Analysis of Employee Relations: A Report on Sainsbury's Strategies

This report provides an in-depth analysis of employee relations, focusing on the case of Sainsbury. It begins by defining and differentiating between unitary and pluralistic frameworks, illustrating how Sainsbury primarily utilizes a unitary approach. The report then explores the impact of changes in trade unionism on employee relations, outlining the roles of key players such as HR, managers, and the government. Task 2 delves into conflict situations, detailing procedures for resolution within the organization. The role of negotiation in collective bargaining is examined, along with the influence of the EU on industrial democracy and methods for employee participation. Finally, the report assesses the impact of human resource management on employee relations within Sainsbury, offering a comprehensive overview of the company's strategies and practices in fostering a positive work environment. The report concludes by summarizing key findings and offering insights into effective employee relations management.

Employee relations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Unitary and pluralistic frames of reference in employee relations...................................3
1.2 Affect of changes in trade unionism on the employee relations......................................4
1.3 Role of the main players in an employee relations situation............................................5
TASK 2............................................................................................................................................7
2.1 Procedures an organization should follow when dealing with different conflict situations. 7
2.2 Key features of employee relations in a selected conflict situation.................................8
2.3 Effectiveness of procedures used in a selected conflict situation.....................................8
TASK 3............................................................................................................................................9
3.1 Role of negotiation in collective bargaining....................................................................9
3.2 Impact of negotiation strategy..........................................................................................9
TASK 4..........................................................................................................................................10
4.1 Influence of the EU on industrial democracy in the UK................................................10
4.2 Compare methods used to gain employee participation and involvement in the decision
making process in organization............................................................................................11
4.3 Impact of human resource management on employee relations....................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Positive environment is a need for a successful company and it can be created by the
healthy relationship in between the employee and employers. Relations is an essential part to
manage and control employees by their directions of employer. This is a part which have to be
managed by the owner and they have to be positive and give full facilities to their employees.
HR management plays a crucial role in it. HR manager is a medium to covey information, orders
and demands in between the management and employees (Kersley and et. al., 2013). Employee
relations are having great importance to manage business activities as per the demands. Most of
the companies are focusing to manage healthier relation with their employees, so they are paying
a respectable amount against to their efforts in the favour of the company. Employer have to
make communication with their employees and they have to take their employees in decision
making. Along with this employees as well as employer having their own responsibilities and the
own benefits which they have to attain so that they can give their best to the company and by that
they can obtain the maximum benefits. The present report is based on Sainsbury which is one of
the largest chains of supermarket in UK having a 16.9% share in the supermarket sector of UK
(Labor & Employee Relations, 2017). The present report is focused on unitary and pluralistic
framework which helps in maintaining employee relations. Along with this, discussion on the
role of main players in employee relation is made.
TASK 1
1.1 Unitary and pluralistic frames of reference in employee relations
Unitary framework refers to a way which helps in thinking along with the mind set of
assumptions, attitude, values as well as practices which support in relating to management and
membership of organisation. Unitary perspective helps in obtaining the values, objectives and

interest. This framework is having a single source of authority in entity which provide the
proper help to staff members so that they can manage the activities and grasp the opportunity. In
this perspective, the role of leaders in business entity is to promote loyalty as well as
commitment among workers (Walby, 2013). The leaders have to make appropriate teams which
help in attaining the goals and objectives which are decided by the higher authorities of firm. The
employees of organisation do not need trade union which is represented by the management
which helps in creating circumstances to reinforce the message. They have to conduct the survey
which assists in maintaining the relationship among employees and employers.
Pluralistic framework helps in believing that the workplace is composed of different set
of values, beliefs and the behaviour of employees. Managers of business entity helps in
maintaining the freedom of expression along with the development of groups which aids in
establishing their norms. Leaders of firm are having the power as well as control in some areas of
business entity by using appropriate resources (Larson, 2015). But the managers of company
helps in achieving the best results which assists in providing motivation to the employees so that
they can coordinate the work with proper efforts. Employees have to be involved in the
corporation so that they can help in resolving the problems which are related to work and also
assists in making the correct decisions so that they can achieve the best results successfully and
expand the growth in market.
Sainsbury is using unitary framework. human resource management of the business
entity play a essential role and ithelps in attaining goals and objectives. This framework helps
Sainsbury in integrating employees as well as employer’s interests so that they can enhance the
loyalty along with the commitment of employees. This perspective succour in assuming that all
stakeholders of Sainsbury are the rational members who have common interests (Kalleberg,
2013). Company is also having strong internal human resource policies so that they can ensure
employee’s goals along with the opinions and concern of the employees on the basis of which
Sainsbury reaps the targets easily.
1.2 Affect of changes in trade unionism on the employee relations.
Trade unions are the organised group of workers which help in protecting the interest of
staff members. The purpose of trade union is that they have to build a healthy relationship
between staff members as well as management. In the United Kingdom, approximately seven
million people help in ensuring to trade union. The main function of trade union is that they

have to improve or develop the corporation with managers. Along with this, it helps in
improving the working conditions of staff members of Sainsbury (Edwards, 2011). The
objectives of trade union is that they have to regulate relations with other trade unions in UK.
Trade union helps in improving the ability of workers to influence the working condition of
business entity. Along with this, they have to obtain better economic returns. Trade union helps
in improving the welfare of society and also assists in protecting unfair practices. In maintaining
the employee relationship, trade union uses the agreement of collective bargaining method which
assists in prescribing the labour standard in wages along with the working conditions,
compensations, incentives as well as bonus (Bach and Bordogna, 2011).
Trade union helps in building necessary organisational base which assists in influencing
the outcomes for both; international as well as national level. Trade union of UK have to
maintain the social cohesion so that company member can sustain in the environment and by
that they can secure maximum income which helps in maintaining freedom and dignity. It
ensures income security, safe working condition for workers. Trade union has to establish the
partnership which helps in doing development of Sainsbury. In this, they are directly involved
with the economic system of production and distribution (Guest, 2011).
Along with this, the company members have to maintain the relationship for the long
term which helps the staff members in doing the improvements like consumer cooperatives and
health funds. Trade union helps in promoting human rights and democracy. Actions can be taken
by trade union at the international level and union can become the influential partner at global
level which helps in maintaining the standards of Sainsbury (Ferner, Edwards and Tempel,
2012). It helps in promoting freedom of association and the collective bargaining. The work
should be done by staff members of Sainsbury properly by using development tool which helps
in attaining the goals and objectives. Trade union has to maintain partnership along with the
alliances. The unions having their own interests and shared values assist in engaging strategic
alliance with other actions in civil society which includes cooperatives, consumers,
environmental groups, etc.
1.3 Role of the main players in an employee relations situation.
Employee relations defines the relationship between the employers and employees. It
helps in focusing on both the individual and collective relationship in the workplace which assist
in increasing the emphasis on line managers so that they can establish trust with the employees

(employee relations, 2017). These relation deals with the interaction among the different parties
in the employment relationship.
Role of Human Resource in employee relation – HR play a essential role in binding the
employees together. They have to do the appropriate activities which helps in strengthening the
bonds among the employees which them closer. If the employees satisfy with their job
responsibilities then they will remain happy and avoid the conflicts with each other. They have to
organise the various activities which helps in doing the work together as it helps in attaining the
goals and objectives. It is the responsibility of the team of human resource so that they can
organise the various events in Sainsbury. Along with this employees have to take the
participation so that they encourage in doing the qualitative work. Human resource helps in
resolving the problems which helps in attaining the goals and objectives (Edmans, 2011) .
Role of manager in employee relation – Good relationship between the manager and
employees which are beneficial for the employees of Sainsbury and also it helps in finding the
interest of the work. In the business entity manager assign the task which is challenging in nature
to the group of the employees according to the interest to attain the goals and objectives which
helps in fulfilling the needs so that they can comfortable with their work. In Sainsbury, manager
treat every employee as a family member and the manager of the company play a key role in
negotiating with the trade unions.
Role of government in employee relation – In this, government play a essential as well as
important role so that they can protect the interest of the employees along with the employers.
The regulatory body of UK influence and regulate the employer as well as employee relations by
using the different laws, rules as well as regulations. Labour law and the regulations which helps
in establishing the life balance of the work along with the safe working conditions. In Sainsbury,
decision which is taken by the ministry bodies affect the business entity but in positive manner.
Rules and regulations of the government helps in taking care of the rights and duties of the
employees within the business entity (Amstad and et. al., 2011).
Role of workers in employee relation – Every company has to set the various principles as well
as the policies. Along with this a worker is a essential and important part for the business entity
which helps in attaining the success and it depends on the performance of the employees.
Workers of Sainsbury have to follow all the rules and regulations so that they can achieve the
targets which are decided by the higher authorities of Sainsbury (Employee Relations, 2017).

TASK 2
2.1 Procedures an organization should follow when dealing with different conflict situations
Sainsbury having the different departments and in distinct department they are having
their own work. So, the business entity is having the different type of the conflict situations and
have to use the proper procedure so that they can deal with the conflict situation which include :-
Find out the cause of conflict: In this, management have to find out the basic cause of conflict.
In Sainsbury, employees having some problematic situation which is related to their work,
working conditions along with the some problems which is related to finance which assist in
showing their work and performance (Wilkinson and Fay, 2011).
Make impactful solution for problem: Administration have to make the proper solution so that
they can resolve the problems and by that they can fulfil the requirements of the employees.
Implement of solution: After that the company have to make the implementation of the solution
so that they have to make the successful apply of their idea. Along with this they have to give the
perfect solution which having the direct impact on their issues so that they can feel relax.
Monitoring: the manager of the business entity have to monitor the performance of the employee
and have to analyse or evaluate the solution on the basis of satisfaction and the work efficiency.
From the above given procedure can be used by Sainsbury in the different conflict
situation and they are :-
Single employee: If the employee facing so many issues from their departmental manager have
to communicate with him. For example, the manager of the business entity have to provide the
training to their employees so that they can not face any issue and do the best work.
In between employees: In Sainsbury, some employees having their personal conflicts which is
related to the behaviour as well as coordination then the manager of the firm have to use the
negotiation process in between them (Batt and Colvin, 2011).
With a group of employees: This type of situation occurs when the group of the staff members in
the corporation having dissatisfaction with the organisation. Sainsbury have to use the collective
bargaining and also can use the proper process with a leader of the group along with the
departmental manager and the higher authorities of the business entity. These issues which is
related to the financial aspects, work safety along with the facilities in the working conditions.

2.2 Key features of employee relations in a selected conflict situation
Employee relations helps in gaining the commitment of the staff members which helps in
achieving the goals and objectives of the business entity in the different situation. Sainsbury have
to maintain the relations among the employees because the success of the business entity
depends on the employee relation. Key features of employee relation are employees have to
working together with the proper corporation. Along with this they have to build trust as well as
unity. Company faced some conflicts between the employees which cause trouble in the firm.
Causes of the conflict that the employees having some personal issues, poor training, not
providing proper information. The working style of the employees is different and the
differences in the background gender as well as differences in the leadership. The managers of
Sainsbury can take the actions in resolving the conflicts (Baccaro and Howell, 2011). The
manager of the firm can identify and understood the actual problem in the proper manner so that
they can solve the problem. After that they have to recognize the issue which is occurred in the
business entity and then by the possible solution issue can be resolve. Then the higher authorities
of Sainsbury have to find out the source and the origin of problem so that they can solve the
issue from the root level. Then the company members have to develop the effective strategy so
that they can satisfy the employees and by that they can attain the benefits.
To resolve the conflicts management of Sainsbury have to follow some key features of
the employee relation which include that they have to work together in the corporation for the
betterment of the employees. Along with this they have to build the trust so that they can
maintain the relationship and by that they can attain the maximum benefits (Turkyilmaz and et.
al., 2011). Unity is the main condition of success which helps in attaining the goals and
objectives.
2.3 Effectiveness of procedures used in a selected conflict situation
When the supervisor or manager has a conflict with the another person then they have to
resolve that conflict. When they initiate for resolve the conflict then the person know that why
this conflict occur. They have to prepare for the conflict resolution by the understanding that
what the conflict is.
Responding to a conflict – sometime the party has a conflict that is bothering for the someone
else. The person make the supervisor of conflict aware so that they can find the possible solution
for resolving the conflict (Sadikoglu and Zehir, 2010).

They have to understand the problem first then they can identify the solution which helps in
resolving the conflict. In this they can use the negotiation method as it assist in decreasing the
issue. Then the company members of Sainsbury have to interpret the problem in terms which
will use in expressing the problems. Along with this they have to avoid the statements of blame
and according to that the higher authorities of Sainsbury have to find out the specific actions for
the other person so that they can resolve the issues.
The company members have to understand the problem and on the basis of that they have
to resolve the issue by using the negotiation method.
TASK 3
3.1 Role of negotiation in collective bargaining
Collective bargaining is the process which helps in doing negotiation during meetings
between reps and their employer which helps in improving the pay and conditions. The aim of
collective bargaining is to reach an agreement so that they can meet the needs of employees and
workers. Collective bargaining negotiation between the labour unions and the employers of
business entity which give the result a dissatisfactory situation (Underhill and Quinlan, 2011).
Negotiation can be appeared inside as well as outside Sainsbury. Role of negotiation having the
great approach which helps in resolving the conflicts between the employers or the manager or
between the manager and organisation. Negotiation play a positive role in resolving the conflicts
or the issues which are generated in the Sainsbury. They have to do the proper communication
while doing the negotiation. Along with this they have to build the strong relationship between
both the parties with the interests and have to make the proper adjustments. In the method of
collective bargaining, both the parties of Sainsbury have to make the adjustments and the
involvement of the company member is necessary to make the betterment in the different
conditions. Moreover, negotiation process increase the involvement of the stakeholders and it
succour in reducing the personal interest and increase in profit of Sainsbury.
3.2 Impact of negotiation strategy
Negotiation is the process or action which helps in transferring the legal ownership of a
document. It is a dialogue between two parties which assist in intended to reach a beneficial
outcome over one or more issues where a conflict exist. To negotiate the different situation in
Sainsbury have to follow some strategy that the manager of the business entity have to know that

what the employees want and have to put the conversation for the good negotiation. The
members of Sainsbury should have a leverage that they have to make a schedule and the other
details which the client wants so that they can attain the success (Parzefall and Salin, 2010).
They have to estimate the project designing so that they have a strong logic. The manager of the
firm have to make compromise so that they can shared the interest which helps in creating a
product of quality. They have to use the proper information so that they can attain the benefits in
the competitive market. They have to collect the data or information for the financial situation of
Sainsbury so that they provide them what the employees wants. They have to keep their own
interest as well as reserving the good relation with the employee and goodwill. Moreover, they
have to make the correct decisions which helps in doing the negotiation. Sainsbury needs to take
a time and have to think which helps in doing the negotiation which can cause the loss for the
business entity.
TASK 4
4.1 Influence of the EU on industrial democracy in the UK
UK having the industrial democracy which helps in believing the free trade and have to
make the proper efforts so that they can develop their economical conditions. Industrial
democracy is highly affected by the European Union and some factors are :-
Involvement of employees – In the business entity, involvement of the employee is necessary
which helps the manager in making the correct decision by the decision making process so that
they have to include their employee to make the policies for the employees (Ng and Feldman,
2012). It is also beneficial for the firm so that they have to make the better working conditions.
Work Safety – The employees of Sainsbury have to do the work with the safety as EU is highly
focused on to make the work safety for their employees which helps in attaining the goals and
objectives (Ayyagari, Grover and Purvis, 2011).
Appropriate Salary and incentives – The higher authorities of the company have to provide the
impressive package of salary as well as incentives so that they can give the proper bonus and
salary for their work which helps in providing the satisfaction to the employees.

4.2 Compare methods used to gain employee participation and involvement in the decision
making process in organization
Employee participation refers to participation in the business activities and have to share
the information as well as the business activities which helps in attaining the goals and
objectives. Employee involvement is the approach which helps in maintaining the relation
between the employee and the manager of Sainsbury so that they can handle the work and by
that they can make the correct decision by using the decision making process (Van De Voorde,
Paauwe and Van Veldhoven, 2012). There are different methods which is used by company
member in the participation and involvement.
At the board level they have to represent the employees at the board level and they have
to provide the proper guidance so that the employees of Sainsbury can attain the maximum
benefits.
Through ownership they can make the employees shareholder of the firm. Moreover they
have to induce them to buy the equity shares, advancing loans and have to give the financial
assistance.
By using the method of collective bargaining. They refers to do the participation of the
workers through collective agreements. The manager of the company have to decide and follow
the certain rules and regulations. It helps in ensuring the employee participation in the
managerial process.
By using the complete control method, the company member have to do the self
management so that they can maintain their work and by that they can attain the success. Along
with this they have to deal with the aspects of the administration by representatives (Kaufman,
2010).
Sainsbury have to choose the best method which is collective bargaining so that they gain
the employee participation and involvement which helps in improving the productivity as well as
proficiency.
4.3 Impact of human resource management on employee relations.
The objectives of the human resource management includes to secure the integration of
the employees in the business entity. Along with this they have to make proper coordination so
that they can do the qualitative work (DiStaso, McCorkindale and Wright, 2011). They have to
create the facilities along with the opportunities so that they can do the appropriate development

which helps in attaining the growth. They have to use the proper utilization of resources which
helps in doing qualitative work. The manager of Sainsbury have to appreciate the employees by
providing the training and development. Further, they have to provide the proper facilities so that
they can do best work which aid in maintaining the stability of firm in competitive market.
Human resource having influence in employee relation are that the manager of the human
resource have to divide the work according to the capability of the employee and have to provide
the motivation so that they can achieve the goal. The manager of Sainsbury have to provide the
training to their staff members which helps in attaining the goals and objectives. They have to
make effective communication between the employee and employer. Along with this they have
to put more efforts which succour in ensuring the success. In the decision making process of
Sainsbury, employees of the company have to participate so that they can make the correct
decision on the basis of that they can attain the success and also helps in expanding the growth
(Daymon and Holloway, 2010).
CONCLUSION
From the above carried out analysis it has been concluded that the company members
have to solve the issues which are occurred in the business entity and for solving these issues or
conflicts the manager of Sainsbury have to use the proper communication with the employees.
Along with this the manager of the business entity can use the different methods which are
collective bargaining and negotiation. In developing or improving the matter or conflicts which
are occurred in the company they have to use the policies along with the procedures which are
set by the higher authorities and the human resource which help Sainsbury to follow the rules
and regulations. Company have to resolve the issues in the different situation so that they can
grow. In order to resolving the conflicts, the employees of Sainsbury have to understand the
ways along with the key features of employee relation and procedure so that they evaluate which
helps in resolving the conflicts. There are different type of methods which helps the business
entity to gain the employee participation along with the involvement in the decision making
process. The management of human resources assist in building the trust and aid in developing
the employee and employer relation by the better communication and participation.

REFERENCES
Books and journals
Amstad, F.T and et. al., 2011. A meta-analysis of work–family conflict and various outcomes
with a special emphasis on cross-domain versus matching-domain relations. Journal of
occupational health psychology. 16(2). p.151.
Ayyagari, R., Grover, V and Purvis, R., 2011. Technostress: technological antecedents and
implications. MIS quarterly. 35(4). pp.831-858.
Baccaro, L and Howell, C., 2011. A common neoliberal trajectory the transformation of
industrial relations in advanced capitalism. Politics & Society. 39(4). pp.521-563.
Bach, S and Bordogna, L., 2011. Varieties of new public management or alternative models?
The reform of public service employment relations in industrialized democracies. The
International Journal of Human Resource Management. 22(11). pp.2281-2294.
Batt, R and Colvin, A.J., 2011. An employment systems approach to turnover: Human resources
practices, quits, dismissals, and performance. Academy of management Journal. 54(4).
pp.695-717.
Daymon, C and Holloway, I., 2010. Qualitative research methods in public relations and
marketing communications. Routledge.
DiStaso, M.W., McCorkindale, T and Wright, D.K., 2011. How public relations executives
perceive and measure the impact of social media in their organizations. Public Relations
Review. 37(3). pp.325-328.
Edmans, A., 2011. Does the stock market fully value intangibles? Employee satisfaction and
equity prices. Journal of Financial Economics. 101(3). pp.621-640.
Edwards, R., 2011. Rights at work: Employment relations in the post-union era. Brookings
Institution Press.
Ferner, A., Edwards, T and Tempel, A., 2012. Power, institutions and the cross-national transfer
of employment practices in multinationals. Human Relations. 65(2). pp.163-187.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human Resource Management Journal. 21(1). pp.3-13.

Kalleberg, A.L., 2013. Book review symposium: Response to Reviews of Arne L Kalleberg,
Good Jobs, Bad Jobs: The Rise of Polarized and Precarious Employment Systems in the
United States, 1970s to 2000s. Work, Employment & Society. 27(5). pp.896-898.
Kaufman, B.E., 2010. The theoretical foundation of industrial relations and its implications for
labor economics and human resource management. Industrial & Labor Relations
Review. 64(1). pp.74-108.
Kersley, B and et. al., 2013. Inside the workplace: findings from the 2004 Workplace
Employment Relations Survey. Routledge.
Larson, L.K., 2015. Employee Health--AIDS Discrimination (Vol. 10). Larson on Employment
Discrimination.
Ng, T.W and Feldman, D.C., 2012. Employee voice behavior: A meta‐analytic test of the
conservation of resources framework. Journal of Organizational Behavior. 33(2).
pp.216-234.
Parzefall, M.R and Salin, D.M., 2010. Perceptions of and reactions to workplace bullying: A
social exchange perspective. Human Relations. 63(6). pp.761-780.
Sadikoglu, E and Zehir, C., 2010. Investigating the effects of innovation and employee
performance on the relationship between total quality management practices and firm
performance: An empirical study of Turkish firms. International Journal of Production
Economics. 127(1). pp.13-26.
Turkyilmaz, A and et. al., 2011. Empirical study of public sector employee loyalty and
satisfaction. Industrial Management & Data Systems. 111(5). pp.675-696.
Underhill, E and Quinlan, M., 2011. How precarious employment affects health and safety at
work: the case of temporary agency workers. Relations Industrielles/Industrial
Relations. pp.397-421.
Van De Voorde, K., Paauwe, J and Van Veldhoven, M., 2012. Employee well‐being and the
HRM–organizational performance relationship: a review of quantitative studies.
International Journal of Management Reviews. 14(4). pp.391-407.
Walby, S., 2013. Patriarchy at work: Patriarchal and capitalist relations in employment, 1800-
1984. John Wiley & Sons.
Wilkinson, A and Fay, C., 2011. New times for employee voice?. Human Resource
Management. 50(1). pp.65-74.
Online
Employee Relations. 2017. [Online]. Available through: <http://www.ed.ac.uk/human-
resources/about/university-hr-services/employee-relations>. [Accessed on 3rd February
2017].
employee relations. 2017. [Online]. Available through:
<http://dictionary.cambridge.org/dictionary/english/employee-relations>. [Accessed on
3rd February 2017].
Labor & Employee Relations. 2017. [Online]. Available through: <http://ohr.psu.edu/employee-
relations>. [Accessed on 3rd February 2017].