Employee Relations and Their Impact

This assignment delves into the multifaceted world of employee relations. It examines historical perspectives on employee relations in different regions like Swaziland and Algeria, analyzing the evolution of these relationships over time. The impact of factors such as personality, firm size, job satisfaction, and public relations on employee-employer dynamics is also explored. Further, the assignment sheds light on the ethics of employment relations in China and India, highlighting cultural nuances and complexities. Lastly, it considers the influence of economic conditions, like recessions, on workplace relationships.

EMPLOYEE RELATIONS

Employee Relations..............................................................................................................................1
INTRODUCTION................................................................................................................................3
TASK 1.................................................................................................................................................3
1.1...................................................................................................................................................3
1.2....................................................................................................................................................4
1.3 ...................................................................................................................................................4
TASK 2.................................................................................................................................................5
2.1....................................................................................................................................................5
2.2...................................................................................................................................................6
2.3................................................................................................................................................6
TASK 3................................................................................................................................................7
3.1....................................................................................................................................................7
3.2...................................................................................................................................................8
TASK 4................................................................................................................................................9
4.1...................................................................................................................................................9
4.2 ..................................................................................................................................................9
4.3..................................................................................................................................................10
Conclusion..........................................................................................................................................11
References...........................................................................................................................................11
Books and Journals........................................................................................................................11
Online.............................................................................................................................................12

INTRODUCTION
The term Employee Relation is used as the replacement for the term Industrial association.
The basic interpretation of the term is that how the terms are carried out with the co-employees and
employers. In today's time, the interpretation of the term Employee relation is more wide and
important. The proper management of the workers is very important in today's era and the demand
of the time. Members of the workforce are the major prominent part of the organisation, and their
happiness is also a very important aspect for the company. Employers need to manage the healthy
relationships in the workplace to keep the business functioning smooth and to get the confirmation
that employees are performing their duties in the best way. The Mark & Spencer's is the
multinational retailer company which is operating its business in the clothing, home products and
luxury food items. The entity is managing the terms with its staff in the proper way. In this report,
the meaning and interpretation of the term employee relation is described, along with this the
workers management term and its principles are also described in the report. A description about the
resolving of issues, which are in conflict, features of employee relation, negotiation in collective
bargaining, participation of the employees in decision-making is given.
TASK 1
1.1
The unitary frame of the organisation is viewed as integrated with managers and other staff
sharing common interests and objectives. The Company works for the common goals, and works
with the loyalty. There is one focus of the effort, common leader and each & every employee of the
company belonging to every level of the entity works towards the common goal of the business.
The enterprise can take the involvement of its employees in decision-making, and this can lead to
the overall development of the staff of the company. Thus, in this kind of frame, the employees are
considered as the prominent part of the company, and their personal growth is also increased by
opting this frame of employment. On the other hand, pluralistic frame is the term which defines that
the organisation is made up of powerful and competing subgroup managements with their own
objectives and leaders. Disputes are normally managed by collective bargaining process. Trade
unions play a major role in this approach. Pluralistic theory believes that workplace is composed of
diverse set of beliefs, values, attitudes, and behaviours. Conflicts can be helpful if identified and
controlled within institutional responses. Role of management is to mediate among competing
interest.
Mark & Spencer is the company which is operating its business in various segments such as
clothing, food, the entity can opt unitary frame of the employee management because by doing this
the company can interact with its employees in the proper manner and can make them motivate

also. Thus, the unitary frame of employee management explains that workers are the key factors for
any organisation and they work for the upliftment of the company. Man power is to be treated in a
decent way, this can inspire them and they can work better with their potential. The company can
grow by opting this term of employee management. The relation between the company and its
employees should be very communicable so that the employees can work in their better state, and
perform well.
1.2
Various developed nations have adopted the labour standards in wages and working
conditions. Industrial relations are varied throughout the ages and differ in terms of concept and
implementation. The trade union is the legal entity consisting of employees or workers having the
same interest such as all the workers in particular industry. The union is formed for the purpose of
collectively negotiating with the employers over wages, working hours and other terms and
conditions of the employment. Trade unions work as per the standards of the wages Act. They have
influenced the employment relationship. The public and government sectors are having employees,
which are from different areas and sectors. The concept of communal management is very
complicated. The trade unions have developed to grant the bargaining powers to the employees, and
to make them know about the exclusively used terms and conditions of the work and pay. A union is
the group of trade workers they treat or speak with their employers in a collective manner on the
other hand the workers have to talk with their owners in individual manner. Unions always work for
the better work conditions of its workers. The entity makes its best efforts in providing the proper
work conditions to its employees, takes care of the health of the workers. Trade union checks the
unfair labour practices of the employers, and work for the welfare of its workers. These also pay
attention on it that all the labour laws and regulations are being fulfilled or not. The trade union has
affected the employee’s relations. It monitors that the workers welfare laws and regulations are
being implemented or not. The entity push regulations in areas that concern employees in work
place. Companies not only have given workers dignity in workplace, but they constantly work for
the high level of living standard of the staff. Thus trade unions have provided the legal identity to
the employees in a particular industry.
1.3
There are many key factors, which are having prominent role in maintaining employee
relationship. The first main player is a better work environment. A good work relationship is
essential for the staff to make their work interesting and performing best in their works. Workers
should be comfortable with their work and each and every aspect of the working environment. So a
proper, comfortable and keen working place is an essential thing for the employees. Everyone

should keep this in mind that members of the work force go to the work place to do the work and
perform the tasks so it is very important for them to have a healthy work culture. If the working area
will be protective and comfortable then employees can work with the accuracy and on time. No
conflict can arise in a good office working area. Another main player for having healthy relationship
with the employees is a good team leader and supervisor. The task assigner can assign the tasks to
team members as per their choices and interest. If the employees will get the challenging and
different tasks, then they cannot get bored and will perform better. Team leader should motivate the
employees and his members. The employees can advise suggestions and can be encouraged to
accept the challenges. By this, they can feel inspired and can work properly; this can be helpful for
the company also. Another prominent player is Manager. He is the most important person who is
liable for the co-ordination among the all levels of the company and to manage all the conflicts of
the workers. A proper communication between the staff and manager can be proven good, because
all the conflicts of the company can be resolved at initial stage by providing the suggestions
accordingly. Mark & Spencer is the multinational retailer company. The organisation can opt all
these main players in its business so that healthy relations can be managed across the levels of the
employees. By this, the entity can earn more profit and enhance its sales targets. Employees are
considered as the key factors of the company if they will do work well, then the overall growth of
the entity can also be increased.
TASK 2
2.1
Conflict in the workplace is a very painful reality and this is a key reason for the poor
productivity and frustration. There are various ways to resolve the issues on workplace. The first
main way to resolve is to find out the real problem. In this process, employers of the company
arrange a meeting with the workers in the private room, and talk with the employees regarding the
issues they are facing. The employer should listen both the sides and then ask the questions from
each party about the issues or conflicts they are facing. Then after listening the arguments of every
side, mentor should determine facts of the situation. The next element of resolving the issue is to
come up with clear steps to resolve the problem. The employer of the company can invite both the
parties and their co-workers to find the reality or truth of the situation and can take proper steps to
resolve. Another element of resolving the issue is to take a proper feedback regarding the solution
of the problem. A meeting can be arranged and the follow up regarding the conflict can be taken by
both the parties. After taking a proper follow up of the situation, it can be decided that the solution
decided about the conflict is succeeded or not. Thus in the above-mentioned manner, the conflicts
can be resolved. Mark & Spencer is the company which is operating its business in retail market of

food, clothes and shoes. The organisation can resolve the conflicts of the employees in above-
mentioned way and can create a healthy working environment for the staff of the company. The
enterprise can take a proceeded follow-up of the workers of the corporation to resolve the problems
and provide them a better and comfortable work culture. Members of the staff are the prominent
part of the entity; therefore their proper care should be done. This can lead to the company towards
the long-time success.
2.2
The employment relationship is the term, which defines the terms between the workers and
employers. Staff management has been a vehicle through which workers gain access to the rights
and benefits associated with the employment. It is the major aspect, which is helpful in determining
the nature and extent of employer’s rights and obligations. Conflicts arise due to failure from either
sides to satisfy their due rights. These problems affect the working relationship between the
employee and the employer. Therefore issues are need to be resolved. Organisation can set up the
key factors to maintain the healthy relationship of the workers and to resolve the matters among
them. To resolve the disputes mutual understanding is very important feature. There should be good
maturity level among the working stiff of the organisation. Work force relations contributes
significantly to maintaining rapport between staff and employer. Communication is also the major
key element to resolve the conflicts of the employees. The corporation can create open
communication environment by this all the workers and managers of the entity can easily
communicate with each other and can resolve any particular issue. The problems between
apprentices can be solved of the desk also, if the quarrel is in the regard of window seat then this
matter can be resolved by proper communication and mutual understanding between the employees.
The first thing to solve the issues is to acknowledge the dissension and then work on it. Let
everyone say and express their feelings on any particular discrepancy. This can be proven as a tool
for the resolution of any particular squabble. This is very important for the entity to know about the
conflicts of the employees and employers and then make an effort to resolve their issues. Thus
above mentioned factors can be proven best to resolve a conflict in the organisation.
2.3
There are various methods to resolve the issues, as discussed above. The example of the
conflict between the employees is taken such as matter of sitting on the window seat between the
co-workers. This dispute is very common among the staff members. This dissension can be resolved
by mutual understanding and with a proper communication between the employees. This can be a
great way to resolve the issue. In this way there are various such problems which arise in the daily
business activity. These conflicts can be resolved by a proper communication at all the levels of the

organisation. Therefore communication is the most convenient way to resolve the squabbles and it
is an effective tool also. A part from that mutual consideration is also a great way to resolve the
matters. Workers are the key elements of the corporation and they should be treated in a decent way.
Problems among the jobholder and managers is a usual thing, but it should not be taken lightly. The
management can take time to time review and feedback to solve the conflicts of the working stiff.
After all the entity exist by its peasants. Employee relationship is the key of the success of the
company. The effectiveness of the elements which are used to resolve the problem is their
implementation. The enterprise can have the better management team to resolve the issues of the
members of the staff, the operatives of the corporation should be motivated to do the work in more
efficient way. This can be done by providing them a better working environment where they do not
face any conflict. The working staff should be always listened first. By providing the working
environment where all the tools are available for resolving of any dispute, the company can easily
establish itself in to the market. Thus the entity can get growth and success by opting a proper way
for the solution of the variances between the company persons and principals.
TASK 3
3.1
Collective bargaining is the process of negotiating between employees and a group of
employers aimed at agreements to regulate working salaries. This right is recognized through
international human rights conventions. The aim of negotiating is to reach at a agreement. The
process of package management is simple. The parties will prepare, discuss, propose, negotiate and
settle. The rule of collective agreement is as under:
 There is a limit of one representative for each unit of employees.
 Employer must bargain with the workers.
 The operatives and their mentors have the right to discuss on any particular topic while
negotiation.
This is the process in which two parties decide to make or prepare the voluntary agreements. The
primary goal of this negotiation is to prepare an agreement between bosses and staff members. A
bargaining document includes general terms and conditions governing the employment relationship,
wages, benefits, hours, promotion, grievance procedures. Managers are required to bargain with the
exclusive representative of the company person over mandatory subjects. There are some
limitations of these agreements:
 The collective bargaining rapport can’t establish any right, duty and circumstances that are

otherwise illegal.
 The concord cannot over right on the law which related with it.
 If the contract can’t be reached then the law permits both the parties to engage in the legal
practice to pressure the other side to reach a treaty.
Thus the collective bargaining agreements are those compacts which are prepared between
the employer and the employees on the particular subject. These deals are voluntary settlements and
are to be legally bided on each part. There is the great role of negotiation in the bargaining. This is
the process in which one party try to do the effort to negotiate the other party. In these kind of deals
the mutual consideration is very essential.
3.2
Negotiation is a communication process in which all the parties discuss the problems and
attempt to solve them by mutual consideration and finally reach at a conclusion. There are several
strategies to do the discussion but the opting of any particular arbitration strategy is depend upon
the urgency and demand of the situation. It is considered as a tool which assist the parties to put
their consulting subject into an agreement. Compromise is based on two criteria the first one is
results and the other is effect on relationships. Skilful negotiators have the ability to move the
boundary inside what is perceived as negative actions and still keep the good relationship. The
major feature of the mediation strategy is to asses ourselves and the others also so that a proper
agreement can be made. Arbitration in collective bargaining is very important. It is the term in
which the employees decide to make a contract with the employer in the regard of the improve
payment methods and conditions. The main objective of the collective bargaining is to reach a
transaction which meets the needs and demands of the workers. Negotiation is important in the
business organization, to resolve the issues of the peasants of the company and to assure them that
their disputes are much important for the organization. Therefore the staff members are considered
as the key factors of the corporation and for their satisfaction it is important to solve the problems of
the company persons. Mark & Spencer is the entity which is operating its business in various
nations and is a retailer enterprise so it is very important for the entity to consider the matters of the
employees and resolve their squabbles by arbitration. For the growth and success of the corporation
it is essential to take care of all the problems of the employees and this can be done by
compromising the matters with the help of mutual agreement.

TASK 4
4.1
Industrial democracy is the agreement in which workers, their responsibilities, rights are
involved. European legislation encourages prominent role for employers in a firm's decision making
process. In the British industry there is the influence of the EU, this is the only reason that the new
Partner based Relationships where company and management works towards the same goal, is
taken from British industry. Now the entities are informing and making aware to the peasants about
their rights, their duties and responsibilities. The corporations also involve the workers in the
decision making process. As a result company person's involvement in the decision making process
has become functional. By this the staff members of the organisations are motivating and
performing their duties in the best way, this leads to the growth and success of the company.
Now work union, has appointed the representatives in all the departments. The role of it, is
to suggest the enterprise about the growth of the establishment, and about the various strategies of
the firm which can be adopted. There is also an option for the worker shareholders to get the
participation in the ownership of the undertaking. This is advantageous for the enterprise and also
promotes the employees. The scheme has some success in UK, as there are some ventures which are
considering these industrial norms related with the apprentice and work unions. Some corporations
are putting the great deal of emphasis on the importance of many attendants as possible having
stake in the business. Although it is feared that the European Monetary union will increase wage
dumping, it is the practice to pay the employees as per the rates of the industry.
Thus the EU has a great influence on the Industrial democracy in UK. These standards are
adopted by the organisations of the UK, by adopting these measures it has been observed that the
involvement of working stiff is increasing in carrying the operational activities. This has increased
the growth of the company, as the employees are the main aspect of the entity.
4.2
Participation of workers in decision making is very important, and it creates the value of the
employers in the organization. Although the extent to which the employees can participate in the
decision making forum is still the matter of concern. There are various perceptions regarding the
involvement of the workers in the decision making, some ventures says that the working staff can
equally participate in the decision making issues and some says there is the extent to which
operators can participate. There are some methods by which the staff members can participate in
decision making:

 Participation at board level: This is the very convenient way to encourage the employees in
participation of the decision making. The representatives of the workers can put their issues
before the board, and by this the work force of the company can take part in decision
making.
 Participation through Ownership: Another way to encourage the apprentice in taking part of
the decision making process is to make the working members as shareholders of the
organisation. By becoming the capital holder, the staff can be inspired and get their
involvement in decision making process.
 Participation through suggestion scheme: This is also a convenient way to motivate the
employees and making them feel that they are considered as the prominent part of the
company. In this element the working stiff can provide their suggestions and views.
 Participation through Job Enrichment: Expanding the job content and additional motivators
and rewards to the existing job profile is a better way to keep apprentice involved in
managerial decision making.
 Participation through complete control: This is called the self-management. In this
process the employee’s works in their own capacity. Through elected board, they acquire full
control of management.
Thus in above the various methods are described by which the work force can take part in the
managerial decision making. Every method is much convenient than another.
4.3
It is rightly said that the success and the failure of the organization of is completely
depended upon the employees of the company. The workers should always carry the cordial
relations with each other so that a proper work in the enterprise can be done. Nothing is
possible without trust. In the establishment working stiff can trust each other and work
accordingly. An Individual cannot take decisions alone employees can work together and help
each other. A human resource professional plays a key role in binding the working members in
a team. He or she can carry the activities to make co-workers, co-ordinate with each other, so
that all the labor of the venture can work together and can complete the task quickly on time.
The individual taking care of the HR activities plays a key role in involving all the employees
into something productive which would be useful for them to know each other. Work forces of
the organisation are so busy in their work that they do not get the time to interact with each
other, but a proper HR management can arrange such activities by which the operators can get

to know about each other and can make a healthy interactions. The HR plays a key role in
binding the staff members with each other and make them feel friendly. By this they can be
happy and can work with their best potential. Basically the HR can take care of the individual
worker and can create the healthy work environment. Employees can feel comfortable in
working such healthy environment, and perform better in their tasks. The growth of the entity is
depended on the labors, as they are considered as the key factors of the corporation. Their
comfort can be proven beneficial for the business also. The firm can enhance its turnover by
providing better HR conditions, and management.
Thus the HR has a great role in binding the attendants, and can increase the performance of
the venture also. HR can communicate with managers about the key responsibilities of the
working members to extract the best out of them and can avoid dissatisfaction later.
CONCLUSION
The above report has concluded that in any organisation employees are considered as the
key factors of the company. The establishment get very much affected by its co-workers and la
borer. Therefore a proper management of the working members is also an important part. The
enterprise can provide the better work conditions to its company persons, by this the apprentice
get inspired and will perform their duties in the best manner. Employee’s relation is a very wide
term, in the above mentioned report all the major factors which directly influence the operators
are discussed. The above report has explained about the ways by which an organisation can
make healthy employee relationship and can motivate them. The report has described about the
importance of worker relations and their involvement in managerial decision making process.
Thus the report is based on the terminology between employer and company persons. This is
the very vital and prominent part for the management team of the company.

REFERENCES
Books and Journals
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Rose, E., 2008. Employment Relations. Prentice Hall Financial Times.
Frege, C and Kelly J., 2013. Comparative Employment Relations in the Global Economy.
Routledge.
Williams, S and Smith D., 2010. Contemporary Employment Relations: A Critical
Introduction. OUP Oxford.
Mathew, S and Jones, R., 2013. "Toyotism and Brahminism: Employee relations
difficulties in establishing lean manufacturing in India". Employee Relations. 35(2). pp.200 – 221.
Mathew,S and Jones, R., 2012. "Satyagraha and employee relations: Lessons from
multinational automobile transplant in India" Employee Relations. 34 (5). pp.501 – 51.
Martinez, A and ea.tl., 2012. "Relationship between union strength and supervisor‐
subordinate power relations". Journal of Managerial Psychology. 27(2) pp.132 – 142.
Hansen , A, Byrne, Z, and Kiersch, C., 2014. "How interpersonal leadership relates to
employee engagement". Journal of Managerial Psychology. 29 (8). pp.953 – 972.
Simelane, X., 2008. "Textiles and employee relations in Swaziland". Employee Relations.
30( 4). pp.452 – 465.
Branine, M, ea.tl., 2008. "Employee relations in Algeria: a historical appraisal".Employee
Relations. 30(4), pp.404 – 421.
Ntalianis , F, Dyer, L and Vandenberghe, C., 2015. "Owner-employee relations in small
firms". Journal of Managerial Psychology. 30(7) pp.832 – 846.
Tallman, R and Bruning, N., 2008. "Relating employees' psychological contracts to their
personality". Journal of Managerial Psychology. 23(6). pp.688 – 712.
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satisfaction". International Journal of Manpower. 35(8). pp.1260 – 1275.
Waters, R, Bortree, D and Tindall, N., 2013. "Can public relations improve the workplace?
Measuring the impact of stewardship on the employer-employee relationship". Employee Relations
35 (6). pp.613 – 62.
Ntalianis, F, Dyer, L and Vandenberghe, C., 2015. "Owner-employee relations in small
firms". Journal of Managerial Psychology. 30 (7). pp.832 – 846.
DeVaro, J., 2014. "Employment Relations in the Shadow of Recession: The 2011 Workplace
Employment Relations Study: First Findings". Personnel Review. 43(3). pp.483 – 485.
He, Y and Cai, T., 2012. "The ethics of employment relations in China: a meta‐analysis".
Chinese Management Studies. 6 (2). pp.341 – 349.
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through the lens of psychological contracts". Employee Relations 33(5). pp.551 – 569.
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