Role of negotiation in employee relations
Added on 2020-06-05
13 Pages5157 Words184 Views
Employee Relations
Table of ContentsINTRODUCTION.....................................................................................................................................4TASK 1.......................................................................................................................................................41.1 Unitary and Pluralistic Frames of References.................................................................................41.2 Influence of change in trade unionism on staff relations................................................................51.3 Role of key people in employee relations.......................................................................................6TASK 2.......................................................................................................................................................72.1 Process which has to be followed while dealing with conflicts......................................................72.2 Key characteristics of employee relation in dispute situation.........................................................72.3 Effectiveness of methods used at the time of dispute situation.......................................................8TASK 3.......................................................................................................................................................93.1 Role of negotiation in collective bargaining...................................................................................93.2 Influence of negotiation strategy in certain scenario....................................................................10TASK 4.....................................................................................................................................................104.1 Impact of EU on industrial democracy in UK. .............................................................................104.2 Comparison of methods utilised to gain staff and involvement in decision making.....................114.3 Impact of HR management on relation relation............................................................................12REFERENCES.........................................................................................................................................13
INTRODUCTIONEmployee relation is a relationship between staff and management of the organisation and inorder words it can also be called as interaction between these two. For success of company it isnecessary that staff present in the company are free from any kind of stress and motivated. It has crucialsignificance in any of the organisation so it needed that there should be a healthy environment at theworkplace so that staff can perform according to their skills and abilities. This way the firm can achievetheir goals and objectives easily with the help of such people (Bach and Kessler, 2011). This report willbe highlighting various aspects of employee’s relation through considering scenario of British Airways.This is a company who comes from aviation segment and over the years has made their spot in one ofthe most successful organisation in this sector. In future, if they have to carry on their success it isnecessary that they adopt various strategies and techniques to bring coordination with their staff thusconvincing them to work in proper manner, motivation staff do efficient work thus bringing moreproductivity and profitability for the organisation. TASK 11.1 Unitary and Pluralistic Frames of References.These are the concept with are concerned with employee relations and can be analysed based onthis. They are of quite different perspective and related to the process through which relations amongthe employees can be managed in British Airways so that there can be proper functioning. As analysedby Unitary approach decision making power for certain issues in an organisation lies in hand of anyone individual which handle the management of company. The people who has this power are normallyboard of directors of company and possess power to make crucial decision which can impact the staffrelation. It depends on their decision that it would make profit in future or not. It is responsibility ofleaders in British Airways to bring motivation and increase the moral of employees thus bringing a kindof trust among staff (Morris, 2012). If they get success in doing what they have been doing, then staffwill work in more proper way and will find it easier to handle and manage different obstacles comingin their way at workplace. This way the organisation will also able to gain competitive advantages thusreaching to their goals and objectives set by them. Such thing can happen only when there are nodisputes between staff and manager of British Airways on any issue. On the other side Unitaryapproach believes that trade union acts as barrier in the relationship between staff and company as theydo not have good role in promoting relationship and coordination. They create disputes which reduces
efficiency which makes the operation little difficult and then cannot be done with full efficiency as thestaff are not satisfied from the conditions.As stated by Pluralistic approach which says that workplace consists of various attitudes,values, beliefs and behaviours. According to it the most important role in staff relation is ofmanagement thus they act as mediator between both the parties (Klarsfeld and et. al., 2014). They havedefined same role of trade union who makes sure employees become the part of decision makingprocess in any organisation. If the company adopts this approach they can easily able to bring stabilityin Employee relation through performing the concept of negotiation strategy in between staff andmanagers. The other way to do so is to adopt collective bargaining process. These two approaches have its own significance and British Airways has to analyse all itsaspects and looks for the best approach which can be implemented at their workplace.1.2 Influence of change in trade unionism on staff relations.Any kind of change in trade union widely impact relation of staff and company. Trade Unioncan be called as group of individuals having same interest coming together for a common cause whichis basically their protection of rights. They normally ask for hiking their pay scale, demands for betterworking environment and etc. are various demands done by staff (Fossum, 2014). It was considered asa legal body in year 1824 with lots of people were demanding increase in their pay width and workconditions in which they are working. There were various changes over the year in trade unionism andit directly impacted employee relation in British Airways also. Most of the changes were talking placeto do variations in external factors that are stated below: -Political and Legal: - Any implementation of new law by British Government affects staffrelation in British Airways. Like government has made a law which prevents inequality at theworkplace regarding the distribution of roles and operations thus creating a sense of dialogue betweentrade unions and employers and the dispute can only be resolved if particular company provides equalopporti8nities to everyone who is part of company (Singh, 2011). This will directly impact the profitmargins of British Airways.Technological: - It can be easily analysed that with the adoption of technological advantagesdecreases the demand of employment thus workers want to stay in the company at whatever conditiongiven by British Airways. In this trade union has role of ensuring that staff are not eliminated from theorganisation and also it does impact the relationship between both the parties. In such situation the
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