Understanding Employee Relations

This assignment delves into the multifaceted realm of Employee Relations, with a particular emphasis on collective bargaining. It examines various theoretical frameworks and practical applications of employee relations principles. The assigned readings encompass diverse aspects such as modernization of public services, leadership development programs, workplace bullying, performance appraisal justice, organizational empowerment, and temporary agency workers. Students are expected to analyze these concepts and their implications for contemporary workplaces.

EMPLOYEE RELATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and pluralistic frames...............................................................................................1
1.2 Effect of changes in trade unionism on employee relations.................................................2
1.3 Role of main players in employee relation...........................................................................2
TASK 2............................................................................................................................................3
2.1 Procedure followed by organisation while dealing with different conflict situations..........3
2.2 Key features of employee relations in a specific conflicting situation.................................4
2.3 Effective procedure developed in response to the conflicting situation in organisation
environment.................................................................................................................................4
TASK 3............................................................................................................................................5
3.1 Role of negotiation in collective bargaining.........................................................................5
3.2 Effect of negotiation strategy on the organisation................................................................6
TASK 4............................................................................................................................................7
4.1 Influence of EU on industrial democracy in UK. ................................................................7
4.2 Methods to enhance the employee participation in decision making process of business....7
4.3 Impact of human resource management on employee relations...........................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Employee relation means a good relationship between employee and employer. It is
important to have good relation between employees and with employer, as it brings good
communication and coordination among them (Gupta, and Kumar, 2012). Employee relation
helps to improve the overall performance of employees, teams and organisation. Tesco is
multinational retailer company which deals in grocery and general merchandise in UK.
In this present report explain about, unitary and pluralistic frames, effect of change in
trade union on employee relation, role of main players in maintenance of employee relation and
the procedure adopt by the company to deal with the conflict situations. Here also describe
about, key features and effectiveness of employee relation in conflict situation, role og
bargaining and the methods which helps to gain employee participation in decision making
process.
TASK 1
1.1 Unitary and pluralistic frames.
Employees of the company are their most valuable asset which provides the company
opportunities to attain competitive advantage. Their performance helps to achieve organisational
targets effectively and efficiently which increases the profitability. The management of company
has to duty to maintain employee relation among the employees and with their managers. This
enables the company to improve the communication and coordination among them.
 Unitary perspective: In this approach, all the functions of company are integrated to
achieve the common goals and objectives of company (Al-Waqfi and Forstenlechner,
2010). For this purpose, the management of company divides these functions between
departments and employees to achieve common goals. Conflicts arises between the
application of this approach and achievement of organisational goals considered as
negative impact on the performance of worker. To improve communication and
coordination, management of company approaches to trade union to encourage the
employees for their effective participation.
 Pluralistic approach: It is totally different from the unitary approach. Under this
company made various effective sub groups, leaders and trade unions. This approach is
used by the management of company to solve the conflicts between managers and
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employees on sharing profits. For the purpose of solve the conflicts, collective bargaining
is used by company and the disputes are not only saw in negative way becomes it helps
the management in identification of the problem and provide proper solutions regarding
them.
1.2 Effect of changes in trade unionism on employee relations.
Trade unions have major impact on the functions of employees. The main objective
behind the formation of trade union is to provide better conditions and situations to the labour at
workplace. They are working for the benefits of employees and remove their exploitation from
the workplace. The need of development of trade union because of the rapid industrial growth.
Large number of employees are required by these companies which reduces the bargaining
power of them. To protect the rights of employees the need is feel to develop such trade unions.
Their main aim is to provide better terms and conditions, wages and security at workplace. If the
company is not providing these facilities to the employees than such conflicts are solved by such
trade union. These steps taken by trade union helps to make good employee relation between
manager and employee of company (D'Cruz and Noronha, 2010). As to perform functions
without any interruption the managers of company is to provide all the facilities to them. This
also contributes to make good relation among the employees, as they become supportive to each
other and raise their voice against any exploitation. So, change of trade union effects the
employee relations, better functions of trade union helps to make effective relation between
among the employees and employer.
1.3 Role of main players in employee relation.
There are many key players which helps to make good employee relations. This helps to
improve the overall performance of employees and organisation. Role of main key players is
described below:
 Employer-employee: It is most important to make this relation by the management of
company. This provides the opportunity to company to make their business successful
and achieve the organisational targets effectively (Kazlauskaite, Buciuniene and
Turauskas, 2011)s. The management of Tesco, takes various steps to make good
employer and employee relation. They provide the facility of direct communication with
the management so, make better communication between them. Management of Tesco,
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provides health and safety measures to employees for the purpose of increasing their
performance. These facilities builds the confidence and relation among each other.
 Trade union and representatives: The main aim behind the formation of trade union is
to secure the terms and conditions of the employment of workers of company. The main
of trade union is to protect the employees from the exploitation at workplace. The
management of Tesco has also take care about the wishes of trade union and their
demands which they make for employees. This helps them to make good relation
between the manager and employee of company. They play the great role in making of
support among all the employees of company (Bach and Kessler, 2011).
 Collective bargaining: This includes about the bargaining by employees from employer
about the terms and conditions of their work and wages. For such activities there is
always support and encouragement from trade unions. This provides the opportunity to
employee to protect their rights.
TASK 2
2.1 Procedure followed by organisation while dealing with different conflict situations.
There are many conflicts arise in Tesco due to various reasons such as, poor
communication, ineffective coordination, misconducts etc. All these things have negative impact
on the performance of organisation and becomes the main reason of arising the conflict. To solve
these conflicts many methods and procedures are followed by the management of company
which is described below:
 Single employee: Under this, management of Tesco listen the problem of such employee
and find out the reasons which are main cause of such problem. After that manager of
company takes the measures to remove such problems so, not arise in future. After that,
they provide the solution to the individual issue faced by employee.
 Between employees: If the conflict arises between the two employees of Tesco, then
manager of company has duty to provide equal chance to both the employees to explain
their issues (Van Buren III and Greenwood, 2011). After that, they identify the reason
behind that and provide the solutions regarding that to remove such conflicts.
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2.2 Key features of employee relations in a specific conflicting situation.
The employee relations is having great significance in acting more appropriately and
profitability in conflicting situation. This helps in increasing the working effectiveness of the
firm in many folds. The key features of employee relation in the conflicting conditions in
workplace are as follows:
Hindering in the given task among male and female staff members of Tesco- The
company is having problem and issues in the female and male line of actions. The company
work culture is come up with new problems in workplace which arises a conflicting situation
between the female and male employees of the firm. This arises of because of delinquency in the
providing different roles and responsibilities to employee ion the basis of gender. Such a issues
can be resolved through developing an effective employee relations and maintaining a good
relation between the male and female employees of the organisation (Pate and Beaumont, 2010).
The higher management should conduct various events and programmes like games in order to
develop good relation among workforce.
Dissatisfaction with the working entity- While non resolution or not concerning about
the employee issues can result in higher dissatisfaction of employees within the company
premises. The higher management should responsibly act towards the various conflicting
condition and the problems faced by the employee in order to resolves these issues more
responsibly and develop a good working relations with the employees. Effective employee
relation contribute in increased satisfaction level of workforces and adds on in the profitability of
the firm to a large extent.
2.3 Effective procedure developed in response to the conflicting situation in organisation
environment.
The higher management and the dispute having team should be responsive in resolving
various issues in the conflicting situation in order to increase the profitability of firm through
maintaining effective employee relation in workplace (Clarke, 2011).
As per the conflict arisen in between the roles and task assigned to the male employee in
comparison with the differences in task given to the female staff in Tesco creates an conflicting
situation in workspace. For resolution of this problems the firm can go for the Dispute handling
procedure in order to act more actively towards conflicts in employees. Th male representative
of the workforce can share their issues with the managers and can ask for conflicting issues
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through developing various action plan. Also they can communicate in relation with the reason
for these differences in assigning task to workforces. This can be reflective procedures to act
more active against conflicts.
Along with this if the Dispute having procedure do not come up with appropriate findings
and results. Then the female staff can handle their conflicts in front of dispute handling team
who are expertise in providing solution to various issues (Mathew and Jones, 2012). This
involves various expertise person along with higher management of Tesco and HR manger to
builds good relation with staff members in the working environment to contribute in higher
profitability of the firm.
TASK 3
3.1 Role of negotiation in collective bargaining.
Collective bargaining is the process which involves the participation of the employee and
the mangers in coming with a mutual agreement which is accepted by both the parties. This is the
procedure through which the parties come up with mutual concern in conflicting situation and
come up with a single conclusion accepted by both employer and employee.
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Illustration 1: Collective bargaining process, 2017
Source 1: COLLECTIVE BARGAINING. 2017

While negotiation is the process through which the parties negotiate over the various
issues and problems on the basis of the employee right and come up with a final decision in
collective bargaining of conflicting situation. Some of the role of negotiation in the procedures of
the collective bargaining is as follows:
 This particular procedure helps in coming up with single conclusion which is acceptable
by both the parties in the process of dispute handling procedures (George, 2015). This
results in mutual acceptance over the situation to conflicts arisen in workplace of Tesco
and follow up the develops solution to act appropriately in business environment.
 Negotiation also largely contribute in increasing the effectiveness of the collective
bargaining process. As this will largely helps in getting agree to an mutual concern of
both parties and coming to the middle resolution of conflicting condition. This will
increase the working effectiveness of Tesco and contribute in building good relationship
among employer and the employee.
3.2 Effect of negotiation strategy on the organisation.
The various negotiation strategies is having great significance while acting responsibly
towards different conflicting situation in the work premises of the Tesco company (Kazlauskaite,
Buciuniene and Turauskas, 2011). The various strategies of negotiation developed by the firm in
resolving the issues faced by the workforce are as follows:
Compromising: This involves compromising over the issues. In this process both parties
come to end of conclusion and develops effective results by comprise over issues as both the
parties can not be benefited maximum. So, the employee and employer have to compromise over
some issues in order to develop effectiveness in working.
Competing: Under this particular strategy of negotiation both the parties are competing
over issues more focuses on their own benefits (Svensson and Wolvén, 2010). This condition
leads to instability in functioning of firm and also affects the employee relations.
Problem solving: While this is the approach in which both the employee and the
employer come up with an mutual agreement or solution to the problem over issues over
maximising the profit for the organisation and increasing effectiveness in developing good
employee relation in Tesco working premises.
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TASK 4
4.1 Influence of EU on industrial democracy in UK.
The EU roles and function is having great influence en on the industrial democracy and
the various business activities in the UK. Industrial democracy results in higher management of
employees and increasing satisfaction level of employees working in the business environment.
Some of the affect of the EU to industrial democracy are as follows:
European work councils: This is the authority who is working for providing support and
consultation services to the employee in order to deal with various conflicts and issues in the
workplace more responsibly (Bach and Kessler, 2011).
Treaty on European union: The EU is working for the increasing the effectiveness of the
businesses and engaged in delivering various monetary union in order to attract more responsibly
as per the requirements of different employee in workplace. This device various security policy
for the employee in order to increase satisfaction level of employees of UK.
4.2 Methods to enhance the employee participation in decision making process of business.
The employee involvement and participation in decisions making process of the
organisation ultimately contribute in higher effectiveness (Shields and et. al., 2015). As this will
contribute in devising appropriate strategies in relation with the working capabilities of the
workforce of Tesco in organisational culture and defining appropriate performance standards in
order to achieve targets with more efficiency. Some of the approaches to increase the
participation of employee in the decision making process of the Tesco is as follows:
Representative participation: The firm should be responsibly active in representing the
every member of the workforce in the decision making process in order to enhance their
confidence level and the engagement in decision making (Fossum, 2014).
Survey of attitude: The various perception and attitude of the employee towards the
decision making process of the firm largely affects on the seriousness of workforce in devising
new decisions and implementing developed strategies. So, developing positive attitude of
employees in organisation decision making will contribute in higher effectiveness of firm
functioning.
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4.3 Impact of human resource management on employee relations.
The various human resource management contribution largely helps developing good
relation of employee with the higher management and to with that of their collogues in
workplace (Hendrix, Hayes and Kumar, 2012). The Tesco HRM is emphasis in responding
actively and more responsive towards the increasing employee engagement and participation in
the company activities in order to contribute in firm profitably to large extent. The various
approaches like higher remuneration, performance appraisal techniques all largely contribute in
the developing a good employee remuneration in the working environment of business firm.
CONCLUSION
This can be concluded from the above report that employee relation is having great role
in increasing the efficiency of working firm. This largely contribute in effective decision making
process and helps in in dealing actively with the various conflicting situation in the workforce.
The Tesco company is developing various dispute handling approaches in order to resolve
various conflicting issues faced by the employee which affects working responsibly in the
workplace. The firm should be actively involved in increasing various issues in order to develop
good relation of employees.
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REFERENCES
Books and Journal
Al-Waqfi, M and Forstenlechner, I., 2010. Stereotyping of citizens in an expatriate-dominated
labour market: Implications for workforce localisation policy. Employee
Relations. 32(4). pp.364-381.
Bach, S and Kessler, I., 2011. The Modernisation of the Public Services and Employee Relations:
Targeted Change. Palgrave Macmillan.
Bach, S and Kessler, I., 2011. The Modernisation of the Public Services and Employee Relations:
Targeted Change. Palgrave Macmillan.
Clarke, M., 2011. Advancing women's careers through leadership development
programs. Employee Relations. 33(5). pp.498-515.
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.
Fossum, J. A., 2014. Labor relations. Mcgraw Hill Higher Educat.
George, C., 2015. Retaining professional workers: what makes them stay?. Employee
Relations. 37(1). pp.102-121.
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.
Hendrix, J. A., Hayes, D. C and Kumar, P. D., 2012. Public relations cases. Cengage Learning.
Kazlauskaite, R., Buciuniene, I and Turauskas, L., 2011. Organisational and psychological
empowerment in the HRM-performance linkage. Employee Relations. 34(2). pp.138-
158.
Mathew, S. K and Jones, R., 2012. Toyotism and Brahminism: Employee relations difficulties in
establishing lean manufacturing in India. Employee Relations. 35(2). pp.200-221.
Pate, J and Beaumont, P., 2010. Bullying and harassment: a case of success?. Employee
Relations. 32(2). pp.171-183.
Shields, J and et. al., 2015. Managing Employee Performance & Reward: Concepts, Practices,
Strategies. Cambridge University Press.
Svensson, S and Wolvén, L. E., 2010. Temporary agency workers and their psychological
contracts. Employee Relations. 32(2). pp.184-199.
Van Buren III, H. J and Greenwood, M., 2011. Bringing stakeholder theory to industrial
relations. Employee Relations. 33(1). pp.5-21.
Online
COLLECTIVE BARGAINING. 2017. [Online]. Available through:
<https://legaldictionary.net/collective-bargaining/>.
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