Employee Relations

This document provides an overview of employee relations, including the role of key players, the implications of different perspectives on conflict resolution, and the impact of trade unionism on employee relations. It also discusses the procedures organizations should follow when dealing with conflict situations.

EMPLOYEE RELATIONS

Table of Contents
INTRODUCTION.................................................................................................................................3
TASK 1.................................................................................................................................................3
1.1 Unitary and pluralistic frames of reference explaining the implications of each of the
perspectives for the appropriate means through which conflict is to be resolved...............................3
1.1 Access how changes in trade unionism have affected employee relations.............................4
1.3 Explain the role of the key players in employee relations............................................................5
Task 2....................................................................................................................................................6
2.1 Explain the procedures an organisation should follow when dealing with different conflict
situations............................................................................................................................................6
2.2 Explain the key features of employee relations with reference to the above conflict situation....7
2.3 Evaluate the effectiveness of procedures followed so far from both parties in this conflict
situation.............................................................................................................................................8
Task 3....................................................................................................................................................9
3.1 Explain the role of negotiation in collective bargaining as in the above conflict.........................9
3.2 Assess the impact of the negotiation strategies adopted by both parties in the above conflict
situation and comment on other negotiating strategies and the potential impact it could have........10
Task 4..................................................................................................................................................10
4.1 Assess the influence of the EU on industrial democracy in the UK...........................................10
4.2 Compare methods used to gain employee participation and involvement in the decision making
process in organisations considering methods that have gained popularity in recent year and which
have declined...................................................................................................................................13
4.3 Assess the impact human resource management approach has had on employee relations........14
CONCLUSION...................................................................................................................................16
REFERENCES....................................................................................................................................17

INTRODUCTION
Nowadays, due to industrialization and globalization there is rapid growth in the
business and for successful business relies on the employee relationship. Employee-
employer relationship is playing vital role in organizations. This report comprises details
regarding the employee relation for any organization and business firm. The report comprises
of my basic detailed knowledge, concepts and theories related to the personal human resource
management. Various studies and process of conflicts are being discussed and described in
the report. Main motive of this report is to understand the need of employee relation and
HRM and practice in business firm (Lee and Kim, 2016). This also draws knowledge related
to academics and its practical implementation. The report also consists details related to
trade union, collective bargaining and negotiation role in order to create better environment.
The employee relation in different industrial Dispute, changing background, HR polices and
effective bargaining process.
TASK 1
1.1 Unitary and pluralistic frames of reference explaining the implications of each of the
perspectives for the appropriate means through which conflict is to be resolved
Firstly, lets discuss the approach and definition employee relation is all about.
Employee relation can be described as the functioning of industrial relation in personnel
management. It can also be referred as upgraded version of industrial relation. Industrial
relation was about relation between employees and other colleagues, recognized as union.
Controlled by legislation the relationship between employee and employer is known as
employee relation. For any business, the success, efforts and effectiveness contribution are all
of employee. There are three stereotypes related to the employee relation these are unitarist,
pluralist, radical/maxist. Fox described it as ‘frame of reference’ in order to explain details
about these perspectives (1966). Leat (2003) suggested that these 3 perspectives are
somewhat idealised and hybrid viewpoints are common and it is important to realise your
own views and values and therefore your own perspective on the employment relationship.
In terms of organization, Unitarism means “team” (Ouimet and Zarutskie, 2014). This
perspective literally means that all members of organization should have common interest, values and
objectives. This is made to avoid the conflict and unnecessary issue related to employee and
management. Due to less issue there is balance performance and relation between the employer and
employee. Team work, effective and efficient work environment, effective communication are the

necessary outcomes to team work. If any misunderstanding happens then through communication it is
easily solved.
According to me, the organization must have the managers, employee and other staff members
of the company to understand the concept and work together, in unity to get success and defect the
competitors. However, if there are issues and problems related to such cases like working individual
may create difficulties to the organization. Tough and hard decision needs to be taken by company to
maintain employee relation in the organization. Working in unity reduces work load; creates excellent
level of work performance; effective work environment and relation; efficacious communication level
in the organization.
Another stereotype form is pluralistic frame of reference. This frame relates to the different
concepts and beliefs of employee in terms of their interest, values and their various objectives. This
reference refers to divisional of employee into individuals who are against any type of cooperation
between the employee in the organization by creating the difference in-between them. Those workers
offer loyalty to the organization. The conflict and problems are due to their thinking level and
perception among different people and these is also related to their values. Such conflicts are solved
by various mechanism along with work to maintain the consensus in the organization.
Although, my belief and understanding towards the organization in terms of employees is that they
must have common objectives for every individual. M&S have adopted the unitarist frame of
reference. The relation is maintained through HRM and all the strategies and objectives are decided
by them. M&S has its own consultancy regarding employee relation and they believe in there HRM.
My view according to it was whether the company adopts any of the above reference they adopt to
maintain the people and to maintain that employee must not feel uncomfortable in the work place
(Mulugeta, 2014).
1.1 Access how changes in trade unionism have affected employee relations.
Trade is the one of the aspect to expand the business. Many differences in employees
and companies are made due to trade. Trade had improved the employees and the other staff
situations when trading become worldwide. Trade union have managed to combine more
employees in any business firms. They provided improved salaries and wages polices for the
workers and employees and welcomed socialism in all the organization.
In May, 1831 trade union was started internationally in order to change the situation of the
employee and workers. With the support of trade union policies, the employees and workers
were protesting and sticking against the international organization in order to increase their
salary and provide them general employment facilities. This made the trade level to operate at

international level. Trade union raised their voices against the exploitation of workers and for
their better and improved working areas. This gave aid to the workers and labours who were
working in harsh and inappropriate condition at the workplace. trade union was supported by
the different countries and due to industrial revolution. The new polices were regarding
betterment and giving the importance to the employees and staff (Chaudhry, Sohail and Riaz,
2013). They would be given better workplace to work with all safety and necessary protective
things. This made to assure the employee safety along with security and individual growth.
Before the trade union the workers were treated like animals and even worse at some places.
Rich and high class people were exploiting these workers, employees and staff people so to
raise their voices they formed trade union for betterment and upliftment of their standard.
This was the main aspect of trade union to established; together with improvement and
protection of the workers as well as to protect their interests.
Large objective was made by the small group workers. This also lead to recruitment of
the new people. Trade union follow two main strategies for the recruitment process. Some
organization recruit by analysing and some directly recruit. Employee relation according to
the organisation is the relationship between the employees and other employers. Trade union
made the better relation and improved the living condition of the employees. This improved
the relationship of employees and performance of employee and organization.
1.3 Explain the role of the key players in employee relations.
The role of key players is to interact with other parties regarding the employee relation in the
employment relation. It consists of three groups which play the key roles. these are:
Employer- employee: An important key player in the relation. It provides the healthy and
peaceful environment in companies. Communication between them creates work flow easy
and organisable. The workers should follow the rules and regulation of the organization. And
organization should start new polices for employee benefits (Angeli and et.al., 2014). Both
should be responsible and loyal to each other. Employers must be committed to their work.
The friendly and cooperative environment will increase the performance and production of
the company. Motivation and inspiration must be given to them in order to boost their morale
and performance level to achieve the organization goals and objectives. All this could be
done by simple communication and change in behaviour.
 Trade union and representatives: Trade union are made to provide the rights,
benefits and good working environment in the organization. This plays important role in

employees’ rights. It tends to increase the relationship between the employees and
organization. Better pay along with condition of working is maintained by trade union.
a) Collective bargaining: employees have power to bargain with the employers.
For illustration, In U.S. sweatshops and child labour was abolished and ended. For their rights
they can protest, strike go-slow and sit-in to consider their proposals.
b) Unfair practices: Labour unions regulates the labour practices of workers.
c) Legislation: For the development laws and regulation are made by union for
effective protection of workers.
Government role: Government plays influential role for the betterment of the employees. For
illustration government has decided the minimum wages to be paid to the employees.
Sometimes government plays an important role in resolving the issues of union and
management (Schumacher and et.al., 2015)
Task 2
2.1 Explain the procedures an organisation should follow when dealing with different conflict
situations.
Sometimes it may be that employee and employer get conflicts in some situation. As
their relationship is necessary important for the organization therefore conflicts must be
resolved. The marketing relationship must be maintained between the employee and
employer. Both must have fixed salaries and management must allocate then task according
to their position. They may have continuous pressure on each other. Both of them must adjust
for the salaries and willing according their aspects.
There can be conflict between the related to the employment; various topics and different
issues make this argument. These conflicts between the employee and employer can be
resolved by the arguments and someone from third party is required to solve the issue. This
conflicts may rise between workers-workers, workers-employee or manager, partners or other
members of the organization. The rise in the conflicts may be due to payment, work
environment, employment decision, work and operation (Koivisto and Rice 2016).
In order to maintain the work environment working, healthy and for the understanding
of the employee’s positive aspects are been taken:

 Formal way: In the formal way the conflicts are resolved in front of the third person
who doesn’t belong to the organization. The decision made is fair and is considered final. The
third party can ask for little tasks to be performed.
 Informal steps: This follows the imposing of the mitigation parties without
involvement of the third party.
Following are the steps required for solving the issues in informal ways:
i) Analysing the problem root.
ii) Understanding the issues; Why the problem raised.
iii) Finding effective ways to solve the issue.
Different aspects to solve this conflicts which are needed to be developed
i) Finding different solution to the problem or conflict
ii) Either one of them step backs or agree to compromise
iii) By understanding and communication to resolve the problem.
2.2 Explain the key features of employee relations with reference to the above conflict
situation.
For effective relation in company or any business firm’s employee relation plays
important factor to improve the company performance. Hence trust, true relation as well as
commitment of the employees are required by the employees to increase profit and improvise
in relationship of the employees. it creates healthy, better and safe work environment for the
employees in the company (Maurer and Chapman, 2013). Certain time conflicts may be their
but they can be resolved through communication. Some other aspects can be employment
conditions, unpaid extra working hours, bonus, loyalty, incentives, recognition and
commitment towards work.
The conflicts level can rise from union and organization to the government level.
Employees may have different conflicts and different problems related to various problems.
The main features regarded as the employee relation can be due to related such cases:
1) Negotiation: Giving bonus and overtime payment can be reason for the
negotiation of the employee and employers.
2) Bargaining: These are the raised voices of the employees due to not getting the
equal rights.

3) Ineffective communication: This may create difficulties in the organizational
level.
4) Grievances: There can be some interpersonal problems in the organization.
Case Study: The case is related to the British Airways which had conflict with the Unite
Trade Union. The case become one in the decade having such an interesting industrial
disputes. The case was resolved when the crew member of the airline accepted peaceful deal.
Around 150m pound hit the BA’s balance sheet before 22 days. The war for justice was up to
2 years of hospitality. The issue was related to return of amount for around 1000 crew who
strike against airline in the previous year. 6500 crewed backed the deals which caused the
loss of 72 % and was having the majority of 92%.
The unite general security were thankful as they reached the agreement with BA. The
agreement was made in favour of both the parties as both can move forward for the bright
future od airlines (Hameed, Ramzan, and Zubair, 2014).
BA mentioned that “The skills and professionalism of British Airways cabin
crew are second to none and we are delighted this dispute is behind us”.
2.3 Evaluate the effectiveness of procedures followed so far from both parties in this conflict
situation
Process of resolving the problems may or may not resolve the conflicts as they may
have to negotiate. This is mostly unsatisfied way for solving the issue as the employee many
get dissatisfied with the judgement. There can be problem to both the employees and
employers as they may not agree to the effective approach made for solving the issue. In
order to solve such issues or problems generally the organization make the appropriate steps
to solve the problems in the effective ways. They adopt the formal ways to solve the problem
by understanding the level from both the sides. Such cases can be related to increment of
salary. Hence the trade union and government is made for the resolution of such cases. This
also satisfies the employee and the organization. This also protects the rights of the employee.
Various procedures can be adopted in order to solve different problems or conflicts.
Win-win is one of those approach which can help to resolve the issue and problems of the
employees and employers. This method is most satisfying to both the parties as there can be
some gain or win. There can be chances of getting the gain or it can also reverse that you may
have to lose both are in the same aspects. Another situation can be that win lose situation.
This comprises that either one of them should win which may not be satisfactory to both of

them. Next comes the approach of lose in which both the parties lose the argument and
issues. They will be complete unsatisfied with last condition (Mowday, Porter and Steers,
2013).
Conflict management can be a better task. The process of maintain and listening to the
conflicts and the related arguments can be little tricky but mostly required by the organization
to easily solved so that they can focus on their work. The conflict necessary can be due to
environmental factor but necessary to solve. As the environmental factor is required for the
better and improved performance levels of the employees. With proper, effective and
efficient environment the organization can analyse the problem faced by employee and can
sort it out. Taking wrong decision or ineffective decision can create stress to the work
environment.
Sanford in the year 1964 said that “the hardening of the role structure which is an
organisation’s best defence against the inroads of individual irrationality gives equal
protection against failing and against success” allying for mixed modes.
Task 3
3.1 Explain the role of negotiation in collective bargaining as in the above conflict.
Collective bargaining can be defined as negotiating the price or amount of salary/wages in
between the employees and other workers in the organization. The aim for such activities is to provide
the benefit of collective agreement to the employment parties in order to make decision which can be
related to the salary and wages, working time, extra pay for extra time work, working environment
and employee protection, related to the rights of the employee. The decision is made in the form of
collective bargaining so the decision made are with the mutual agreement of the employees and to
reduce the issues and conflicts. This all are done to improve the employee relation and better
efficiency of them at work place.
Through the collective bargaining both the parties that is the organization and employees will
get satisfied. They can assure better relation with improved methods in the employee and employer in
company. This will bring gain to both company and employee. Although this will take time but it can
be carried out with simple communication (Kakar, Raziq, and Khan, 2015). The decision making
process are in hand of the HRM which effectively caries it out. It also creates mutual understanding
and help the organizational members to understand each other.

It’s not that negotiation will bring positive aspects it may bring the negative aspect to the both
the parties as one in favour and other in against. The negotiations are not made for the fulfilment of
one’s desire; all the decision are made according the rules and the polices that the organization is
having. This are never meant for anyone’s willingness.
In 2013, negotiation between the BMA, NHS employers and government new doctors. Two
years after the BMA strike over their discontinuing agreement with government. In may it was
announced that government, BMA and NHS the negotiation was there. But again BMA was against
the decision. BMA had decided to have 4 strike by the end of the year. This is legal of approaching to
the problems and solving through raising the voice against the issues. A judicial review about this
being legal case or not is also going on.
3.2 Assess the impact of the negotiation strategies adopted by both parties in the above
conflict situation and comment on other negotiating strategies and the potential impact it
could have.
Negotiation strategy are adopted in order to improve the benefits and to increase the
understanding and the relationship of the employee and the organization. This are required for better
environment and effective work performance in the organization. It is also related to the removal of
the conflicts and problems related to any employee in the organization (Aziz, Mahat and Omar,
2014). Through mutual understanding and communication, they can easily help each other to make
solution regarding the problem and issues.
The negotiation strategies where lose-lose situation is adopted may affect the organization
and the employee. This is simple because both are having the loses. Such cases are solved with the
mutual understanding and communicating the issue to third party or the taking help of trade union.
Case Study: The NHS employers have mainly helped and gave support to de-centralization and
financially viable setting and terms and condition. They have around 450000 members as their
employee and 225000 members of them are nurses. And the union in general public sector union.
NHS staff council have negotiated in the national pay agreement between the trade union. Collective
bargaining can be helpful to sort out such issues like in this about the working time (Langove, and
Javaid, 2016).
Task 4
Presentation
4.1 Assess the influence of the EU on industrial democracy in the UK.

4.2 Compare methods used to gain employee participation and involvement in the decision
making process in organisations considering methods that have gained popularity in recent
year and which have declined.

4.3 Assess the impact human resource management approach has had on employee relations.

CONCLUSION
The above report describes about the employee relation and the need of the employee relation
in the organization. It is very beneficial for the employees and other employer as well as to the
organization. This helps to create the effective work environment and increase the performance level
of the employee. The conflicts raise can be easily solved through the help of union trade and
government. There are different ways in which these issues can be solved. Also we have discussed the
role of communication in the employee relation. All such factors are required for individual respect
and for the improved work performance of the employee. At last, all the workers are equal and should
be treated equal in the organization. This method can really improve the condition of the employees in
the organization.

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