Employee Relation: Significance and Strategies for Better Relations

Employee Relation
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TABLE OF CONTENTS
INTRODUCTION................................................................................................................................3
TASK 1.................................................................................................................................................3
1.1.....................................................................................................................................................3
1.2.....................................................................................................................................................4
1.3.....................................................................................................................................................5
TASK 2.................................................................................................................................................6
2.1.....................................................................................................................................................5
2.2.....................................................................................................................................................7
2.3.....................................................................................................................................................7
TASK 3.................................................................................................................................................8
3.1.....................................................................................................................................................8
3.2.....................................................................................................................................................9
TASK 4.................................................................................................................................................9
4.1.....................................................................................................................................................9
4.2...................................................................................................................................................10
4.3...................................................................................................................................................11
CONCLUSION..................................................................................................................................12
REFERENCES...................................................................................................................................13
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INTRODUCTION
Employee relation can also be reffered with the name of industrial relations. It basically deals
with the contractual, physical, emotional and practical relationship between the employee and
employer. The following term is iscreasingly used because of the fact that most of the
relationships are actually non-industrial (What are Employee Relations?, 2016). The terminology
Industrial relation emerged from the Industrial Revolution (creation of free markets and huge as
well as unified movements of workers). Current report is based on employee relation and its
significance at the workplace, Tesco PLC of the UK is taking into the consideration. Points that
are highlited under the current study are context of employee relation against a changing
background, nature of industrial conflicts and its resolution. Along with this, the following
examination will put light on collective bargaining and negotiation process and concept of
employee participation and involvement (Batista, 2013).
TASK 1
1.1
Tesco PLC is one of the largest U.K. based retail organization which gives huge
employment to local community. To deal with the changing work environment, organization can
select unitary or pluralistic perspective in order to understand the mindset of employees and able
to develop better relation with the staff. In this respect, examples of the unitary and pluralistic
frames of references are as follows:
Unitary Perspectives - Unitary frames which start from the values and assumption said that
workplace conflict is not expected behave or relation between the manager and employee. A
conflict starts from two's behaved or occurrence which felt effect on the other employee to
commit further problem. This perspective can help Tesco PLC to recognize every work held in
organization as an integrated and harmonious entirely that exists for a common purpose (Gordon,
2016). It emphasizes on the co-dependency of employees and employer by which staff can
understand the objectives and mission of the company. From the Tesco PLC point of view,
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unitary approach enables the firm to communicate business objectives with staff, rewards
systems design secure loyalty and commitment of employees and minimize workplace conflicts.
On the other hand, from employee perspectives, unitary method helps them to develop new
skills, provides good conditions of employment and gets the supports from manager side (Durai,
2010).
Pluralistic Perspectives - In this frames the organization deviates firm into powerful and
different sub-group. Each group has its own lawful loyalty and respect to their object and leader.
The two main sub-groups in the Pluralist view are the management and trade unions. subscribing
to different values and objectives. In the much organization pluralism represent as more suitable
and perfect. This is also better to describe employment relationships. For example, the following
concept of employee relation underpins the value and legality of collective bargaining between
administrative and trade union to solve conflicts and rule making process (Esra, 2010).
1.2
A trade union is an organization of workers who have come together to achieve common
goals such as protecting the integrity of its trade, improving safety standards, achieving higher
pay and benefits such as health care and retirement, increasing the number of employees an
employer assigns to complete the work, and better working conditions. The trade union, through
its leadership, bargains with the employer on behalf of union members (rank and file members)
and negotiates labour contracts (collective bargaining) with employers. The most common
purpose of these associations or unions is "maintaining or improving the conditions of
their employment".[1] This may include the negotiation of wages, work rules, complaint
procedures, rules governing hiring, firing and promotion of workers, benefits, workplace
safety and policies. The aim of trade unions is to build a strong relationship between employer
and employees at the workplace along with the local community of a particular region. These
groups seek the interest of both parties at the workstation by the process of collective bargaining
and rules making method (Jackson, Schuler and Werner, 2011).
To understand the impact of changes in trade unionism have affected employee relations,
an example can be taken into the consideration. In the past time, the role of trade union was only
limited within the organization. But now, these groups are also show active participation in
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