Conflict and Employee Relations

This assignment delves into the complex relationship between conflict and employee relations. It analyzes how various types of conflict can arise in workplaces and their potential consequences for organizational effectiveness. The assignment also explores different conflict management strategies, emphasizing the importance of fostering healthy communication, collaboration, and resolution techniques to maintain positive employee relationships.

EMPLOYEE RELATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and pluralistic frames of reference......................................................................1
1.2 Changes in trade unionism have affected employee relations..........................................2
1.3 Role of important players in employee relations..............................................................3
TASK 2 ...........................................................................................................................................5
2.1 Procedures an organisation should follow when dealing with different conflict situations. 5
2.2 Features of employee relations.........................................................................................6
2.3 Effectiveness of process used in selected conflict situations...........................................6
TASK 3............................................................................................................................................7
3.1 Role of negotiation in collective bargaining process.......................................................7
3.2 Impact of negotiation strategy..........................................................................................8
TASK 4............................................................................................................................................9
4.1 Influence of EU on industrial democracy.........................................................................9
4.2 Methods used to gain and improve decision making process through employee
participation..........................................................................................................................10
4.3 Impact of human resource management on employee relation......................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Employee relations is fundamental for each and every kind of organisation as it aids to
maintain an adequate relationship amongst superior as well as subordinates (Atkinson and Hall,
2011). This will directly provide positive affect on their working performance. As a result,
organisation will accomplish their coveted targets as well as goals in an adequate way. Along
with this, firm will able to fulfil requirement of their customers with specific period of time.
ALDI is a supermarket chain which is operating their business in United Kingdom. Almost 5000
individuals are working with them. This assignment is going to describe references of frames and
if there is any kind of alterations in trade union then this will provide impact to the relations of
employees. It is must for manager to sort out every disputes in an adequate manner as this will
help them provide growth and success. Collective bargaining is the best method which can be
utilized by organisation into their business to resolve disputes. Furthermore, it is required for
human resource manager to formulate some strategies so that they will keep up an appropriate
relations amongst employer and employees.
TASK 1
1.1 Unitary and pluralistic frames of reference
Frames of reference will be classified into two segments and it is utilized by manager to
build an effective relationship amongst staff members. These will be mentioned as below:
Unitary approach: As indicated by this, it portrays the way of thinking, administrative
value and attitude in addition with membership in company (Au and Marks, 2012).
Fundamentally, it assists to define various roles as well as responsibilities which are having by
employees and they have to use it to accomplish coveted goals and targets. There is no
requirement of union ship which makes this method more effective. If in organisation this
method is used by employer then workers will easily share their views and opinions with each
other. Hence, it has been understood that by using this technique, manager will provide
motivation to their subordinates. Along with this, there is no requirement of trade union as
workers will easily share their ideas or issues with their superiors without any hesitation. Main
aim of utilizing this tool is that all tasks which are done by employees are accomplished within
limited period of time. In context of unitary approach, this will be described that overall decision
power is in the hands of a single individual. Additionally, he has to resolve entire clashes in an
adequate manner.
1

Pluralistic framework: With assistance of this structure, various teams as well as unions
will be made. Each person has his/her own targets and objectives which are needed to be
accomplished by them (Bach and Kessler, 2011). Fundamental purpose of utilizing this attribute
is that it aids to formulate effective relations with workers. This will be created with the help of
understanding, conversation and listening amongst superiors and subordinates. For the above
stated purpose, manager will use collective bargaining approach. Decision power is not in the
hands of a single person only. To take a step, an adequate evaluation is needed to be done.
Illustration 1: Conflict and employee relations
(Source: Conflict Management, 2017)
Therefore, above mentioned two approaches are mostly utilized in the business
surroundings. In this, pluralistic method is utilized by ALDI as they permit their staff members
to take part in each and every step which is taken by them. Hence, it will help the administrative
division to accomplish entire task within limited period of time.
1.2 Changes in trade unionism have affected employee relations
As time passes, many alterations are taking place in the labour union. Primarily, it was
considered as an informal team of staff members (Clarke, 2011). But in the recent era, they are
known as a representative of employees in nation who help to sort out their problems. Along
with this, it assists to secure workers from any kind of differences. With assistance of this,
2

individuals will be able to do their tasks according to their capabilities as well as knowledge.
Main purpose of this union is to concentrate on labour’s welfare. It assists to ensure that there is
nothing which is providing harm to the goals of company. Additionally, it is important for the
trade union to focus on training, education and relations of staff members. Hence, these
components will influence the entire association and in addition, employees who are engaged
over there. Political and legal aspects: It has been seen that there are many modifications are taking
place in laws of nation on regular basis (D'Cruz and Noronha, 2011). Regulatory body
has to assure that firm is growing on continuous basis so that, they will cater some
advantages to people. Like an example: government formulated a legislation of equality
which forces organisation to alter their strategies or policies. Apart from this, ministry
body will formulate an isolated commission. Thus, they will adjust many laws and will
make a particular entity who will examine the procedure. If it is not done adequately
then, organisation will face legal issues. It will permit the trade union to debate and in
addition, to get assured that all employees are getting similar chances. Partnership with management: Main purpose of labour union is to work as a
representative of workers and they have to be assure that entire troubles are sorted out
within limited time duration (Dasgupta, Suar and Singh, 2012). It will be developed by
those individuals who are doing their work in organisation. In the recent era, they are
considered as a foremost part of business which aids to protect employees.
 Technology: If any kind of modifications are done in techniques then this will affect the
labour union. By installation of new equipment in association, requirement of workers
will get reduced and firm will accomplish their work in an effective way with the help of
new concepts or methodologies. On the contrary, it is important for union to get ensured
that each individual is reassigned with some other occupation.
Hence, it has been comprehended that these all will affect the relations of staff members.
It is essential to deal with these issues in an appropriate way.
Trade union is a contract that includes laws for e.g. if a person or nation joined these they
would not be able to join any other job and if they do so then they will be able in losing their
current job and it will be a fair judgement taken by employer. But nowadays people started
3

refusing to be a part of these unionism because they want to do more than one job for betterment
of their lifestyles.
Employee relations were different in past time or at a time of Margaret Thatcher's era. At
that time this lady used to focus on trade unionism. It means they used to motivate employees to
get into membership agreement with current employer and if they refused to join that they will
loose their job automatically and it would be a fair decision taken by company. She focused on
trade unionism that overall increased social cost, strict regulation that reduced employment
chances and they also attached Maastricht Treaty on agreement with employee relations. Social
benefits were ignored in this era.
At the time of Tony Blair employee relations were very flexibility, efficiency and fairness
in work was introduced that generated new kind of bond between employees and managers.
They focused on new & improved labour market, fresh laws for employees welfare that should
focus on social benefits of workers, and they introduced flexibility in employment that became
reason of economic growth etc.
1.3 Role of important players in employee relations
There are many players who play an eminent role to build an effective relationship
amongst people. This cannot be attained through the contribution of parties. To develop relations
amongst superiors as well as subordinates, management department will formulate some
strategies as per the circumstances.
Thus, there are some roles which are associated with some significant players to
employee relations, are stated as beneath: Manager: Main duty of them is to prepare some strategies as well as policies for
business. Along with this, it is required for them to evaluate and implement strategies in
an effective manner (Devonish, 2013). It is significant for them to get assured that entire
work is accomplished within limited period of time. They need to manage distinctive
clashes which will take place amongst subordinates and administration. In ALDI, it is the
major duty of manager of human resource to ensure that there is perfect competition
amongst people and in addition, workers are satisfied with surroundings of workplace. He
will utilize different sorts of techniques to keep up an adequate conversation and resolve
4

issues. By doing this, he will cater motivation to their staff members. Apart from this,
they will also work as a mediator between employees and management. Government agencies: They are working as a representative of regulatory bodies and
they need to assure that all exercises are taking place in company in an effective way
(Guillot-Soulez and Soulez, 2014). To improve the working environment of industry,
there are various kinds of regulations as well as rules will be formulate by ministry body.
It is required for them to get assured that no privileges of people will get harmed. In this
relation, there are many acts formulated such as Equality law, minimum wages, health
and safety, child labour and many more. Workers: They are considered as the most significant factor of organisation. Manager
will prepare plans and along with this policies as per the skills of their employees,
because they aids enterprise to implement these strategies and help them to achieve
coveted objectives and targets. It is must for them follow all rules at the time of working;
thus, they will keep up operational activities adequately. Staff members have to
participate actively to accomplish all tasks and therefore, they will fulfil it within specific
time duration.
 Supporting parties: Third party will aid in this procedure, like an example: extrinsic
organisation laws work as a mediator amongst staff members and administration at
various time. It will be developed by the people like they make teams to resolve their
issues but they exist in intrinsic surrounding.
Henceforth, it is fundamental for parties to accomplish responsibilities adequately to
accomplish work within stipulated time span.
TASK 2
2.1 Procedures an organisation should follow when dealing with different conflict situations
There are many kinds of circumstances of clashes will happen in firm which have to be
sort out quickly because it will affect entire productivity as well as profitability of firm. In this
relation, there are various dispute conditions along with adequate solution is stated as beneath:
Dispute amongst staff members: In ALDI, there are numerous staff members who are
doing work over there. They all came from distinctive nations, caste, religious and culture. This
kind of circumstances will develop high chances of clashes amongst them. Apart from this, there
5

behaviour, habits and in addition language will develop issues between them (Gupta and Kumar,
2012). For above stated purpose, there will be a manager of team who helps to sort out problems
in an adequate way within limited time span. It has been noted that, almost entire issues
developed when an individual is doing their task in group. The person who is managing team
must have an adequate knowledge of language, behaviour, habit and religion of people.
Therefore, he will be able to handle entire troubles which are associated with this. As they have
to solve problems of both parties; thus, it is must for them to take their views or opinions to take
an appropriate solution.
Conflict amongst company and employees: This is another condition which will occur in
ALDI as expectations of staff members are much high in relation to premises, timings, rewards,
remunerations and so on. Sometimes it will be possible for manager to fulfil their but it is not
every time (Kazlauskaite, Buciuniene and Turauskas, 2011). As a result, this will lead to clashes
amongst them. Therefore, it is essential for superior to create a commission of manager who will
examine requirements of employees. So that, they will determine an appropriate result against
worker's expectations. If manager is using an process to solve troubles then, it is must for them to
communicate about it to their subordinates. As a result, work will complete with maximum
effectiveness.
2.2 Features of employee relations
Fundamental reason of various clashes raise in firm for monetary advantage which is
given by organisation. Many times staff members demand to their employers for increment in
salaries, this will enhance dissatisfaction amongst workers (Luo, Wieseke and Homburg, 2012).
As a result, they will get demotivated which will provide impact to their productivity as well as
profitability of firm. If each and every individual if doing their work with effectiveness then, this
will assist them to accomplish targets as well as goals within limited time span. Along with this,
they will cater best services to their clients which will make their satisfied. As there are various
rivals of ALDI at marketplace; therefore, it is fundamental for them to provide best and
qualitative products and services to customers. Therefore, in this regards some of fundamental
key features are here which is stated as below:
Trust on company: If company is not accomplishing requirements of their staff members
then, they will lose their trust on organisation (Morris, 2012). Therefore, it is required for an
association to create sufficient alterations in firm as per the demand of employees. This will aid
6

them to gain trust as well as loyalty of employees. As a result, productivity of affiliation will get
enhanced and they will be able to acquire maximum share of market.
Communication: It is must for superior to keep up an adequate conversation with their
subordinates. Therefore, they will share their opinions and thoughts with each other without any
kind of hesitation. This will also help to sort out entire issues within requisite period of time as
conversation is the best part to solve any disputes.
Negotiation: This procedure is utilized by ALDI; thus, they will increase their relations
with staff members. As a result, effective bonding will develop amongst group members. This
will assist firm to enhance their advantages from extrinsic marketplace.
2.3 Effectiveness of process used in selected conflict situations
Employer of ALDI has to examine those issues which are confronting by workers. To
solve clashes in an effective way, an adequate process will be adopted by superior. It is required
for manager to develop an adequate coordination amongst each department; as a result, chances
of disputes will get reduced. Apart from this, it is essential for employer to concentrate on those
policies which are formulated by top level of management; thus, by follow the adequately they
will acquire best and effective solutions for employees. To reduce issues which are facing by
staff members it is must for company to concentrate on their requirements. By accomplishing
them they will improve their productivity and satisfy their clients.
Furthermore, superior will acquire feedback from their employees in relation of their
work which is performing by them (Rodriguez and Mearns, 2012). This will lead to develop an
adequate relations amongst them. As a result, performance of workers will get improved and
entire disputes will sorted out within requisite period of time. To enhance involvement of staff
manager will conduct some activities for them. It will also aid to improve their knowledge as
well as abilities.
To solve issues amongst staff members adequately; process will be taken after by
manager. It is must for company to cater an appropriate working surroundings to their workers;
thus, they will accomplish their task effectively as well as efficiently. By understanding need of
employees and accomplish them on time, employer will retain them in firm for longer time span.
Henceforth, it is must for ALDI to set up an accurate process so that they will deal with
clashes in an adequate way. This will allow superiors to listen about the issues which are facing
7

by subordinates associated with work. Thus, by resolve them timely, enterprise will easily
accomplish their targets as well as objectives.
TASK 3
3.1 Role of negotiation in collective bargaining process
Collective bargaining is considered as a procedure in which discussion is done amongst
union as well as administration (Ruth Eikhof and Warhurst, 2013). This all things get done in
connection of conditions and terms which are associated with employment of individuals. This
procedure is much productive and in addition useful which help persons to take an effective
judgement in relation to their career. Apart from this, with assistance of collective bargaining
staff members will communicate their message to managers. Trade union are known as a
representative of employees who have to concentrate on many facets of occupation. This is a
technique which allows every party to tell about their thoughts as well as opinions in front of
others. Therefore, it will aid them to sort out issues appropriately. Discussion is the fundamental
part which is related to collective bargaining. It is must to comprehend it in a better way: Negotiations enhances effectiveness of collective bargaining: If proper discussion is
done amongst people then, this will assist to reduce clashes amongst people who are
working with company. If there is continual alterations in elements of environment then,
this will influence workers. If there is lots of problems are identified then, trade union
will put it in front of superiors to resolve it in an effective way.
 It aids in meeting results effectively: If staff members of firm are much satisfied from
their organisation then, this will assist them to enhance their motivation level (Tansel and
Gazîoğlu, 2014). Thus, with assistance of negotiation procedure both superior as well as
subordinates will put their problems in front of each other which will help to acquire
appropriate outcome.
Fundamentally, ALDI utilized collective bargaining so that they will satisfy each division
through their services and further improve their procedure. It is essential to keep up environment
and in addition culture within firm (What is Collective Bargaining, 2017).
3.2 Impact of negotiation strategy
Negotiation is a significant technique and as per this parties will argue with each other
which will be related with their interest. Company will settle down problems which are
8

confronting by staff members with assistance of a negotiator. Therefore, it is foremost
responsibility of superior of ALDI to make their policies more effectively so that they will sort
out problems which are facing by staff members. By utilizing this sort of strategy firm will run
their entire business in a smooth manner and in addition will accomplish coveted targets and
goals. Various sorts of strategies related to negotiation will comprise many plans and process. In
an enterprise negotiation will be examined through outcomes and influence of relations.
With assistance of an effective bargaining procedure association will attain targets by
maintaining a proper relations. Employer will use distinctive strategies to improve participation
of employees into business. They will conduct some motivational sessions for them as a result
this will help them to accomplish their task more effectively and efficiently. Along with this,
they will resolve their entire problems adequately. It will assist to keep up friendly relations;
therefore, employees will easily share their thoughts and opinions with employer. It is
fundamental for superior to examine those components or strategies which will help to sort out
clashes. It is must to develop strategies in a flexible manner; thus, manager modify it as per the
requirement.
TASK 4
4.1 Influence of EU on industrial democracy
Democracy play an effective and appropriate role in order to manage so many consents in
an association (Thorne, Ferrell and Ferrell, 2011). An effective democracy is one in which every
personality come together and make their projects appropriate in nature. European union is a
group of various countries whom are working together with an objective to make things
appropriate and effective of industries. Thus, for removing and unfollow all uncertainty of
business EU frame several laws and regulations which abide business associations to make their
activities proper and appropriate in nature. ALDI have to follow all such rules and norms
properly so that they can manage their working operations of a business in order to enhance their
productivity and profitability.
All rules and regulations have to follow by every association whom are working under
EU properly in order to make things correct and appropriate in nature (Upchurch and
Marinković, 2011). For protecting the rights of various employees EU imposed several laws in
the year 1971 whom have to follow by all associations properly so that suitable working get
9

promoted and enhance. Hence, for securing the rights of an association as well as employees, EU
incorporated and make their activities effective in nature as well. Thus, influence of EU on
industrial democracy are describe and signified as follow:
Equal opportunities: Market opportunities are equal for all organisations whom are
working and operating their business in European market. Along with this, all association also
have to understand this fact and provide opportunities for their employees as well. Hence, in
business, managers of ALDI have to provide equal opportunities to each and every employee of
a company.
Employment protections: Another major thing which imposed by EU is to protect the
right and working of employees. Employment protection is a major thing because many large
firms rapidly exploit their employees which is not appropriate in nature. ALDI managers have to
understand this section properly and protect rights of their employees properly. This work get
done through HR manager of a company as they better aware about all laws and regulations.
Employee relations: A major thing in business is employee relationship which increase
and enhance productivity and profitability of business. Employee relation is a major thing for
every business through which each and every task get accomplish properly. EU make several
laws which enforce business to make appropriate and effective employee relationship.
4.2 Methods used to gain and improve decision making process through employee participation
Employees involvement in business support in enhancing the profit and productivity of
business. Managers of a company take various aspects in account while they are taking any
beneficial decision like financial records, previous statements, sales and volume etc. All these
facilitate an association to grow and make effective and appropriate products and services. ALDI
have to determine all relevant approaches through which they can take their employees active
participation in decision making process. This enables them in order to improve their working
and enhance results as well:
Broad level
participation
By applying this
technique into
business, management
become able to take
suitable and
appropriate decision
Innovative suggestion
participation
Another major thing
which support an
organisation to
enhance their sales and
volume is to take
better and innovative
10

related with an
association. ALDI
taking operational
level staff in account
while taking any
beneficial decision
which motivates them.
ideas through
employees
participation.
Employees are on
regular basis
interaction with all
users and thus they are
more able to determine
various needs and
requirements properly.
ALDI can take their
employees view at
such consent when
they are producing
more products or at the
time when introducing
a new product at
market world.
Collective bargaining HR manager of a
company can use
collective bargaining
process at such point
of time when any issue
is facing by a company
or any negotiable
process determines.
ALDI managers can
use collective
bargaining process in
consideration when
they lead to take any
Job enrichment
participation
Managers and leaders
can select a best
candidate from a group
who is able to deal
with various consents
properly. Job
enrichment
participation support in
removing and
resolving all issues and
motivate employees
towards goal and
11

beneficial decision
related with their
employees. Through
negotiation staff
members enforce to
think that everything is
getting done properly
as well as they become
more efficient in
nature.
target accomplishment.
For more and more employees contribution in a company, management have to make
their active participation in business activities. These all methods are helpful for ALDI in order
to enhance their working and productivity for an association. Hence, managers have to apply
relevant method on business which facilitate them an option to make things correct and
appropriate in nature.
4.3 Impact of human resource management on employee relation
HR of a company play an effective and appropriate role in order to resolve many
conflicts. Thus, business have to take this factor in account properly that HR is a only one who
enable business to grow and make healthy and effective relationship with employees as well. HR
management have to make effective relation with employees by resolving all issues and conflicts
between them. This facilitate them an option to make things correct as well as business
profitability and productivity get enhance. Management have to take active participation in order
to resolve all conflicts between employer and employee. ALDI managers have to take this factor
in account properly and evaluate concept of HRM impact on employee relationship:
Positive impact:  Through HRM interaction, most number of employees become
dedicated towards their working and become feasible in nature as
well.
 Involvement of employees while taking decision support them in
order to enhance their productivity and profitability and motivate
12

them as well.
 Employee turnover cost get minimise because more number of
employees get retain into business again and again.
 At the time of HRM more appropriate understanding between
employees become possible as well as team get build which further
enables an association to grow.
These all are several positive impact of HRM on employee relation which have to take in
consideration by ALDI managers of a company. This enable them in order to make things correct
and appropriate in nature so that all strategies get implement properly which are beneficial for
society and feasible in nature as well.
CONCLUSION
From above assignment it has been comprehended that employee relations are essential to
improve productivity as well as profitability of an organisation. Therefore, they will attain
coveted targets within requisite period of time. Manager has to solve problems timely because
this will hamper their entire business either directly or indirectly. Company is using pluralistic
reference of frames which help them to improve participation level of staff members. It works as
a motivation and employer will improve their working performance.
13

REFERENCES
Books and Journals
Atkinson, C. and Hall, L., 2011. Flexible working and happiness in the NHS. Employee
Relations. 33(2). pp.88-105.
Au, Y. and Marks, A., 2012. “Virtual teams are literally and metaphorically invisible” Forging
identity in culturally diverse virtual teams. Employee relations. 34(3). pp.271-287.
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., 2011. The limits to workplace friendship: Managerialist HRM and
bystander behaviour in the context of workplace bullying. Employee Relations. 33(3).
pp.269-288.
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.
Devonish, D., 2013. Workplace bullying, employee performance and behaviors: The mediating
role of psychological well-being. Employee Relations. 35(6). pp.630-647.
Guillot-Soulez, C. and Soulez, S., 2014. On the heterogeneity of Generation Y job preferences.
Employee Relations. 36(4). pp.319-332.
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.
Kazlauskaite, R., Buciuniene, I. and Turauskas, L., 2011. Organisational and psychological
empowerment in the HRM-performance linkage. Employee Relations. 34(2). pp.138-
158.
Luo, X., Wieseke, J. and Homburg, C., 2012. Incentivizing CEOs to build customer-and
employee-firm relations for higher customer satisfaction and firm value. Journal of the
Academy of Marketing Science. 40(6). pp.745-758.
Morris, T., 2012. Innovations in banking: business strategies and employee relations (Vol. 22).
Routledge.
Rodriguez, J. K. and Mearns, L., 2012. Problematising the interplay between employment
relations, migration and mobility. Employee Relations. 34(6). pp.580-593.
Ruth Eikhof, D. and Warhurst, C., 2013. The promised land? Why social inequalities are
systemic in the creative industries. Employee Relations. 35(5). pp.495-508.
Tansel, A. and Gazîoğlu, Ş., 2014. Management-employee relations, firm size and job
satisfaction. International journal of manpower. 35(8). pp.1260-1275.
Thorne, D. M., Ferrell, O. C. and Ferrell, L., 2011. Business and society: A strategic approach to
social responsibility and ethics. South-Western Cengage Learning.
Upchurch, M. and Marinković, D., 2011. Wild capitalism, privatisation and employment
relations in Serbia. Employee Relations. 33(4). pp.316-333.
Van Buren III, H. J. and Greenwood, M., 2011. Bringing stakeholder theory to industrial
relations. Employee Relations. 33(1). pp.5-21.
Online:
Conflict Management, 2017. Conflict and Employee Relations. [Online]. Available through:
<http://selfmanagementnotes.info/conflict>.
14

What is Collective Bargaining. 2017. [Online]. Available through:<
https://legaldictionary.net/collective-bargaining/>.
15