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Trade unionism affects employee relations

   

Added on  2019-12-03

14 Pages4979 Words472 Views
EMPLOYEE RELATION

TABLE OF CONTENTSIntroduction......................................................................................................................................1TASK 1 UNDERSTANDING THE CONTEXT OF EMPLOYEE’S RELATIONS AGAINSTCHANGING BACKGROUND.......................................................................................................11.1 Explain unitary and pluralistic frames of reference...............................................................11.2 Identifying how changes in trade unionism has affected employee relations.......................21.3 Role of main players in employee relation............................................................................3TASK 2: UNDERSTANDING THE NATURE OF INDUSTRIAL CONFLICT AND ITSRESOLUTION................................................................................................................................42.1 Procedure for chosen organization to deal with different conflict situation..........................42.2 Key features of employee relations in selected situation.......................................................52.3 Effectiveness of procedures adopted in the selected conflicting situation............................6TASK 3 UNDERSTANDING COLLECTIVE BARGAINING AND NEGOTIATIONPROCESS........................................................................................................................................63.1 Role of negotiation in collective bargaining..........................................................................63.2 Impact of negotiation strategy in the given situation.............................................................7TASK 4 UNDERSTANDING CONCEPTS OF EMPLOYEE PARTICIPATION........................84.1 Influence of EU on industrial democracy..............................................................................84.2 Methods used to gain Employee engagement and involvement in decision making process.....................................................................................................................................................94.3 Assessing impact of human resource management on employee relations...........................9Conclusion.....................................................................................................................................10REFERENCES..............................................................................................................................11

INTRODUCTIONEmployee relation in general context can be defined as the mutual understanding betweenemployer and the employee. However, there are several legislation that focuses on managing andcontrolling the relationship between both the parties so that high level of coordination can bemaintained (Armstrong, 2011). Looking at the competitiveness in the present market, it isimportant for the companies to maintain appropriate relationship with its stakeholders so thatthey can positively contribute in carrying out business activities. In the present report, researcherhas selected British Airways in order to enhance the level of study and develop betterunderstanding for the learners and readers regarding importance of maintaining employeerelations. Operating in highly competitive aviation industry it is important for the management todevelop and maintain better relationship with its customers by satisfying their needs and wantsso that they can provide quality of services to the customer base. Different aspects has beencovered in the study that consist of key characteristics of employee relations in adverse situationand the role of negotiation in collective bargaining. TASK 1 UNDERSTANDING THE CONTEXT OF EMPLOYEE’SRELATIONS AGAINST CHANGING BACKGROUND1.1 Explain unitary and pluralistic frames of referenceIn order to understand the nature and significance of employee relations, there are certainmethods present for the managers of British Airways such as: Unitary and Pluralistic frame ofreference. However, both the approaches depends upon different thoughts and views but arefocused on developing relationship between employees and employers working the citedcompany (Gallagher, 2005). The main purpose behind using these approaches is that, theyensures in managing the workforce in effective manner that directly leads to carry out businessactivities in reliable manner. In context to Unitary approach of employee relation states that,authority or power lies in the hand of individual that works at the managerial level of businessenterprise. However, all the authority and responsibility is with the senior employees of BritishAirways and staff members are not included in strategic affairs. Furthermore, through the meansof this approach, uniformity of direction is maintained as one individual is responsible formaking the decision regarding all the other so that relations is maintained in a professionalmanner. This also leads to promote the commitment as well as loyalty among the workforce. In1

addition to this, unitary approach is based on the belief that conflicts between employees andemployers of British Airways can be avoided. In context to Pluralistic approach focuses on the belief that, better workplace is developedthrough the means of different values, attitudes and behaviors. Under this approach, trade unionplay a significant role and often takes decision in the favor of staff members so that they can bemotivated and their divers needs and wants can be satisfied effectively (McDermott Kidney andFlood, 2011). According to this method of employee relation, it is important to carry out series ofnegotiations so that employees can feel their importance towards the firm. Therefore, these arethe two major approaches through the help of top level management of British Airways caneasily manage the relationship with its most important stakeholder and carry out the operations ineffective and efficient manner. 1.2 Identifying how changes in trade unionism has affected employee relationsChanging legislations in trade union directly affects the employee relation within theorganization. In general terms, trade union can be defined as the society of workers and leadersthat works together with the aim of providing safe and secure working environment to theemployees as well as promote their common internets associated with pay scale and othermonetary and non-monetary benefits (Bhatti and Qureshi, 2007). The first Union Movement wascarried out in 19th Century with the new models of unions. Whereas it came into existence 1824with specific legislations in which numerous workers joined the association for getting fare payof the work done for the organization. While on the other hand, they understood that TradeUnions are against the exploitation of employees and always focus on the benefits of the staffmembers. However, there are certain changes in trade unions that has affected the employeerelation within British Airways which are as follows:Technological: Constantly advancement in technological aspects has led the firm toreduce the use of labor which indirectly affected the employment of people adversely. Inthis regard, British Airways is encouraged to amend with the regulations and legislationsassociated with retrenchment of the human resource (Cox, 2010). However, in suchsituation, trade union of British airways act as shield for the employees and protect themfrom bring retrenched from the job. Technological advancement assist BA in enhancingits business operations but at the cost of employee relation. 2

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