Role of Negotiation in Collective Bargaining
Added on 2020-07-22
16 Pages5587 Words129 Views
EMPLOYEE RELATIONS
Table of ContentsINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................41.1 Unitary and Pluralistic frames...............................................................................................41.2 Effect of Change in Trade union on Employee Relations.....................................................51.3 Role of Main Players.............................................................................................................6TASK 2............................................................................................................................................72.1 Procedure followed in dealing with different conflict situations .........................................72.2 Key features of employee relations.......................................................................................82.3 Effectiveness of procedure used............................................................................................9TASK 3............................................................................................................................................93.1 Role of negotiation in collective Bargaining........................................................................93.2 Impact of Negotiation Strategy.............................................................................................9TASK 4..........................................................................................................................................104.1 Effect of EU on Industrial Democracy................................................................................104.2 Methods to gain employee participation.............................................................................114.3 Affect of human resource management on employee relations.........................................12CONCLUSION..............................................................................................................................13REFERENCES..............................................................................................................................132
INTRODUCTIONMaintaining employee relations is very important for an organisation. It is considered asthe base for any company. Employees are the assets of organisations and therefore, keeping themsatisfied is very much essential. Employee relations can be defined as the relationship in betweenemployees of company, among worker and employer as well as maintaining company's relationswith the third party (Bach and Kessler, 2011). It is important for having peace at workplace andmaintaining a healthy working environment so that the goals and objectives can be attainedeasily. Company referred here is Iceland Ltd. which is a British Supermarket chain that providesfrozen foods and meals along with vegetables. They deal in both grocery and non-grocery items.It has around 2.2% share in the UK food market and has stores in 800+ locations around theworld. This report will include Unitary and pluralistic frames of reference, impact that tradeunion has on employee relations and the main players of ER. Here, the procedure for dealingwith different conflict situations inside organisation and features of employee relations inorganisation is included. Role of negotiation strategies and its impact, influence of EuropeanUnion on industrial democracy, methods to gain employee participation and impact of HRM onER are also discussed here. TASK 11.1 Unitary and Pluralistic framesIn order to understand the importance of employee relations in Iceland Ltd, these twofactors are very important to understand. These frames help the company in achieving theirobjectives easily. Each of these references have different approaches to deal with differentsituation in companies. UNITARY FRAME: - It can be referred as a way of thinking, attitude, mind-set andvalues which relate to the management of organisation. Through this frame, they are trying tosay like it is possible that each and every employee has different roles in the organisation buttheir objective must be same. They believe in implementing the mission statement of companyand then after this matching the performance with the expectations that were set (Budd, Gollanand Wilkinson, 2010). The main reason behind using this approach is to ensure that allmanagerial activities are being carried out easily inside company. With reference to employeerelations, unitary reference means that authority and responsibility is in the hands of higher3
authority and only one party is responsible to take decisions for the whole company whichincludes uniformity in its decisions. PLURALISTIC FRAME: - Under this perceptive, it is believed that organisation is madeup of powerful sub groups and trade unions who have their own objectives and separate leaders.It also includes the matters that discuss concerns of sharing profits and organisation’s mattersthat are related to employees and managers (Carter and et. al., 2013). Collective bargainingprocess is normally used for managing disputes that goes on in an organisation. If this frame isinculcated in Iceland Ltd, then there are chances that role of manager will be less in commandingand more in coordinating. This approach believes that if company wants to achieve stability inemployee relations then it can be achieved only if negotiation strategies and concessions are usedby the companies to sort matters in between the employer and staff. Here, the decision makingpower is in the hands of staff and they have got it with the help of Trade union who plays asignificant role in this approach. 1.2 Effect of Change in Trade union on Employee RelationsTrade unions are considered as a part of companies because they work for benefit ofemployees and protect them from all the problems that they face in a work environment.but,changes are required in order to remain effective therefore trade unions should also bringsome changes into them so that companies follow their orders. Everyone knows that there ishuge difference in needs and demands of workers who used to work 20 years ago and who areworking now. The staff who are working now ave more knowledge and skills than the previousones. Therefore trade unions have to focus on few points like education, training, communicationetc. so that thy are able to provide these knowledge to others who doesn't know. All these have abig impact on employee relations inside the companies (Deakin and Koukiadaki, 2011). Theeffects of changes in trade union are discussed below:-Partnership in Development:- Trade unions should re-establish themselves as partners indevelopment. They are considered as a largest part of civil society and are also havinginfluence in economic policies, social policies, employment etc. They should dopartnership with development agencies of India and some international, so that they areable to help the employees as well as the societies that are associated with them and canwork more effectively. 4
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