employee relation management Tesco

EMPLOYEE RELATION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and Pluralistic frames of references.........................................................................1
1.2 Impact of alteration in trade union on employee relation.....................................................2
1.3 Key players role in employee relation..................................................................................3
TASK 2............................................................................................................................................5
2.1 Process an organisation can follow while dealing with different conflict situation.............5
2.2 Feature of employee relation in case of conflict situation....................................................6
2.3 Effectiveness of various methods that are used in resolving conflict...................................7
TASK 3............................................................................................................................................8
3.1 Role of negotiation in collective bargaining.........................................................................8
3.2 Affect of negotiation strategy................................................................................................8
TASK 4............................................................................................................................................9
4.1 Affect of EU on industrial democracy in UK.......................................................................9
4.2 Methods to gain participation of employees in decision making process...........................10
4.3 Affect of human resource management on employee relations..........................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Every kind of association wants to make their relations with staff members in an effective
way, as now they understand that they are fundamental part of their firm. To develop an
appropriate relations amongst workers and manager, proper communication is required. This
aspect is much famous because in firm there is requirement of best employees (Frone and
Trinidad, 2012). In prior times, associations never considered HR as an essential part. Present
report is based on Tesco which is established in United Kingdom and providing their products
and services in all over the world. They have almost 55,000 staff members who are working with
them. In this assignment, there is description of unitary as well as pluralistic reference frame.
There are many roles of managers which are played by them while solving conflict situation.
Various strategies which are associated with negotiation are going to discuss in this report. To
accomplish goals and targets within limited period of time, involvement of each worker is
essential. Along with this, human resource department plays an eminent role in an organisation.
TASK 1
1.1 Unitary and Pluralistic frames of references
Two kinds of orientations are much famous in this time and they both are entirely
distinguish from each other in every kind (Maurer and Chapman, 2013). Working of each of
company is different from other because of their culture as well as vision.
Unitary perspective: As indicated by this hypothesis, workers and managers interests are
same. Administration of an organisation do not ask to their employees for their suggestions as
they think that it is irrelevant. Disputes are not good as per this theory and higher level authority
never wants participation of their staff members into their procedure of decision making. They
think that, if they share roles and responsibilities with their subordinates then, how can be a
manager is differ from their workers. Along with this, if company is using this sort of perspective
in their association then, there is requirement of trade union. They only support thought of a
particular authority.
Fundamental assumption as per this theory is, Harmony (Fernet, Austin and Vallerand,
2012). If conflicts are arise in firm then, it is totally unneeded but it can happen some particular
cases. As indicated by this theory, overall association is work as an individual social unit and in
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