This activity covers unitarists and pluralist approaches of employees relation, union and non-union forms of employees presentation and how it affects organisational performance, and evidence linking employee voice and organisational performance referring to research and examples of organisational practice.
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Contemporary developments in employment relations (DER) assessment activity 3 template Employee Voice Name: Word count:
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Table of Contents Introduction....................................................................................................................3 1.2 Compare and contrast unitarist and pluralist approaches to employment relations.....................................................................................................................3 ...............................................................................................................................3 3.1 Explain what is meant by employee involvement, participation and partnership. ...................................................................................................................................4 3.2 Compare and contrast union and non-union forms of employee representation and how these have evolved......................................................................................5 3.3 Assess evidence linking employee voice and organisational performance referring to research and examples of organisational practice.................................6 Conclusions....................................................................................................................7 Recommendations..........................................................................................................8
Introduction Employment voice is defined as a way of communication with the people in order to influence them at workplace. It make interaction and build strong relation with each other. It boost the morale of employees and create trust and confidence among people. It is the most effective tool that leads to organisational success and satisfy the employees at workplace. There voice and views helps to influence the people resulted into effective decision making to sustain growth at workplace. It helps an organisation to make plans and policies to strategies the organisation's long term and short term objectives (Aloisi and Gramano, 2019). It avoids conflicts and dispute among the individual. It is the most important part of management that ensure smooth flow of communication. Employment voice shows the active participation and involvement of employees to sustain growth. Itimproves the overall performance of the employees. This activity will cover unitarists and pluralist approaches of employees relation. Further, it will cover the union and non-union forms of employees presentation and how it affects organisational performance. 1.2 Compare and contrast unitarist and pluralist approaches to employment relations. Unitarist and Pluralist approaches A management and its employees relations are the most important aspect of an organisation.Humanresourceareconsideredasmostimportantassetthatis
responsible for carrying out various business activities in an organisation. The organisation is based on various theories and concepts that are important for the survivalofabusiness.Theemployeesrelationarecrucialtocreatepositive environment at workplace. The major difference between the pluralist and unitarist approach is a blueprint that influence the behaviour and perception of an individual working at workplace. According to unitarist approach, it emphasises on individual's interest that shared the same interest to bring integrity and unity in an organisation. It involves organisational members such as management and their staffs who shares their loyalty and trust with each other. It is basically build strong and positive relation with same group of people to achieve common goal (Bratton, Robertsonand Paulet, 2022). It enhance the productivity and general interest of the employees so that they can easily achieve the desired results.It encourage the team work and leadership in order to guide and assist the employees. Pluralist approach is dealing with relations that are build with different group of persons who have different human values and competing goals. It is contradict to the unitarist theory and balance the power between the capital and labour intensive technique. This approach is used to deal with the harm that may arise due to conflicts and dispute among the members. It coordinates and cooperate the work among the different group members. It is multi structured mechanism that have distinct goals and objectives, values and beliefs that lies between the management and employees. However, the unitary approach encourage unity and integrity as its main objective is to create harmony among the people whereas the pluralist theory may creates confusion among the individual. In unitary, all have same goal and objective whereas the pluralist theory have dissimilarity among the employer and employee in relation to thought and interest. 3.1 Explain what is meant by employee involvement, participation and partnership. Employee involvement:It is a process that is used to make critical decisions for an organisation, to bring transparency in the working system. It is an effort made by the employees to contribute in the performance of an organisation. It is not only increase the productivity of an organisation but also improves the skill and knowledge of the employees (Guarriello and Stanzani, 2018). It boost the morale and confidence of the
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employees. It is an crucial to bring positive in the working culture by sharing ideas and knowledge with each other. It directly helps an organisation to fulfil its vision and mission of growth and success. It includes quality and inspection team, labour staff management force etc. It involves direct interaction with the management to deliver the possible outcomes of assigned work. Employee Participation:It is defined as active engagement of employees towards the productivity of an organisation. It demands suggestion and ideas from them so that better decision can be made. It ensure proper communication among the people and reduce the stress over the employees. Effective communication also resulted into employees participation that has significant impact on the growth of an organisation. It is an effective tool to inspire and motivate the employees to come and contribute in the success of the management. It brings creativity and innovation in the working system. It includes group discussions, assignment of projects in team etc. The time and efforts can be identified of each members who are actively participating in making the effective decisions for an organisation. Partnership:It is a wider term than the employee participation and employee's involvement. It is the most important part of employment voice as it is used to define the ownership and organisational structure. It is a collective effort that has enhanced the cooperation between the employers and employees. It adds value and improves the overall performance of an organisation because of loyalty and result oriented approach of an individual. It offers mutual gains and understandings among the people and aims to reduce the conflicts and dispute through proper mechanisms. Several partnership agreement has bee witnessed in the UK such as Tesco and Barclays Bank as a trade union. 3.2 Compare and contrast union and non-union forms of employee representation and how these have evolved. Union and non-union approaches The basic difference e between the two approaches are the workingculture and atmosphere that varies according to the different theories and business models. Union approachesare responsible for formulating various plans and policies for the industries. These rules are applicable on the employees to ensure their safety and security at workplace (Markey, 2018). They have their fixed rules and regulations that
are guiding sources for its employees. The Union trade comprises of same individual working under the same business culture and enforce their rights according to the terms of the contract. They are bound to enforce the said rights and obligation towards each other. It gives priority to the need and demand of the workers so that they can easily satisfy the organisational goal. The management plays pro active role in understanding theproblems of their workers in relation to their wages, Working hours, holidays etc. It provides the effective remedy to the employers so that they can work freely in a safe and healthy environment. Its main objectives is to ensue the safe working culture so that employees will not be dissatisfied from the policies of the organisation. Non Union Approaches:This kind of workplace does not demand any obligation and does not fall under any union. The workers are not allowed to bargain and demand their wages, working hours etc. All the decision lie on the management of a company as they are the superior authority of company. Sometimes, their policies may dissatisfies the workers that leads to high employment turnover in a company. They have their own set of rules and regulation and priority is always given to the decision of the management. However, union have all the power lies on its workers whereas in the non union employees representation, all power is vested on highest authority of a company. In union, effective, fair and reasonable decisions are made to establish good working culture whereas in non trade union, profit earning is the primary objective of this kind of company (North, 2018). In Union, satisfaction among the workers is the paramount objective and it offers job security to its workers. In non-trade union, stress and fear are always remains with the employees. 3.3 Assess evidence linking employee voice and organisational performance referring to research and examples of organisational practice. Links between employee voice and organisation performance Employees voice has significant impact on the organisational performance as it adds value and build trust of the employees. It a communication channels that ensure the job satisfaction and improved relation among the employees. Employment voice is the an essential tool of the management that helps the company to influence the people by
involvingthem into decision making process.It allows the employees to raise their voice and raise their problems associated in an organisationto offer them better solutions. There are following objectives of employees voice which includes: It address the basic rights of an individual to improve their standards of living at workplace. It ensures the organisational performance and improves the function of an organisation. It motivates them towards the common goal of an organisation. However, it is important for an organisation to encourage the employees towards the new suggestion and idea (Van Buren III, 2020). It enhance the productivity and profitability of an organisation. It brings positive change at workplace and helps to connect with the people so that they can make their opinions and views to impart better knowledge towards the success of an organisation. It includes reviews of policies, procedures and other mechanism that are relevant for creating an leadership behaviour in the organisation. Conclusions From the above activity it is concluded that,Employment voice is the way of communicating with people for influence them at workplace. It make interaction and build strong relation with each other. It boost the morale of employees and create trust and confidence among people. The major differencebetween the pluralist and unitarist approach is that it is a blueprint that influence the behaviour and perception ofanindividualworkingatworkplace.Unionapproachesareresponsiblefor formulation of different plans and policies for the industries. These rules ensure their safety and security of employees at workplace Recommendations It is recommended that the adaption to the dynamic conditions of the market will result in agile behavior of the employees. Voice inclusion in the business or
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organization is recommended for the employees. It can also promote conversations that are trust worthy for the employees as it helps in promoting and encouraging voice of employees and to improve their productivity. The workforce should become cooperative towards each other. They are recommended to recognize thepoor working conditions in order to make them better for the workforce. REFERENCES Aloisi, A. and Gramano, E., 2019. Workers without workplaces and unions without unity: Non-standard forms of employment, platform work and collective bargaining.Employment Relations for the 21st Century, Bulletin of Comparative Labour Relations,107. Bratton, A., Robertson, J. and Paulet, R., 2022. Environmental leadership reconceptualised: The role of employee voice in the emergence of environmental leadership. Guarriello, F. and Stanzani, C., 2018. Trade Union and Collective Bargaining In Multinationals From International Legal Framework To Empirical Research.Trade Union and Collective Bargaining In Multinationals From International Legal Framework To Empirical Research, pp.1-277. Holland, P., Teicher, J. and Donaghey, J. eds., 2019.Employee voice at work. Berlin/Heidelberg, Germany: Springer.
Markey, R., 2018. Introduction: Global patterns of participation. InModels of Employee Participation in a Changing Global Environment(pp. 3-22). Routledge. Mowbray, P., Wilkinson, A.J. and Tse, H., 2018, July. High Performance Strategy: Influence on HR Department and Line Managers' Design of Employee Voice. InAcademy of Management Proceedings(Vol. 2018, No. 1, p. 11034). Briarcliff Manor, NY 10510: Academy of Management. North, D.C., 2018. Partnership as a means to improve economic performance. InEvaluation & Development(pp. 3-8). Routledge. Poole, M., 2021.Theories of trade unionism: a sociology of industrial relations. Routledge. Schlachter, M., 2019. Trade union representation for new forms of employment.European Labour Law Journal,10(3), pp.229-239. Van Buren III, H.J., 2020. The value of including employees: a pluralist perspective on sustainable HRM.Employee Relations: The International Journal.