Employee Relations: Analysis and Understanding

This assignment is a comprehensive study on employee relations, covering various aspects such as managerial communication styles, workplace bullying, employee performance, and psychological well-being. It also discusses trade unions, pension crises, and employee engagement in the Indian context. The study guide provides insights into employment relations over the last 50 years, including themes and issues specific to the public sector. With a focus on equality and diversity, this analysis aims to understand the complexities of employment relationships and their impact on organizational performance.

Employee Relations

Table of Contents
INTRODUCTION..................................................................................................................1
1.1.Unitary and pluralistic frames of reference......................................................................1
1.2.Changes in trade unionism that affected employee relations...........................................2
1.3.Role of the main players in employee relations...............................................................2
2.1.Procedures an organisation should follow when dealing with different conflict situations. 3
2.2.Key features of employee relations in a selected conflict situation.................................4
2.3.Effectiveness of procedures used in a selected conflict situation.....................................4
3.1.Role of negotiation in collective Bargaining....................................................................5
3.2.Impact of negotiation strategy for a given situation.........................................................6
4.1.Influence of EU on industrial democracy in the UK........................................................6
4.2.Methods used to gain employee participation and involvement in decision making process
in organisations.......................................................................................................................6
4.3.Impact of human resource management on employee relations......................................7
CONCLUSION......................................................................................................................7
REFERENCES.......................................................................................................................9

INTRODUCTION
Employee relation is very essential for any organisation in order to achieve goals and
objectives. Human beings work together in order to complete tasks and make benefits out of it.
Relationship has to be maintained between employees, employers and management because then
only a great output can come out. It is very normal to have conflicts within a system but it is very
essential to resolve these issues in order to keep productivity constant. Prime duties of team
leaders and superiors is to maintain a good working environment and to resolve issues between
employees. It is not only the duty of employers but employees as well to adjust with the changes
and culture of organisations (Gupta and Kumar, 2012). In current case of WALMART which
has many hypermarkets, discount department stores and grocery stores, employees have a good
relation with their organisation. This report includes various ways in which WALMART
resolves conflicts between employees and influence of EU over industrial democracy of UK.
1.1.Unitary and pluralistic frames of reference
Unitary frame of references starts from the values and assumption that workplace conflict
is not an expected behaviour or a relationship between manager and employee. It is seen that
other employees also commit further problems when they see a conflict between their co
workers. This is an issue for any organisation and has to be resolved nicely. It focuses on
integrating employee and employers in order to build stronger connections to make employees
loyal and committed (Grady, 2013). This approach lets managers to bring up a win-win situation
where employees and organisations should align with each other's involvement. Under this, all
the stakeholders are rational members who will be finding common interests. There are some
weaknesses too which include power inequalities between employees and employers which may
result in conflict generation.
Pluralist frame of reference believes that workplace consists of diverse set of beliefs,
behaviours, attitudes and values. These form the basis of this frame. Also, it can be seen that
there are opposing sources of leadership and attachments in an organisation. Conflict
management strategies are used here constantly. These are particularly beneficial for diverse
organisational and national cultures. It also suggests that sometimes conflicts can even be helpful
in determining the cause of problem and then solution can be provided to it. It considers other
alternative decision-making processes. Weakness here is that it includes many rules and
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procedures disregarding the process involved. Many a times rules and regulations don't match up
with the working conditions. This can create problems for them and can hinder in performance of
an employee. It also focuses too much on worker interest which can lead to inefficiencies of
collective bargaining process.
1.2.Changes in trade unionism that affected employee relations
Trade union forms a very important party of employee relations. It can be seen that from
very first of 20th century they became very powerful. They affected employment relationship.
New legislation on trade union named as Employment Relations Act 1999, is also applicable to
civil service. If any employer neglects or doesn't follow rules of this act then actions can be taken
against him or her. A binding procedure may be imposed by Central Arbitration Committee if
employer fails to meet union and discuss pay, leavesand working hours. It has provided rights to
participate in trade activities, obtaining any sort of information in order to do bargaining. Also,
workers can now negotiate over the rights they want for them. They can easily talk to employer
about various problems related to salary. If they are under paid then they ask to change it and can
get the help. Some studies show that Walmart is very hostile against labour unions. They are
also against process of collective bargaining. Sometimes, employer may be making the workers
to work more than they are paid (Gupta and Kumar, 2012). After changes in trade unions, they
have been provided with the important rights and privileges. It has granted them to be make
collective efforts but with consultative agreements rather than using old norms. Also, older union
member can quit their jobs to be promoted to non-union jobs increasing their salaries and other
benefits.
1.3.Role of the main players in employee relations
It is very essential to have healthy relations at workplace among the employees so that
they could identify their interests and give their best for better and improved performance. One
of important consideration to be taken into account is everybody goes in organisation for
working not to raise conflicts. Therefore, it is essential to maintain balance between work and its
quality so that conflicts could be minimized. These just causes time wastage and nothing else. It
is the responsibility of higher authorities to ensure work is equally divided among employees and
they must be in comfort zone so that they could easily work with one another in order to achieve
goals and targets of the company. An individual can not work all the time, he needs rest and
people around with whom they could talk and have some relaxation at workplace. Sharing ideas
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among employees enhances work productivity and creativity. Uniqueness in the product attracts
more number of customers towards it. Working environment at companies should such that they
get build healthy relations with employees with whom they can share their viewpoints and
issues.
Challenging activities and tasks should be assigned to the team members according to
their interests and specialization so that they can provide innovative and significant solutions.
When an individual is fully involved into identifying outcomes and solutions for specific issues
then he enjoys his work otherwise it would be taken as burden by them. For effective working of
teams it is very essential for the team leader that he knows about every individual. Leaders
should examine and analyse expectations of the workers from the venture so that if they are not
satisfied with the working culture, necessary improvements could be introduced.
There are certain players in employee relations :
1.Role of managers : Healthy employee relationship is required for any worker in order to find
their work interesting. Conflicts must be avoided in order to have a good productivity of an
organisation. It becomes really essential for employees to gel up with each other really well and
avoid any sort of criticism, backstabbing and cheating. Managers plays an important role here by
setting himself as an example for organisation (Grady, 2013). He has the ability and
responsibility to maintain a good work place environment.
2.Team leader : They are role model for their team and they can change the whole scenario. If
they do their job honestly and efficiently, then huge problem can be sorted out between
employees. He can guide team in right direction by taking unbiased decisions. He is responsible
for creating a healthy competition. Relations can be improved over lunches and also by
providing a common assignment. They will have no option but to talk to each other. It is the
responsibility of leaders to communicate set goals and objectives of the company to the team
members so that they could also work in the same direction to acquire them. These ways can
make the team work close and lead to achieve a common goal. They should appreciate members
according to their performance so that they feel valued and it motivates them to work more
better.
3.Trade Unions : They are made for employee benefits only and is a group which shares
common interest. Many bonds can be made here (Emmott, 2015). These unions are made in
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order to listen to grievances of employees, respect each other and to make good employee
relations.
4.State : It is difficult to define since many other actors are found in it. They are responsible for
achieving goals related to economics and social issues which are nationwide spread. They also
focus on providing high levels of employment, stability in price, protect exchange rate.
5.Superior : Those who are at a better position in an organisation should not use their powers for
a bad cause. And hierarchy should not be too complicated so that employees can directly share
their issues. All the working members within an organisation should have rights to go directly to
their leads so that they can ask their queries and issues and could be provided with answers.
Interlinks between the employees should be simple and clear.
2.1.Procedures an organisation should follow when dealing with different conflict situations
There are two sides of conflicts either positive or negative. In certain conditions these are
positive when they bring changes and are helpful for employees (Gupta and Kumar, 2012). On
the other hand, there may be conditions resulting in fights and serious issues between employees
and employer. There are various type of conflicts too :
1.Intra personal conflict : It arises when an individual has problems in selecting the goals.
These kinds of conflicts arises due one's ideas, viewpoints, values and thoughts. It occurs when
you think on particular topic and make arguments with yourself about specific issues. When an
individual is not satisfied with his performance and work, such kind of issues arises.
2.Interpersonal conflict : This type of conflict is between individuals for example supervisor
having conflict with manager, employee or even a customer. It arises when working employees
have issues with one another either work related or personal problems.
3.Structural conflict : These are unintentional which happen when groups work with each
other.
Strategies which should be used :
1.Compromising : It occurs when parties are ready to compromise over the situation on which
conflict is happening. Here, no party gets what they want but there is no loss no profit situation
too. It is a wise strategy as it is better to have nothing then to make losses for oneself. Initially,
they experience frustration but in the end they compromise over living with it.
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2.Avoiding : In these parties try to avoid the situation in order to keep peace. A way through
which unnecessary problems can be avoided. To solve any issue, many avoiding situation is the
best solution as it reduces number of conflicts and arguments between the members.
3.Forcing : By just avoiding or ignoring a situation a solution can't be made away. Sometimes
situations get so worse that it cannot be solved by just ignoring it rather apt solutions are required
as per the demand of the issues. So, in order to end such situation a forced solution is provided.
A powerful party decides the outcome.
4.Resolving : Most difficult way to manage any conflict is to confront it and solve it. Both
parties discusses their problems and take time to come to a decision. Rather than blaming each
other it is better to understand the issue and feelings. It is a much mature way to deal with a
conflict.
2.2.Key features of employee relations in a selected conflict situation
An effective communicator can manage conflicts easily. Encouraging employees to
communicate is a great way of knowing their problems and issues. Listening is really important
in any kind of problem. It gives employees a feeling of being privileged and special. This will
make an open environment for discussions and to bring out solutions to it. Even small issues
have to be sorted out (Gupta and Kumar, 2012). First step here has to be of understanding the
problem.Stating it clearly and making every body clear about it. A problem can be anything right
from issues of bad office furniture to salary issues. It is a wide spectrum and every single person
has a different personality. There are certain ways of negotiating it and taking required steps :
1.Accepting the problem : Which means any sort of issue has to be accepted otherwise no
person would share what they are going through. To solve any issue it is needed first to accept
the identified problem that has been raised due to conflicts between employees.
2.Accepting on a procedure to be followed : There may be a perceived procedure to a problem
and hence if they propose about it then it must be respected (Grady, 2013). Further, changes can
be made but initially changes must be done. A systematic approach and plan in planning
solutions in a better way. It helps in provided step by step procedure to be followed to solve the
issues.
3.Solutions needs to be calculated to satisfy needs : It becomes really essential to find solution
since through that only a party would be satisfied. As possible outcomes and solutions are
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gathered from variety of sources therefore it becomes essential to identify and analyze each of
them because none of them would be fully satisfied.
4.Decide the actions that should be taken : Choosing the best action which would give the best
solution to the conflict must be followed. This is the best way to bring productivity and to ensure
good relations. Decisions are needed to be taken in such a way that it becomes beneficial for
everyone within the organization and it proves to be contributing factor in success and growth of
any venture.
5.Follow-up plans needs to be there : Even if a solution doesn't come up then follow up plan
has to be there which must be used in emergency plan. It acts as alternative solution in situations
which demands urgent results.
6.Mediation : It focuses on providing solutions as soon as the problem is been registered.
Immediate action can result into quick decision making and a satisfactory experience for users.
2.3.Effectiveness of procedures used in a selected conflict situation
There is a certain procedure that must be followed in order deal with a conflict :
1.When conflict arises in workplace : If a superior has a problem with some person than steps
have to be taken to resolve conflict. Supervisor is responsible for taking actions as soon as
possible. The main cognitive content here is that personality of a person doesn't change but
behavior can be changed. Understanding the conflict is essential in order to find a solution.
2.Ways of responding to conflict : Sometimes another person tells person supervisor about the
issue. Now it becomes the duty of the supervisor to respond in a particular way which will be
beneficial to that party.
3.Problem identification : This is an essential step which involves knowing the issue and let the
person tell their emotions about the file (Emmott, 2015). A person might have hidden agendas
which he would share it when he feels comfortable. Conflict can be saved through this method.
4.Providing solution to problem : After knowing the problem it becomes essential to find
solutions in order to keep everyone happy. There can be numerous solutions to a problem and
best have to be accepted and used. Discussion are done over finding the solution, time involved
in completing the task and the results which will be achieved play a major role here.
3.1.Role of negotiation in collective Bargaining
Motivation plays an important role in determining the productivity of an employee. Good
quality work is always appreciated everywhere. Employees take money as reward for work that
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they do. Money gets attention and also changes scenario of current situations. Bargaining plays a
very important role for getting any work done or to gain any sort of rights. If industry relations
are weak then it becomes really tough to make the needs, wants and rights accepted by
organisation. It is essential that workers and management have good relations so that disputes
can be settled easily and productivity can be maintained of the organisation. Transparent rules
have to be there so that issues can be sorted out easily. Principles which are involved here are
follows :
1.To recognise and do commitment : Walmart provides international standards on freedom of
association and to do collective bargaining. Due to this an open attitude towards trade unions is
formed.
2.Protecting representative of workers : Walmart protects the lawful activities of their trade
unions and employees who are a part of it. Prohibits any discrimination against any worker.
3.Freedom in choice : Organisations should allow workers to join groups and unions of their
own choices. Pressure shouldn't be built over them.
4.Grievances : Fair hearing has to be done on any worker's hearing and their problems.
Unbiased approach in present in Walmart and due to this their employees are very happy.
5.Calculating risks : Risks have to be calculated in order to stay away from any sort of loss.
Also, it can be seen that it is really important to navigate through risks carefully.
3.2.Impact of negotiation strategy for a given situation
Walmart has done significantly well by showing commitment towards fundamental
rights of freedom of association and collective bargaining. They have made some policies which
gives employees privileges of their rights and needs. Walmart is doing great by giving equal
rights to their employees and no discrimination is allowed (Van De Voorde, Paauwe and Van
Veldhoven, 2012). Also, trade unions are made giving complete opportunity to employees to
choose their choice of union. In context to collective bargaining the internal policies tend to
bargain over providing good faith in employment conditions. They also have programs which are
related to train HR managers and have also developed e-learning module. It has been given to
other people. This way a good framework is provided which is responsible for controlling all
sorts of responsibilities and rights.
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4.1.Influence of EU on industrial democracy in the UK
Industrial democracy is responsible for bringing peace and making strong connections
within the workplace. It can be seen that in some European countries structures of Industrial
democracy have been for decades. But having more aggressive relationship between managers
and unions in British companies has resulted in misfit of this idea. It can be seen that European
legislation encourages a huge role of workers in firm's decision making process. It is of great
importance since it can be seen that workers can be kept happy like this giving a good
productivity (Emmott, 2015). Present EU influence has made 'partner based relationships'
available for British industries, where management and the unions work towards achieving the
same goals. Due to more employee involvement in decision-making process which has provided
a positive impact. Work councils are also present which is responsible for discussing long term
objectives. Direct participation of workers in the decision process enhances organisation's
productivity along with profitability. When all the ideas collected from various employees are
put together more productive outcomes could be encountered and used in increased performance.
4.2.Methods used to gain employee participation and involvement in decision making process in
organisations
There are various methods which are used to gain employee participation and their
involvement in decision making process :
1.Survey of attitude : It refers to taking their views about any matter that concerns them. Views
about job evaluation, determination of salary and management of performance are discussed in
such sections and it also covers some personal issues. These issues and policies may be
providing equal opportunity, development and health and safety. These are done by doing
questionnaires, also by interviews and group discussions.
2.Schemes related to suggestions : It Provides a great valuable means for employees to be
productive and hence be beneficial for firms. Lastly, employees get a point to tell the firm about
what they feel for company. Can be a great help since it tells the reality of firm.
3.Direct participation : Involves direct participation in the process and helps in everyday work
routines. Employees should be asked about their opinions and viewpoints regarding specific
issues and problems. Everybody has different and varied perceptions, by collecting all together
could bring out innovative solutions for the problems that has been identified at workplace. Their
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participation in decision making procedures makes them feel valuable and accordingly they
would work so that best possible outputs could be generated with the aim of minimizing errors.
4.3.Impact of human resource management on employee relations
In any organisation, it success and failure directly depends on the relations formed
between workers. When a good and comfortable relationships exhibited by them, it enhances
their trust building capabilities which ultimately contributes in increased performance of the
venture. Employee involvement in a decision-making process makes a huge impact since it
affects overall performance and productivity of employees. The spirit of good attitude towards
work by employees can be maintained if they are involved in this process. Also, it can be seen
that due to such practises Walmart is able to keep their employees in their company. In every
meeting they involve a representative of employees and then only decisions are made. These
decisions are purely based on a mutual understanding where a decision is made according to
benefits for both employee and employer (Van De Voorde, Paauwe and Van Veldhoven, 2012).
The company wants to increase job satisfaction, and motivate employees to achieve
goals which are related to Walmart. It can only be achieved when company expresses their goals
and rights to the employees. It can also be seen that by providing these policies employees
perform in a better way and change the whole situation accordingly. Their main profits are
generated through innovation because through that only a different approach can be received. By
giving labour rights and maintaining relations with employees a different scenario is maintained.
Commitment of employees have to be won by management so that they can be retained by
Walmart. They can provide recreational activities which enables good bonds between employee
and employers. Also, their issues can be dealt more efficiently and a productive outcome can
happen. HR are the first person an employee contacts to tell the issues going on and a solution
can be achieved.
Human resource managers have duty to manage togetherness among the employees of the
firm so that they could work collectively to come on common solution. When people work with
one another and cooperates each other, it gives opportunities to the employees to learn and
acquire new learnings. It also helps them to get new skills which could be utilized for company's
growth and personal development as well. When there is lack of skilled workers within an
organisation, it is the job of HR to hire new applicants and arrange necessary trainings for the
existing employees so that they could gain new knowledge.
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To maintain good relations at workplace among the staff members, HR could organise
various activities in the midst of the work so that people get chance to know one another and
accordingly they could understand each other for better work performance. Small get together
are also one of the options that could be arranged in which people should be asked to bring some
food stuffs that could be arranged and have some quality time with one another.
Birthdays of the employees could also be celebrated which helps them to feel valued and
special. Many times it is not possible to cut cakes every day when there is organisation with lot
of employees. In such kind of situations, at the end of month celebrations could be conducted so
that workers get refreshed as well.
CONCLUSION
Employee relation is an integral part of an organisation. Every time a decision has to be
made then employees have to be involved in the process. This report concludes that Walmart has
good techniques in order to maintain good employee relations. Also, with changing working
conditions new systems can be opted for a better productive approach. For long run it is essential
to follow the trends and maintain good relations with employees working here. Both external and
internal factors are responsible for employee relations. It is very essential and important to take
steps to improve these relations in order to bring changes for firm. Employees participation in
decision making could help in coming with better solutions and on the same way they feel valued
in the organisation.
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REFERENCES
Books and journals
Dasgupta, S.A. and et. al., 2012. Impact of managerial communication styles on employees’
attitudes and behaviours. Employee Relations. 35(2). pp.173-199.
Devonish, and D. 2013. Workplace bullying, employee performance and behaviors: The
mediating role of psychological well-being. Employee Relations. 35(6). pp.630-647.
Emmott, 2015. Employment relations over the last 50 years: confrontation, consensus or
neglect?. Employee Relations. 37(6). pp.658-669.
Glavas, and Godwin, 2013. Is the perception of ‘goodness’ good enough? Exploring the
relationship between perceived corporate social responsibility and employee organizational
identification. Journal of Business Ethics. pp.1-13.
Grady, 2013. Trade unions and the pension crisis: Defending member interests in a neoliberal
world. Employee Relations. 35(3). pp.294-308.
Gupta, V. and Kumar, 2012. Impact of performance appraisal justice on employee engagement:
a study of Indian professionals. Employee Relations. 35(1). pp.61-78.
Hamblett, J., 2013. Employee Relations in the Public Sector: Themes and Issues. Employee
Relations.
Jønsson, and Jeppe Jeppesen, 2012. A closer look into the employee influence: organizational
commitment relationship by distinguishing between commitment forms and influence
sources. Employee Relations. 35(1). pp.4-19.
Luo, Wieseke and Homburg, 2012. Incentivizing CEOs to build customer-and employee-firm
relations for higher customer satisfaction and firm value. Journal of the Academy of
Marketing Science. pp.1-14.
Moore, S. and Tailby, 2015. The changing face of employment relations: equality and diversity.
Employee Relations. 37(6). pp.705-719.
Morris, T., 2012. Innovations in banking: business strategies and employee relations (Vol. 22).
Routledge.
Robertson, R. and et. al.,2012. Trust your teammates or bosses? Differential effects of trust on
transactive memory, job satisfaction, and performance. Employee Relations. 35(2). pp.222-
242.
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Rolfsen, M. and Langeland, 2012. Successful maintenance practice through team autonomy.
Employee Relations. 34(3). pp.306-321.
Van De Voorde, Paauwe and Van Veldhoven, 2012. Employee well‐being and the HRM–
organizational performance relationship: a review of quantitative studies. International
Journal of Management Reviews. 14(4). pp.391-407.
Online
7 Tips For Positive Employee Relations. 2015. [Online]. Available
through :<http://www.globalbpc.net/blog/7-tips-for-positive-employee-relations/>.
[Accessed on 7th July 2017].
What are Employee Relations? 2013. [Online]. Available through :<https://www.hrzone.com/hr-
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