Employee Relations in Modern Organizations

This assignment delves into the complexities of Employee Relations within contemporary organizations. It examines various aspects including employee relations audits, the impact of organizational and psychological empowerment on employee performance, and the influence of factors like religiosity and trust on workplace dynamics. The provided readings offer diverse perspectives on these themes, enriching the understanding of Employee Relations in a rapidly evolving work environment.

EMPLOYEE RELATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and pluralistic frames..........................................................................................1
1.2 Impact of changes in trade unionism on employee relations...........................................2
1.3 Role of main players in employee relations.....................................................................3
TASK 2............................................................................................................................................4
2.1 Process followed by organisation to deal with different conflict situations.....................4
2.2 Key features of employee relations in conflict circumstances.........................................5
2.3 Effectiveness of process used to resolve conflict.............................................................6
TASK 3............................................................................................................................................7
3.1 Role of negotiation in collective bargaining....................................................................7
3.2 Impact of negotiation........................................................................................................9
TASK 4............................................................................................................................................9
4.1 Influence of EU on industrial democracy.........................................................................9
4.2 Methods used for gaining employee participation and involvement in decisional process 10
4.3 Impact of human resource management on employee relations....................................10
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Employee relations is a term which highlight the positive connection between supervisors
and subordinates which creates a healthy environment of an enterprise. In fact, it is a key to
success by satisfying the needs and desires of employees performing at workplace so that they
would get motivated towards their personal and professional objectives (Atkinson, and Hall,
2011). This report is all about essential role of employees in attaining goals and objectives of a
famous organization named Marks and Spencer, UK. Marks and Spencer is a multinational
company popular for its qualitative clothes, home products as well as luxury food products. Main
motive of this assignment is to highlight the eminent role of employee relations in resolving
conflicts between two parties by adopting impressive methods. Apart from this, it also throws
some light on one of the effective methods of solving problem that is negotiation. In addition, it
also shows participation of employees in decision making process as well as their responsibility
towards development of whole organization. Last but not the least; this report is going to express
the impact of EU on industrial democracy as well as obligation of human resource management
on employee relations.
TASK 1
1.1 Unitary and pluralistic frames
Unitary frames of reference: These are the viewpoints which incorporate distinctive
considering, convictions and suppositions along with state of mind, exercises and qualities which
are connected with business organization and participation of association. As indicated by these
frames, managers ought to relegate distinctive parts to representatives to achieve the same
objectives and goals of organization. In this, genuine execution is measured by standard
execution. At the end of day through unitary edge, all interests of troughs and staff individuals
are incorporated to accomplish authoritative objectives and goals (Biswas and Varma, 2011). It
enables representatives to build up their own life. Disputes amongst employees and
representatives influence the overall work of an organization as well as hierarchical development
and furthermore impact different representatives to confer future inconveniences. To eliminate
these issues, unitary frame helps employees to take part in the critical basic leadership
methodology (Bach, and Kessler, 2011).
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Pluralistic frames of reference: This point of view enables organizations to make
distinctive solid sub-bunches with their own particular legitimate loyalties, objectives, pioneers
and goals. It is a circumstance where contrasts of morals and social gatherings are resolved
within business enterprise (Clarke, 2011). Fundamentally, it helps managers, representatives and
workers to battle against their contradiction on benefit sharing and other hierarchical issues.
Distinctive differences amongst business and representatives can be understood by their
collective negotiation which may affect the association to change internally as well as externally.
Pluralistic frames fully pay attention upon the trade unions. Through trade unions, labours speak
to their diverse advantages and association needs to make decision on their choice as indicated
by worker's prerequisites which can result in powerful and certifiable change towards
hierarchical achievement. As per this point of view, organization is isolated into two gatherings
first is management and second one is trade unions, which helps in improving the relationship
between employees and employer.
At last, it has been understood that previously mentioned points play a vital part in
business association to tackle carious clashes or negotiation inside association (D. Waters,
Sevick Bortree and TJ Tindall, 2013).
1.2 Impact of changes in trade unionism on employee relations
The idea of trade union was created to protect employees working in Marks and Spencer.
Individuals from these unions are known as representatives of labourers which help them in
getting their required needs. In the recent scenario, number of developed nations are making
worker regulations to encourage states of representatives. It includes different standards like pay,
motivating forces, distinctive allowance and employment forums which are administered by
legitimate specialists or joint negotiation contracts. After the year 1901, trade unions turn out to
be more effective which can be sued and get litigate for various reimbursements (D'Cruz and
Noronha, 2011).
In earlier years, because of losses in Marks and Spencer, managers began cutting wages
and furthermore their expanded working hours. To take care of these issues, different unions
were developed to give suitable wages and working conditions to workers. Rise of new labour
groups has impacted different changes on employee relations. At the beginning stage there was
most exceedingly bad connections amongst bosses and workers. But, when trade unions began
their work then it led to creation of great relations between employees and subordinates. Through
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this, worker’s connection was created in all associations. In the recent scenario, success of an
organization thoroughly relies on continues endeavours of its labourers.
Fundamentally, trade groups are the cluster of people within cited organization which
shield them from exploitation of their bosses (Dasgupta, Suar and Singh, 2012). Principle
protest of these sub cluster is to defend privileges of subordinates and furthermore, remove
exploitative practices of managers. Through this expectation for every day, comforts and
working states of workers can be progressed. In business undertakings, work relations have a
noteworthy part since it enhances development and advancement of organization. In other words
it is very useful in creating a positive connections amongst bosses and subordinates. It addition to
this, it encourages collaboration of boss and worker at work put. In the past years, these relations
were figured to secure and advance the prerequisites of workers. Yet, in the future, it is
consistently rising work quality and solid workplace. In the modern times, through trade groups,
organization can easily manage work relations which leads to improve its creation and expel
hierarchical clashes.
1.3 Role of main players in employee relations
Organizations and employees are mainly known as trade unions who are responsible for
representing various interests of workers within business organization by offering appropriate
payment of wages as well safe and secured working environment to employees performing at
workplace (Devonish, 2013). In fact, there are four different types of labour unions present
which are mentioned as below:-
 Craft unions: - It supports in representing particular labours with peculiar abilities.
 General unions: - According to this group, it consists of employees having maximum
power and linked with commercial enterprises.
 Industrial unions: - It represents the curiosity of workers in a particular company.
 Collar unions: - It stands for peculiar occupation for example teachers and pilots.
Apart from this, there are numerous main players who play a significant role in employee
relations which are expressed under:
HR manager: Major role of HR department is to recruit and select the best candidates by
creating job, preparing effective business plans and management of employee payrolls, etc.
Therefore, these roles of HR department influence the relations with their subordinates.
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Employee trainee: Duty and responsibility of employee’s trainee is to offer impressive
developmental programmes to available labours which support the connection between employer
and employee (George, 2015).
Financial manager: Capital is a lifeblood or backbone of every organization as the
success of business completely depends on it. Therefore, managers of finance support in
strengthening the bond between higher and lower level by providing accurate information about
the need of employee’s social relations in fiscal activities for maintaining healthy relationships
with workers.
Chief executive officer: First and foremost aim is to pay full attention on industrial
relations because capabilities and talent of employees may supports Marks and Spencer to attain
higher success.
Instead of this, there are numerous functions available in Marks and Spencer which play
a vital role in attaining tehir goals and objectives at international level. In fact, unions work on
the behalf of its members as mostly they bargain for appropriate wages, working environment
and working time. Protecting right of employees is one of the main function of labour units. It
also promotes various education and training programs to update the current knowledge of
workers. Through this, employees can get various benefits like strike payment, sickness cost and
unemployment cost. Hence, it can be said that trade unions play an important role in making and
improving employee relations (Guillot-Soulez and Soulez, 2014).
TASK 2
2.1 Process followed by organisation to deal with different conflict situations
Company disputes are known as some sort of deviations between superiors and
subordinates which can affect the working condition of organization. These circumstances
emerge when business and workers demonstrate their difference on some particular angles. Some
of the barriers available in a cited enterprise for example maximisation of compensation, limit
working hours and ask for reward and different offices (Gupta and Kumar, 2012). Obstacles
which emerge from these issues are known as company debate. To dispose of these
inconveniences, businesses and representatives make collective negotiation and other commonly
arranged contracts. There are different steps which help in tackling enterprise disputes and these
are examined beneath:-
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 Identify the reason of dispute: Initial purpose of disputes solving process is that
managers of Marks and Spencer ought to perceive the explanation for emerging
negotiation which includes different causes like absence of correspondence, unseemly
working conditions, past issues, wasteful initiative style, unreasonable practices of
bosses, absence of preparing projects, provocation and misuse of representatives
(Hendrix, Hayes and Kumar, 2012). Identify ways to solve dispute: After perceiving reasons for conflicts, superiors should
take restorative activities for resolving them. Shared comprehension amongst employers
and workers may eradicate the organizational issues. Aside from this, there have been
numerous routes through which clashes can be abstracted and these are ceaselessly
inspecting work articulation, giving casual workplace, upgrade inclusion of specialists,
offer need to representative well-being, expel work abuse, give future chances to every
person inside organization, take care of labourer issues and so on. Implementation of solving processes: After recognizing the answers for industrial
disputes, supervisors should actualize those arrangements in association to resolve
clashes. This should be possible through making sound connection amongst superiors and
subordinates and taking help of employee’s representative (Ibrahim and Al Falasi, 2014).
 Keep up records: In this, manager deals with all letters, notes, reports and updates
identified in meeting and occasions which are sorted out to remove authoritative disputes.
Subsequently, these are the some vital phases of contention tackling techniques through
which organization can keep up great working conditions within workplace. If superiors of
enterprise succeeded in removing industrial dispute then they can get the best out of
representatives and upgrade performance of association and specialists that performed HR can
achieve organizational objectives in a minimum time period which will help Marks and Spencer
in expanding organization's proficiency (Jennings, McCarthy and Undy, 2017).
2.2 Key features of employee relations in conflict circumstances
Relations between employees are the principle foundation of each business venture.
Absence of connections amongst managers and labours bring poor performance of association.
Proper workplace in organization encourages proficiency and adequacy of representatives and
also firm. Marks and Spencer gives its focal consideration regarding its works since its
prosperity relies on persistent endeavours of its specialists which can lead it to next level of
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development (Kazlauskaite, Buciuniene and Turauskas, 2011). Expanding reward framework
and acknowledgement of representatives can act as the key elements of industrial relations.
These components can enhance the efficiency and effectiveness of business venture.
Further, upgrading association and strengthening of labourers can likewise encourage
associations with them. Through expanding engagement of work, organization can propel them
to contribute their additional endeavours towards organizational success. Additionally,
appointing specialists and obligations to subordinates can make them sure to take remedial
activities. Marks and Spencer gives additional pay to people who are employed in it since
labourers contribute their exercises in return of high compensation. Major reason behind
emerging of clashes in this organization was lack of ability of its managers in discovering
worker’s unions and if they are succeeded in finding unions then disputes get easily minimized.
At that time, they utilized pluralistic way to deal with the clashes of association (Larson, 2017).
There are a few angles through which pioneers can enhance the modern relations which are as
under:
 Offer compensate framework to labourers
 Take care of administrative issues
 Improve worker’s engagement and strengthening
 Conduct improvement and enhancement sessions to people working in the organization
Moreover, with the assistance of previously mentioned points, Marks and Spencer can
improve relations with its workers. Therefore, if an organization wants to get established as the
most powerful association then it needs to improve the productivity and adequacy of work. For
that, firm needs to take the help of different key components like giving well-being and security
to labourers. Organization should make systems to consider the necessities and requests of its
representatives so that they can attain their desired targets and objectives through continual
efforts (Mathew and Jones, 2012).
2.3 Effectiveness of process used to resolve conflicts
In the modern scenario, companies endlessly change their structure to deal with external
changes. Numerous alterations take place in internal and external environment which may affect
the performance of organization in both positive as well as negative manner. After introduction
of free trade policy, (means exchange of goods and services across national borders) market has
become much competitive due to participation of number of competitors from various nations.
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Apart from this, alterations in tasted and preferences of different customers also influence the
operations of Marks and Spencer (Morris, 2012). In fact, changes in macro factors as well as
several beliefs of individuals may result in industrial conflicts. According to this, it is a
circumstance where multiple persons perform their job role in a team or together by expressing
their dissonance on particular problems. In addition, it consists of divergence in opinions,
activity, mental attitude, anticipation and so on. Instead of this, there are also few macro factors
present like technological, political, social, cultural and economic issues which maximize
disputes within enterprise.
Disputes between commercial enterprises is a very negative aspect for whole
organization. Basically, several fights resulted in employee stress as well as lack of company
profitability (Osman-Gani, Hashim and Ismail, 2013). Therefore, it is indispensable for
supervisors to conduct regular monitoring and reviewing programmes for profile descriptions of
employees. In fact, major function of business managers is to remove available disputes within
enterprises by performing their administrative role so that Marks and Spencer may acquire
maximum profits. Further, leaders of company use effective and appropriate process to eliminate
industrial disputes by identifying the actual reason behind fights as well as trying to search
suitable solutions to resolve all the barriers. Thus, suitable procedure may help an organization in
removing visible and invisible barriers by overcoming the organizational disputes. Along with
this, with the use of above process, managers of business may discover reason of mutual
misunderstanding and after that, if superiors of company get aware about causes then they can
easily determine requisite actions to remove the same.
Thus, it has been understood that skilled and knowledgeable leader must be updated
about the outcomes of industrial conflicts (Richards, 2011). Therefore, through dispute solving
operation, an organization succeeded in creating positive relations with employees which support
them in maximizing the productivity as well as profitability. At last, it has been understood that
Marks & Spencer adopted pluralistic approach in which management and trade unions act as an
indispensable part which may identify the disputes between workers as it influence the
performance of managers and overall enterprise.
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TASK 3
3.1 Role of negotiation in collective bargaining
Collective bargaining is also considered as a negotiation process which supports an
organization to resolve conflicts between superiors and employees. It is an appropriate technique
which is applied in an enterprise to remove fights between higher and lower authority. According
to this, negotiation depends upon salary, safety and security of employees as well as working
hours and it also affect the healthy connection between higher and lower level. In fact, personnel
manager of an organization plays an eminent role in collective bargaining as HR department is
responsible for maintaining the relationship between employees as well as industries. Earlier, HR
manager does not have any major responsibilities but due to reformations and alteration in
environment , duties or obligation of personnel managers become mandatory part in various
areas for example strategy management, workers retention and few other business activities
(Robertson, Gockel and Brauner, 2012). Negotiation plays a vital role in improving the
productivity of workers by respecting them at workplace. Basically, various movement of trade
unions are developed with the use of collective bargaining. Therefore, with the support of
management in business, they can easily discover numerous solutions for removing industrial
disputes and it is also useful in settling differences between supervisors and subordinates.
In addition, collective bargaining covers trade unions to discuss on numerous aspects for
example working hours and it also improves the relations between managers and leader of
employees. Apart from this, it also presents trade unions whose main motive is to discuss about
employee’s interests as well as their needs. Supervisors of these unions perform their tasks on the
behalf of its members and supports them in dealings with several problems of enterprise. By
using collective bargaining, staff members of an enterprise and superiors come closer for setting
wages as well as ensure to create a safe and secured working conditions with their mutual
understanding (Suliman and Al Kathairi, 2012). Basically, it comes under “The Industrial
Disputes act” whose main aim is to improve the relation between superiors and staff members of
trade unions issues related with employment. Along with this, negotiation consists of four stages
which are mentioned as below:- Preparation: Issues are prepared The opening: Representation of requirements and demands Trading: Trying to create a mutual agreement in place of something
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 Agreement: Clearance of expectations
3.2 Impact of negotiation
Negotiation is an effective scheme which plays an indispensable role in every small and
large organization. In fact, it is an impressive process where higher and lower authority come
closer to eliminate specific obstacles which may occur in an organization (Upchurch and
Marinković, 2011). At the time of increment in wages of workers and trade members, they need
to set attainable objectives as per organisational policies. Before reacting or taking steps towards
increase in salary of labour groups, they need to conduct investigation programmes for
identifying the recent trends and interest rate of payment in similar organization which may
support their statements. After assessing those aspects, union members determine the type of
facilities offered by top management. Thus, if superiors are failed in facilitating their employees
then group of labours can easily take effective actions for fulfilling their demands.
Marks & Spencer applied negotiation strategy for overcoming the disputes between
different firms which can be explained by this example which is stated as follows:
Trade union of Marks and Spencer is trying to increase wages of workers by 6% whereas
inflation rate increased by 2% on the basis of index retail prices. Therefore, members of union
are desired to increase their salary by 2% for managing actual buying power.
TASK 4
4.1 Influence of EU on industrial democracy
There are a few stages which can be incorporated into industrial democracy. These are
deciding, sharing of obligation and working environment authority. In European approaches,
there is a set of method which shows importance of employees contribution in decisional
process. Idea of "partner based relationship" has been presented in which the two unions and
administration work upon same objectives and targets. They are likewise at risk for
recommending a few techniques to meet the future target of organization. This makes their part
extremely basic in any association. They are really in charge of setting up all future based targets
and afterwards, finally they give their complete consideration in deciding techniques to
accomplish the set goal for organization (Van Buren III and Greenwood, 2011).
 Workers are allowed to move in various regions with the end goal of business - One
of the real effects of EU on industrial democracy can be considered as representatives
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who are allowed to move in various districts and hence, this will expand the level of
work. It will additionally give a superior way of life to the working individuals by raising
their standards of living.
 Maximum level of production: - As representatives are working in a free domain where
administration are including them in decision process, hence, this will expand the
proficiency level of labourers and it will additionally bring better creation by the
association.
4.2 Methods used for gaining employee participation and involvement in decisional process
Association of labourers in the decision making process is a fundamental component of
achievement of organization. It is because; interest of representatives increase their confidence
level. Along with that, all labourers have information about what association needs to
accomplish. Participation of subordinates helps in making or keeping up a positive workplace by
improving their performance. It helps the enterprise in defining common or successful objectives
for two specialists and representatives. After gaining worker’s participation, Marks and Spencer
trying to make an energetic workplace (Employee relations: an introduction, 2017). Following
techniques can be utilized by the directors of M&S for gaining involvement of specialists in
decisional process:
 Data technique: Under this strategy, businesses offer data to workers about all activities
of large business. Representatives shape their exercises or take choices according to the
objectives. It helps in diminishing the cost of business operations. For this, M&S can
utilize an administration data framework for gathering, examining and circulating data to
workers.
 Authority and power: Increased power maximize the obligation of representatives and
expanded their duty as they plays a very eminent role in operations of business. This
expansion the capacities or aptitudes of workers which increment the general execution
of firm.
 Delegation: It is a procedure of assigning senior's work to the lesser representative. It
offers opportunity to representatives for discovering some new information and
demonstrating their ability to large number of individuals.
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4.3 Impact of human resource management on employee relations
Idea of human resource administration manages the exercises of overseeing labourers and
their exercises at work environment. Representatives are the indispensable resources of each
association and so, it becomes noticeably essential for each supervisor to give legitimate asses on
this. It consists of hiring of new employees, preparing or execution assessment of specialists.
Approach of human asset administration influence the nature of representative relations in a
venture. For building or keeping up great relations with workers, it is extremely important for the
director of M&S to give legitimate thought on this factor. Practices of HRM helps in making the
remuneration bundles of labourers which influence the efficiency or exercises of specialists in
different ways (What is Employee Relations, 2017).
Employees are one of the imperative elements of each firm and so, practices of HRM are
made by administrator in the wake of giving thought on all elements which influence the
execution of staff individuals. Every worker of an enterprise must be treated in an equal way
without discriminating each other. Approaches or procedure of treating representatives in
working environment influence the nature of representative relations so straightforward or moral
human practices ought to be received by big business for keeping up great working relations with
specialists.
CONCLUSION
From the above report, it can be summarized that employee’s relation is a key to success
for attaining goals and objectives of large and small enterprises. In fact, this assignment is all
about strengthening the connection between employers and employees by resolving disputes.
Apart from this, it also highlighted an effective process of eliminating conflicts that emerges into
two parties by clearing all the misunderstandings. It has been assessed that negotiation is an
appropriate process of handling industrial fights by considering the relevant facts and figures.
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