Employee Relations and Conflict Management

This assignment requires a critical analysis of Tesco PLC's employee relations practices, particularly focusing on their approach to conflict management. Students must examine various aspects, including legislation, union involvement, partnership models, negotiation tactics, and the impact of these practices on employee wellbeing and organizational effectiveness. The case study format demands an in-depth exploration of real-world scenarios and evidence-based recommendations for improvement.

Running Head: Managing employment relations
Employee Relation

Managing employment relations
Table of Contents
Introduction................................................................................................................................2
UK Specific................................................................................................................................3
Frame of reference..................................................................................................................3
Role of Trade Union in grooming employee relations in UK................................................4
Roles of key players in Employment relations.......................................................................5
Case Study: Junior doctors contract dispute..............................................................................7
Procedures followed while dealing with the situation of conflict..........................................7
Key features of employee relations........................................................................................9
Effectiveness of the conflict resolution procedures..............................................................10
Role of negotiation in collective bargaining........................................................................11
Impact of negotiating strategies............................................................................................12
EU Perspective.........................................................................................................................12
Influence of the EU on industrial democracy in UK............................................................12
Methods used to gain the Employee Participation and involvement of Decision Making
process..................................................................................................................................13
Impact of Human resource Management on Employee Relations.......................................14
Conclusion................................................................................................................................15
References................................................................................................................................15
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Managing employment relations
Introduction
The report discusses the impact and attributes of employment relations in diverging
situations. The employment relationship is the organizational relation that prevails within the
company but the results are reflected in the external environment with the growth of
organization and build-up of goodwill. Report elucidates three tasks which are UK specific,
case study of junior doctor’s association and EU perspective (Rees & Smith, 2017).
Initially, the UK specific task will be examined in which the frame of references, role
of a trade union in flourishing the employee relations and the game of key players in the
context of developing the employee relations were researched upon. The next aspect of the
report is based on the case study of junior doctor’s association in which there was a conflict
between government and NHS employer along with the BMA association and trade union
where unfair practices with the employees were exercised. The procedure to deal with the
conflict will be discussed followed by key features of employee relations. The effectiveness
of employee relations is focussed along with negotiation role. The influence of negotiation on
the collective bargaining is explained as well. The third task concentrates on the EU
perception where the influence of EU on industrial democracy has been analyzed. The
methods were suggested to impart employee equal right in decision making as done by
Tesco. At last, the impact of human resource management on the employee relations will be
demonstrated in brief supporting the Michigan model.
Hence, the conclusion could be cultivated that in the modern time to ensure growth
and stand firmly, in the long run, there is a need to maintain the relations with eth employees.
The manager and employee relations motivate the employee and even the manager get to
learn something new technique and tricks from the employees either from their varying
experiences or through the fresh faces that have been recruited wisely.
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UK Specific
Frame of reference
The frame of reference refers to the mindset that helps the person to see the problem
and try the best solve it, mostly these are the industrial problems arising from the employer-
employee and problem is openly discussed to reach the better solution. In order to resolve the
problem of employment relation, the frame of reference has been designed where the
conceptual human resources queries are been resolved and better organizational development
could be inculcated. The 3 attributes of this frame are unitarism, pluralist & radical. The
most popular of them are unitarism and pluralist (Greenwood & Van, 2017).
Pluralism reference frame describes the unity and coordination among the employees
to create harmony and generosity within the organization. This kind of atmosphere within the
organization helps in enhancing the loyalty and increase the belongingness of the employee
and employee engagement is achieved which is a positive sign for the progress of the
organization. Corporate social responsibilities have to be maintained so as to maintain the
societal trust and manage to maintain and grow the goodwill of the organization (Palmira,
2017).
The Unitarian frame of reference depicts the unity and single focus on the loyalty
program and delegating the responsibility to the competent person. In unitarism employees
come together for the common goal to fulfill the expectations that have been set and the
performance evaluation are undertaken to monitor the working of employees and providing
appropriate training to the employees for conducting the better working (Saini, 2017). The
employees accept their positions and justify their post in a positive manner. In unitarism,
there is only the single leader that rules the organization and that unitary person is the
manager and the opposition party which could be quoted as the competitor which matters the
most to ensure growth and tallies the performance in a reliable manner. This practice helps in
inculcating the value and belief within the organization and built up the better organizational
structure and culture thereby strengthening the internal environment of the organization
(Edwards, 2017).
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Managing employment relations
Role of Trade Union in grooming employee relations in the
UK
A trade union is an essential element for the sake of employees benefit. The motive
behind the establishment of a trade union is to curb the exploitation of the employees. The
initiative was taken in the pre-independence phase of the country where the hike of atrocities
was prevailing, the revolution was taking place at the world level and almost every country
was fighting for the rights (Moeti-Lysson & Ongori, 2011). The most popular revolutions in
the history in terms of employee relations and trade unions were the French Revolution which
was also denoted as Bloodshed. Similarly, the Coal Mines Revolution also took place where
employee safety was not focussed and long working hours were allotted with the less
payment that was only enough for the family to have the two times meals, another example
for the similar situation was the Russian Revolution (Horn, 2017). Thus, the trade union plays
the vital role in building up the employee relations. Labour law is designed and applied to
make factory owners follow the policies and practices and should strictly abide by the laws.
This helps in building the belief and faith in the employees and the employer now treated the
employees as the king and mutual understanding is been maintained. The more emphasis has
been paid on smoothing and advancing the external environment of the organization and as it
is said that discipline is the key to success and success starts from inside thus to build up
external environment internal structure has to be strong enough (Sinha, Sinha & Shekhar,
2017). Grievance cell has to be build up so that the conflict resolution could be made and the
trade union supports the employee by quoting the labour law and raising the voice on behalf
of those employees who are not able to fight themselves, they are made aware of their rights
and appropriate advice are given to them in case the employees are at the fault (Saundry,
Antcliff & Hollinrake, 2017). The trade union reinforce justice at both the ends and helps the
society to educate and stay aware of the fundamental rights. Timely inspections are made to
scrutinize the status of employees in the organization and all the good & justified actions are
promoted and the lacks are fulfilled. The timely meeting is conducted by the trade union to
analyze the current situation and figuring out the solutions in case the uncertainties occur and
immediate action has to be taken. The drawback with the trade union is that they do not
accurately evaluate the situation as the research undertaken is inappropriate and limited
which does not fulfill the dual end specifications thus the conclusion drawn is not entirely
reliable (Brewster & Hegewisch, 2017).
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Roles of key players in Employment relations
To maintain the employment relations in an organization there are certain key players
that play the vital role in the development of the enterprise. These key players prove to be the
factor to change the organizational scenario and ensure the growth and decline of the
organization are an employer, employee, trade union, employer association and government
(Masum, Azad & Beh, 2016). To get the clarity upon their roles the brief discussion of each
is under quoted:
 Employer: The employer is the owner that raises the job opportunity for the
candidates. They need to follow the labor law designed by the government to
provide the employees with their rights and prevent the exploitation thereby
creating the situation of generosity in the organization as well as in the social
environment as well by fulfilling the corporate social responsibility. For
securing the future of employees’ pension schemes, gratuity fund, the creation
of provident fund has been initiated after the retirement to secure the old age
of eth employee who devoted the most portion of life in serving the company
and the employees. It is the way to pay gratitude and maintain relations with
the staff (Sturman & Park, 2016).
 Employee: Employees are the second most important player in the
organization where the employment relations surround. To maintain the
employment relations and contribute towards the organizational commitment
the employee need to focus on the behavior and discipline within the
company. The norms and policies of the organization have to be abiding by
and contribution towards the organizational welfare has to be given. Even the
employee need to be loyal towards the work and must follow the manger’s
advice for the betterment. The injustice act needs to be avoided by them as
well to maintain the healthy employment relations (Guest, 2017).
 Trade union: As discussed earlier trade union is the crucial part in the
maintenance of employment relations. Trade union works on behalf of the
employees who are not able to raise their voice against unethical acts and
collectively introduce the new activity in favor of employees and the society
that prevails outside the organization. They take the initiative to educate the
employees about the current situations and provision designed in their favor
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which is suitable for the employer and other stakeholders as well (Bonoli,
2017).
 Employer agencies: The employer agencies are for the protection of
employees from the injustice done by the employees. It is also created with the
motive to add on certain policies and inculcate them into the practices. This is
to discuss the market scenario and setting up the trend and deciding the pricing
strategy in the monopolistic market so that equal distribution of income takes
place to manage the balance of economy and contribute to the GDP of the
country in a positive manner (Findlay et al, 2017).
 Government: Another major player that contributes in enhancing the
employment relations is the government. Government constructs the various
laws and policies to control the exploitation from both the ends. Also
government has set certain organisational parameters for the employee as well
which the employees should also follow with the discipline so that healthy
relations and mutual understanding remains and employer-employee
relationship continues to flourish in the long term and the employee turnover
rates decreases along with increase in employee referrals (Naff, Riccucci &
Freyss, 2017).
Case Study: Junior doctors contract dispute
Procedures followed while dealing with the situation of
conflict
In an organization there are varieties of problems that occur, some are meant to be certain
and planning of these issues have been previously made on as it occurs the solution is applied
to resolve the problem but there are some uncertain situations as well that pops up suddenly
and immediate actions are required to be undertaken. In the uncertain situations, the decision
making the power of management is tested that how effectively they deal with the problem
and what best solution could they be able to extract out. The decision-making skills of
managers are been scrutinized in such an uncertain situation (Hasani & Nouri, 2017). The
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Managing employment relations
NHS followed the particular method to resolve the resisting conflict have been quoted as
under:
 Single employee: In the single employee conflict the employee is given the
opportunity of being heard and both the ends are heard thereby the conclusion is
drawn. The employer needs to keep patience and calmly deal with the employee so
that trust retains and the belongingness of employee is gained so that the employee
engagement is earned and even the employee feel committed with the organization
(Rockett, Fan, Dwyer & Foy, 2017).
 Between employees: The conflict that arises between the peers need to be mutually
solved. The employer needs to analyze the situation so as to know the root cause of
the gap that has aroused. The employer should always stay neutral and both the
parties must be given the equal opportunities to explain their parts so that the
understanding of the issue is developed and the gap is bridged up (Babalola, Stouten,
Euwema & Ovadje, 2016). This manner of solving the issue is always preferred as
both the points are served and clarity is derived and both the parties come to know the
real problem whether it is who’s part was incorrect or there was the communication
gap.
 Group of employees: The most critical conflict is the group conflict among the
employees. The numbers of employees are involved and discussion with each at the
same time will worsen up the situation. Such a situation has to be wisely dealt with.
Part of the employees need to be heard individually and the cause needs to be
measured and the topic of conflict should be made clear. The employer needs to
evaluate the problem that had arouse and the better solution has to be given which is
possible only on appointing the arbitrator and making the group understand the matter
and bridging up the gap. Also, the redressal forum could be opted for to reach the
authentic solution (Howard, Turban and Hurley, 2016).
Key features of employee relations
Employee relations are complex they need to be strong enough but are delicate to
handle. In the context of the conflict that occurred in the case study the key features of
employee relations are been discussed as under:
 Ideological framework: The ideology that the person holds over is the values and
beliefs of the individual or the group of individuals. In the context of the particular
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case study, the major cause of conflict that has been identified is that BMA members
voted for the strike that is to take place against the disagreement of the government
decision. The disagreement that took place against the government was a negotiation
in relation to the contract of new junior doctor that was done between BMA, NHS
employer and government (Ryan & Wallace, 2016). After the disagreement by new
doctors yet the contract was developed in the May with the involvement of
government. Though even after the agreement the junior doctors wanted to continue
the strike for the sake of patients, they quit the strike. For the doctors, it is the prime
responsibility to treat their patient first and then the other aspects are considered so
the junior committee settled on the ground of public safety and focusing over the
Hippocratic Oath (Inversi, Buchley & Dundon, 2017).
 Conflict and cooperation: The junior doctor continues to protest against the contract
that has been implemented by the government stating that the contract was unlawful
and unethical and the government should take a step to take back the contract and
wind up the decision that has been undertaken. The mutual understanding was not
maintained and silent fights were continuing which resulted in non-cooperation of
junior doctors. Only the necessary and procedural things were made to follow so that
entire working does not get stopped and human safety is been focussed which is the
premium cause and duty of doctors (Valizade, Ogbonnaya, Tregaskis & Forde, 2016).
 Consultation: The consultation was made to the regulatory bodies to find out a
genuine solution in the context of the case study that follows. The 3 parties were
collected to seek the solution and resolve the long-lasting quarrel between the
government advisors, NHS employer BMA association. The point of discussion was
based on the safety of patients along with the new junior doctors. The employer needs
to provide the safety measures to the employees so that they could comfortably work
in the safe environment which will automatically increase the efficiency of the
employees. The trade union also participated in the arbitration of the conflict and
extract out the solution to over the issue and convincing government to reach towards
the fair result and award generated should be such that satisfy the government
advisors, NHS employer, BMA association and the trade union as well (Jennings &
McCarthy, 2017).
 Negotiation: The first negotiation took place between the government advisors, NHS
employer, BMA associates and the trade union to settle the redressal that has caused
the unrest situation. The conflict was mainly about the safety of employees and
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Managing employment relations
rendering of compensation and other benefits have to be there to render a better
understanding of employees and adhering them towards the company else the high
employee turnover will take place. Due to this presentation and disturbance
negotiation was made and the result was awarded by the government in the form of
launching the new contract which again boosted the dissatisfaction among the junior
doctors and they again sat down for the conflict and creating issues thereby
pressurizing the government and its advisor’s to revoke the contract. Lastly, the
negotiation got canceled as the strike was called off by the Junior Doctor Association
Committee for the sake of patient’s safety and health care issues (Devenyi, 2016).
Effectiveness of the conflict resolution procedures
The BMA association members and the new junior doctors adopted only one
procedure to express their demand and it was strike through which they made the protest and
even after the resolution was passed the non-cooperation continued to flow, whereas, the
government chose collective bargaining method to resolve the conflict and finding out the
way to satisfy both the parties (Gounaris, Chatzipanagiotou, Boukis & Perks, 2016). In 2016
May government announced the new contract which was not acceptable by the BMA
association and new junior doctors and again the quarrel took place in which 42% of doctors
accepted the contract and the 2% of doctors were against the contract as per the voting was
done (Webb, Coleman, Rossignac, Tomasulo & Higgins, 2017). The award given by the
government was unjust with the doctors as they were not given their rights what they actually
deserve. At the end, for the welfare of society, the entire strike was called off and postponed.
The adverse effect of the strike was faced by the patient and their families which was not
ethical on the ground of doctors. Therefore to safeguard the society and paying regards to the
duty junior doctor association sacrificed their rights and continue to serve the patients for
their well-being (O’Neil, Hoffart, McLamon, Woodley, Eggermont, Rosehart & Brennan,
2017).
Role of negotiation in collective bargaining
In order to settle the conflict and arrive at the appropriate decision, negotiation is
required where alternatives are discussed and settlement procedure is made so that the final
decision could be achieved which is suitable for all the parties. In collective bargaining, the
negotiation is upon the terms and conditions of the conflict that has taken place between the
employer, employee and the association of employee & employer. The conflict that arouses
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Managing employment relations
between the people and for which the collective bargaining is demanded involves the
employer and employee and topic on which negotiation is demanded is to flourish employee
with their rights (Jackson, Leopold, Tuck & Shams, 2016). Their exploitation needs to be
avoided so that free and focused working takes place and employee belongingness is
achieved to maintain the employment relations. The benefit of negotiation in collective
bargaining is that when at times the decision is not in the favour of employees thought they
were correct at their part and unjust award has been declared yet the public support is
achieved by the employees and they stand collectively understanding the unfair acts that have
happened with the employees and support the party to attain the rights they deserve (Long,
2016).
Impact of negotiating strategies
Negotiation, as discussed, is the conflict resolution technique to settle both the parties at
the common point. Negotiation strategies are the acts where both the conflicting parties come
together and argue over the situation and present their views to gain clarity upon the case. As
per the current case study, the negotiation is taking place between the government and BMA
association that is supporting new junior doctors of NHS employers (Caputo & Ayoko,
2016). The negotiation trick used to resolve the quarrel is the positivism adopted by the
employees by sacrificing their rights for the betterment and safety of patients. The
negotiation strategies followed in the particular conflict is as under:
 Preparation: The preparation in negotiation depicts the terms and conditions that
have been previously decided so that at the time of discussion and driving out of
conclusion the points prepared are quoted so that strength is achieved and chances to
get the positive result increases.
 Evaluation of best and worst results: After gaining the information from different
sources and preparing for the resolution of conflict the results that came up on
understanding the part of both the parties need to be analysed and evaluated to take
out and make a count over the best and worst conditions that could occur and how the
worst part be resolved.
 Give and take: This strategy is the sacrifice done by either of the party for paying
gratitude to the corporate social responsibility or any other reason as done in this
particular case by the NHS employees for the safety of patients.
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Managing employment relations
 Building value by being articulate: The negotiation strategy suggests that eth
arguments need to be direct and relevant. The quality of negotiation should be
appropriate. Concerning about the particular case the solution could have been better
if eth arguments have been presented in a relevant manner and mutual understanding
was given importance than results might have changed (Steele, 2017).
EU Perspective
Influence of the EU on industrial democracy in the UK
In the industrial democracy, attention is paid to the decision-making skills of the
workers and how they act in the given situation. The delegation of authority and
responsibility has been focussed upon. These authority and responsibility energize the
employees and they focus themselves more towards the self-growth and development of the
organization. Employee engagement is gained and the employees feel connected with the
organization. Now the threat relations between the employer and employee has been replaced
with the employment relations where the generous and kind relations are been maintained
(Nugent, 2017). All the employees are treated equally, no biases are promoted, labor laws
have to be followed and also the employees need to maintain the decorum of organization
and abide by its confidential policies and other practices. According to European legislation,
the decision making authority should be transferred to the worker’s as well, to build up the
confidence. The Union is now considered to impart knowledge and spread awareness among
the employees to know their rights and policies that are made in favor of them. The works
council is formed that suggests the various strategies for the growth of business (Casey,
2016).
Methods used to gain the Employee Participation and
involvement of Decision Making process
The organization selected for better understanding the employee participation and
decision-making process is Tesco which was established in the year 1919. In the UK the
largest group is been operated around 3400 stores in which almost 3, 10,000 colleagues are
employed. They offer their customer with reasonable prices and improvised quality of work.
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Managing employment relations
The code that Tesco follows is to set the minimum expectations with the colleagues
(Tescoplc, 2017).
In the decision-making methods, the crucial role is played by undertaking the attitude
survey. In the attitude analyses, it is evaluated that how the employee perceive their work and
in what manner they accomplish the task. The opinions based on human resource policies are
evoked and the information is gathered in the context that renders the equal opportunity of
growth, safety measures and compensation to the employees are paid. Attitude surveys are
made possible by using the questionnaire method and conducting a direct interview to gather
the primary data which is authentic (Basterretxea & Storey, 2017).
Another method that is been used by employees to participate in the decision making
is quality circles. The employees could discuss their problems with the management about
what their outlook in the context of conflict is and how the perception could be turned other
way around. Another way of decision making is the direct participation of the employees in
the decision-making forum and approaching directly to the management to solve the quarrel
on the early notice (Alsughayir, 2016).
Impact of Human Resource Management on Employee
Relations
Involvement of employees in decision making is a crucial element of an organization
as the direct influence of such an act is on the performance of employees. Also if the
employees are not involved in the decision making of then it might lead to the demotivation
among the employees and they may feel the neglected part of the organization. The
commitment with the organization is lost when only are orders are given and no sense of
responsibility and authority is delegated to them (Rothenberg, Hull & Tang).
The advanced theory of HRM is introduced at the Michigan Business School that
specifies the role of HR to be reactive and perform the functions of organizations and less
focus is over the external factor as the smoothening of internal factors have been concentrated
on. The Michigan model states two aspects of human resource management that affect the
working of organization and thereby elucidates the employee relations. The two versions of
human resource management are hard version and soft version. The hard version argues over
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Managing employment relations
the economic factors and the focus is paid on the adoptions of human resource management
techniques and rational activities that are being carried over, it also encourages the optimum
utilization of resources and allocating the resource effectively and efficiently (Jiang, Hu, Liu
& Lepak, 2017). The second version of human resources management is the soft version that
emphasizes on treating the employees in a valid manner, the healthy competition needs to be
promoted so that competitive advantage is gained and belongingness of employees are seen.
When the employees are treated as up. The performance gets better and the hidden potential
reflects out. This result in gaining job satisfaction and the employee feel self-motivated
(Sparrow, Brewster & Chung, 2016).
Conclusion
The report has been divided into three parts that are that is UK specific, Case study of
Junior Doctors Association and EU Perspective. From the entire report, it could be cultivated
that in the UK specific portion frame of references has been discussed which involve
unitarism, pluralism and radical. The impact of a trade union is discussed in grooming the
employee relations and thereafter the roles of key players have been examined discussing
their contribution towards the growth of employment relations. Proceeding towards the case
study of junior doctors the procedure has been discussed which is used in resolving the query
followed by the key features of employee relations. Role of negotiation has been investigated
along with the impact of such negotiation on the collective bargaining. The case study
focused on the social responsibility as well as the conflict between NHS employer and
government. The final section argued from the perspective of European Union, the first in
this was the influence of EU on Industrial democracy of UK. Thereafter the methods of
involving employees in the decision making part have been elucidated and different decisions
were discussed quoting the example of Tesco. Lastly, the impact of human resource
management on the employee relations have been described supporting the theory with the
Michigan model that carry the hard and soft views related to human resource management.
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