Between (6-knowledge management via commitment)

This review aims to provide an overview of various studies related to knowledge management, human resource management (HRM), employee relations, and organizational outcomes. The articles reviewed include 'Influence of Trade Unions in Employee Relationships' by [Author], 'How does Human Resource Management influence Organizational Outcomes?' by Jiang et al., 'Strategic Global Human Resource Management Research' by Kiessling and Harvey, and several others. These studies examine the role of commitment in knowledge management, HRM, and organizational outcomes, highlighting its importance for employee attitudes, behavior, and well-being. The review suggests that a commitment-based approach to knowledge management can lead to better organizational performance, improved leader development, and enhanced employment relations. Future research should focus on exploring the mediating mechanisms between HRM and organizational outcomes.

Employee Relations
1

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
TASK 1 UNDERSTANDING THE CONTEXT OF EMPLOYEE’S RELATIONS AGAINST
CHANGING BACKGROUND.......................................................................................................4
1.1 Explaining unitary and pluralistic frames of references........................................................4
1.2 Identifying how changes in trade unionism has affected employee relations ......................5
1.3 Role of main players in employee relation............................................................................6
Task 2 UNDERSTANDING THE NATURE OF INDUSTRIAL CONFLICT AND ITS
RESOLUTION................................................................................................................................7
2.1 Procedure for chosen organization to deal with different conflict situation..........................7
2.2 Key features of employee relations in selected conflict situation.........................................8
2.3 Effectiveness of procedures adopted in the selected conflicting situation............................8
Task 3 UNDERSTANDING COLLECTIVE BARGAINING AND NEGOTIATION PROCESS
..........................................................................................................................................................9
3.1 Explain the role of negotiation in collective bargaining........................................................9
3.2 Assess the impact of negotiation strategy for a given situation...........................................11
Task 4 UNDERSTANDING Concepts OF EMPLOYEE PARTICIPATION..............................12
4.1 Assess the influence of the EU on industrial democracy in the UK....................................12
4.2 Compare the methods used to gain employee participation and involvement in the decision
making process in organizations................................................................................................13
4.3 Assess the impact of human resource management on employee relations........................14
Conclusion ....................................................................................................................................14
References......................................................................................................................................15
2

INTRODUCTION
Employee relation is referred to as the body of work that is deals with maintenance of the
relationship among employee and employer. This has greater contribution towards the
satisfactory production, motivation as well as morale. It is linked with the kind of relation that
occurs among the staff members as well as organization (Bhatnagar, 2007). In the present study
employee relation has been discussed in context of Sainsbury. The report entails to understand
the context of employee relation against the changing background. Further it covers
understanding on the nature of the industrial conflict and its resolution. The present study
includes understanding on collective bargaining as well as procedure relating with negotiation.
TASK 1 UNDERSTANDING THE CONTEXT OF EMPLOYEE’S
RELATIONS AGAINST CHANGING BACKGROUND
1.1 Explaining unitary and pluralistic frames of references
In order to gain insight to the relationship among employees various techniques like
unitary as well as pluralistic frame of references have been used. These difference to a greater
extent from one another (Blyton and Turnbull, 2004). Both the approaches dependents on varied
views and thoughts. Further they have linked with the association that is present among the
employees that are performing in Sainsbury. With this business can effectively manage its
employees. Thus, it assists in carrying out welfare activities within the firm to a significant level.
In accordance with unitary approach the power existing among employee relation for taking
imperative decision in within the hands of the person who is performing at higher level that is
management of firm. Entire roles as well as responsibilities lies with the top management and the
members of staff are not involved while taking part in crucial affairs. This demonstrates that the
leader within the organization has ability to encourage commitment and loyalty within the
personnel (Deakin and et.al. 2002). Moreover, the approach also reflects that several kinds of
team in the organization coordinate with one another in order to attain per-determined targets.
This is on the basis of belief that conflict that emerges among the employees and employer can
be avoided. Moreover, it can be stated that the role of trade unions is inappropriate. Further they
do not offer assistance at the time of conflict.
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In contrast to this pluralistic approach is different and it relies on the belief that place of
work is being devised of several values, attitude and behavior. Moreover, role of trade unions is
significant and the decisions that are being taken by them are in the favor of employees (Dhar,
2008). In accordance with this approach for the purpose of attaining sustainability within the
employee relation it is imperative to make performance of sequence of negotiation as well as
concessions. Thus, in this manner the two perspective are different from one another and are
essential for Sainsbury.
1.2 Identifying how changes in trade unionism has affected employee relations
It can be stated that the employee relations are affected to a great extent by all changes
and modifications which takes places in the trade unionism. In simpler terms, employee relation
can be defined as relationship between employer and all its workers (Employee Relations, 2015).
The main objective behind development or formulation of trade unions is to take care of
employee welfare and their rights. It can be also argued that these unions also play very
important role in making sure that employees are not being exploited by their respective
employers (Eskildsen, Kristensen and Westlund, 2004). Trade unions also supports workers in
getting appropriate pay against their work and help them in getting all the benefits which are
associated with their job. It can be expressed that it was in the middle of 19th century in which
moderate new model of trade union which managed and taken care of the entire union
movement. On the other side of this, the development of trade union took place in the year 1824
and it received huge success and popularity.
Further, large number of workers and employees joined the union and their core purpose
behind this was to protect their rights and get fair wages against the work done. The two major
parties which are being taken into consideration are youth worker union and union congress
community (Hislop, 2003). It can be expressed that with the changes in trade union, employee
relationship in businesses like Sainsbury have been affected to a great extent. The main reason
behind all these changes is macro environment factors which are below highlighted as:
 Political and legal factors- The employee relationship are getting affected to a great
extent by factors which are associated with legal and political environment in the nation.
Nowadays, government has developed strict polices and practices in terms of
employment and Sainsbury is required to abide with all these practices. Trade unions are
4

forcing the brand to make adequate payment to staff members and provide them with all
benefits related to employment. This has created conflicts between employer and all its
employees.
 Technological factor- It can be defined as one of the most important factor which is
affecting relationship of employment. The brand always seeks for implementing the latest
technology and this results in lowering down the need of human resources within the
organization (Influence Of Trade Unions In Employee Relationships, 2003). At the time
of carrying out its operations, the brand is also required to make sure that all strategies
related to retrenchment are being followed in the best possible manner.
1.3 Role of main players in employee relation
In order to maintain effective association among the employee and employer it is difficult
to be tackled by a single individual. Thus, this requires greater cooperation of several individuals
that are working within the organization (Michael Armstrong, 2011). The different main players
in the employee relation have been enumerated in the manner stated as under:
Manager: The executive who are performing within Sainsbury has imperative role in developing
sound relationship among employer and employees. They possess the responsibility to offer
fair environment to the members of staff that are not involved in unethical activities like
discrimination. However, the manager of the organization plays crucial role in management
of criticism that is occurring among the personnel (Millward and Brewerton, 2000). It is
their duty regarding development of the environment of healthy competition in the work
place with the aim to enhance entire performance. Thus, by following with such kind of
activities positive relationship can be develop among employees and employers.
 Workers- It can be stated that it is the first and foremost duty of people within a business
enterprise to accomplish all activities and tasks which are being assigned to them by their
respective employer (Renwick, 2003). Along with this, all staff members needs to make
sure that working practices are carried out as per rule and code of conduct developed
within an organization (Paauwe, 2004). Furthermore, during situations when employee
face problem or issues, it is required by them tom communicate the same to management
of a company. All these practices will result in development of healthy and long term
relationship between employees and their employer. On the other side of this, it will also
5

result in enhancing the overall performance and productivity of a business enterprise as
the workers will contribute best of their efforts.
 Government bodies- It is another player which plays a very crucial role in development
of good relationship between employer and employee. At the time of carrying out their
practices, organizations needs to make sure all legal laws and regulations are being
followed in the best possible manner (Schuler and Jackson, 2008). Act such as health and
safety and employment encourages companies to take care of their employees and protect
their rights. This results in development of satisfaction and strong bond between both
employee and employer.
TASK 2 UNDERSTANDING THE NATURE OF INDUSTRIAL CONFLICT
AND ITS RESOLUTION
2.1 Procedure for chosen organization to deal with different conflict situation
In the present scenario, conflicts at workplace has become very common phenomenon
and organizations are required to make sure that have formulated appropriate procedure to deal
with the same. The common reason behind emergence of conflict at workplace includes
differences in way of thinking and working style of employees. Furthermore, conflict can be also
emerged because of difference between employer, employee and the two common forms of such
as conflicts is that lockouts and strikes (Shermon, 2004). The major reason behind above
mentioned forms of conflicts includes inappropriate work environment and situations in which
work among employees is not allocated properly. It can be stated that in such conditions protest
are being carried out by employees at a large scale and this affect the overall performance of
Sainsbury in negative sense.
In order to deal with such situations, the brand directly stars speaking up with respective
employees or their leaders. Furthermore, the procedure of resolving conflicts starts with listening
to the opinions and views of employee without any interruption. In the next stage, the brand tries
to figure out or determine the main problem which has resulted in conflict between parties. Here,
the workers are being asked to communicate the major issue or problem which they are facing
from management point of view (Timo and Davidson, 2005). After listening completely to
employees, the company propose solution to the problems which has resulted in conflict. In this
6

stage, both employer and workers are required to make adjustments from their respective side. In
the last stage of resolving conflicts both the parties agree upon the common solution which can
benefit both of them. Therefore, the above mentioned is the process through which Sainsbury
resolve conflicts at workplace.
2.2 Key features of employee relations in selected conflict situation
In the present task, the conflict has been emerged because the work has not been assigned
and divided among employees within Sainsbury in appropriate manner. This has resulted in
creating dissatisfaction among workers and it has also resulted in rise of conflict between male
and female employees. The overall operations of Sainsbury are getting affected in negative sense
and it has also resulted in lowering down the overall productivity of the business enterprise.
Another effect which the situations has creates is that employee morale and motivational level
has lowered down to a great extent (Vakola and Nikolaou, 2005). They are also feeling that the
organization has done discrimination by being partial to some employees. The key features of
employee relations in the above mentioned conflict situation is mentioned below as:
 Dissatisfaction among workers- The situation of conflict has hampered relationship
between employer and employee to a great extent. In addition to this, it has also resulted
in creating dissatisfaction among workers of Sainsbury. Low motivational and morale
level among employees is witnessed and they are not interested in doing their respective
work. In order to enhance its existing performance and employee productivity, it is
required by the brand to take corrective measures to overcome and resolve the conflict
(Barradell, 2013). The corrective measures can be appointing a mediator and determining
a solution which can benefit both employer and employee.
 Affecting relationship between male and female employee- These situations has also
resulted in affecting male and female employee relationship in negative sense. Now, the
workers are denied to work with each other and coordination among them has hampered
to a great extent (Cox, 2010). Now the company is finding it very difficulty to serve its
customer with quality product and services.
2.3 Effectiveness of procedures adopted in the selected conflicting situation
It can be stated that the procedure which has been adopted by Sainsbury can be
considered as highly effective. It has helped the brand to resolve conflicts and enhance existing
7

motivation level of all their workers. Along with this, it has also assisted in developing a positive
and sustainable environment at workplace. In order to resolve conflict, the brand has developed
an appropriate procedure which consists of several stages. The reason why the procedure is
considered as effective is that it lays more emphasis on the understanding the issues and
problems faced by workers at the time of carrying out their work (Gallagher, 2005). This resulted
in development of most favorable outcomes or solutions which is beneficial for both employer
and employee. Issues and problems faced by workers are placed on priority and this develops a
sense of satisfaction among all workers (Hackman, 2004.). They start perceiving the fact that
Sainsbury is really taking good care of its employees and considered them as one of their biggest
assets. It can be stated that in the present scenario, it is not easy for businesses such as Sainsbury
to gain competitive advantage over other market players. Furthermore, a staff member which are
highly skilled and competent helps companies to gain advantage over other businesses in the
industry.
Thus, it can be stated that with the help of its conflict procedure, Sainsbury is able to
lower down rate of employee turnover and retain effective personnel's within the business
enterprise. On the other side of this, it has also encouraged employees to give their best and
therefore resulted in enhancing overall performance of Sainsbury. The management has also
ensured that equal growth and development opportunities are being provided to all workers.
Along with this, the system or procedure of conflict management also lay emphasis on
developing a working environment where employees being treated fairly and adequate pay is
provided to them against the work which has been carried out by them (Jiang and et. al. 2012).
The effectiveness of conflict management system can be understood by the fact that it has
resulted in creating environment which promote equality and do not encourage any kind of
discrimination among workers in any situations.
TASK 3 UNDERSTANDING COLLECTIVE BARGAINING AND
NEGOTIATION PROCESS
3.1 Explain the role of negotiation in collective bargaining
Collective bargaining is deemed as a concept where in employees have the right to
negotiate and bargain for the terms and conditions in course of employment. This is also termed
8

as a dimension that assists the employers and employees to facilitate direct communication
among each other; hence as a result, positive environment can be development at the workplace.
People working at Sainsbury has the rights and authorities to communicate directly with the top
management so that all the job responsibilities can be conducted in proper manner (Kiessling and
Harvey, 2004). Managers have also provided equal rights of speaking to all the employees. At
the same time, this aspect aids in originating better environment at the workplace which further
helps in meeting the aims and objectives. In the below mentioned section, different roles of
negotiation in collective bargaining is stated in detailed manner.
Roles Description
Assists in rising up the effectuality of
collective bargaining
Since, collective bargaining allows the
employees to communicate directly with the
managers; thus this gives the opportunities to
decline issues prevailing at workplace.
Collecting bargaining is a crucial process that
assists Sainsbury to reduce the number of
issues that generally comes amid employees
and employers. There can be developed
prominent communication among
organizational people which further can be
used as a tool to inform employees regarding
different work aspects. This is also termed as
essential in the realm of work delegation and
resource allocation. Thus, it is clear that all
sorts of issues can be solved at Sainsbury.
Improves the adequacy of organizational
decisions
Negotiation not only generates proper
communication among employees and
management; but also aids in undertaking
effective decisions for the organization.
Employees can find out different methods of
9

creating proper communication among each
other for a specific issue. Negotiation of issues
or conditions in employment can be an
organized body of employees and the
employer. Thus, through this, unfair labor
practices can be eradicated from the course of
employment and as a result, it could protect the
interest of employees. Moreover, it also allows
the employees of Sainsbury to facilitate
concession bargaining which can be taken
when the employer is in distress.
3.2 Assess the impact of negotiation strategy for a given situation
Negotiation and bargaining is the process of talking to employers and developing
agreements with employees regarding pay and working hours. Negotiation is a crucial process in
which the employers decides the ways through which grievances and conflicts can be reduced.
Thus, it is essential for workforce of Sainsbury to develop diverse strategies for managing
organizational work processes. In context to collect bargaining, Sainsbury has developed
appropriate relationships with the employees under employment conditions and this thereby
assists in managing labor management relations. Impact of negotiation is somewhere beneficial
for the employees and somewhere not because so many time, it gives the opportunities to
eradicate unnecessary practices (Maure and Chapman, 2013). In the workplace, managers can
also participate in employee conflict management system; however for that there should be
appropriate listening from both the parties.
Analyzing the impact of negotiation, employees can secure the rights and responsibilities
and through this, business aims and objectives can be acquired prominently. Negotiation is also
useful for the purpose of employee protection where in employers have to treat the employees in
adequate manner through considering all the legal and lawful acts. In order to create better
environment at the workplace, it is vital for both parties to emphasize on all the terms of
employment (McCauley, 2012). Employers and employees can coordinate with each other
10

regarding the policy and other legal framework and as a result, it reduces all sorts of challenges
from the organizational activities and processes. The process of implementing negotiation shows
different challenges because that time employees depict their responses against the work
practices and changed aspects.
It has been observed that economic outcome can be acquired with the help of negotiation
and this can also assist in meeting all the organizational aims in appropriate manner. The process
of negotiation assists the employees to specify their interest and through this, they can also claim
for the amount against the work done (McDermott, Kidney and Flood, 2011). This is also
suitable for Sainsbury because the employers can maintain better industrial relations with the
employees and this determines aims and objectives can be acquired appropriately. Thus, it can be
said that all these aspects are essential for engaging the employees in organizational processes.
At Sainsbury, negotiation strategies are typically developed for the purpose of managing
organizational employees in prominent manner.
TASK 4 UNDERSTANDING CONCEPTS OF EMPLOYEE
PARTICIPATION
4.1 Assess the influence of the EU on industrial democracy in the UK
Industrial democracy is the concept through which rights and obligations of workers can
be specified and this is also imperative for engaging the employee in decision making process. It
is apparent that employees play crucial role in organizational work aspects; thus they should be
involved in decision making process and this is possible with the help of industrial democracy.
The terms and policies of EU have direct impact on organizational work aspects and this also
assists in considering all the legal and regulatory framework (Millward and Brewerton, 2000).
This is the condition for which Sainsbury is required to consider all the legal aspects and non
compliance of these aspects may generate varied issues for the organization. It is essential for the
employers to consider the interest of employees so that they can support the management while
having different work processes. Similarly, this assists in reducing the issues of strikes and
lockouts.
It has been observed that cultural differences are prevailing in the country instead of
democratic aspects. This is also imperative for the purpose of reducing cultural differences are
11

national level. EU practices ensures that employees are engaged in decision making process
because that aids in meeting all the aims and objectives. While making trade deals with different
countries, it is essential for the companies of EU to oblige with diverse policies and strategies.
Legal dimensions should be followed at the workplace so that all the issues can be eradicated on
higher extent (Blyton and Turnbull, 2004). Thus, all the aspects of European Union should be
considered at the time of managing business activities in diverse countries. Non compliance of
EU policies could pessimistically impede the brand image and value of Sainsbury. EU has also
changed the scenario of organizations because of the degree of control and monitoring on
employment practices.
4.2 Compare the methods used to gain employee participation and involvement in the decision
making process in organizations
It is essential for Sainsbury to engage employees in decision making process so that work
related aspects can be managed in adequate manner. Generally, employers engage employees in
organizational decision making procedures because they know that this will enhance the
competency aspects and as a result, it will also aid in reaching towards the growth and success
aspects (Schuler and Jackson, 2008). There are various methods that can be applied at Sainsbury
for making the employees involved in organizational decision making process and a few are
discussed in the below mentioned section.
 The employer of Sainsbury has to organize continuous motivational sessions so that
employees can be rewarded for their work and their contribution made in organizational
work aspects. This could also generate interaction among the employees and
management and as a result, organizational growth prospects can be enhanced (Timo,
and Davidson, 2005).
 There should not be any sort of communication gaps among employees and employers
because that not only creates the situation of dissatisfaction but also leads to high
turnover (Gallagher, 2005). Further, for employee participation, Sainsbury should allow
all the employees to put forward their views in organizational matters. This can also
develop a sense of belongingness.
 Equal opportunities should be provided to all the employees of Sainsbury so that they get
motivation out of that and this will also assist in employee retention. It is also essential
12

for Sainsbury to consider responses and feedback of employees on organizational matters
and specific changes should be implemented accordingly. The business entities has to
emphasize on direct communication so that workforce can get the opportunity to share
their views and opinions in decision making processes (Maurer and Chapman, 2013).
Apart from this, there must be adequate delegation of duties and responsibilities so that
aims and objectives can be acquired subsequently.
 Training, development and welfare sessions should be organized at Sainsbury for the
employees and through this, employers can also show the concern towards workforce
development. This is also beneficial for the purpose of enhancing effectiveness of the
workforce.
4.3 Assess the impact of human resource management on employee relations
Human Resource Management of Sainsbury is accountable to manage organizational
aspects in prominent manner and HRM also aids the employees to develop prominent
relationships at workplace (Vakola and Nikolaou, 2005). Employee relations should be
positively developed at the organization so that suitable environment can be developed. Human
resource management is accountable to develop diversified strategies; hence through this all the
work aspects can be managed suitability (Barradell, 2013). Human resource management drives
the employees to develop better relationships with each other so that they share each and every
aspect in prominent manner. Thus, it can be said that HRM strategies are highly beneficial for
the purpose of creating appropriate and suitable atmosphere at the workplace. Through this,
organizational issues and conflicts can be reduced and possibilities of team building exercises
can be developed (Bhatnagar, 2007).
HRM of Sainsbury aids the employees to develop different opportunities; thus this assists
in managing varied functions. Employee relationships has a direct impact on organizational work
aspects and this is also beneficial for the purpose of reducing grievances prevailing in the
organization (Employee Relations, 2015). With the help of HRM, Sainsbury can make the
employees more committed towards their job roles and this can enhance the overall efficiency
and successful aspects of the business facets. Human Resource Management of Salisbury also
encourages human resources to maintain loyal relationships and that probably generates another
opportunity for better team work (Jiang, Lepak, Hu and Baer, 2012). Unitary approach has been
13

adopted by the management of Sainsbury in which equal roles and responsibilities are provided
to each and every employee; thus this improves their motivation level. Moreover, employees are
getting more chances of growth and success which is yet another beneficial state for the business
entity.
CONCLUSION
From the above study, it can be concluded that employee relationship is the formal
relationship between an employer and worker in an organization. The development of trade
union was done with an objective to protect rights of workers and ensure that their rights are not
being exploited by businesses. In the present scenario, the changes in trade unions are directly
affected employee relationship to great extent. On the other hand, it can be also concluded that
Sainsbury has developed an effective process to deal with the conflicts.
First of all the company listen to the views and opinion of employees without interruption
and then on the basis the same effective solutions are being proposed. It can be also inferred that
the conflict which has emerged because of discrimination at workplace has affected the
employee relationship and coordination between workers to a great extent. From the above
carried out study, it can be also concluded that the conflict management procedure which has
been employed by Sainsbury is highly effective and it has provided several benefits to the
organizations. It has also resulted in enhancing morale of employees and overall productivity of
the business enterprise.
14

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