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Employee Relations Assignment - Vodafone

   

Added on  2020-11-23

14 Pages5169 Words282 Views
Employee Relations

Table of ContentsINTRODUCTION...........................................................................................................................2TASK 1............................................................................................................................................21.1 Explain the unitary and pluralistic frames of reference....................................................21.2 Assess how changes in trade unionism have affected employee relations.......................31.3 Explain the role of the main players in employee relations.............................................4PART 2............................................................................................................................................52.1 Procedure to deal with a conflict situation.......................................................................52.2 Key features of Employee Relations................................................................................72.3 Evaluation of effectiveness of procedures used...............................................................73.1 Role of negotiation in collective bargaining....................................................................83.2 Negotiation strategies and their impact on Employee relations.......................................8TASK 3............................................................................................................................................94.1: Assess the factors of EU on industrial democracy in the UK.........................................94.2: Comparison of various method to again employee’s participation and assistance.......104.3: Assessment of impact on human resource management approaches............................11CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................131

INTRODUCTIONIn general context, employee relation is definite as a mutual understanding amongemployee and employer. At this, several issues and problems also get arise cause of manyreasons which may occur less productivity and performance level; it results organisationalsuccess also suffered. Thus, it is essential for management to keep strong and healthy relationswith employees in order to raise workforce efficiency (Hou and Reber, 2011). But firstly, theyalso have to determine issues or problems of staff members and take corrective actions on thesame to resolve in a minimum time period. Strong interactions with employees also boom upmarket goodwill of the firm as well. Vodafone is the chosen organisation in this present report; itis one of the largest telecommunication service provider in UK. As of March 2018, there are over17.5 million subscribers of Vodafone whereas in 2017 the network had totally rebrand andintroduced itself with digital technology. Apart from this, the report is going to be definedvarious frame of reference of employee relations. There will be a discussion upon changes intrade unions affect employee relations of the company. The assignment also dictated a systematicprocedure should be followed by management while dealing with conflicts. Furthermore,influence of the EU on industrial democracy in the UK will also discussed later. TASK 11.1 Explain the unitary and pluralistic frames of reference.Employee relations are formed in order to accomplish common business objectives. Itessential for management to ensure about positive relations with entire workforce for developinga sound working environment within organisation. Hence, human resource department ofVodafone should care about the areas which aids in managing good relationship with employees.HR manager of the firm also have to acquire different theories in respect to dictate conflicts andtake actions to resolve them in the best possible manner (Kim and Rhee, 2011). In this manner,many theories are made in accordance to determine main cause behind these issues and prepareessential amendments for the same. Following is defined two main theories, i.e. unitary andpluralistic theory, such as - Unitary theory – Each and every approach has its own assumptions and unitary theoryanticipate that there are no disputes within organisation if employee and employers have samearea of interest. The theory direct staff members to work together so as to attain common goals2

and objectives of the company as if all workers gives equal contribution in order to accomplishfirm's goals and targets. It is the responsibility of management to evaluate efficiency or allworkforce in comparison with target attainment (Kim, MacDuffie and Pil, 2010). At this time,job satisfaction as well as enrichment is quite high, for instance – in Vodafone UK all staffmembers are performing their roles effectively which are aligned to obtain customer satisfactionlevel. Unitary approach is developed in reference to reduce all confusions which are beingusually occurred while performing any task or activity. In addition to this, the theory alsofocused on serving customers effectively and for this Vodafone should provide training anddevelopment assistance to them as they can deliver quality and value added products tocustomers. Unitary approach also states that managers are the people who are liable formanaging or handling all tasks at workplace; no leader are there who create hurdles. Mangers aredesignated to make their employees committed towards their work so that these employees areproductive for a business. It is fundamental for all employees behave wisely to obtain mutualgoals imperatively. Pluralistic theory – On the other hand, pluralistic theory refers that there are variousdifferences between interest of employee and employers; thus there have to be formulated tradeunions from workers' perspectives. Trade unions are liable to represent employees' interestamong managers in a proper manner. Pluralistic approach has concerned that leaders can beopposed at some situations which increases conflicts at workplace that can be avoidable or non-avoidable. Formulation of trade unions helps to deal with all issues fairly and these are mainsource of bargaining with employers in order to protect employees' rights or interest (Larson,2017). As per pluralistic approach, rules and obligations could not be rigid to reduceorganisational issues. In Vodafone, trade unions has a significant role to connect employees withmanagement to take necessary business decisions and improve the quality of services.Management can also discuss problems with represents of such UNITE to diminishmisunderstandings or confusions; it results staff members get motivated and freely share theirideas with management towards accomplishment of business goals and objectives. 1.2 Assess how changes in trade unionism have affected employee relationsTrade unions are the representative of employee which interacts with management andshare workers' problems with them. In simple words, its an association of employees which aimsto preserve and advance the rights of its members. Along with this, the main purpose of trade3

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