Employee Relations and Industrial Actions

This assignment delves into the complex world of employee relations in the United Kingdom. It examines the role of trade unions in shaping employment practices, analyzes historical trends in strikes and lockouts, and explores the economic consequences of industrial actions. The task requires a critical evaluation of relevant literature, including academic journals and news articles, to provide insights into the current state of employee relations in the UK.

Employee Relations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ..........................................................................................................................................1
1.1 Different frames of reference explaining the implications of each of the perspectives........1
1.2 Assess how changes in trade unionism have affected employee relations in the UK...........2
1.3 Explain the roles of the key players in employment relations..............................................4
TASK 2............................................................................................................................................5
2.1 Procedures an organisation should follow when dealing with different conflict situations 5
2.2 Explain the key features of employee relations with reference to this conflict situation......6
2.3 Evaluate the effectiveness of the procedures followed in resolving this conflict.................7
TASK 3............................................................................................................................................8
3.1Explain the role negotiation plays when collectively bargaining as in this conflict..............8
3.2 Identify various negotiation strategies and assess the impact of each strategy in light of
this conflict..................................................................................................................................9
TASK 4..........................................................................................................................................10
4.1 Influence of the EU on industrial democracy ....................................................................10
4.2 Methods used to gain employee participation and involvement in the decision making
process ......................................................................................................................................10
4.3 Assess the impact human resource management approach has had on employee relations
...................................................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
.......................................................................................................................................................14

INTRODUCTION
In the current scenario, healthy employee relations helps to increase productivity and
profitability of organisation. Hence, every business firm try to be develop better understanding
and effective surrounding within the company. Therefore, with the help of effective relationship
between employees and employers so that they will significantly take corrective decisions as
well as systematically manage business activities and operations. This report will discussing
about different type of frames related to employee relations as well as will defining its
implications (Gupta and Kumar, 2012). Additionally, in current time has been done some
changes so will explaining how they are affecting on employee relations. Further, role of key
players in employee relations will be elaborating in effective and efficient manner. This
assignment will explaining about the major role of negotiation as well as collective bargaining.
In this last, will demonstrating how EU influence on industrial democracy as well as actual
impacts of human resource management approach on employee relations will explaining in a
systematic way. Apart from this, in this assignment TESCO has been chosen as an organisation.
Thus, it is one of the largest and leading supermarket of UK which dealing with different type of
foods, beverage, clothes and household products (Syed and Ali, 2010).
TASK 1
1.1 Different frames of reference explaining the implications of each of the perspectives
As per the recent era, every business firm focus on to develop healthy working
environment within the organisation so that there will be create better understanding between
employees and employers. While staff members working within unity so that respectively
increased their working performance and quality due to consequently will enhanced productivity
and profitability of TESCO (Al-Waqfi and Forstenlechner, 2010). For developing mutual
understanding between employers and employees thus it is necessary to be conduct and
implement some effective programmes and activities for staff members. So that they will
significantly interact with each others as well as increase understanding between them. If does
not having mutual understanding and healthy relationship between employees and employers so
that there may be increase conflicts and issues among them. Due to this, increased
misunderstanding between superiors and supervisors as well as might be enhance obstacles
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within the business firm. Therefore, for developing healthy employee relations between
employees and employers so that there are available two type of frames which are explaining
under follows:
Unitary: In the context of this employee relation frame, to effectively and systematically
regulate and control business firm all powers and rights having only one person of the
organisation, which can be known as owner of the company. He regulate and control its business
as per its rules and ideas (D'Cruz and Noronha, 2011). Thus, employee or staff members of
organisation does not have any rights to take any decision regarding any situation. Its all depends
on top management of firm how to regulate and how to manage business activities in effective
and efficient manner. Further, one of the important aim and objective of this employee relation
frame is to create mutual understanding and healthy relationship between employees and
employers.
Pluralistic: Generally, this employee relation frame based on beliefs, values and norm,s
of staff members. Thus, it is necessary to be effectively carried out norms, culture, environment,
beliefs, ideas, views and so more for systematically implement pluralistic frame within the
organisation. However, trade unions of UK working for employee welfare so that they focus on
to provides several opportunities and facilities to workers due to they can significantly perform
their tasks with better outcomes and results (Devonish, 2013).
1.2 Assess how changes in trade unionism have affected employee relations in the UK
In the current, has been done some changes and modifications in trad unions so that they
will significantly provide better services and facilities to customers. Further, some modification
and updates in trade unions directly impacts on employees working performance as well as its
working quality. Therefore, one of the major objective and aim of trade unions is to working for
welfare, provide effective services and facilities, protection, enhancing pay scale and managing
equality among all staff members of organisation (Kazlauskaite, Buciuniene and Turauskas,
2011).
However, trade unions of UK was become under in Moderate new model unions in mid
19th century. Additionally, in 1824 trade unions were become legal in nation at this time in the
large number of employees were presented at business firm. Every trade unions of UK regulated
and enacted some major rules and regulations for employees so that company will significantly
care about them, provide equal opportunities, equally pay, provide them anti-discrimination
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environment within the organisation, decide working hours for staff members. With the help of
effective rules and regulations employees of the firm systematically perform its tasks as well as
attain objectives and goals in a appropriate manner.
Illustration 1: Changes in employment by trade unions
(Source- Hoskin, 2017)
In the other hand, there has been done some changes in trade unions rules and regulations which
directly impacts on employee working performance and quality (Luo, Wieseke and Homburg,
2012). Thus, all theses changes are affected by several factors which are defining under follows:
 Political and legal: Every government has its own rules and regulations which have toe
be followed by every persons of country in effective and deficient manner. In the context
of TESCO, while implementing polices and rules as per the sectors so that it helps to
maintain and develop healthy working environment within the organisation. While
employees working within the company with proper systematic way so respectively
increased their Workington performance and quality as well as they will appropriately
achieve its objectives and goals. Sometimes, without rules and regulations creates
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conflicts and issues between employers and employees. As well as its directly impacts on
their working performance (Dasgupta, Suar and Singh, 2012).
 Technological: In recent time, regularly increased uses of smart and innovative
techniques within the organisation for systematically complete the tasks with better
quality. But in the negative sense, due to this reduce use and demand of employees
(London’s record: 27 private sector jobs for every public sector job cut, 2017). Thus, it is
necessary to follows trade union rules and regulations by every organisation as well as
should be provide several opportunities to staff members so that they can enhance its
working performance and quality in a systematic manner.
1.3 Explain the roles of the key players in employment relations
For any organisation, it is not easy to maintain employee relations between employees
and employers. Thus, it s necessary to be conduct some effective activities and programmes for
staff members so that they will significantly interact with superiors of company also they can
share any kind of issues and problems ( Van Buren III and Greenwood, 2011). Further, while
developing healthy employee relationship within the organisation so there are participate some
key players such as follows:
 Managers: Generally, Managers are plays significant role in every organisation because
they helps to manage and control business activities and operations in effective and
efficient manner. Managers of the company has some major responsibilities and duties
which have to be complete and full fill in a systematic manner such as one of the major
responsibility is to are about internal environment of company as well as working
performance and quality of staff members. Additionally, must be conduct some effective
training and development programmes for staff manners so that they can enhance its
working performance as well as significantly attain decided goals and objectives. Another
one duty is to be create healthy relationship between employee and employers so that
significantly increase mutual understanding and interaction among them. With the help of
better employee relationship respectively create healthy working environment as well as
increase productivity and profitability in a appropriate style (Mathew and Jones, 2012).
 Government agencies: For managing and controlling business activities and operations
in effective manner so government of the nation has regulated and introduced some rules,
regulations and polices which have to be followed by every organisation in a systematic
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manner. Generally, there are some impressive legislations such as Anti-discrimination
act, equality act, protection act and so more. All these acts or rules helps to develop and
maintain working environment within the organisation.
 Workers: Employees of the organisation plays a vital role because without workers a
company cannot get success as well as cannot achieve its mission and vision in effective
and efficient manner (Ruth, Eikhof and Warhurst, 2013). Additionally, they also have
some responsibilities and duties which have be effectively follow and perform within the
business firm. Apart from this, all these aspects are key players in the development of
employee relations. Thus it is necessary to be maintain them in effective way. Because all
these players are significantly increased productivity and profitability of organisation as
well as also company will get success in competitive market place.
TASK 2
2.1 Procedures an organisation should follow when dealing with different conflict situations
Sometimes, in the organisation creates some conflicts and issues between employees and
employers. In this situation for getting rights and powers as well as for full filling the demand
workers choose some procedure and methods such as strike, collective disputes and lockouts. All
these procedures are negatively impacts on organisation such as due to this creates negative
image in outside of the company, reduce productivity and profitability, decrease market share
and so more. On the other hand, there has some reasons behind this situations such as unhealthy
environment, discrimination nature between employees, wrong allotments of works, negative
polices, illegal works and so more. Hence, all these situations are directly impacts on TESCO,
due to this,it is necessary to be listen employee's issues and problems as well as should try to be
resolve them with better solutions (Guillot-Soulez and Soulez, 2014).
In the organisation, conflicts and obstacles creates discrimination nature between male
and female employees. Hence, discrimination between employees negative impacts on them such
as due to this decrease their working performance, quality, morale, motivation and confidence
level. So that female employees will not effectively perform their works as well as not attain
their decided objectives and targets in effective and efficient manner. Thus, it is necessary for
TESCO must be conduct some programmes for every staff members in which should be try to
understand employee's issues and problems then should be try to resolve them with better and
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effective solutions. If problems does not easily resolve then it will be referred to executive
human resource manager of TESCO . He have maximum 6 days limit to find out effective and
suitable solution for resolving issues and problems as well as must be give fully satisfaction to
them. Additionally, should be systematically remove discrimination nature from organisation.
Illustration 2: Rate of strike and lockout in UK
(Source- Spross, 2017)
Apart from this, while employee adopt strike and lockout procedure for getting their
rights and full fill its demand so time must be listen and understand their problems. After that
should try to develop understanding between them then try to find out better and effective
solutions to finish strike and lockouts (The economy is very peaceful today. That's bad news,
2017 ).
2.2 Explain the key features of employee relations with reference to this conflict situation
As per above elaborated major conflict and issue of staff members of TESCO that
basically linked with collective disputes. However, within the context of TESCO there has been
defined discrimination between male and female employee is the major issue and problem. It is
created due to the some reasons such as wrong allotments, unhealthy working environment,
equality behaviour, not provided equal opportunities to female employees and so more. All these
negative things and behaviour directly impacts on company so that it is necessary to be creates
healthy working environment as well as must be remove discrimination nature from company.
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So that, every employees of TESCO significantly perform its tasks as well as will attain their
targets in a appropriate way.
 Hindering the relationship between male and female employees: Unhealthy
environment and conflicts are directly impacts on relationship between male and female
employee of the firm. Due to this, they cannot effectively perform their tasks and cannot
achieve goals and objectives in effective and efficient manner. Additionally, negative
situations are also impacts on employees working performance and involvement. While
employee done any discrimination activities with male and female employees in this
situation female workers have right to take action against company as well as they can
also choose strike and lockout procedure for getting its rights and powers same as like
male employees (Rolfsen and Langeland, 2012).
 Dissatisfied with the entity: Another one dispute is female employees of TESCO does
not satisfied with management system of this organisation. Thus, they cannot effectively
and significantly perform their tasks because due to ineffective management system their
motivation and confidence level become down as well as decrease their performance
level. Therefore, it is necessary for every business firm must be implement better and
effective management system for managing and controlling business activities and
operations also every employees of company.
2.3 Evaluate the effectiveness of the procedures followed in resolving this conflict.
The process of effectiveness plays eminent role in every organisation because with the
help of this significantly measure and identify the issues and problem of company. Further,
TESCO can be used dispute handling process for reducing and solving issues in effective and
efficient style. In this process, managers and employees of the company plays important role,
because without these things cannot resolve any issues and problems. Thus, in the first stage of
this process must be identify the problems then employees and managers should share their ideas
and views with each others. With the help of better and effective solution significantly resolve
issues as well as may be develop healthy working environment within the organisation.
Generally, in every organisation creates issues and problems between employees and employers
as well as with staff members so that it is necessary try to resolve them with better solution so
that company can attain its goals ( George, 2015).
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As per above define major issue with in the company discrimination nature between male
and female employees. For resolving this issues must be observe working environment then
should listen and understand issues and problems of staff members. After measuring and
understanding problem should try to find out appropriate solutions so that with the help of
solution can significantly resolve obstacles in a impressive manner. If issues does not able to
easily resolve in this situation company can referred to human resource executive of the TESCO
as well as give them 6 days limit for finding out appropriate and suitable solutions. Apart from
this, HR executive of firm effectively measure and understand he issues and situations after that
collect ideas and views from managers and employees of the company then he will choose
appropriate solution for resolving problems in a significant style. In this last, healthy working
environment and mutual understanding between employees and employers of the firm helps to
increase productivity and profitability of firm. Additionally, it assist to increase their working
performance and quality of employees. So that they will systematically perform their decided
tasks as well as impressively achieve their targets ad goals.
TASK 3
3.1Explain the role negotiation plays when collectively bargaining as in this conflict.
Collective bargaining can be understand as a effective process in which staff members
can significantly carried out negotiation with its employers. Generally, this procedure plays
significant role with the organisation because in which employees and employers can effectively
interact and communicate with each others as well as easy to discuss any issues and problems.
Apart from this, in this process workers and employees can easy to share their views and ideas
with each others. It assist to resolve problems and conflicts of organisation as well as helps to
develop healthy working environment (Meisler, 2014). Apart from this, collective bargaining
process aids to be enhance working performance and productivity of the organisation. Therefore,
there are explaining several roles of negotiation which shows in collective bargaining process
such as follows:
 Negotiation helps organisation in terms of reaching a effective conclusion: As per
above defined issue and problem of organisation, so that staff members are negotiate with
their employers for resolving discrimination nature and issues with the help of better and
appropriate solution. Thus, with the help of this process can significantly develop healthy
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working environment within the organisation as well as maintain healthy employee
relationship.
 Negotiation assists in increasing effectiveness of the collective bargaining process:
Collective bargaining procedure helps to resolve issues as well as it assist to enhance
effectiveness of the company (Svensson and Wolvén, 2010). Further, while employees or
staff members are working within the effective working environment so that significantly
increased their performance and quality as well as develop effectiveness of the business
firm. Collective bargaining process assist to maintain healthy relationship between
employees and employers due to they will significantly perform its tasks with better
result. In order to this, collective bargaining process plays an important role because with
the help of this effectively solve the issues as well as increase performance and
involvement of workers.
3.2 Identify various negotiation strategies and assess the impact of each strategy in light of this
conflict.
Negotiation is a effective way or source which helps to resolve issues and problems as
well as it assist to develop healthy working environment within the organisation. There are
having different type of negotiation methods also it included several activities such as forcing,
smoothing, compromising and so more. All these activities directly impacts on employee
working performance either positive or negative. In the context of compromising activity, in
which managers and top level management of TESCO does not take participate to solve issues
and problems. Thus, it solve by middle level management as per their ideas and views as well as
it all depends on middle and lower level management system of the company how to maintain
and develop healthy working environment as well as how to enhance its working performance.
In this method, a individual person or employees of TESCO have to be compromise with its
objectives and targets. However, if issues and problems of organisation as like collective
disputes in this situation company can be use collecting bargaining process (Newsom, Turk and
Kruckeberg, 2012).
Apart from this, negative environment and conflicts are directly impacts of organisation
as well as employee's working performance due to it is necessary to be resolve all issues with
better ad effective solutions as well as should be maintain and develop healthy working
environment within the organisation. For this purpose TESCO can be used collective bargaining
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process within the business firm. Thus, it is necessary for every business firm that must be
resolve and reduce conflicts and issues in the effective and efficient way, so that significantly
develop healthy working surrounding for employees or staff members. With the help of this
employees will systematically perform its tasks with better outcomes as well as they can achieve
their goals and objectives in a impressive way.
TASK 4
4.1 Influence of the EU on industrial democracy
Industrial democracy can be known as a significant business structure in which included
different organisations. Thus, its workers or employees are responsible for taking corrective and
appropriate decisions. Apart from this, European unions and its rules directly impacts on
industrial democracy because it change employee's working system as well as affects on
performance of staff members either positive or negative (Bach and Kessler, 2011). European
union enacted and introduced their own polices and rules for every business which have to
followed by them in a impressive style. Legal rules and regulations are assists to manage and
control business activities so that it should be followed by all over business firm. If they does not
follow in a systematic way so that employees have rights and powers they can adopt and use
strike and lockout procedure for full fill its demand and expectations by organisation. All these
activities are negative impacts on image of enterprise also redirect the profitability and
productivity.
In the other hand, Rules and regulations of European union directly impacts on industrial
democracy either positive or negative. Thus it is necessary to be follows all legislations and rules
by every staff members and organisation in effective and efficient manner. With the help of them
significantly increased working performance and quality of employees so that they will
impressively perform its tasks as well as with the help of this systematically achieve their targets
with better and effective outcomes.
4.2 Methods used to gain employee participation and involvement in the decision making
process
Healthy employee relationship and mutual understanding plays significant role within the
organisation because with the help of them effectively improve working performance of staff
members as well as increase productivity in effective and efficient style. There are different type
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of methods and techniques can be used by TESCO for improving employee participation and
involvement so that they can take participate in the decision making process. There are carried
out some effective techniques such as survey, suggestion methods, consultation and so more. All
these methods are helps to enhance working performance of employees as well as their
involvement.
In the context of consultation, it can be consider as an effective and important method for
organisation because with the help of this company can significantly achieve its goals and targets
in effective and efficient way. Additionally, it assist to take corrective and appropriate decision
regarding any situation of the company. This method assist to provides several opportunities to
staff members so that they can learn something new things as well as enhance their working
performance and quality in a impressive way (Morris, 2012). Moreover, it aids to increase
motivation and confidence level of employees towards their works so that they will
systematically perform its tasks.
In the other hand, attitude survey helps to identify and determine attitude and behaviour
of employees within the organisation. With the help of this can systematically identify and
analyse actual working quality and performance. This method also can be carried out as a
performance evaluation.
After conducting and analysing the attitude survey within the organisation should
encourage them to participate and chance in different business activities. So with the help of
them systematically increase their working quality and performance then they will significantly
attain their targets and goals. With the help of attitude survey can understand their employees
perception and expectations from organisation as per them company will modify and change
their existing rules, regulations and polices in effective and efficient style.
4.3 Assess the impact human resource management approach has had on employee relations
Human resource management is a term which assist to manage and control business
activities and operations in effective and efficient style. Additionally, it helps to manage over all
employees of the organisation, so that they will significantly perform its tasks and operations as
well as attain their decided targets. In the context of human resource management approaches
such as recruitment and selection, training and development, directly, controlling and so more.
Recruitment and selection aspects are helps to find out appropriate and suitable candidates within
the organisation as well as effectively measure and determine the actual working performance
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and capabilities of participates. In the context of training and development, with the help of this
aspect company can provide proper training and information regarding organisation as well as its
works as well as it helps to enhance its working performance and quality in a systematic way.
With the help of this HRM approach employees can understand they should perform its tasks as
well as how they will achieve their targets.
Apart from this, all these HRM approaches directly impacts on employee relations thus it
is necessary to be implement and use them within the business firm. Because with the help of
them employee systematically perform their operations as well as enhance their working
performance and quality. While employees effectively perform their tasks then respectively
increase productivity and profitability of TESCO as well as with the help of them company can
also get success in competitive market place.
CONCLUSION
From the above mentioned this report it can be concluded that healthy employee relations
plays important role within the organisation. Thus, it has been defined unitary and pluralistic
employee relations frames with the help of them significantly manage business activities.
Additionally, there has been elaborated actual impacts of trade unions on employee relations.
Apart from this, collecting bargaining process has been elaborated in the context of negotiation
as well as its importance also elaborated in a impressive manner. In this last, actual impacts of
European union on industrial unions are defining as well as affects of HRM practices on
employee relations either positive or negative.
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REFERENCES
Books, Online and Journals
Al-Waqfi, M. and Forstenlechner, I., 2010. Stereotyping of citizens in an expatriate-dominated
labour market: Implications for workforce localisation policy. Employee Relations.
32(4). pp.364-381.
Bach, S. and Kessler, I., 2011. The Modernisation of the Public Services and Employee
Relations: Targeted Change. Palgrave Macmillan.
D'Cruz, P. and Noronha, E., 2011. The limits to workplace friendship: Managerialist HRM and
bystander behaviour in the context of workplace bullying. Employee Relations. 33(3).
pp.269-288.
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. Workplace bullying, employee performance and behaviors: The mediating
role of psychological well-being. Employee Relations. 35(6). pp.630-647.
George, C., 2015. Retaining professional workers: what makes them stay? Employee Relations.
37(1). pp.102-121.
Guillot-Soulez, C. and Soulez, S., 2014. On the heterogeneity of Generation Y job preferences.
Employee Relations. 36(4). pp.319-332.
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.
Kazlauskaite, R., Buciuniene, I. and Turauskas, L., 2011. Organisational and psychological
empowerment in the HRM-performance linkage. Employee Relations. 34(2). pp.138-
158.
Luo, X., Wieseke, J. and Homburg, C., 2012. Incentivizing CEOs to build customer-and
employee-firm relations for higher customer satisfaction and firm value. Journal of the
Academy of Marketing Science. 40(6). pp.745-758.
Mathew, S. K. and Jones, R., 2012. Toyotism and Brahminism: Employee relations difficulties in
establishing lean manufacturing in India. Employee Relations. 35(2). pp.200-221.
Meisler, G., 2014. Exploring emotional intelligence, political skill, and job satisfaction.
Employee Relations. 36(3). pp.280-293.
Morris, T., 2012. Innovations in banking: business strategies and employee relations (Vol. 22).
Routledge.
Newsom, D., Turk, J. and Kruckeberg, D., 2012. Cengage Advantage Books: This is PR: The
Realities of Public Relations. Cengage Learning.
Rolfsen, M. and Langeland, C., 2012. Successful maintenance practice through team autonomy.
Employee Relations. 34(3). pp.306-321.
Ruth Eikhof, D. and Warhurst, C., 2013. The promised land? Why social inequalities are
systemic in the creative industries. Employee Relations. 35(5). pp.495-508.
Svensson, S. and Wolvén, L. E., 2010. Temporary agency workers and their psychological
contracts. Employee Relations. 32(2). pp.184-199.
Syed, J. and Ali, A. J., 2010. Principles of employment relations in Islam: a normative view.
Employee Relations. 32(5). pp.454-469.
Van Buren III, H. J. and Greenwood, M., 2011. Bringing stakeholder theory to industrial
relations. Employee Relations. 33(1). pp.5-21.
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Online
London’s record: 27 private sector jobs for every public sector job cut, 2017. [Online].
Available through: <https://www.conservativehome.com/highlights/2015/07/londons-
record-27-private-sector-jobs-for-every-public-sector-job-cut.html>. [Accessed on 6th
October, 2017].
The economy is very peaceful today. That's bad news., 2017. [Online]. Available through:
<http://theweek.com/articles/606915/economy-peaceful-today-thats-bad-news>.
[Accessed on 6th October, 2017].
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