Employee Relations Report: Dispute Procedures at Marks & Spencer

This report provides an in-depth analysis of employee relations within Marks & Spencer, a retail business. It begins by exploring unitary, pluralistic, and radical frames of reference, discussing how these perspectives influence workplace dynamics. The report then examines the impact of changes in trade unionism on employee relations, highlighting the role of key players such as managers, employees, and the government. The core of the report focuses on conflict resolution, outlining the procedures Marks & Spencer should follow when dealing with disputes and analyzing the features of employee relations in a selected conflict situation. It also delves into the role of negotiation in collective bargaining and the influence of the EU on industrial democracy in the UK. Furthermore, the report discusses methods used to gain employee participation and involvement in decision-making processes and assesses the effect of human resource management on employee relations, providing a comprehensive overview of the subject.

Employee Relations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and pluralistic frames of reference......................................................................1
1.2 Changes in trade unionism have affected employee relations..........................................2
1.3 Role of main players in employee relations.....................................................................3
TASK 2............................................................................................................................................5
2.1 Procedures Marks & Spencer firm should follow when dealing with different dispute
situations.................................................................................................................................5
2.2 Features of employee relations in a selected conflict situation........................................6
2.3 Effectiveness of procedures used in a selected conflict situation.....................................6
TASK 3............................................................................................................................................7
3.1 Role of negotiation in collective Bargaining....................................................................7
3.2 Impact of negotiation strategy..........................................................................................8
TASK 4............................................................................................................................................9
4.1 Influence of the EU on industrial democracy in the UK..................................................9
4.2 Methods used to gain employee participation and involvement in decision making process
..............................................................................................................................................10
4.3 Effect of human resource management on employee relations......................................10
CONCLUSION..............................................................................................................................11
REFERENCES .............................................................................................................................12

INTRODUCTION
Employee relations refers to the crucial factor in a company that is important to be
maintained for gaining effective performance and making improvement in interaction between
individuals at workplace. The manager and also staff members should maintain harmonious and
healthy relationship in company in order to increase the profit level. Marks & Spencer is a retail
business firm that deals in many grocery products, clothing, books, electronic items, etc. In the
present report, unitary and pluralistic frames of reference will be discussed with assessing impact
of changes in trade unionism on employee relations (Avey and et.al., 2010). At the time of
dealing with the dispute situation, this organisation uses a particular procedure to resolve the
conflict. Main role of negotiation in collective bargaining is going to be discussed in this report
as well. Further, comparison of some methods which are used to gain the participation of staff
members and their involvement in the process of decision making in company will be studied
here.
TASK 1
1.1 Unitary and pluralistic frames of reference
Conflicts occur from the misunderstanding among staff members and also managers who
directly put their impact on the relationship of workers and managers. It affect the performance
level of company. If the relationship among employer and employees will be better, then it will
be helpful in developing a positive working environment at workplace. From this, the chances of
conflict will be reduced and people will work together for achieving the goals and objectives of
company. In Marks & Spencer, there are many employees working and the manager of this
company always motivate its employees to work together. In this, different types of frames of
references are given below as above:
Unitary perspective- It refers to the staff members and also, the understanding of
company as a family to its team members (Dreyer, Hauschild and Schierbeck, 2010). It means
the way of thinking, values, assumed perception and the attitude related with the membership of
company and also the management. This kind of frame of reference is based on a statement in
context of accomplishing the success, values, objectives and also, goals. This kind of perspective
searches an expression by the execution of vision and mission statements and also, determining
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success by the actual achievement of decided goals and objectives. In this, employees are loyal
towards the company.
Pluralistic frame of reference- In this kind of perspective, Marks & Spencer perceives as
most powerful groups and also various sub groups of people. All these groups are very loyal
towards company and set their own goals as well as leaders. In this frame of reference, there are
two sub groups included and these are trade unions as well as the management (Frone and
Trinidad, 2012). Under this, the main role of management is to control and make coordination
among employees. On the other hand, trade union works as the legal representative of workers
and resolve conflicts through collective bargaining.
Radical frame of reference- It refers to make some change in doing the any new work and
also use the different way of doing activities and also work. This approach is also known as the
Marxist approach.
1.2 Changes in trade unionism have affected employee relations
Change in trade union directly impacted on the conditions of both employees as well as
employers. Trade union was formed for the betterment of workers. It fights from the side of
workers regarding their interest, fair wages, working hours, etc. Basically, main aim of
developing the trade union is for better and good trading system in all over the world along with
rising staff members and situations of workers in a company. After emerging the trade union,
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Illustration 1: Industrial Relation Approaches
(Source: Approaches to Industrial Relations, 2017)

large number of workers are seen in trade union. It is very helpful in giving the increased
policies of wages for staff members of company and attract the many socialist.
Basically, the trade union came into existence in May, 1824. In the year 2005, large
number of people joined the trade union. But in the year 2006, there is a diminish regards to the
7.43 million of people on the basis of Certification Officer of Annual Report (Kim and Rhee,
2011). The major reason behind this diminishing is that the workers in trade union was in the
conditions and also regulations of employment, affect of legislation etc.
Most of the business firms did not extra pay of over timing work and at that time it was
the main challenge for company. In context of this, a legal representative of trade union helped
the workers and provided extra wages of their work. The employees in business firms have been
employed and also not recognised in a properly and effectively before the formulation of trade
union. But the high class of people use the tactic for the exploitation of these all workers. But in
order to this , trade union decide to work for the betterment of workers. The main purpose behind
formulation of trade union is to rising the working as well as living condition of the employees,
protecting their interest sand also rights. The trade union is a small group with the big aim. It also
hire the people from the company. The aim of trade union is providing and managing better as
well as harmonious relations in between employer and workers for the purpose of developing
healthy relationship among both of them with developing a healthy working environment.
1.3 Role of main players in employee relations
Government, employer and also employees are the main players which play an important
role in employee relations. Other than this, in Marks & Spencer, there are some other people who
work on maintaining strong and harmonious relationship among employer and workers
(Newsom, Turk and Kruckeberg, 2012). For developing and maintaining a harmonious
relationship, the top management motivates people to work together without arising any kind of
conflict. It will be beneficial for company and helpful in increasing the profitability as well as
productivity of business. The role of three players are given below as above:
Managers- In context to developing and also maintaining the good employee relation,
manager motivates them and also increasing their working abilities and their performance level.
In Marks & Spencer company, the major role of the manager is to work on cresting the healthy
and also harmonious relationship in between the employees. From this the conflict among them
will be less and it will also be beneficial for the business productivity. It is necessary for
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manager is to provide the healthy and safe working environment to staff members and also give
them instructions bout the new machineries and technology. From this they can operate them
properly and the the risk of accidents will be less. In context to this, the manager of this company
conducts the training programme for increasing the various skills, capabilities of workers.
Illustration 2: Main players in employee relation
(Source: What is The Role of Industrial Relations?,
2017)
Employees- The staff members do the business activities by contributing their skills and
also abilities. The employees works on achieving the common gaols and also objective of
company (Reb, Narayanan and Chaturvedi, 2014). In Marks & Spencer business company, it is
necessary for workers to work ion the basis of company policies and also plans in a proper and
also in a systematic manner. With the help of this the healthy and also harmonious working
relationship will be maintain among the employees.
Government- For making the good employee relation, government gives its contribution.
The main role of government is to make the rules and policies under which company can easily
work. It also makes some acts which Marks & Spencer business firm use and apply at the; work
place. In the acts includes health and safety act, employment act, discrimination etc. These all
are very beneficial for the company and also helpful in maintaining the harmonious relationship
among the company and its employees.
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TASK 2
2.1 Procedures Marks & Spencer firm should follow when dealing with different dispute
situations
The relationship among the workers and also managers is very crucial and a necessary
component in Marks & Spencer business organisation (Saleh, Zulkifli and Muhamad, 2010). The
relationship among the staff member and also the employer shows the effectiveness and also
efficiency of business. If their relationship will be good, then it will be beneficial for the
development and also productivity of the company. The workers of this organisation are
employed at the specific and also fixed prices and it is the duty of manager is to allot the
activities and also tasks accordingly. The success of company is depend on the good employee
relation because the employees are the necessary part of company. It is important for staff
members to keep the attitude and also behaviour towards the work should be positive. It develops
the positive impact on the business. There is a particular procedure which this company uses:
Understanding issues or problems- At the workplace, conflict can be arise at any time
in between the employees and company. From this the business is affected more and at a large
scale. Son in addition to this, it is necessary for the management is to work understand the reason
behind the conflict and also try to solve them out.
Gathering relevant data- Company can gathered the data from the many different
sources in context to determining the issues of employees in a very effective way (McClean and
Collins, 2011). The manager can not take any kind of decision with an information about their
problems. So in this case it should be necessary to collect the information about the conflict.
Determining the data- After collect of data from the relevant sources, it is important for
manager is to evaluate that data to solving their problems in an effective and proper manner.
Making the imperative steps- Under this, manager has to take some necessary steps in
context to solving out their conflict. There is a requirement to management to take only those
steps which have the time limit if in case the time limit crosses then the problems will be
increased and also can not be solved through employer.
Execute the changes- These all kinds of changes can make the solution of their problems
in an organisation. It is necessary that the changes many not be create any kind of conflict and
any kind of harm at the workplace (Morris, 2012). It is important that the changes should be
applied according to the interest of both the conflict parties.
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2.2 Features of employee relations in a selected conflict situation
An employee relation is necessary for the effective and proper working at the workplace.
If company wants top make the business successful, then it is necessary to maintaining the good
industrial relation. An industrial relation can be properly maintained through developing the
healthy and also safe working environment and also be minimize the conflict at workplace.
There are some features related to the employee relation sin the particular situation given below
as above:
Cooperation and also conflicts- The Dispute is a contract that enhances the level of
dissatisfaction between the employees in an organisation. Some times, the staff members are not
happy and satisfy from the developing and also changing in the existing working environment
and company. But the government and other employees are not satisfied from the changes. But it
is necessaries for the manager is to agree the employees about accept the changes with the
cooperation.
Communication- The clear and effective communication among the workers and also
management should be necessary. From this the chances of doubts and also misunderstanding
will be minimized. All the suggestion sand also feedbacks are required to gathered in context to
determine the reason of dispute (Mowday, Porter and Steers, 2013). It is important for manager
is to share all the business updates to employees with the clear and also transparent interaction.
Trust- It is necessary that for making the good employee relation, there should be trust
among the employer and employees. From this the dispute will be reduced and all are work
properly.
Mediation- It is an approach which should be necessary for resolving the dispute in an
effective and proper manner. The manager should be conduct a meeting by inviting the trade
union for the purpose of resolving the confit at workspace. In the process of meeting, all the
parties give their vies and also opinion in context to clear their matter. After finishing the
discuss, all parties should be compromise and also reach to a particular point which should be
positive.
2.3 Effectiveness of procedures used in a selected conflict situation
The procedure which is used for the purpose of resolving the dispute is a negotiation
which is not pretty much effective because it can give the satisfaction to the staff members. This
kind of procedure consists some of the unified steps which ca be harmful and also risky to the
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staff members. From this, after getting the solution of issue, employees are not fully satisfied.
So, in this context a formal procedure in a company is very effective and workable in order to
solve dispute among the staff members and also employer (Syed and Ali, 2010). The trade union
is establish for the purpose of increasing the satisfaction level of staff members and also protect
their rights.
An un- cooperation among the conflict parties are parties are high which is failure in
context to accomplishing the target of company. The various kinds of organisations used the
different kinds of approaches and a procedure in context to solving out disputes. The conflict
management refers to a process of resolving any kind of problems and also dispute to
maintaining the good employee relation. In the working environment, the conflict management is
necessary to giving the high effectiveness and also efficiency of proper arrangement of company.
TASK 3
3.1 Role of negotiation in collective Bargaining
Collective bargaining refers to a procedure which is related to the negotiating of salary
cost and also wages among the employer and also staff members of company. The main motive
of collective bargaining is to giving the advantages to the collective agreement of employment
related parties in the specific discussion which is related to the wages, working conditions, salary
and also the working hours (Al-Waqfi and Forstenlechner, 2010). It gives the decisions with are
done by the mutual agreement, it is helpful in minimising the dispute and also rising the
industrial relations at the work place in Marks & Spencer business firm.
The collective bargaining is very helpful to gain the level of satisfaction of all dispute
parties and assure the healthy and also rising the relation of staff members and also employer in
company to increase the advantage to business. It regards the issues related to the issues or
problems and also make the solution of those problems in an effective and also in a best possible
manner. In the decision making process, the trade union and also management both are involved
for making the effective decisions which are in the favour of company and also workers. A
negotiation causes the negative along with the positive impact on the disputes situation as a
negotiation may not in both the parties. The main advantage of the negotiation is that it helps in
solving the problems and also issues in an efficient manner through including all the interest of
conflict parties.
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3.2 Impact of negotiation strategy
The negotiation related strategy which are adopted through both the conflict parties
affected a company in order to provide the advantage to both parties and work on improving
their relations by eliminating the dispute (Bach and Kessler, 2011). There are different types of
negotiation related strategies which are helpful in resolving the issues and conflict among the
two parties. The negotiation is very helpful in context to developing the better and also good
chances of working environment at the workplace. It is necessary for both the parties is to try to
resolve the problems and also issues among them selves. The various kinds of effective strategies
related to the negotiation process mentions below as above:
Competitive strategy- It is that kind of strategy which is regarded as the process of
tendering here the request related to the tendering is being forwarded to the both conflict parties.
After finishing the negotiation process with the help of the authority with all qualified and
specialised bidders and among all these chose only on which can provide the maximum value.
This kind of strategy is not much useful in the situation of conflict in Marks &Spencer business
organisation. In addition to this, management of this firm decreasing the jobs in regards to
increasing the business units which can develop the dispute.
Cooperative strategy – In the process of negotiation, the Marks & Spencer used this kind
of strategy where the cooperation degree is very high among the both the conflict parties. For the
purpose of settle down dispute situation, the management of Marks & Spencer uses this strategy.
It works as a very ideal strategy in the dispute condition which is observed by the Marks &
Spencer business organisation (McCarthy, Reeves and Turner, 2010). In order to resolving the
conflict, the corporate among both the conflict parties should be necessary. For the process of
negotiation, collective strategies enables for the purpose of sharing information about from the
starting point to the ending point. The management of this company resolve the conflict by
doing the focus on the win- win kind of situation which can be noticed through the cooperative
related strategy. The cooperate among the management and also trade union of Marks &
Spencer solve the big dispute in an effective and also a proper manner.
Accommodative strategy- This strategy is very helpful for management for resolving the
problems of any kind of dispute. It is the duty of Human Recourse manager is to make the
effective and also satisfactory solution of the problems and staff members it is very helpful in
increasing their motivation level.
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TASK 4
4.1 Influence of the EU on industrial democracy in the UK
Under this, some of the necessary points are included:
Industrial democracy- It expresses that the staff members are regarded as the partners of
the business firm an d also maximising their empowerment in addition to take the effective and
satisfactory decisions (Osman-Gani, Hashim and Ismail, 2013). The suggestions, opinions, work
related committees and also the council of joint management are the best methods or ways which
are included in the industrial democracy. It is necessary to the management is to include the legal
representation of the workers in the process of decision making in an organisation.
Co- ordination practice- This method is considered as the most effective method. Under
this involves structure as well as the work council that includes the two different levels one is
supervisory and also other one is the administrative. It is basically related to the rights of staff
members from which they can give their participation in the management related affairs in an
organisation. In this kind of practice, an interest of managers and also staff members will be
protected.
European Work Councils- These are bodies that express the staff members of company.
This council body consults with management of Marks & Spencer related to the decisions of
business that can impact on the European working conditions.
Information and also Consultation Directive- This gives the rights to focus on the
working of staff members and also some of the operating organisation in European Union. This
kind of directive was impacted from 2005 year (Van Buren III and Greenwood, 2011). The
information and consultation consists the framework of employment, process of taking an
appointment from manager, economic condition etc. An European Union mechanism have
formulated an atmosphere of the involvement as well as the cooperation which can maximise the
profitability and development of company. It will be helpful in increasing the motivational level
of staff members. From this the relationship among the employees and manager will be
harmonious.
Treaty on EU- It was signed at the Maastricht and it also affected from 1993 year. The
main purpose of this treaty is to rising and also increasing the efficiency of European Union and
also focus on the policies of security and many more. This treaty was developed by the EU.
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4.2 Methods used to gain employee participation and involvement in decision making process
Some of the effective methods are mention below which are very helpful in involving the
employees in decision making process and also gaining the participation of employees:
Participation of staff- Under this the staff members are share their thoughts and also
their view points in the process of decision making of Marks & Spencer (Mathew and Jones,
2012). It is the effective and best motivational tool which is applied through the management of
this company in order to increasing the level of satisfaction of employees at the workplace. This
tool is applied through management for enhancing the development and profit level of company.
Representative participation- It is one of the effective method where the trade union
representatives, managers and also employees use to discuss on the particular issues. In this all
people give their issues and suggestions by forming the cooperation.
Attitude survey- It is a useful tool and technique in the method of involvement where
the staff members can provide their suggestions related to the job evaluation procedure, tools
ODF performance measurement etc.
Quality circle- This method is applied at the workplace where management of Marks &
Spencer get a thought regarding the problems from the approach of top to down with developing
the groups.
4.3 Effect of human resource management on employee relations
Human resource management works for the welfare of the company in context to
achieving the organisational goals and also objectives in a given period of time. The impact of
human resource management on the company or on employee relation can be negative and also
can be positive (Rodriguez and Mearns, 2012). The main role of human resource management is
to hiring, selection, performance appraisal, motivation and also the training and development. In
addition to maintaining the productivity and improving the good employee relation the more
focus of company is on the involvement, communitarian, flexibility, quality etc. It is necessary
for human resource management is to aware people about the new development in the working
condition as well as in the business. There are some of the negative as well as positive impact of
HRM in employee relation given below as above:
Positive impact
 It is the responsibility of manager is to conduct the training and development
programme in context to increasing the skills, working performance of staff
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members. With the help of this their morel will be increased and its impact will be
good on employee relation.
 In context to develop the good and positive impact, it is necessary for manager is
to appraise the performance of staff members (Waters and et. al., 2013). It is an
effective way of motivation.
 In context to reduce the accidents at work place, the manager of Marks & Spencer
should be provide the safe working environment or take care the safety of staff
members from this the chances of accidents will be reduced and they all will work
safety.
 To create the positive impact, it is important for manager is to include the staff
members in the decision making process. From this their motivation level will be
increase and they will feel that they are the part of company.
Negative impact
 If the manager does not treat its employees in a good way and also does not listen
their problems carefully, then in this case its impact will be bad on the employee
relation (Demirbas and Yukhanaev, 2011).
 If in case, the manager does not involve them in any kind of business activities
and also does not guide its employees properly, staff members will feel
demotivated and they fill not work properly. From this the productivity of
business will be reduced.
CONCLUSION
It has been concluded from the above given report that the good employee relation is
beneficial for the business and also helpful in increasing the productivity of company. In this
report discussed about the role of government, employer and employee sin the employee
relation. The Marks & Spencer company uses the effective conflict resolving procedure in the
particular dispute condition. In this report also discuss about the impact of the negotiation related
strategy for the given condition.
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