Employee Relations

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