Comprehensive Report: Employee Relations Analysis at Sainsbury's

This report provides an in-depth analysis of employee relations at Sainsbury's, a major supermarket chain. It begins by exploring the unitary and pluralistic frameworks, examining how Sainsbury's approaches its employee relationships. The report then delves into the impact of changes in trade unions on the business, discussing the roles of key players such as employers, employees, and the government in maintaining positive relations. It further investigates procedures for handling conflict situations, including identifying disagreements, setting objectives, and determining obstacles. The report also highlights key features in employee relations, such as misunderstanding, poor communication, and the significance of collective bargaining. It analyzes the role of negotiation strategies and the impact of the European Union on industrial democracy, and explores methods to gain employee participation and the influence of human resources. The conclusion summarizes the main findings and offers insights into improving employee relations within the organization.

EMPLOYEE
RELATION

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and pluralistic framework....................................................................................1
1.2 Changes in trade union affect to the business..................................................................2
1.3 Role of main players.........................................................................................................3
TASK 2 ...........................................................................................................................................4
2.1 Procedures follow for particular situation........................................................................4
2.2 Key features in employee relations..................................................................................5
Task 3...............................................................................................................................................7
3.1 negotiation role.................................................................................................................7
3.2 Impact of negotiation strategy..........................................................................................7
Task 4...............................................................................................................................................8
4.1 Influence of EU on industrial democracy.........................................................................8
4.2 Methods to gain employee participation..........................................................................9
4.3 Timpact of human resources..........................................................................................10
CONCLUSION..............................................................................................................................11

INTRODUCTION
we aree’s relations refers to make the employees more effective and efficient in the work
condition.The issues has been raise in the Sanisbury regarding the employees relations and the
two approaches has been implement such as unitary and the pluralists which save their
organisation to make better relationship with the employees. The trade union have the direct
effect on the organisation if the union has been change. The cause will arise in the
communication. To make the employee's relationship better there are certain key people play the
major role to maintain the relationship. For dealing with the conflict situation the organisation
has to be work according to the procedure that will help to make better negotiations. Sometimes
the key feature will play the major role in the negotiator's strategy that will help to manage the
employee relations. Afterwards it is important to evaluate the procedure use in the conflict
situation to get the effective solutions. More over the
TASK 1
1.1 Unitary and pluralistic framework
It is the second largest chain of the super market in the United Kingdom. It was founded
in the year 1869 by the John James Sainsbury. The total 1415 stores situated in the different
locations with 162700 employees. They have the large number of employees and due to that the
sainsbury has not able to maintain the relationship with their employees. Due to such issues they
use certain approaches such as unitary and the pluralistic frames of references (Anderson, and
Anderson, 2010).
 Unitary frames: This frame can be the values and the ethics will be main part in which
the Sainsbury has to deal with their employees. The culture will be consider in the
unitary frames as the Sainsbury has the business oriented culture and the employees don't
have the flexibilities. Also, the conflicts between worker and the management can not be
expected (Daft, 2014). The relation will be better with these frames.
 Pluralistic frames: This frame of reference will be based on then structure of the
organisation which brings the level of the management (Brown and Harrison, 2005). The
structure of the sainsbury management is not as per the size of the organisation and the
conflicts' situation has been arisen. But the proper communication has been done if the
struce will be in the proper manner (Chen and et.al., 2014).
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1.2 Changes in trade union affect to the business
The changes take place in trade unionis has direct impact on employees relations. Trade
unions of workers and employees that are join together to protect and encourage their interests
such as increasing there wages, for any other benefits and also for safe and motivating working
conditions (Curran and Quinn, 2012). This trade unions help employees to solve there issues.
The changes in trade unioni takes place because of in macro environmental factors . The trade
unions are responsible for training and development of employees, also for providing proper
education to thei employees, they help employees to change there attitudes and behaviours to
build loyalty and commitment towards their jobs and organisations, to provide good employers
and staff so they get motivated with thei employers and work efficiently and effectively, trade
unions create awareness and other programmes for employees, they provide members with broad
knowledge and skills, they ensure that employees treated with dignity and respect at work, etc.
The trade unionism also affect employees relations because of macro environmental factors such
as:
 Due to application of trade union the changes in policies of government has been taken
into account. It has provided an employee’s developments and equal opportunities to
members. It has impacted positively on the relations of employees with other members of
organisation (Dubrin, 2015). This changes in policies has provided support to the
employers by making change in their policies as per policies of government. These
changes effects relations of trade unions and organisation which directly affected on \
profitability and sales of entity.Changing rules and laws in the economy has directly
affected the employees relations. According to norms of trade unions the businesses has
changed their policies as per standards of laws of organisations (Goetsch and Davis,
2014). If any businesses has not changed the working as per norms that has created
conflicts between trade unions and companies which will solve with proper regulations.
Trade union involvement in global activities has also brought change in technologies of
companies. It has created environment where training employees sessions are organised
(Fullan, 2014). Also transfer and other actions are also being promoted to meet standards.
In such situations trade unions play a major role to protectors the employees who are
replaced or removed from jobs because of change in technologies. The jobs of employees
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protected by the actions of trade unions such as back out strikes, etc. This may affects
relations of employees and organisation.
Trade union working has promoted human rights and democratic institutions which work
for employee rights and their democracy which can also affects the relations of
employees at the work place..
So, changes take place in trade unionism affects employees relation in their work place.
Trade unions try fill gap between organisation and employees. Trade unionin became the biggest
enterprises nowadays (Goetsc and Davis, 2014). The trade unions continuously working for
interests of employees which directly affects employee’s relations at workplace. They play their
roles in every enterprises and organisation. They try to improve relations of employees and their
dignity and respect in organisation. .
1.3 Role of main players
To maintain the employee relations is not easy task for the Sainsbury for that each and
every groups has to perform the different roles they are as follows:
 Employer: The employer of the organisations is the key person to maintain the
relationship with the employees (Osman, Hashim and Ismail, 2013). They have certain
roles to perform for the employees such as to give the flexibilities to reduce the work
pressure of the employee.The rules and regulation in the favour of the employee has to be
followed which are made by the government. The employer has to understand the need of
the employee (Landsberg, 2015). It is the responsibility of the employer that the proper
communication with the employeeregarding their problems is to solve.. Also, the
decisions are not so rigid that the employee are not happy with them. .
 Employee: The employee will also responsible to perform their work as per the
organisations. They have the certain roles to maintain the relationships with the employer
(Mathew and Jones, 2012). Employee has to do their work effectively with the higher
efficiency. They have to follow the code of conduct made by organisations and as well
the certain laws which are made for the employee relations by the government. The
employee will not be stuck on their demand in their favour it has to be fulfil both the
groups.. The employee democracy also has to be avoid. So that relationship with the
employer will be maintain without any obstacles.
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 Government: To every relationship the set of roles also performed by the government in
which different rules and regulation has to perform the industry in favour of the
employee relationship. The laws for the employee safety and also to stop the
exploitations of the worker Psychogios, 2010). For all the problems laws will be made by
the government which can be maintain the relationship with the employees. if the laws
are made for the employees it is the responsibility of the organisation has to follow and to
check the organisation with auditing every year from the government.
TASK 2
2.1 Procedures follow for particular situation
Conflicts are continued activity which will be arise in front of the organisation.It may be
the employee and the employer problems. Sometimes the trade union will try to play more
politics which can be the reasons for the conflicts and the management of the Sainsbury deal
with the certain the procedure for the different conflicts situations as follows:
Identify what the disagreement is: it is the main task for the management to find out
the conflicts and clear what the disagreement is. If the management have more clarity about the
conflicts the problem will be solved with the better outcomes for both the groups. The conflicts
have to be identified first rather than to give decisions (Brown and Harrison, 2005). That
situation will bring more conflicts and the Confusions between the trade union and the
management.
Set the common objectives for both the groups:If the conflicts will be identified than
the second step in front of the management is to set the common objectives for both the groups.
The objectives should not be favour of single group(Chhokar and House, 2013). If the employee
will get the common objectives they will try to understand the conflicts situations and the
management will be easy to solve the problems. The organisations also try to work in favour of
the worker that may leads to achieve the objectives in the limited time.
Discuss the path to achieve the objectives: Ifthe objective will be set the is the next
step how these objectives can be achieved. The management has to boost the confidence in the
employees. So that the employees will work according to the objectives only (Chen and et.al.,
2014).
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Determine the obstacles arise in the common objectives: Itis the management
responsibility to determine the obstacles arise in the common objectives with the proper
communication to the both the groups and try to avoid such obstacles which are hindrance to
achieve objectives. The more the obstacles will be identified the better the outcomes in front of
both the groups.
Agreed on the best path to resolve the conflicts: if both the groups have been agreed to
the best path to resolve the conflicts which can makes the organisations in the safer side. Also
ensure from both the groups that the conflicts will not be arise next time (Curran and Quinn,
2012). Because to solve the conflict management has to waste so many resources which are
burden onthem.
2.2 Key features in employee relations
To every conflicts situation the unstructured organisation will responsible for the more
conflicts and some are the key features of the employee relations in a selected conflicts situations
are arise in the sainsbury as follows:
Misunderstanding: The main aspect is misunderstanding for the conflicts situations
which will affect the employee relations and the different works can be the part of the
misunderstanding or the work conditions and the wages are also the main factors that may cause
the misunderstanding (Dubrin, 2015).
 Good relationship promotes negotiation to handle situation of conflicts that can be
considered as most important features to assess the conflict situation between the
employee group and management of business entity.
 Collective bargaining is one of the major features of employee relations in a particular
conflict situation.
Poor communications: The poor communication from both the groups can be the part
of the conflicts situations (Hamblett, 2013)..
Lack of planning: the proper planning is not made for the employee’s safety and to
improve the Working condition which makes the employee relation worst (Farok and Garcia,
2015). But the management of the Sainsbury make the employee more foundations and the
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polices are not according to them. So the proper planning has to be done and then execution is
also important task for the Sainsbury.
The employee democracy: this is also the main key feature for the employee relation in
which the employee democracy will lead to be the conflict situation and the relationship with the
management will affect (Psychogios, 2010.). It can be done by the trade union leader for the
benefits and the small groups of the employees also the main part of the conflicts which will be
effect the employee relations (Fullan, 2014).
2.3 Effectiveness of procedures
To make any procedure effectiveness it is the responsibility of both the groups andthe
approaches that are used by the sainsbury as follows:
The unitary approaches that can be help to effectiveness of the procedure used in the
selected conflicts situations as it deals with the value and ethics of the employees and which has
to meet with the organisations. This approach bring changes in the organisations in terms of the
polices and rules will be influence on the employees. The employee performance can be affected
if the unitary approaches are not regulated in proper manner (Goetsc and Davis, 2014). The
proper reward and recognitions has to be done that can make employee more workaholic which
leads to be better working environment. The organisational culture also the most important
things to make effective of the procedure used for the selected conflicts situations. Also, the
employees roles has to be cleared that the work has to be match with their job descriptions. The
communication barriers has to be avoid so that employees can share their problems and the
proper listening has to be made from the management. .
However, the second approach for the organisation is the pluralistic approach from
which they can make the procedure effective and the conflict will not be arise(Rodriguez,
Scurry, and Stewar, 2017). The common objective which are made for both the groups has to be
considered. It has to achieved and the implementation will be based on the objectives time
required. If the objective are achieves the effectiveness will be better (Landsberg, 2015)). The
more employee will know that they are the key person for making organisations successful the
procedure will be effective itself and the conflicts will not arise in front of them. The
management has to save the time for both the groups with more efficient and work will be
clearly distribute to both the groups. The management has to make some polices which are not
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foundation to the employees. This can be avoid the conflicts which has to be monitoring of this
procedure .
Task 3
3.1 negotiation role
Collective bargaining is the process of negotiation between the employee or the trade
union and management will be make a common objective with the personal meeting. The trade
union is the responsible to make the bargaining in right direction without any high demands
(Kundu, and Mor, 2017.). But the most important role of the negotiations will play in the
collective bargaining such as follows:
To maintain the employer and the employee relationship: If the collective bargaining
will be takes place the negotiation can be done successfully and the employee and employer
relationship will be better. Because they may decide the common objectives with the collective
bargaining and the negotiation can help to set in the common objective. The wages and the
remunerations can be through the negotiations which will help to save the cost of the
organisations (Mathew and Jones, 2012). The current problems can be easily solve if the
management do the collective bargaining and the future goal will be easily achieved through the
negotiations. It can also avoid the conflicts situations which will brings to maintain the employer
and the employee relations will be better if the proper negotiations has been done.
The implementations will be rapid: The more the collective bargaining with the
negotiations which help to rapid implementation of the outcome and the solutions can be
according to the goals of both the groups. If the implementation will be rapid both the groups
will be happy and the working environment can makes the organisation more effective. But the
negotiation is not proper and the outcomes will not be two side than the problem will raise. The
decision on the basis of the collective bargaining. So to make any decision the negotiation can
help to be on straight point outcomes (Brown and Harrison, 2005). If their implementation will
not be rapid there is the problem in the management. It is important for the collective bargaining
to make the more negotiation with the groups and achieve the proper objectives.
3.2 Impact of negotiation strategy
If the negotiation strategy has been used in the sainsbury the direct impact will be on the
worker and management of the organisation. With this strategy the sainsbury worker
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performance has been increased. Due to the demand of the worker they need some flexibility
time after the management considered their need and it has been implemented. The working
hours reduce and the organisations are now more positive.
Due to the negotiations the impact will be on the organisation that the more time has
been wasted to finds out the solutions and the fixed expenses will be leads to give zero output
while the negotiation has been done (Fuller and Love, 2006). After that the reward and
recognition has been established which gives employee more satisfied and the other employees
are also working efficiently to get the reward from the organisations (Chen and et.al., 2014). The
communication gap has been solved and the proper understating can be take place with the
negotiation strategy in the sainsbury. But sometimes negotiation can makes impact on the
employee relationship in hindrances situations. The trade union unexpexcted demanded can be
negotiated and the employees will sometimes be benefited and the management have to face the
difficulties to fulfil it. The sainsbury in the profitable and the employees are leaving without
notice that has been solved with the negotiation and the retentions of the employee has been
possible. The more the employees will be retain the recruitment should not be done again. The
negotiation will lead to get the employee engagement activities are done by the management and
the employee are now get more communicate with each other (Curran and Quinn, 2012). If the
negotiations can be done with the proper planing than the impact will be less and the conflicts
situation will not be arise in front of the management. Also, it has been time consuming process
in which the management has to deal with the different groups and the listening will be required
and then the goals has to set. This all need a time and cost to get a common objective through the
negotiations.
Task 4
4.1 Influence of EU on industrial democracy
Industrials democracy: It is the pursuit situation in which the employee will be formed
a group in the industry and this groups will be divided in the sub groups as the information will
be based on these groups in the organisation (Dubrin, 2015). The trade union is the responsible
to frame such groups for their benefits and these groups can makes working environment worst.
The influence of the European union on the industrial democracy has been affected saviour way
in the UK makes the communication gap in the industry which brings the employees wages and
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remuneration will not be paid. The total burden has been come on the UK and the more
economic loss has been arisen (Fullan, 2014). The unemployment in the European union will be
more and it will be direct impact on the united kingdom. But the influence will not be more due
to the industrial structure of the European unions is old and the UK has adopted as per the union.
Sometimes the organisation are used the collective bargaining approach for the negotiations with
the employees which be never arise the any conflicts situations. The more influence has been
done on the European union because the UK has made certain employee laws. These laws are
made to develop the employees in the industry. If the employees will breaking these laws will
be more and the European union will be have to face loss (Inversi, Inversi, Buckley, Buckley,
Dundon and Dundon, 2017). So the industrial democracy can bring gap in the industry as result
the influence of European union has been direct impact on the united kingdom and which lead to
huge loss.
4.2 Methods to gain employee participation
There are various ways that can be used by for increasing participation and involvement
in decision making process these are-
 Participation at board level-The representation of employees at board level is referred
to as industrial democracy (Goetsc and Davis, 2014). This method can play significant
role in protecting the interest of workers .In this method all the problems are presented in
front of management by employees representative in order to guide board members to
develop employees benefit scheme .This will encourage employees to participate in
decision making process.
 Participation through complete control-This method is also known as self
management. In this activity union act as management. They acquire full control of
management through elected board(Improving leadership and management skills, 2015).
In this method workers directly deals with all aspects of management.
The above two methods are comparable as in first method the suggestion is given by
employees representative to management to frame beneficial schemes for employees while in
second method the employees themselves approach management to resolves their various issues.
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 Participation through collective bargaining -It includes participation of workers
through collective bargaining process and by deciding as well as complying with certain
code of conduct (Landsberg, 2015).
 Participation through suggestion schemes-In this method employees are asked to give
their advice ,ideas on various matters such as regarding cost cutting, waste management,
safety measures , reward system etc (Luo, Wieseke and Homburg, 2012).
 Participation through Ownership- participation through ownership is the way which
includes motivating employees to participate in decision making process by allowing
them to purchase equity shares, by granting them loan by giving them financial
assistance. In participation through suggestion schemes employees are encouraged
through suggestion scheme. While in participation through ownership includes
motivating employees to participate in decision making process by giving them financial
assistance (Mathew and Jones, 2012).
 Participation through job enrichment- This method include adding various motivation
and rewarding schemes in order to encourage workers to participate in various decisions
making process. This is an effective measure to motivate employees to employees
involved in managerial decision making process.
4.3 Timpact of human resources
For every conflicts the Human resources will be responsible to solve that problems. The
human resource management is the key person to maintain the employees relations with the
organisations (Mumford,2006). As result the sainsbury Human resource manger are not that
effective and its impact on their management team as follows:
 Training and development should be the part of the employees learning: if the
proper training are not conducted for the employees the impact may raise on the
employee relation because if the training has been required and the management is not
able to conduct the training for the employee than the employee will not be satisfied with
the management and that may cause the employee relations (Brown and Harrison, 2005).
 Compensation: If the proper compensation will not given to the employees according to
the performance than the chance of the relationship with the employees can be affected.
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