Employee Relations Report: Conflict, Negotiation, and EU Impact

This report comprehensively analyzes employee relations within the context of a business case study, focusing on conflict resolution, negotiation strategies, and the influence of trade unionism and the EU. It begins by exploring different frames for handling employee relations, including unitarist, pluralist, and radical approaches. The report then delves into the impact of changes in trade unionism on employee relations, highlighting the roles of key players such as employers, employees, trade unions, employer associations, and the government. It examines procedures for resolving conflicts, including conciliation, arbitration, and mediation, and the role of negotiation in conflict resolution. Furthermore, the report assesses the influence of the EU on industrial democracy, the methods for gaining employee participation, and the impact of human resource management approaches on employee relations. The report uses Tesco as a case study to illustrate practical applications of these concepts. Overall, the report provides a detailed overview of employee relations and its various facets, offering insights into effective management strategies and the impact of external factors on workplace dynamics.

Employee Relations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Different frames for handling employee relations............................................................1
1.2 Impact of change in trade unionism over employee relations..........................................3
1.3 Roles of key players in employment relations.................................................................4
TASK 2............................................................................................................................................6
2.1 Procedures for resolving conflicts....................................................................................6
2.2 Key features of employee relations in conflict situation..................................................7
2.3 Effectiveness of procedures of resolving disputes...........................................................8
3.1 Role of negotiation in conflict..........................................................................................9
3.2 Negotiation strategies and its impact..............................................................................10
TASK 3..........................................................................................................................................11
4.1 Influence of EU on industrial democracy and its change after UK exit EU..................11
4.2 Methods to gain employee participation and involvement in decision making process 12
4.3 Impact of human resource management approach on employee relations.....................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Employee relation refers to the relationship between employee and employer in the
organisation. This is important thing for the organisation to manage such relationship so that they
can attain growth of their business. Organisation that has good employee relations program is
able to provide fair and consistent treatment to its employees. It helps the employees to devote
more time to job and make them loyal toward the company. Tesco is grocery sector company in
UK that is providing their services in effective way to number of people (Ahmad and Shahzad,
2011). This company has effective employee relationship and it is the key to the growth of this
company. Different programmes and seminars are organised by cited company so that they can
make more effective production by utilizing positive efforts of its worker. In the present report,
there is an explanation regarding different perspective of handing employee relationship as
unitarist, pluralist, radical and impact of change union on it. Furthermore, the role of different
player in this regard, handing of different conflict situation, procedure of solving conflicts, role
of negotiation, strategies, influence of EU on industrial democracy of UK, method of employee
participation in decision making are also elaborated.
TASK 1
1.1 Different frames for handling employee relations
Positive relationship among the employees of company is important part for the success of the
organisation. It helps to attain the goals and objective of the business. Therefore, Tesco adopt
effective theories to mage such relationship. Following are the different perspective in this
regard-
Unitary approach
In this perspective, employees and worker of the company is working in harmony so that they
can achieve goals of the organisation (Avey and et. al., 2010). If there is any conflicts and
confusion arise among them then leader and manager of the company play important role to
maintain positive environment in the company. Therefore, there is no need for union as the
employees are free to communicate their issues and problem without any hesitation to manager
and senior team. Every organisation want to adopt this way so that they can be effective in
establishing positive relationship among supervisors and subordinates. Corporate always try to
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have those employees who are similar life style for extinguish issues that may arise in future
time.
Radical framework
This is also known as Marxian approach. This method is based on social factors that create
influence on the organisation performance in various ways. It is helpful way that helps the
company to resolve such issues that are faced by the business in their business and these
problems are related to social conflicts (Bach and Kessler, 2011).
Pluralist framework
In this approach, employees of the organisation do not have similar value and interest that affect
environment of company. As per Pluralist approach, There are many ruling principles that are in
force in company's operation and it creates lot of conflicts and issues in employees relationship.
Generally, these issues are arise in retail store and large business entity. In this system, it is
shown that every employees express their own views. If they are satisfy with the policies and
plans of the company then they make counter attack. Pluralist framework is the method where
issues are arise due to emergency of different ideas and opinions (Cai, Jo and Pan, 2011).
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Illustration 1: Different Approaches

(Source: Approaches to Industrial relation, 2017)
1.2 Impact of change in trade unionism over employee relations
Trade union has vast impact over the employees relationship because it has important
role to attain goals and objectives within the stipulated time framework. If there is any reform
arise in trade union then it affects the relationship among workers as they are connected with the
development and growth of employees of the company (Crespo and et. al 2011). The key role of
such union is to improve and promote the interest of the employees and provide support to them
for increasing their salary and wages and it also ensures that better surrounding is provided to
worker at workplace. Most of the labour join such union so that they can be treated with fair
reward and compensation and to ensure that equality is provided by the organisation to all the
employees. Many alterations are taken into consideration in labour unionism that affect
relationship among employees that are working in Tesco.
It is implemented due to reform in macro environmental factors like-
 Political- There are many laws, rules and regulations that are created by advisory body
that have vast influence over the labour that this working in the organisation. The most
important task for such regulatory body is to enforce such laws and provide equal
treatment to all the members. Issues are arise when such organisation is failed to fulfil
such terms and guidelines (Dreyer, Hauschild and Schierbeck, 2010). Technological- Various up-gradation of new technology is required to be adopted by the
organisation so that they can complete the task in effective manner. Thus, Tesco is going
to enforce new strategy which is retrenchment. Some of its employees are not attentive
toward their goal and it result in failure to achieve their goal in effectual manner.
History of trade union
In 18th and 19th Century, it is enforced first in Britain and make necessary development
the participation of number of employee who are working in renowned companies. It ensures
that better wages and healthy environment can be provided to them. After the implementation of
trade union, number of workers move to strike against it. Basically, it is primarily decriminalised
under the suggestion of a Royal committee in 1867 where main motive is to establish institution
that work for betterment of employers and employees. Trade Union is legislated in around 1871
for transforming social economic conditions.
Role of trade union
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It has main role to protect the right and interest of the employees at work place by
implementing various strategy and plans. The responsibility of trade union changes by the time
and its role has been broader due to modernize world. The main role of trade union is to develop
and uplift working conditions of industries of Britain.
1.3 Roles of key players in employment relations
It is important for Tesco to maintain healthy relationship among the worker who are
associated with the organisation (Farndale and et. al 2011). This is required to implement various
plan and programmes in this regard and also to take help of various players as-
 Employer-
It is required for the employer to make focus on then relationship of senior management and its
employees so that they can attain the growth of the organisation. It helps to attain the growth of
the company at high graph. This is important because labour act is critical resource of the
success of the business. Employer is responsible to create healthy and positive environment at
workplace so that employees can work in more effective manner. This is also important to assign
the task to employees as per their specialization and area of working so that such person can
provide better result.
 Employee
It is the responsibility of employees and worker to work within ethical manner so that they can
provide better result to the company. They are required to provide assistance to their co-worker
when they are facing some issues at workplace. It is important for the employees to have better
relationship with their subordinates, they need to talk t=with them, share some ideas and share
happiness and sorrow. Healthy relationship among them helps to achieve goals and objectives of
organisation (Flammer and Luo, 2017).
 Role of trade Union
Trade union is working for the welfare of the employees of the organisation. It is formulated to
protect the right of the worker at work place. They bargain terms and conditions of employment
of workers who are in bargaining unit. Employees can consult to them regarding transfer of
business ownership, personal pension scheme, health and safety measures at workplace.
Employees can get associated with such union to consult issues that are being faced by them on
regular basis. It helps to make healthy relationship among various employees.
 Employer association
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It is the group of employers that make their positive effort to represent their organisation in
present time and to strengthen the position in society. This is totally different from trade union.
They make focus on large number of employees, not individuals. This association has key role to
deal with the issues that are faced by labour in organisation, development of strong relationship
among employees, to bring regularity in this regard. It is related to rights, matters, working
environment and industrial relations among employers (Frone and Trinidad, 2012).
 Government
Government has vast power to influence the employer and employees. They can implement new
laws and make various in plans and policies that has impact over the organisation. Governing
body has main role to implement laws, rules and regulations and to provide assistance to
employee from their exploitation at job place. They have main role to create the environment that
is free from discrimination and other negative factors.
TASK 2
2.1 Procedures for resolving conflicts
According to the present case, it is identified that negotiation is the important factor that can be
considered to resolve the issue that is being arise between employer and employees. In the given
case, there is contract among BMA (British Medical Association), NHS employers and
government over junior doctors where conflicts arise due to different opinion. For solving the
such issue, it is required to take corrective measures and conduct useful programmes in this
regard. This is important to apply useful ways to eradicating such problems. NHS implemented
negotiation process so that they can eliminate such disputes that are faced by various employees
and group of workers (Hogh, Hoel and Carneiro, 2011).
Number of ways are available to address such conflicts as-
Conciliation In this way, the dispute is resolved with the
help of third party. The third part is chosen by
the mutual understanding or employees and
employees.
Arbitration In this process, third party is involved and they
consider the views of both the part and make
decision in this regard. There is possibility that
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both the party can't agree with the decision of it
(Kim and Rhee, 2011).
Meditation In this step, mediator play important role to
resolve the issue. Such person provides
suggestion in proper way and resolve the
dispute.
Supervisor of NHS try to solve the issue that is faced by them, in workplace by organising
various plans and programmes. This is important to adopt effective strategy so that positive
atmosphere can be created. Like: negotiation among two party play important role for resolving
the dispute in effective way as-
 Planning for negotiation
This is one of the important task to formulate plan and strategy for implementing this process. It
is between both the party among them dispute is arise. At this stage, they need to consider vision,
mission and objectives of process so that they can understand reason behind planning.
 Engaged with different party
At this stage, it is required to introduce agenda of dispute so that they can consider the objective
of process (Mahal, 2012).
 End of negotiation
After the proper clarification of every factor of dispute that has arise among parties. It is the
phase for ending conversation by considering effective decisions. This is last step of negotiations
in which all the issues have been cleared in better way.
2.2 Key features of employee relations in conflict situation
Conflict resolution is one of the important part for NHS. It is important for the organisation to
protect the employees from the such issues. Following are the ways of offence that create
hindrance as-
 Fraud
 Corruption
 Theft
 Misrepresentation
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 Undue influences
In relation to employees relation, negotiation deals in controversy situation and provides
assistance to patties to clarify such issues and reduce the conflicts that have been arise. If the
obstruct relationship among employees of NHS arise then it may affect the environment of this
organisation. There is issue where some of the employees of this company are against the other
workers of same organisation. It can be where male employees are against female staff. The
problem of discrimination arise in workplace. Sometime, there is issue that arise due to allotment
of work in inequity way (Maurer and Chapman, 2013). It has vast impact over morale of the
employees. Employees of the organisation are less likely to work that result in reduction in
productivity of the company.
As per the present case, there is conflict between British Medical Association, NHS
employers and governing bodies. It is arise between them because they all have different opinion
related to enforcement of law, norms and belief. Basically, Doctor of BMA do not want any
reformation because it has impact over lifestyle and daily routine whereas government want to
enforce new law to eliminate discrimination and disparity.
Some of the features of employee relations for various conflicts are as follows-
 Need of creation of mutual understanding among employees and employers.
 Cooperative nature.
 Equality among every employees (McClean and Collins, 2011).
 To organise number of programmes.
There are many approaches are adopt by the management of NHS in resolving the
conflicts between employees. There are large number benefits are derived by organisation due to
application of such approaches like easy disbursement of the roles between employees,
completion of the tasks on time, creation of positive environment, motivation of employees etc.
The approaches which are applied to resolve conflicts are mentioned below:
 Consultation: This includes the process of consultation with the employees whenever
change the policies, decision making regarding works, determination of the roles and
responsibilities etc. This helps in attainment of the confidence of employees and trust
towards the functions of management. This has large number of importance for both
employee and employer. BMA is decided to plan law suit regarding ascertainment of
their demands.
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 Negotiation: Management always need to provide chance to the employees to share their
ideas and feedbacks. This helps in removal of the conflicts in the organisation and
improves productivity. Negotiation always provides ways to resolve the issue in the
benefit of both the parties employer and employee. Through negotiation it is decided that
the health of the patient is important and the plan of strike is dropped by the employees.
 Conflict and cooperation: Conflict is the situation which is arises because of the
dissatisfaction of the employee regarding the changes which are happen in existing
policies. Cooperation is the effective tool which is used by the employees to stay against
the carnages and takes their stand. This tool is effectively used only when there is
existence good relation between employees and BMA. BMA has decided to do strike
with the help of employees against NHS and government.
2.3 Effectiveness of procedures of resolving disputes
The process of negotiation of very effective to make the clarification of the issues that are
faced at workplace. NHS is social service company that is provide their services to large number
of people. It is important for the cited organisation to consider effective procedure so that they
can provide better solution to the problem that are being faced by the employees of the company.
The main motive of effective process is to eliminate existing barriers. This procedure of dispute
resolving is effective and it can be explained through different points as-
 Satisfaction
This procedure is effective to satisfy both the parties of dispute. It is effectual in implementing
useful and impressive solution so that they can establish friendly relationship among employees
(Morris, 2012).
 Problem solving
One of the important factor of this process is to eliminate visible and invisible obstacle that have
influence over British Medical association.
 Creation of positive communication
They have main objective to create better communication among member of contract so that they
can eliminate such barriers.
 Maintaining a future relation
This process has main focus to maintain healthy and long relations among parties to contract.
 Follow appropriate steps
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All the step of this procedure is effective in its own way and consider all the essential facts and
figures.
 Accuracy
By the implementation of activities and task, reliable and precise outcomes can be attained in
effective manner (Morrison, 2011).
 Consideration of factors
The internal and external factors play important role to solve the issues that are faced and they
are inter-related to each other.
Effectiveness of the procedures which are followed to resolve conflicts
It is always important to resolve the conflicts with the consultation of both the parties.
For this purpose, it is necessary to adopt systematic process and no unfair means are used during
the resolving disputes.
BMA is the important association which stands for the right of the employees of NHS.
They are taking various steps regarding stoppage of the contracts which are provide by NHS and
government. For this purpose, they are decided to file suit against the company. This is the
effective method as it is legal in nature to take their stand against any illegal process. But, their
second method of strike is not much effective because due to which patients are suffered and
have life threat due to not getting the services on right time.
3.1 Role of negotiation in conflict
Collective bargaining is the negotiation among manager and worker with the intention to
regulate working environment or conditions, benefits, compensation, discipline etc. it provides
effective coordination among employer and employee of an organisation. Basically, negotiation
creates indispensable and appropriate tool to create mutual understanding among NHS and junior
doctor by the implementation of effective strategy. The main objective of it to create
environment that is free from dispute and conflicts so the effective environment can be created.
Furthermore, people of different localities and culture have different views on every aspect and it
is the reason to raise conflict. Negotiation is to eliminate issues in peaceful manner by
conducting discussion between both the parties (Reb, Narayanan and Chaturvedi, 2014).
There are three steps in negotiation process-
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