HRM & Ethics: Stakeholder Theory Analysis

This assignment involves a critical analysis of the role of stakeholder theory in Human Resource Management (HRM) and business ethics. Utilizing the provided journal articles by Greenwood (2013), Kazlauskaite et al. (2011), Gupta & Kumar (2012), Hoch et al. (2013), and other relevant sources, you are required to explore how stakeholder theory contributes to HRM practices, employee relations, performance appraisal justice, and employee engagement. Additionally, consider the implications of engaged pluralism and critical social science perspectives on HRM.

Employee Relations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and pluralistic frames of references....................................................................1
1.2 Changes affects in trade unionism to employee in an organisation.................................2
1.3 Role of people who are involved in management of employee’s relationship.................3
TASK 2............................................................................................................................................4
2.1 Procedures an organisation will follow in order to deal with various situations..............4
2.2 Features of employee’s relations in a selected conflict situation.....................................5
2.3 Evaluation of the effectiveness of procedure used in a selected conflict situation..........6
TASK 3............................................................................................................................................7
3.1 Role of negotiation in collective bargaining....................................................................7
3.2 Effect of negotiation strategy...........................................................................................8
TASK 4............................................................................................................................................8
4.1 Impact of European Union on industries of United Kingdom.........................................8
4.2 Methods to be obtained in order to gain employee’s participation..................................9
4.3 Impact of HRM in relation with workforce management..............................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
"Appreciation can make a day even can change a life. Your willingness to put it into
word is all that is necessary." Hence, workforce relations assumed as an critical part in enhancing
execution of a worker working with an association. In an association there are different
circumstances which may come and they are to be found out by organization. At the same time,
an organization need to hold its representatives for a long time frame, so to do that it need to
illuminate issues which they confront in a premises of firm. So these answers for different issues
have additionally been recognized in this composed report for effective working of an
organization. Austin Fraser is an advisor in UK which gives administrations identified support of
different exercises and how it keep up its workers relations in its limits have been expressed in
this report.
Employees Relation identifies with conveying and understanding workers and their issues
that they confront in an association. Pursuit of effects, sorts and components that are considered
in keeping up association with representatives by an association is given in this report.
Fulfilment of representatives in connection to their working conditions is the fundamental point
of this examination. An outlined supports for all issues identified with workers in an association
is informed in this record.
TASK 1
1.1 Unitary and pluralistic frames of references
Unitary Reference
The mental attitude of employees, values, mindset, presumptions and practices which is
in settled to association and administrations goals and objectives. At the end of the day, all
individuals in an association must share same mindset which is to accomplish same objectives
and goals of an association for which it is working (Watson, 2010). This factor finishes up
reliability and enthusiasm of representatives by executing purpose with estimation of
implementation of plans. Devotion towards objectives and destinations as a group by individual
from association is essential. Its is totally identified with hierarchical objectives all in there is
slightest concentrate on singular inclinations. This is truly valuable for organizations to keep up
coordination and mix with the goal that it can make progress by a joining focused workforce.
Pluralistic Reference
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This is a sort of system where an association have different subgroups which are
coordinated in different ways. Plural itself implies more than one so here convictions, qualities
and assessments of individuals are distinctive in a working territory. It can be expressed as
groups which can be formal or casual form and their coordinated conduct additionally fluctuates.
These groups have their own arrangement of tenets and direction with indicated objectives and
goals on which they work. An association is an entire one substance which speaks to a solitary
groups of individuals who are working for it (Poole, 2013). Henceforth, pluralistic approach is
less organized as there are a few gatherings who carry on in their own arranged conduct which
can prompt clash or some other such issues in its premises. Administrator need to deal with all
these in order to understand them and have an incorporated conduct. This must be overseen
legitimately so accomplishment of objectives and goals can't be influenced by any of such
gathering hindrances.
1.2 Affects of changes in trade unionism to employee in an organisation
Trade union is a gathering of individuals which together structures an association for
representatives which means to ensure and integrate enthusiasm of its individuals. Principle
target of them is to upgrade and maintain terms and state of work for their individuals. This is
finished by dealing with bosses for arranging with regard to pay and different arrangements in
regards to work. It is an aggregate interchange which happens on the grounds that representatives
needs are not satisfied. This straightforwardly identifies with administration of relations with
representatives.
Worldwide rivalry and in addition residential rivalry have raise the request to keep up
relations with workers. Workers are winding up more brilliant and sensible that their desires are
high. Now and again these desires prompts arrangement of exchange unions which goes for
transaction of terms and states of work with manager (Keegan and Francis, 2010). These unions
impacts relations with boss as a business must need to utilize this astutely to achieve profits by it.
As trade unions arranges terms and conditions boss can likewise do that to limit influence
of it. This may make hurt organization and in addition can be utilized to spur worker who are
individual from this to accomplish objectives and goals. In some cases an association needs to
roll out improvements at some point because of absence of teach a representative is made a
request to leave association which have negative effect on both. Relations are just key to hold
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workers in business which an organization may accomplish by different elements it must fulfil its
representative by understanding them to limit influence of exchange unionism.
In this scenario of achievement of an association relies on its human asset capital which
works for association and its targets and there are n quantities of circumstances in which clashes
may emerge between them. To explain these or to modify the odds of contentions in an
association representatives relations are kept up by organization (Kazlauskaite, Buciuniene and
Turauskas, 2011.). These days representatives frames unions which is a danger to association to
impede its execution so keeping in mind the end goal to maintain a strategic distance from this
organization needs to ensure that workers are completely fulfilled.
1.3 Role of people who are involved in management of employee’s relationship
In maintaining relation with the employees who are working in organisation, there are
many people who are being considered (What is Employee Relations?, 2017). As it has been
propounded that maintenance of these relations is much more important for company to have
perfect and objective inclined operations, this further leads to long term retention and loyalty of
employees within firm. A list of people with justification to their roles has been given below for
maintaining health of employee’s relations:
 Manager
At the middle level of operations, there is a manager who looks after all the activities of
business in order to have proper implementation of strategies which have been set. Hence, it is
the person in Austin Fraser who directly interacts with the employees and is very much
responsible for maintaining health relations with them. It contributes by talking to them and
consulting with them about their problems (Hassink, Klaerding and Marques, 2014). By
developing an environment for them which is appropriate for them to work, it builds healthy
relationships with employees.
 Government
The legal bodies of country plans and makes various rules and regulations to protect the
rights of employees as well as implies employers to implement them in their company so as to
provide them with the best services. This helps in developing an image of the employer to
employees which further helps to build relations that are promising and returning.
 Workers
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The relationship management is a 2 way process which states that workers also play an
important role in managing them. So, they are also regarded to have a very important role in
management of relations in regards with to organisation. These are directly involved in
developing perfect relations as they are people by the help of whom organisation is able to
operate successfully.
 Leader
There are people who have qualities to manipulate and guide people so they are given
role of leader in Austin Fraser (Gupta and Kumar, 2012). Hence, they also play an important role
in maintenance of relations on the behalf of company with employees. As they listen and solve
problems of workforce which helps in building relationship.
TASK 2
2.1 Procedures an organisation will follow in order to deal with various situations
Each and everything which is done in a proper step by step manner has least risk of
failure. Hence, there must be a procedure for everything a company is ought to implement in its
structure. As there are so many people who have been associated with it which specifies that
there is a need for proper formation of procedure, hence, to deal with various situations, a
process with justification has been given as below:
 Identify the problem
The problem has to be taken into account with regard to conflict. This will help as a base
for the plan to develop further. As the problem which have created the conflict needs to be
identified.
 Evaluate the core reason for it
The reason due to which problem have arise have to be ascertained in order to develop a
complete solution with the appropriation of all the facts which are important to obtain it
(Greenwood, 2013). This will be done by consulting with the people who are working or facing
problems due to which conflict situation occurred.
 Development of a solution plan
Than according to the base i.e. problem and the reason for it a plan for solving it have to
be made which will help in solving it to have smooth and more inclined operation by overcoming
the hurdles.
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 Executing the solution plan
The plan which have been interpreted have to be executed in the operations of the
company. Like- it have to be implemented to solve the conflict for which it have been made.
This can be by various channels or means that could be used to have an action to the developed
procedure for the same.
 Monitoring the whole process
Further, Austin Fraser should appoint people who can take a complete account of the
procedure which has been implemented as this will help in taking an acknowledgement of the
process that whether it is working properly or not (Greenwood and Freeman, 2011). Also there
can be a rectification plan initiated in order to make it more effective for the conflict resolution
for company to work properly.
2.2 Features of employee’s relations in a selected conflict situation
When a company operates on a very large scale, there are many instances where
problems arise. As where there are some good points, there are always some bad as well. So, in
order to solve these problems, employee relations are given with complete importance in
organisations like Austin Fraser. To have best satisfaction to its employees in regards to their
work and the environment where they appointed to act (Strategy for Effective Employee
Relations, 2010). Hence, in the contemporary world where are many situations which might rise
there is a point where there are differences between male and female are recorded which
specifies that both the genders are aiming to work in competition to have better careers and
futures. So, there are some situations where people feel inferior in terms of gender and there
comes out conflict due to the same (Godard, 2014). But with respect to same, company has made
an excellent policy that is employee’s relationship management which helps to overcome such
situations. Features by which this contributes to the above defined conflict situation is given as
below:
 Supports in solving conflict
When there is proper consideration of employees and their situations than there is a
solution to the problems which are faced by them. Hence, the problems related to employees are
solved by employee’s relations management as it aims at listening and consulting to them.
 Problems are ascertained
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Administration of Austin Fraser come across the problems which keeps on rising between
the employees through employee’s relationship management. Hence, it plays an important role to
know the problems in order to solve them properly.
 Satisfaction
The employees are satisfied in a better way when they are asked for the situations which
they come across (Feagin and Feagin, 2011). There is a generation of feeling of belongingness to
company which makes them devoted to their work with satisfaction.
 Integration of activities
The activities are integrated as there is a coordination when the conflicts are solved. This
helps in achieving the targets in a better and effective manner. This is due to the hurdles which
may cause delay in operations are resolved.
 Decision making is improvised
The decision making of company becomes strong and very much appropriate as the firm
gets to know real problem according to which a solution plan is made which directly relates to
contribute to the decision making.
2.3 Evaluation of the effectiveness of procedure used in a selected conflict situation
In order to get a complete record of procedures which are working in a company it is
necessary to evaluate them. This will only be incorporated when a company uses various
techniques for evaluation so that it can have the base to rectify them. Techniques to evaluate the
effectiveness of procedures is justified as below:
 360 degree evaluation
This is a method of evaluation by which each and every aspect of the procedure is
evaluated. This a way in which an expert is appointed to evaluate each and every aspect of the
plan which have been initiated in organisation for a particular problem (Delbridge, Hauptmeier
and Sengupta, 2011). This can be used by Austin Fraser to get a complete acknowledgement of
the areas where modification is required.
 Monitoring
This is done by the manager in order to check whether the operations are executed
properly or not. If there is any kind of lack in activities then they are responsible to develop
them.
 Feedback
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Company can take feedback from the employees directly whether they feel satisfied
about the procedure that is being implemented is appropriate in solving problem or not.
 Personal observation
Company can appoint a personnel who personally observes the procedure in action
through which appropriate solutions can be obtained with regard to resolution which is the most
relevant.
TASK 3
3.1 Role of negotiation in collective bargaining
Negotiation as well as bargaining is a procedure and by utilizing this, administrative
department can create a contract with their staff members (Dasgupta, Suar and Singh, 2012). It is
done when they are not satisfied with their pay scale, incentives as well as facilities and so on.
Fundamental purpose of this process is to develop equal chances for workers in premises.
Procedure which is associated with collective bargaining is to cater a level by which employees
can easily meet with their managers. Along with this, they can share problems with them which
are faced in the company. This all can be done with the assistance of trade union. When federal
is formulated, discussion can start amongst superior and subordinates and it may be connected
with employment act or any other form of payment scheme. Hence, this procedure can be named
as collective bargaining process. This methodology is very much useful for each and every kind
of organisation as they can easily resolve all problems in an effective as well as efficient way.
Problems can be solved by them entirely rather than individual way. Along with this, it will
assist to inspire staff members as it promotes better communication in firm. As a result, people
can take part in the judgement procedure. Additionally, manager can use some techniques and
methods which will aid them to resolve complaints in a proper manner.
In relation of Austin Fraser which is a consultant association, doing their operational
exercise at worldwide. Huge number of people working over there as comparison to other
companies. Therefore, if they want to supply effective administrations to persons in near future,
then it is must for them to utilize this methodology so that they can establish better
communication within organisation (D'Cruz and Noronha, 2010). As a result, workers can easily
share their thoughts as well as suggestions with employer. Additionally, it aids to produce an
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appropriate judgement which provides satisfaction to staff members and their wants will be
fulfilled.
Therefore, with an appropriate and efficient assistance of this approach, both workers as
well as manager's rights get protected. Along with this, they can develop maximum services for
their clients and will enhance their productivity.
3.2 Effect of negotiation strategy
When a problem arises, there is an involvement of two or more consent which have to be
taken into account by the operating department (Burchill, 2014). While doing so, there is a
situation which arise where both the parties have to negotiate their terms in order to get the
conflicts solved in a proper way. In case of Austin Fraser where there is a conflict because of
gender differences, is solved out by taking various measures which can have satisfaction to both
the parties involved in it. It will always be assisting in obtaining consent of both the parties and
accordingly, solution can be obtained.
 Expression of problems
Both the parties are included and consulted so as to obtain what problems are there with
them according to which a base for solution is obtained. With the help of this, a proper problem
resolving technique is obtained.
 Satisfactory decision is obtained
Decision which is obtained by the consent of both parties which are included is always
the best solution which provides a major satisfaction to the people in case of Austin Fraser both
male and female would be satisfied when both will be consulted.
 Equality basis solution
There is no priorities or any kind of partiality which have been taken into account by
company both the parties are treated on the same ground and whosoever is responsible for the
problem is accused and accordingly the problem is resolved (Biswas and Varma, 2011).
TASK 4
4.1 Impact of European Union on industries of United Kingdom
Presently UK is not a part of European Union. This news have been overflowed globe
that Britain has left from EU that infers a noteworthy change in doctrine and arrangements of
nation. After Brexit, part of EU has been not there in Industrial Democracy. An arrangement of
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standards are indicated on the off chance that if a nation needs to be an individual from EU. It
leads specifically to impact every part of country which infers that exchanging design, nation’s
relations and so on turn out to be stricter. Consequently, this expresses Industrial vote based
system of member country will be affected and a noteworthy part of EU will be their in it.
To the extent it is worried about the present situation UK is not an individual from EU
but rather past period can be discussed when it was a part and how EU impacted modern
majority rules system. Mechanical Democracy is a structure where specialists are offered with
duties to take choices which influence the operations of business (Armstrong, Brown and Reilly,
2011). European Union is assumed as an indispensable part in industrial rules system of UK and
it impacts this in each sort of way. Rules issued must be gone along by nation which have been
issued. Social contrasts likewise assumes a noteworthy part in modern popular government as we
probably are aware of universal business as a pattern in current time so it assumes a noteworthy
part in industrial development. Culture of different individuals from nations related with EU
changed with which organizations need to bargain and that affected modern majority rules
system straightforwardly.
European Union have different laws which are related with organizations and exchanging
which affected organizations of United Kingdom when it was a member of European Union.
Exchanging between individuals was more liberal and there was an effect on work creation and
control. General workplace has been related with EU's strategies which has some positive and
negative effects. Employment creation was enhanced and many Multi National companies were
entering from EU in United Kingdom because of which individuals of nation were not
motivating opportunity to uncover there ability. An after-effect of same sort of numerous issue
came about Brexit which affected globe.
4.2 Methods to be obtained in order to gain employee’s participation
Methods Participation
Feedbacks This is a way to involve employees by asking
them with the help of a medium about the
process and functions of organisation (Ackers,
2014). This helps in getting employees consent
with regard to take decision which is very
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much necessary and important.
Discussions Through this the administration of Austin
Fraser can directly talk to its employees by
which they can discuss on the various issues
for which solution can be obtained.
Referrals The people in company who are very much
particular and inclined to perform their tasks
properly can be approached in order to get
problem solved in the same field in which they
are expert.
Freedom Employees must be liberalised to speak and
express their thoughts regarding any kind of
situation which has been raised in company
(Young, 2013). By this, the administration can
get appropriate solution with an involvement
of them in decision making of the company.
Building relations The company can personally build relation
with its people by providing them with suitable
things which satisfy them. This will motivate
employees to think for company beyond limits
and automatically, they will be involved in
decision making in a proper way. Austin Fraser
can do this by building groups and teams
where internal coordination between
employees to do a particular task will be there
and they will resolve the problems in a better
way.
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4.3 Impact of HRM in relation with workforce management
The HR department of is essential in an organisation as it helps in getting right people for
the right job. Manpower requirement of a company never ends as it requires suitable people who
can work for it. This justifies that this department has an important role in appointing people to
incline their activities and skills in the achievement of goals and objectives of organisation
(Hoch, 2013). The environment for working, terms and condition, various facilities which are
given to employees while they are contributing in the association are managed and controlled by
this function of a company. A justification to their impact on relationship management has been
given as below:
 Employee’s retention
HRM is responsible to make those policies which are important for retaining employees
in company. Hence, Austin Fraser's this department impacts the long term working of employees
for in it.
 Employer and employee relationship
This department represents company in front of the employees and act as a mediator who
play a role to maintain relation on the behalf of company through providing various facilities to
employees.
 Enhances employee’s motivation by various appreciation techniques
There are motivation plans which are formulated by HR department on the basis of
performance of employees. This states that they are provided with various monetary and non-
monetary benefits for the work they do which improves relations with employees and they work
more promisingly (Qureshi, 2013).
 Performance maintenance
The performance of employees are maintained by HR department through a complete
record by various measures like score card, performance meter, standards, etc. This helps in
maintenance of adequate performance which also leads to development of skills of the personnel
who is working in organisation.
Hence, it has been concluded that the activities which are performed by HRM plays an
important role in representing firm’s image in front of the people who are working for it.
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CONCLUSION
As per the above mentioned report, it has been concluded that it is essential for each and
every kind of association to keep a strong relationship amongst superiors and workers. Austin
Fraser is utilizing unitary reference of frame in their organisation. Thus, they can improve their
productivity along with the revenues. If manager of association is using an appropriate
conversation system in their business, they can easily take benefits from their competitors in the
marketplace. If there is any modification in the labour union, then it can affect the relations of
staff members. But if there are too many disputes arise in the firm then it may influence sales and
productivity of company. Thus, it is must for the employer to develop effective and efficient
methodologies so that they can easily resolve conflicts. Fundamental reason of too many disputes
are ineffectiveness in allocation of task. Hence, it is important that each and every employee
takes part in the procedure of decision making. In this report, there is also the description of
HRM which can affect relations of workers.
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REFERENCES
Books and Journals
Ackers, P., 2014. Rethinking the employment relationship: a neo-pluralist critique of British
industrial relations orthodoxy. The International Journal of Human Resource
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Armstrong, M., Brown, D. and Reilly, P., 2011. Increasing the effectiveness of reward
management: an evidence-based approach. Employee Relations. 33(2). pp.106-120.
Biswas, S. and Varma, A., 2011. Antecedents of employee performance: an empirical
investigation in India. Employee Relations. 34(2). pp.177-192.
Burchill, F., 2014. Labour relations. Palgrave Macmillan.
D'Cruz, P. and Noronha, E., 2010. The exit coping response to workplace bullying: The
contribution of inclusivist and exclusivist HRM strategies. Employee Relations. 32(2).
pp.102-120.
Dasgupta, S.A., Suar, D. and Singh, S., 2012. Impact of managerial communication styles on
employees’ attitudes and behaviours. Employee Relations. 35(2). pp.173-199.
Delbridge, R., Hauptmeier, M. and Sengupta, S., 2011. Beyond the enterprise: Broadening the
horizons of International HRM. Human Relations. 64(4). pp.483-505.
Feagin, J.R. and Feagin, C.B.R., 2011. Racial and Ethnic Relations, Census Update. Pearson
Higher Ed.
Godard, J., 2014. The psychologisation of employment relations?. Human Resource
Management Journal. 24(1). pp.1-18.
Greenwood, M. and Freeman, R.E., 2011. Ethics and HRM: The contribution of stakeholder
theory. Business & Professional Ethics Journal. pp.269-292.
Greenwood, M., 2013. Ethical analyses of HRM: A review and research agenda. Journal of
Business Ethics. 114(2). pp.355-366.
Gupta, V. and Kumar, S., 2012. Impact of performance appraisal justice on employee
engagement: a study of Indian professionals. Employee Relations. 35(1). pp.61-78.
Hassink, R., Klaerding, C. and Marques, P., 2014. Advancing evolutionary economic geography
by engaged pluralism. Regional Studies. 48(7). pp.1295-1307.
Kazlauskaite, R., Buciuniene, I. and Turauskas, L., 2011. Organisational and psychological
empowerment in the HRM-performance linkage. Employee Relations. 34(2). pp.138-158.
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Keegan, A. and Francis, H., 2010. Practitioner talk: the changing textscape of HRM and
emergence of HR business partnership. The International Journal of Human Resource
Management. 21(6). pp.873-898.
Poole, M., 2013. Industrial relations: origins and patterns of national diversity (Vol. 4).
Routledge.
Watson, T.J., 2010. Critical social science, pragmatism and the realities of HRM. The
International journal of human resource management. 21(6). pp.915-931.
Young, E.J., 2013, January. Risk Managers are from Mars, Safety Professionals from Venus:
The Safety Professional’s Role in ERM. In ASSE Professional Development Conference
and Exposition. American Society of Safety Engineers.
Hoch and et. al., 2013. "Employee relationship management (ERM) constitutes an emerging
trend of managing human resources by building and maintaining individualized and
mutually valuable relationships with employees based on information technology.
However, given the early and still emerging state, there is little knowledge and agreement
regarding ERM. Hence, the current paper attempts to clarify the concept and derive
research..." Human Resource Management Review 23, no. 1 (2013): 114-125.
Online
What is Employee Relations?, 2017. [Online]. Available Through:
<http://www.managementstudyguide.com/strategies-to-improve-employee-
relations.htm>. [Accessed on 12th August 2017].
Strategy for Effective Employee Relations, 2010. [Online]. Available Through:
<http://www.hraffiliates.com/strategy-effective-employee-relations/>. [Accessed on 12th
August 2017].
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