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Employee Relations Assignment | Explain Unitary and Pluralistic Frames

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Added on  2020-01-16

Employee Relations Assignment | Explain Unitary and Pluralistic Frames

   Added on 2020-01-16

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EMPLOYEE RELATIONSSTUDENT NAME:STUDENT ID:PROFESSOR NAME:Table of Content1
Employee Relations Assignment | Explain Unitary and Pluralistic Frames_1
Introduction................................................................................................................................3Task 1: Reflective Essay............................................................................................................31.1 Explaining unitary and pluralistic frames of reference along with their implications forresolving the conflicts................................................................................................................31.2 Assessing how changes in the trade unionism have affected the employee relations.........41.3 Explaining the role of the prime players in employee relations...........................................5Task 2: Case Study: Junior doctors and the Government dispute..............................................62.1 Explaining the procedures NHS needs to follow while resolving different conflicts..........62.2 Explaining the key features of employee relations..............................................................72.3 Evaluating the effectiveness of the procedures followed so far from both the parties........8Task 3: Case Study: Junior doctors and the Government dispute..............................................93.1 Explaining the role of negotiation in the collective bargaining...........................................93.2 Assessing the impact of the utilised negotiation strategies and recommending others toresolve the conflicts..................................................................................................................10Task 4: Presentation.................................................................................................................11Conclusion................................................................................................................................11Reference list............................................................................................................................122
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IntroductionEmployees are considered as the spine of an organisation and for this reason; organisationsput more focus on the relationship shared among them within the workplace. Over the time, ithas become quite evident that strong relationship among employees successfully motivatesthe employees and help in enhancing their loyalty with the organisation. Considering thisfact, employers concentrated on building strong employee relations, rather than dependingupon the industrial relations that is referred to the relationship in between the collaborativeworkforce such as trade unions with the employers. In order to create a strong employeerelations employers have considered the related legislations and updated the policiesaccordingly. The following assessment will focus on the various aspects of employeerelations and its influence in resolving the conflicting situations within the workplace.Task 1: Reflective Essay1.1 Explaining unitary and pluralistic frames of reference along with theirimplications for resolving the conflictsOver the years, organisations started concentrating on employee relations and incorporatedseveral strategic frameworks for increasing the commitment of the employees. According toCullinane and Dundon (2014, p.2580), in the initial stages the strong managerial control overthe employees used to create several conflicting situations and in order to diminish thoseconflicts, the Matching model, Control to Commitment model and Harvard model wereutilised. Later on, two prime Employee Relations framework is being introduced thatincluded unitary and pluralistic approach. As per Martin et al. (2016, p.26), the prime element of a unitary framework is the presenceof a single authoritarian source that is the management. Secondly, under this framework, thecollective workforce needed to increase the commitment among the employees. Lastly, theemployees are required to work collectively to attain the mutually shared goals. I believe thatthe management possesses the responsibility of creating strong leadership skills that can drivethe employees to resolve the mutual objectives. In my view, the main strength of the unitaryperspective is to integrate the interests of the employers and the employees in order toenhance the commitments of the employees towards the organisation. On the other hand, I3
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also believe that this framework has ignored the inequalities in power between the employeesand employer that may create strong conflicting situations.Pluralist framework, on the other hand, refers to the condition of a workplace wherediversified sets of beliefs and values are merged together to generate a collaborativeworkforce Fossum (2014, p.13). In my view, the pluralistic framework is a more constructiveapproach as it puts emphasis on the IR interventions that helps the management in resolvingthe conflicts. Apart from this, I believe that the pluralistic framework also helps in quick andeffective decision-making process. As per Crane and Matten (2016, p.24), pluralistic framework incorporates the participation ofthe stakeholders and manages the conflicts. In my view, organisations following thepluralistic approach form various management strategies to combine the conflicting groupsand find out the resolutions. As it concentrates on the legislations and procedures, it oftenoverlooks the processes that can be utilised to resolve the conflicts too. I strong believe that itis one of the biggest weaknesses of this framework. Moreover, as the pluralistic perspectiveconcentrates on the worker interest, I strongly believe that it can jeopardise the process ofcollective bargaining to some extent. Based on the concepts of different framework, I canconclude that organisations following unitary framework can drive employee satisfaction,loyalty and motivation, compared to that of the pluralistic approach.1.2 Assessing how changes in the trade unionism have affected theemployee relationsIn the industrial framework, the development of trade unionism has created great impact onthe organisational system. However, the influence of trade unionism is more often consideredas negative in the case of employee relations. I believe that the main purpose of trade union isto protect the employees from the exploitation of the employers and generate a healthyworkforce within the workplace. According to Gilpin (2016, p.34), in England, the industrialrevolution and the initiation of factory system are the two major forces that created tradeunions. However, in the modern industrial context, I have realised that over the time the trade unionshave cut down the power of the individuals to stand up against the conflicts. Moreover, tradeunions also restricted the scope of collective bargaining for the individuals. I have alsorealised that the emergence of trade unions have also led the workers to become unorganised4
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