Employee Relations Analysis and Conflict Resolution at Asda

This report provides a comprehensive analysis of employee relations, focusing on the retail giant Asda. It begins by explaining unitary and pluralistic frameworks, exploring how changes in trade unionism have influenced employee relations, and outlining the roles of key players in this context. The report then delves into conflict resolution processes, detailing the steps a firm should take to address conflicts, examining key features of employee relations in specific conflict situations, and evaluating the effectiveness of different conflict resolution strategies. Furthermore, it explores the role of negotiation in collective bargaining and analyzes the impact of negotiation strategies on conflict situations. The influence of the European Union on the industrial democracy of the United Kingdom is discussed, along with methods used by Asda to increase worker participation. The report concludes by examining the impact of Human Resource Management on employee relations, offering a thorough overview of the multifaceted aspects of managing employee relationships in a corporate environment.

EMPLOYEE RELATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Explaining unitary as well as pluralistic frames...............................................................1
1.2 Analysing ways by which changes in trade unionism influenced employee relations.....2
1.3 Describing role of key players within employee relations...............................................3
TASK 2............................................................................................................................................3
2.1 Explaining process which should follow a firm in order to solve conflict conditions.....3
2.2 Key features of employee relations in specific conflict situation.....................................4
2.3 Evaluation of effectiveness of steps used in conflict situations.......................................5
TASK 3............................................................................................................................................5
3.1 Role of negotiation in collective bargaining....................................................................5
3.2 Impact of negotiation strategy in conflict situations........................................................6
TASK 4............................................................................................................................................7
4.1 Influence of European Union on industrial democracy of United Kingdom...................7
4.2 Methods and procedure implemented in Asda to increase worker participation in
management............................................................................................................................7
4.3 Human Resource Management and its impact on Employee relations............................8
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
A term which refers to efforts made by firms for establishing as well as managing
relationship among employees and employers is considered as employee relations. At the
workplace of an enterprise when this aspect is very strong and effective then it able to meet its
desired objectives in proper and smooth direction (What is Employee Relations?, 2017). The
present study is based on Asda company which has international presence in retail sector. In the
current project, employee relations are analysed in against to change in background from last
years. Apart from this, nature of industrial conflicts are discussed along with the ways which
help to make effectual solutions. Further, role of negotiation is presented in the procedure of
collective bargaining in an appropriate direction. Further, influence of negotiation strategy on
specific kind of conflicts at the workplace of Asda firm is analysed. Besides this, employee
participation as well as involvement in order to establish effective employee relations and
resolve disputes discussed in the assignment.
TASK 1
1.1 Explaining unitary as well as pluralistic frames
The term employee relations consists with majorly two methods or concepts which are
like unitary and pluralistic. It helps to know about overall framework of employee relations in an
effective and proper direction. These both the frameworks have various thoughts, opinions and
perception by which this aspect can be managed strongly in Asda. Therefore, the employees able
to provide high quality of services among customers and boost up efficiency of them along with
firm's productivity. Explanation of unitary and pluralistic these two frameworks stated below:
Unitary framework: An approach which thinks that to make effective decisions at the
workplace of Asda with reference to employee relations, top management has rights. Human
resources who designated at the top level have whole rights to make solution of conflicts and
disputes arisen in the firm (Biswas and Varma, 2011). Further, unitary says that for making the
employees highly loyal towards the entity leaders are responsible. It ignores to the external party
which is generally used by majority of the companies to make an effectual conflict solutions. The
reason for considering internal and top management is that, conflicts occur within entity due to
mind set, relations, perception etc. of the workers. Therefore, situations of occurring conflicts are
also known and handled by top managers only. Moreover, outsiders unable to manage and
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reduce conflicts in effective way as per the unitary approach. Considering these all, it believes
that only internal employers are suitable for understanding disputes and solving them. However,
if results are made using unitary approach in Asda then it can reduce level of satisfaction of the
workers.
Pluralistic framework: This approach is opposite to unitary framework where it believes
in outsiders for making solution of conflicts rather than internal management. It is based on some
opinions which are like values, beliefs, attitudes etc. of employees. It thinks that employee
relations can become strong with the help of discussion as well as agreement among employers
and employees (Burchill, 2014). Further, as per pluralistic approach conflicts in Asda can be
resolved easily with the help of collective bargaining and negotiation properly. In order to
determine effective trade union at the workplace of Asda also pluralistic is one of the best
approach as compared to unitary.
1.2 Analysing ways by which changes in trade unionism influenced employee relations
Alteration in trade unions have major and direct influence on the employee relations up to
the greater extent. Group of workers which made on the basis of particular services and works in
order to determine minimum wages and salaries is known as trade union. Further, rules and
regulations framed under this aspect are mandatory to follow each and every organisation
including Asda retailer. It helps to employees for sustaining at the workplace for long term.
Generally four trade unions are there which explained below:
11 General union: In this those employees included which are non-skilled and unqualified
and doing economic activities in the firm. Further, qualified as well as educated kind of
people are included under this union. For example: drivers, snipers, waiter etc. In this
employee relations not come into consideration with better manner.11 Industrial union: The trade union in which skilled, educated and qualified employees
involved but all provide services in specific industry only. For instance: mining,
manufacturing, production, services, IT etc. In this, unions or group of members are made
considering only one industry instead of type of workforce (Dasgupta, Suar and Singh,
2012).
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11 Craft union: Under this type of trade union, only skilled as well as qualified people
involved up to specific or certain level. Further, at here industry not matters and due to
which employee can be of any sector but must be skilled.11 While-Collar union: The last trade union is while-collar in which highly qualified,
educated, talented and skilled employees come into consideration. These can belong from
any type of the segment or industry. It includes teachers, doctors, lawyers, scientists etc.
1.3 Describing role of key players within employee relations
At the workplace of Asda when employee relations come into consideration then
basically three key players included which are such as follows:
 Managers: In the firm, managers have responsibility to provide fair wages, healthy and
safe working environment, allot tasks etc. In case they not provide these all the
requirements of employees then unable to establish better employee relations. Therefore,
these players have role to build strong relationship at the workplace of Asda among
employees and employers (Godard, 2014).
 Employees: Apart from this, works and tasks are to distributed by managers among
employees which are necessary to complete in proper way and on time. If they not listen
as well as understand managers then cannot complete allotted tasks effectively. Due to
lack of achieving objectives appropriately and on time conflicts take place. Hence,
employees of Asda are also key player of this stated aspect.
 Government: At the end, various rules and laws are imposed by government on the firm
which are necessary to follow by Asda. If the company not implements all the laws like
child labour act, equality act, minimum wages etc. then disputes arise between employers
and subordinates. Hence, to make effective solution of conflicts the government plays
pivotal role in Asda.
TASK 2
2.1 Explaining process which should follow a firm in order to solve conflict conditions
At the working environment of Asda when conflicts arisen then necessary to solve using
effective procedure. There are several ways and methods included in this where collective
bargaining is one of the best and attractive approach. It is one kind of negotiation process which
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takes place at firm when conflicts arisen among workers and managers. Further, collective
bargaining belongs under pluralistic approach because outsiders make solution of disputes
instead of top management of Asda. The company hires an external party in this process where
issues are reflected in front of it along with reasons for arising conflicts. Further, discussion
made among employees, employers as well as external party which is hired for solving disputes
(Collective Bargaining, 2017). Considering the actual scenario and case, the party make
strategies and possible outcomes which are presented in front of authorised party of Asda. This is
the best way of solving conflicts at the workplace as compared to make solution internally.
Moreover, all the problems and tensions of this is to be solved easily. On the basis of this it can
be recommended to Asda that it should use collective bargaining process. On the other side,
employers can go for strike if the issues are not resolved in proper way in the firm. When
employees of Asda will use strike more, then create negative impact of firm in the industry.
Therefore, strike is one of the best and effectual technique for resolving conflicts in Asda.
2.2 Key features of employee relations in specific conflict situation
Issue of employee conflicts arisen in the firm due to several ways and problems. In case
the management of Asda unable to provide equal opportunities among male and female workers
then conflict will take place. Apart from this, there are other reasons due to which employee
relations affect which create negative impact of Asda in the industry. Moreover, some
characteristics are stated below with reference to employee relations:
 At the workplace when relations among male workers and female hinder then creates
conflicts. This is because of inequality where works are not allotted on equal basis among
both gender of employees. If Asda provides more or less work to male and female
respectively then male will raise voice (Hassink, Klaerding and Marques, 2014). It will
lead to decline efficiency of employees and productivity of Asda as well.
 Apart from this, when all the employees are not satisfied from the entity in form of wages
and salaries then also conflict will arise. They will demand satisfaction level of salary and
if Asda not provides then they will start to leave firm.
 Further, if managers not communicates with workers properly about the goals and
objectives of Asda then they will unable to complete tasks in accordance to that. Further,
it is one kind of indication to incur conflicts at the working environment.
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 Besides this, when management is not able to provide healthy as well as safe
environment then workers will raise issue (Poole, 2013).
2.3 Evaluation of effectiveness of steps used in conflict situations
Conflicts in the organisation embarked due to disagreement of thoughts between
employers and employees. This impacts on the growth and development of the organisation
negatively (Lee, Brown and Wen, 2016). In order to eliminate conflicts, the management of Asda
implemented various strategies. The evaluation of those strategies used in conflicts situations is
provided below: Identifying and analysing source: The first step in order to evaluate the methods used in
order to resolve the conflicts is to identify the source of conflicts. This will aid in
analysing the reason for conflicts and management implement specific strategy in order
to eliminate the conflict. Securing Objective: The next step is to set objectives and goals to the conflicted parties in
order to obliterate the disputes effectively and efficiently. This assist in evaluating the
effectiveness of methods used in conflicts situations. Organising meetings: Management organised meeting after the conflict resolved in order
to gather the review of parties and analysing the effectiveness of the method used in order
to eliminate conflicts effectively and efficiently (Marginson, Keune and Bohle, 2014). Identifying reasons for conflicts: Management of Asda scans the organisational
environment so that reasons for conflicts can be identified. This will aid the management
to formulate and implements specific strategies so that conflict can be dissolved
permanently.
 Delegating the authority: Management of Asda delegates the authority to the conflicted
parties. By delegating the responsibilities and authorities, the disputed parties works
effectively so that common goals and objectives of organisation can be accomplished.
TASK 3
3.1 Role of negotiation in collective bargaining
Collective bargaining is the process of negotiating the demands and wants of disputed
parties effectively and efficiently. Here the management of Asda organise meetings in which
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disputed parties are invited (Chan and Hui, 2014). They collectively put their demands and needs
in front of management and managers tries to negotiate with them peacefully. Negotiation plays
important role in collective bargaining process. It assists in resolving the disputes and conflicts
peacefully and also increases the motivation and morales of employees effectively and
efficiently. Negotiation in collective bargaining plays vital role. Effective negotiation by both the
parties leads to growth and development of the organisation. It is a win-win approach as no party
losses in collective bargaining. It is the responsibility of the management to arrange meetings
where negotiation can be made effectively and efficiently. Negotiation in collective bargaining
plays a role of conflict resolver (Lee, Brown and Wen, 2016). It assists in resolving conflicts in a
way that helps in maintaining peace and harmony in the corporations. Negotiation in collective
bargaining is very essential in order to produce some fruitful outcome. From this it can be stated
negotiation is very important in order to make the process of collective bargaining effective and
efficient. It not only aid in resolving the dispute or conflicts, but also plays important role in
maintaining peace and harmony in the organisation. Thus, negotiation plays important and
essential role in the process of collective bargaining.
3.2 Impact of negotiation strategy in conflict situations
Negotiation strategy implemented by the management of Asda aids in minimising the
conflicts in the organisation. From the analysis of organisational culture, it was identified that
management faced severe conflicts within the organisation between employer and employee
relationships (Marginson, Keune and Bohle, 2014). In order to eradicate those disputes,
management implements the strategy of collective bargaining and negotiation so that the dispute
can resolved peacefully and effectively. Thus, it implies that negotiation strategy plays effective
role in solving disputes and conflicts within the organisation. Negotiation strategy is the type of
strategy in which the affected parties of labours and workers and affected parties of employers
has been invited to meeting where top management carefully listen their demands or grievances
and they collectively came to an agreement through rigorous negotiation (Jackson, Leopold, and
Shams, 2016Heyes and Lewis, 2014). This will lead to elimination of the conflicts and disputes
and organisation can conduct their business operations effectively and efficiently.
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TASK 4
4.1 Influence of European Union on industrial democracy of United Kingdom
Industrial democracy refers to the freedom provided to the workers while working in the
organisation. After the involvement of European Union policy, industrial democracy of United
Kingdom has been greatly influenced and affected. Now the organisations has to follow flexible
and efficient rules so that workers can enjoy their rights effectively (Wallace, Pollack and
Young, 2015). The legislation encourages a much more prominent role for employee in the
organisation decision making process. The legislation allows the employees to participate in the
decision making process. Further, in many organisation special camps and campaigns has been
organised in order to provide workers information and education about industrial legislation and
workers rights. From the analysis it was identified the works committees has been established in
many organisations incorporating in United Kingdom in order to protect the rights and provide
welfare to workers employed in different industries and organisations (Marchington, Donnelly
and Kynighou, 2016). After the formation of European Union, new partner based relationship
has been established in the organisation in which both workers and employers work as partner in
order to accomplish desired goals and objectives of the organisation. The European legislation
must be followed by the industries and organisations incorporating their business operations in
United Kingdom. This will not only aid in improvement of motivation and morale of workers,
but also leads to growth and development of the organisation.
4.2 Methods and procedure implemented in Asda to increase worker participation in
management
The motive of human resource management of Asda is to provide employee welfare facilities so
that the motivation and morale of employees can be increased effectively and efficiently. The
ways through which Asda increases workers participation in management is provided below: Attitude survey: The survey has been conducted by the managers in order to acquire the
knowledge and information about the behaviour of employees (Villar, Alegre and Pla-
Barber, 2014). Specific platform has been provided to the employees according to their
behaviour in order to increase the worker participation in management.
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 Quality Circles: The group of members who have specialised in certain skills and
competencies and who engage in related work. These members participate in the
organisation by inspecting the quality of products and services effectively and efficiently. Suggestion Schemes: Suggestion schemes are the platforms which are provided to the
employees through which they can suggest about the organisational culture and practices
(Chan and Hui, 2014). Employees suggestions are most valuable to the organisation and
human resource management of Asda formulate strategies on the basis of employees
suggestions.
 Direct Participation: Employees participated in organisation by doing day to day
activities. These are regular activities which are to be done by employees in order to
accomplish organisational goals and objectives.
4.3 Human Resource Management and its impact on Employee relations
Human resource management plays vital role in the organisation. The motive of human
resource managers is to increase the employee relations in the organisation by improving
workplace conditions and following certain practices that improves the employee motivation and
satisfaction (Reiche, Mendenhall and Stahl, 2016). Human resource management of Asda
formulate specific strategies such as compensation, rewards and benefits schemes. Performance
appraisal and management practices to appraised the performance of employees and promote
him or her on next level. Providing training and development to the employees in order to
improve their skills and competencies. Thus, in this context, human resource management
plays important and critical role in the organisation. It not only aid in growth and development of
the organisation but also leads to improvement of commitment level and employee satisfaction
simultaneously (Renwick, Redman and Maguire, 2013). Further, this improves the degree of
employee relations in the organisation effectively and efficiently. Human resource managers at
Asda strives to improve the performance of employees by providing them effective services and
following welfare practices that assist in increasing their morale and motivation.
CONCLUSION
From the above report, it can be concluded that employee relations in the organisation
plays essential role in growth and development of business operations. In this context, this report
presents various aspects and concepts of employee relations. The unitary and pluralistic
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approaches has been discussed in this report. The transformation in trade unions that impacts on
the organisational activities of Asda has been covered in this report effectively and efficiently.
The key players who impacts on the employee relation of the organisation has been discussed in
this report effectively and efficiently. Further, the methods and techniques used in order to
resolve the conflicts has been discussed in this report. The role of negotiation in collective
bargaining has been examined in this report. The impact of European Union legislation policies
on industrial democracy of United Kingdom has been covered in this report. Further, the impact
of human resource management on maintaining effective employee relation has been discussed
in this report.
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REFERENCES
Books and Journals
Biswas, S. and Varma, A., 2011. Antecedents of employee performance: an empirical
investigation in India. Employee Relations. 34(2). pp.177-192.
Burchill, F., 2014. Labour relations. Palgrave Macmillan.
Chan, C.K.C. and Hui, E.S.I., 2014. The development of collective bargaining in China: From
“collective bargaining by riot” to “party state-led wage bargaining”. The China
Quarterly, 217, pp.221-242.
Dasgupta, S. A., Suar, D. and Singh, S., 2012. Impact of managerial communication styles on
employees’ attitudes and behaviours. Employee Relations. 35(2). pp.173-199.
Godard, J., 2014. The psychologisation of employment relations?. Human Resource Management
Journal. 24(1). pp.1-18.
Hassink, R., Klaerding, C. and Marques, P., 2014. Advancing evolutionary economic geography
by engaged pluralism. Regional Studies. 48(7). pp.1295-1307.
Heyes, J. and Lewis, P., 2014. Employment protection under fire: Labour market deregulation
and employment in the European Union. Economic and Industrial Democracy, 35(4),
pp.587-607.
Jackson, M.P., Leopold, J.W., Tuck, K. and Shams, S.R., 2016. Decentralization of Collective
Bargaining: An Analysis of Recent Experience in the UK. Springer.
Lee, C.H., Brown, W. and Wen, X., 2016. What sort of collective bargaining is emerging in
China?. British Journal of Industrial Relations, 54(1), pp.214-236.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
Marginson, P., Keune, M. and Bohle, D., 2014. Negotiating the effects of uncertainty? The
governance capacity of collective bargaining under pressure. Transfer: European review of
labour and research, 20(1), pp.37-51.
Poole, M., 2013. Industrial relations: origins and patterns of national diversity. Routledge.
Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016. Readings and cases in international
human resource management. Taylor & Francis.
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