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Employee Relation Assignment Sample

   

Added on  2020-06-04

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Employee Relation

TABLE OF CONTENTSINTRODUCTION................................................................................................................................1TASK-1................................................................................................................................................11.1Unitary and pluralistic frames in employee relation..............................................................11.2 Changes in trade unions and its effect on employee relations..............................................21.3 Role of people in management..............................................................................................3TASK-2................................................................................................................................................42.1 Procedures for dealing with different conflict situations......................................................42.2 Factors affecting employees relation....................................................................................52.3 Effective procedures in resolving the conflicts....................................................................5TASK-3................................................................................................................................................63.1Negotiation role in collective Bargaining..............................................................................63.2 Impact of negotiation strategy...............................................................................................8TASK-4................................................................................................................................................94.1 Industrial democracy and its influence in UK.......................................................................94.2 Methods that can be used to gain employee involvement in thedecision making.:.................................................................................................................94.3 Role of human resource in employee relations...................................................................10CONCLUSION:.................................................................................................................................11REFERENCES:..................................................................................................................................12

INTRODUCTIONEvery employee needs to create a relationship with his co- workers at workplace. Thisrelationship can be good or bad. The relationship can be between co -workers, between anemployee and manager, etc. it to give their best performance it is important to have goodrelationship with superiors. The maximum time spend by an individual is at workplace.employee relations is concerned with the connection shared among other employees in theorganisation. In this assignment the key factors of employee relations and its significance areexplained. Employee relationship program focuses on the issues and conflicts related toemployees and employers. This assignment involves employer's association, trade union inrelation to employee. It gives the key features of employee relations and the effectiveness of eachprocedure that is used in solving conflicts. What role does negotiation plays in relation withcollective 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 firmbelongs to clothing industry and operates globally. The existence of the company on such a greatlevel requires good employee relations.TASK-11.1Unitary and pluralistic frames in employee relationIn business world relationship with employees is very important issue. In Marks and Spencer themanager should focus on maintaining good relationship with employees in order to achieve theirgoal and to maintain firm reputation and increase productivity of employees. A manager followsmany approaches or theory to do this:Unitary perspective- it refers to the way in which the thinking, mind set, values, attitudes andpractices relates to the management and organisational membership. It suggests that despite ofemployees 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 missionstatement and achievement of objectives. Employees are considered as loyal. The managershould exemplify strong leadership to attain organisation objectives. Furthermore, thisperspective assumes that all stakeholders are equal members by finding common interests.

Pluralistic perspective- in this the organisation is divided into powerful sub groups. Each groupis has their own legal loyalties and set of objectives and leaders. Trade union and managementare two groups (.Millward, and Brewerton,., 2015). The role of management is less towards enforcingand controlling but more towards influencing and co-ordinating. Trade unions act as legalrepresentatives and conflict is solved by collective bargaining which brings positive change. Itrepresents as more suitable and perfect as it describes in better employee-employer relations. 1.2 Changes in trade unions and its effect on employee relationsThe approach of union is basic part of employment relations which is helpful inmaintaining the stability of the entire organisation. Under this various labour standard of nationare there which relates to different changes related to labour wages, working conditions, etc. thelabour allowances are managed by the process of collective bargain system.. The perceptionswhich create impact in changes of unions are:Union strengths- unions plays a very essential role in the success of organisation as itaffects the decision making process by. The abilities of union are based on bargainingpower 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 mostsituations the changes in labour wages will affect the management team (Ryan, andWallace, , 2016).Union Effectiveness:- The effectiveness of labour is based on the attitude of themanagerial leaders. The managers of Marks and Spencer should be more concernedtowards the employees issues in the organisation. The power and effectiveness of unionaffects the entire working of the organisation. The overall goals and objectives areprepared in respect with the welfare of labour. This increases the productivity of labourAttitude of unions:- It is a situation where the workers behaviour is not judged by themanagers. The behaviour can be workers attitudes, values and expectations towardsMarks and Spence. In this situation, the workers start feeling that they are been ignored inorganisational culture. It leads to negative impact in productivity. 2

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