Employee Relations and Collective Bargaining
Added on 2020-07-23
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EMPLOYEERELATIONS
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Unitary and Pluralistic Frames of Reference....................................................................11.2 Effects of changes in trade unionism for employees relations.........................................21.3 Main players in employee relations and their role...........................................................3TASK 2............................................................................................................................................42.1 Procedures for dealing with conflicting situations...........................................................42.2 Key Features of employee relations.................................................................................52.3 Effectiveness of the procedures used in a conflicted situation........................................5TASK 3............................................................................................................................................63.1 Role of negotiation in collective bargaining....................................................................63.2 Impact of negotiation strategy for a situation...................................................................7TASK 4............................................................................................................................................84.1 How EU influenced industrial democracy in UK.............................................................84.2 Comparison of different methods of gaining employee participation and involvement inthe decision making process in the organisation....................................................................94.3 Impact of human resource management on employee relations....................................10CONCLUSION..............................................................................................................................10REFERENCES..............................................................................................................................11
INTRODUCTIONEmployee relations are terms that a company manages for the healthy relation betweenthe employees and the employers. Any organisation consisting good employee relations gives afair and healthy treatment to all the employees of the organisation. Every employee shares adifferent relationship with the co workers in the organisation. The interaction between the otheremployees plays a very important role. There are certain personalities which play a major role inemployee relations and these are employees themselves, managers, trade unions and the thirdparties. Trade unions consists the people supporting the employees in getting their wishes doneby the management but they do not support any partiality (Eden and Ackermann, 2013).Conflicts do come while working in an organisation and that cannot be avoided. They are also apart in the workplace. The report is about understanding the importance of employee relationsagainst a different background with the conflicts and its resolution. The report analysis will bedone with reference to ALDI, one of the biggest retailer which deals with selling the qualityitems at low prices.TASK 11.1 Unitary and Pluralistic Frames of ReferenceFrames of references can be considered as a set of rules that helps judgements to bemade. The two major frames of reference are Unitary and Pluralistic frames. Unitary consists of a single authority source in the organisation. The source usually is themanagement with the hostility leaders that are almost non existent. The leaders work is tomaintain honesty and commitment within the workers. Various organisations, like in case ofALDI, all the workers are working for the mutual goals and there may be no conflicts betweenthe employees and managers. The Unitary perspective suspects that both managers andemployees can work together for achieving the interests and targets. Trade unions are not seemessential in this frame as they do not perform a legal role to the objectives of the management.ALDI takes full advantage of the Unitary perspective as its forte is to harmonise the relationsbetween the employees and the employers which will further result in enhancing honesty andcommitment between them. The conflicts are also recognised negatively as they lead todysfunctionality which is not good for the organisation. A major weakness of this frame, whichALDI also is going through is they lack in noticing the power inequalities between theemployees and the employers which results in producing conflicts between them. 1
Pluralistic consists of a various set of opinions, values, interests and behaviours. There are somerival leadership sources also in the organisation. Conflicts between them is totally unavoidablebecause of the clash of competing interests between the people but if conflicts can be predictedbefore only, it can be helpful as well. In this frame, the role of management is moderate betweenthe employees and the employers. Trade unions play a legal role for the employees in thisperspective and considered positive because of the help and better decision making, they provideto the employees. By some concessions and negotiations, the relationship stability between theemployees and the employers can be maintained. It is not that conflicts are not overseen but thestakeholders also participate with the others in solving them. ALDI follows the perspectivebecause their approaches effectively can resolve the conflicts. This frame has a disadvantage ofnoticing the fact that the state is not producing public interests but the commercial ones.1.2 Effects of changes in trade unionism for employees relations.The main forte of the trade union development is to safeguard the interests of itsmembers from any misuse of the employer. Rather than protecting the interests, it also makessure to protect them from any industrial hazard. They act as a spokesperson from the side of theirmembers i.e. the employees to the management authorities (Freeman and Han, 2012. Theoutcomes are better with the involvement of trade unions. They do not let the employee torepresent the problems, they do it all by themselves. It also maintains the joint enterprisefunction in which they satisfies the interests of employees as well as of the production). In ALDIalso, the trade unions have a huge impact in clarifying the problems of the employees to themanagement (Hayter and Weinberg, 2011).The union there also does not support any partiality for the employees because their forteis to improve the overall performance by clarifying and improvising their problems so that a wellmaintained relation can be balanced in ALDI. It helps in an amiable relation between themanagers and employees and their interaction with the management also improvises (Kahler,2013). In ALDI, they seriously follows the trade union policy as many times some faults havebeen done by the employees, so rather than issuing any penalty to them, they have adoptedrectification policies. If anywhere in the ALDI, some fault has been done, they simply need torectify it. Finding remedies to the problem is a better way to solve it rather than giving anypenalties.2
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