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EMPLOYEE RELATIONS

   

Added on  2020-07-23

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EMPLOYEE RELATIONS

EMPLOYEE RELATIONSTable of ContentsIntroduction......................................................................................................................................3Task 1...............................................................................................................................................3AC 1.1 Explaining the unitary and pluralistic frames of reference.............................................3AC 1.2 Assessing the effects of changes in trade unionism on the employee relations..............4AC 1.3 Explaining the role of main players in the employee relationships.................................4Task 2...............................................................................................................................................5AC 2.1 Explanation of the procedures an organisation should follow to deal with differentConflict situations........................................................................................................................5AC 2.2 Explanation of the key features of employee relations in a selected conflict situation...6AC 2.3 Evaluation of the effectiveness of procedures used in a selected conflict situation........7Task 3...............................................................................................................................................8AC 3.1 Explanation of the role of negotiation in Collective Bargaining.....................................8AC 3.2 Assess the impact of negotiation strategy for a given situation......................................9Task 4.............................................................................................................................................11AC 4.1 Assessment of the influence of the EU on industrial democracy in the UK.................11AC 4.2 Comparison of the various methods that are used to gain employee participation andinvolvement in the decision making process in organisations...................................................12AC 4.3 Assessment of the impact of human resource management on employee relations......12Conclusion.....................................................................................................................................13References......................................................................................................................................14Page 2 of 16

EMPLOYEE RELATIONSIntroduction Employee relationships in an organization are an important functional capacity of theorganization. The culture and the practices within an organization is learnt or can be understoodby the organizational stature of relationship between the employees and the employer. On initialgrounds the functioning of the employer and the employee was stated by the relationshipsbetween them and was called to be the industrial relations. However, this was replaced later on tomake it directly related to the employer and the employee commonly through a union such asemployee or trade unions. The assignment is aligned with the study of different aspects of theorganizational relationship with their employees as well as their stakeholders. The role of theHuman Resource managers and the Human Resource assistance are well being understoodthrough investigation of different areas related to the employee-employer relationship in anorganization. The organization chosen in this assignment is British Telecommunications plc. It amultinational telecommunications company based in the London, United Kingdom. The BritishTelecommunications plc is instituted within a group that is known as the BT Group plc.Task 1AC 1.1 Explaining the unitary and pluralistic frames of reference The frames of references can be divided into two different groups such as unitary framework andthe pluralistic framework. The unitary framework of references have been defined as the way tothinking or the mindset followed in an organization that is similar to all job roles anddepartments of the organization. The unitary framework includes a set of assumptions, values,attitudes and practices that are linked to the management of an organization. However, theframework is also based on the rule that states that all the members of an organization whetherfrom different job roles should share a identical objectives and goals (Keynes, 2016). This kindof framework has been described to be the most successful framework in organizational stature.The main role of this framework is to implement mission and vision statement of theorganization and also to take supportive measures in order to attain success in these aspects. Thisperspective shows a different kind of management comprising of loyal workers who arePage 3 of 16

EMPLOYEE RELATIONSprerogative of management (Rosenbloom, 2014). The management is thus considered as theparental body who works at everybody’s best interest. The pluralistic perspectives of an organization are particularly perceived in the manner that statesthat the organization is divided in various sub-groups. Each of the sub-groups have legalloyalties of their own. Besides, each of the sub-group is also liable to have a leader of their ownas well their unique objectives. However, these particular groups can also be divided into twoperspective area (that gives it the name pluralistic) the trade unions and the management. Underthis perspective the role of the management is limited to the providence of coordination to thetrade unions as well as influencing them towards a good work-effort. The perspective ofcontrolling and enforcing the employees in the organization has been rejected under thisperspective. The trade unions are also considered as the legal representatives of the employees. AC 1.2 Assessing the effects of changes in trade unionism on the employee relations The functionality of the trade union is also ways very useful for the organization. The employeesin the organization are a vital part that helps in enhancing the company production thusincreasing the profitability. This, on the other hand, is capable of producing a good relationshipbetween the employer and the employee in the organization. The organization thus produces aspecial care to enhance the relationship between themselves and the employees. Therefore, theconcept of maintenance of a good relationship between the employee unions that is trade unionshas been functional within the organization. However, there are certain examples of events thathave been largely identified as the core reasons for the change of employee-employerrelationship. The union leaders, who are considered as the legal representatives of theorganization became the fulcrum of the trade union revolution along with change in the mind setof the employees who believed that the management function to their welfare (Arrowsmith andParker, 2013). Few events have the situation to change a great deal. Certain implementation stateof the organization has proved to be speaking away from the employee satisfaction andcoordination. Few issues related to the employer conduct and management style as well as thewaging and the promotional treatment to the employees. AC 1.3 Explaining the role of main players in the employee relationships As understood from the above study that the employee is an integral part of an organization andthus is the union leaders of the traders unions. Therefore, there has been certain key criterionPage 4 of 16

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