Employee Relations in Professional Firms

This assignment delves into the complexities of employee relations within professional services firms. It analyzes various aspects influencing these relationships, including organizational structure, communication patterns, and diversity. Students are tasked with evaluating the impact of employee relations on firm performance and exploring best practices for cultivating a positive and productive work environment.

EMPLOYEE RELATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and Pluralistic framework........................................................................................1
1.2 Influence of changes in trade unionism on employee relations ..........................................2
1.3 Role of main players in employee relation...........................................................................3
TASK 2............................................................................................................................................4
2.1 Methods which had to be followed while dealing with conflicts..........................................4
2.2 Identifying key features of employee relations in conflicting situations..............................5
2.3 Efficiency of plans and procedures which are used in situation of conflicts........................6
TASK 3............................................................................................................................................7
3.1 The role of negotiation in collective bargaining process......................................................7
3.2 Impacts of negotiations on various situations.......................................................................7
TASK4.............................................................................................................................................8
4.1 Power of European Union on industrial democracy.............................................................8
4.2 Different methods by which employees can participate in decision making process...........9
4.3 Impact of human resource management on employee relations.........................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Employee relations are evaluated as strong dealings among higher authorities and
employees at businessplace as it is beneficial in order to complete their targets within desired
timeframe and for development of positive environment at workplace. The term employee
relations are now evaluated as industrial relations and they are developing strong relations
among all the union members and collective workforce. Employers should motivate their
employees in order to execute working by applying various skills and knowledge so that firms
will attain success in operations. If there is healthy relations among employees then it results in
establishing coordination among worker and thus, their goals will be achieved within desired
timeframe (Ahmad and Shahzad, 2011). British Airways are the leading firm in airline sector and
they are providing services all around with earning high profits from their business operations.
The present report is based on development of employee relations in the changing business
organisations, the types of issues at workplace and methods to resolve the, ideas behind
collective bargaining at work place and the process adopted for negotiation and how employees
will be participating in these process in order to develop positive environment at work places.
TASK 1
1.1 Unitary and pluralistic framework of reference
Employee relations are linked with several features of pluralistic and unitary frames of
references. Both the perspectives include different views by the help of which positive
relationship can be maintained among the employees at workplace in British Airways. It helps in
increasing the motivation level of staff members.
Unitary perspective believes that the decisions are taken by top management only.
Authority of decision making is in the hands of single person only, i.e., manager. Thus, top level
authorities have power to take important decisions for the benefit of their own. Here, the leaders
have responsibility to endorse loyalty and peace among employees. If team members of group
working together in an efficient manner, then it would result in accomplishment of goals and
objectives of firm and in improvement of overall effectiveness of the entity. According to
unitary frame of reference, it it presume that the conflicts between the staff members and the
managers are not arise due to different interests. It also believes that the roles played by labour
association are ineffective. They do not have ability to solve the disputes that are taking place in
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company. Due to these conflicts, British Airways is not able to perform their operations in a
proper and systematic way as well as it results in diminishing the overall performance of the
firm. So, it results in the decreased level of satisfaction of its customers.
Pluralistic perspective believes that working surroundings is made up of distinct beliefs,
behaviour, attitude and values of individual. Employee relation is linked with these different
perspectives of pluralistic frame of references. It defines that managers play a role of mediator. It
also believes that trade unions plays an important role at workplace as they give authority to
employees to take decision in British Airways. By doing concessions and negotiations with the
management and staff members with the assistance of collective bargaining technique, the
stability can be maintained in the relationship of employees (Avey and et. al., 2010).
These are the two frameworks of employee relation which is helpful for the firms in
taking decisions that whether trade association is beneficial or not for an organisation.
1.2 Influence of changes in trade unionism on employee relations
The changes in trade unionism highly impact on employee relation. Trade union consists
of society of workers and leaders of the association comes together to promote interest of
employees such as positive environment at workplace, benefits, policies, rules etc. The union
negotiates with the management on behalf of its staff members. The workers joined these
associations for getting wages as per their performance. Different associations such as, trade
union congress community and youth worker union have been recognised who carrying out their
operations in UK. The impact of changes in unionism on relationship of employees have been
recognized in British Airways. These changes takes place due to variations in macro
environment factors which are as follows; Changes in technology reduces the need of labours.
Because of technological up-gradations, work is done automatically with the help of machines,
as a result of it, manual work does not takes place in the firms. In this condition, trade union acts
as protectors for workers. They protect them from being retrenched. This hampers the
relationship between organisations and union members. Workers stops production process by
adopting several practices such as strikes, relays, lockout etc. It hinders the productivity and
growth of the firm. The implementation of laws and regulations in the economy influence
employee relation. For example, Government introduced a policy related to giving equal
opportunities to the staff members, then it creates conflicts between the trade unions and
employer. This condition arise if the policies implemented by higher authorities are not followed
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by the companies. This hampers the relationship among employees and employer very badly. It
results in declining sales ratio of the firm.
(Source: Employee Relations, 2017)
1.3 Role of main players in employee relation
Collective efforts are required for maintaining healthy relationship between employers
and staff members. It cannot be maintained by the efforts of single individual. In every
organisation, there are some players who play vital role in maintaining the relationship and in the
growth and success of the firm. Workers, managers, trade union and government are the main
players in British airways, who are responsible for keeping strong relations among between
employees. These players are as follows-
Manager: The top management in British Airways plays an important role in maintaining
the relationship between the workers and organisation. It is the responsibility of the managers to
provide healthy surroundings to the employees so that they can work in an effective way. The
administrator’s deals with the conflicts that takes place among the employees and resolve the
issues by taking right decisions. They can enhance the overall performance of the workers by
encouraging healthy competition at workplace. The management use different approaches to
increase the motivation level of employees (Bach and Kessler, 2011). All these are helpful in
maintaining positive relations among employees. It helps the organisation in the accomplishment
of goals and objectives.
Workers: They are the important resource of every organisation. Without them a
company cannot carry out its operations successfully. The main responsibility of workers is to
complete the tasks that are assigned by the employers. They should have follow the rules made
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Illustration 1: Employee Relations

by the employers. It is essential for the workers to participate actively in the activities organised
by the management. It helps in maintaining healthy relationship among all the staff members.
Government: It is necessary for the firms to follow the laws and regulations formulated
by the government for the smooth functioning of operations at workplace. These laws consist of
some acts, such as, child labour law, minimum wage act, health and safety act, etc. these laws
helps in building strong relationship between British Airways and its employees.
Trade union: Labour association plays an important role in maintaining employee
relation. They negotiates with the employer on behalf of its team members in terms of wages,
policies, rules, safety, promotion, etc.
TASK 2
2.1 Methods which have to be followed while dealing with conflicts
There are different plans and policies which are used by British Airway sin order to solve
all types of conflicts which are arising among workers and employees. This can be achieved by
using different tools like strike, collective bargaining, layouts etc.
The main form of disputes which are arising at BA are evaluated below as:
Collective disputes by all the employees of the organisations can arise if they are not
satisfied with working plans and procedures, modifications in plans and policies of firms and
condition of employment, working is not equally divided among all the employee’s etc. If this
issue continues then members can forms their group and they can raise their issues to the higher
authorities so he adopt some measures in order to resolve it. If this issue is not solve then it
results in hampering growth and development of firms as there will be ineffective working by
employees and this turns into conflicting environment (Cai and Pan, 2011). The problems linked
with unequal distribution can be solved by making the work load equally divided among all
employees in order to satisfy employees.
Another reason of conflicts can be if Managers are making difference among their female
and male workers as the working patterns are different and the targets which are assigned to
female members are very simple. This develops situation of conflicts among the members of
organisation. Measures have to be adopted by firm in order to solve this problem because it
hampers growth and productivity of business. Strategies should be developed in order to solve
issues in minimum time frames thus their productivity will not be affected. Firms can achieve
success if they are organising decision making process and involving all their workers and
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making them answer according to them the best solutions by which this issue can be minimised
and the whole responsibility for this lies with the HR section of British Airways. The authorities
are time bounded as they had to execute effective plans in order to resolve issues that are
developing among their male and female employees. According to the plans if issues are not
solved then these are transferred to Disputes Redresser Community which are organised by
Management. The decisions which are given by these teams are bounding on all thus Managers
are executing them in order to make all their employees satisfied and developing healthy
environment at work place.
On the other ways strikes are differentiated from those of conflicts/disputes that are
arising among employees at business organisation. There can be situations at British Airways
that employees are not working and they are striking as they are not happy with the working and
plans and policies. There should be fixed working hours so employees will come on time and
they will leave the office as their working hours get completed. This helps in maintaining
systematic working environment and employees will achieve their targets in desired time that
have been allotted to them. If the workers are doing extra work then should be paid for them or
benefits should be given in order to motivate them so they will execute their working effectively.
If employees are not paid for their extra hard work then it results in situations of conflicts and
there will be negative working environment (Crespo and et. al, 2011). This issues can be
resolved by executing collective bargaining process. In order to achieve success in solving issues
the process can be executed with the help of secret ballot in which there is an authority appointed
who will carry out decisions with all employees in order to implement solutions which is
beneficial for all.
2.2 Identifying key features of employee relations in conflicting situations
The situations of conflicts are linked with collective bargaining process that are arising at
work places. The issues are evolving at BA as there is inequality in work division among the
male and female members. This conflicting situation results in negative environment at work
place thus employees will not be doing productive work and it greatly enhance their profits and
sales ratios. According to the situation at BA the features and characteristic of employee
relations are evaluated below as:
Relations are hindered of employees who are involved in work operations at British
airways: In the case of collective dispute the relationship of male and female employees are
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greatly affected. This rise because there is an environment developed in which male employees
think that there is inequality in work distribution and they have to raise their issues towards the
managers of firms. They are having complaints as there is injustice done with them this results in
development of negative working environment and employees are not able to achieve their
desired targets thus their sales and profitability ratios are greatly declined. The firms will not be
able to satisfy their customers as employees are not willing to work and it declines the total sales
ratios of BA.
Dissatisfied with entity: This is also an important key factor which is linked with
employee relations. If workers will not be satisfied if authorities are not making plans and
policies in order to resolve all the difficulties which are faced by them which is related with
equality in work division. The outcome of this will be employees will not be working to their
efficiency thus affecting productivity ratios of firms (Dreyer, Hauschild and Schierbeck, 2010).
This problem can be solved if mangers are making plans in order to dive working in equal ratios.
If then too the employees are not happily working then there issues are referred to arbitrary court
where the important role is of arbitrator as they are analysing the situation and then taking final
decisions which is binding on all.
2.3 Efficiency of plans and procedures which are used in situation of conflicts
All the plans and policies which are formulated by BA are analysed and measured with
the help of collective disputes which are organised by workers. The selected business are taking
assistance from Committees which are designed for solving problems thus effective decisions
can be implemented between managers and workers in order to develop plans by which issues
can be resolved. This is most vital tools for all male workers as they can share their views about
the problems related with working plans as these are not effective.
When there is decision making process held at the same time all the workers should ask
the reason why all members are not treated equally and their targets are not same they are given
more work load then female members. The managers should satisfy their employees by giving
them answers which are motivating for them and assure them to get extra benefit for that.
The above discussed in the best and effective methods which are used in order to resolve
issues which are arising among the employees so firms can easily enhance their sales and
profitability ratios. The timings which are allotted to managers in which they had to take
decisions were not effective thus they were not able to implement solutions by analysing the
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whole situation. At the last factor there are collective disputes organised by employees in relation
to ineffective workers and then they are presenting them to disputes handling forum. The total
administrations are composed of skill and knowledgeable employees who have power in order to
take good decisions. Thus it can be said that firms have to made plans in order to resolve issues
faced by employees in order to enhance profitability ratios.
TASK 3
3.1 The role of negotiation in collective bargaining process
Collective bargaining process are described as those factors where different elements of
negotiations are executed by the group members in relations to the conditions of employment.
This is valuable process in order to develop good relations among the employers and workers.
All the employers will be satisfied with the process as they can easily put their difficulties among
the high authorities and employees are able to get satisfied answers in desired time durations.
This is vital factor in order to generate positive working environment (Mowday, Porter and
Steers, 2013). The main role played by negotiation in policies of collective bargaining are
evaluated as:
Negotiations are valuable factors in order to generate good results: In this methods all
the members are negotiating with their mangers in order to develop effective solutions which are
valuable for them thus they will enhance their working productivity. All the employees are
taking parts in decisions and they are giving solutions for the problems if mangers feel they are
effective then the solutions are implemented at work places. This helps in development of
healthy and positive working environment (Farndale and et. al 2011).
Negotiations are helpful in increasing effectiveness of collective bargaining process:
This is the best and effective methods which are adopted by firms in order to resolve the issues
that are arising among managers and employees. This is the best method by which managers can
find out the best solutions and implement them thus satisfying their employees. This results in
enhancing sales and productivity ratios of firms as employees will be working happily and they
will provide valuable services to all their customers in order to make them happy. Thus
negotiation process are best tools for business as they can easily enhance the value of collecting
bargaining methods.
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3.2 Impact of negotiation on various situations
The overall impacts of negotiation process are on collective disputes as these are
organised by employees who are working for BA. All the issues of employees are resolved with
this process. There are different plans adopted by firms in order to solve all the difficulties which
are arising at work places. The elements which are included in this process consist of smoothing,
compromising and forcing activities.
In compromising all the employees are solving the problem among themselves and there
is no involvement of higher authorities. It states that people had to make comparison with their
own objectives of business.
If there is collective disputes organised by workers and managers are using collective
bargaining methods in order to resolve them then employees will be demotivated and they will
not be willing to work thus working of business will be greatly affected (Flammer and Luo,
2017). If mangers are not adopting any plans and they want to execute the same working plans
then employees will not like to work and they will leave the organisation thus hampering growth
and productivity of business.
Forcing are also elements which are related with process of negotiations. The main ideas
behind this factor is that workers are achieving all their personal objectives at the cost of other
persons. The mangers are making their employees achieve goals which are linked with
organisations in order to achieve growth and success in their operations.
TASK 4
4.1 Impact of European Union on industrial democracy
Industrial democracy are described as those factors in which employees are free to give
their decisions in order to resolve issues which are faced by them at work places. The European
unions are affecting the industrial ideology that are operating in United Kingdom thus affecting
business operations to greater extent. The process of democracy are greatly affected by policies
which are implemented by European Unions (Frone and Trinidad, 2012). There were various
acts enacted by law in order to protect employees and show their presence in the decision making
processes. In there are situations created which are not controllable then all the guidelines of
industrial democracy had to be followed. If in case organisations are not implementing rules and
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regulations then workers are conducting strikes as there problems are not recognised by
managers and no measures are adopted in order to resolve them.
If there are cultural differences at work places then it is directly impacting on industrial
democracy. Example: If the business of any organisations are expanded at national and
international locations then managers are not concerned about making the employees take part in
the decision making activity. If the business want to execute their operations in EU then they had
to consider all rules and regulations. If this system is not adopted then it results in affecting
growth of business thus profitability ratios will be declined. If the activities of business are
hampered or affected by the unions then it results in development of in industrial democracy and
these are having direct linked with the system of UK.
European Unions are greatly affecting operations of business if they pass any law and
management fails to follow them then it have direct impact on business activities. These are the
most important element as they are having control on business operations in order to make them
achieve growth and in turn the development of whole economy. The members of unions should
develop plans according to all employees had to execute their working.
4.2 Different methods by which employees can participate in decision making process
There are various plans adopted by firms so their employees can easily show their
contributions in decision making process which are held at British Airways. The factors which
are involved in this techniques are attitude survey, consultation and suggestion schemes.
Consultation are effective tools which are adopted by British Airways in order to
motivate workers so that they can easily contribute in decision making plans and policies. In this
process, all the higher authorities are having power in order to take effective decisions by which
problems can be resolved in an effective and planned way (McClean and Collins, 2011). This
results in development of healthy working environment and employees will achieve their targets
within desired timeframe.
While making comparison with the above methods the best tools for business are attitude
survey as they are valuable in order to know the issues which are faced by workers and measures
in order to resolve it so that growth and productivity of business can be enhanced. It also takes
into account the methods of job evaluations in order to monitor performances of their workers.
If managers are able to identify the attitude of all their employees and the ways they are
behaving with other workers then plans can be made in order to make modifications in their
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whole business operation. Suggestion schemes are valuable in order to know about the opinion
of employees in terms of what they are thinking and what policies can be implemented by firms
in order to resolve their issues. It gives opportunities to all their workers in order to interact with
managers and thus, developing healthy relations. All the above factors are useful in order to
make employees show their presence in decision making and thus, establishing coordination
among all the workers.
4.3 Impact of human resource management on employee relations
Human resource department is responsible for effective management and retention of people in
an organisation. Employee relation is one of the important pillars in human resource
management. Employee relations defines the state of relations between employees in an
organisation. The plans and policies enacted by human resource department carries a significant
impact on relation shared by employees in an organisation. It is the duty of HR manager to
produce and promote a positive working environment so that it will influence employees to
contribute positively in organisational productivity. Promoting diversity in premises also
promotes creativity and innovation in an establishment (Morris, 2012). The inclusion of
employees in the decision making is another vital feature which makes employees feel more
committed and loyal towards organisation therefore automatically improving relations of the
company.
This is one of ideal features through which cited firm can improve quality of relationship
shared. The adoption of frames of references is crucial too. The mentioned organisation should
permit functioning of pluralistic frames of references so that employees would feel more
contended and better employee relation can be facilitated. The allowance of unions will enhance
the bargaining power of employees along with increasing productivity of business operations. It
is a win-win situation for both the parties (Morrison, 2011). HR manager along with its policies
and practices can influence the same in the organisation. The practices such as conflict
management, rewards and flexible working hours contribute in maintaining better human
relations in organisation.
The above mentioned practices contribute positively in employee relations. British
Airways after adopting these features can achieve organisational goals and objectives. An
establishment who looks after its employees achieve a better brand recognition in the market.
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CONCLUSION
It can be concluded from the above report that employee relations play a vital role in
success and failure of a business. It defines the state of relationship shared by employees in an
establishment. The pluralistic frame of reference inculcates positivity in the relationship shared
by employer and employees. It is due to the enhancement in bargaining skills of employees along
with increasing productivity. It has been assessed that inculcation of employees in the decision
making promotes commitment and loyalty of employees towards organisation. The HR manager
of the company formulated such policies and practices which resulted in attaining a preferable
employee relation in an organisation.
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Online
Employer/employee relations, 2017. [Online]. Available through:
<http://businesscasestudies.co.uk/business-theory/people/employeremployee-
relations.html>. [Accessed on 14th November, 2017].
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