Employee Relations in Changing Global Scenario : Report
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Added on 2020-01-15
Employee Relations in Changing Global Scenario : Report
Added on 2020-01-15
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EMPLOYEERELATION
TABLE OF CONTENTSIntroduction......................................................................................................................................3Task 1...............................................................................................................................................31.1 Unitary and pluralistic frames of references..........................................................................31.2 Changes in trade unionism affecting employee relations ....................................................41.3 Role of main players in the employee relations.....................................................................5Task 2...............................................................................................................................................62.1 Different procedures for dealing with conflicts in the organization......................................62.2 Defining the key features of employee relations in conflict situation...................................72.3 Evaluate the effectiveness of procedures used in a conflict situation....................................8TASK3.............................................................................................................................................93.1 Explain the role of negotiation in collective bargaining........................................................93.2Assessment of the impact of negotiation strategy for situation ...........................................10TASK4...........................................................................................................................................114.1Impact of EU on industrial democracy in UK......................................................................114.2 Compare the method used to gain the worker involvement and participation in decisionmaking process...........................................................................................................................124.3 The impact of HR on the employee relation practices.........................................................13CONCLUSION..............................................................................................................................14REFERENCES..............................................................................................................................152
INTRODUCTIONEmployee relations refer to the efforts undertaken by the company to manage therelationship between the employers and the workers. Organizations need to maintain good staffrelations, which provide fair and consistent treatment to every individual to become efficient.Employee relation programs help to prevent problems arising at the workplace. It mainlyincludes factors regarding industrial, employment relations, trade unions, conflict and mediationetc. Marriott hotel is one of the most recognized names in the industry. It uses innovativeapproach to products, amenities and services, which makes it the most effective company acrossthe world (Chen and et.al., 2014). The hotel chain is stylish and is involved in strategic planningto become the global leader of the hospitality sector. The present report will develop anunderstanding about employee relations in the changing global scenario. It will also include thenature of industrial conflicts and its resolution. In addition, the study will create an insight aboutthe collective bargaining and the negotiation process (Dubrin, 2015). The concept of employeeparticipation and their involvement in the company will also be discussed in the report.TASK 11.1 Unitary and pluralistic frames of referencesOrganization is just an entity which includes the stakeholder like owners, employees,suppliers, consumers etc. the relations between the employees, employers and the organization isimportant for the efficient functioning of the organization. With the good relations everystakeholder can enjoy the benefits in the organization (Farok and Garcia, 2015).Unitary frame of referenceUnitary frame refers to the way of thinking, mindset of values, assumptions, practices etc.for the management. This reference is mainly based on the statement that for achieving success,employees from any organization, irrespective of their different roles, should share the samegoals, objectives and the values (Fullan, 2014). This perspective defines the implementation ofthe mission statements and measures the success by the actual achievements of the set objectives.In this frame, the workers are considered as to be loyal. The management should focus on singlething or on its loyalty. Pluralistic perspective3
In thePluralistic perspective, the organization divides the firm into powerful anddifferent sub-groups (Fuller‐Love, 2006). Each groups have their own legal loyalties and alsowith its own objectives and leaders. The two main sub-groups of pluralistic perspective are themanagement and the trade unions. The former will lean less towards the enforcing andcontrolling rather it would focus towards influence and coordination. Latter are deemed to be aslegal representatives of employees. The conflict in the company could be the result of collectivebargaining and is not always the bad thing. If the conflict is managed properly and at right time,this could lead towards the evolution and with positive change (Goetsch and Davis, 2014).Marriott has adopted unitary frame of reference in their organization. This helps toincrease the effectiveness of employees in the organization as in this every person at all levelsare treated same. The goals and objectives are also clearly defined to everyone as they sharesame in all the organizations. This makes the employees loyal to the hotel (Landsberg, 2015).1.2 Changes in trade unionism affecting employee relations Trade unions were established in the 18th century in Britain. This union was the result ofexpansion of industrial growth, increasing women participation and the child labor. As thewomen and the child labor were the employees at the production level, they faced several issuesin the working. Thisincludes long working hours, risky working environment and theapplication of labor rights. To overcome with these, people started forming trade unions. Inthese, all the employees asked the employers about their rights in the organization and it cameunder the bargaining and negotiating with them to end up with the mutual benefits (Lussier andAchua, 2015). Changes in the trade unionism have a great affect on the employee relations. As with therapid globalization and regular economic and business perspective, the demand for the tradeunions is increasing day by day. The power of collective bargaining within the trade unions hasshowed a drastic change in the employee relations. Earlier there were no set rights for theemployees because of which they were exploited by the employers. But with the formation oftrade unions the rights and duties were clearly defined. Equal wages were given to the same levelemployees, workings hours became fixed, everyone was treated equally irrespective of anydiscrimination; this created uniformity in the organization. The trade unions helped in creating4
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