Employee Relations Past Papers and Solved Assignments

The provided document appears to be a compilation of employee relations-related articles and papers from various issues of the Employee Relations journal. The content includes studies on front-line managers' styles, fun at work, job quality, performance management, talent management, and work-life balance strategies. The document also features online resources and publications related to employee relations. The assignment likely involves analyzing or applying concepts from these studies to a specific scenario or case.

EMPLOYEE RELATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and pluralistic frames...............................................................................................1
1.2 Changes in trade unionism have affected employee relations..............................................2
1.3 Role of main players in employee relations..........................................................................3
TASK 2............................................................................................................................................4
2.1 Process an organisation should follow when dealing with distinctive conflict situations....4
2.2 Features of employee relations..............................................................................................5
2.3 Effectiveness of process used in conflict situation...............................................................6
TASK 3............................................................................................................................................7
3.1 Role of negotiation in collective bargaining.........................................................................7
3.2 Impact of negotiation strategy...............................................................................................8
TASK 4............................................................................................................................................8
4.1 Influence of EU on industrial democracy in UK..................................................................8
4.2 Comparison of employee participation and involvement in decision making process.........9
4.3 Impact of HRM on employee relations...............................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Employee relations describe that staff member has to made efforts; thus they can build up
an effective relationship with their superiors. If it is in an adequate way, then workers will
perform their more efficiently and in addition they will be loyal for their occupation (Employee
relations, 2016). For above stated purpose, manager of human asset can develop some strategies
as it will aid them to accomplish coveted targets and goals. Along with this, it will assist them to
compete their rivals at competitive world. National health services is an enterprise which cater
services to those individuals who are residing in United Kingdom. Employer of firm maintains
cooperation with their employees which help them to improve their goodwill at market. Labours
perform their work within provided time span; as a result, profits of company get high.
Fundamental aim of this assignment is to describe duties of main players in employee relations.
Manager of association deal with clashes in an effective way. This report is also going to
describe that, staff members of NHS taking part in decision making procedure; therefore, they
can provide some better ideas to their superiors (George, 2015).
TASK 1
1.1 Unitary and pluralistic frames
There are two kinds of frames which are related to references are mentioned as below:
Unitary: As indicated by this, labours of company are having similar interest as well as
value. If in organisation dispute arise amongst manager and employee then it is entirely
unwanted and superior can avoid it. There is no need for staff member to create trade union
because they can communicate about their issues to employer easily. With assistance of this
frame work people can build up health relationship with each other. If labours are distinctive
from each other, then it may lead to clashes.
Pluralistic: As per this, in an association every employee has their own interest and in
addition value which is related to their task. As a result, too much disputes will take place
amongst superior and subordinates in firm (Kilroy and Dundon, 2015). Unitary administration
provides them better workplace and along with this confidence in relation to work. Rather than
this, Pluralism staff members never accept their privilege. It is essential for them to manage their
conflicts; thus, they can attain coveted targets and goals within minimum period of time.
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Unitary frame of references is adopted by NHS. It is required for employer of company to
maintain their human assets in an effective manner; as a result, they can organise their activities
appropriately which will assist them to achieve targets within a specific time duration. Along
with this, it is necessary for superior to know about the needs of their labours and for this
purpose they can take assistance of consultancy association. Manager of National Health
Services do not want labour union. Policies which are developed by them aid management to
resolve issues adequately (Williams and Horodnic, 2015).
1.2 Changes in trade unionism have affected employee relations
If any kind of alterations made in trade union, then it can provide influence to employee
relations. Main purpose of them is to promote labours interest; therefore, it will assist them to
enhance their salary. Along with this, they can demand healthier environment for employees.
Labour union was came into force in almost 1825. Many staff members are part of it. Function of
trade union is to cater fair pay-off to their members. If there is any sort of modification created in
it then it can affect directly relations of workers. It has to be done as there are some alterations in
factors of macro surroundings, which are depicted as beneath:
Political and legal: If manager of association implement new laws into business, then it
can influence workers relations in an effective way. For instance, government will develop many
kinds of policies which help an organisation to cater similar chances to their staff members. It
will enhance circumstances of clashes between superior and trade union. It arises as firm is not
accomplishing rules which are created by regulatory body of nation. As an outcome, it will
increase disputed in enterprise (Cooper and Baird, 2015). Therefore, sales and in addition profits
of National Health Services get affected.
Technological: If manager is adopting new and unique tools in their firm, then it will
decrease employee demand. Therefore, company has to adopt retrenchment strategy. If this sort
of situation develop in enterprise then labour union will secure them. This sort of scheme can
provide negative influence to NHS. It can lead to unfair practices, like strikes, lockouts and so
on. Thus, reputation as well as sales can get influenced.
Essential purpose of trade union is to decrease gap amongst superiors and subordinates. It
will comprise almost 7.5 million individuals and their aim is to secure their interest. For this
purpose, they can create some strategies also.
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Therefore, it has been comprehended that if there is any changes in labour union, then it
can provide impact to the relations of staff members (Zheng and et. al., 2015).
1.3 Role of main players in employee relations
It is fundamental for each and every kind of company to build up an appropriate
connection amongst superiors and subordinates. In firm, there are many kinds of teams and there
roles are stated as beneath:
Role of manages in employee relation:
If friendly relations are there amongst superior and workers, then they will perform their
task in an effective way. It will assist them to obviate clashes at workplace. Along with this, they
will do their work in group instead of individually. As every one know that none of person will
do their work by own without any sort of communication. They always want someone at
premises to whom they can share their thoughts easily. It will cater inspiration to them and in
addition they will enjoy their work (Larson, 2017). As a result, it will reduce absentism in
organisation and employees will done their task within minimum period of time. Several roles
which are associated with NHS manager, which are stated as beneath:
 Employer is a role model for each and every labours. Fundamental function of them is to
treat equal to their employees; as a result, they can eliminate partialities. This will assist
to cater inspiration to their staff members and in addition enhance their morale.
 Prior function of leader is to develop their targets in an effective and appropriate way;
thus, it cannot develop any kind of confusion amongst their labours.
 It is required for superior to maintain open conversation at premises; therefore, people
can easily share their opinions as well as thoughts with their managers. Along with this,
they will give some suggestions also (Katou, 2015).
 Employer has to energize their labours as it will assist them to build up healthy
competition at premises.
Role of Trade unions in employee relations:
It is developed to keep up a friendly relations amongst individuals of firm. Labour union
assist to provide an effective working surroundings to their members. It is essential that every
employee has to be treated equally in company. Various significance which is associated with
labour union are mentioned as below:
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 Collective bargaining: It is procedure in which members of trade union as well as firm do
their work; therefore, they can attain targets which are set by manager. It is like a system
which help to resolve issues amongst superior and workers (Schlechter, Thompson and
Bussin, 2015).
 Unfair practices: It describes that entire activity which can mislead clients. Purchasers
are superior for each and every kind of firm. As per this, no association can give false
misrepresentation about their products as well as services.
Role of state in employee relation:
State can also provide affect to connection of workers either directly or indirectly. There
are various targets which has to be accomplished by them, are stated as beneath:
 It is fundamental for them to organise top level employment.
 Stability is value is required.
 They need to defend rate of exchange (Rubery, 2015).
TASK 2
2.1 Process an organisation should follow when dealing with distinctive conflict situations
An organisation is a place where many people work together and have different interest
and opinion for each other. As the chances of issues and problems are high and thus create
conflict between each other. A major context for this thing is between employer and employee.
Both employer and employee have distinct interest from other and this lead to create issue
between them.
Although for resolving every sort of conflict management have to follow an appropriate
procedure which is beneficial in dealing with various number of situations. Thus, proper working
on such problems on time basis is essential because if they do not get resolve then it will lead to
affect productivity and profitability of business (Plester, Cooper-Thomas and Winquist, 2015).
Following are several principles which have to used by an organisation to resolve the problem
which arise in business:
Conciliation: Third party involvement in an organisation for resolving their issues is
essential. Conciliation is a third party which mutually settle down the
issues which arise between two parties.
Arbitration: Arbitration is a process which aid in taking decision for particular
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issues between two or more parties.
Meditation: Suggestion for any related issue is must. Thus, meditation is a person
who provide suitable recommendations for a major cause or problem
between two or more person (Yi and et. al., 2015).
There are mainly two sort of procedure can follow by NHS for resolving the issues
between two or more parties. As this is helpful in using appropriate steps and make appropriate
justification for this. There are two appropriate process are determine which enable management
to resolve issues frequently:
Formal Procedure Informal Procedure
A formal procedure is one in which all the
things get done in an appropriate manner. For
this consent, arbitrator can be used by both the
parties to resolve conflict and issue between
them (Jennings, McCarthy and Undy, 2017).
A committee get framed which enable
management to work on the issues between
them.
NHS can use either of the approach to resolve problem which is between their employer
and employee. Hence, by this, they can work in more appropriate manner for increasing quality
of services to each and every users.
2.2 Features of employee relations
Employee relation is one of the most important term in making output of an entity
effective and appropriate. Thus, sometimes a situation might get arise between the employer and
employee which further take place as a conflict between them. Such things are not appropriate in
nature and management have to take some strict and frequent actions against that. Although,
essential steps have to be carried down so that appropriate work get done on them.
A major issues get arise between in an employer and employee of NHS which is a health
care association (Townsend and Loudoun, 2015). Many female employees think that
discrimination is taking place between them and male staff. This situation rise due to providing
high salary to male employees with more responsibilities and opportunities. Hence, adequate
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steps have to be carried down by authority of NHS to resolve them properly. Key features of
employee relation for this type of issue is as follow:
 Dissatisfaction between employees: Dissatisfaction between employees is a major thing
which arise situation of conflict in an organisation. The same scenario get analyse at NHS
in which female staff think that things are not getting done right with them. As male staff
is getting high salaries and opportunities than them.
 Wrong analysis of skills: Managers and leaders analyse the skills of an individual
wrongly which affect and create a situation of issues between an employer and employee.
Thus, this have to resolve by management by analysing every person skill properly
(Plester and Hutchison, 2016). NHS management interpret the skills of their female staff
wrongly and thus situation of discrimination arise and a conflict take place between them.
These are the key features of employee relation according to present situation.
Management have to take some essential steps for resolving these issues in an appropriate
manner. Hence, adequate steps have to be taken by an organisation management in relation to
manage their performance properly and make all operation in a well defined manner as well.
2.3 Effectiveness of process used in conflict situation
Every situation required a process or procedure which is used in resolve such conflict
situation properly. Such steps and tools have to be appropriate and adequate in nature for making
and operating things properly. Conflicts are consider as essential part of business which arise at
workplace due to different interest of people. Every particular situation require some necessary
footprints to deal with them effectively (Sharma, Sharma and Agarwal, 2016). At National
Health Services a major issue get determine which is in between the female staff and
management due to discrimination in male and female staff members. Most of them think that
male members have more opportunities than female members of health care.
For resolving this fact, management have to use appropriate procedure which provide
strength to deal with such inadequate situation. Conflict handling by mediator is one of the most
appropriate process for an organisation and resolve such issues properly. Mediator provide
suggestion regarding the situation and management and trade union have to make mutual
understanding about that.
Conflict handling will facilitate a proper communication chain between an employer and
employee so that every person get right to express their views and opinion about issue. This is
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much effective manner to deal and resolve the problem so that performance of an entity can
again be managed (Brown and Brown, 2017).
In discussion, employee have a right to ask about reason behind such discrimination and
employer have to provide proper justification for that. If members get satisfied through that then
issue get resolve but if proper and valid reason will not provide by managers or authority then it
might increase chances of conflict.
Thus, as per according scenario, conflict handling is a process which can used by NHS to
resolve this situation from organisation and again work properly. Although they have to improve
their working pattern and start thinking according to modern world (Ahmad and Allen, 2015).
TASK 3
3.1 Role of negotiation in collective bargaining
Negotiation as well as bargaining is procedure in which administration will create a
contract with their staff members, if they are not satisfied with their pay and extra facilities.
Fundamental purpose of utilizing this process is to build up fairness and in addition equality at
premises. As indicated by collective bargaining, employees will meet with their superiors and
can easily share issues or difficulties with them. Entire activity can accomplish with assistance of
trade union (Shields and et. al., 2015). Once it is established appropriately then superiors and
subordinates can communicate about problem, which can be associated with labour system or
may be payment scheme. All of it is called as collective bargaining procedure. This methodology
is very helpful for each and every kind of organisation; therefore, all disputes get solved in a
systematic manner. Grievances are address in a group instead of individually. It will work as a
motivation and with help of an effective communication system every staff member will be a
part of judgement making procedure. Additionally, with aid of useful elements conflicts will be
resolved effectively amongst administration as well as union.
In relation to National Health services, it is best service provider in UK. Procedure of
their working is much broad. They have numerous staff members in their firm as comparison to
other companies. To improve their services, they will utilize some strategies in their business.
This will assist them in their decision making process and along with this they will satisfy needs
and wants of their labours (Thunnissen, 2016).
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Therefore, with an adequate support of best methods, both superior as well as
subordinates will protect their privilege. As a result, there sales and productivity get enhanced.
3.2 Impact of negotiation strategy
Collective bargaining is demonstrates as a contract amongst superior as well as workers.
It is like a free flow meeting and give negotiation procedure amongst both parties. This cater an
effective place; thus, firm can easily resolve their problems and in addition protect privilege and
interest of both parties. It assists to develop a healthy relationship. Entire task will complete with
assistance of broker where member of union and administration come collectively and then they
solve difficulties which are facing by customers. If interest of union is not fulfilled then it may
enhance chances of clashes (Ruuskanen, Selander and Anttila, 2016). If every thing is sorted out,
then it will build up mutual understanding amongst everyone. Along with this, develop
coordination also. If manager satisfy needs and wants of every labour, then it will help in their
retention at workplace. Therefore, through an effective bargaining approach in firm, it aids to
improve security of data which is related to manufacturing.
In relation to National Health Services, it is most popular health care association which is
situated in UK. In this organisation, huge discrimination is analysed amongst male as well as
female workers. As a result, it enhances circumstances of disputes among every one and it is not
much better for company. Because it can provide impact on reputation and profits of NHS.
Additionally, it is also noxious for their patients as if this problem is arise in future then it can
reduce their number of patients. It leads to make their adverse image in their minds.
According to provided scenario, salaries which are given to staff members is not equal. It
is foremost issue of association as any individual can case against it on firm. As they are
breaching equality law because as indicated by this, every labour is similar for them. Along with
this, they are not giving equal salaries to their staff members; as a result they are not complied
with equal wages act (Thakur and et. al., 2017). It can influence work execution of their labours
and they will not stay for long term in organisation. Therefore, it will lead to clashes and their
productivity is also impacted.
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TASK 4
4.1 Influence of EU on industrial democracy in UK
Industrial democracy defines practices which are associated with political placement and
it is for both superior as well as subordinate of company. All exercises are apply as per business
only. It will cater many sorts of advantages to an employer and in addition labours, for example
similar involvement in judgement making process, sharing of duties, delegate responsibilities
and so on. Along with this, superior will cater additional advantages in to every individual and it
leads to reduce clashes in association (Rubery, 2015).
All nations which are covered under EU don't follow this kind of industrial practices.
Another name of business relationship is industrial ideology. But as time passes, EU is also
carrying this form of exercises into their company. Hence, now it is entirely adopted by EU.
With assistance of this practice of democracy, staff members of enterprise consider
themselves as an essential piece of company. As a result, it will enhance their participation in
firm and they will increase their profits.
Thus, with affect of European nations new aspect is presented which is associated with
relationship. It is adopted by numerous organisation of EU and along with this, many privilege is
provided to staff members, like they can take participate in judgment making process, sharing of
power and in addition duties etc. It will render motivation to them and they will complete their
work with extra effectiveness (Plester, Cooper-Thomas and Winquist, 2015).
As per EU, all practices catered growth to each and every kind of company. These forms
inserted these activities into their business; as a result, involvement of labours get enhanced.
They share similar rights in association. Therefore, chances of clashes get reduced and
productivity of company increased. Introduction of equivalent privileges cater high influence on
association. Along with this, all described practices increase morale of labours; hence, desired
targets and objectives will achieve within a specific period of time.
4.2 Comparison of employee participation and involvement in decision making process
To achieve targets of company in an effective way, involvement of workers and in
addition their satisfaction is required. To gain trust and loyalty of staff members, employer can
invite them in procedure of decision making (Yi and et. al., 2015). Several methods which can be
utilized by labours, for example survey, suggestion system, consulting and so on. All mentioned
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techniques are essential for each and every kind of enterprise to attain trust of managers and in
addition to improve work execution of employees. Fundamental concentrate of these exercise
improve communication system of association; hence, workers can easily share their opinions.
As it works as a motivational tool.
 Prior method is known as behaviour survey and as per this attitude of labours can be
identified through their cheerful nature and they can be judge as their involvement in
company. It will assist to determine their salary in an appropriate manner (Jennings,
McCarthy and Undy, 2017).
 Other one is suggestion and as indicated by this, staff members will provide their opinion
to higher authorities. It can be related to any issue or difficulty. It will cater value to their
unique thoughts. Along with this, it is much associated with how they can present
themselves in front of top management. Therefore, it is necessary to provide opportunity
to every person so that he or she can speak in front of superiors.
 Third one is consulting, it is connected to that how a worker convey their speech in front
of numerous individuals or in public field such as conferences, meeting and so forth.
While consulting something in group, it has to be make sure that no one is against of any
one. Final decision has to be taken in everyone's interest. Leader can share thoughts of
their team members with management.
Hence, above mentioned activities assist to enhance morale of labours and along with this
increase their involvement level in company. All above discussion provides similar kind of
meaning like it is benefits for staff members (Townsend and Loudoun, 2015).
4.3 Impact of HRM on employee relations
Human resource management plays an eminent role in each and every kind of
association. Employer has to provide training to their staff members, if they want to enhance
their work performance. Along with this, they will do their work in an effective way and within a
specific time duration. Additionally, to get an appropriate outcome, it is fundamental to keep up
friendly connection amongst employer and labours. It will aid to increase productivity and in
addition sales. An adequate communications assist to retain staff members in firm. As a result,
NHS will easily improve their incomes. An efficient relationships with employees will help
company in their growth as well as improvement. Also, it will aid to take benefits from rivals at
competitive world (Plester and Hutchison, 2016).
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Administration of human assets concentrate to provide inspiration to their workers
because if they are highly motivated then they will do their work effectively and along with this
can attain coveted targets within a specific period of time. As a result, they can improve their
incomes. For above stated purpose, superior will provide better working surroundings to their
staff members. Therefore, they will do their work without any interruption and in addition aid
manager to attain organisational objectives. It is must for company to maintain an appropriate
conversation in organisation; thus, people can easily share their thoughts and ideas with each
others. For success and improvement of NHS, it is must for an employer to focus on needs and
wants of their labours and fulfil them. Because without their assistance they will not able to grow
at marketplace. Thus, to attain objectives as well as targets of association, it is required for
individual to do their task with maximum effectiveness (Thakur and et. al., 2017).
CONCLUSION
As per above mentioned report it has been comprehended that it is must for each and
every sort of association to build up connection amongst superior and subordinates. Company is
following unitary reference frames in their organisation. It will assist them to improve their
productivity and along with this incomes. If they maintain an adequate conversation then they
can easily beat their rivals at competitive world. It is must to reduce disputes in firm as it can
influence their productivity. Involvement of staff members is fundamental because it provides
growth and success to them and organisation also.
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REFERENCES
Books and Journals:
Ahmad, M. and Allen, M., 2015. High performance HRM and establishment performance in
Pakistan: an empirical analysis. Employee Relations. 37(5). pp.506-524.
Brown, W. and Brown, W., 2017. The toxic politicising of the National Minimum Wage.
Employee Relations. 39(6). pp.785-789.
Cooper, R. and Baird, M., 2015. Bringing the “right to request” flexible working arrangements to
life: From policies to practices. Employee Relations. 37(5). pp.568-581.
George, C., 2015. Retaining professional workers: what makes them stay?. Employee Relations.
37(1). pp.102-121.
Jennings, C., McCarthy, W. E. J. and Undy, R., 2017. Employee relations audits. Taylor &
Francis.
Katou, A. A., 2015. Transformational leadership and organisational performance: Three serially
mediating mechanisms. Employee Relations. 37(3). pp.329-353.
Kilroy, J. and Dundon, T., 2015. The multiple faces of front line managers: A preliminary
examination of FLM styles and reciprocated employee outcomes. Employee Relations.
37(4). pp.410-427.
Larson, L. K., 2017. Employee Health--AIDS Discrimination (Vol. 10). Larson on Employment
Discrimination.
Plester, B. and Hutchison, A., 2016. Fun times: the relationship between fun and workplace
engagement. Employee Relations. 38(3). pp.332-350.
Plester, B., Cooper-Thomas, H. and Winquist, J., 2015. The fun paradox. Employee Relations.
37(3). pp.380-398.
Rubery, J., 2015. Change at work: feminisation, flexibilisation, fragmentation and
financialisation. Employee Relations. 37(6). pp.633-644.
Ruuskanen, P., Selander, K. and Anttila, T., 2016. Third-sector job quality: Evidence from
Finland. Employee Relations. 38(4). pp.521-535.
Schlechter, A., Thompson, N. C. and Bussin, M., 2015. Attractiveness of non-financial rewards
for prospective knowledge workers: An experimental investigation. Employee
Relations. 37(3), pp.274-295.
Sharma, N. P., Sharma, T. and Agarwal, M. N., 2016. Measuring employee perception of
performance management system effectiveness: Conceptualization and scale
development. Employee Relations. 38(2). pp.224-247.
Shields, J. and et. al., 2015. Managing Employee Performance & Reward: Concepts, Practices,
Strategies. Cambridge University Press.
Thakur, S. J. and et. al., 2017. Mediator analysis of job embeddedness: Relationship between
work-life balance practices and turnover intentions. Employee Relations. 39(5). pp.718-
731.
Thunnissen, M., 2016. Talent management: For what, how and how well? An empirical
exploration of talent management in practice. Employee Relations. 38(1). pp.57-72.
Townsend, K. and Loudoun, R., 2015. The front-line manager’s role in informal voice pathways.
Employee Relations. 37(4). pp.475-486.
Williams, C. C. and Horodnic, I. A., 2015. Rethinking the marginalisation thesis: an evaluation
of the socio-spatial variations in undeclared work in the European Union. Employee
Relations. 37(1). pp.48-65.
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Yi, X. and et. al., 2015. Variation in career and workplace attitudes by generation, gender, and
culture differences in career perceptions in the United States and China. Employee
Relations. 37(1). pp.66-82.
Zheng, C. and et. al., 2015. Developing individual and organisational work-life balance
strategies to improve employee health and wellbeing. Employee Relations. 37(3).
pp.354-379.
Online:
Employee Relations. 2016. [Online]. Available through: <http://www.ed.ac.uk/human-
resources/about/university-hr-services/employee-relations>. [Accessed on 28th
September 2017].
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