Employee Relations Report: British Airways and Trade Unions

This report examines employee relations within British Airways, covering key concepts such as unitary and pluralistic frames of reference, the impact of trade unions, and the roles of various players in maintaining healthy workplace relationships. It delves into procedures for conflict resolution, including negotiation, mediation, and arbitration, highlighting their effectiveness. The report also analyzes the role of negotiation in collective bargaining and its impact on specific situations. Furthermore, it explores the influence of the EU on industrial democracy and methods for fostering employee participation in decision-making processes. Finally, it assesses the impact of human relations management on employee relations, providing a comprehensive overview of the subject.

EMPLOYEE
RELATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Concept of unitary and pluralistic frames of references...................................................1
1.2 Changes in trade union affect employee relationships.....................................................2
1.3 Role of main player in employee relations.......................................................................3
TASK 2............................................................................................................................................4
2.1 Procedures followed while dealing with different conflicts.............................................4
2.2 Key features of employee relationships...........................................................................5
2.3 Effectiveness of procedures used in conflicting situations...............................................6
TASK 3............................................................................................................................................7
3.1 Role of negotiation in collective bargaining....................................................................7
3.2 Impact of Negotiation Strategy on given situation...........................................................8
TASK 4............................................................................................................................................9
4.1 Influence of EU on Industrial democracy........................................................................9
4.2 Methods used to develop employee participation in decision making process................9
4.3 Impact of Human Relation management on employee relationship..............................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Employee relations relates to relationship between employers and employees in an
organisation and it inspires them to work for welfare of firms. It plays an important role in
industry as workers are encouraged to achieve desired goals and development of enterprise. To
increase productivity and effective reputation employer maintains good relations with their
employees. Creating positive environment at work places are helpful in achieving effective
employee relations (Ackers, 2011). British airways are leaders in providing airline services to
people around the globe. It is listed in London stock exchange and its main objective is to
provide valuable services to its clients. This report contains study about understanding employee
relations in changing backgrounds, nature of industry conflict and ways to solve them, process
for collective bargaining and negotiation and concept of employee participation and
involvement.
TASK 1
1.1 Concept of unitary and pluralistic frames of references
Employees relations can be understood in two different ways which are unitary and
pluralistic frame of reference. These approaches have different perception and thoughts
according to which employee relations can be managed in British Airways as to provide better
services to customers.
Unitary approach implies that power to take decisions in organisation is in hands of
single individual who is at the top management of British Airways. Employers who are at the top
most position have authorities to take decisions in critical situations. Leaders in cited firms have
responsibility of welfare of employees and promoting loyalty among group members. Team
working is effective in achieving goals and objectives of firms. Conflicts among staff members
occur due to different perception and mind set about various situations. Unitary perspective
believes that role played by trade unions are ineffective as they are not able to solve conflicts
which are taking place between staff members of British Airways. This conflict reduces
efficiency level of cited firms thus they are not able to manage their business operation in an
effective manner. This results in decrease in satisfaction of employees at work place (Armstrong,
Brown and Reilly, 2011).
Pluralistic approaches are based on different perception it believes that workplace consist
of different values, behaviour, attitudes and belief of workforce. Pluralistic approach determines
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that stability in employee relations can be achieved by performing discussion and agreement
between managers and staff members with assistance of collective bargaining process (D'Cruz
and Noronha, 2010). This approach is helpful for British Airways in determining trade unions are
beneficial for business activities or not.
1.2 Changes in trade union affect employee relationships
Modifications in trade unions directly affect employee relations. Trade unions are group
of employees with their leaders and they unite together for safeguarding and promoting interest
of workers like fair wages and salaries, healthy work environment and other benefits. Workers
are joining associations of trade unions so as to get fair wages and safety at workplaces. With the
help of trade union the employees and labours are able to take fare wages along with the proper
working hours. The company must follow the rules and regulations of the trade union which
helps it in order to retain or sustain at the workplace. In this, working hours and leave sanctions
are also involved which needs to be followed and implemented by the firms. Moreover, through
the respective union, the employees and workers are able to take their all the rights and salaries
appropriately. Basically four kinds of trade union are there which are stated below:
1. General Union: Under this non-skilled as well as unqualified labours are included
which belong from the different types of occupations and works. Moreover, any kind of
professionals and skilled employees are not to be involved here. Along with this,
sometimes semi-skilled type of labour also comes into consideration. Further, occupation
undertaken in this are such as snipers, drivers etc (Burns and Bush, 2010).
2. Industrial Union: In this level skills and qualifications of the employees are different
but belong from the only one industry like manufacturing, mining, services etc.
Moreover, in this case unions are made on the basis of industry rather than kind of
workers.
3. Craft Union: In the respective kind of union, there is qualified as well as skilled
employees are included up to the certain extent. Along with this, there is no matter that
workers belong with which kind of industry or market segment. Numbers of craft union
are in lesser or limited as compare to other mentioned trade unions.
4. While-Collar Union: Under the present stated trade union there are highly skilled,
talented and qualified employees are involved which are from the various kinds of
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sectors. The professionals which taken into account in this is like teachers, doctors,
scientist, lawyers, official employees etc.
Alteration in trade unions are taking place due to various macro environmental factors
which are discussed below:
Legal and political aspect: Implementation of new rules and regulations directly affect
the characteristic which are linked with employee relations in British Airways in an effectual
way. Policies of government which states that providing equal opportunities to all workers who
are employed by firms and are involved in business operations. This situation creates conflicts
between trade unions and employers of cited organisation. The main reason for this conflict is,
when company does not follow laws that are designed by regulatory authorities. Profits and sales
of British Airways are directly affected by these conflicts (Burchill, 2014).
Technological aspect: When a firm adopts to technological changes at workplace it
results in decrease in demands for workers. British Airways are following plans and procedures
that are linked with retrenchment of employees. In these situations trade unions are playing role
of protectors and assist employees that are working for firm from retrenchment policies. This
situation hinders relations between unions and British Airways. Workers in turn go for strikes,
and lockout which affects profitability and sales of firm.
1.3 Role of main player in employee relations
To maintain healthy relations at workplace requires collective efforts of all members of
organisation and this cannot be achieved by efforts of single individual. Different individuals are
identified at work places that plays an important role in maintaining employee relations.
Dominant players in industries are:Managers: They are helpful in building strong and effective
relationship between employers and workers of British Airways. Managers are responsible for
providing safe and healthy work environment to employees so that they can work effectively.
Further they can achieve business goals and objectives properly and adequately. Managing issues
when arising between workers and them within of British Airways then disputes and conflicts
will take place.
Overall performances can be increased by healthy competition. It is responsibility
of managers to motivate employees to work effectively with help of different tools and
techniques that are used for motivating employees. These activities are helpful in
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building strong relations between employers and employees of firms. This is helpful for
British Airways to achieve designed objectives and targeted goals. Managers play role of
negotiator and they discuss problems with staff members. Higher authorities at top levels
are providing effective solutions to deal with critical situations such as lockout and
strikes (Dasgupta, Suar and Singh, 2012).
Government agencies: Various laws and regulations are designed by government
authorities whom British Airways had to follow at work place. Various acts are involved which
includes child labour act, wages and compensation act, changes in health and safety at
workplace. It plays major role in the process of employee relations because it supports to resolve
conflicts and reduces the chances of dispute arousal. The policies which are designed by
government are helpful in making healthy relations between employers and employees of cited
firm. It is thus beneficial in increasing commitment of employees towards business goals and
objectives.
Workers: They are responsible for caring out task which are assigned to them by
employers in an effective manner. They should follow rules and regulations which are developed
by British Airways. In case, the employees donot listen to the employers or leaders in proper
manner and without consulting them allotted task are started, then chances of conflicts may
increase. Participation of workers in different activities which are organised by Managers,Staff
members help them raise their voice against injustice which are faced by them. These measures
are helpful in developing healthy relations at workplaces.
TASK 2
2.1 Procedures followed while dealing with different conflicts
Different plans are designed by British Airways which are helpful in dealing with
different conflicts such as strikes, lockouts and collective disputes. These are common conflicts
which occur at business (Delbridge, Hauptmeier and Sengupta, 2011). Collective disputes takes
place because of presence of various aspects like ineffective environment of work place, changes
in rules and policies of employment etc. are ineffective and differentiation in distributing works
to employees. In these situations employees raise their voices against managers and this leads to
conflicts at cited firms.
Conflicts can take place when management of cited firm assign simple tasks to its female
employees. This situation give rise to disputes between workers. To solve this issue management
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had to adopt various measures by which problems can be solved easily and effectively.
Discussions are carried out within business place, solutions are gathered and entire discussion is
referred to responsible authorities of Human resource department. Time frames are designed and
allotted to HR managers to take actions for any conflicts which can arise within the firm. When
designed time frames are achieved disputes are passed to dispute committee which are designed
by management. This process is helpful in resolving disputes arising at British Airways (Feagin
and Feagin, 2011).
Strikes can be conducted by employees within business organisations. This occurs when
activities are carried out against wish of workers and they are not ready to perform any business
operation. For instance when management has introduced fixed working hours and workers had
to do extra work without any additional benefits like incentives. This situation leads to conflicts
at work places and management had to adopt ways like collective bargaining in order to resolve
these conflicts.
Apart from the above discussed and mentioned procedures of conflict resolution, others
are also addressed by the authority party which are like negotiation, mediation and arbitration.
Majority of the firms use and adopt the negotiation process as having the characteristics of easy
and proper. Under this, the voluntary party is involved for resolving the conflicts and disputes
arisen at the workplace of British Airways (Strategy for Effective Employee Relations, 2010).
Moreover, it is an inexpensive process where very less amount or negligible charges are paidby
the company. Along with this, agreements of the negotiation can or cannot be enforceable by the
laws and legislations. When talking about the structure then it is informal as well as unstructured
in its nature.
2.2 Key features of employee relationships
Conflicting situations arises due to collective disputes within businesses. Disputes
between males and females are taking place due to ineffective distribution of works within work
places. This creates negative environment at British Airways and affects sales and profitability.
Characteristic of employee relations are discussed below:
 Hindering relationship of male and female staff at work place: Collective disputes can
affect relations of male and female workers who are employed in British Airways. This
arises because male employees are raising their voice against injustice. Male workers are
complaining that there is unequal distribution of work and this results in negative
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relationship between male and female staff (Ackers, 2014). This results in decrease in
productivity as employees will not be able to carry out their work effectively. Customers
of company will not be satisfied as services will not be provided to them in an effective
manner.
 Dissatisfied with Entity: It is another characteristic of employee relations in conflicting
situations. Workers will be dissatisfied if managers are not taking appropriate steps in
context with inequality in work distribution. This situation can be procured if
management takes appropriate actions in this context. Arbitrators are important players
who can solve these problems considering requirement of all the parties.
 Main and basic feature of the effectual relation between employees and employers is to
maintain the harmonious relationship among labour or workers as well as management of
the company. Through this, goals and objectives of the firm are to be discussed and
communicated in the highly proper way. Further, it will be sign of meet with the purpose
and intentions of the entity within industry (Gupta and Kumar, 2012).
 Along with this, it is a one kind of dynamic as well as developing concept which plays
high role at the workplace of the enterprise. In this, relation changes and fluctuates
according to the situation as it has not the nature of static approach. With the help of this
particular feature, the management able to meet with the intentions and objectives in
adequate manner.
2.3 Effectiveness of procedures used in conflicting situations
Effectiveness of plans and procedures used by British airways are measured by collective
disputes which arises in conflicting situations. Company can take guidance and helps from
disputing comity for handling complaints. Discussions are held between employers and
employees at work place. This step is helpful in solving problems of employees as there is face
to face interaction with managers. They can share their problems like ineffective work
allocations with managers. They can ask the main reason for inequality in work distribution
when they are paid equally. Workers can also be satisfied if managers provide satisfactory
answers to employees about different in work process between male and female employees. If
workers does not agree with the reason than they will address their problems to HR executives or
directors of cited firm (Godard, 2014). Collective bargaining in one of the highly appropriate
method and widely used by the businesses for resolving employee disputes. Along with such all
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the mentioned effectiveness, it is beneficial for the British Airways in terms of costing as well. If
it go for making solution of conflicts up to the court and legal procedures then it will charge
higher amount as compare to the adopted. Under the collective bargaining or negotiation, there is
a third party who analyse about the case and the come at the decision point. Moreover, this party
takes very fewer fees and charges from the British Airways which lead to reduce expense burden
on it.
This process is appropriate if conflicts can be solved easily and creates positive impact on
business environment. Times frames which are designed for resolving conflicts i.e 6 days are of
shorter durations in order to take effective decisions. Ineffective can also occur of dispute
handling process, At last stage collective disputes that takes place within firm will be addressed
by staff members to conflicts handling committee. Committee are composed of effective people
who have capabilities to reach at desired solutions for problems. On the above basis we can say
that plans adopted by British Airways are effective in resolving conflicts that arises at work
place.
TASK 3
3.1 Role of negotiation in collective bargaining
Collective bargaining is defined as the process where group of people carry out activities
to negotiate terms and conditions of employment at workplace. It is helpful in providing healthy
relations between managers and employees at British Airways (Greenwood and Freeman, 2011).
This process is also helpful as it provides opportunities to employees to present their thoughts in
front of higher authorities. Thus, collective bargaining is known as most effective process as it
helps in solving conflicts with proper decisions.
Negotiations are helpful in reaching effective conclusion: Representatives of workers and
employers within company negotiate with one another in relation to issues which are faced by
them at British Airways. Process of negotiations is helpful in providing healthy relations as
formal decisions are carried out by employees within the organisation. Thus, it is helpful in
finding appropriate solutions to problems which are effective in settling disputes. Along with
this, with the help of negotiation procedures at the workplace different kinds of disputes and
problems can be resolved in appropriate manner. Due to this, relationships among employers and
organisation’s members will establish up to the better level (Keegan and Francis, 2010). Further,
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employees will be involved in the company which is the signal of promoting democracy within
industry and workplaces.
Negotiation is helpful in increasing efficiency of collective Bargaining: It is helpful in
solving disputes which takes place at workplace between workers and employees in British
Airways. Negotiation process is helpful in solving problems easily and reach at appropriate
solutions which are effective in decision making process. Decisions can be carried out with male
workers about unequal work distributions. It helps in improving overall performances of
employees by reaching at specific decisions. This is also helpful for employers as they will
support in providing effective customer services to their target markets. All the above facts
reveals that negotiation process is helpful in increasing efficiency of collective bargaining at
British Airways (Kazlauskaite, Buciuniene and Turauskas, 2011).
3.2 Impact of Negotiation Strategy on given situation
The impact of negotiations is on collective disputes of British Airways. Negotiations are
techniques to manage conflicting situations wthinBritish Airways. Various strategies are adopted
which are helpful in analysing the situations and finding appropriate solutions. Various tasks are
considered like smoothing, compromising and forcing. In compromising managers does not take
part in solving issues which are faced by employees at work places. Individuals had to make
compromise with their targeted goals and objectives. In case of collective dispute higher
authorities adopts collective bargaining and it decreases in motivation of employees and
efficiency of firms. If company compromises with motivation level of male workers they their
efficiency will be decreased and they will work effectively to achieve business goals. In this
strategy higher authorities give importance to personal goals of individuals rather than achieving
business goals. If this strategy is used by cited firm than it will create negative environment
within business (Keegan and Francis, 2010). It will be a difficult task for firms to retain its loyal
and valuable employees as male members are demotivated by unequal work distribution between
male and female workers. Thus, it can be concluded that smoothing strategies are helpful for
business as they will give importance to views of their employees in resolving conflicts. This in
turn will help in increasing motivation of male workers. Win-win situations are helpful for
business as it helps in selecting effective plan of action which are helpful in negotiating process.
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TASK 4
4.1 Influence of EU on Industrial democracy
Industrial democracy is a system where workers are given right to participate in decision
making process and have authority to take important decisions at British Airways. European
unions have greatly impacted industrial democracy as workers are given dominant role in
decision making process. This reflects that industrial democracy must be adopted by the
company to compromise with prescribed guidance. If these conditions are not followed by firms
than it leads to strikes, lockouts by workers and affects work efficiency (Poole, 2013).
Cultural differences have also affected industrial democracy. Example: If any firms is
operating its business at multinational level than it will not consider its employees to take part in
decision making process of cited firm. Business had to follow rules and regulations if they had to
work with European union. If these plans which are made not followed then the company will
not able to carry out its business operations in an effective manner. The concept of partnership
business had developed in industrial democracy. It states that relationships are made between
union and managers so as to achieve common goals which are designed for business. This
implies that European union had directly affected industrial democracy.
With the help of European Union legislations and rules help to the employees of the UK
firms in order to encourage them for taking several kinds of decisions. Further, if the employees
are able to involved under the decision making procedures in proper ways then it will be said that
companyused the industrial democracy. Further, burden of the management will be reduce and
skills of the workers will be impove up to the higher level. (Hassink, Klaerding and Marques,
2014. Further, as the uindutrial democracy involved under the workplace then the employees feel
that they are also key and significant part of the company. As they are involved by the firm in
several processes then decision making skills as well as leadership attributes of employees
increas up to the higher level in positive manner.
4.2 Methods used to develop employee participation in decision making process
Different methods are used which are helpful in encouraging employees to take part in
different decision making processes. Various methods includes attitudes surveys, consultation
and suggestion schemes. Consultation is most common and appropriate technique which is used
by firms which is helpful for employees as it encourages them to participate in decision making
process. Managers give opportunities to their workers to present their thoughts which are helpful
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in decision process as to improve overall performances (Watson, 2010). It results in motivation
of employees.
Attitude surveys are methods which are used by employers of British Airways to
encourage participation of employees in matters of company and present their thoughts on
specific issues. It considers job evaluation and performance evaluation tools and techniques.
After analysing perception of employees company can make changes in its existing plans
and policies. Suggestions are helpful in increasing motivation level of workers. Decision making
processes are helpful as it encourages workers to present their difficulties in front of top
managers. It is thus helpful for British Airways to carry out its business operations in an effective
manner. These methods develop a platform where workers and employees can interact and solve
their problems thus building positive relations and healthy work environment (Biswas and
Varma, 2011).
4.3 Impact of Human Relation management on employee relationship
Human relations directly impact employee relations and workers who are working for
welfare of firms can be retained easily. Plans and procedures which are developed by Human
relations of cited firms are helpful in improving relations between employers and employees. If
good working environment is provided to employees by HR department than relations can be
strengthened. This will help in increasing morale of employees and retaining them for long term
at work place. This can be achieved by adopting personal cultures at firms. This is helpful in
considering cultural aspects of people and their views are given importance and it leads to
motivation of employees. This results in establishing positive relations between employers and
employees at British Airways (What is Employee Relations?. 2017).
HR department can increase overall performances of firms by following pluralist
perspective. This approach focuses on considering unions members within organisation for
decision making process. If firms are dependent on different perspective like Unitarian then
suitable relations are developed and are maintained by enterprises. HR mangers can take various
measures which are helpful in motivating employees, which creates positive relations and
encourages true friendship between employers and workers of firms. Brand image of the firm
can be improved if it operates in an effective manner which are helpful in achieving goals and
objectives of firms.
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CONCLUSION
From the above report it can be concluded that, it is very important to maintain good
employee relations in order to increase productivity of firms. At the working environment when
relations between employers and subordinates will be effectual and when the objectives and
strategies are communicated in proper ways which helps them to meet with deadlines.
Operations of business can be carried out effectively if effective relations are made. It is helpful
in achieving strategic goals and objectives of British Airways. Cited firms can provide effective
customer services which are helpful in retaining employees for long time and increasing
profitability. Human relations are helpful in strengthening good employee relations and
motivating them to achieve business goals. Along with this, it can be concluded that, collective
bargaining and negotiations both are the very helpful processes in order to resolve disputes and
conflicts arisen in British Airways organisation.
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