Employee Relations: Theories and Practices

This assignment delves into the complexities of employee relations. It examines various theoretical approaches to industrial relations, highlighting their strengths and weaknesses. The key players involved in shaping these relationships are analyzed, emphasizing their roles and influence. Additionally, the assignment explores contemporary employee relations management practices and their impact on organizational effectiveness.

EMPLOYEE
RELATIONS

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Pluralistic and Unitary frames of reference..........................................................................1
1.2 Changes in trade Unionism have impacted employee relations............................................2
1.3 Main players role in Employee relations .............................................................................3
TASK 2............................................................................................................................................4
2.1 Procedures an enterprise should follow when dealing various conflict situations................4
2.2 Features of Employee relations in conflict situations...........................................................5
2.3 Effectiveness of process in conflict ......................................................................................6
TASK 3............................................................................................................................................6
3.1 Negotiation role in collective bargaining..............................................................................6
3.2 Effect of negotiation strategy................................................................................................7
TASK 4............................................................................................................................................8
4.1 Influence of EU on democracy in the United Kingdom.......................................................8
4.2 Approach in order to gain employee involvement & participation in decision making.......8
4.3 Effect of human resource on employees relations................................................................9
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Employee relation (ER) can be defined as the mutual understanding among employees as
well as employers. It is also identified as a communication between workers and management in
respects to concerning at workplace decision, conflict, grievances, issues solutions, unions and
collective bargaining problems (Employee Relation, 2017). It is significant for the organisation
and their members in order to achieve long as well as short term goals and objectives. In simple
words, ER is the best part of the industry in attaining high profitability and productivity in a
systematic manner. In short, it can be determined as the interaction which is essential to takes
better place betwixt upper administration and staffs of the business.
This report is based on “British Airways” (BA) whose main aim is to give better
facilities to its valuable buyers. In this report, pluralistic & unitary frames of reference will be
discussed along with role of employee relation in different conflict situations. At last, various
approaches which are used to gain involvement of workers in decision making process will also
be studied here.
TASK 1
1.1 Pluralistic and Unitary frames of reference
Employee relation is very important in two ways such as pluralistic & unitary reference
frames. Both methods have various perceptions and views that are formed with the ER among
members that can be handled in British Airways.
Unitary: It is defines as a organisation and government system in which the authority is main
part of the business. In this way different person are available in a group with a common goals
and purpose. ER in this perspective which relies on beliefs that ability in order to take important
judgements within enterprise tends (Bach and Kessler, 2011). In simple word, workers that are
working & running at the upper level so that have main power to take critical decisions for its
advantages. Moreover, this appearance also presents that managers & leaders instant in BA that
have different roles of promoting loyalty or commitment among employers. It is very important
approach in accomplishing objectives and maximising overall efficiency of industry. Approach
of ER which believes on the role of trade union (TU) that has been determined it never help at
the conflict time. It takes better place between BA managers and theirs staff members. Such
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struggle and other issues which are decrease all level of efficiency, it is not accomplish and
possible for the administration in order to carry business operations in a systematic and efficient
manner. This will also track to decline in level of buyer’s satisfaction.
Illustration 1: Industrial Relation Approaches
(Source: Key approaches to Industrial Relations, 2014)
Pluralistic: This is defines as a approaches which is mainly focuses on the employees
believes (Approaches to Industrial Relations, 2014). In this way right workplace is improved
through the various forms such as behaviours, values as well as attitudes. It is also very essential
method of the organisation but it highly depends on other perspective with regard to ER. It is
based on buyers impression that workplace which is combined of various kind of values,
behaviours, beliefs and attitudes. According to this method, BA management can plays mediator
role where TU also plays an essential role within organisation because with the support of trade
union, power of judgement making which is provided to the workers that are existence in the
association (Bailly and Léné, 2012). In other words, this method believe that stability in
employee relation which can be completed by performing negotiation and concessions series
between managers and their members with the assist of collective bargaining activity. These can
be included 2 perspective of ER. By taking assist from specific approach, mentioned company
can settle whether, it is useful as well as beneficial in order to develop TU within enterprise or
not.
1.2 Changes in trade Unionism have impacted employee relations
Dynamic legislation in TU which is directly influences the ER within the entity. In
simple words, TU can be identified as the community of leaders and employees that work each
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other with the purpose of giving secure as well as safe working environment to the staff
members. It is also promote their internet which is formed with pay criterion and another
monetary & non-monetary advantages. In 19th Century, first TU movements was declared with
the union’s new model. It will come in 1824 with particular legislation in this way large number
of the employees joined the enterprise in order to getting fare remuneration of the work complete
for the entity. In the other hand, TU are against the workers exploitation as well as it always
focus on advantages of the members. Still, there are several modifications in TU that has
impacted the ER within BA which are determined as follows:
Technological: In this factor advanced technology is important aspects in regards to led
with industry to decrease the labour use. It is indirectly and negatively influenced the people
employment in an adversely manner (Dasgupta and et. al., 2012). In this way, BA is increased to
improve with the legislations and regulations related with entrenchment of the HR. All the same,
in this condition, TU of mentioned business act as protect for the workers from bring depression
from the occupation. Encouragement in technological that support in raising their business
operations but at the ER cost.
Legal and Political: Both are main aspects that straightly impacts the prospects linked to
the ER in BA. Further, level of upper management that has to follow various regulations and
rules which is formed by the legal authority of single country to avoid misunderstanding between
employers and employees.
Still, TU are improved with the aim of protecting the workers right as well as promoting
both parties interest through the collective bargaining and effective strategy development.
Considering the actual situation, TU also concentrate on child labour removal and another
important benefit of the community. However, British Airways and their top-level administration
focuses on fulfilling the wants and needs of buyers by employing talented and skilled people
pool.
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1.3 Main players role in Employee relations
There are huge member of person that are existence in enterprise who are liable for
sustaining the kinship with workers. Still, to keep healthy and safety relationship between
mangers and their staff members (key Player in Employee Relations, 2017). It is very essential
for the level of managerial person to always take listening initiative to their employees and make
activity to solve their issues. There are main players in sustaining ER at BA which are
(Source: Players in Employees Relations, 2017)
Employer: Company line managers play essential role in maintaining and improving
relationship among the staffs (Devonish, 2013). Still, handler should see that they give effective
and better working environment to their employees so in this way they are never involved in
many unethical practices. In during the day, they are important person in each and every
organisation in order to achieve high productivity and profitability in a systematic manner. They
are capable to rise the conflict situation which are present in between employees and employers.
They have responsibility of developing and sustaining healthy & aggressive environment. From
the same every worker are motivated to provide their best in short duration.
Employees: One of the main responsibility of an employee in the entity in order to
execute all operations and task in effective way so that BA can achieve its desired objectives and
aim. Hence, related to administrator, workers also has the duty to become loyal & allegiant
towards the business and follow right guidelines while determining out the task (Grady, 2013).
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Illustration 2: Key player in Employee relations

By following each and every guideline decently employees comply their maintaining part of
relations with its managers.
Agencies of Governments: As a public sector, it is very essential for BA to stringently
amend whole the regulations and rules which are develop by the Regime of individual nation
where it operates. Still, British Airways proceeds into consideration various acts like: child
labour, health and safety act, wags act so that good surround can be provided to the employees.
Through the support of these legislation, Agencies of legal authority are making its effort in
order to make better link between staff members and workers.
TASK 2
2.1 Procedures an enterprise should follow when dealing various conflict situations
British Airways expand and operate their business in an aggressive working environment,
there are some conditions arises which generates various conflicts like lockouts and strikes etc.
Still, there are several methods through the support of company management, in this situation,
they can deal and lead with issues. From the same, both problems are main kind of workforce
struggle that take at workplace.
In other word, Collective Disputes take better place in this condition when the company
working environment allocated all operations or work (Guery, 2015). It is complete by the
mangers as well as directly leads in order to declining employee’s motivation level. Related to
this, workers can boost their voice by following the better guidelines as well carrying out all
functioning. According to this case such as situation, upper level management of BA
discriminate with the help of workers and allocate entire work regarding their age which cab lead
conflict condition. In this issues employee at various forms are impacted in an adversely manner.
This situation cannot carry out work with needed imprecision so it is directly effect on the BA
profit and sale. Moreover, employees are not offer services quality to the target and potential
customers of British Airways that reason feedbacks and complaints. Company and their upper
level administration liable to overcome this condition. They give better platform to their workers
so in this they can explicit their thoughts, feelings and views so that impressive & smart result
can be improved.
The main situation such as conflict which is arise in BA when workers starts complaining
in order to accomplished business operations functions in a smooth manner (Gupta and Kumar,
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2012). In conflict condition, senior authority is responsible about unfavourable working and
unfair treatment situation, etc. By pursuing ethical practices code managers can provide better
solution as well compromises among employees.
Apart from this, workplace harm to staff members can lead to struggle with the BA
functioning. It is defined as the role and responsibility of the human resource manager to form
that accurate facilities are provided to the workers in this they can be secured regarding job
injury. In this situation, which is arise related to manger's carelessness than actual case can be
ensuring and employed staff members which are receive compensation and medical attention for
the lost wages as well as injuries.
2.2 Features of Employee relations in conflict situations
From the above information, particular conflict condition has been chosen for this study
is collective disputes. Related to the ineffective work allocation which arise dispute condition
between workers of various departments (Josef Gellert and Schalk, 2011). Conflict is negative
for the BA because it is affected directly on profitability and sales performances. There are key
features which are selected in this condition are as follows:
Dissatisfy with the organisation: One of the main reason is conflict situation so in this
each and every worker is dissatisfied with firm. Still, Upper level of administration is not capable
to allocate whole tasks in an effectively and efficiently which directly impacted to the all
functioning of company. Regarding to this condition, ER with its workers will be impacted
adversely in order to overcome conflict situation. Top management of the British Airways has to
have clear communication and acknowledge to reduce all kind of issues in a systematic manner.
They give better platform to their workers, so with the use of this they can express their feelings,
through and views so that effective as well as smart result can be developed.
Hindering the relationship between female as well male employees: It define as a
situation of Collective dispute which can impact directly on his or her workers at the workplace.
In this condition, they will neglect each other as well as never like to work in group which also
influence on the services provided to the buyers.
2.3 Effectiveness of process in conflict
As per the situation of conflict, it is the role and responsibility of superior of business to
undertake different methods so that above problem can be solved in a correct manner (Kim and
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et. al., 2012). Still, overcome the struggle condition, upper level management can be support of
handling dispute which is very important for the workers. This will also give right platform for
communication between manager and their staff members. Apart from this, business should
have clear communication and acknowledge honesty so that many people can understand their
responsibility. From the same, management also give best level where workers can give their
views and feedbacks regarding their problems so that actual measurement can be engaged and
above condition cab be reduced.
After that, during the process of discussion workers have whole authority to ask and
speak anything from managers so in this way their question can be analysed properly. To
manage conflict condition between he or she staffs working in organisation. Informal procedures
will be impressive as through administration can easily connect with both employees such as
female or male, so in this way conflict’s cause can be determined (Larson, 2017). It will support
management in determining the better result to the issue which is faced by all members that
existence in this workplace.
TASK 3
3.1 Negotiation role in collective bargaining
Collective bargaining (CB) is defined as a negotiation process between manger and their
workers. To set up the agreements about working hours, wages, promotion and another term of
employment. It is important to control the different disputes and problems which are boosting at
workplace. Business has large number of the workforce, it is engaged to negotiate with the
manger as well as select the technology to instant the viewpoints. It assists to decrease the
different problems which are featured by workers who are running and working in BA. There is
different negotiation role which are performed in regards to analysis the aggressive collective
bargaining which are as follows:
Support to enhance work quality: It assist to raise work quality in a systematic manner
(Mather and et. al., 2012). Need of the workers in the front of manager as well as with the
support of their group negotiate and officials with them to carry out several purposes.
Assist to improve effectiveness: With the support of CB activity define as the problems
that are fight on the staff members (Winkelmann-Gleed, 2011). That can be lick with the correct
negotiation with the company mangers. CB is very useful for employer to discuss the several
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problems which are boost by the members. So in this they can clearly detailed the answers with
the assist of communication with the staff.
Support system for the BA to reach productivity conclusion: With the CB process
adoption, the employees and employer negotiate together to the different prospects which impact
the staff working practices. With the support of collective bargaining each and every employer
communicate the different changes easily which support in order to compass the productivity
results to the issue.
3.2 Effect of negotiation strategy
British Airway adopt the negotiation approach in order to to put all challenge that is
lowered. Within the enterprise it will carrying the different operations. It is specify as prospect
assist in order to attained the outcomes (Mathew and Jones, 2012). Business negotiates with their
members to meet the possible solution for the different issues which are existence in the
environment so it is negatively influence the performance. There are different negotiating
strategies assist to determine the better tactics to achieve the best solutions which are as follows:
Competing Strategies: It is one of the main scheme which indicates the competition.
British Airways has huge competition, so in this situation they select this policy as the
challengers are losers as well winners. It is very important strategy of the business to attain
growth and success in a specific time duration.
Accommodative: It is also very essential which is adopt by the organisation in order to
decrease the main problem. The main purpose of adopting this to meet the issues such as
financial by negating termination and turnover position in a systematic manner.
Avoiding: This strategy is very useful and beneficial for both employer and employee to
avoid the problems. BA apply this to focus on significant problem which is boost by the manager
about the work schedule.
TASK 4
4.1 Influence of EU on democracy in the United Kingdom
European Union has the straight effect on democracy in the UK in which the company
operates (Michielsens and et. al., 2013). It is defined as the work environment structure when
mentioned enterprise design their framework in a systematic manner. BA follow the procedures
as well as policies to perform the different business operations.
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As the dimension in culture which not equal from place so in this policies that identify
the aspects level. It is effect the UK democracy. EU address the several acts that effects the
working of BA as the members are also concerned in judgement making which lined to their
impressive engagement in company (Williams and et. al., 2011). Implementation which enhance
the employees work quality as well as their standards which are raised. Moreover, this is
impressive as it tracks in order to rise efficiency. In this way, all employer exchanges the
information with their members regarding to all working of the BA.
These policies which are very essential to set the standards according the condition, terms
and perspective job in a form to the surrounding. It is significant to deflect the main problem
which impact their working. That will analyse as the favourable and effective work
environment.
4.2 Approach in order to gain employee involvement & participation in decision making
There are different approach which is selected to intensify the organisation work
environment. It will making the workers prosecute in transferring the various functions and
activities. That identify in achievement of the several objectives and goals of the enterprise.
But BA adopt and select the Consultation approach in through they effectively improve
as well as develop the different tactics (Theriou and Chatzoglou, 2014). It will impact directly on
work environment in order to maximise employee’s involvement as this intensify their level of
satisfaction which are involved in aspects. It is mainly related to the all working and functioning
of BA.
They also choose the Suggestion methods which is very important to achieve innovative
plan from the workers to enhance work surrounding in an efficient and effective manner. This
approach is very useful and beneficial for the British Airways to achieve high productivity and
profitability as well as attain objectives in a specific time period.
4.3 Effect of human resource on employees relations
HRM has straight effect on ER and through their worker who are employing in
organisation welfare and can be maintained in an easily. It can be determined as that rules and
policies which is developed by the HRM of company. So, it is effect on the employees and
employer relationship. The link among manager and their members which can be reinforced and
strengthened to the person existence in the workplace (Singh, 2011). This will also help in
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retaining workers as well as supports in increasing motivation level of the people. Such kind of
environment can be improved by selecting individual culture within the place. In the form of
views and culture opinion of are provided main significance and support directly in order to
maximising staff members motivation level. As an output of kinship between workers and
handlers of mentioned company will be developed in an effective and efficiency manner.
Moreover, ER perspective which is selected by the human resource department of the British
Airways (Van Buren III and Greenwood, 2011). They have direct effect on the link which are
existence in the enterprise. For better improvement of kinship among the members, in this
situation BA can precede pluralistic appearance of ER. It is possible in order to develop all
performance of the enterprise. It is very important method which is focuses on significance and
need of considering group within the enterprise. Still,company is depend on several orientation
such as unitarist, in this way proper relationship can be sustained as well as developed by the
organisation.
As per another hand, if HR manger can encourage and motivate workers. In this
environment also relation in between subordinates and function manager which can be improved.
It means, British Airways can operate and run in more efficient as well as effective way so that
wanted objectives and goals can be attained (Williams and Horodnic, 2015). It is also very
important for the company and their brand image in order to improve their services and provide
innovative products.
CONCLUSION
As per the above mentioned report, it can be concluded that sustaining employee relation
is important and crucial for organisation. This enhances the employees perform aces as well as
satisfying the wants and needs of buyers. This assessment illustrates 2 main methods such as
pluralistic and unitary. This will support of upper level management of company, in this they
easily handle the relationship. It is most essential for the stakeholder in order to carry out
business operations in an efficient and effective manner. In other word, TU leads and runs to
organise various development & training programs for the workers. So they attend to maximise
their abilities and skills regarding to the require their working as per the need of environment and
emerging trends.
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REFERENCES
Books and Journals
Bach, S. and Kessler, I., 2011. The Modernisation of the Public Services and Employee
Relations: Targeted Change. Palgrave Macmillan.
Bailly, F. and Léné, A., 2012. The personification of the service labour process and the rise of
soft skills: a French case study. Employee Relations. 35(1). pp.79-97.
Dasgupta, S. A., Suar, D. and Singh, S., 2012. Impact of managerial communication styles on
employees’ attitudes and behaviours. Employee Relations. 35(2). pp.173-199.
Devonish, D., 2013. Job demands, health, and absenteeism: does bullying make things worse?.
Employee relations. 36(2). pp.165-181.
Grady, J., 2013. Trade unions and the pension crisis: Defending member interests in a neoliberal
world. Employee Relations. 35(3). pp.294-308.
Guery, L., 2015. Why do firms adopt employee share ownership? Bundling ESO and direct
involvement for developing human capital investments. Employee Relations. 37(3).
pp.296-313.
Gupta, V. and Kumar, S., 2012. Impact of performance appraisal justice on employee
engagement: a study of Indian professionals. Employee Relations. 35(1). pp.61-78.
Josef Gellert, F. and Schalk, R., 2011. The influence of age on perceptions of relationship quality
and performance in care service work teams. Employee Relations. 34(1). pp.44-60.
Kim, Y., Park, M. S. and Wier, B., 2012. Is earnings quality associated with corporate social
responsibility?. The Accounting Review. 87(3). pp.761-796.
Larson, L. K., 2017. Employee Health--AIDS Discrimination (Vol. 10). Larson on Employment
Discrimination.
Mather, K., Worrall, L. and Mather, G., 2012. Employee Relations Emerald Article: Engineering
compliance and worker resistance in UK. Employee Relations. 34(5). pp.534-554.
Mathew, S. K. and Jones, R., 2012. Satyagraha and employee relations: Lessons from a
multinational automobile transplant in India. Employee Relations. 34(5). pp.501-517.
Michielsens, E., Bingham, C. and Clarke, L., 2013. Managing diversity through flexible work
arrangements: management perspectives. Employee Relations. 36(1). pp.49-69.
N. Theriou, G. and Chatzoglou, P., 2014. The impact of best HRM practices on performance–
identifying enabling factors. Employee Relations. 36(5). pp.535-561.
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Singh, P. N., 2011. Employee relations management. Pearson Education India.
Van Buren III, H. J. and Greenwood, M., 2011. Bringing stakeholder theory to industrial
relations. Employee Relations. 33(1). pp.5-21.
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.
Williams, C. C., Nadin, S. and Rodgers, P., 2011. Beyond a “varieties of capitalism” approach in
Central and Eastern Europe: Some lessons from Ukraine. Employee Relations. 33(4).
pp.413-427.
Winkelmann-Gleed, A., 2011. Retirement or committed to work? Conceptualising prolonged
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[Accessed on 14th October 2017]
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[Accessed on 14th October 2017]
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