Report on Employee Relations Doc
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Added on 2020-01-07
Report on Employee Relations Doc
Added on 2020-01-07
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EMPLOYEE RELATIONS 1
TABLE OF CONTENTSINTRODUCTION................................................................................................................................3TASK 1.................................................................................................................................................31.1 Unitary and pluralistic frames................................................................................................31.2 Changes in trade union affect the employee relationship......................................................41.3 Role of main players..............................................................................................................5TASK 2.................................................................................................................................................62.1 procedures of an organization should follow when dealing with conflict.............................62.2................................................................................................................................................82.3................................................................................................................................................9TASK 3.................................................................................................................................................93.1 Role of negotiation in a collective bargaining.......................................................................93.2 Impact of negotiation strategies...........................................................................................11TASK 4...............................................................................................................................................124.1 Influence of the EU on industrial democracy in the UK.....................................................124.2 Compare methods used to gain employee participation and involvement in the decisionmaking process in organization.................................................................................................13CONCLUSION..................................................................................................................................16REFERENCES...................................................................................................................................172
INTRODUCTIONEmployee relations can be defined as the emotional and physical relationship between theemployer and company. There must be a healthy and positive bond among them. Ultimately, itwill help the organisation in achieving the objectives (Devonish, 2013). Healthy bonding incompany can motivate employees to perform well in their respective field.. Employee shouldalso cop-up with the situations of firm. He should come with positive attitude in office. UNISONis UK based trade union Company which is serving around 1.3 million members who worked forthe common goals and interest. In this report, discussion about the unitary and pluralisticframeworks of the enterprise will be discussed. Furthermore, study will provide learning abouthow trade unions affect the employee relationship. Moreover, role of managers, workers etc. inan enterprise will be evaluated effectively. TASK 11.1 Unitary and pluralistic framesThere are two frameworks in employee relationship namely unitary and pluralisticapproach which are as follows- Unitary framework- It is defined as every worker or manager has a common goal orinterest who work in same direction. However, goodwill of Unison has enhanced as allstaff member are working together. Every member of an organization contributes equallyfor growth of business (Luo, Wieseke and Homburg, 2012). No one can deny from theirresponsibility. There should be no conflicts of interest among employees andmanagement. If there is any conflicts it is the responsibility of the management to solvethem. In this approach, less chances of conflicts arises therefore, no trade union isinvolved in the unitary framework. Furthermore, every organisation works as a team for acommon goal or purpose. It makes the workers feel valued in the enterprise so he or shecan perform well for the betterment of company. The management also understand therequirement of an employee. The environment of office should be positive and healthy sothey work in a comfortable zone. Any conflict in company may arise the negativeness ofenterprise and no company wants to disturb the relation between employee and manager(Zukauskas and Vveinhardt, 2015). Any type of disputes taking place within the3
business has adverse impact on every individual in unison conflicts flows the wrongvibes in firm. This can cost to the company. UNISON should also adopt unitary approachto achieve the goals and objectives.Pluralistic approach- Pluralistic approach is just opposite to unitary approach. Thisapproach believes that the employee and managers are different entity. They both havedifferent goals and purpose. They work in different direction. In this approach, there aremore chances of conflict so due to this trade unions are involved in solving conflictbetween managers and employees. This framework is applied in the large enterpriseswhere there is bulk of employees working together. This approach is universal andhelpful for employee’s Trade unions responsibilities are to fulfill the interest and goalsof the worker. It acts like a mediator between them. On behalf of members, trade unionsare formed to safeguard their interests (Marginson, 2015). Thus, in this approachconflicts are unavoidable which interrupt the growth of organisation. Trade unionsparticipate in collective bargaining or negotiation on behalf of the workers to protect theirobjectives or goals. It balances the power of both the parties which bridges gap betweenthem. According to this approach, to avoid conflict, trade unions actively participate inthe decisions. They make employees feel more comfortable. Conflicts arise because ofdivision of profits, working hours etc.1.2 Changes in trade union affect the employee relationshipAfter introducing trade unions, there are following circumstances that affect employeerelationship. They are as follows-Industrial growth- Introducing of trade unions in today's era help to maintain therelationship between employer and employee. This helps the worker to work freely inenvironment so that they can perform well and get promoted to higher levels. It can boostemployee’s morale which can increase growth in the organisation. Distribution of income- According to this approach, it states that after activeparticipation of trade unions is more beneficial for employees to get income/wages ontime (Ntalianis, Dyer and Vandenberghe, 2015) . This helps to motivate them to perform4
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