Employee Relations and Conflict Management

This assignment delves into the complexities of employee relations, focusing on conflict management as a key challenge. It examines the impact of trade unions on resolving conflicts, the importance of communication, and the roles played by employers, employees, and government in maintaining harmonious workplace relationships. The assignment emphasizes the need for identifying conflict sources, engaging in constructive dialogue, and implementing agreed-upon solutions promptly through collective bargaining.

Employee relations for
business success

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Explain the unitary and pluralistic frames of reference....................................................1
1.2 change in the trade union have affected employee relations............................................2
1.3 The role of the main player in the employee relations.....................................................3
Task 2...............................................................................................................................................4
2.1 The procedures an organisation should follow when dealing with different conflicts
situation..................................................................................................................................4
2.2 Explain the key feature of employee relation in a selected conflicts situation................5
2.3 Evaluation effectiveness of the procedures used in a selected conflicts situation...........6
TASK 3............................................................................................................................................7
3.1 Explain the role of negotiation in the collective bargaining.............................................7
3.2 The impact of the negotiation strategy used in the ASDA ..............................................8
TASK 4............................................................................................................................................9
4.1 Influence of the EU on the industrial democracy in the UK............................................9
4.2 comparison of the Method used to gain employees participations and involvement in the
decisions making process in the organisations.....................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
In this report the main learning part is the employee relation refers to the relationship
between employee and the employer in the organisation. The employee relation is the important
in the business success of the ASDA. The unite ray and pluralistic frames of references are the
two approaches are used in the ASDA. Also the change in the trade union will affect to the
employee relations. The different body has certain role to maintain the relationship with
employees. The ASDA has followed to deal with the different conflicts situation in the
organisations. Some key features are used to maintain the employee relations. The evaluation is
the necessary to make effectiveness of the conflicts situation. That has to be some common
objectives to maintain the employee relationship. The collective bargaining has different role
while negotiation is taking place in the organisation. The impact of the employ relation affect to
ASDA in which they have used the many strategy to deal with their employees. the European
union influence the industrial democracy in the UK. The different methods are their to
participator and involve the employees in the decision-making process of the organisation make
the employees relation healthy.
TASK 1
1.1 Explain the unitary and pluralistic frames of reference.
ASDA is the super market retail which deal in the online shopping. It has some issues
with their employees relations. They have total 180000 employees overall 631 locations. The
human resource department has trying to solve their issues and for the human resource it is
difficult task to mange the relation with employees. The more the relationships will be strong it
is easy to make working environment. Due to the trade union it can be possible that organisation
is not able to manage. To maintain the relation with the employee there are various approaches
and theory will applied by the ASDA such as
 The unitary frames: This frames will associated with the values and ethics of the
organisation towards the employee. In which the organisations will make the
environment for the employee to clear communication with the top to bottom level.
1

Sometimes the labour union have high demands and they oppose unnecessary matter for
their self motive which can hazardous to the organisations. So periodically the proper
communication with employees is necessary and the organisation has to give decision
power to the workforce (Rahim and M. A 2015). If the organisation is not able to trained
their employees in the manner of the organisation context that will be burden on
management. This frames will benefits to develop the employees in terms of their
training and development will be done whenever it required.
 The Pluralistic frames: In this frame the all the organisation structure will be divided in
the level of management. This can be formed to maintain the relationship with the
employees as well the objectives can be achieved with the organisation development. The
trade union in the factory can demand to this groups without any interruption in the work.
If any conflict raise the negation will be not in the favour of the onside this can be the
solve with collective bargaining. in which the decision will be based on the facts and
figure and all things will be considered. The leader of the union will communicate to the
next subordinates. This frame is the better way to manage the relationship with the
labours.
1.2 change in the trade union have affected employee relations
The trade union will help to the employees by performing the different activities for the
organisations. It can be maintain the the relation with employees, collective braininess with the
trade. It is full fledge structure to make employees betterment as well organisations. The main
motive of the trade union will be to stop the exploitation of the workers in the organisation and
makes the healthy conversation with employer for the growth and development of the
employees. But if the trade union in the ASDA has change the major affect on the employees
relation are as follows.
 To Growth of the employees: The trade union change always makes negative impact on
the employees relationship and the growth of the employees will be not according to their
expectation and the work culture also affecting with this change. Every worker wants
their growth it can be major hindrance to manage the relation with then employees
2

 The wages affected: change in the trade union can be affect on the wages of the labour.
Due to changes in the labour the more opposition from the members will arise (Aburawi,
2013). That can be burden on the organisation also in terms of stuck mind set will be
cause the environment. The more wages will attract to the employees but if the wages
will cut then it will bring huge problems for the organisation in terms of relationship.
 Amendment in the organisations: if the trade union change the major amendment can
be possible in terms of employees. sometimes new trade union make more conflicts to do
collective bargaining. It can be the code of the conducts changes or the new guidelines
has to follow to the employees in terms of the working style or their behaviour towards
the organisations. That can makes employees more saviour by throwing hard rules and
regulation which can affect the employees relation.
 The communication gap will be arise for the employees: if the trade union change the
affect can be on communication from the employees side will be affected. The
communication makes whole organisation in the confusing about the works. Also due to
this barriers more chance of problem can arise which can harm the relation with
employees and the management have to take different actions.
1.3 The role of the main player in the employee relations.
To maintain the relation with employee the management is the responsible it is the way
of communication. But the major role plays to maintain the employee relationship in the ASDA
are as follows:
• Employer: It is the first person for the employees to maintain the relation with the
employees in terms paying better re-enumeration, safety to the employees also the
grievance of the employees have to listen. Though it has the duties of the employer to
solve the problems of the employees and make relation with them. It can be done through
giving benefits regarding their work. Employee are sometime straight forward that may
cause in bad relationship. The employer has to be friendly rather than making hard
decision against the employees which can influence the employees relations.
3

• Employees: the demand of the employees will be on the improvement side of their
works with their employer and to get more opportunist in the organisation to self growth.
They want flexibility in the communication and the decision taking by the management
has to disclose with employees. The employees get proper help from the union and
legislation. Because this are the mediators of the employee and employer which leads to
make impact on relationship with employees. The more employee will be dissatisfied and
it will affect on their work as well performance.
• Government: The government play the major role to maintain the employee as well
employer relationships. They try makes certain laws of the organisation which is
necessary to follow. Also certain laws for employees to save from the work exploitation
and proper wages and remuneration can be given to them. Either it can be the
organisation or the employee relation will affected. The government has to think about
the employees and the employer (Poon, 2010). It can be major loss to the economy if any
employer run their organisation according to their will. Also the employee don't have the
proper safety of their jobs. All the parameter has to be considered for the government to
make employee relation better with their organisations.
Task 2
2.1 The procedures an organisation should follow when dealing with different conflicts situation
In every organisation the human resource management have to face many challenges
with regarding conflicts with the employees and to deal with such conflicts situation they follow
certain procedure to avoid make in the normal situations:
 Clear what the disputes is: before making any decision regarding the conflicts happen it
is the first process is to clear or to find out the actual scenario and make conclusion
according to the disputes. The more clarity about the dispute from the both side that is
management and the employees which can make fair decisions and there is no chance of
disagreements from the worker after the decision has made. Though it is not able to
convince to the worker for the decision taken from the management is favour to them.
4

 Make common objectives for both the groups: it is the next procedure to deal with
conflicts situations that is to make a common objectives for both groups so that picture
will be clear from the both side and all the possible objectives has to be considered to
avoid the situations. Common objectives gives more dedication towards the work and
accept the decisions from both the sides (Kelly, 2011). So the common objective has to
be specific and not the unrealistic which cant possible to fulfil. Otherwise that will cause
in the re conflicts situation.
 Talk about to reach the common objectives: In this step the proper communication
required to reach to the common objectives for both the groups and work on the
objectives which has been set for the groups development.
 Control the obstacle for the common objectives. In this procedure both the groups has
to appreciate the what has raise from the conflicts and discuss about to solve the
conflicts. Try to find the better outcomes and talk about the can be made and which cant
be made which is the important things has to aware from both side the management and
the trade union.
 Recognize the importance and agreed of the solution to both the groups: it is the
final procedure to make both parties to acknowledged them to solve out of the conflicts.
It has been the final decision that they are happy to accept it. The management has to
praise them to agree upon the solution to raises from the discussion.
2.2 Explain the key feature of employee relation in a selected conflicts situation.
In every conflicts situation the management decides to do something to maintain the
relation with the employees. in which the conflicts can solved or next time the situation will not
be arise in front to them. The proper strategy help to the management to solve such selected
conflicts. Some are the key feature will considered from the management side of the ASDA to
avoid the conflicts are as follows:
 Reward and Recognition: Employees in selected conflicts will make impacts non the
employees. it can be of monetary and non monetary from. With this they will work more
fair to get the reward and respect from the management in front of the team which makes
5

employees proud and also that will increased their over all productivity. Sometimes
reward can not be in the monetary terms but it can be give any leave to spent time with
their family.
 Flexibility working hours: This is the important key factor to solve the conflicts that is
to give the flexible working hours to the employees. which can get the better outcome
and the employee can reduce their stress. Sometimes the flexibility working hours can
help to do the personal work of the employees. The more employee get the flexibility the
less the chance of the getting the conflicts. If this will be benefits to the employees but
the organisation has to face more conflicts by giving the less working hours.
 More employee engagement activities: This is the modern way to solve the conflicts
situation is the employee engagement activities. Which can help to more easy
communication with employee and employer will be better. During such activities the
management can find out the internal conflicts among the employees will make the
situation easy for the management. This is also the key feature to solve the conflicts and
make healthy relation with the employees.
2.3 Evaluation effectiveness of the procedures used in a selected conflicts situation.
To any conflicts it need to be evaluate it to make effectiveness of the conflicts. The more
evaluation from the above conflicts can give to the better outcomes. To find the effectiveness
certain things can be evaluate in the ASDA such as:
The total time consumption and resources applied on to solve the conflicts will make the
proper strategy for the final decisions. That can be the time efficiency which brings more
conflicts and to avoid such situation so many resources has to be applied for the make normal
environment (Gross and Juncos 2010). The most important things is the time and if the time has
been consumed more in the conflicts effectiveness that can make problem to the management.
So it has to be proper evaluation for the effectiveness of the conflict position which is time
factors used in it.
Also the employer and employee relation has to be eve luted in which the relation will be
depend on the de scions of the conflicts and if the decision is not in the favour of the employee
6

which can be the direct impact on employee relations. Though the decision has been made to
fulfil both the groups objectives but the it will arise in the mind of the employee will give the
more questions. Moreover the relation will be evaluate on the basis of the daily meetings with
them and take the feedback.
The total cost acquirer by the management to solve the conflicts: this is the most
important things has to evaluate from the conflicts is that the management have to acquirer the
cost which makes the burden on the management as result the conflicts position can be over
budget to the organisations. Therefore the evaluate the effectiveness will be arise and the
conflicts can be avoid better.
TASK 3
3.1 Explain the role of negotiation in the collective bargaining.
The collective bargaining is the process of settlement in which the employer and trade
union find out the common objectives and avoid the conflicts situation in the organisations. It
can makes huge impact on both the side. The union wants their safety while working and the
proper remuneration has to pay to worker is the main agenda for them. Though in the collective
bargaining the more chance to make the relation with employees. however, the collective bargain
has to play some roles while negotiations in the ASDA such as
 To maintain the relation between employee and employer: this the main role the
negotiation will play that is to maintain the relation with the employees that make
organisation culture better and to get better outcomes from the collective Lagrangian
with proper negotiation can be improved rather then to take decision in the favour of one
groups and not considering the other groups make situation worst. It will adjust the
situations in context of the current problems because in the negotiation all the factors are
considering and the collective bargain will be depend on the basis of this factors such as
the problems employees are facing and the management will try to take decision
according to it.
7

 The implementation will be fast with the collective bargain and the negotiation will be
takes place according to the time saving and also the cost saving things for the both the
groups. The more speedy implementation of the outcomes from the decision will make
situation better. So the collective bargaining is the important role play while negotiation
with employees which leads to make employee happy and the management has to work
on the negotiations according the result comes from its. It is important to make rapid
implementation rather than slow which will bring doubts in the mind of the workers and
it will create the re conflicts situations to not able to fulfil the promises from the
management side.
3.2 The impact of the negotiation strategy used in the ASDA
Employees are more comfortable with their previous working hours. In the ASDA the
working hours for the workers are not that remarkable but with the negotiations the flexible
working hours has been implement and the worker are now satisfied with them though it has to
get more time efficiency process. The employees are true towards the organisations. Therefore
with this impact employees are able get time with their family and the organisation is able get
better outcomes. The more growth can be achieved through this negotiation and the ASDA is
managing the proper training and development process which gives personal and professional
development in the employees. with this the common objectives of the organisation has to makes
the organisation and the worker in the healthy situation.
Afterwards there is less conflicts in the ASDA has raised that can seen during the
employee engagement activities. The activity are really helpful to the employer and employee
and make a friendly working environment. But some issues has been involved in the company
that has been make a big issue for the ASDA and with help of the negotiation strategy it has been
solved. The new amendment made in the organisation will makes worker more safety and the
proper remuneration get on the time (Forth and Bewley 2016.). The performance is not
considered according to the working hours but the work quality and 460 degree appraise get the
better result to achieved in it. As a result the impact of the negotiation strategy arises on the
communication gap that help the more better communication with the organisation will be clear.
The pluralistic approach brings the better result for the ASDA for negotiation with the union and
8

it has been evaluate easily with that approach. With this approach the actual outcomes are in
favour of both the groups to implementing the fastest results of the conflicts. To solve the
conflicts the ASDA has incurred huge cost and also the time. This factors makes burden on the
budget while issuing in the employees leaving without any information. After finding the
situation they try to come in between path for the betterment of the employees.
TASK 4
4.1 Influence of the EU on the industrial democracy in the UK.
Industrial democracy is the employees involvement in the activities of the industry or in
any organisations. It gives the workforce to share their point of view towards their current
working conditions and the personal problem related with the work or against the organisations.
The more industrial democracy will be their the problems for the union will might be solve
because the offices are always use the collective bargaining approach not bring out from any
situations. But in the UK the industrial influence on European union has been not majorly.
Because in the Europe the structure of the industrial democracy in accordion to the old culture
that can not able to meet the common objective and relation with the union and the management
will be worst. The laws of the euro pen makes the employees more effective decision making
process towards their organisations (Condliffe, 2012). The new relationship where union have to
make more clear gap communication and the organisation objectives is exist in the UK industry
because of the current European union influences. The more influences has been raised in the
UK due to the union which gives more opportunist to the local workers. The wage rate system
has been increased after this influences because the population will be lees and the organisation
has to be find better manpower and the skilled labour for the particular work which directly
impact on the UK. The proper Starkey will be implemented in terms of industrial democracy for
the safety and remuneration from the industry should be increased but the organisation is not
able maintain their financial loss due to influence of the European on the industrial democracy of
the United Kingdom. As result the industries has to make certain decision which can solve such
situation of the industrial democracy.
9

4.2 comparison of the Method used to gain employees participations and involvement in the
decisions making process in the organisations.
The organisation will be more better if their employees will be participate and involve in
the decision making to achieve the organisational objective as well their. But it is the myth for
the employees because in the most of the organisation the decision are taking g about the owner
or the board of the directors which show that still employees don't have any participation and
involvement towards the organisational decision process (Boella and Goss-Turner 2013). But in
some organisation there are some of the methods used to gain the employees participation and
involvement in the decision making process in the organisations such as
 The board level involvement: the board level involvement can brings out
the industrial democracy and that will harm to the decisions taking during the
meetings of the board members. But some organisation are not able to disclose
the exact financial situation of the companies to pay more wages to the workers.
The employees benefits issues will be raised on the participate of the employees
that will makes conflicts.
 Participation through ownership: This can be the another level in which
employees can be involved by making them shareholders of the organisation.
This can be the best way to participate in the growth of the organisation as well
the employees. though the organisation has to make financial investment careful
because employees decision can make loss to the companies.
 The collective bargaining: It is the also the best method to participate the
employees in the decision making process in terms of the any suggestion has to
give in favour of organisational betterment can be helpful to the more
development in the organisation. The more the organisation use the collective
bargaining it will not create any hindrance for the both the side in which clear
voice can raise in front of the management.
 The quality circle: it can also bring involvement of the employees in terms of
taking any decision in which the groups will be formed and the employee will be
10

dived in two teams with five to ten members in the each groups. This is the
unique way to find out any problems in the organisation and it can be improve
with the help of employees decisions only.
4.3 Assess the impact of human resource management on employee relations.
In each association the Human asset administration is the most imperative division to
keep up the worker connection. It is the division to bargain the antagonistic circumstance with
workers. the more the way the association need to fathom the different issues of the
representatives just the HRM will be mindful to keep up the better relations with workers
because of such case tremendous effect on the Human asset administration will get unfriendly
circumstance the association as the representatives are not ready to speak with workers and the
HR need to take different choice which are essential for association reason however the workers
are not prepared to acknowledge the choice of administration which gets the contentions
circumstance associations. In the event that any strategies need to outline which is against the
representatives these can be the tremendous effect on Human resource Management. The more
they will open with workers than issues will be specifically affect on the connection. Worker are
not ready to comprehend the circumstance of association but rather human asset administration
need to make different stride which are not as per the representatives. from the human asset
administration it is imperative for them to bring the better exercises for workers and help them to
improve circumstance yet representatives taking care of is the greatest issues in each association.
It is the human asset administration who gives prizes and acknowledgement to the
representatives. as the worker require successful preparing and advancement to enhance their
ability which is the duty of the human asset administration. The way association had made the
different move to keep up the worker connection yet representative are not give the esteemed to
the division. On the off chance that the administration can't listen the issue than they need to
confront the difficulties with workers and the entire division need to take by the Human asset
administration. The way they have to bring circumstance each progression will be engaged with
the association which can be specifically affect on the HRM.
11

CONCLUSION
It is concluded from the above report is that the employee relation is the important aspect
to make any business successful. For that organisation are using some approaches which make
their relation better. But in the ASDA they used the pluralistic approach which help them to
maintain the employee relations. The collective bargaining will help to achieve in the common
objective of both the groups. The conflicts are the main hindrance for the management to
maintain the emplCondliffe, P., 2012.oyees relationship. The trade union will be the most
important for employee to solve the problems in favour of them. If the trade union will change
the direct impact on the employees wages and also the communications gap will be raised. The
employer, employee and the government will play the major role min the employee relationship.
If the conflicts arise the most important task is to find out the the what conflicts has been
occurred, the next procedure will be the talk about the issues with trade union after that make
common objective for the both the groups that will help them to reach their objectives. Lastly it
has to be fast implement the decision after resolve the conflicts. The best method to involve the
employee in the decision making process is the collective bargaining.
12

REFERENCES
Books and Journal
Aburawi, I., 2013. Planning human resource requirements to meet target customer service levels.
International Journal of Quality and Service Sciences. 5(2). pp.230-252.
Blyton, P. R. and Turnbull, P. J., 2014. The dynamics of employee relations. Palgrave
Macmillan.
Boella, M. and Goss-Turner, S., 2013. Human Resource Management in the Hospitality
Industry: a Guide to Best Practice. London: Routledge.
Condliffe, P., 2012. Conflict Management: a practical guide. LexisNexis Butterworths.
Forth, J., Bewley, H. and Bryson, A., 2016. Small and medium-sized enterprises: findings from
the 2004 Workplace Employee Relations Survey. Department of Trade and Industry.
Gross, E. and Juncos, A. E., 2010. EU conflict prevention and crisis management: roles,
institutions, and policies. Routledge.
Hall, C. J., 2014. “Whence and what art thou” – collective bargaining in occupational pensions?.
Managerial Law. 46(4/5). pp.19 – 52.
Kelly, J., 2011. Human Resource Strategy. Employee Relations. 23(1). pp.94 – 104.
O’hara, L. A. 2016. Relation of employee and manager emotional intelligence to job satisfaction
and performance. Journal of Vocational Behavior. 68(3). pp.461-473.
Poon, L. M. J., 2010. What shapes HRM? A multivariate examination. Employee Relations. 22
(5). pp.467 – 480.
Rahim, M. A., 2015. Managing conflict in organizations. Transaction Publishers.
13