Employee Relation Sample Assignment
Added on 2020-06-04
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EMPLOYEERELATION
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Unitary and pluralistic references.....................................................................................11.2 Way in which changes in trade unions impact upon employee relations.........................21.3 Main players in employee relations..................................................................................4TASK 2............................................................................................................................................52.1 Procedure to deal with different conflict situations..........................................................52.2 Key features of employee relationship.............................................................................62.3 Effectiveness of procedures which used in a selected conflict situation..........................7TASK 3............................................................................................................................................83.1 Role of negotiation in collective bargaining....................................................................83.2 Assessing the impact of negotiation strategy ..................................................................9TASK 4 .........................................................................................................................................104.1 Way in which EU influence UK's industrial democracy................................................104.2 Comparing methods to gain employee participation......................................................114.3 Impact of human resource management on employee relations....................................12CONCLUSION .............................................................................................................................13REFERENCES..............................................................................................................................14
INTRODUCTIONIn general context, employee relation is defined as the mutual understanding amongmanagers and employees. Strong employee relations are the main source of growth and successof a company; it has a significant role in order to enhance employees' performance and theirproductivity. It is an ethical responsibility of manager to provide healthy and safe workingenvironment to their workers for making better employee relations. It would also help inattaining and retaining people for a long term period within organisation (Ackers, 2014).WALMART is the selected firm in this report which is a multinational retailing corporation thatdeals in grocery products and services. It is the largest revenue company in terms of sales i.e.$490 billion. WALMART is spread over 205 countries across the globe. Present report will bediscussing about the impact of trade unions upon employee relations. There are variousprocedures explained which are helpful in dealing with the conflicts and disputes of company. Ajustification is given towards all problems of employee relation and their resolutions are alsobriefed in this assignment. This document refers to the way in which European Union influencesUnited Kingdom’s democracy. TASK 11.1 Unitary and pluralistic referencesThere are two methods which are liable in order to understand the nature of employeerelations such are unitary and pluralistic approaches. Both rely upon different viewpoints buttheir main objective is to improve employee’s relationship in a business entity. These approachesare focused on maintaining the workforce in a sufficient manner that is able to lead all workingactivities of company. Below mentioned is the brief explanation of these two approaches: Unitary References – In this approach, all authorities and responsibilities are in hand ofan individual. Such person is liable in order to manage all working activities andoperations of WALMART. In this firm, senior manager takes all necessary decisions andother staff members are not encompassed in their strategic affairs. In addition, uniformityof direction is managed by only one person who is capable to make essential conclusionfor the better growth and development of company. Therefore, employee’s relations aremaintained in a proper manner (Armstrong, Brown and Reilly, 2011). Unitary approachis also helpful in managing the workforce effectually which promotes loyalty among allI
employees. Main objective of this theory is to avoid conflicts among all employees andforces them to work hard towards achieving goals and targets of the firm. It implicitlywants to integrate managers as well as worker’s interests so as to extend theircommitment. It emphasises on fact that employees are the main stakeholders of companyas they should be considered carefully to ensure the welfare of company. Employers areobliged to manage employee relations and focuses on upgrading their leadership abilities.At last, the unitary approach works for an individual in industrial relationship system. Pluralistic approach – The theory believes that working environment is a combination ofset of values, attitudes, beliefs and behaviours. Pluralistic approach consists that anorganisation cannot survive alone. It needs various managers and employees who areliable for the decision making process of company. In addition, the concept sees thatmanagement and workers often suffers with issues or conflicts regarding distribution ofprofits which put a huge impact on their personal relationships. Therefore, it is the moralresponsibility of management to keep a control over all activities and establish co-ordination between them (Biswas and Varma, 2011). Some trade unions are known asauthorized representatives of workers who protect their rights. The implications ofpluralistic approach encompasses that WALMART has to focus on improving industrialrelations for which it must hire some specialists who give suitable advise in respect ofresolving staffing issues. 1.2 Way in which changes in trade unions impact upon employee relationsTrade unions play a vital role in industrial relations. They are liable to protect employeesagainst exploitation. Now, government of UK has also changed legislations and laws of tradeunions. In general words, it can be described as those leaders whose main aim is to render secureand safe working environment to their employees. Apart from this, 1979 British trade unionswere formed vastly in order to cooperate with firms and also, to manage healthy competition. Inthe year 1997, all these legislations were reformed by new labour governments, 2010. There are given board shifts within economic policy of the country: - 1945 to 1979, the main focus of trade unions was to distribute government income andgenerate more jobs for people. 1979 to 1997, it moved towards controlling inflation and making more flexible labourmarkets. II
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