Employee Relations INTRODUCTION
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Added on 2020-06-05
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Employee Relations INTRODUCTION 1 TASK 11 1.1 Unitary and pluralistic frames of reference 1 1.2 Influence of trade unionism changes on employee relations 2 1.3 Role of main players in employee relations 3 TASK 24 2.1 Procedures to solve conflict situations in organisation4 2.2 Key features of employee relations in conflict situation 5 2.3 Effectiveness of procedures used in conflict6 TASK 37 3.1 Role of negotiation in collective bargaining7 3.2 Impact of negotiation strategy for given situation8 TASK 49 4.1 Influence of EU on industrial democracy in
Employee Relations INTRODUCTION
Added on 2020-06-05
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Employee Relations
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Unitary and pluralistic frames of reference...........................................................................11.2 Influence of trade unionism changes on employee relations................................................21.3 Role of main players in employee relations..........................................................................3TASK 2............................................................................................................................................42.1 Procedures to solve conflict situations in organisation.........................................................42.2 Key features of employee relations in conflict situation.......................................................52.3 Effectiveness of procedures used in conflict.........................................................................6TASK 3............................................................................................................................................73.1 Role of negotiation in collective bargaining.........................................................................73.2 Impact of negotiation strategy for given situation................................................................8TASK 4............................................................................................................................................94.1 Influence of EU on industrial democracy in the UK.............................................................9TASK 4............................................................................................................................................94.2 Methods of gaining employee involvement or participation in decision making process....94.3 Impact of HRM approach on employee relations...............................................................10CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12
INTRODUCTIONIn previous years employee relations was called as industrial relations, which determinesthe physical, cerebral and contractual relationship betwixt superiors and subordinates. Inorganisations people make positive relations with their co-workers, superiors and top mangers(Atkinson and Hall, 2011). These kind of bonding between employers and employees are madeto satisfy workers of company because, success of any enterprise depends upon its humanresources. Basically it is a process of communicating business problems and decisions betweentop management and lower management. It includes organisational grievances, issues of tradeunions and collective bargaining. Through this company mangers make healthy relationshipswith their workers so that they can motivate their subordinates and also can get best out of them.This project report is based upon ''Mark & Spencer'' which is a multinational retailer brand andit is located in United Kingdom (Bach and Kessler, 2011). It is famous for its domestic goods,food products and fashionable designed cloths, it have approx 82,904 employees. In this reportits relation with its workers and influence of trade unionism on it has been observed. Along withthis, effective procedures has been evaluated to solve various situations of conflict at workplace. TASK 11.1 Unitary and pluralistic frames of referenceUnitary frames : These are the perspective which includes different thinking, beliefs,assumptions, attitudes, activities and values which is related with business administration andmembership of organisation (Biswas and Varma, 2011). According to this frame, mangersshould assign different roles to employees to accomplish same goals and objectives of company.In this actual performance is measured by standard performance. In other words through unitaryframe all interests of mangers and staff members are integrated to achieve organisational goalsand objectives. It allows employees to develop their personal life as well as professional life. Itmake it clear that conflicts between mangers and employees are not expected at work place,because conflict creates various problems which effect the organisational growth and alsoinfluence other employees to commit future troubles. To remove these problems unitary framehelp workers to take part in important decision making procedures. 1
Pluralistic frames : This perspective allow companies to make different strong sub-groups with their own legal loyalties, goals, leaders and objectives. It is a situation wheredifferences of ethics and cultural groups are are solved within business enterprise. Basically ithelps employers, employees and mangers to fight against their disagreement on profit sharingand other organisational issues (Clarke, 2011). Different disagreements between employer andemployees can be solved by their collective negotiation which can influence organisation tochange internally as well externally. Pluralistic frame is highly focused on trade unions, in thisbusiness mangers does not command or enforce its employees instead of this he become morecooperative to concern its subordinates. Through trade unions, workers represent their differentinterests and organisation have to make their decision according to employee's requirements,which can be result in effective and affirmative change towards organisational success.According to this perspective company is divided into two groups first is management andsecond is trade unions, which enhance the healthy relationships between mangers andemployees. Hence, above mentioned perspectives of reference plays an important role in businessorganisation to solve carious conflicts or disputes within organisation (D.Waters, Sevick, Bortreeand TJ Tindall, 2013). 1.2 Influence of trade unionism changes on employee relationsThe concept of trade union was developed to protect and promote different interested ofemployees at work place. Members of these unions are known as representative of workerswhich help them in getting their required needs and wants. In recent times, most of the developedcountries are making labour regulations to facilitate conditions of employees, it involves variousstandards like compensations, incentives, different allowance and employment forms which isgoverned by legal authorities or joint negotiation contracts. After 1901, trade unions becomemore powerful which can sued and get sued for different indemnities. In previous years, due todeclining in industries employers started cutting wages and also increased working hours. To getsolve these problems various unions were emerged to provide appropriate wages and workingconditions to workers. Emergence of new labour groups has influenced various changes onemployee relations (D'Cruz and Noronha, 2011). At the starting stage there was worstrelationships between employers and employees. But when trade unions started their appropriatework then it resulted in good relations betwixt mangers and subordinates. Through this2
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