Employee Relations & Workplace Challenges

This assignment delves into contemporary issues within employee relations. It examines concepts such as corporate social responsibility, its impact on shareholder value, and the evolving nature of work in project-based environments. The analysis further explores challenges related to job demands, bullying, age management in SMEs, performance appraisal justice, and trust between supervisors and employees. Additionally, it considers the implications of undeclared work within the European Union. The assignment utilizes a diverse range of academic sources including journal articles and books.

Employee Relations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
1.1 Unitary and Pluralistic frames...............................................................................................4
1.2 Effect of Change in Trade Union on ER...............................................................................5
1.3 Role of main players in ER...................................................................................................5
TASK 2............................................................................................................................................6
2.1 Procedure followed to deal with conflict situations in ZIZZI...............................................6
2.2 Key features of employee relations.......................................................................................7
2.3 Effectiveness of procedure used............................................................................................8
TASK 3............................................................................................................................................8
3.1 Role of negotiation in collective Bargaining........................................................................8
3.2 Impact of Negotiation Strategy.............................................................................................9
TASK 4..........................................................................................................................................10
4.1 Effect of EU on Industrial Democracy................................................................................10
4.2 Methods to gain employee participation.............................................................................10
4.3 Impact of human-resource-management.............................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Every person share a different kind of relationships with their colle4gies in the company.
The relation can be good, so-so or bad. It is very impotent that the employees share good rapport
with their employees so that they are able to deliver their best performance. Therefore employee
relations can be defined as relationship between employees of the organisation. Since an
individual has to spend maximum time of its day with its co-workers so good tuning among
them is very much required. The company which is referred here is ZIZZI, which is an Italian
chain of restaurants in UK (Bach and Kessler, 2011). There are around 140 restaurants of ZIZZI
in UK. This report will include the details on unitary and pluralistic frames of reference, effect of
change in trade union on employee relations, main players in the employee relations, procedure
that an organisation follows when they deal with different types of conflict situations, features of
employee relations, effectiveness of procedures used, role of negotiation in collective bargaining,
impact of negotiation strategy, effects of EU on industrial democracy, comparison of methods
used to gain employee participation and impact of human resource management on employee
relations.
TASK 1
1.1 Unitary and Pluralistic frames
To understand the importance of employee relations inside the organisation, these two
features are generally considered. They help the companies in achieving their targets easily. Both
these approaches are different and hold different views which are associated to manage good
relations in companies. ZIZZI being a restaurant have to understand both these approaches very
nicely so that they are able to main good employee relations. The references are discussed
below:-
 Unitary frame:- here, the decision making power is given to the person working at
managerial level only (Becchetti and et. al., 2012). This is done to train the employees
for as situation in which they are able to take decisions for one another without any
hesitation. This approach approach also make the employee learn team work for
increasing the efficiency of the company and achieving the targeted objectives. ZIZZI
also believes in this type of references because if the staff present in the hotel will not

coordinate with each other then the work will get affected and the customers might feel
uncomfortable (Borg and Söderlund, 2013).
 Pluralistic Frame:- In this, the whole organisation is divided into different groups and
each group is assigned a different team leader. Here, it is believed that whole company is
filled with people having different types of beliefs and values. Trade union also plays an
important roe i9n this because with the help of them ,the decision making power is given
to the staff members only. ZIZZI also considers this approach to bring stability in
employee relations by taking care that there is perfect tuning between the staff and the
managers . So by implementing these two appr9oaches ZIZZI can decide that they want
to implement any of these approaches in the hotel or not .
1.2 Effect of Change in Trade Union on ER
From past 30 years, the role of trade unions have changed
significantly. Because of growing trend in outsourcing, global competitions
the involvement of unions in the work environment has increased. Trade
unions are the group of people who work for the benefit of employees and
help them in providing a safe environment into their work place. Sometimes
the workers inside the organisation are also a part of such trade unions.
Various unions have carried out several types of programs in UK to support
the employees when they are in need. The changes that takes place in trade
union is because of the macro environment factors like;-
 Political and Legal:- It happens when different laws, rules and
regulations are implemented in the economy which affects the
employee relationship inside the organisation. Whenever the
government launches any type of policies which is linked with the
benefits of employees then it raises a conflict between the employer
and trade unions because the company does not want to implement
such type of policies inside the organisation. So due to this, conflict
relationship is developed between organisation and trade union and it
impact the employees relationship with its employer as well (.Devonish,
2013).

 Technological:- Since every organisation is trying to become
technology friendly in today's environment and it is good also but
using technology also reduces the demand of workers from markets
which adversely brigs recession in economy. Companies reduce their
workforce by implementing retrenchment and this becomes the
reason for conflicts. In this part trade unionas enters the situation.
They proest staff from getting retrenched and adopt various practices
like strikes, lockouts etc. all this affects the work environment and
profits of the company very badly (Fuertes, Egdell and McQuaid, 2013).
Govt. has also introduced various types of laws for hotel management
services also which is implemented on ZIZZI . There are several laws that
are for the employees inly and if these rules are not acceptable by the
employers of ZIZZI, then there are chances of conflicts.
1.3 Role of main players in ER
Employee elations doesn't only mean the relationship between the employee and the
employer , it defines relationship between every co-worker inside the companies. Maintaining a
relationship is not an easy task , lots of efforts are requires to be put in by all to sustain in a
relation, it is not dependent on a single person. There are so many people who play an important
role in maintaining employee relationship in ZIZZI like:-
 Manager's Role:- It is the responsibility of manger to provide
effective work environment to its employee so that they are able to
give efficient results to the company. The managers of ZIZZI tries to
build effective relationship between the employees and employer of
company. Whenever any type of arguments or criticism happens in
between the employees, it is handled by managers and they also have
the duty to encourage healthy competition between the employees to
increase their performance. When the manager will perform all such
functions then it will also motivates employees to maintain good
relationship inside the companies and it will help ZIZZI to accomplish

their objectives. In brief, manager acts as a mediator between the
employee and the organisation.
 Government's Role:- There are various laws and rules that
government introduces which the company has to follow and
implement inside the organisation. Like in case of ZIZZI, if
government brings laws related to Child Labour, wages act, safety act
etc (.Gupta, and Kumar, 2012). then it becomes compulsory for the
companies to implement these laws because these are made for
betterment of employees and it also helps in maintaining good
relationship between employers and employee also.
 Workers role:- It is considered as a duty of the employees of ZIZZI to
follow all the laws and regulations that are made for them, by the
government and also complete task that is being assigned to them by
the employer. They should also take active part in all the activities
that are being conducted in the organisation. So by doing all these
things a healthy and a warm relationship can easily be developed
between the employee and the employer (Hou and Reber, 2011).
TASK 2
2.1 Procedure followed to deal with conflict situations in ZIZZI
There are different types of conflicts that occur inside the organisation and to solve it
different procedures are to be followed by companies. Conflicts can be in various forms like inter
personal conflicts, intra personal conflicts, strategic conflicts etc. Some of the major reasons for
the conflicts are like Collective disputes, strikes, lockouts etc.
 Collective disputes:- theses are the type of disputes that occur inside the companies
because of changes in terms of employment and uncomfortable environment and
ineffective allocation of work. All these situations hamper the employees very much and
therefore employees raise their voice against then employers of the company. These are
ways through whi9ch conflicts arise in organisations. The process of managing such
situation is as follows;-
 a discussion is held between the employees and the organisation,

 after finding the situation, conflict is discussed with the HR managers of company
 HR manager is given a time limit of 6 days to take some actions for solving the
problem.
 If the HR is able to manage it then its fine but if not, then issue will go to dispute
committee who will solve this step by step.
 Strikes:- These types of conflicts also arise inside the organisation only. Companies face
such situations when the employees are not happy with the management. Like for ex. In
ZIZZI if the staff members are told to do extra time without any extra pay or any other
benefits then employees will definitely feel discouraged (Larson, 2017). In order to solve
these kinds of disputers the company should use methods like collective bargaining
process. Secret voting should be done to choose one team and after this management can
do collective bargaining with its staff.
2.2 Key features of employee relations
Employee relations are very much affected by the conflict situations that arise inside
companies. In ZIZZI, conflicts arise between the staff when they try to overpower themselves
from one another and the female staff doesn't get enough opportunities to show their talent (Li
and Yeo, 2011). It is also the reason for negative environment inside hotels because of which
employees are also effected and the profits decreases. The key features are:-
 Dissatisfaction from the company:- The employees of ZIZZI will feel dissatisfaction
from the company when they will not pay attention to problems of the employees like not
giving equal opportunities to its female employees and many more. This will cause a
reason to develop negativity between the employer and the employees. But the situations
can come in control only if manageable will take suitable actions in favour ODF
employees. For this, management have to listen to views of both parties and then take
appropriate actions to solve it.
 Differences between staff members:- collective disputes that arise in the companies
affects the relationship between relationship between female and male staff ans also with
the company. If complaints are coming regularly from staff members that it may affect
working atmosphere of companies. In case of ZIZZI, the customers will not get efficient
services if the staff will not behave in an efficient manner. These situations effect the

market reputation of the companies and its profitability also. After engaging into all these
activities, the employees also doesn't feel like working on that company.
2.3 Effectiveness of procedure used
It is very important for the companies to evaluate its methods that they used to control the
conflicts inside the organisation because there are the situations that company will face again at
some point of time in their business life (Morris, 2012). So it is better that to be prepared for that
earlier only. In order to evaluate the effectiveness, companies will contact the dispute handling
committee and then a discussion is conducted between the employees and the managers where
the employees will tell that there problems to management of the company and they are right to
ask question also with the management if they want to. If, by following the procedure prescribed
by company, issues are not resolved then it will be considered that the method used is not
appropriate and needs to be changed and if the method is successful then a positive image is
created of the firm in the minds of customers. The effectiveness and ineffectiveness is decided by
the committee members who are experts of different fields.
In ZIZZI, whenever any procedure is adopted by HR manager of company to solve
conflicts between the employees and company, it is always recommended to use the best method.
Being an international restaurant chain, they have to take special care because if staff will not get
satisfied results then they will not perform well and their customers base might shift to some
other place which will cause heavy loss to the companies (Poon, 2013).
TASK 3
3.1 Role of negotiation in collective Bargaining
Collective bargaining can be defined as a process where group of persons negotiate with
the employees in matters related to their employment. Here the employer and group of
employees do agreement on matters like wages, promotions , overtime payment, working hours
decision and many more. These are some very serious problems that are necessarily top be dealt
in the organisation. While performing the process of collective bargaining, the employees or
workers will choose a person who will represent the whole group and whatever this person will
do it will be on behalf of whole group. He will only present the views of employees in front of
the top level management. Through this process, top level management gets to know what are

the issues that are revolving inside the companies and will take appropriate actions to solve the
same (Schoemmel and Jønsson, 2014). The roles of negotiation in collective bargaining are:-
 Helps to achieve effective Results:- The person who is representing the group will
negotiate with the employers to get solutions of the problems that the workers are facing
in organisation. Through negotiation, staff members will have a direct relationship with
the top level management and it can help in developing healthy communication between
management and workers.
 Improving efficiency of processes conducted:- The main of conducting the collective
bargaining process is to solve the problems that arise in between the employees and the
employer . Through negotiation, employers are able to communicate with the employees
regarding the issues that they are facing and tell them treason behind implementing such
employment practices in the organisations.
3.2 Impact of Negotiation Strategy
The impact of implementing negotiating strategies on the collective bargaining process is
very necessary to be assessed to know that whether they have any influence on the situations or
not (Williams and Horodnic, 2015). Following activities are considered to know the impact of
negotiating strategies:-
 Compromising strategies:- in this type of strategy, the managers does not take much
interest in the issues raised by the employees. In this, one party has to make comprise
with their goals and objectives and most of the time it's the employees because company
is not ready to compromise in any case. If the situation will come where they have to
choose then tell the employee to organisation.
 Forcing strategies:- in this , the main aim is to accomplish the personal goal on the cost
of others. Here, personal goal is given more importance than organisational goals. If
ZIZZI will implement this strategy then negativity will be spread inside company as the
employees will think of themselves first then company but it will not go fine with the
company as they will not sustain those employees that are not loyal towards the
company.
 Smoothing Strategies:- By implying this strategy,the managers are able to give more
attention to problems of the employees and that is why it is considered as the m,ost

suitable strategy. It can help in giving motivation to the staff members and a ray of hope
that their problems will be solved soon.
TASK 4
4.1 Effect of EU on Industrial Democracy
EU means European union which was developed in 1993. it is a structure which defines
work environment with the help of which entire company designs its framework. On the other
hand industrial democracy can be defined as a type of structure that is available inside the
company in which workers are given responsibility to take important decisions of the company.
EU has a direct impact on industrial democracy of UK (Williams and Horodnic, 2015). If any
rule or act has been passed by the European union then the industrial democracy has to follow
the guidelines which are being issued. If not followed then adverse actions are taken like strikes
etc.
business enterprises has to follow the guidelines if they are working in a European union
and if the companies will not follow then it becomes difficult for them to work in a europeon
market in an efficient manner. Generally, a relationship is developed between union and
management so that they work towards a common goal. This type of relationship is called
Partner based relationship (Williams and Horodnic, 2015).
ZIZZI carry out its operations in UK which means that they will also be effected by the
laws introduced by European union and they are also bind to follow them. Being in the hotel
business the should try to not indulge in any kind of issues because it may effect adversely also.
4.2 Methods to gain employee participation
There are so many methods that are used by he companies to gain employee participation
and involvement in the decision making of company. The methods are like:-
 Consultation;- This method is mostly used by the companies to motivate their
employees so that they take part in the process of decision making. Here, manager gives
chance to staff members to present their views and ideas in front of top level management
so that5 overall performance of the employees is increased. This acts as na encouraging
factor for the employees and they give good results to the company.

 Attitude Survey:- In this, job evaluation and performance is taken into consideration to
gain employee participation. After knowing what are the desires of employees , company
can bring changes in their policies and make the employees happy.
 Suggestion:- Here, employees area asked their suggestions on the matters that are
discussed in the company (Hou and Reber, 2011). Through this, employees are
encouraged to participate the activities of the organisation as they feel a part of it.
4.3 Impact of human-resource-management
Human resource management has a very big impact on employee relations because
humans are considered as an asset of the organisation. When HRM practices are implemented
inside the organisation, it brings positive changes in the workforce which provides them
motivation and it helps them to perform better in the company. Through HRM, employee
retention is also reduced inside the organisation and the policies that are developed by the HR
department effects the relationship between the employee and the employer . Because of HRM,
if good working environment is maintained in the organisation then relationship between
employee and staff can be maintained easily. ZIZZI should make sure that they are providing
effective and efficient work practices in order to retain the employees for long time in the
organisation. Various training and development strategies should be adopted by the company to
improve performance of the employees . This is beneficial for both i.e. the employees and the
company as the skills of the employees are enhanced by these training programs ad they are able
to make a good working environment inside the organisation and similarly, the company is also
growing die to the good performance of the employees.
CONCLUSION
In this report it is discussed that what is employee relations and why maintaining
employee relations is important inside an organisation. It includes unitary and pluralistic forms if
references, effect of change in trade union in employee relations, role of main players in this,
procedure followed by an organisation in dealing with different conflict situations. Key features
of employee relations, effectiveness of procedures used in conflict situations, role of negotiation
in collective bargaining and the impact of negotiation, influence of EU on industrial democracy
an d comparison of methods used to gain employee participation along with the impact of human
resource management.

REFERENCES
Books and Journals
Bach, S. and Kessler, I., 2011. The Modernisation of the Public Services and Employee
Relations: Targeted Change. Palgrave Macmillan.
Becchetti, L. and et. al., 2012. Corporate social responsibility and shareholder's value. Journal of
Business Research. 65(11). pp.1628-1635.
Borg, E. and Söderlund, J., 2013. Moving in, moving on: liminality practices in project-based
work. Employee Relations. 36(2). pp.182-197.
Devonish, D., 2013. Job demands, health, and absenteeism: does bullying make things worse?.
Employee relations. 36(2). pp.165-181.
Fuertes, V., Egdell, V. and McQuaid, R., 2013. Extending working lives: age management in
SMEs. Employee Relations. 35(3). pp.272-293.
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.
Hou, J. and Reber, B. H., 2011. Dimensions of disclosures: Corporate social responsibility (CSR)
reporting by media companies. Public Relations Review. 37(2). pp.166-168.
Larson, L. K., 2017. Employee Health--AIDS Discrimination (Vol. 10). Larson on Employment
Discrimination.
Li, J. and Yeo, R. K., 2011. Quality of work life and career development: perceptions of part-
time MBA students. Employee Relations. 33(3). pp.201-220.
Morris, T., 2012. Innovations in banking: business strategies and employee relations (Vol. 22).
Routledge.

Poon, J. M., 2013. Effects of benevolence, integrity, and ability on trust-in-supervisor. Employee
Relations. 35(4). pp.396-407.
Schoemmel, K. and S. Jønsson, T., 2014. Multiple affective commitments: quitting intentions
and job performance. Employee Relations. 36(5). pp.516-534.
Williams, C. C. and Horodnic, I. A., 2015. Rethinking the marginalisation thesis: an evaluation
of the socio-spatial variations in undeclared work in the European Union. Employee
Relations. 37(1). pp.48-65.
Williams, C. C. and Horodnic, I. A., 2015. Rethinking the marginalisation thesis: an evaluation
of the socio-spatial variations in undeclared work in the European Union. Employee
Relations. 37(1). pp.48-65.
Online
Role of negotiation in bargaining. 2017.[Online].Available
through:<https://www.unison.org.uk/about/what-we-do/negotiating-and-bargaining/>.
[Accessed on 29 September 2017]