Employee Relations of British Airways
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Added on 2020-07-22
Employee Relations of British Airways
Added on 2020-07-22
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Employee Relations
Table of ContentsINRODUCTION.......................................................................................................................................3TASK 1 ...................................................................................................................................................31.1Unitary and Pluralistic Frames of References..............................................................................31.2Impact of changes in trade unionism on employee relations......................................................41.3 Role of the key players in employee relations............................................................................5M1. Use of the strategies to find relevant solution. ........................................................................6TASK 2....................................................................................................................................................72.1 Procedures which British Airways can adopt to handle different types of disputes...................72.2 Important characteristics of employee relation in dispute situation. ........................................82.3 Effectiveness of the ways used in a selected conflict situation. .................................................9M2. Designing and applying certain methods and techniques. .......................................................9TASK 3....................................................................................................................................................93.1 Role of the negotiation in collective bargaining. ........................................................................93.2 Impact of negotiation strategy.................................................................................................104.1 Influence of EU on industrial democracy in UK.........................................................................114.2 Methods which can be used to gain employee participation and involvement in the decision making............................................................................................................................................124.3 Assess the impact of human resource management on employee relations............................12CONCLUSION.......................................................................................................................................13REFERENCES.........................................................................................................................................14Books and Journals.........................................................................................................................14
INRODUCTIONNo business prevailing in the current market can attain their goals and objectiveswithout the contribution of employees, so each organisation put their efforts to ensureemployee satisfaction through practising strategy of employee relation. Employee relationcan be defined as the art of satisfying the requirements and making coordination betweenthem so that they can perform their work in efficient way (Al-Waqfi and Forstenlechner,2010). Better relation with the staff guarantees achievement of targets in specific time periodthus it can be said that relation between the employees and employees has crucial role to playin the success of an organisation. In the presented report a descriptive analysis aboutemployee relation has been done through taking the case scenario of British Airways which isone of the top airlines group based in UK. This will cover unitary and pluralistic frameswhich can adopted by them according to their relevancy. Other than this different approacheswhich can be used in the different conflict situation and with this the hole of human resourcedepartment in this is also highlighted.TASK 1 Unitary and Pluralistic Frames of References.Unitary and Pluralistic Frames are concerned to the employee relations and are thefeatures of it. With the help of this, British Airways can manage and handle their employeesin effective way. Unitary approach highlights the decision making for a specific situation through definingthe role of management in it. It briefs that in an organisation the decision making power is inthe hands of any one person or any single authority. In British Airways, the top levelmanagement take various decisions for different context (Armstrong and Taylor, 2014). Themanagement is well aware of the fact that if moral level of the employees is high than thiswill make them flexible in working in difficult situations and this way they will easily able tohandle the hurdles coming in their way. With practising this, the main objective is to increasethe efficiency of the workers and they also to make sure that all the disputes between theemployees and employers of British Airways are sorted out. Unitary approach criticizes therole of trade union in employee relation and sees them as the conflict creating body and statesthat it hampers the working of the organisation in negative way.
Pluralistic approach states that the place where staff perform their role has variousattitudes, values, beliefs and behaviours and it is the management department of the companythat perform their duty as a middle man between the employees and employers. On the otherhand, trade union also plays the same role and ensure that there is participation of the staff inthe decision making process. Negotiation approach can ensure stability in the employeerelations between the employees and the management of the company. For this they have tofollow collective bargaining procedure (Edmans, 2011). To know the effectiveness of both the approaches, it is necessary to apply them in theorganisational context and know which is best suited them. Impact of changes in trade unionism on employee relations.Trade union is considered as the organised associations and is formed when certainnumber of individuals working for an organisation come together in order to protect theinterests and rights of the employees. They put a common demand in front of themanagement and these demands may be either to increase the wages, asking for betterworkplace and etc. Any change in trade unionism impacts the employee relations. All thechanges which are taking place in the trade unionism is normally due to external factorswhich are available in the business environment (Ferner, Edwards and Tempel, 2012) . But atthe same time modification is also necessary so that they can attract, grow and retain themembership from the new staff and should we aware of the fact that alteration in them isquite important according to the changing scenario at the workplace. If today’s demands arecompared with the demands which was 25 years, it could be analysed that there has beensignificant change has come. This thing has happened due to increase of knowledge andawareness in the employees. Trade Union needs to focus on education, training, research andcommunication, if these are used to influence the attitudes and behaviours British Airwayswill see rise in the satisfaction level of their workforce. With the training they will able toincrease the knowledge of the workers on the labour management issues. Trade Union brings a balance in the market as they impact the social policies and settings.They put forward the demands and concerns of the employees at a particular platform.Changes in the political factors like change in the policies to suppress the operations of thetrade union are the elements which is one of the reason why today trade union has lost itimportance as a result the employees are losing their interest in trade unions (Gallicano,Curtin and Matthews, 2012). There has been decrease in the membership of the trade unions
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