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The role of negotiation in employee relations

   

Added on  2020-06-05

19 Pages5148 Words250 Views
Employee Relations
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Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Unitary and pluralistic frames...............................................................................................11.2 Impact of changes in trade unionism on employee relations................................................21.3 Role of main players in employee relations..........................................................................3TASK 2............................................................................................................................................42.1 Procedures to deal with different conflict situations.............................................................42.2 Key features of employees in conflict situations..................................................................52.3 Effectiveness of procedure....................................................................................................6TASK 3............................................................................................................................................73.1 Role of negotiation in collective bargaining.........................................................................73.2 Influence of negotiation strategy...........................................................................................8TASK 4............................................................................................................................................84.1 Influence of EU on industrial democracy in UK..................................................................84.2 Methods used to gain employee participation and involvement in decision making process.....................................................................................................................................................94.3 Impact of human resource management on employee relations.........................................10CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................13
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INTRODUCTIONEmployee relations is a term which describe the connection between staff membersworking in a team or a group for attaining a similar objectives. In fact positive relations betweenemployees and employer is a key to success because it supports while performing businessoperations. Organization with a healthy environment encourage labours towards personal andprofessional targets as well as motivate them to stick towards their performance (Atkinson andHall, 2011). Marks and Spencer is a British multinational retail company founded inapproximately 1884 by Michael Marks and Thomas Spencer situated in London which isspecialised in clothing, home products, food stuffs etc. This report is going to distributed intofour different parts for explaining the importance of employees relations in resolving variousconflicts which emerges in an organization. Furthermore, assignment explains the importance oflabours and impact of changes in trade unionism on entire association as well as society becauseemployees are act as a one of indispensable assets for every enterprise either small and large.Apart from this, it also highlight one of a useful strategy of minimizing disputes andeffectiveness of its procedure which is used by company while removing conflicts. At the endassignment is going to shows the role of employees in decision making process and influence ofemployees relations on personnel resource. TASK 11.1 Unitary and pluralistic framesRelationship between employees are one of indispensable issue in corporate worldbecause overall success is depend on it. Therefore every organization trying to maintain thedecorum of their company by creating a mutual understanding between staff members forincreasing productivity. Unitary and pluralistic framework is a two different perception whichare stated as follows:- Unitary:- According to this perspective trade union is of no use because employees ofMarks and Spencer perform their job role in a harmony without conflicting with each other. Infact in this framework disputes are fully ignored by leaders for maintaining the healthysurrounding of a company (Bach and Kessler, 2011). Due to this quality most of the associationsdesired to implement this strategy for creating friendly relations between employees andemployers which resulted in minimization of trade union responsibilities. Apart from this,1
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recruiter of a company trying to hired employees with same life style for reducing chances ofcontentions. Pluralistic:- This approach was introduced and developed in mid 1960 and 1970s inEngland. As per this, representatives of an association having interest and unmistakable esteemswith respect to work. If this approach is used by large associations then are numerous ofproblems occurred in between members working in a team (D'Cruz and Noronha, 2011). As perthis approach employees are ready to fight and not agree to accomplish their task in a given timeframe. They required to control battles in association which will help at that point to accomplishwanted targets and objectives. Marks and Spencer believes in adopting unitary framework in their undertaking becauseof their simplicity. HRM is a fundamental in business and they oversee and additionally controltheir work successfully which will aid them to achieve plans and destinations in a proper way.Pioneer of association needs or has to know desires of their workers for this they utilized aconsultancy industry. Marks and Spencer dependably repudiate to utilize trade union and theyhave a successful arrangements and also techniques in their organization which will support atthat point to diminish struggle and minimize grievances in their industry (Do Paco and CláudiaNave, 2013).1.2 Impact of changes in trade unionism on employee relationsTrade union is also consider as a labour union which is an association of workers whocome together for attaining a similar goals for example preventing employees from exploitation,implementing safety standards, providing maximum pay and benefits such as medical healthcare, better working environment etc. Modification which is occurring in a trade unionism have adirect impact on a relations of employees because it act as a community of labours which worktogether for raising standard of workers (Gupta and Kumar, 2012). Moreover, in mid of 19thcentury labour union was controlled by moderate new model unions but in approximately 1824 itbecome legalised. On the contrary to this, various alterations is taking place in trade unionismwhich has been identified and have a direct influence on employees relations in Marks andSpencer. Therefore changes in union is happening just because of reformation in macro factorswhich are explained as follows:- Political and legal:- Introduction of new laws, norms, beliefs and acts within economyhave a greater impact on a employees connection in a referred organization due to its2
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