Employee Relations: Unitary And Pluralistic Frames Of Reference
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Added on 2020-10-04
Employee Relations: Unitary And Pluralistic Frames Of Reference
Added on 2020-10-04
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Employee Relations
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Unitary and pluralistic frames of reference......................................................................11.2 Effect of changes in Trade union on employee relations.................................................21.3 Role of main players in employee relations.....................................................................3TASK 2............................................................................................................................................42.1 Procedure to deal with conflict situations........................................................................42.2 Key features of employee relations in conflict situation..................................................52.3 Evaluation of the effectiveness of procedure in a conflict situation................................6TASK 3............................................................................................................................................73.1 Role of negotiation in collective bargaining....................................................................73.2 Impact of negotiation strategy..........................................................................................8TASK 4............................................................................................................................................94.1 Influence of EU on Industrial democracy........................................................................94.2 Methods to gain employee participation..........................................................................94.3 Impact of human resources on employee relations........................................................10CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12
INTRODUCTIONEmployee relations can be defined as the quality of relation shared between employersand employees in an organisation. Maintaining healthy relations at workplace plays an essentialrole in fulfilling the objectives in an efficient manner. Employee relation programs are conductedby the HR department to maintain a positive work environment in company. The management ismaking special efforts to develop programs which ensure free and fair treatment to employees tomaintain consistency in workforce and enhance their loyalty towards company (Armstrong,Brown and Reilly, 2011). The employees in contemporary era are valued and treated with respectso as to reduce the situation of conflict within organisation. This present report takes intoconsideration the airline company, British Airways. The various situation and practices ofemployee relations will be analysed in regard to this company. This report will take into accountthe nature of conflict in organisation and its resolution. The role of negotiation in the process ofcollective bargaining will be analysed as well along with participation of employees in it.TASK 11.1 Unitary and pluralistic frames of referenceUnitary frame of reference believes the organisation as a unified workplace. In thisperspective, it is assumed that there are negligible chances of conflict in the company. Theemployers and employee share a common set of believes, values and objectives. The conflict inthe organisation if arises are the result of employee satisfaction which are suppressed by themanagement by application of force and threats. Another necessary feature of unitary perspectiveis that they believe trade union in an organisations are unneeded as they may force themanagement to take actions which are not for the benefit of the business (Au and Marks, 2012).The employees under this frame of reference are dependent upon the employers for thelivelihood. British Airways follow this frame of reference as treat their employee in the best waypossible.Pluralistic frame of reference is exactly opposite to unitary perspective. This perspectivebelieves that the organisation is comprised of diverse people with different cultures, values andbeliefs are part of organisation. It is conceived that an organisation is a complex social thoughtencompassing different interest groups so in such circumstances a situation of conflict isunavoidable. Trade union are formed to protect the interest of the employees in case of conflict.1
Management is presumed to use coercive measures in such circumstances which may not resultinto reaching to an agreement. Trade union are viewed as legal representatives of employees sothat a situation of conflict can result in agreement of both the parties. They can help enforcepositive work environment in the organisation. There lies freedom of expression within theemployees and they can choose a leader of their union who will represent the entire association.Authority in the organisation is with the leaders of both sides which in the case of unitary wasexercised by the management exclusively. 1.2 Effect of changes in Trade union on employee relationsThe existence of the trade unions can be traced back to the 18th century in Britain.Initially trade union were formed to ensure that the employees are paid standard wages decidedby the government (Atkinson and Hall, 2011). They ensured collective bargaining and emphasiswas on the salary exclusively. The trade union brought revolution in the industries and thebusiness owners sensed it as a major threat to the operations. With the use of power and moneythey were successful in suppressing the trade union until 1824. The 1830 saw a rise in unionwhen National Association declared that Trade union are for the protection of labour. Tradeunion were legalised in 1872.There are currently 6,135,126 registered members of union in United Kingdom. The roleof contemporary trade union is as follows:Collective BargainingThisrole is the foundation stone of the trade union. They are developed to equipemployees with the bargaining power against their employers. The situation is developed andfulfilled by union leadership. The voice of the members of the association cannot go unheard bythe management of the company.Social CohesionIt is the situation where every member of the organisation be it employers and employeework together to fulfil their interest as well as goals of the company. It helps in creating asituation where employees work and think of well-being of other employees working in theorganisation (Bach and Kessler, 2011).Agreement Agreement is a situation in which both parties give their consent on the same condition.It is widely used tool in the conflict resolution. Trade union facilitates an agreement between the2
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