is believed that
results will be based on fair basis (George, , 2015).
 Collaboration style:- it ensures that both the concerns parties will meet their
needs. The collaboration is all about creating values that encourages both parties
to form strong bonds and maintain good relationships.
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TASK-4
4.1 Industrial democracy and its influence in UK
U.K is the member of many associations and alliances. It deals with the issues of
European union, the union rights, its liabilities and responsibilities. It ensures the proper
utilization of funds by the organization union. It also protects the workers from civil and criminal
issues that helps in the development of European union. International company like Marks and
Spencer is very much controlled by the democratic population of that country. Also, the
governing bodies regulating the rules and regulations of employees make a huge impact on
employees relation with the management ( Khoreva, and et.al 2017)
Industrial democracy is an arrangement that involves workers decision making and
sharing responsibilities at workplace. In some European countries the structure of industrial
democracy is very aggressive relationship that has existed between the employees and managers.
The European legislation encourages more crucial role of workers at high level management.
Share holdings are often encouraged for saving scheme. There is also an option of workers
shareholder which means to have a stack in ownership of the business. Where unions and
managers work towards the same goal it is called partner based relationships which exist in
British industry due to EU. this results in employee involvement has become functional by
evaluating the success of organization due to their contribution. Work councils has been made as
a representative of all department within a firm. There role is to discuss the long term objectives
of business and to suggest strategies for improving the future Although, there will be increase in
wage dumping as suggested by European monetary union. It means to pay less than the
standard rate determined by their industry (Werner, and et.al., 2017.) .
4.2 Methods that can be used to gain employee involvement in the decision
making.:
◦ Participation at boards level- it plays a vital role in protecting
the interest of employees. Representation of employees at high
level is know as industrial democracy. The representative can put
the issues and problems of employees to the management.. This
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helps in guiding the management to invest in labor benefit and
welfare scheme.
 Ownership participation:- it helps in participation of employees in decision making by
providing shares of the company. Providing employees to buy equities and giving
financial assistance are the ways to make them involve in decision making process
(Vevonish,, 2013).
 Participation by suggestion scheme:- Motivating employees to give some new ideas on
matter such as cutting of cost, product quality, etc. helps in creating healthy environment
and work culture in the organization. As a result, this procedure helps in making them
more convenient to give their ideas.
 Participation through complete control:- A system created by workers for their self-
management. In this the workers union acts as management. The workers through their
representative deals directly with all aspects of management and industrial issues.
 Participation by collective bargaining- it refers in participating through collective
agreements and following some rules and regulation. It is an ideal way to ensure
employees involvement in management.
 Participation by job enrichment- It offers freedom to employees to use their judgments
while handling regular business problems. Also by providing rewards in existing job
profile is a good way to involve workers in decision making (Millward, and Brewerton, ,
2015.)
 quality circle participation- A group in which only experts are involved. They meet
daily to identify , solve and analyze problems in the area. It is an ideal way to identify
problems and improve working environment of the Marks and Spencer
4.3 Role of human resource in employee relations
Employee relations plays a crucial role in managing people. In this the employee-
employer relationship is defined. The relation affects the entire working environment either in a
positive or negative way in Marks and Spencer. The Human resource management is responsible
for maintaining the balance between employees and management.
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The involvement of employees in decision-making process affect the entire organization
performance The attitude of employees with respect to their work will reduced if he is not
considered in decision-making process. It is the role of human management to take this into
consideration. It focuses on two roles of HRM. The first role emphasizes on resource and adopt
the rational approach to manage employee by economic factor. While the second role treats
employees as valued assets and high quality of skills. When employees are involved in decision-
making it increases the commitment of employees. This helps in winning the commitment of
employees towards organizational goals. This in turn will increase the job satisfaction and
motivates the employees to work hard. Overall it will lead to improved employee performance
and at the end of day organization goals are achieved.
CONCLUSION:
This report shows changes in trade unions like union strengths, union effectiveness, etc
have affected the employee relation. Further it shows that how the role of employer,
government,etc plays a key role in employee relation. The various procedures of negotiation,
arbitration that organization should follow in solving the conflicts. The internal factors that
affects the relationship. At last it shows industrial democracy and its influence in UK and
different method of how to increase the employee involvement decision-making by participating
through boards, ownership, job enrichment, etc. is also been discussed.
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REFERENCES:
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Khoreva, and et.al 2017. Talent management practice effectiveness: investigating employee
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Nadiv, and et.al, 2017. What a difference a role makes: Occupational and organizational
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Pawar, B.S. and Pawar, B.S., 2016. Workplace spirituality and employee well-being: an
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Ryan, L. and Wallace, J., 2016. Annual hours, workplace partnership and mutual gains:
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Tansel, A. and Gazîoğlu, Ş., 2014. Management-employee relations, firm size and job
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