Employee Relations Report: Frameworks, Trade Unions, and Participation

This report delves into the multifaceted realm of employee relations, commencing with an exploration of unitary and pluralistic frameworks. It then investigates the influence of trade unions on employee dynamics, assessing the roles of key players like workers, managers, and governmental agencies. The report analyzes conflict resolution procedures within organizations, outlining steps to address issues and methods such as mediation and compromise. Furthermore, it examines the role of negotiation in collective bargaining and the impact of various negotiation strategies. Finally, the report assesses the impact of the EU on industrial democracy in the UK and compares methods for fostering employee participation and involvement in decision-making processes. The report emphasizes the importance of healthy employee relations for organizational success, highlighting strategies for promoting positive workplace environments and resolving conflicts effectively.

EMPLOYEE RELATIONS
1

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Unitary and pluralistic frames................................................................................................3
1.2 Changes in trade union affect the employee relationship......................................................4
1.3 Role of main players..............................................................................................................5
TASK 2............................................................................................................................................6
2.1 procedures of an organization should follow when dealing with conflict.............................6
2.2................................................................................................................................................8
2.3................................................................................................................................................9
TASK 3............................................................................................................................................9
3.1 Role of negotiation in a collective bargaining.......................................................................9
3.2 Impact of negotiation strategies...........................................................................................11
TASK 4..........................................................................................................................................12
4.1 Influence of the EU on industrial democracy in the UK.....................................................12
4.2 Compare methods used to gain employee participation and involvement in the decision
making process in organization.................................................................................................13
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17
2

INTRODUCTION
Employee relations can be defined as the emotional and physical relationship between the
employer and company. There must be a healthy and positive bond among them. Ultimately, it
will help the organisation in achieving the objectives (Devonish, 2013). Healthy bonding in
company can motivate employees to perform well in their respective field.. Employee should
also cop-up with the situations of firm. He should come with positive attitude in office. UNISON
is UK based trade union Company which is serving around 1.3 million members who worked for
the common goals and interest. In this report, discussion about the unitary and pluralistic
frameworks of the enterprise will be discussed. Furthermore, study will provide learning about
how trade unions affect the employee relationship. Moreover, role of managers, workers etc. in
an enterprise will be evaluated effectively.
TASK 1
1.1 Unitary and pluralistic frames
There are two frameworks in employee relationship namely unitary and pluralistic
approach which are as follows-
 Unitary framework- It is defined as every worker or manager has a common goal or
interest who work in same direction. However, goodwill of Unison has enhanced as all
staff member are working together. Every member of an organization contributes equally
for growth of business (Luo, Wieseke and Homburg, 2012). No one can deny from their
responsibility. There should be no conflicts of interest among employees and
management. If there is any conflicts it is the responsibility of the management to solve
them. In this approach, less chances of conflicts arises therefore, no trade union is
involved in the unitary framework. Furthermore, every organisation works as a team for a
common goal or purpose. It makes the workers feel valued in the enterprise so he or she
can perform well for the betterment of company. The management also understand the
requirement of an employee. The environment of office should be positive and healthy so
they work in a comfortable zone. Any conflict in company may arise the negativeness of
enterprise and no company wants to disturb the relation between employee and manager
(Zukauskas and Vveinhardt, 2015). Any type of disputes taking place within the
3

business has adverse impact on every individual in unison conflicts flows the wrong
vibes in firm. This can cost to the company. UNISON should also adopt unitary approach
to achieve the goals and objectives.
 Pluralistic approach- Pluralistic approach is just opposite to unitary approach. This
approach believes that the employee and managers are different entity. They both have
different goals and purpose. They work in different direction. In this approach, there are
more chances of conflict so due to this trade unions are involved in solving conflict
between managers and employees. This framework is applied in the large enterprises
where there is bulk of employees working together. This approach is universal and
helpful for employee’s Trade unions responsibilities are to fulfill the interest and goals
of the worker. It acts like a mediator between them. On behalf of members, trade unions
are formed to safeguard their interests (Marginson, 2015). Thus, in this approach
conflicts are unavoidable which interrupt the growth of organisation. Trade unions
participate in collective bargaining or negotiation on behalf of the workers to protect their
objectives or goals. It balances the power of both the parties which bridges gap between
them. According to this approach, to avoid conflict, trade unions actively participate in
the decisions. They make employees feel more comfortable. Conflicts arise because of
division of profits, working hours etc.
1.2 Changes in trade union affect the employee relationship
After introducing trade unions, there are following circumstances that affect employee
relationship. They are as follows-
 Industrial growth- Introducing of trade unions in today's era help to maintain the
relationship between employer and employee. This helps the worker to work freely in
environment so that they can perform well and get promoted to higher levels. It can boost
employee’s morale which can increase growth in the organisation.
 Distribution of income- According to this approach, it states that after active
participation of trade unions is more beneficial for employees to get income/wages on
time (Ntalianis, Dyer and Vandenberghe, 2015) . This helps to motivate them to perform
4

well in their respective fields. After introducing of wage act it improves the employee
relationship in organization.
 Collective bargaining- this function of trade union states that on behalf of workers, trade
unions negotiate with the manager on issues. They actively participate in the decision-
making process. It gives chance to them as a learner how to deal with conflicts.
 Working environment- This function states that unions provide good working facilities
and environment to motivate them and to help grow in organization. Ultimately, this will
be beneficial for the firm. Health n safety act (1974) states that organization should be
aware of employee’s safety and hazardous (Doyle and et.al., 2016). Working
environment of the employee should be clean and tidy. Healthy environment make
employees motivated and help them to perform at higher levels. This reduces the
accidents which occur in the firm. Organization is aware of life insurance policies for the
betterment of employees. It boosts the morale of workers in healthy environment.
 Motivational programs- Another function of the trade unions is that they conduct
motivational programs and activities for employees. Training programs are also
conducted by them. Its advantage is that employee efficiency increases. It also helps the
employee to get promoted and their self confidence also maximised at higher levels
(Griffin ,Bryant and Koerber, 2015). Further, it is beneficial that they get experience of a
particular work or field. This increases their personnel development also. There are some
management games or entertaining activities conducted by the trade unions. It helps both
the management and employee both work as a one unit. Training programs help them to
cop-up with the environment.
1.3 Role of main players
There are different main players in an enterprise for instance, workers, managers, and
organisation and government agencies.
 Workers- They play vital role in an employee relationship. Employees should avoid the
conflicts and make friendly environment with the managers at the work place. There
should be proper communication among them. Overall, employees are backbone of the
company and they decide future of firm (Akingbola, 2013). Workers should take
initiative and grab the opportunity with both hands. If any conflict arises it can be solved
5

with discussions or negotiation. They should share their problems and needs with the
organization. Employees can actively participate in the decision-making process.
Ultimately, a good employee relationship increases the goodwill of firm and reaches to a
higher level.
 Managers- They also play a key role in maintaining the employee relationship. Their
responsibilities are to safeguard their interest and goals. A team leader should set an
example for employees to motivate them. Superior can transfer responsibility to
employees to come with flying colors (Prouska, and et.al., 2016). Managers can take
feedback from the workers to make them more comfortable at the workplace. Employers
should not be partial with anyone and should treat them as a unit. They should motivate
them at regular intervals of time. Managers give chances to employees to raise their
problems. It is their duty to conduct different medical programs such as diagnosis check-
up or other activities.
 Organisation- they also play a important role in maintaining the relation between
employer and employee. Top level management like board of directors can visit the plant
to motivate them. It feels the employees more comfortable at a workplace (Geppert,
Williams and Wortmann, 2014). Management can conduct the surveys to collect
feedback of the employees. They should provide important resources to employees to
maintain a healthy relationship between them or allocates funds to them. Further, their
responsibility is to protect interest and goals. They frame policies and organizational
structure for the lower divisions. Management shows the directions to employers and
floats them to employees.
 Government agencies- Government institutions passes various laws such as tax policy,
Safety Act and Equality Act. These acts are for employees and every organization
follows these laws in betterment.
TASK 2
2.1 procedures of an organization should follow when dealing with conflict
There are some conflict situation which arises between employees and employer are as
follows-
1. Improper communication
6

2. Disobey by workers
3. Being impartial by employers
4. Untidy workplace
5. Negative attitude
6. Different goals
7. Personal problems
8. Poor management
To overcome this conflicts organization follows some steps are as follows-
 To find out the problem- The first step to solve the dispute between employer and
employees is identify the issues. Management should discover what's the matter and
solve as soon as possible or organization can listen the views of every party (Ki, Kim and
Ledingham, 2015.). They should give chance everyone to keep views in front of all. They
can be partial to both the parties.
 Make list of probable solutions- After the finding of problem next step is listing of
feasible solutions (Griffin, Bryant and Koerber, 2015). This states that UNISON should
prepare a list of best possible outcomes according to the problem arises. Its organization
responsibility that they solve the conflicts between them as soon as possible. Ultimately,
this help firm in achieving their objectives. They can frame solutions to solve the
conflicts.
 Evaluate the solutions- The next step comes is elimination. This states that organization
starting evaluation of solutions that are not upto the mark (Luo, Wieseke and Homburg,
2012). They uses those points which are best and have more positive impact to solve
conflict. Organization can prepare a blue print of optimum solutions . They can
summarized the negative and positive impact of every solution in real world.
 Implement- Last but not the least. After the step of eliminating next step comes is
implementation of selected solutions. Ultimately, this steps are for employees to solve the
conflicts between them.
There are some methods also which helps in solving the conflicts are as follows-
7

1. Mediation- it is a person who bridges gap between employer and unison. That mediator
helps in bargaining process on behalf of employee (Donaghey and et.al., 2014).
Mediator also take active participation in decision making activity. They improves the
communication system and maintain healthy environment.
2. Compromising- it refers to when both parties sacrifice their resources to avoid conflicts.
There is win-win situation for employee and employer. By this compromise method
parties are available to discuss on conflicts and tries to come out with positive result
(Ntalianis, Dyer and Vandenberghe, 2015). In meetings they conduct face to face
interaction between them and make a healthy environment. Organization purpose is to
solve conflicts as soon as possible.
3. Avoiding- In Unison, members tries to avoid the conflicts make a happy relation with
employers. It is universal and applicable in all situations whether its poor communication
or coordination.
2.2
There are different set of issues that are faced by workers within the unison among which
conflicts has high negative impact over the business. In order to solve the issues within the firm,
below given are steps that should be followed:
Proper analysis: So as to solve the issues that is conflicts among employees,
management should make proper analysis so that they get to know the main cause of the issue.
Background study should be conducted as it will help the organization to understand the main
cause.
Common goal should be established: All the parties under conflict should be provided
with common goals so that they understand the importance of working together (Zukauskas and
Vveinhardt, 2015). Both the prospects should be heard and they all should be given the change of
sharing their views.
Effective interaction: There should be one to one interaction with employees of all the
groups that are involved in conflict. This will be help in identifying their perception over the
conflict that has raised (Marginson, 2015). In addition to this, all the employees should be called
and mutual decision should be made.
8

Identifying barriers: In order to implement any type of activities, there are cases in which
barriers or issues arise and it is important for the management to make sure that appropriate steps
are taken so that issues can be resolved.
Identifying solution: All the suggestions that are given by both or the parties that are
involved in conflict should be considered (Doyle and et.al., 2016). All the solution should be
evaluated and among all of them one best solution should be selected that will to resolve conflict.
Giving responsibilities: After implementing the solution, each employees should be
provide with responsibilities that they have to follow. This will be help in for the firm to solve
conflict and to make sure that it would not occur again.
2.3
As per the above situation, improper communication and disobey of the workers
are some issues that are raised in the company. In order to solve stated issues there are
certain steps have taken into consideration. Adoption of proper analysis has remained
effective as it helped the company to identify the actual root cause of the problem. It
leads to help in identifying an appropriate solution of the stated problems. In addition to
it, establishing of common goals will be useful as all the employees can get common
platform to work together. It will provide an assistance to the company to achieve its
goals and objectives in an appropriate manner. On other side, effective interaction may
help the subordinates to share their view and thoughts towards the stated problems
(Gupta and Kumar, 2012).
In addition to above, identification of barriers can be effective for the firm to
solve an efficacious solution for the benefit of the firm. With the help of appropriate
solution, all the parties have shared their ideas to sort out the issue. Moreover, the
selected process has remained fruitful for the cited organization. It has assisted the
company to give an effective solution of the problems. With the raised in these conflicts,
the operations of the firm has got affected. However, this process help the company to
solve their issues which leads to get optimum solution (Koster, Grip and Fouarge, 2011).
9

TASK 3
3.1 Role of negotiation in a collective bargaining
Unison is the largest trade union in UK which helps in solving disputes between
management and employees. It negotiates the conflicts on their behalf and resolve them with
collective bargaining (Blau and et. al., 2008). They provide agreements for supporting the work
related issues. Their role is to negotiate the best working conditions.
Negotiation and collective bargaining refers to a process in which agreements are made
with organisation when workers are not satisfied with compensation and working conditions.
These negotiations help the workers to set out their wages scale, working hours, health and
safety, participation in business activities or affairs. Trade union negotiates with the employer to
find the agreement in order to figure it out. It can provide help to both management and the
workers to save their rights. Collective bargaining is carried out between trade union and
business enterprise to make sure that terms and conditions of workers are in hand of public
interest.
Collective bargaining performs the function of negotiation between workers and
management for providing better labour relations and working conditions. It is helpful in
establishing fair wages for the labour (Cattell, 2005). It empowers the trade unions to solve the
conflicts between employer and employee and in turn satisfy the needs and requirements of
parties. It works as strength for the employees or the workers to make an effective
communication with the management of the organizations to discuss various issues. Unison co-
ordinates with other unions to protect the rights of employees. It negotiates with employer to
enhance the liberty offered at the workplace and improve the working conditions. Collectively,
the employees have the right and strength to bargain for making their work place democratic in
nature. Through this means the workers can enjoy favourable conditions, which in turn help them
to stay motivated and further enhance their skills and knowledge of the work.
The business enterprise is helpful in giving positive outcomes to the parties having issue
related to fair wages. The purpose of them is to solve the differences on behalf of either single
employer or a group of employers collectively, and attain a satisfactory level for both the parties.
Both the negotiation and collective bargaining are interlinked to each other. Principles adopted in
negotiations are same as that of the collective bargaining. In collective bargaining, unions
10

always do work collectively for the benefits of the members who work with them. Their main
aim is to satisfy both parties by undertaking a process of negotiation on the subject matter.
Unison undertake the process of negotiations to resolve the issue and generate a favourable result
for the parties involved (Hoobler and Johnson, 2006). Hence, Unison has a vital role in
enhancing the working conditions and meets the needs of employees.
The concept of negotiation creates greater influence in the process of collective
bargaining in the firm. The main emphasis of this is towards analyzing and negotiating on the
procedures and terms of employment. Moreover it carries out measurement of the working so as
to attain win-win situation for the business and employees. The role of organization has been
presented in the manner as under: Devising the effectiveness related with procedure of collective bargaining: The procedure
relates with collective bargaining is developed for seeking midway for the performance
of organizational operations. In addition to this it has effectiveness in relation with
achievement of higher growth prospects for the business in an effective manner. Union
representative and management makes negotiation regarding the terms and conditions
that acts as an aid in achievement of appropriate and suitable results. The trade union
makes negotiation with the employers and managers with respect to development of
positive relationship among employees of business. This leads to enhancement in the
practices of the firm in the market to a significant level.
 Achievement of suitable conclusion: The organization has adopted appropriate means of
process of negotiation for policies of organization and working measures. This acts as an
aid in attaining of positive impact on the operations of the organization.
3.2 Impact of negotiation strategies
Negotiation refers to the process of cordial discussion between management and
employees in order to provide them better working conditions and fulfil essential needs. This
process enables the management to solve the problems which arises among the workforce and
come up with a solution for the same. At the first stage of the process the negotiator, makes a
deep study of the issue and undertake a discussion with the parties involved. Negotiation is an
effective process for resolution of the disputes (Kalemci Tuzun and Arzu Kalemci, 2012). For
instance, in Unison disputes related to male and female unequal opportunities are being resolved
11

with the process of negotiation. Unison organization had assessed the impact of negotiation
strategy on managing the disagreements created between people over subject related to rights of
male and females. They had issues that in this firm, females get more benefited by the
organisation as compared to male. This was the major point of conflict between male and female.
This organisation follows the negotiating strategies like smoothing negotiation,
compromising negotiation, forcing negotiations, etc. Smoothing negotiation means to resolve the
conflicts smoothly between people without having pressurizing them and manage their disputes
in the best possible way. Compromising strategy refers to the settlement of disputes by mutual
understanding between members so that problems may not reach out to high authorities. The
employees are made to settle by having a discussion among themselves and then make a
settlement. Forcing negotiations is the manner of resolution of the problem by personally forcing
each of the parties. In this, workers are motivated individually. The organisation, Unison is
facing the issue of unequal opportunities regarding male and female. They have perspective that
women and men have not equal rights in the firm. In pursuance to the same, the business
enterprise has adopted compromising negotiation strategy in order to resolve dispute that arise
between male and females. Both parties, male and female make a compromise with each other
by having fair deal. This shall lead to achievement of a level of satisfaction at the ends of both
the parties. Through this, both parties get fair deal and equitable balance is maintained between
them (Koster, De Grip and Fouarge, 2011). Unison in their firm, by applying compromising
negotiation strategy is able to sort the problem of indifferences between men and women. Both
parties overcome their problem with a mutually agreed solution. Thwey are further made to
understand that both males and females get equal opportunities in the company to deal with
matters. They mutually made to understand the concept that females are not more benefited by
organisation than male. By this, the problem is resolved in better way and working conditions of
business enterprise can be improved easily.
TASK 4
4.1 Influence of the EU on industrial democracy in the UK
The European Union (EU)
European Union (EU) is considered as union of twenty-eight independent states of
European communities which governs economic, social, and political as well as security policies.
12