Employee Engagement and Well-being

This assignment delves into the crucial relationship between employee engagement, well-being, and leadership. Students are tasked with analyzing various research articles that explore this connection, paying close attention to the impact of transformational leadership on employee creativity, job satisfaction, and organizational citizenship behavior. The analysis should also consider the moderating roles of factors like knowledge sharing, conflict management, and individual characteristics in shaping these relationships. Finally, students are expected to draw practical implications from the research findings for enhancing employee engagement and well-being within organizations.

UNIT 23 ER

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Explain the unitary and pluralistic frames........................................................................1
1.2 How changes in trade unionism have affected employee relations .................................2
1.3 Role of main players to maintain employee relation........................................................2
TASK 2............................................................................................................................................4
2.1 Process of company should follow when dealing with different conflict situation.........4
2.2 Explain the key features of employee relation in a conflict condition.............................5
2.3 Evaluation of effectiveness of the process that is used to solve confit situation..............5
TASK-3 ...........................................................................................................................................6
3.1 The role of negotiation in collective Bargaining..............................................................6
3.2 The impact of negotiation strategy...................................................................................7
TASK-4 ...........................................................................................................................................8
4.1 In the UK the influence of EU on industrial democracy ................................................8
4.2 Comparing methods of participation of employee and engagement in the decision
making process.......................................................................................................................9
4.3 Impact of human resource management on employee realtion......................................10
Conclusion.....................................................................................................................................11
REFERENCES .............................................................................................................................12

INTRODUCTION
Employee is one of the most significant asset for the company so it is very important to
maintain healthy relationship with them. Argos is the biggest retailer which provides high quality
of product and services to its customers. Some conflicts can easily affects overall performance in
the world. To maintain relationship between the employee manager required to take participation
of an employee in decision making and provide bonus based on their performance in an entity.
This report includes different types of frames of references, trade union, Role of main key player
in employee relation, conflict situations, impact of negotiation strategy, impact of HRM on the
employees relations at workplace.
TASK 1
1.1 Unitary and pluralistic frames
There are various frames that helps in manage healthy employee relationship in an
organisation. It is great responsibility of manager to develop a healthy working environment for
managing effective employee's relationship. Sometimes in an entity some conflicts can be occur
so manager is responsible to handle that situation by applying innovative strategies. In order to
maintain effective relationship with employees, company should fulfil their requirement at the
workplace. Employee involvement is the main factor to maintain relations in a firm. Unitary and
pluralistic frame of references as follows:
Unitary frame
It includes the employee behaviour, values and assumptions. There are different types of
conflicts that can occur between the employees. That directly affects the employee relation in a
firm. To handle this situation in a company, manager is responsible to handle this condition and
sole them by providing effective policies and environment an employee (Allen, Ericksen, and
Collins, 2013).
Pluralistic frame
This frame is very important to maintain relationship between the employee. This
strategy divides in two groups such as powerful and sub groups. Each team has different roles
and responsibilities to get higher performance and desired objective of a firm in the world. Sub
groups also divided into two parts such as one is management and other one is trade union.
Manger is responsible to provide appropriate and effective environment to the employee soi that
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the can easily work together to get higher performance and productivity in the world (De
Spiegelaere and et.al., 2014).
1.2 Implication of trade unionism on the employees relationship
Trade union is the company that have huge number of employees that have responsibility
to provide appropriate and effective policies to other organization employees. There are different
types of factors that affects the employee performance in an entity. Main objective of trade union
is to improve the employee performance and efficiency in a firm. It is great responsibility of
organisation to maintain healthy working environment at workplace through which all workforce
can keep satisfied. It provides innovative policies, benefits, wages, incentives and workplace and
safety to an employee. Manger of trade union creates innovative and valuable policies for the
human resource so as they can effectively carry out their working at the workplace.
Trade union provides the advance and enhanced technologies to the employee so that
they can easily produce new product based on the client needs. Argos provides innovative and
effective produce and service to a customer. It gives more advantages to the company and also
helps to become the biggest firm in the world. Based on the client needs it gives innovative items
to a client in a market. Trade union gives legal plans and policies to the employees. There are
different types of factors that affects the firm overall performance in the world such as
technologies, legal and political. Theses all are the factors that can easily affects the company
performance in an industry (Holman and et.al., 2012).
To maintain brand recognition in the world it is great responsibility of organisation to
maintain healthy working environment at workplace through which all workforce can keep
satisfied. To stay in a market manager needs to up-to-date with the advanced technologies and
legal policies. They must need to give efficient training to an employee to produce new item and
services. It helps to get higher performance and productivity in the world. Company can easily
get desired goal and target in a world.
1.3 Role of main players to maintain employee relation
There major three key player in the company for developing employee relationship. One
of the best way to maintain relationship between the employee is to give appropriate and pen
environment to them so that they can easily communicate with each other and also share their
own ideas to solve specific problem. HR manager has a responsibility to give open environment,
policies, incentives, bonus to an employee. Three of them have different roles and responsibility
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to provide effective environment the employees that helps to maintain relationship between the
employees In Argos, there are many key players that has a responsibility to manage and maintain
employee relation in an entity. There are three levels of management in the company that has a
responsibility to maintain employee relation in an entity such as top level, middle level and lower
level. (Lee, Park and Lee, 2013). Argos manager has the good leadership, communication,
problem solving and technical skills to mange and handle the firm performance and employee
relation.
Top level management
Top level management develop various strategies and policies related to appropriate
salary, incentives and open environment to the worker so that they can easily maintain the
relationship with each other. Based on the employee performance the should give employee
salary and bonus. By providing salary based on their performance it helps to maintain employee
relation in an entity. They need to involve each member of the firm in decision making
procedure so they feel motivated. By involving employees in decision making system they will
give more effort to get higher performance in the world (Long, Perumal and Ajagbe, 2012).
Middle level management
In this management level, it includes the manager and a leader. Both have a responsibility
to provide appropriate and efficient guidelines to an employee. They also ned to give advanced
and essential resources to the employee which helps to produce innovative product for the Client.
It gives the free environment for the employees so that the can easily give their thoughts and
ideas to solve particular barrier (Maurer and Chapman, 2013).
Lower level management
In the level of management, it includes employees itself because employees are the main
part to maintain employee relation in a firm. Each member of an entity must have skills such as
communication, problem solving and decision-making skills which helps to maintain
relationship between an employee. All have different background and values so that manger
needs to give open and free environment to discuss their thoughts in the company (Mittal and
Dhar, 2015).
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TASK 2
2.1 Process of dealing with conflict situation at workplace
There are different types of conflicts that can occur in the company a manager has a
responsibility to solve them by applying effective strategies and approaches. In Argos there are
many conflicts are there are such as intra-group conflict. In these types of conflict there are no
proper understanding between the employee and also they are not able to maintain employee
relation in an entity. Manager and a leader has a responsibility solve their conflict in a firm. They
also need to follow an appropriate process to solve specific barriers. Further, main conflict is that
they are not able to produce innovative products for the customers. Employee needs training and
development so they can easily produce new products. It directly affects the firm overall
performance and productivity in the world. In order to develop the healthy employee
relationship at the workplace, it is very important for the manager to give free working
environment. Company are not able to get higher performance in the market because of
employees not have proper knowledge to introduce new items and services in an industry. Some
of the steps that helps to solve these conflicts in the company as follows:
 Identify an appropriate problem: First manger need to find out the conflict and then
they ned to follow effective approaches to solve them. In Argos, employees are not able
to produce innovative product based on the client needs so manager needs to find out an
effective strategy to solve them. Another problem is that in which employee are not able
to maintain employee relation in an entity. They have a responsibility to find out the
problem between the employees what are all the issues they are facing (Rurkkhum and
Bartlett, 2012).
 Set desired objective for both party: For maintain effective employee relationship at
the workplace, organisation should understand the actual needs and wants of the
employees. To innovate the products a manager needs to give training and development
related to the new technologies. It helps to the employee to produce new items' ans
services according to the client needs.
 Give responsibility to each member: Leader and a manger needs to set desire objective
of each employee in a firm. By setting the goal employee can easily find out the way to
get desire target and objective of an entity in the world (Shuck and Herd, 2012).
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2.2 Explain the characteristics of employee relation in a conflict condition
The major feature of employee relation in the conflict is improper outcome of the
business activities. The quality of performance within the company can automatically decrease if
within employees occure conflict situation. By giving effective and efficient policies to an
employee it helps to manage the relationship between the employees. HR manager has a
responsibility to provide salary and bonus based on the member performance in a firm. There are
different types of tools and techniques that help to measure an employee performance in the
company. There are many conflicts that can occur in an entity such as intra-group and lack of
knowledge in employees. Both conflicts directly affect the firm performance and productivity in
the world (Xesha and et.al., 2014).
 Internal environment: Internal environment of the company can directly affects the
employee relation. This is the main key feature that affects the relationship between the
employees. Some employees are of the Argos are not satisfied with the internal
environment of a firm so the manger need to give effective and healthy working
environment.
 Dissatisfied with leader: Few employees are dissatisfied with a leader because the not
have good problem solving and communication skills. These skills are helps to get
desired target and also helps to get higher performance in the world. Leader are not able
to give effective instruction and training for innovating the product based on the
consumer needs (Sonnentag, Unger and Nägel, 2013).
2.3 Evaluation of effectiveness of the process that is used to solve confit situation
In Argos, there are many conflict situations such as employees are not able to produce
innovative product and intra-group conflict is there between the team members. By identifying
the problem and organise effective training and development program, firm can able to improve
effective skill and ability among the workforce. Manager needs to give open and free
environment to the employee so that they can share their ideas and suggestion to solve any
barriers in the company.
For the problem of lack of knowledge in the employees a manager needs to find out the
problem and give appropriate training to them it helps to get higher performance and also helps
to maintain employee relation in the company (Urosevic and Milijic, 2012).
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For the conflict of intra-group, a manager needs to give open environment to an
employee to communicate with each other and give effective policies which help to maintain
employee relation. It gives higher performance and productivity in the world.
TASK-3
3.1 The role of negotiation in collective Bargaining
This bargaining is the process of negotiating the terms such as over time pay, work
holiday, sick leave of employment between workers and management. To avoid the disputed
Argos organisation following the negotiation process. To over come the disagreement which are
occurred in Argos manager focus on negotiation process. a strong bond between employer and
worker is a key of successful business (Shuck and Reio Jr, 2014).
When staff are unhappy with the job conditions such as pay, promotion etc. than Negotiation and
bargaining process is established between workers and management.
There is a main role of negotiation in collective bargaining. To create fairness and equality
Negotiation in happen between members, unison representative and employers. When workers
are unhappy with their job conditions they trying to start collective bargaining that time
negotiation process start by employer. The aim of negotiation in Argos is to reach an agreement
and try to satisfy the workers. Negotiation is simple way of to exchange of opinions between
workers and their employee. Employee may have issue of working hours, promotions and
increment. Collective bargaining is the process of negotiation in this process meetings are
arranged by organisation after that workers and management discuss about the issues.The
collective bargaining process allows the workers to discuss about their conditions with employer.
Negotiation is the process by which compromise and agreement is reached while avoiding the
arguments and issues. The process of negotiation includes five stages which are as following:
Preparation: In this process the manager and HR of argon decide the place and time of meeting.
Setting a time-scale can also be helpful to prevent the disagreement continuing.
Discussion: in this process the employer of argon will discuss with individual on
disarrangement. Manager will listen and try to understand the issues and problems of workers.
Clarification of goals: to reaching a beneficial output clarification process is done clarification
is important because without clarification problems can occurs.
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Agreements: to achieve acceptable solution everybody involve to keep an open mind. An
agreement needs to be made clearly. So that for next time there will have lack chance of
disagreement.
Implementing course of action: in this process the new rules and plan are established through
the discussion.
At the end of collective bargaining process an agreement will reach. This collective barraging
will have rules and regulations which will follow by the Argos company to avoid the issues and
disagreement.
3.2 The impact of negotiation strategy
There is some dispute occurs in Argos so to over come this issue mentioned organisation trying
to follow the process of negotiation. In order to settle the disrepute Argos adopted the
negotiation process. Disagreement continuously affect the performance of employees so to over
come this problem and to get the best outcome negotiation process is established. Negotiation
has various strategies which are as follows:
Competitive strategy: it is defined as a extended term plan of a Argos in order to get
competitive advantage over its competitor in the industry. To create a defensive position this
strategy is use by the organisation. This strategy is very useful when industry is very
competitive and consumer are provided with almost similar product. Inn this process one side
wins and other losses
Accommodative Strategy: this starry is used when organisation is suffered from major issue.
This strategy is used to solve out the major problems of organisation. In this strategy the
accommodates are ready and willing to give information and to make concessions. In this
process the employer gives various offers to workers in order to carry out various operations.
They provide offers to employee in order to increase their performance. Success of any business
is depends only on worker's performance. If workers gives best and good performances than the
benefits and productivity of business also increases.
Avoiding strategies: this strategy can adopt by employee and employer in order to avoid major
issues. In this process the avoider hopes that the issue resolve itself without confrontation by
delaying or ignoring the fight (Ting-Toomey, 2015).
Compromising strategies: in this strategy both sides of conflict to give up elements in order to
set up an acceptable.
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Argos should follow the accommodation strategies to solve out the disputation (Argos , 2017).
In this strategy the employer of Argos gives various offers to the workers to increase their
performance. When employee gets offers than they will give their best to the organisation and
this process will increase profits of business.
TASK-4
4.1 In the UK the influence of EU on industrial democracy
The democratic practices that is being done by the employers and employees of the
organization particularity is represented by the industrial democracy concepts. By the European
work councils(EU)the relation between the leader and employees are been managed and
organized. The EU engages all the employees at workplace in decisions-making process and all
the activities that is related to work conditions the employees are involved and other aspects of
the workplace. In order to make relevant decisions the industrial democracy validates the
involvement of employees by sharing and power among both (Thomas and Manrodt, 2015). In
UK in the entrancement of the industrial democratic the European union has contributed. In
order to make action towards their demands it has been recognized that RU has empowered the
employees . And also the right have been given to them at workplace effectively. To a great
extent the industrial democracy is influenced by EU. In the achievement of effective decision-
making as per the needs it contributes and also the employee demands is involved in decisions In
order to carry out a negotiation the employer of Argos will be assisted and guided by the
company in the effective manner. The workers that are working in the company Argos are
influenced by the EU policy. In the workplace the anti-harassment policy will give freedom to
women to move freely in the company. Without any mental sissies they can join and work at any
company. The degree of freedom in the company is also given by the trade policy. In the
international business the organization involved through this policy. The industrial freedom is
measured through the safety and healthy workplace policy. The employees will be give safe
workplace through the policy and also more democratic right will be given to employees of UK.
Some impacts of the polices will be that it will protect Argos company in UK. In the UK it will
mange the industrial freedom of the employees. The industrial democratic system of workers
will also be influenced through these polices .In the UK business it will also maintain workplace
security and health.
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4.2 Comparing methods of participation of employee and engagement in the decision making
process
In any organization the decision-making process is considered as the most important
activity (Marginson and Keune, 2014). The various essential actions and initiatives are been
included in this. Towards any situation in the organization the important action is been
taken .The involvement of employees in decision-making will help to get enhanced ideas and
perception which will also enhance the effectiveness of decisions and profitability will be
achieved with this in Argos. The participation of employees in destitution-making is a form of
consultation with employees on a particular aspect .With the company will be able to make a
outcome. In order to engage employees in the process of decision-making process there are many
methods that can be used by the organization. The employer of Argos can make sue of industrial
democracy based leader which would assist in representing the employees in the process of
decision -making. The formal commutation can be carried out by the leader(Marginson and
Galetto, 2016).Towards the organization they can communicate with the management and the
employees conferring their duties and right. It is an effective methods to engage employees in
decision-making but to a strategic approach of the organization it included a risk. However on
the other hand the specific group of employees can be selected by the employer of Argos that
have adequate skills and knowledge in that particular area. And in the decision-making process
they can contribute effectively. The capabilities and skills of employees need to be evaluated and
in the group of decision-makers they can be involved and the effective results can also be gained
from this. For the human resource management the employee involvement is an essential
factor .This will also develop interests of pole in the work they do. The duty and power is given
to employees to any work .With more satisfaction the employees will do those work. The
delegation, proper communication , communication method, information method etc are some
ways that can be used by organization (Guillot-Soulez and Soulez, 2014).
Delegation- By using this process to the subordinate the work of senior is delegated. The
responsibility is given to subordinate by the supervisor do the work with proper authority. In
comparison with other it is more effective method at workplace.
Proper information method - The power to employees is given by giving the employees proper
information regarding the company .The organization information is accessed by the employees
through this method at workplace.
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Giving right technique – The involvement of employees can increases by giving them power. In
comparison, with other this method is also effective.
4.3 Impact of human resource management on employee realtion
On the employees that are working in the organization the human resource management
approach have a remarkable impact(Grant, 2016) .The requirements of the employees are been
managed by them and also all the needs and requirement of employees that are working in Argos
are met efficiently. In the organization , the human resource management also motivates and
encourages the employees for their good performance or work. Over their roles they also provide
them with proper guidance in order to make them place more attempt in the achievement of
desired goals of the company. Over the policies related to wages, safety , working hours etc the
efficient decision are been made by the management (The Impact of Human Resource
Management Practices, 2017). The ways of thinking of the employees and trade unions is been
influenced by the management towards the organization .This is done in order to work in
peaceful atmosphere and to have mutual agreements over the procedures.
Selection of employee polices and employee relation – The behaviours of employee is
considered when an organization hires an employee. The more skilled, friendly and talented
employees are been selected by most of the companies today. The smart and active people are
been hired by HRM and they also prefer that employees that will be loyal to the company .In the
employee relation all these functions are very helpful (Godard, 2014).
Training and employee relation- One of most important function of HRM is to give training. On
the training and development of the employees the relations of employees is dependent . Based
on the employee relation the training need to be given to employees. This will also help to
maintain employee relations.
Designing of job and employee relation – Based on some assumption sometimes HRM deigns
job of the employees .In order to develop a relationship among employees they think that
workplace is the best place. As most of the time of the employees is spent in the workplace.
Based on “ help of other method” the job is designed most of the time . In this the employees
takes help from the other employee. In order to develop a relationship this policy is every useful
in the workplace.
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Wages, methods of salary and employee relation - On the salary the relationship between the
employer and employee depends on. The relationship between the management and the
employee can break down if the organization is not bale to pay the salary on the fix time.
Conclusion
Thus summing up the above report it can b concluded that in the organization in order to
ensure proper employee relations one have to take care of workplace conflicts, negotiation
process , collective bargaining .The role of human resource management is important as
recruitment and motivation to employees are given by them. In order to involve employees in
decision-making the process of delegation and giving right technique are more efficient.
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REFERENCES
Books and journals
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Godard, J., 2014. The psychologisation of employment relations?. Human Resource
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Grant, R.M., 2016. Contemporary Strategy Analysis Text Only. John Wiley & Sons.
Guillot-Soulez, C. and Soulez, S., 2014. On the heterogeneity of Generation Y job
preferences. Employee Relations. 36(4). pp.319-332.
Holman, D. and et.al., 2012. Job design and the employee innovation process: The mediating
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Lee, E. M., Park, S. Y. and Lee, H. J., 2013. Employee perception of CSR activities: Its
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Marginson, P. and Galetto, M., 2016. Engaging with flexibility and security: Rediscovering the
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Maurer, T. J. and Chapman, E. F., 2013. Ten years of career success in relation to individual and
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Mittal, S. and Dhar, R. L., 2015. Transformational leadership and employee creativity: mediating
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Online
Argos . 2017. [Online] Available through: <http://www.argos.co.uk/>
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The Impact of Human Resource Management Practices. 2017. [Online] Available through:
<http://www.sciencedirect.com/science/article/pii/S1877042814059989>
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