Conflict Resolution in HRM
Added on 2020-01-07
17 Pages5648 Words170 Views
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EMPLOYEE RELATIONS
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1...........................................................................................................................................11.2...........................................................................................................................................21.3...........................................................................................................................................3TASK 2............................................................................................................................................42.1...........................................................................................................................................42.2...........................................................................................................................................52.3...........................................................................................................................................6TASK 3............................................................................................................................................73.1...........................................................................................................................................73.2...........................................................................................................................................8TASK 4............................................................................................................................................94.1...........................................................................................................................................94.2.........................................................................................................................................104.3.........................................................................................................................................11CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................13
INTRODUCTIONFor ensuring the success it is important for them to maintain a healthy employee relationsin the firm. Workers play a crucial part in producing goods. They come in direct contact with themanagement. Employee relations aids to maintain good rapport at all the levels of everydepartment, in order to facilitate devotion, productivity and motivation (Van Buren III &Greenwood, 2011). Further, it also assist the company to avoid and handle the conflicts whicharise within the workers in the organization structure. With the changing environment, theimportance or value of employees in the companies have been increased. They are no moreconsidered as a cost factor rather they are taken as the most important element which help thebusiness to develop in the market. Thus, HR manager must maintain a relationship with theemployees to ensure the achievement of the goals. Further, the company must use differentapproaches and methods which help to motivate and retain the employees (Bratton & Gold,2012). Among the big leading hotels, Marriott is an efficient hotel which have a high marketshare in the hospitality sector. In this report the concept and the interrelationship of employeerelations is been studied in detail. Further, the causes and solutions are stated for the arisingconflicts in the firm. The different terms which includes collective bargaining, negotiation andindustrial relations are defined effectively. Hence, in the end influence of European Union on theemployee relations is analysed and stated in the report.TASK 11.1A company is established by the efforts taken by number of stakeholders which mainlyincludes employees, suppliers, consumers, government etc. which are responsible to efficientlyperform the operations. Thus, for an organization it becomes an important factor to maintaingood relationships with the employees as it has a direct impact on the growth and developmentof the company. This also helps to increase the efficiency and productivity of the workforce(Williams & Adam-Smith, 2010). Unitary frame is the core integrated frame in the organization structure. It is consideredas a harmonious function in which the management, staff and other members of the firm aim toachieve the same goals and targets of the company. They work as a unit and lead as an example1
for others in fulfilling the tasks in an efficient and effective manner. Further, to maintain unitaryframework in the organization it requires a full support and loyalty from all the staff members(Poole, 2013). However, the conflicts are considered as a disruptive or unnatural which happenedmainly because of communication gap or misunderstanding occurred within the employees. Unitary frame is referred as the process of thinking, mind set of assumptions, attitudes,values and practices which is directly related to the management as well as the employees. Thisworks with the proper implementation of mission and vision statements (CG Davidson, McPhail& Barry, 2011). They are more focused towards the need and requirements of the employees sothat the operations are performed smoothly. Marriott being a leading hotel encourages unitaryframework in the organization. They feel that the firm can achieve growth only if all themembers of the company are working as a unit and help each other to successfully performingthe activity. The cited company directly serves the customers which makes them more focused toadhere the needs of the employees as it will directly have a impact on the satisfaction level of theindividuals (Van De Voorde, Paauwe & Van Veldhoven, 2012). On the opposite side of this approach is pluralistic perspective. In this approach theyconsider the venture as a combination of different sub-groups. They are not bound with theultimate objective of the company rather they have their own set of rules and targets to befulfilled. Further different teams have their own leaders to guide them (Guest, 2011). In this theconflicts in the organization arises due to equal sharing of profits or on other matters between thepeople of different groups. Further to resolve them the company adopts collective bargainingmethod so that everyone's needs are considered a mutual result is been taken. Marriott should maintain employee relation in the organisation. They must promote theharmonious structure for achieving the goals of the company. Further they must configure therate of conflicts and make sure that they declining with the pace of time (Batt & Colvin, 2011).1.2Trade unions are mainly the associations formulated by the workers to attain the equalrights in the organization. The core objective behind this is to protect the staff members frombeing exploited. Further, they also fight for getting adequate pay and good working conditions inthe firm (Fossum, 2014). At first, it was started in 18th century in Britain. With the expansion ofindustrial growth, the need for workforce has increased. But the companies were treating theemployees as the same way as they were in earlier times.2
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