Understanding Employer-Employee Relations and Conflict Resolution

Assignment content contains a collection of academic articles and online sources related to human resource management, collective bargaining, labor law, employee relations, and conflict resolution. The articles cover topics such as successful human resource management determinants for building good employee relations, the development of collective bargaining in China, the impact of computer games on learning about conflicts, and psychological contract breach and its effects on employee innovation. Additionally, there are online sources discussing essential features of employer-employee relations and the five steps to conflict resolution.

Employee Relations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK1............................................................................................................................................3
1.1...............................................................................................................................................3
1.2...............................................................................................................................................4
1.3...............................................................................................................................................4
TASK2............................................................................................................................................5
2.1...............................................................................................................................................5
2.2...............................................................................................................................................6
2.3...............................................................................................................................................7
TASK3............................................................................................................................................7
3.1...............................................................................................................................................7
3.2...............................................................................................................................................8
TASK4............................................................................................................................................9
4.1...............................................................................................................................................9
4.2...............................................................................................................................................9
4.3.............................................................................................................................................10
CONCLUSION.............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Entities use employee relation as a policy that has to developed for better working
environment among the employer and employee. In this term management focus and addressing
all such problems and try to solve them. In more effective manner. When an employee hire in
the organisation at that time various exception in their mind. All these expectation leads to the
competitive in the work place and some time this competition convert into conflicts (Bajaj and
Sinha, 2013).
Present report is based on Marriott hotel that deals in hospitality industry. For this will
discuss about how newly HR assistant manager of the hotel manage work based relationship
from the work base. In addition to that manager of the company use various strategic-plan that
leads to control their ratio of conflicts in the workplace. Moreover to maintain better working
management has to took various initiating fro the same (Babalola and et.al., 2016).
TASK1
1.1
HR assistant must focus on the conflicts situation and according to that use frame of
references that assist to manage their work in more effective manner. Here pluralistic and unitary
frame are listed below that assist to control the conflicts in more effective way (Koivisto and
Rice, 2016).
The unitary frame of references:
In this management of the company focus on the employee thinking in which how
individual way of thinking. In addition to that management of the company also concern with
the individual working attitude, value and working practises that affects the way of working. In
addition to that management concern with this in which HR focus how can they get for achieve
their set objectives. HR assistant of the company also concern with the implementation of their
set goals and objectives. So when the HR manager know their value and they can also concern
with the same at that movement worker become more loyal towards their work. In addition to
that management also provide best facilities to their employee (Tangthong, Trimetsoontorn and
Rojniruntikul, 2014).
The pluralistic frame of references:

In this point management of the company focus on showing their power towards the
conflicts situations. In addition to that management of the company create various groups and
each one can concern with the legal frame work that has to be maintain by the employee. For
this Marriott hotel management develop design in which they concern with the better
coordination in the workplace. In addition to that management also use collective bargaining and
trade union process that has to be maintain by the workers. (Kiazad, Seibert and Kraimer, 2014).
Trade unions are generally accounted as legal representative of employees conflicts is by
cumulative bargaining and this is never considered unacceptable and if they get supervised
could be lead towards positive change. In pluralistic perspective the management focuses less on
compelling ad controlling and more on leadership and coordination.
1.2
Trade union play crucial role in the organisation ion which a group of workers those are
part of the organisation take part in this. In addition to that management of the hospitality
industry affects when some changes take place in the trade union and that impact on their way of
working that has to be maintain by them. Here various changes are listed as follows that take
place in the organisation and it impact on the Marriott (Borah, 2014).
 Some changes take place when new leader come in the organisation and work as their
own style. In addition to that management of the hospitality industry take changes when
various changes take place in the working conditions. In addition to that it impact on the
wages and salary of individual. In addition to this working conditions are also change
with the same.
 In addition to this, in the trade union change with the various rules so that it is not easily
accepted by the management. This is also impact on working behaviour because most of
the employee can not take change in easy manner.
 This is also covered all macro factor that is also impact on the employee relationship in
which they focus on changes in political and social factor that covers the trade union
(Munafò, 2016).

 Trade unionism also changed the minimum period of notice for employees is changed
to now to 14 days, Unless the employer permit it to 7 days.
 Trade union ha affected employees because they can protect themselves from ill
treatment and slavery.
 Trade union in general terms satisfied the needs of the employees playfully but if
required they take some strong actions against the organisation.
1.3
In the Marriott and any other hospitality industry, stakeholders play a crucial in which
they focus on the each and every point that must be concern by them and these are listed as
follows:
Employer: In this point management concern with each and every issue that has to be
handle by the employer. In addition to that management of the company also focus their daily
based work so that it leads to manage their relationship in the hotel. HR assistant of the hotel
also focus on their right and try to accomplish it (Kampf and Cuhadar, 2015).
Trade union: This one is also part of the organisation in which management focus on the
hotel formation. It is also included various rules and regulation that must be assist to manage
their working in more effective manner. Trade union are also work with all that demand that is
rise by the employee and yet fulfilled. Mostly this will concern with the employee wages and
Woking conditions. In addition to this management of the hotel develop their working with trade
union because this union find out the root cause and solve their problems (Redpath and et.al.,
2013).
Government: Various government bodies are also design for the solution sin which
management of the hotel focus on level of problem and not able yo handle by the organisation
end. At that time government agencies use various rules and regularity that assist to manage the
employee relationship in the workplace (Deakin and Morris, 2012).

TASK2
2.1
It is true that management suffer with the various conflict situation and for this
management of hotel must use appropriate solution for such problems that is listed as follows:
Clarify what the disagreement is: in this hr assistant of the hotel find out the actual
problem in which individual focus on the root cause of the problem. In addition to that
management find out all that point that has to be done but they are ignore by the management
and employee so that it leads towards the various problem in the organisation (Chan and Hui,
2014).
Establish a conman goal for both parties: If the management of the hotel develop and
set conman goal among them at that time management concern with all desire points that reduce
the level of conflicts in the workplace. In addition to that management also develop strategic-
plan in which every individual separately compete with their own strength and accomplish their
target (Jimeno and Thomas, 2013).
Discuss ways to meet the conman goal: In this management of the hotel focus on each
conflict party and listen to them in very care fully. In addition to that management also give
them change in which they can share their views and feeling towards the problems.
Determine the barrier to the conman goal: In this management of hotel motivate both party to
take part in the solution and each of them provide all available problems that has to be manage
by them (11 Essential Features of Employer-Employee Relations . 2016).
Agree the best way for resolution: In this management use the appropriate one and take
all available solution that assist to manage their conflicts and not rise in the future. At last
management of Marriott develop a agreement in which both parties agree for the same and
promise that this one is not repeated in the future (Trif, 2013).
2.2
Here various key feature are listed follows that assist to manage their work in more
effective manner that is listed as follows:
 Hotel management of Marriott focus on the best employee relation and for the same
management focus on the various feature which provide a setting for employer-employee
relations.

 In this individual relationship is also included in this and in which all are maintain better
collective relationship in the workplace. In which management of Marriott focus on the
employer's associations that has to be maintain by the way of working.
 It is such a complex relationship so that it maintaining is very hard. In addition to that
management of Marriott develop trade union that assist to manage their conflicts in more
effective way (Jimeno and Thomas, 2013).
 Relationship among them is also hard to manage but its nature is dynamic and
developing so that they can be provide a better shape to their worker.
 In this management also concern with the strictly speaking in which Marriott focus on
the better human resource management. In which they provide various training and
developing sections that leads to manage their relationship in more effective manner.
 All above things will assist for better and effective harmonious relationship in the
workplace. In addition to that management concern with the collective bargaining in
more effective manner (Deakin and Morris, 2012).
2.3
If the management of the Marriott use any process for solving conflict situation at that
movement working will be more effective. In addition to this management use effective work for
better effectiveness.
 In which when the management of the Marriott identify the root cause at that movement
management must concern with the actual problem. Some time management not find out
the actual problem and start for the solution at that movement management not get the
appropriate one or it is also miss lead the solutions.
 In addition to this when the management not look beyond the actual problem. When a
representative focus on the people not on the problem so that solution become hard for
the organisation (Redpath and et.al., 2013).
 In addition to that management also having skills in which they consequently listen both
party and not take any action in a hurry. When the management focus on the same at that
movement solution become more effective.
 In addition to that management also concern with the hidden problems that is not share
by any one in which management focus on their work with their level of corporation
towards the solutions.

 Mediator is also focus on the both parties concern point and not take action for any one if
it is so there is a less chances for the solution.
 Moreover when a representative or mediator use all this things so that management
having get a great chances for the solution in the workplace (Babalola and et.al., 2016).
TASK3
3.1
For any conflict situation collective bargaining play a crucial role in which negotiation is
also impact as great manner. Here various points are listed below that assist to manage their
work in more effective and crucial manner.
 Negotiation is a crucial part because for any problem this term is suitable for the
collective bargaining (Tangthong, Trimetsoontorn and Rojniruntikul, 2014).
 Management of hotel use is as a merchandise tool in which they develop a negotiation
for employee relationship so that this will assist to manage their work as effective as it is.
 In this management also use collective bargaining in which they can concern with the
each and everything.
 In addition to that management of hotel select a target and objective in which they have
to go. For this they can develop negotiation team that concern with a;ll demand that is
not fulfilled yet (Bajaj and Sinha, 2013).
 In this HR assistant also focus with the time line because if they are ignore actual
problem so that it become hard to manage their work in more effective manner. Now
management also focus on each and every party that must be present at the time of
proposal and for the same management must take initiatives in which they develop
meeting in which every employee can concern with their working point of view.
 At last representative focus on the settlement and if it not so that time one review is must
use by the representative (Kiazad, Seibert and Kraimer, 2014).
3.2
Management of the hospitality industry also focus on the each and every highlight point
that impact on negotiation strategy and this are listed as follows:
In this point negotiator offer for some change in the process in which some points are
listed that shows they are not appropriate and remove this from the negotiation process. In

addition to that management of the company also concern with the level of job satisfaction from
this process. It will positively impact when employee are stable in the organisation for the same
(Kampf and Cuhadar, 2015).
When the management change all this process as per their employee suitability at that
time management also show their importance towards the employee. This is also negotiation
tactic that considered with gender difference in which they can provide flexibility towards the
female worker as compare to their male employee (Chan and Hui, 2014).
Management also provide negotiation training in which employee's of Marriott ensure various
things. It is also included better employee relationship in which they can concerning with the all
employee issue that must be systematic design and examine so that it impact on positively.
With the help of negotiation process management can develop better engagement in the
working place. In addition to that better problem solving and their delegation is measure in this .
So that management and employee can develop willingness in which they can learn how they
can cop up with others (Jimeno and Thomas, 2013).
A powerful negotiation strategic-plan is also impact on their work ijn which they observe
that with the help of effective process of negotiation management can develop a betetr
infrastructure of working (Trif, 2013).
TASK4
4.1
When any organisation use the industrial demographic in their working practises so at
that movements their way of working and working culture is also impact from the same. In
addition to that when any hospitality industry must focus on their management and its decision-
making process. Here its impacted are listed below that assist for better observation (Tangthong,
Trimetsoontorn and Rojniruntikul, 2014).
Impact of taxation and expenditure: In this management of the company influenced
when the rate are become high in which they can concern with pay more to government and it
may impact on their financial resources. In addition to that management also develop their
efficiency when it sudden increasing and they can reality adjust with this. This may impact on
the negative manner in which they may face financial crises as well (Borah, 2014).

Impact of rules and regulation: When any company suffer form change that taken place
in the EU at that movement various things are impact on the same. In addition to that
management affect with its business activities in which they can concern with the all procedures.
In addition to that when any rules and regulation are take place in the hospitality industry so that
many workers are not ready to accept it. In addition to that employee feel also incomplete
because of its sudden change (11 Essential Features of Employer-Employee Relations . 2016).
Impact on Education and training: Education and training of employees makes important
contribution to create a good business life. The Eu plays and important role in education and
training changes.
Impact on International Policy: EU can promote and trade sales of goods by exporting it to
others countries or restrict the products coming from other countries.
4.2
Management of hotel must use various methods that assist to develop their participation
towards the decision-making process. If hotel management want to enhance their employee
qualitative aspect and for the same they take initiating for enhance their working potentiality
(Jimeno and Thomas, 2013).
Survey attitude: In this management of the company use random survey method in
which they focus on the each and every worker and their working attitude. In addition to that
management also observe that what is the reason that why individual are not take part in the
decision making process and according to their observation they can take initiating towards the
solution. With the help of this management can evaluating that individual way of thinking
towards the working as well its effectiveness (Borah, 2014).
Suggestions scheme: This is also appreciate one which concern with the individual open
suggestions that assist for their motivation also. This is also leads to a families environment in
which when the independent worker give their views so they feel that it is importance in the
entity. Moreover this will assist to stand in the organisation for the long time.
Distinguish among them: Suggestion scheme will be better for the management because
workers support to improve the work. When management involve in the decision process so that
they will be better know the management. This will assists for the management to know the
people potential towards the work (Koivisto and Rice, 2016).

4.3
If business owner of any company, any industry want that their working become more
effective at that time management can concern with its human resource department. In addition
to that when HR assistant of the company done their work with best capabilities at that
movement work will become more effectively. In addition to that HRM assist for better
employee relationship because it is concern with the potentiality of worker. In addition to that
two points are listed in this that leads to manage their work in more effective manner.
Job satisfaction: HR manager of the company develop various workshops that concern
with their working. In addition to that when individual happy with their work and satisfaction
gets from their job at that point no one can compete this (Kiazad, Seibert and Kraimer, 2014).
Increasing efficiency: HR manager of the hotel also improve their effectiveness in
which they focus on the need of individual and according to their need work on them. So that all
this things assist for the better management in the hotel and this is not done without hr. guide.
Improved working conditions: Trade unions can safeguard the health of workers by demanding
the HR ,management to provide all the basic. Facilities such as safety equipment, refreshment,
minimum working hours, leave as rest, job satisfaction, social security benefits etc.
Both points are assist to manage individual work in more effective manner so that this
will leads to improve retention ratio of individual. In addition to that a effective and satisfaction
work will assist to stand in the market place for the long time (Redpath and et.al., 2013)
CONCLUSION
After summing up the above study management can concern with the better relationship
in the Marriott. For the management can develops systematic study that assist to manage their
work in more effectively in the organisation. In this management observe how to maintain
harmonious relationship in the hotel. In this they can also use negotiation and collective
bargaining that assist to manage their work in more effective manner. In addition to that
management also develop employee participation so that it assist for the better employee relation
in the workplace.

REFERENCES
Books and Journals
Babalola, M. and et.al., 2016. The Relation Between Ethical Leadership and Workplace
Conflicts The Mediating Role of Employee Resolution Efficacy. Journal of Management.
p.0149206316638163.
Bajaj, P. and Sinha, S. H. A. L. I. N. I., 2013. Successful human resource management
determinants to build good employee relations: A quantitative approach. International
Journal of Human Resource Management and Research (IJHRMR). 3(2). pp.31-36.
Borah, P. P., 2014, July. Imagination of Nation in Multi-Ethnic Situation: Understanding
Ideological Conflicts and Ethnic Exclusions in the Imagination of'bharat Mata'. In XVIII
ISA World Congress of Sociology (July 13-19, 2014). Isaconf.
Chan, C. K. C. and Hui, E. S. I., 2014. The development of collective bargaining in China: from
“collective bargaining by riot” to “party state-led wage bargaining”. The China
Quarterly. 217. pp.221-242.
Deakin, S. F. and Morris, G. S., 2012. Labour law. Hart publishing.
Jimeno, J. F. and Thomas, C., 2013. Collective bargaining, firm heterogeneity and
unemployment. European Economic Review. 59. pp.63-79.
Kampf, R. and Cuhadar, E., 2015. Do computer games enhance learning about conflicts? A
cross-national inquiry into proximate and distant scenarios in Global
Conflicts. Computers in human Behavior. 52. pp.541-549.
Kiazad, K., Seibert, S. E. and Kraimer, M. L., 2014. Psychological contract breach and
employee innovation: A conservation of resources perspective.Journal of Occupational
and Organizational Psychology. 87(3). pp.535-556.
Koivisto, S. and Rice, R. E., 2016. Leader prototypicality moderates the relation between access
to flexible work options and employee feelings of respect and leader endorsement. The
International Journal of Human Resource Management. pp.1-22.
Lee, J. and Kim, H., 2016. Do employee relation responsibility and culture matter for firm
value? International evidence. Pacific-Basin Finance Journal.40. pp.191-209.
Munafò, M., 2016. Conflicts of Interest and Solicited Replication Attempts.Nicotine & Tobacco
Research. 18(4). pp.377-378.

Redpath, S. M. and et.al., 2013. Understanding and managing conservation conflicts.Trends in
Ecology & Evolution. 28(2). pp.100-109.
Tangthong, S., Trimetsoontorn, J. and Rojniruntikul, N., 2014. HRM Practices and Employee
Retention in Thailand--A Literature Review. International Journal of Trade, Economics
and Finance. 5(2). p.162.
Trif, A., 2013. Romania collective bargaining institutions under attack.Transfer: European
Review of Labour and Research. 19(2). pp.227-237.
Online
11 Essential Features of Employer-Employee Relations . 2016. [Online]. Available through:
<http://www.yourarticlelibrary.com/hrm/11-essential-features-of-employer-employee-
relations/27999/>. [ Accessed on 19th December 2016].
The Five Steps to Conflict Resolution . 2016. [Online]. Available through:
<http://www.amanet.org/training/articles/The-Five-Steps-to-Conflict-Resolution.aspx>.
[ Accessed on 12th December 2016].

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