Employee Engagement and Well-being

This assignment delves into the crucial topic of employee engagement and well-being in the modern workplace. It requires students to critically analyze various theories and research studies that shed light on the relationship between workplace factors such as communication, leadership, ethics, and conflict, and employee engagement and well-being outcomes. Students are expected to synthesize their understanding and discuss practical implications for organizations seeking to enhance employee satisfaction and productivity.

Employees
relation

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
1.1 The unitary and pluralistic frames of reference....................................................................4
1.2 Changes in trade unionism which affected employee relations.............................................5
1.3 Explanation of the role of the main players in employee relations........................................6
TASK 2 ...........................................................................................................................................7
2.1 The procedures an organization when dealing with different conflict situations..................7
2.2Explain key features of employee relations in a selected conflict situation...........................8
2.3 The effectiveness of procedures used in a selected conflict situation...................................9
TASK 3 ...........................................................................................................................................9
3.1 The role of negotiation in collective bargaining....................................................................9
3.2 The impact of negotiation strategy for a discrimination situation in Rosewood hotel........10
TASK 4..........................................................................................................................................11
4.1 The influence of the EU on industrial democracy in the UK..............................................11
4.2 Comparison of methods to gain employee participation and involvement in the decision
making process...........................................................................................................................12
4.3 The impact of human resource management on employee relations...................................13
CONCLUSION..............................................................................................................................14
REFERENCES .............................................................................................................................16

INTRODUCTION
Employees relation is refers to an organization efforts to maintain relationship between
employees and managers. The relationship in term of resolve solution , grievance and decision
making.define as a in organization every individual share a certain relationship with his co-
workers and managers within company in terms of resolve solution, grievance, decision making
etc. It is also refers to the organization efforts to manage relationship between employees and
employers. The employee’s relationship can be between colleagues, between an employee and
his leader and manager or between any two members in the organization. In the company, it is
important that the employees create healthy relationships with each other to achieve the best
outcome. The present report is based on Rosewood hotel which is a leading company in London,
UK (Rosewood London, 2016). This report includes unitary and pluralistic frame of reference. It
also identified the changes in trade unionism which affect the employee relation at workplace.
Further, tThe role of the main players in employee relation within organization hasis beenalso
discussed in this report. It This report explains procedures when dealing leading with different
conflict situations and the features of employee relation in conflict situation.. The effectiveness
of procedures which areis used in a selected conflict situation are explained. Furthermore, the
role of negotiation in collective bargaining has beenis explained in the report. The impact of
negotiation strategy for a conflict situation is also discuss in the report. Further, it also discusses
various elements of employee relation within the organization..
TASK 1
1.1 The unitary and pluralistic frames of reference
Unitary frames: This frame is related to an integrated frame work. It is a harmonious
system where management, staffs and all other individuals of the company share each other
objectives, goals, interests and same purpose. They all work together for sharing mutual
objectives. This frame work demands loyalty and trust of employees. Unitary frame which start
from the assumptions and values said that the workplace conflict is not expected behave in
organization. This frame which start from the values and assumptions that hold workplace
conflict is not an inevitable characteristics of relation between managers and employees. This
frame of reference is to refer considers to a way of thinking, assumption , values, attitude and

other practices which are is relateding to management and organizational relationship. A
conflict within workplace may be start from two's behaved or happening which felt effect on the
other employee to commit further problem. In this frame the image of the organization as a team
with a common source of loyalty. Under unitary frames, each and every employee of
organization from top to bottom level work with each other and give efforts to achieve common
goal. In this frames, the conflict happen due to poor communication and personality clashes or
the work of agitators. If Tthe organization creates union that is only for the objective of
interaction between the individuals and the organization. The other objective is that to take part
in decision making process. Hence, the unitary frames are giving priority to employee personal
development or also profession development (Abbott, 2016).
Pluralistic frames: This frame differs from unitary frames because of pluralistic framesit
starts from a set of values and assumptions that workplace conflict is inevitable. In this frames,
the company differentiates the firm into powerful and different sub-group. Each group has its
own lawful loyalty and respect to their leader and goal. The two main sub groups within
organization are management and trade union (Cummings and Worley, 2014). This frame is
better to describe the employment relationship. According to this frame Of reference, it is also
analyses that there are different source of authority in organization. The potential for conflict
between them will always exist over the work task and the allocation of rewards. This frame
generally accepts the legitimate right of employees to bargain collectively and the trade unions to
act in this capacity on their behalf. The employer’s role in this frame would be giving more
effort persuading and coordinating and less commanding and enforcing.
1.2 Changes in trade unionism which affected employee relations
In the previous scenario, there was in trade union that time more and more women
participation in trade union. and Also, child labor was practiced as they were the employees of
production department in organization. In previous times, there That time the were long labor
hours, more risky working environment and labor rights. These were the main stream of the trade
union. After establishing trade union act, the employee was able to exercise the rights of the
company. After this act, the employers started to come under the bargaining and negotiation with
employees so that mutual profits to be confirmed (Gomes, Asseiro and Ribeiro, 2013). The

changes in trade union is that for the rapid globalization and the regular economic and modem
business perspective, the requirement and demand of trade union is gradually increasing. The
collective bargaining power of trade union in UK is increasing gradually and due to this, the
changes are seen clearly within the organization. In most cases, it is seen that unemployment
problem, employee lay off are indirectly responsible for the intense collective bargaining of the
trade union. The changes of trade unionism have affected employee relation that the trust has
increased between union representative and managers. Now the employees direct communicate
with their employer which enhances the relation between them. In present days, the trade union
plays great role in safeguarding employees from any discrimination and harassment within the
organization. Now the trade union are solving the problem related labor disputes, working
environment, salaries and fair treatment. The changes of trade unionism increased the effective
interaction between employees. The organization’s each and every member performs collectively
and gives more efforts in achieving the common goal. The changes of trade unionism are
enhancing the employee engagement which will help in improving the workers relation (Kalemci
Tuzun and Arzu Kalemci, 2012).
1.3 Explanation of the role of the main players in employee relations
Employee relation means the communication between employees and manager in terms
of resolving problem, grievance and decision making. Workers, managers, organization and
government; each of them have direct or indirect relation or role in employee relations. The
healthy employee relation is essential within the organization to the employees to find their work
interesting and perform their level best.
Role of workers/employees- In the employee relation, the workers are the major driving
force within the company. Employees have direct influence over any action or decision taken for
the business. They play important role in workplace in resolving the problems, handling complex
issue or involving in any type of management decision in an organization. In the rosewood hotel,
the employees are playing main role in employee relation to solve problems and take part in the
decision making process (Mikkelson, York and Arritola, 2015.).

Role of organization: The organization has major role in employee relation because the
latterrelation greatly depends on size and pattern of organization. In the nonprofit company,
there is no collective bargaining power for the trade union as it has in the profit organization.
Role of managers: The managers are also playing major role for in employee relation in
the organization. The managers have the power to take any type of decision which is relative to
business. Employees only express their views, suggestion and raise their voices in any movement
or decisions. The managers or leader should be a role model to his team member which enhances
employee relation. The HR manager also helps in improving employee relation and binding the
each and every member together in organization. The managers organize various activities
within the organization like small get- together at the workplace which helps in building
interaction between employees or managers. In the Rosewood hotel, The HR gives recognition
and appreciation to employees and workers for their hard-work which also assist in improving
employee relation. The managers mainly focus on motivation, efficiency of labor and
commitment.
Role of government: The government can play major roles in employee relation by
establishing the policies, regulation for employee relation. In Rosewood hotel, the central and
state government of country influence and regulate employee relation in the hotel (Mitonga-
Monga and Cilliers, 2015.).
TASK 2
2.1 The procedures an organization when dealing with different conflict situations
Firstly, dealing with conflicts withing organization has to major procedures like formal
and informal procedures. Rosewood hotel dealing to its conflict situation at work place sometime
they follows formal procedures and sometime they used into formal procedures which is depend
on the cause reason of conflict. The organization also used also step by step process to resolve its
conflicts.
Formal procedures: This procedures involvesis resolve through taking help from third
party out side the organization. This procedures used when the both employees and employers
are ethically bound to obey the decision taken by judgment. In formal procedures there is normal
rules, policies, operation and process steps to deal with conflicts within organization.

Informal procedures: This procedures means the mitigation of conflicts by the
employee representative and employer representative without help of any third party. In this
process there is no any rules, policies, operation and process based solution (Mowday, Porter and
Steers, 2013.).
There are step by step procedures which applied are used in organization to deals with conflict.
The steps are as follows:
1. Understand the situation: To dealing with conflict, firstly employer identifiesy the
cause of problem. Before try ing to settle the conflict the employer should investigated
both sides of the conflict. Hhence, the understand and realize the actual problem of
conflict in a proper manner to solve the conflict problem.
2. Recognizing the pattern of the problem: After understand the problem the authority
should be recognized that the problem is happen and it is solve as soon as possible so the
source and beginning of conflict can be understood.
3. Understanding the source or origin of the problem: The authority understanding the
source and the beginning of problem which is essential to solve the conflicts from starting
level (Shuck and Reio, 2014).
4. Strategy to solve the conflict: After all these the authority of the company develops or
make a strategy so the two parties can be satisfied and organization solve the conflict.
2.2Explain key features of employee relations in a selected conflict situation
The features of employee relations in a selected conflict situation for example: In
Rosewood hotel the discrimination conflict arise at workplace. The features of this conflict
situation at workplace is that there is different level of employees of different ages and
designation etc. so when equal treatment doesin not exist in workplace, conflict may arise in the
organization. The discrimination arises when in organization due to age, disability, gender, race,
religion, unequal pay, belief and so on. The act that constitute discrimination such as
maltreatment, sexual harassment of workers, dismissal of workers without fair hearing, forcing
workers to work for long hours and making employees do their job in a poor work environment.
This discrimination conflict hasis very negative impact on employee performance and
organization environment (Markey and Knudsen, 2014.).

The features of employee relation is that when the discrimination conflict in workplace
the employees report case of discrimination to the authorities and suggest to company to put in
place policies for employees right which is related to discrimination. The employee engage the
employer in collective bargaining agreements. This conflict is affect on organization is that the
productivity rate is negatively affected (Nielsen and Randall, 2012.). The employee, employer
or company ensure that the human resource manual of the organization clearly states the rights
and obligation of individual. If the any employee of victim of discrimination firstly they
communicate with HRM department to handle this situation. The employee relation affected
when discrimination occurs within organization. This discrimination impact is that lack of
cooperation among employees which reduce performance at workplace. So the organization and
employer should set the rules and policies to reduce discrimination at workplace. The
organization should communicate openly and treating fairly to increase employee relation which
is beneficial for organization growth.
2.3 The effectiveness of procedures used in a selected conflict situation
The right procedure must be followed in Rosewood hotel when solving the conflict. In
the above mentioned above situation it is very important for effective solving of the conflict. Due
to this it is very important to understand situation of the conflict in order to know how to solve
the conflict. The effective procedure used in discrimination conflict situation is that according to
conflict solution procedures firstly the employer or authority should the understand why the
conflict arises which in this case discrimination case and the condition which leading to conflict
situation in an organization. After understanding the situation, then the authority needs to assess
the effect of the conflict withing organization (Kilpatrick And et. al., 2015). After all these the
authority should identify best strategy of dealing with the conflict which in this case will be
discrimination. This conflict solve through the company ensure that the employers or managers
who unfair treatment with their employees they change their habits. The HRM department
should organize some good practice which help the everyone should respect to every member.
The procedures followed for this conflict solution is that realizing the pattern of the problem,
recognizing the problem, understanding the source and strategy to solve the conflict. In this

procedures sometime employee not satisfied after a solution is reached The formal and informal
procedures very effective when the conflict issue very sensitive like discrimination and any
unfair treatment. In the discrimination cases the organization follow formal procedures because
in this conflict because in formal procedures there is normal rules, policies, operation and
process steps to deal with conflicts within organization (Jørgensen And et. al., 2016).
TASK 3
3.1 The role of negotiation in collective bargaining
Collective bargaining is a define as a process where negotiating wages, salary and other
condition of employment by an organization of employee. The collective bargaining consist of
negotiation between an employer and a group of employees that find out the conditions of
employment. The negotiation is the vital part of the collective bargaining in between the
employee and employer. Role of the negotiation is can be refers can be appeared as approach for
the final solution of the conflict situation raised among the employees and the organization. In
most cases the the negotiation play the positive role for get the ultimate solution of conflict
situation. The bargaining and negotiating is done between employees or union and employer.
The role of negotiation within organization is to settle dispute and grievances between
individuals. The organization solve disputes and grievance through collective bargaining within
workplace. In organization under employee rights the negotiation is play role in collective
bargaining. For employee right the discussion is necessary in organization. The negotiation is
better medium for collective bargaining withing organization. The collective bargaining happen
when the trade union or employee together deal with the management for the employees. In the
organization the it negotiation play role in collective bargaining when the salary compensation,
wages, incentives set for employee according their capability, skills and achievement. The role of
negotiation this in collective bargaining is also settlement of issue (Kehoe and Wright, 2013.).
The role of negotiation at workplace when the management ensure safe working
environment and job safety for employees. The other role of this factor negotiation in collective
bargaining is when they set working hours of employees, training for employees, health and
safety, overtime and right to participate in workplace and some organization affairs. These all are
role of this negotiation which are set through collective bargaining of employee and

management. The discussion through negotiation in collective bargaining is beneficial of every
organization. The negotiation In collective bargaining this is important because to maintain
harmonious relation and develops better understanding between the employee and management.
It also important to protect the interest of both the employer and the employees and to promote
industrial democracy. The negotiation is arrived at is acceptable to both parties such as the
employee and employer. It is also helpful for adjustable to the changing condition. So the
negotiationrole of discussion in collective bargaining very helpful for the organization to running
smoothly their workforce and treat fairly at workplace (Danford, 2013).
3.2 The impact of negotiation strategy for a discrimination situation in Rosewood hotel
The impact of Negotiation strategy in a discrimination situation can be positively and
negatively. as this This strategy may not be favorable equally for the parties involved in a
discrimination conflict situation. The impact of negotiation strategy is helpful for of Rosewood
hotel for solving the conflict between the employees and employer within organization. The
negotiation strategy is very helpful because this strategy can satisfied the employees. The
negotiation in discrimination conflict can bring a perfect solution for the employees (Verheul
And et. al., 2012). The Rosewood hotel hasis established a policies and rules which protect the
right of employees and employers. Due to this the organization run in a smooth manner. If the
organization use negotiation strategy for resolve the conflict situation then its creating a perfect
cooperation between the organization and the employee (Chen and Weiss, 2013.). As the
negotidiscussionation strategy of Rosewood hotel is able to get best solution and it can also
enhance and improve the employee performance. This e negotiation strategy increase the
employee relation resulting a better and fair working environment. Hence, the impact of
thenegotiation strategy of Rosewood tries to maintain the higher possibility that this type of
conflict not occur in future. It is very effective and better side of the thisnegotiation strategy of
Rosewood hotel. This The negotiation strategy in discrimination conflict situation is helpful to
organization because the solution is get through collective bargaining which is give result best
result and also employees satisfied for the result. This Negotiation strategy also determine the
employees rights within organization which help to get best outcome of conflict(Eden and
Ackermann, 2013).

TASK 4
4.1 The influence of the EU on industrial democracy in the UK
The industrial democracy is an arrangement which includes workers making decision,
sharing responsibility and authority in the workplace. The government of UK and European
unionEuropean Union play an important part in influencing business activity in recent scenario
scenery. In European union all countries are not following the industrial relationship as like as
the industrial. But the European union is give efforts and contribute to enhance the industrial
democracy situation in European union countries. democracy EU influence emplacement policy,
regional policy, inflation policy and taxation policy. In the UK countries the structure of
industrial democracy have been in place for decades but the idea behind industrial democracy do
not fit in well. with the more aggressive relationship that has existed between employers and
union in British companies(Yarbrough and Yarbrough, 2014). The European legislation
encourage a much more biggerbiog role for workers in an organization decision making process.
Now the European union are perceived as an institution existing to educate and give training to
management and employees benefit of involving employees in decision making process. Due to
this, employee involvement in decision making has become functional, by this means impacting
positively on employee performance within organization and enhancing their effort and
contribution to the success of the company.
The role of works councils is to discuss long term objectives of the business and to
suggest strategies for improving the future growth of the business. There is also an option for
shareholders and workers partners, who have a stake in the ownership of the business. Share
holdings are often encouraged by the use of saving scheme and share option (Hafner-Burton
And et. al., 2014).
These schemes are have gradually seen some success in the UK, with many companiesy putting
a great deal of emphasisze on the importance of as many stakeholder as possible having a stake
in the business. Although the feared is that the European monitory union will increase wage
dumping. It is the practice of paying employees where the pay less than the standard rates set by
the industry. Due to influence of European Uunion, the new concept named ‘Ppartner based
relationship’ is visible in manyuch organizations of the UK. This concept of EU is contributing

the to raise the voice of the employees in terms of sharing power, decision making,
responsibility, authority etc. finallyFinally European union in European countries is on the enter
to a perfect industrial democracy and industrial relation in organization. hence, the EU is
promoting the involvement of the workers in almost every activities of the organization.
4.2 Comparison of methods to gain employee participation and involvement in the decision
making process
Participation and involvement of employees in decision making process has resulted in
successful value creation in organization. There are many ways through which the Rosewood
hotel employees can participate in decision making process within organization. The methods to
gain employees participation and involvement in the decision making process are as follows:
Involvementinvolvement through collective bargaining: This method is refers to the
involvement of employees through collective agreements and by deciding and following various
rules and policies. This is referred to as the perfect way to ensure employees’ involvement in
decision making process. It must be well controlled by organization otherwise each party may
tryies to take benefit of other (Kaplan and Orlikowski, 2013).
Involvement at the board level: Involvement of employees at the board level is known
as industrial democracy. This can play an important role in protecting the interest of employees.
Representative can put all the issue and problems of employees in front of management and
guide the board members to invest in employees benefit scheme (Kaplan and Orlikowski, 2013).
Involvement through job enrichment: Eexpanding the responsibilities and adding the
additional motivators and rewards to the existing current job profile is a better way to keep
employees involved in decision making process. Job enrichment provide freedom to employees
to exploit their wisdom and use their judgment while handling daily routine business issues and
problems.
Involvement through quality circles: A quality circle is a group of five to ten people
who are specialize in a particular area. They meet regularly to analyze, identify and solve the
problems arising in their area of operation. It is a better way to analyze and identify the problem

areas and work upon those area to improving working condition of the company (Kalemci
Tuzun and Arzu Kalemci, 2012.).
Involvement through ownership: Ownership is also other way of ensuring employees
involvement in business decision making process. This way of involvement is making employees
shareholder of the company. The company inducing employees to buy equity shares and
advancing loans. The company giving financial assistance to employees to enable them to buy
equity shares are some of the ways to keep them participated in decision making process.
Hence, in the organization employees can participate and involve in decision making
process through various methods which is mentioned above. Through this methods the
Rosewood hotel participate and involve there employees in decision making process (Moore,
2014. ).
4.3 The impact of human resource management on employee relations
The human resource management play an major role which impact on employee relation.
The human resource managementit is an essential part of any organization because individuals
working together in the workplace which can be destroy or build that company with their
attitude, behavior and performance. That is why it is very important for HRM of an organization
to manage properly its human resource. The impact of human resource management on
employee relation is that the human resource managementit is a department which binding the
employer-employee relation (Sonnentag, S., Unger and Nägel, 2013). The HRM undertake
certain activities which helps to enhance or improve the employee relation and bring them closer.
The HRM organize the HR activities which involving the employees into some productive which
would give them opportunity to know together well. The employees are do not have enough time
to interact in daily routine work so this organize activities y helps to interact with each other.
Research says that if the employees are satisfied with their job responsibilities they tend to
remain and this help to reduce conflicts between individuals (Shuck and Reio, 2014. ). To
satisfied employees job responsibilities the human resource management gives employee
recognition and appreciation for their hard work. The HRM also gives rewards and some benefits
which satisfied their job and improve employee relation. The HRM should encourage the

individual members to participate in extra curricular activities. The rewards and recognition
motivates the employee and they enjoy coming to organization rather than treating work at
workplace as a burden (Mikkelson, York and Arritola, 2015). The HRM of the organization
motivates and provide guidelines so that the goals of the company goal can be achieved. But, the
policies regarding wages, salary, working environment, safety etc. are some issues which cannot
be set without taking part ofof the involvement of the members where the trade union are active
(Armstrong and Taylor, 2014). The human resource management deals with mainly
employeesemployee’s policies and activities regarding human resource which help to
organization to enhance and improve employee relation. The HRM plays a major role in
organization to motivates and satisfied the employees and which support and help with different
activities enhance the employee relation (Whyte, 2013).
CONCLUSION
From the above report, it is concluded that the objective of employee relation objective
is to create effective and efficient working environment in an organization so the organization
can achieveal organization goal achieve in smooth manner. The European union in UK countries
is on the enter to a perfect industrial democracy and industrial relation within the organization.
Human resource management and employee relation affect each other in case of organization
performance. This report is made on ins and out of on employee relation in organization.
Employees are major driving force in organization and they play an important role in making
solutions. and They also involve and participate in decision making process of business. Is also
The UK expects to increase the level of proper governance in organization culture by ensuring
the union in each of the firm particularly for the commercial and profit organization. This
expectations is contributes to the changes in employee relation in terms of wages, working
hours, incentive and other right of employees which working in the organization. The
organization follows many methods which helps to involve and participate employees in
decision making process. The negotiation strategies in collective bargaining areis very helpful to
resolve the conflict situation in organization. The role of negotiation within organization is to set
wages, working hours, training, job profile and safety of employees.

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