Employer-Employee Relations and Impact

This assignment delves into the complex world of employer-employee relations, examining various approaches to fostering positive workplace environments. It analyzes the influence of employee voice, diversity, and leadership styles on employee well-being and organizational success. Students are encouraged to consider the role of corporate social responsibility, legal frameworks, and trade unions in shaping these relationships.

Employee Relations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Different frames for handling employee relations............................................................1
1.2 Impact of change in trade unionism over employee relations..........................................3
1.3 Roles of key players in employment relations.................................................................4
TASK 2............................................................................................................................................6
2.1 Procedures for resolving conflicts....................................................................................6
2.2 Key features of employee relations in conflict situation..................................................7
2.3 Effectiveness of procedures of resolving disputes...........................................................8
3.1 Role of negotiation in conflict..........................................................................................9
3.2 Negotiation strategies and its impact..............................................................................10
TASK 3..........................................................................................................................................11
4.1 Influence of EU on industrial democracy and its change after UK exit EU..................11
4.2 Methods to gain employee participation and involvement in decision making process 12
4.3 Impact of human resource management approach on employee relations.....................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Employee relation refers to the relationship between employee and employer in the
organisation. This is important thing for the organisation to manage such relationship so that they
can attain growth of their business. Organisation that has good employee relations program is
able to provide fair and consistent treatment to its employees. It helps the employees to devote
more time to job and make them loyal toward the company. Tesco is grocery sector company in
UK that is providing their services in effective way to number of people (Ahmad and Shahzad,
2011). This company has effective employee relationship and it is the key to the growth of this
company. Different programmes and seminars are organised by cited company so that they can
make more effective production by utilizing positive efforts of its worker. In the present report,
there is an explanation regarding different perspective of handing employee relationship as
unitarist, pluralist, radical and impact of change union on it. Furthermore, the role of different
player in this regard, handing of different conflict situation, procedure of solving conflicts, role
of negotiation, strategies, influence of EU on industrial democracy of UK, method of employee
participation in decision making are also elaborated.
TASK 1
1.1 Different frames for handling employee relations
Positive relationship among the employees of company is important part for the success of the
organisation. It helps to attain the goals and objective of the business. Therefore, Tesco adopt
effective theories to mage such relationship. Following are the different perspective in this
regard-
Unitary approach
In this perspective, employees and worker of the company is working in harmony so that they
can achieve goals of the organisation (Avey and et. al., 2010). If there is any conflicts and
confusion arise among them then leader and manager of the company play important role to
maintain positive environment in the company. Therefore, there is no need for union as the
employees are free to communicate their issues and problem without any hesitation to manager
and senior team. Every organisation want to adopt this way so that they can be effective in
establishing positive relationship among supervisors and subordinates. Corporate always try to
1

have those employees who are similar life style for extinguish issues that may arise in future
time.
Radical framework
This is also known as Marxian approach. This method is based on social factors that create
influence on the organisation performance in various ways. It is helpful way that helps the
company to resolve such issues that are faced by the business in their business and these
problems are related to social conflicts (Bach and Kessler, 2011).
Pluralist framework
In this approach, employees of the organisation do not have similar value and interest that affect
environment of company. As per Pluralist approach, There are many ruling principles that are in
force in company's operation and it creates lot of conflicts and issues in employees relationship.
Generally, these issues are arise in retail store and large business entity. In this system, it is
shown that every employees express their own views. If they are satisfy with the policies and
plans of the company then they make counter attack. Pluralist framework is the method where
issues are arise due to emergency of different ideas and opinions (Cai, Jo and Pan, 2011).
2
Illustration 1: Different Approaches

(Source: Approaches to Industrial relation, 2017)
1.2 Impact of change in trade unionism over employee relations
Trade union has vast impact over the employees relationship because it has important
role to attain goals and objectives within the stipulated time framework. If there is any reform
arise in trade union then it affects the relationship among workers as they are connected with the
development and growth of employees of the company (Crespo and et. al 2011). The key role of
such union is to improve and promote the interest of the employees and provide support to them
for increasing their salary and wages and it also ensures that better surrounding is provided to
worker at workplace. Most of the labour join such union so that they can be treated with fair
reward and compensation and to ensure that equality is provided by the organisation to all the
employees. Many alterations are taken into consideration in labour unionism that affect
relationship among employees that are working in Tesco.
It is implemented due to reform in macro environmental factors like-
 Political- There are many laws, rules and regulations that are created by advisory body
that have vast influence over the labour that this working in the organisation. The most
important task for such regulatory body is to enforce such laws and provide equal
treatment to all the members. Issues are arise when such organisation is failed to fulfil
such terms and guidelines (Dreyer, Hauschild and Schierbeck, 2010). Technological- Various up-gradation of new technology is required to be adopted by the
organisation so that they can complete the task in effective manner. Thus, Tesco is going
to enforce new strategy which is retrenchment. Some of its employees are not attentive
toward their goal and it result in failure to achieve their goal in effectual manner.
History of trade union
In 18th and 19th Century, it is enforced first in Britain and make necessary development
the participation of number of employee who are working in renowned companies. It ensures
that better wages and healthy environment can be provided to them. After the implementation of
trade union, number of workers move to strike against it. Basically, it is primarily decriminalised
under the suggestion of a Royal committee in 1867 where main motive is to establish institution
that work for betterment of employers and employees. Trade Union is legislated in around 1871
for transforming social economic conditions.
Role of trade union
3

It has main role to protect the right and interest of the employees at work place by
implementing various strategy and plans. The responsibility of trade union changes by the time
and its role has been broader due to modernize world. The main role of trade union is to develop
and uplift working conditions of industries of Britain.
1.3 Roles of key players in employment relations
It is important for Tesco to maintain healthy relationship among the worker who are
associated with the organisation (Farndale and et. al 2011). This is required to implement various
plan and programmes in this regard and also to take help of various players as-
 Employer-
It is required for the employer to make focus on then relationship of senior management and its
employees so that they can attain the growth of the organisation. It helps to attain the growth of
the company at high graph. This is important because labour act is critical resource of the
success of the business. Employer is responsible to create healthy and positive environment at
workplace so that employees can work in more effective manner. This is also important to assign
the task to employees as per their specialization and area of working so that such person can
provide better result.
 Employee
It is the responsibility of employees and worker to work within ethical manner so that they can
provide better result to the company. They are required to provide assistance to their co-worker
when they are facing some issues at workplace. It is important for the employees to have better
relationship with their subordinates, they need to talk t=with them, share some ideas and share
happiness and sorrow. Healthy relationship among them helps to achieve goals and objectives of
organisation (Flammer and Luo, 2017).
 Role of trade Union
Trade union is working for the welfare of the employees of the organisation. It is formulated to
protect the right of the worker at work place. They bargain terms and conditions of employment
of workers who are in bargaining unit. Employees can consult to them regarding transfer of
business ownership, personal pension scheme, health and safety measures at workplace.
Employees can get associated with such union to consult issues that are being faced by them on
regular basis. It helps to make healthy relationship among various employees.
 Employer association
4

It is the group of employers that make their positive effort to represent their organisation in
present time and to strengthen the position in society. This is totally different from trade union.
They make focus on large number of employees, not individuals. This association has key role to
deal with the issues that are faced by labour in organisation, development of strong relationship
among employees, to bring regularity in this regard. It is related to rights, matters, working
environment and industrial relations among employers (Frone and Trinidad, 2012).
 Government
Government has vast power to influence the employer and employees. They can implement new
laws and make various in plans and policies that has impact over the organisation. Governing
body has main role to implement laws, rules and regulations and to provide assistance to
employee from their exploitation at job place. They have main role to create the environment that
is free from discrimination and other negative factors.
TASK 2
2.1 Procedures for resolving conflicts
According to the present case, it is identified that negotiation is the important factor that can be
considered to resolve the issue that is being arise between employer and employees. In the given
case, there is contract among BMA (British Medical Association), NHS employers and
government over junior doctors where conflicts arise due to different opinion. For solving the
such issue, it is required to take corrective measures and conduct useful programmes in this
regard. This is important to apply useful ways to eradicating such problems. NHS implemented
negotiation process so that they can eliminate such disputes that are faced by various employees
and group of workers (Hogh, Hoel and Carneiro, 2011).
Number of ways are available to address such conflicts as-
Conciliation In this way, the dispute is resolved with the
help of third party. The third part is chosen by
the mutual understanding or employees and
employees.
Arbitration In this process, third party is involved and they
consider the views of both the part and make
decision in this regard. There is possibility that
5

both the party can't agree with the decision of it
(Kim and Rhee, 2011).
Meditation In this step, mediator play important role to
resolve the issue. Such person provides
suggestion in proper way and resolve the
dispute.
Supervisor of NHS try to solve the issue that is faced by them, in workplace by organising
various plans and programmes. This is important to adopt effective strategy so that positive
atmosphere can be created. Like: negotiation among two party play important role for resolving
the dispute in effective way as-
 Planning for negotiation
This is one of the important task to formulate plan and strategy for implementing this process. It
is between both the party among them dispute is arise. At this stage, they need to consider vision,
mission and objectives of process so that they can understand reason behind planning.
 Engaged with different party
At this stage, it is required to introduce agenda of dispute so that they can consider the objective
of process (Mahal, 2012).
 End of negotiation
After the proper clarification of every factor of dispute that has arise among parties. It is the
phase for ending conversation by considering effective decisions. This is last step of negotiations
in which all the issues have been cleared in better way.
2.2 Key features of employee relations in conflict situation
Conflict resolution is one of the important part for NHS. It is important for the organisation to
protect the employees from the such issues. Following are the ways of offence that create
hindrance as-
 Fraud
 Corruption
 Theft
 Misrepresentation
6

 Undue influences
In relation to employees relation, negotiation deals in controversy situation and provides
assistance to patties to clarify such issues and reduce the conflicts that have been arise. If the
obstruct relationship among employees of NHS arise then it may affect the environment of this
organisation. There is issue where some of the employees of this company are against the other
workers of same organisation. It can be where male employees are against female staff. The
problem of discrimination arise in workplace. Sometime, there is issue that arise due to allotment
of work in inequity way (Maurer and Chapman, 2013). It has vast impact over morale of the
employees. Employees of the organisation are less likely to work that result in reduction in
productivity of the company.
As per the present case, there is conflict between British Medical Association, NHS
employers and governing bodies. It is arise between them because they all have different opinion
related to enforcement of law, norms and belief. Basically, Doctor of BMA do not want any
reformation because it has impact over lifestyle and daily routine whereas government want to
enforce new law to eliminate discrimination and disparity.
Some of the features of employee relations for various conflicts are as follows-
 Need of creation of mutual understanding among employees and employers.
 Cooperative nature.
 Equality among every employees (McClean and Collins, 2011).
 To organise number of programmes.
There are many approaches are adopt by the management of NHS in resolving the
conflicts between employees. There are large number benefits are derived by organisation due to
application of such approaches like easy disbursement of the roles between employees,
completion of the tasks on time, creation of positive environment, motivation of employees etc.
The approaches which are applied to resolve conflicts are mentioned below:
 Consultation: This includes the process of consultation with the employees whenever
change the policies, decision making regarding works, determination of the roles and
responsibilities etc. This helps in attainment of the confidence of employees and trust
towards the functions of management. This has large number of importance for both
employee and employer. BMA is decided to plan law suit regarding ascertainment of
their demands.
7

 Negotiation: Management always need to provide chance to the employees to share their
ideas and feedbacks. This helps in removal of the conflicts in the organisation and
improves productivity. Negotiation always provides ways to resolve the issue in the
benefit of both the parties employer and employee. Through negotiation it is decided that
the health of the patient is important and the plan of strike is dropped by the employees.
 Conflict and cooperation: Conflict is the situation which is arises because of the
dissatisfaction of the employee regarding the changes which are happen in existing
policies. Cooperation is the effective tool which is used by the employees to stay against
the carnages and takes their stand. This tool is effectively used only when there is
existence good relation between employees and BMA. BMA has decided to do strike
with the help of employees against NHS and government.
2.3 Effectiveness of procedures of resolving disputes
The process of negotiation of very effective to make the clarification of the issues that are
faced at workplace. NHS is social service company that is provide their services to large number
of people. It is important for the cited organisation to consider effective procedure so that they
can provide better solution to the problem that are being faced by the employees of the company.
The main motive of effective process is to eliminate existing barriers. This procedure of dispute
resolving is effective and it can be explained through different points as-
 Satisfaction
This procedure is effective to satisfy both the parties of dispute. It is effectual in implementing
useful and impressive solution so that they can establish friendly relationship among employees
(Morris, 2012).
 Problem solving
One of the important factor of this process is to eliminate visible and invisible obstacle that have
influence over British Medical association.
 Creation of positive communication
They have main objective to create better communication among member of contract so that they
can eliminate such barriers.
 Maintaining a future relation
This process has main focus to maintain healthy and long relations among parties to contract.
 Follow appropriate steps
8

All the step of this procedure is effective in its own way and consider all the essential facts and
figures.
 Accuracy
By the implementation of activities and task, reliable and precise outcomes can be attained in
effective manner (Morrison, 2011).
 Consideration of factors
The internal and external factors play important role to solve the issues that are faced and they
are inter-related to each other.
Effectiveness of the procedures which are followed to resolve conflicts
It is always important to resolve the conflicts with the consultation of both the parties.
For this purpose, it is necessary to adopt systematic process and no unfair means are used during
the resolving disputes.
BMA is the important association which stands for the right of the employees of NHS.
They are taking various steps regarding stoppage of the contracts which are provide by NHS and
government. For this purpose, they are decided to file suit against the company. This is the
effective method as it is legal in nature to take their stand against any illegal process. But, their
second method of strike is not much effective because due to which patients are suffered and
have life threat due to not getting the services on right time.
3.1 Role of negotiation in conflict
Collective bargaining is the negotiation among manager and worker with the intention to
regulate working environment or conditions, benefits, compensation, discipline etc. it provides
effective coordination among employer and employee of an organisation. Basically, negotiation
creates indispensable and appropriate tool to create mutual understanding among NHS and junior
doctor by the implementation of effective strategy. The main objective of it to create
environment that is free from dispute and conflicts so the effective environment can be created.
Furthermore, people of different localities and culture have different views on every aspect and it
is the reason to raise conflict. Negotiation is to eliminate issues in peaceful manner by
conducting discussion between both the parties (Reb, Narayanan and Chaturvedi, 2014).
There are three steps in negotiation process-
9

 Power- this is long term scheme that provides aid to establish relationship among parties
by the implementation of different strategies. Rights- It is stated that negotiation is a legal system that required time, fund and capital.
 Interest- According to this, negotiation can be establish when there is mutual
understanding among the parties and both the parties are interested in settlement.
Apart from this, negotiation is the important process that has main motive to resolve the
dispute and conflicts that are occurred between the parties. In the present case, conflicts are arise
due to complexity in contract that require effective strategy so that differences can be solved in
better way. Therefore, negotiation is to improve the worst situation by considering appropriate
plan and procedure. There are some of the techniques that are involved in eliminating conflict
situation as-
 Consideration of appropriate plan and programmes so that target can be achieved.
 Elimination of issues that are faced among the employees.
 Adopt effective strategy, policies of conflict resolution like ADR (Alternative Dispute
Resolution).
3.2 Negotiation strategies and its impact
According to the present situation. Negotiation technique plan vital role in elimination of
conflicts that are arise among the parties. In current, the issue arise among British Medical
Association, employers of NHS and junior doctors (Saleh, Zulkifli and Muhamad, 2010). To
resolve such dispute that is arise among them, governing body considered negotiation process
and various strategies like-
 Yielding
This is variable pricing strategy that depends upon behaviour of other party and it is specific to
particular topic, issue and hindrance. This scheme is based on reaction of parties that have
influence over contractor for setting disputes.
 Compromising
In this strategy, parties to the dispute have to make compromise due to some basic reason. In
present scenario, medical association and employer of NHS require to make compromise
because it has impact over productivity and it also affects people. Sometime, there is situation
that arise where patties of the dispute are not satisfy with the compromise.
 Competing
10

As per this view, both the parties are competing with each other. This approach is used as
aggressive system that create negotiation process as a zero sum game. It is used by the cited
organisation to motivate their employees so that they can attain their goals and objective ion
better way.
 Problem solver
It is like competing and compromising due to its principle that begin from respecting other party.
It is identified that negotiation is the effective process that involve various process that
covers different schemes, plan. Idea and policies for addressing conflicts or coercion of parties
that are involved in contract.
TASK 3
4.1 Influence of EU on industrial democracy and its change after UK exit EU
Industrial democracy covers labour relation that involve decision, sharing responsibility
in workplace. It can be said to be organizational framework in which workplace is operated
directly by people who are as private and state employees (Shuck, Reio Jr and Rocco, 2011).
Democracy participation is important that provide advantages to manager and other staffs and
make the involvement of them in equal manner in decision making, sharing of power and
allotting various responsibility between them.
It is identified that EU does not follow industrial relationship practices as to build
business relationship. Due to up gradation of new technology in market, it has vast impact over
EU. Under the democracy practice employees of organisation are associated as intrigant part of
the company as their problem are solved in effective manner. By the involvement of this, worker
shows great involvement in every actions of company with full confidence and trust.
Because of the institution of new idea, it provided help to employees with various right
and responsibility to consider effective decision in business, power to establish effective control,
involvement of new aspect in organisation. As per EU, practice are come out to be great success
to al sectors of organisation who has introduce various service to their employees to build strong
and supportive relation among employees and organisation (Skakon and et. al, 2010).
EWC (European work council) pretend the influence of council on organization and industries
that has main motive to improve workers information by protecting their rights. It is directed by
11

two European directives that are effective part of national legislation in all European economic
arena. Thus, this institution play important role in industrial democracy that is as-
 It provides assistance to get accurate information that is used by the employees who are
working in a multinational organization and it is important to consider in decision
making process.
 This aids to promote economy of country. Help to collect real evidences.
Impact of Brexit on UK is mentioned below:-
 Due to Brexit, it bring instability in economic condition of UK.
 It is resulted in increase in unemployment.
 This has bast impact over the living standard of society.
 It has influence over the rules, norms and regulation that are governed by UK.
 Emergence of inflation and deflation (Van der Aalst and et. al 2011).
4.2 Methods to gain employee participation and involvement in decision making process
Participation of employees is very important to attain the goals and objective of
organisation. It is required to make the involvement of such employees in decision making
process because it helps to enhance the performance of the company. It helps to enhance active
participation of employees toward decisional procedure. There are number of methods that are
available which are used by workers like behaviour, survey, recommendation strategy as well as
by consulting from others etc.
Different tools and techniques are also available that are useful for business to achieve
the trust of the higher authority and superior. It helps to enhance the performance of the
organisation. Following are the methods that are used by the business to make the active
participation of employees in decision making process-
 The very first and important technique is survey of behaviour. It shows that actual
attitude of staff and they provide assistance in decision making process. In fact after
analysing of this, the pay scale of the worker is decided on the basis of their performance.
 It is next step to it, where the employees of the organisation present their opinion which
are related to specific problem or barrier. Therefore, it pretends employees presentation in
front of higher authority (Farndale and et. al 2011).
12

4.3 Impact of human resource management approach on employee relations
Human Resources Managements ( HRM ) manges human resources of an organisation such as
performance of employee and employer, policies of an organisation, system of company,
appraisal, training and recruitment, development and organisational and employee relation. HRM
create value of workforce. Employee relation between company and workforce is managed by
HRM. Employee relation avoid internal environmental issues and provide a better environment.
HRM approaches help them in opening with company and and increase their involvement
in organisation strategy and planning process. HRM help in employee relation by providing
friendly atmosphere in work place through organising different activities, events, and games at
work. Give a platform to interact openly, friendly by helping each other within activities and
games and other circular activities. Employee enjoys such approaches, and befriend with their
colleges and employers and organisation.
HRM impact vitally on employee relation. HRM approx has encourage employee to work
more furiously and hard. Also it in spire and motivate their values and stimulate them to
participate in extra curricular activities. Through this, employee can get relax and break from
hectic work and they start again with more passion and potential. HRM manages new effective
Employee and organisation policies and encourage to amend excising policies in sake of
employee. In case of issue with system and policies of organisation, HRM activities collect such
information through feedback of employee and employer and change required policies
accordingly.
HRM approaches build relation between employees and employers of organisation. In an
organisation, Employee are as much important as employers. Employers controls the company
whereas employee work hard to reach company objective and target. HRM practices build deep
communication level where HR, Manager , employers and Employee all communicate, share,
participate in same activity with same curiosity.
All complaints and issues can be raise in HRM practices. Employee must always have
some problems, issues, recommendation, and offers and concept to share with company. But in
lack of communication with right person, their opinion and problems left unsaid. HRM
approaches bring all together. Issues and problems can be shred in HRM approaches, which
influence organisational employee relation in positive way.
13

CONCLUSION
As per the above study it can be concluded that employee relation is one of the important
thing in the organisation. Tesco is the company that consider this process in effective manner but
there are some factors that are required to consider by this company to enhance their
performance. There are many techniques that are available in this that can be adopted by cited
company to take the active participation of employee in workplace. Negotiation technique is
effective one that is required top consider by NHS so that they can resolve the conflicts in
effective way.
14

REFERENCES
Books& Journals
Ahmad, S. and Shahzad, K., 2011. HRM and employee performance: A case of university
teachers of Azad Jammu and Kashmir (AJK) in Pakistan. African journal of business
management. 5(13). p.5249.
Avey, J. B. and et. al., 2010. Impact of positive psychological capital on employee well-being
over time. Journal of occupational health psychology. 15(1). p.17.
Bach, S. and Kessler, I., 2011. The Modernisation of the Public Services and Employee
Relations: Targeted Change. Palgrave Macmillan.
Cai, Y., Jo, H. and Pan, C., 2011. Vice or virtue? The impact of corporate social responsibility on
executive compensation. Journal of Business Ethics. 104(2). pp.159-173.
Crespo, N. C., and et. al 2011. Worksite physical activity policies and environments in relation to
employee physical activity. American Journal of Health Promotion. 25(4). pp.264-271.
Dreyer, L. C., Hauschild, M. Z. and Schierbeck, J., 2010. Characterisation of social impacts in
LCA. The International Journal of Life Cycle Assessment. 15(3). pp.247-259.
Farndale, E., and et. al 2011. The influence of perceived employee voice on organizational
commitment: An exchange perspective. Human Resource Management. 50(1). pp.113-
129.
Flammer, C. and Luo, J., 2017. Corporate social responsibility as an employee governance tool:
Evidence from a quasi‐experiment. Strategic Management Journal. 38(2). pp.163-183.
Frone, M. R. and Trinidad, J. R., 2012. Relation of supervisor social control to employee
substance use: Considering the dimensionality of social control, temporal context of
substance use, and substance legality. Journal of studies on alcohol and drugs. 73(2).
pp.303-310.
Hogh, A., Hoel, H. and Carneiro, I. G., 2011. Bullying and employee turnover among healthcare
workers: a three‐wave prospective study. Journal of nursing management. 19(6).
pp.742-751.
Kim, J. N. and Rhee, Y., 2011. Strategic thinking about employee communication behavior
(ECB) in public relations: Testing the models of megaphoning and scouting effects in
Korea. Journal of Public Relations Research. 23(3). pp.243-268.
Mahal, P. K., 2012. HR practices as determinants of organizational commitment and employee
retention. IUP Journal of Management Research. 11(4). p.37.
Maurer, T. J. and Chapman, E. F., 2013. Ten years of career success in relation to individual and
situational variables from the employee development literature. Journal of Vocational
Behavior. 83(3). pp.450-465.
McClean, E. and Collins, C. J., 2011. High‐commitment HR practices, employee effort, and firm
performance: Investigating the effects of HR practices across employee groups within
professional services firms. Human Resource Management. 50(3). pp.341-363.
Morris, T., 2012. Innovations in banking: business strategies and employee relations (Vol. 22).
Routledge.
Morrison, E. W., 2011. Employee voice behavior: Integration and directions for future research.
Academy of Management annals .5(1). pp.373-412.
Mowday, R. T., Porter, L. W. and Steers, R. M., 2013. Employee—organization linkages: The
psychology of commitment, absenteeism, and turnover. Academic press.
15

Newsom, D., Turk, J. and Kruckeberg, D., 2012. Cengage Advantage Books: This is PR: The
Realities of Public Relations. Cengage Learning.
Østergaard, C. R., Timmermans, B. and Kristinsson, K., 2011. Does a different view create
something new? The effect of employee diversity on innovation. Research Policy.
40(3). pp.500-509.
Reb, J., Narayanan, J. and Chaturvedi, S., 2014. Leading mindfully: Two studies on the influence
of supervisor trait mindfulness on employee well-being and performance. Mindfulness.
5(1). pp.36-45.
Saleh, M., Zulkifli, N. and Muhamad, R., 2010. Corporate social responsibility disclosure and its
relation on institutional ownership: Evidence from public listed companies in Malaysia.
Managerial Auditing Journal. 25(6). pp.591-613.
Shuck, B., Reio Jr, T. G. and Rocco, T. S., 2011. Employee engagement: An examination of
antecedent and outcome variables. Human resource development international.14(4).
pp.427-445.
Skakon, J., and et. al, 2010. Are leaders' well-being, behaviours and style associated with the
affective well-being of their employees? A systematic review of three decades of
research. Work & Stress. 24(2). pp.107-139.
Van der Aalst, W., and et. al 2011. Conceptual model for online auditing. Decision Support
Systems. 50(3). pp.636-647.
Verwijmeren, P. and Derwall, J., 2010. Employee well-being, firm leverage, and bankruptcy risk.
Journal of Banking & Finance. 34(5). pp.956-964.
Online
Employer/employee relations. 2017. [Online]. Available through:
<http://businesscasestudies.co.uk/business-theory/people/employeremployee-
relations.html>. [Accessed on 27th July 2017]
Revision:Trade unions employee relations employee participation employment law. 2017.
[Online]. Available through:
<https://www.thestudentroom.co.uk/revision/politics/trade-unions-employee-relations-
employee-participation-employment-law>. [Accessed on 27th July 2017]
16