Conflict Resolution in HRM

The provided content comprises a collection of academic articles, books, and online resources that explore various aspects of human resource management (HRM), employee relations, and organizational performance. The texts discuss HR practices, turnover, dismissals, and performance, as well as the role of psychological well-being in workplace bullying and employee behaviors. Additionally, they examine strategic management, stakeholder theory, and labor relations. The articles and chapters highlight the importance of effective HRM in achieving better jobs and performance, while also addressing conflict resolution and employee voice.

EMPLOYEE RELATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1...........................................................................................................................................1
1.2...........................................................................................................................................2
1.3...........................................................................................................................................3
TASK 2............................................................................................................................................4
2.1...........................................................................................................................................4
2.2...........................................................................................................................................5
2.3...........................................................................................................................................6
TASK 3............................................................................................................................................7
3.1...........................................................................................................................................7
3.2...........................................................................................................................................8
TASK 4............................................................................................................................................9
4.1...........................................................................................................................................9
4.2.........................................................................................................................................10
4.3.........................................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
For ensuring the success it is important for them to maintain a healthy employee relations
in the firm. Workers play a crucial part in producing goods. They come in direct contact with the
management. Employee relations aids to maintain good rapport at all the levels of every
department, 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 which
arise within the workers in the organization structure. With the changing environment, the
importance or value of employees in the companies have been increased. They are no more
considered as a cost factor rather they are taken as the most important element which help the
business to develop in the market. Thus, HR manager must maintain a relationship with the
employees to ensure the achievement of the goals. Further, the company must use different
approaches 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 market
share in the hospitality sector. In this report the concept and the interrelationship of employee
relations is been studied in detail. Further, the causes and solutions are stated for the arising
conflicts in the firm. The different terms which includes collective bargaining, negotiation and
industrial relations are defined effectively. Hence, in the end influence of European Union on the
employee relations is analysed and stated in the report.
TASK 1
1.1
A company is established by the efforts taken by number of stakeholders which mainly
includes employees, suppliers, consumers, government etc. which are responsible to efficiently
perform the operations. Thus, for an organization it becomes an important factor to maintain
good relationships with the employees as it has a direct impact on the growth and development
of 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 considered
as a harmonious function in which the management, staff and other members of the firm aim to
achieve the same goals and targets of the company. They work as a unit and lead as an example
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for others in fulfilling the tasks in an efficient and effective manner. Further, to maintain unitary
framework 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 happened
mainly 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. This
works 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 so
that the operations are performed smoothly. Marriott being a leading hotel encourages unitary
framework in the organization. They feel that the firm can achieve growth only if all the
members of the company are working as a unit and help each other to successfully performing
the activity. The cited company directly serves the customers which makes them more focused to
adhere the needs of the employees as it will directly have a impact on the satisfaction level of the
individuals (Van De Voorde, Paauwe & Van Veldhoven, 2012).
On the opposite side of this approach is pluralistic perspective. In this approach they
consider the venture as a combination of different sub-groups. They are not bound with the
ultimate objective of the company rather they have their own set of rules and targets to be
fulfilled. Further different teams have their own leaders to guide them (Guest, 2011). In this the
conflicts in the organization arises due to equal sharing of profits or on other matters between the
people of different groups. Further to resolve them the company adopts collective bargaining
method so that everyone's needs are considered a mutual result is been taken.
Marriott should maintain employee relation in the organisation. They must promote the
harmonious structure for achieving the goals of the company. Further they must configure the
rate of conflicts and make sure that they declining with the pace of time (Batt & Colvin, 2011).
1.2
Trade unions are mainly the associations formulated by the workers to attain the equal
rights in the organization. The core objective behind this is to protect the staff members from
being exploited. Further, they also fight for getting adequate pay and good working conditions in
the firm (Fossum, 2014). At first, it was started in 18th century in Britain. With the expansion of
industrial growth, the need for workforce has increased. But the companies were treating the
employees as the same way as they were in earlier times.
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This raised with the need of developing trade unions so that they can fight for own rights
and enjoy all the benefits from their job. But with the pace of time the definition of trade unions
is being changed. Earlier it was formulated to overcome with the problems of long working
hours, risky environment and enjoy equal rights in the organization. But now days these are
mainly established to develop the recognition in the company and enjoy all the benefits (Schulten
& Müller, 2012). Marriott hotel being a leading firm with a high market share in the industry is
more focused on formulating trade unions in the company. It helps to maintain relationships with
every individual in the organization. Thus, it result in the efficient working of the activities. The
managers of the cited firm are concerned about the working conditions at the workplace as it
directly impact the performance of the employees. Moreover, the measures are taken for
developing the skills of the workforce so that there is enhancement in the productivity and
efficiency of them. The needs and preferences of the employees are given with high priority as
they are the core asset for the company and responsible for the growth of it (Budd, Gollan &
Wilkinson, 2010).
Further, the survey done in the market stated that with the globalisation, the need for
human resources has been increased. The result of this the demand for formulating the trade
unions is enhanced in the organization. The situation compared to the 19th century and 21st has
shown that there is a drastic change with the objective behind the establishment of trade unions.
This is because of the fact that the employees now days are more talented and skilled and it
becomes tough for the company to deal with them. Thus it became necessary to appoint a leader
to each team who can represent the problems or suggestions on behalf of its team (Guest, 2011).
This helps the Marriott to develop and grow in the industry as the requirements of the employees
are taken care of in the efficient manner.
1.3
To develop good employee relations with the workforce, management plays an
important role to maintain the coordination between all the staff members. Further, to grow in
the market it becomes a core duty of company to develop good relations with all the stakeholders
associated with the firm. Marriott is having a large chain of hotels situated all over the world.
Therefore, it involves large number of stakeholders which are directly related with the operations
of the firm (Boxall & Purcell, 2011). Thus, the company must make sure to have a great bonding
with them as it will assist in enhancing the market share, revenue and productivity of the firm.
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Further, for maintaining the employee relations in the organization, some of the staff members
plays an active role. Some of them are discussed under:
 Role of HR department- They are mainly involved in the process of hiring and
recruiting. The managers of Marriott must appoint the skilled and talented workforce in
the organization so that they perform their task efficiently and attain the objectives of the
firm. They should also focus on developing the relations between the employee and the
management so as to ensure the harmony in the organization. Moreover, this help in
accomplishing the activities in the defined framework of the company. Thus, it is the
main duty of the HR manager to consider the problems of the employees and resolve
them so that they can be satisfied with the organization (Bratton & Gold, 2012). This
assist in motivating the workforce and create a healthy environment at the workplace.
 Role of Employee trainee- To enhance the skills and knowledge of the employee,
Marriott has appointed a person who arranges the training session for them. This assist in
developing the skills and enable to learn different new things (Devonish, 2013). It
encourages the employees to face the upcoming challenges because of changing
environment conditions. It includes the development of communication, team working
and the skills related to the leadership which assist in the growth of personal as well as
professional career. Further, it also helps in working with the new technology in the
company.
 Role of finance manager- They are related to the most important task involved in the
organization. Marriott needs have efficient finance manager who are prompt in making
decisions associated with the monetary terms. It is crucial to raise and utilise the funds in
an effective manner so as to ensure the maximum return from it (Armstrong & Taylor,
2014).
TASK 2
2.1
For dealing efficiently with the conflicts arise in the organization, Marriott involves
several methods and techniques to resolve them. This help them for the effective functioning of
the operations in the firm (Pot, 2011). There is a specific process which the Marriott often uses in
the organization. It is stated as follows:
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Identifying the cause of conflicts- As in the organization number of people work together as a
unit to achieve the common goals of the company, it arises with the problem of conflicts within
the employees. For this, the HR manager of the Marriott need to take several measures to resolve
them. Thus, they must firstly understand the cause for which the conflict raised. Further, the
people who are involved in it and take adequate steps to solve the problem (Freeman, 2010).
There are many reasons because of which the conflicts arise in the organization. Some of them
are discussed below:
 Less number of trainings and workshop
 Employees are not given with equal rights
 Communication gap Biased decisions made among the workforce
Ways to solve the conflicts- These include the actions which are taken by the HR manager to
solve the fights among the members. Thus, the management should make sure that the adequate
tools or techniques are used in order to resolve the matter (Bate, 2010). The following are the
suggestions which can assist in solving the conflicts in the organization:
 Description associated with the job should be revised in regular intervals
 Employees must be given with equal rights and opportunities
 Make sure to provide with adequate working place Consider the problems and suggestions of ever individual
Ways for implementing solving procedures- The actions taken to resolve them should be
implemented in an efficient manner (Resolving Conflict Situations. 2016). The following are the
ways in which it must be done:
 The higher authority should make sure that the suggestions are taken from very
individual for the decisions made.
 The plans and strategies must be formulated by giving high importance to the needs of
employees
2.2
There are several features of employee relations which need be considered in order to
resolve the conflict situation. In Marriott, the main reason behind the conflict is discrimination
done among the male and female workers in the organization. Thus, this situation develop a
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negative impact on the performance of the company. The following features of employee relation
for the above conflict is stated below:
 Hampering the relationship between male and female employees- Marriott make
biased decisions in regards to the opportunities and other things. This becomes a major
problem for arising the conflict among the male and female (Employee relations. 2015).
Such type of situation creates a negative impact on the performance of the employees.
Moreover, the overall growth of the company is also influenced by this conflict. It
decreases the sales and profitability of the firm.
 Dissatisfaction of employees in the organisation- This is another feature of employee
relation associated with the conflict situation. The workers are showing their
dissatisfaction against the Marriott. As they are not able to take necessary steps in order
take several measures to overcome the problem of making biased decisions in respect to
providing opportunities to workers. Thus, the management must take adopt the
discrimination act into the workplace so that no biased decisions are taken in respect to
gender. Further, several actions should be taken to resolve the conflict. In this the team
leader plays a crucial role to resolve the matter (Van Buren III & Greenwood, 2011).
Therefore to overcome the problems faced in the company, they should maintain
relationship between the employee and the top management. It can be influenced by the conflicts
arising among the individuals. The process involved to resolve them includes identifying the
cause and implement with the strategies which help to overcome them. Moreover, workforce is
should also be involved in the decision-making process as they can resolve their problems in
more efficient manner. Further, the management and the employees working as unit can assist to
drive the company to achieve the goals in an efficient manner without any fights or
misunderstanding among them (Bratton & Gold, 2012).
2.3
The assessment has been done to evaluate the effectiveness of the procedures adopted in
order to resolve the dispute. Therefore, for the situation of stated conflict, HR manager is
required to take assistance by using different dispute handling techniques. The company must
provide with equal opportunities to male as well female employees in the organization.
Promotions and the growth facilities should be provided to both of them. This will help to
decrease the number of conflicts raised in the organization (Williams & Adam-Smith, 2010).
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Further, to resolve the conflict among them the manager needs to listen to the explanations of
both the parties and later the analysis should be done so as to develop an efficient solution for the
same. The decision must be taken considering the points raised by both the parties. This will help
to satisfy the staff member which will directly have a positive impact on the performance of the
employees.
If the defined decision is not adequate according to any of the parties than they can
directly take help from the higher authority to take effective actions against it (Poole, 2013).
Therefore, adopting this process will assist the business in resolving the matters efficiently and
come up with better results. Further, if the conflict is rising and is not been solved efficiently by
the managers than the Marriott will present both the parties before the committee who are there
to resolve the disputes. Such committee helps in resolving the issues of workers and try to satisfy
every individual employee so that they can attain effective results (CG Davidson, McPhail &
Barry, 2011). Adopting effective procedure by Marriott in order to solve the conflict situation so
that employees can perform well in serving the customers. Moreover, Marriott also focuses on
maintaining good relations with the employees. They are also given with recognition for their
best performances. It is provided in terms of monetary as well as in other means. Further, they
give their employees with flexible working conditions which includes mid-career breaks,
bonuses and one time meal in a month. The adequate working environment help the employees
to be satisfied with the organization which ultimately decrease the number of conflicts (Budd,
Gollan and Wilkinson, 2010).
TASK 3
3.1
Collective bargaining plays an important role in the organization. As it refers to the
process in which the group of employees carries out negotiation with the higher authority. In
addition to this, it also provides different ways which make sure healthy discussion between the
managers and employees (Van De Voorde, Paauwe & Van Veldhoven, 2012). According to the
employee relation, it states that the method of collective bargaining is a better option for the
negotiation. In context of collecting bargaining, Marriott is required to select an efficient leader
which is responsible to represent on behalf of all the workforce. Thus, collective decision is
made by all the team members, in which every person has a right to give their suggestions. After
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this, the leader have a discussion with the top management to resolve the matter. However it can
be said that this technique is one of the most efficient process used to solve the problems in the
company.
Further, it assist the organization to provide the employees with an effective solution
associated with the collective disputes so that it may not have negative impact on the
performance of the company (Boxall & Purcell, 2011). Therefore, in this respect different roles
of negotiation in collective bargaining method is being identified and discussed below:
 Negotiation assist business in terms of reaching an effective solution- In this the
representative who is selected by all employees negotiates with the higher authority to get
an effective solution for the problems faced by them in the organization (Guest, 2011).
Thus with the efficient usage of negotiation it assist the employees to carry out formal
and healthy discussion with the management of Marriott. Therefore, it results in getting
an effective solution in context to the problem faced by the employees of the
organization.
 Negotiation that assist in increasing the effectiveness of collective bargaining
technique- This method mainly aims to resolve the disputes which are occurring between
the employees and employer of Marriott. Therefore, in accordance with the organization,
it must carry out a discussion with the female workers in relation to discrimination made
for providing with opportunities (Batt & Colvin, 2011). Further, with the help of
negotiation in the company will help bridging the gap through which the issues can be
identified and solved in the firm.
3.2
The negotiation strategy is having a major impact on the collective disputes associated
with the problem raised in Marriott. It is an efficient way with the help of which the conflicting
situation can be managed in the firm. Therefore, there are several negotiation strategies which
can have a crucial impact on the defined situations. In this, several acts are being used which
includes compromising, forcing and smoothing. When the company adopts the first method, in
this the managers are more interested in finding the reasons in order to solve the problems faced
by the employees of the firm (Fossum, 2014). Further, in context to this the individual is required
to compromise their goals and objectives. In the defined situation where there is collective type
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dispute, here the managers use collective bargaining as it directly assist in motivating the
employees. As in this either employer or employee has to compromise with their demands.
Therefore, Marriott comply with the given situation then it becomes difficult for the
company to motivate the female employees. Further, forcing is another method of negotiation
which aims to achieve the goals of the individual. Thus, in such type of strategy the managers are
more concerned to achieve their goals rather than others. Therefore, if the firm uses this method
in the dispute situation it will have a negative impact on the business environment. As it will
create a negative feeling in the minds of female employees regarding the management of
Marriott. Hence, while carrying out such process, it becomes difficult for the company to retain
the employees for longer term (Schulten & Müller, 2012). Therefore, it is important for the firm
to adopt effective strategy so that it helps in maintaining healthy relations. Further, in smoothing
method the higher management has to listen to the views and opinion of all the employees. This
is considered as an effective method as it directly motivates the employees to improve their
performance and retain in the company for longer term.
TASK 4
4.1
Industrial democracy is an institution which involves workers who are having the rights
for making conclusion, sharing duty and authority at the workplace. In the EU countries, the
structure of the industrial democracy has been placed for time period but the idea behind
industrial democracy do not fit efficiently with the competitive relationship that has existed
between manager and unions in UK. Further, industrial democracy indicates the democratic
practices made by both the employers and employees in a company (Budd, Gollan & Wilkinson,
2010). Moreover, it confirms with the participation of every staff member in decision-making
process, sharing the power and responsibility. This possess the employees with authority in terms
of governing with the overall activities taken in the company. However, in EU all the countries
are not following the relationships which are considered in industrial democracy. But EU is
contributing to develop the industrial democracy in the maximum countries.
Partner based relationships- With the influence of EU, a new concept with the name partner
based relationship is formulated which is visible in most of the companies in EU (Guest, 2011).
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It is mainly contributing in raising the voice of the employees in terms of decision-making,
sharing power, authority etc.
Further, EU is suggesting various strategies which are involved in improving the future
prospects of the business. There are certain schemes of worker partner and investor which play a
crucial role in the industrial democracy. As these have been successful in UK market. After that
some issue are impacted in the country, paying worker less than the normal rate set the industry.
These issues are becoming the major problem between EU and UK. Industrial democracy
includes judgement making structure such as the committee and staff (Boxall & Purcell, 2011).
Finally, EU countries are on the door to a perfect industrial democracy and industrial
relations in the firms. With this the employees are feeling as they are an important stakeholder in
the companies. This is the result of effective EU which is promoting higher involvement of all
the staff members in every phase of activities held in the organization (Bratton & Gold, 2012).
Governing objectives have reflected both industrial relation and political concerns. Trade
union acceptance by employees, to change the universal, workforce wide conceptualisation to
employee information and consultation rights corporate in EU legislation. Marriott has focused
on the following issue in the industrial democracy and give weightage to control the objectives
of the employee’s interest. They are given with the right to provide with the suggestions in
decision-making process. This helps to motivate the employees to higher extent (Devonish,
2013).
4.2
There are several methods which can be used by the Marriott for ensuring the employee
participation and involvement in the decision-making process. The various techniques includes
consultation, attitude, survey and suggestion scheme etc. In consultation method which is
considered as a popular one adopted by most of the organizations. In this employees are involved
in all the activities which are being held in the company (Armstrong & Taylor, 2014). They are
given with the opportunity to provide their views and opinions to the management. This helps to
motivate the employees and ensure their efficient performance in the company. Further, another
method can be used is attitude survey, which is mostly used by the management of Marriott. In
this survey is conducted among the workers and asked about their viewpoints and opinions in the
decisions to be made in the company. This aids in active participation of every member in the
working activities of the company (Pot, 2011).
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In addition to this, suggestion scheme is also used in Marriott. In this the policies and
procedures are formulated with the consideration of the suggestions given by the work force
(Bratton & Gold, 2012). This is an effective method which helps the company to gather the
decisions from every individual which gives the workers with maximum satisfaction. This also
assist in providing opportunities to the employees in order to perform efficiently. Therefore, it is
crucial for the Marriott to implement effective approaches in the business so that the
performance of the company is increased. This will also help the company to retain the
employees in the organization for longer time (Freeman, 2010). It will also have a positive effect
on the sales and revenue of the firm. Thus it should use several methods which will ensure the
involvement of all the staff members in the decision-making process and also in other activities.
4.3
Human resource management is one of the crucial part of the organization as the
functioning of the operations are performed by them. They can build as well destroy the
company with their behaviour, attitude and performances. Thus, it becomes an important task for
the organization to manage the human resources in an efficient manner. Marriott takes such
measures to deal with work force of the company. This leads to harmony at the workplace and
with the increase in the performance level of the employees (Bate, 2010). The workers are
becoming more dedicated towards the achievement of organisational goals and objectives.
Moreover, without an efficient HRM, proper employee relations cannot be taken place. The HR
department emphasis on the development of skills and knowledge of the workers so as to ensure
their efficiency.
Further HR department of Marriott also provides with the guidelines for motivating the
employees so that they can achieve the mission and vision of the venture. They also take
consideration of the workers need while setting the policies such as working hours, salary, safety
etc. of the company (Employee relations. 2015). The firm also make sure that the employee
relation issues are settled in time and are declined with the pace of time. The sound HRM
policies in Marriott assist in fostering good superior and subordinate relations. This can be
achieved with the collective agreements within the firm and by establishing trade unions to
ensure effective working of the team (Armstrong & Taylor, 2014).
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CONCLUSION
From the above report it can be concluded that employee relations need to be maintained
in the Marriott. It helps to create effective and efficient working environment in the organization
which enable to increase the capability and dedication of all the employees. Further, UK expects
to increase the level of governance in the culture of the organisation. This is done by ensuring the
Union in every company. Moreover, the involvement and contribution of employees is enhanced
by giving them the rights to take active participation in the decision making process. This help
them to motivate the workers and also enables to increase the company's profit. The study was
also conducted to learn the impact of EU on the industrial democracy.
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REFERENCES
Journals and books
Armstrong, M. & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bate, S. P. (2010). pp. Strategies for cultural change. Routledge.
Batt, R. & Colvin, A. J. (2011). An employment systems approach to turnover: Human resources
practices, quits, dismissals, and performance.Academy of management Journal, pp. 54(4).
pp. 695-717.
Boxall, P. & Purcell, J. (2011). pp. Strategy and human resource management. Palgrave
Macmillan.
Bratton, J. & Gold, J. (2012). pp. Human resource management: theory and practice. Palgrave
Macmillan.
Budd, J. W., Gollan, P. J. & Wilkinson, A. (2010). New approaches to employee voice and
participation in organizations. pp. Human Relations, pp. 63(3). pp. 303-310.
CG Davidson, M., McPhail, R. & Barry, S. (2011). Hospitality HRM: past, present and the
future. pp. International Journal of Contemporary Hospitality Management, pp. 23(4).
pp. 498-516.
Devonish, D. (2013). Workplace bullying, employee performance and behaviors: The mediating
role of psychological well-being. pp. Employee Relations, pp. 35(6). pp. 630-647.
Fossum, J. A. (2014). pp. Labor relations. Mcgraw Hill Higher Educat.
Freeman, R. E. (2010). pp. Strategic management: A stakeholder approach. Cambridge
University Press.
Guest, D. E. (2011). Human resource management and performance: still searching for some
answers. pp. Human Resource Management Journal, pp. 21(1). pp. 3-13
Poole, M. (2013). pp. Industrial relations: origins and patterns of national diversity(Vol. 4).
Routledge.
Pot, F. (2011). Workplace innovation for better jobs and performance.International Journal of
Productivity and Performance Management, pp. 60(4). pp. 404-415.
1. Schulten, T. & Müller, T. (2012). A new European interventionism? The impact of the
new European economic governance on wages and collective bargaining. pp. Social
developments in the European Union. pp. 181-213.
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Van Buren III, H. J. & Greenwood, M. (2011). Bringing stakeholder theory to industrial
relations. Employee relations. 33(1). pp. 5-21.
Van De Voorde, K., Paauwe, J. & Van Veldhoven, M. (2012). Employee well‐being and the
HRM–organizational performance relationship: a review of quantitative studies. pp.
International Journal of Management Reviews, pp. 14(4). pp. 391-407.
Williams, S. & Adam-Smith D., (2010). pp. Contemporary employment relations: a critical
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Online
Resolving Conflict Situations. 2016. [Online]. Available through: <http://hr.berkeley.edu/hr-
network/central-guide-managing-hr/managing-hr/interaction/conflict/resolving>. [Accessed
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Employee relations. 2015. [Online]. Available through:
<http://ohcm.ndc.nasa.gov/employee_relations/whatis.htm>. [Accessed on 28th September
2016].
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