Voice and Silence in Auditing Firms: An Employee Relations Perspective

The assignment content discusses various studies and research papers related to employee voice and silence in auditing firms, employee relations, corporate responsibility, performance appraisal justice, human resource management, organizational support, public relations, and conflict management. The papers explore topics such as the impact of performance appraisal justice on employee engagement, patterns of employee relations governance, and the role of CEOs in building customer-employee-firm relations for higher customer satisfaction and firm value. The studies also examine issues like perceived support in employee development, incentivizing CEOs to prioritize customer-employee relationships, and diagnosis of mobbing as discrimination in employee relations.

EMPLOYEE RELATIONS
1

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Unitary and pluralistic frames................................................................................................3
1.2 Changes in trade union affect the employee relationship......................................................4
1.3 Role of main players..............................................................................................................5
TASK 2............................................................................................................................................6
2.1 procedures of an organization should follow when dealing with conflict.............................6
2.2................................................................................................................................................8
2.3................................................................................................................................................9
TASK 3............................................................................................................................................9
3.1 Role of negotiation in a collective bargaining.......................................................................9
3.2 Impact of negotiation strategies...........................................................................................11
TASK 4..........................................................................................................................................12
4.1 Influence of the EU on industrial democracy in the UK.....................................................12
4.2 Compare methods used to gain employee participation and involvement in the decision
making process in organization.................................................................................................13
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17
2

INTRODUCTION
Employee relations can be defined as the emotional and physical relationship between the
employer and company. There must be a healthy and positive bond among them. Ultimately, it
will help the organisation in achieving the objectives (Devonish, 2013). Healthy bonding in
company can motivate employees to perform well in their respective field.. Employee should
also cop-up with the situations of firm. He should come with positive attitude in office. UNISON
is UK based trade union Company which is serving around 1.3 million members who worked for
the common goals and interest. In this report, discussion about the unitary and pluralistic
frameworks of the enterprise will be discussed. Furthermore, study will provide learning about
how trade unions affect the employee relationship. Moreover, role of managers, workers etc. in
an enterprise will be evaluated effectively.
TASK 1
1.1 Unitary and pluralistic frames
There are two frameworks in employee relationship namely unitary and pluralistic
approach which are as follows-
 Unitary framework- It is defined as every worker or manager has a common goal or
interest who work in same direction. However, goodwill of Unison has enhanced as all
staff member are working together. Every member of an organization contributes equally
for growth of business (Luo, Wieseke and Homburg, 2012). No one can deny from their
responsibility. There should be no conflicts of interest among employees and
management. If there is any conflicts it is the responsibility of the management to solve
them. In this approach, less chances of conflicts arises therefore, no trade union is
involved in the unitary framework. Furthermore, every organisation works as a team for a
common goal or purpose. It makes the workers feel valued in the enterprise so he or she
can perform well for the betterment of company. The management also understand the
requirement of an employee. The environment of office should be positive and healthy so
they work in a comfortable zone. Any conflict in company may arise the negativeness of
enterprise and no company wants to disturb the relation between employee and manager
(Zukauskas and Vveinhardt, 2015). Any type of disputes taking place within the
3

business has adverse impact on every individual in unison conflicts flows the wrong
vibes in firm. This can cost to the company. UNISON should also adopt unitary approach
to achieve the goals and objectives.
 Pluralistic approach- Pluralistic approach is just opposite to unitary approach. This
approach believes that the employee and managers are different entity. They both have
different goals and purpose. They work in different direction. In this approach, there are
more chances of conflict so due to this trade unions are involved in solving conflict
between managers and employees. This framework is applied in the large enterprises
where there is bulk of employees working together. This approach is universal and
helpful for employee’s Trade unions responsibilities are to fulfill the interest and goals
of the worker. It acts like a mediator between them. On behalf of members, trade unions
are formed to safeguard their interests (Marginson, 2015). Thus, in this approach
conflicts are unavoidable which interrupt the growth of organisation. Trade unions
participate in collective bargaining or negotiation on behalf of the workers to protect their
objectives or goals. It balances the power of both the parties which bridges gap between
them. According to this approach, to avoid conflict, trade unions actively participate in
the decisions. They make employees feel more comfortable. Conflicts arise because of
division of profits, working hours etc.
1.2 Changes in trade union affect the employee relationship
After introducing trade unions, there are following circumstances that affect employee
relationship. They are as follows-
 Industrial growth- Introducing of trade unions in today's era help to maintain the
relationship between employer and employee. This helps the worker to work freely in
environment so that they can perform well and get promoted to higher levels. It can boost
employee’s morale which can increase growth in the organisation.
 Distribution of income- According to this approach, it states that after active
participation of trade unions is more beneficial for employees to get income/wages on
time (Ntalianis, Dyer and Vandenberghe, 2015) . This helps to motivate them to perform
4

well in their respective fields. After introducing of wage act it improves the employee
relationship in organization.
 Collective bargaining- this function of trade union states that on behalf of workers, trade
unions negotiate with the manager on issues. They actively participate in the decision-
making process. It gives chance to them as a learner how to deal with conflicts.
 Working environment- This function states that unions provide good working facilities
and environment to motivate them and to help grow in organization. Ultimately, this will
be beneficial for the firm. Health n safety act (1974) states that organization should be
aware of employee’s safety and hazardous (Doyle and et.al., 2016). Working
environment of the employee should be clean and tidy. Healthy environment make
employees motivated and help them to perform at higher levels. This reduces the
accidents which occur in the firm. Organization is aware of life insurance policies for the
betterment of employees. It boosts the morale of workers in healthy environment.
 Motivational programs- Another function of the trade unions is that they conduct
motivational programs and activities for employees. Training programs are also
conducted by them. Its advantage is that employee efficiency increases. It also helps the
employee to get promoted and their self confidence also maximised at higher levels
(Griffin ,Bryant and Koerber, 2015). Further, it is beneficial that they get experience of a
particular work or field. This increases their personnel development also. There are some
management games or entertaining activities conducted by the trade unions. It helps both
the management and employee both work as a one unit. Training programs help them to
cop-up with the environment.
1.3 Role of main players
There are different main players in an enterprise for instance, workers, managers, and
organisation and government agencies.
 Workers- They play vital role in an employee relationship. Employees should avoid the
conflicts and make friendly environment with the managers at the work place. There
should be proper communication among them. Overall, employees are backbone of the
company and they decide future of firm (Akingbola, 2013). Workers should take
initiative and grab the opportunity with both hands. If any conflict arises it can be solved
5

with discussions or negotiation. They should share their problems and needs with the
organization. Employees can actively participate in the decision-making process.
Ultimately, a good employee relationship increases the goodwill of firm and reaches to a
higher level.
 Managers- They also play a key role in maintaining the employee relationship. Their
responsibilities are to safeguard their interest and goals. A team leader should set an
example for employees to motivate them. Superior can transfer responsibility to
employees to come with flying colors (Prouska, and et.al., 2016). Managers can take
feedback from the workers to make them more comfortable at the workplace. Employers
should not be partial with anyone and should treat them as a unit. They should motivate
them at regular intervals of time. Managers give chances to employees to raise their
problems. It is their duty to conduct different medical programs such as diagnosis check-
up or other activities.
 Organisation- they also play a important role in maintaining the relation between
employer and employee. Top level management like board of directors can visit the plant
to motivate them. It feels the employees more comfortable at a workplace (Geppert,
Williams and Wortmann, 2014). Management can conduct the surveys to collect
feedback of the employees. They should provide important resources to employees to
maintain a healthy relationship between them or allocates funds to them. Further, their
responsibility is to protect interest and goals. They frame policies and organizational
structure for the lower divisions. Management shows the directions to employers and
floats them to employees.
 Government agencies- Government institutions passes various laws such as tax policy,
Safety Act and Equality Act. These acts are for employees and every organization
follows these laws in betterment.
TASK 2
2.1 procedures of an organization should follow when dealing with conflict
There are some conflict situation which arises between employees and employer are as
follows-
1. Improper communication
6

2. Disobey by workers
3. Being impartial by employers
4. Untidy workplace
5. Negative attitude
6. Different goals
7. Personal problems
8. Poor management
To overcome this conflicts organization follows some steps are as follows-
 To find out the problem- The first step to solve the dispute between employer and
employees is identify the issues. Management should discover what's the matter and
solve as soon as possible or organization can listen the views of every party (Ki, Kim and
Ledingham, 2015.). They should give chance everyone to keep views in front of all. They
can be partial to both the parties.
 Make list of probable solutions- After the finding of problem next step is listing of
feasible solutions (Griffin, Bryant and Koerber, 2015). This states that UNISON should
prepare a list of best possible outcomes according to the problem arises. Its organization
responsibility that they solve the conflicts between them as soon as possible. Ultimately,
this help firm in achieving their objectives. They can frame solutions to solve the
conflicts.
 Evaluate the solutions- The next step comes is elimination. This states that organization
starting evaluation of solutions that are not upto the mark (Luo, Wieseke and Homburg,
2012). They uses those points which are best and have more positive impact to solve
conflict. Organization can prepare a blue print of optimum solutions . They can
summarized the negative and positive impact of every solution in real world.
 Implement- Last but not the least. After the step of eliminating next step comes is
implementation of selected solutions. Ultimately, this steps are for employees to solve the
conflicts between them.
There are some methods also which helps in solving the conflicts are as follows-
7

1. Mediation- it is a person who bridges gap between employer and unison. That mediator
helps in bargaining process on behalf of employee (Donaghey and et.al., 2014).
Mediator also take active participation in decision making activity. They improves the
communication system and maintain healthy environment.
2. Compromising- it refers to when both parties sacrifice their resources to avoid conflicts.
There is win-win situation for employee and employer. By this compromise method
parties are available to discuss on conflicts and tries to come out with positive result
(Ntalianis, Dyer and Vandenberghe, 2015). In meetings they conduct face to face
interaction between them and make a healthy environment. Organization purpose is to
solve conflicts as soon as possible.
3. Avoiding- In Unison, members tries to avoid the conflicts make a happy relation with
employers. It is universal and applicable in all situations whether its poor communication
or coordination.
2.2
There are different set of issues that are faced by workers within the unison among which
conflicts has high negative impact over the business. In order to solve the issues within the firm,
below given are steps that should be followed:
Proper analysis: So as to solve the issues that is conflicts among employees,
management should make proper analysis so that they get to know the main cause of the issue.
Background study should be conducted as it will help the organization to understand the main
cause.
Common goal should be established: All the parties under conflict should be provided
with common goals so that they understand the importance of working together (Zukauskas and
Vveinhardt, 2015). Both the prospects should be heard and they all should be given the change of
sharing their views.
Effective interaction: There should be one to one interaction with employees of all the
groups that are involved in conflict. This will be help in identifying their perception over the
conflict that has raised (Marginson, 2015). In addition to this, all the employees should be called
and mutual decision should be made.
8

Identifying barriers: In order to implement any type of activities, there are cases in which
barriers or issues arise and it is important for the management to make sure that appropriate steps
are taken so that issues can be resolved.
Identifying solution: All the suggestions that are given by both or the parties that are
involved in conflict should be considered (Doyle and et.al., 2016). All the solution should be
evaluated and among all of them one best solution should be selected that will to resolve conflict.
Giving responsibilities: After implementing the solution, each employees should be
provide with responsibilities that they have to follow. This will be help in for the firm to solve
conflict and to make sure that it would not occur again.
2.3
As per the above situation, improper communication and disobey of the workers
are some issues that are raised in the company. In order to solve stated issues there are
certain steps have taken into consideration. Adoption of proper analysis has remained
effective as it helped the company to identify the actual root cause of the problem. It
leads to help in identifying an appropriate solution of the stated problems. In addition to
it, establishing of common goals will be useful as all the employees can get common
platform to work together. It will provide an assistance to the company to achieve its
goals and objectives in an appropriate manner. On other side, effective interaction may
help the subordinates to share their view and thoughts towards the stated problems
(Gupta and Kumar, 2012).
In addition to above, identification of barriers can be effective for the firm to
solve an efficacious solution for the benefit of the firm. With the help of appropriate
solution, all the parties have shared their ideas to sort out the issue. Moreover, the
selected process has remained fruitful for the cited organization. It has assisted the
company to give an effective solution of the problems. With the raised in these conflicts,
the operations of the firm has got affected. However, this process help the company to
solve their issues which leads to get optimum solution (Koster, Grip and Fouarge, 2011).
9

TASK 3
3.1 Role of negotiation in a collective bargaining
Unison is the largest trade union in UK which helps in solving disputes between
management and employees. It negotiates the conflicts on their behalf and resolve them with
collective bargaining (Blau and et. al., 2008). They provide agreements for supporting the work
related issues. Their role is to negotiate the best working conditions.
Negotiation and collective bargaining refers to a process in which agreements are made
with organisation when workers are not satisfied with compensation and working conditions.
These negotiations help the workers to set out their wages scale, working hours, health and
safety, participation in business activities or affairs. Trade union negotiates with the employer to
find the agreement in order to figure it out. It can provide help to both management and the
workers to save their rights. Collective bargaining is carried out between trade union and
business enterprise to make sure that terms and conditions of workers are in hand of public
interest.
Collective bargaining performs the function of negotiation between workers and
management for providing better labour relations and working conditions. It is helpful in
establishing fair wages for the labour (Cattell, 2005). It empowers the trade unions to solve the
conflicts between employer and employee and in turn satisfy the needs and requirements of
parties. It works as strength for the employees or the workers to make an effective
communication with the management of the organizations to discuss various issues. Unison co-
ordinates with other unions to protect the rights of employees. It negotiates with employer to
enhance the liberty offered at the workplace and improve the working conditions. Collectively,
the employees have the right and strength to bargain for making their work place democratic in
nature. Through this means the workers can enjoy favourable conditions, which in turn help them
to stay motivated and further enhance their skills and knowledge of the work.
The business enterprise is helpful in giving positive outcomes to the parties having issue
related to fair wages. The purpose of them is to solve the differences on behalf of either single
employer or a group of employers collectively, and attain a satisfactory level for both the parties.
Both the negotiation and collective bargaining are interlinked to each other. Principles adopted in
negotiations are same as that of the collective bargaining. In collective bargaining, unions
10

always do work collectively for the benefits of the members who work with them. Their main
aim is to satisfy both parties by undertaking a process of negotiation on the subject matter.
Unison undertake the process of negotiations to resolve the issue and generate a favourable result
for the parties involved (Hoobler and Johnson, 2006). Hence, Unison has a vital role in
enhancing the working conditions and meets the needs of employees.
The concept of negotiation creates greater influence in the process of collective
bargaining in the firm. The main emphasis of this is towards analyzing and negotiating on the
procedures and terms of employment. Moreover it carries out measurement of the working so as
to attain win-win situation for the business and employees. The role of organization has been
presented in the manner as under: Devising the effectiveness related with procedure of collective bargaining: The procedure
relates with collective bargaining is developed for seeking midway for the performance
of organizational operations. In addition to this it has effectiveness in relation with
achievement of higher growth prospects for the business in an effective manner. Union
representative and management makes negotiation regarding the terms and conditions
that acts as an aid in achievement of appropriate and suitable results. The trade union
makes negotiation with the employers and managers with respect to development of
positive relationship among employees of business. This leads to enhancement in the
practices of the firm in the market to a significant level.
 Achievement of suitable conclusion: The organization has adopted appropriate means of
process of negotiation for policies of organization and working measures. This acts as an
aid in attaining of positive impact on the operations of the organization.
3.2 Impact of negotiation strategies
Negotiation refers to the process of cordial discussion between management and
employees in order to provide them better working conditions and fulfil essential needs. This
process enables the management to solve the problems which arises among the workforce and
come up with a solution for the same. At the first stage of the process the negotiator, makes a
deep study of the issue and undertake a discussion with the parties involved. Negotiation is an
effective process for resolution of the disputes (Kalemci Tuzun and Arzu Kalemci, 2012). For
instance, in Unison disputes related to male and female unequal opportunities are being resolved
11

with the process of negotiation. Unison organization had assessed the impact of negotiation
strategy on managing the disagreements created between people over subject related to rights of
male and females. They had issues that in this firm, females get more benefited by the
organisation as compared to male. This was the major point of conflict between male and female.
This organisation follows the negotiating strategies like smoothing negotiation,
compromising negotiation, forcing negotiations, etc. Smoothing negotiation means to resolve the
conflicts smoothly between people without having pressurizing them and manage their disputes
in the best possible way. Compromising strategy refers to the settlement of disputes by mutual
understanding between members so that problems may not reach out to high authorities. The
employees are made to settle by having a discussion among themselves and then make a
settlement. Forcing negotiations is the manner of resolution of the problem by personally forcing
each of the parties. In this, workers are motivated individually. The organisation, Unison is
facing the issue of unequal opportunities regarding male and female. They have perspective that
women and men have not equal rights in the firm. In pursuance to the same, the business
enterprise has adopted compromising negotiation strategy in order to resolve dispute that arise
between male and females. Both parties, male and female make a compromise with each other
by having fair deal. This shall lead to achievement of a level of satisfaction at the ends of both
the parties. Through this, both parties get fair deal and equitable balance is maintained between
them (Koster, De Grip and Fouarge, 2011). Unison in their firm, by applying compromising
negotiation strategy is able to sort the problem of indifferences between men and women. Both
parties overcome their problem with a mutually agreed solution. Thwey are further made to
understand that both males and females get equal opportunities in the company to deal with
matters. They mutually made to understand the concept that females are not more benefited by
organisation than male. By this, the problem is resolved in better way and working conditions of
business enterprise can be improved easily.
TASK 4
4.1 Influence of the EU on industrial democracy in the UK
The European Union (EU)
European Union (EU) is considered as union of twenty-eight independent states of
European communities which governs economic, social, and political as well as security policies.
12

It develops environment of peace and democracy within Europe. Entire EU runs through a
mixture of seven decision-making institutions. These systematic bodies are as follows -
1. The European Council
2. The Council of the European Union
3. The European Parliament
4. The European Commission
5. The Court of Justice of the European Union
6. The European Central Bank
7. The European Court of Auditors
The EU and their institutions are helpful in providing official development assistance
globally. Through this, it has reduced conflicts among member states. The EU has developed a
European Single market for self governing rule of people, free movement of capital, goods and
services. By this, the main focus is to increase competition, made specialisation in work, expand
businesses at larger scale, import effective resources from member states for better production
and apply different techniques in the productivity. This market is made through some
standardised norms of laws which might be followed in all member states (Marsden, Caffrey and
McCaffery, 2013). The European Union helps in maintaining common policies related to trade
affairs, agriculture and so on. Considering the framework of EU, 19 of the member states have
made their own currency as the Euro.
Industrial democracy
Industrial democracy is a concept which involves employees in decisions take by Unison.
They also have the right to participate in management activities and give their suggestion at the
workplace level. This allows employees to make committees and communicate between
management, unions and staff. Unison should collectively involve workers so that two way
communications can be adopted for better productivity.
The European Union has significantly influenced industrial democracy in UK. Prior to
that, the European companies have accepted the concept of industrial democracy but it has not
been applied properly in the organisation. The relationship between employer and employee
within Unison has been completely understood with the support of industrial democracy but later
on, European legislation has provided base where businesses have to work for the welfare of its
13

employees. EU has persuaded workers to participate in the business enterprise. It also endorses
worker, shareholders and other partners in the firm for better control over the operations of the
organisation. Workers Councils have also being introduced in the firm so that long term
objective of the business can be achieved and effective suggestions can be taken for improving
the future prospect of business enterprise.
4.2 Compare methods used to gain employee participation and involvement in the decision
making process in organization
Employee participation -
Employee participation means involvement of workers in specific project and they share
responsibilities with each other. The team is made for completing the particular task within
Unison. Workers are also encouraged to propose innovative ideas for better accomplishment of
the collective team work. By the participation of employees in activities, their ability to do work
in different way is increased at the higher level (Theorell, 2009). In case if any type of condition
is present when participation of employees is more or less in business affairs, all the members
are persuaded to actively participate in the management activities. Participation is related to team
work for accomplishing the common goal. The objectives are financial participation, collective
bargaining participation and so on.
Employee involvement -
Employee involvement refers to the process of involving workers in decision-making
activities of Unison. New ideas and thoughts are suggested by the workers for making things
more effective and innovative. Workers get motivated and their performance level is also
increased by involving them in business activities. It shows successful creation of an
organisation. Conflicts between employer and employee go down because they have the right to
direct communicate with the management. Workers may be promoted to actively involve and
share their views so that new ideas may be implemented. They contribute their work to make
business enterprise a better place to work.
Methods -
The main methods from which working conditions can be made favorable and employee
participation is enhanced are as follows -
14

 Group Discussions – Unison conducts timely meetings for group discussion so that
workers can also suggest their ideas and implement them for better productivity of the
enterprise. Events –firm is also supposed to carry out events time to time for improving skills of the
members working as this helps in increasing their performance level.
 Committees – Business enterprise is also helpful in making committees of the workers so
that they can involve in the organisation activities.
Organisation is able to gain competitive advantage through participation and
involvement of employees. Productivity level can be increased along with the ability to perform
work in a better way can be undertaken within Unison. It also gives satisfaction to members
thereby improving their skill level. Disputes are also solved out by conducting meeting between
management and employees. Through this, the organisation is able to make better environment.
4.3 Impact of Human resource management on employee relations
Human Resource Management is a function performed by HR department to manage
people in Unison in a structured manner. It is mainly responsible for recruiting, staffing, training,
induction, providing timely compensation and benefits to the members of the organisation. HR
also concentrates on maximizing the production level of business by optimum utilisation of the
resources. The purpose of HRM is to train employees properly and develop their skills to achieve
objective of the firm. Human Resource management also enhances the communication level of
workers (Webster, 2012). The co-ordination and co-operation between management and
employees result in completion of objectives through innovative way.. It is important for every
organisation whether it is small or large to develop effective HRM strategies. It provides
motivation to the workers for increasing their performance level.
HRM is a strategic tool to Unison where it provides skilled and talented employees. It
ensures high return to the firm through effective use of people. The role of the HRM is to make
principles and policies related to human resources which are followed by each and every member
within the company. Through this, benefits can be obtained by entire organization such as higher
level of job satisfaction, employee engagement etc. Along with that, Human Resource
15

management has to ensure the employee safety, workers-management relations are going in a
right track or not (Session 5. Conflict management, 2015). They also take responsibility for
providing right talent to the business enterprise and build their capabilities to execute plans of the
organisation. Employee relation gets improved through HRM policies and principles. It has both
positive and negative impact on the employees. Positive Impact – Human resource management is helpful in providing significant impact
on employees. People get motivated and this increases their performance level.
Responsibilities related with training and development makes the employees to retain
their skills for accomplishing company’s objective. Workers are also encouraged to
interact with other team members and they build better relations. This results in solving
disputes and building communication with all members.
 Negative Impact – Apart from positive impact, HRM also have some negative impact on
employees within Unison. Generally, meetings and group discussions are held for
employee participation in business activities but in some cases, HRM does not involve
worker in taking decisions related to the organisation. By this, workers get de-motivated
and the common goal of business enterprise is not achieved.
Human resource management can maintain their procedures for effective use of
employees’ skills in order to maximize production level of company. It also motivates workers
for increasing their performance level.
CONCLUSION
It is concluded from the above report that employee and employer should make their
relationship effective. Employee involvement and participation is also necessary so that they
suggest new ideas and implement them. If the better and innovative ideas are applied., then it
will be quite easy for the business enterprise to maximize their productivity. Team members can
also get chance to interact with new people. Furthermore, it is has been inferred that conflicts are
mostly arisen between people at working places but it can be solved by adopting negotiating
strategies properly. It would be better to avoid conflicts within the business enterprise. Team
member would increase their performance level by using their skills. From this brief study, it can
be concluded that if relationship between worker and employer is better, then the functions
within the organisation would run smoothly. In addition to this it has been examined that
16

employee relation would give a vital aspect to the organisation. Employees may also get
opportunities for promotion and personal growth. For making business enterprise a better
working place, management should follow all policies and principles related to employees. HRM
also prove fruitful in maintaining employee-employer relationship within the firm.
17

REFERENCES
Journals and Books
Akingbola, K., 2013. Contingency, fit and flexibility of HRM in nonprofit
organizations. Employee Relations. 35(5). pp.479-494.
Blau, G. and. et. al., 2008. The relation between employee organizational and professional
development activities. Journal of Vocational Behavior. 72(1). pp.123-142.
Cattell, A., 2005. Human Resource Development: Strategy and Tactics. Industrial and
Commercial Training. 38(4). pp.218 – 218.
Devonish, D., 2013. Workplace bullying, employee performance and behaviors: The mediating
role of psychological well-being. Employee Relations. 35(6). pp.630-647.
Donaghey, J. and et.al., 2014. Handbook of Research on Employee Voice: Elgar original
reference. Edward Elgar Publishing.
Doyle, E. and et.al., 2016. Employee voice and silence in auditing firms. Employee
Relations. 38(4). pp.563-577.
Geppert, M., Williams, K. and Wortmann, M., 2014. Patterns of Employee Relations
Governance in a Large British Multinational Food Retailer: An Unusual Case of a
Longstanding Partnership?. Competition & Change. 18(3). pp.200-220.
Griffin, J. J., Bryant, A. and Koerber, C. P., 2015. Corporate Responsibility and Employee
Relations From External Pressure to Action. Group & Organization Management. 40(3).
pp.378-404.
Gupta, V. and Kumar, S., 2012. Impact of performance appraisal justice on employee
engagement: a study of Indian professionals. Employee Relations. 35(1). pp.61-78.
Hoobler, M. J. and Johnson, B. N., 2006. An analysis of current human resource management
publications. Personnel Review. 33(6). pp.665 – 676.
Kalemci Tuzun, I. and Arzu Kalemci, R., 2012. Organizational and supervisory support in
relation to employee turnover intentions. Journal of Managerial Psychology. 27(5).
pp.518-534.
Ki, E. J., Kim, J. N. and Ledingham, J. A., 2015. Public relations as relationship management: A
relational approach to the study and practice of public relations. Routledge.
Koster, F., De Grip, A. and Fouarge, D., 2011. Does perceived support in employee development
affect personnel turnover?. The International Journal of Human Resource Management.
22(11). pp.2403-2418.
18

Luo, X., Wieseke, J. and Homburg, C., 2012. Incentivizing CEOs to build customer-and
employee-firm relations for higher customer satisfaction and firm value. Journal of the
Academy of Marketing Science. 40(6). pp.745-758.
Marginson, P., 2015. The changing nature of collective employment relations. Employee
Relations. 37(6). pp.645-657.
Marsden, P., Caffrey, M. and McCaffery, J., 2013. Human Resources Management Assessment
Approach. Capacity Plus.
Ntalianis, F., Dyer, L. and Vandenberghe, C., 2015. Owner-employee relations in small
firms. Journal of Managerial Psychology. 30(7). pp.832-846.
Prouska, R. and et.al., 2016. A three-fold framework for understanding HRM practices in South-
Eastern European SMEs. Employee Relations. 38(3). pp.310-331.
Theorell, T., 2009. Flexibility at work in relation to employee health. International Handbook of
Work and Health Psychology. pp.251.
Webster, M. M., 2012. Data Protection for the HR Manager. Gower Publishing.
Zukauskas, P. and Vveinhardt, J., 2015. Diagnosis of mobbing as discrimination in employee
relations. Engineering Economics. 64(4).
Online
Session 5. Conflict management, 2015. [Online]. Available through:
<http://www.fao.org/docrep/w7504e/w7504e07.htm>. [Accessed on 7th October 2016].
19