Employee Relations Case Studies Analysis

This assignment involves analyzing seven case studies published in 'Employee Relations' journal between 2013 and 2017. The cases cover diverse topics such as corporate volunteering, LinkedIn recruitment, outsourcing during financial crisis, systemic social inequalities in creative industries, HR practices in SMEs, forms of collective action, regulating employee wellbeing, employers' use of older workers, temporary agency workers, psychological contracts, and employee turnover in Nigerian SMEs. Students are required to critically evaluate each case, summarize key findings, and discuss how these insights contribute to the understanding of employee relations.

EMPLOYEE RELATION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 The unitary and pluralistic frames of references....................................................................1
P1.2 Impact of changes in trade union upon employee relationship...........................................2
P1.3 Role of main players in employee relations........................................................................3
TASK 2............................................................................................................................................4
P2.1 Procedures which a firm should follow, while dealing with different conflict situations. .4
P2.2 Key features of employee relations in condition of conflicts.............................................5
P2.3 Evaluation of effective procedures used in conflict situations...........................................6
TASK 3............................................................................................................................................7
P3.1 Role of negotiation in collective bargaining.......................................................................7
P3.2 Impact of negotiation strategies and plans in conflicts situations.......................................8
TASK 4............................................................................................................................................8
P4.1 Influence of EU (European union) on industrial democracy of UK...................................8
P4.2 Modes and steps implemented in Aldi to increase the participation of employees in
management................................................................................................................................9
P4.3 Human resource management and its impact upon employees relationship....................10
Conclusion ....................................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Employee relationship is so important for successful growth and development of the
business, Aldi have so many occasion to improve its competency level and profit ratio. The
introduction includes the unitary and pluralistic frames of references within the firm and also
asses the changes in trade unionism which have effect on employee relationship. This report
covers the role of the main players in employee relation and procedures which Aldi is following,
while dealing with different conflicts and dispute situations. The importance of developing
employee relationship is to reduce the disputes and conflicts within the organization for Aldi is
also explained. Negotiation role in collective bargaining and its strategy which influence the
situation is also given. The introduction evaluate the impact of EU on industrial democracy in
UK and balance the methods to obtain the employees participation in decision making process
for Aldi. Finally, it ends up with the impact of human resource management on employees'
relationship.
TASK 1
P1 The unitary and pluralistic frames of references
Unitary approach
The unitary measure for maintaining relations in industry and employee is based on
motivation, co-ordination, target sharing and goals as well as the positive atmosphere of the
organization. Unitary approach is based on the productive and well-organized business culture
adopted by the management of Aldi organisation. In this approach the managers evoke some
disputes which are occurred because of the poor management system. Both employees and
employer work together to achieve the goals and objectives of the business in desired manner.
The things dispute and conflicts are identified and resolved between managers and unions with
collective bargaining strategy and effective negotiation. This states that the unitary approach is a
management strategy of relationship of employees in which employees and trade union work
together to accomplish the desired goals and to increase the growth of the business.
Pluralistic approach
The pluralistic approach is very unique or dissimilar from the unitary approach. In this
approach the trade union act as representative of the employees to communicate all the problems
and demands of the employees to the top level managers. In this approach, authority of
management legitimacy is not accepted directly. It is a fact that disputes and problems between
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workers and management is important on some level to create competition among them, which
can lead to innovation of new ideas and creativity. In this approach it is required that all the
rights of the employees are protected. The analysis of corporate culture of Aldi identifies that the
management does not support the pluralistic approach for maintaining the organizational
relationship among employees. Aldi's management encourage and motivate their employees to
left the union for effectively maintaining an environment of peace and harmony.
P1.2 Impact of changes in trade union upon employee relationship
. The trade union act 2016 represents the trade union as a group of employers and
employees, who work together to prevent their rights from exploitation. Trade unions work
collectively in the firm to encourage and improve corporate culture; it also helps in increasing
the amount of satisfaction among employees, which helps in achieving organizational goals and
objectives effectively(Ocampo, 2015). The trade unions are generally categoriesed into four
types in UK and these are industrial, craft, white collar and general. General union is a group of
unskilled and skilled employees who monitor and perform different work in various firms.
Industrial union is a group of employees who work in the same organization but in different
departments. Craft unions are also known as compact groups of upgraded and skilled employees
performing same tasks in different firms. Professional workers are known as White Collar
employees who perform similar work in various firms. From the above context, it can be stated
that the trade unions have influence upon culture and industrial relationship at Aldi. It is a big
trade union which covers all bigger retail organisations and incorporating their firm activities
across UK. It is identified from the human resource assistant that distributive, union of shop and
allied workers has a positive and direct impact upon business management of Aldi. Employees of
the organisation can solve their issue and conflicts by contacting trade unions effectively.
Changes and Modification in trade union can improve the development of the firm and
encourage the management to follow the rules and regulations. Effective changes grow up the
trade union which develop an effective environment of industrial relationship within the
business. Thus, human resource assistant defines trade unions’ impact upon firm which ensures
the growth and development of the firm.
P1.3 Role of main players in employee relations
Effective and efficient employee relation is very essential for the firm. It is important for
the regular development and growth of a firm and also increase the determination and
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performance of workers. It is the main responsibility of the management to use efficient
strategies and policies to increase the level of motivation and satisfaction among employees to
reduce the disputes among them and for maintaining positive working environment in the
organization. The main players of employee relations are as below:
 Managers Relationship:- Aldi's management and managers have responsibility
to maintain peace and positivity in the firm. Each employee has authority to
communicate his or her problems to supervisor. This will help employees to
reduce their disputes and increase satisfaction level effectively. Aldi's managers
are responsible for assigning work to their employees for increasing team work
and developing interpersonal relationship among them. (Moore, and Tailby,
2015). Managers monitors their employees towards their work to check whether
they are doing their work in correct manner or not.
 Trade unions:- Trade unions helps employees to solve their issue and conflict by
approaching top level managers of the firm. These trade unions work with
management to reduce the issues and conflicts among employees . Moreover, they
work collaboratively in the firm to motivate and improve corporate culture and
level of satisfaction among employees which help organisation to achieve their
set goals and objectives effectively. It also helps in preventing employees rights
from exploitation.
 Employees:- Employees who are working in Aldi business are responsible for
completing the work assigned by the management. Workers need to cordinate
with the managers to ensure the growth of the organization. Maintaining peace
within the organization is very important for both employee and employer,
disputes and conflicts can affect the organization in adverse manner.
TASK 2
P2.1 Procedures which a firm should follow, while dealing with different conflict situations
Maintaining effective corporate governance is not easy, organization faces many conflicts
and disputes for maintaining relationship among employer and employee, the growth and
development of the organization is highly affected by these kind of disputes. Aldi business
formulate different strategies and plans to minimise the disputes and conflicts effectively and
efficiently. Here are some policies to reduce disputes and their types
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Types of conflicts
 Interpersonal conflicts:- Interpersonal conflicts is a situation when employer involves
their personal life with their professional life, in such situations they start manipulating
the organizational objectives.
 Intrapersonal conflicts:- This type of conflicts occur when individual is not ready to
accept the changes and beliefs. Aldi faces these types of conflicts, it can also occur by
negative thinking of an individual.
 Structural conflicts:- This type of conflicts occur because of the rigidity.
 Strategic conflicts:- This conflicts are intentional conflicts, it can take place by workers
who are working individually for achieving organizational goals.
Procedures followed by the Aldi to reduce or eliminate disputes and conflicts
 Compromising:- Compromising is the best method for avoiding any unpleasant situation
or for avoiding any kind of conflict. (Black, and Hertig, 2015).
 Avoiding:- Their are many situations, in which avoiding is the best thing to do for
avoiding conflicts and work of the organization.
 Accommodating:- In this approach, management and managers of Aldi focus to solve the
issues and conflicts by priori ting workers needs first. This will increase the motivation
and morality in employees which eliminate conflicts automatically and effectively.
 Competing:- This approach is totally different from accommodating approach. In this
approach, management of Aldi focus towards conducting their issues and demands first
than after listen to employees issues. This cause infuriation in workers but in presence of
understanding each other, issues and conflicts reduced efficiently.
 Collaborating:- In this approach, management focus upon people which are involved in
the disputes and conflicts. Management aims towards their expectations and needs to
maintain a peaceful environment within the business effectively.
P2.2 Key features of employee relations in condition of conflicts
In any organization working conditions are defined by employees relations and
management. Employees are highly encouraged and motivated towards their work in a positive
corporate culture (Zide, Elman, and Shahani-Denning, 2014). There are different features that
maintains and develop an effective relationship within Aldi. Here are some key features of
employee relation to avoid conflicts as below:-
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 Incentive schemes:- Incentives are benefits for the employees offered by the
management in terms of rewards on the basis of their performances. The effective
workers get attractive incentives provided by management or firm which motivate them
and other also to work hard and improve individual performance effectively. The
increased performance decline the chances of arising conflicts and helps to eliminate the
disputes within the business.
 Agile working hours:- The Aldi organisation timing are flexible according to the UK
legislation of parliament, that no worker is allowed to stay in office after completing
office hours. The work is also divided into two shifts and employee are able to go when
they complete their shifts. This will increase their responsibility towards work and lead to
reduce the disputes.
 Engaging employees:- To develop and maintain the relationship between employers and
employees, business should accent upon engaging employees in their works. The Aldi's
management should also consider strategies such as participation of workers in decision-
making, organize annual festivals for them so that worker's determination and motivation
can be improved which reduce the chances of arising conflicts.
 Modifying compensation:- From the above analysis, human resource assistance
identifies that majority of workers is dissatisfied with policy of compensation in the firm.
Thus, in order to improve employee relationship, management of Aldi recommended
improving the current compensation policies which, pay workers according to their work,
competencies, knowledge and skills.
 Human resource management:- Human resource management is responsible to address
the issues faces by the workers. This will help them to develop their growth in the firm
and also increase loyalty and motivation of employees. They have duties to formulate
some specific plans and policies which reduce the conflicts and creates a positive
environment within the firm (Edvardsson, and Teitsdóttir, 2015).
P2.3 Evaluation of effective procedures used in conflict situations
Conflicts also arise due to mismanagement or because of some disagreements between
employees and employer, this can affect the growth and development of the organization.
Conflicts within the organization are very problematic so it is very important for business
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management to find out the reasons of conflict and them try to fix them for efficient and positive
working environment.
 Analysing and identifying sources:- This is the important to know that from where
conflicts are generated to resolve them, to know what is the main reason behind the
disputes. To eliminate the conflicts within the organization management team should take
effective steps.
 Securing objectives:- Feeling secured is first and foremost requirement for each and
every individual, Aldi move towards the next step of securing objectives of disputed
parties. In this step management team try their best to generate sense of security among
disputed parties.
 Meetings:- Conducting meetings between disputed parties and management allows them
to resolve their issues and come to solution where they try not to affect the business
environment because of their issues. Management of Aldi evaluate the process and try to
maintain the positive environment,.
 Determining the rational for disputes:- This step involves, eliminating the factors
which are core reason of the conflicts so that it may not occur again in future.
 Appropriate methods to solve conflicts:- Conflicts can be resolved by so many
methods and procedures .Management should examine the nature and type of conflict so
that the appropriate procedure can be implemented to solve the conflicts within the firm
Aldi.
 Delegating the authority:- The final step of solving conflicts in the firm is to delegate
authorities and responsibilities to workers to engage them in work at work place. This
will help management to provide accurate information about methods of effectiveness to
resolve the disputes effectively and efficiently (Ruth Eikhof, and Warhurst, 2013).
TASK 3
P3.1 Role of negotiation in collective bargaining
Collective Bargaining is the process of negotiation which takes place between employer and
employees when certain situation arise. Negotiation plays a vital role in collective bargaining
that problems of disputed parties can be solved efficiently and effectively. The strategy of
collective bargaining is used by Aldi to reduce the conflicts and solve the issue of disputed
parties.
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Negotiation is important for resolving disputes and conflicts from the firm Aldi. Affected
and disputed parties put their demands in the collective bargaining process from which they are
able to negotiate the outcomes which are possible in the firm. Negotiation also maintain the
harmony and peace environment within the firm. The management team also organize face to
face meetings for the disputed parties to resolve their problems so that they can work together
efficiently to accomplish the organizational goals by keeping their issues aside, sometimes it can
also result in some profitable outputs which increase the company's growth share and profit
margin. From this it can be stated that for collective bargaining, negotiation is very essential and
it is also important for making effective solutions.
P3.2 Impact of negotiation strategies and plans in conflicts situations
In order to remove and eliminate conflicts from Aldi, department and human resource
management applies the process of collective bargaining and strategy of negotiation. This two
strategy and process help HRM to remove the conflicts from the firm. From the above analysis, it
is identified that to solve the disputes between employees and employers, HRM implement the
strategy of negotiation. This strategy has positive impact upon human resource management to
resolve the disputes and conflicts from the business in a desired manner. It is the duty of human
resource assistant and upper management to organize a meeting in which disturbed and disputed
parties put their demands in the collective bargaining process from which they are able to
negotiate the outcomes which are possible in the firm (Doherty, and Norton, 2013). This will
help organisation to develop and grow and also creating an environment of belief and trust. It can
be understood from the above analysis that conflicts can be easily solved with the help of
negotiation strategy and its impact upon employees relationship is positive. It is an approach
where, management and employees can full fill their demands and expectations efficiently and
effectively. The human resource assistant of Aldi firm is effective enough to examine the
conflicts and issues of employees and consider them to solve efficiently and effectively.
Negotiation strategy not only provides conflict free environment but also helps in
maintaining positive environment . The situation where conflicts arises between employees and
employers of sales departments, management of Aldi use the strategy of negotiation and
procedure of collective bargaining, which help to reduce disputes and remove conflicts from the
firm effectively. This analysation states that both parties are ready to resolve the issues and are
satisfied with the negotiations. Thus, it can be said that collective bargaining process and
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negotiation strategies have a keen impact on eliminating conflicts in the organization (Kelly,
2015).
TASK 4
P4.1 Influence of EU (European union) on industrial democracy of UK
Industrial democracy is an arrangement of employees which includes taking decisions,
combining responsibilities at work place. Legislation enforces employees more prominently in
taking decision within the Aldi firm and this will give right to their employees to suggest their
opinion in process of making decision. The policies of European union encourage their
employees to give suggestions in management related activities. It helps to encompass,
innovative and creative ideas in corporation and also provide frameworks and benchmark to
employees which empower their level of performance and level of encouragement. The
regulations of European union has a great influence upon industrial democracy of United
Kingdom. The policies and legislation executed and constructed by the European union should
be acquire by the firms operating and executing in UK. This involves the Aldi and any other
multinational firms. The revolution and modification in policies impacts the tools of firms
(Moore, Moore, Piwek, and Piwek, 2017).
The impact of European union policies fortify the new collaborators based upon the team
work and management committee which encourage employees to work together for the
organization exists in British industry. Thus, the unions are now working as an foundation which
work together as collaboratively with the management of the business to develop and educate
workers. This will also help them to gain information about rights of the employees and
legislation. This will improve the knowledge power of employees through which they can
become independent and determined towards their individual and organizational goals and
targets within the business. European union established guidelines for counselling which act as a
indicative of all organisational departments. (Siyanbola, Siyanbola, Gilman, and Gilman, 2017).
Now employees have more authorities and rights to take part in decision making process
P4.2 Modes and steps implemented in Aldi to increase the participation of employees in
management
The focus point of Aldi's management is to provide benefits to their employees for the
individual and organizational growth. Here are four process or methods from which management
of Aldi can seeks involvement and participation of employees within the firm are as below:
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 Attitude surveys:- This method is helpful for supervisors and managers of the firm to
gain information about the employees and all the issues which are affecting them, so that
managera can come up with perfect solution.
 Quality circles:- The employees whose jobs are quite similar, can be termed as quality
circle. The group examine the knowledge power of employees and evaluate their level of
participation and involvement. This can also be beneficial in terms of improving services
and developing products.
 Suggestion schemes:- This is a process where employees give their suggestions to the
management of firm Aldi about internal positions and running status of the firm. This
will help the organisation to receive innovative ideas and creative thinking. (Beck, 2013).
 Direct participation:- Direct participation refers daily activities manage and conducted
by the management of Aldi firm. Employees also take parts in such activities.
P4.3 Human resource management and its impact upon employees relationship
Human Resource Management plays an important role in the organisation in terms of
hiring and orienting individual. They work for encouraging and motivating employees to
increase their level of satisfaction in the firm. Human resource management and relationship
among employees are the two main points for the Aldi organisation which can regulate the
current market economy of the respective country. Impact of HRM on employees' relationship at
Aldi is as below:
 Creating job satisfaction:- The Human Resource Management apply their policies to
maintain job satisfaction level among employees so that they give their best to the
organization and contributes in the development of the organization. This can be done by
providing reasonable benefits to the employees, by providing good working conditions as
well as positive environment.
 Training and development:- Development and Training is very essential for each and
every employee of the organization, so that they can complete their work in correct
manner. It is responsibility of huma resource management team to provide time to time
training to their employees regarding their field of work, for regular growth of the
organization.
 Rewards and incentive schemes:- Rewards to dedicated and responsible employees is
very essential for creating sense of responsibility among them and others so that the one
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who is not receiving the reward try hard to get it next time,m this will help in fast growth
of the organization, this will also improve the sincerity among employees regarding their
work.
CONCLUSION
Conclusion of this report explain the unitary and pluralistic frames and its influence upon
Aldi organisation. The alteration in trade unionism can have positive impact on the relationship
among the employees of an organization. The significance of chief players describes the
employee relations in the organization. The procedures from which Aldi can handle all the
conflicts arising in the organization. The main features of employee relationship also help to
eliminate the differences which are present within the organization. Effective procedures which
can be used by the organization to eliminate the disturbed situations. The role and influence of
negotiation in collective bargaining is also prove to be very beneficial. The European union
policies influence the industrial democracy in UK. There are so many policies available to gain
the involvement of the employees and to maintain their trust by taking their suggestions in
decision making processes. Human Resource Management has very positive impact on
employees which create a sense of responsibility among them and employer-employee
relationship is evaluated.
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REFERENCES
Books and Journals
Zheng, C., Molineux, J., Mirshekary, S. and Scarparo, S., 2015. Developing individual and
organisational work-life balance strategies to improve employee health and
wellbeing. Employee Relations, 37(3), pp.354-379.
Ocampo, C.L.P., 2015. Engagement and Retention: Essentials of Employee and Labor
Relations. Handbook of Human Resources Management, pp.1-22.
Moore, S. and Tailby, S., 2015. The changing face of employment relations: equality and
diversity. Employee Relations, 37(6), pp.705-719.
Do Paco, A. and Cláudia Nave, A., 2013. Corporate volunteering: A case study centred on the
motivations, satisfaction and happiness of company employees. Employee relations, 35(5),
pp.547-559.
Zide, J., Elman, B. and Shahani-Denning, C., 2014. LinkedIn and recruitment: How profiles
differ across occupations. Employee Relations, 36(5), pp.583-604.
Edvardsson, I.R. and Teitsdóttir, U.D., 2015. Outsourcing and financial crisis: evidence from
Icelandic service SMEs. Employee Relations, 37(1), pp.30-47.
Ruth Eikhof, D. and Warhurst, C., 2013. The promised land? Why social inequalities are
systemic in the creative industries. Employee Relations, 35(5), pp.495-508.
Doherty, L. and Norton, A., 2013. Making and measuring “good” HR practice in an SME: the
case of a Yorkshire bakery. Employee Relations, 36(2), pp.128-147.
Kelly, J., 2015. Conflict: trends and forms of collective action. Employee Relations, 37(6),
pp.720-732.
Moore, P., Moore, P., Piwek, L. and Piwek, L., 2017. Regulating wellbeing in the brave new
quantified workplace. Employee Relations, 39(3), pp.308-316.
Beck, V., 2013. Employers’ use of older workers in the recession. Employee Relations, 35(3),
pp.257-271.
Viitala, R. and Kantola, J., 2016. Temporary agency workers shake a work community: a social
capital perspective. Employee Relations, 38(2), pp.147-162.
Black, I.S. and Hertig, C.A., 2015. The Supervisor’s Role in Employee Relations. In Security
Supervision and Management (Fourth Edition) (pp. 257-262).
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Rodwell, J. and Ellershaw, J., 2015. What is exchanged in psychological contracts? Multiple sets
of obligations, targeted effort and uncertainty reduction. Employee Relations, 37(2),
pp.232-247.
Siyanbola, T.O., Siyanbola, T.O., Gilman, M.W. and Gilman, M.W., 2017. Extent of employee
turnover in Nigerian SMEs: Employees’-owner/managers’ standpoint. Employee
Relations, 39(7), pp.967-985.
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