Employee Relations Report: An Analysis of ASDA's Strategies

This report examines employee relations within ASDA, focusing on key concepts and practical applications. The introduction highlights the importance of maintaining harmonious relationships through various management approaches, including unitary and pluralistic frames, and the role of trade unions and collective bargaining in conflict resolution. Task 1 delves into the unitary and pluralistic perspectives, comparing their approaches to employee relations, and analyzes the roles and impacts of trade unions, as well as the key players involved in employee relations, such as employers, employees, and public bodies. Task 2 explores conflict resolution processes, outlining a step-by-step approach for managing conflicts within ASDA, and identifies common conflict scenarios between employers and employees. The report emphasizes the importance of effective procedures and a positive attitude in maintaining healthy employee relations. It also discusses the role of social environment in the workplace, as well as the need for effectiveness in the conflict resolution process, to ensure systematic and productive solutions.

Employee Relation

INTRODUCTION
Every organisation should adopt all this things that will assists for maintaining a
harmonious relationship among the worker. In this management of the company use pluralistic
and unitary frame at the time of conflict situation. In this management also develop trade union
who handle their conflict situation as well. In addition to that organisation can use collective
bargaining as a tool that will assists for the solution (Kersley and et.al., 2013). To maintain
employee relation in the workplace management must focus on the root case that will leads to the
systematic solution as well.
In the present report will discuss about the Asda and its employee's relationship among
the organisation. In addition to that management of the company use frame of references that
will leads to the systematic solution in a workplace as well. In this management also concern
with the trade union and its effects on the organisation. In this report a procedures is also adopted
by the management for a systematic resolution process in the organisation. Moreover all
effective work can be dome by the management for a systematic resolution.
TASK 1
1.1
Employees are the part and parcel of the organization and every firm wants them to work
with efficiency. In order to make their efforts productive, the firm needs to use diverse frames to
manage their activities as well as remove conflicting situations from the workplace (Lăzăroiu,
2015). The two most common frame of references used in most of the organizations have
discussed underneath: Unitary Perspective: Under the current head, the organization has its own set of goals
and objectives which shall be the priority of each employees as well as the employers.
Their entire activities and work revolves around the main mission and vision of the firm.
Likewise, Unitary frame of reference when applied to the ASDA, then the managers
seems the trade unionist as quite problematic, prohibitive and superfluous malicious.
They feel that unions are likely to exist in the organization when the company has lost its
path or goals for which it was initially formed. The reason behind the occurrence of
grievances and troubles in the organization is considered to be lack of interaction and
different formation of sub-groups that have their own way of functioning (Skudiene and
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Auruskeviciene, 2012). As per the relation of employee and employer will be intense as
there are conditions in which confusions will arise. Further, it is important that employer
guide their employees as it may create issues. In order to make effective and strong
relation, it is important that both have proper interaction as this will help them to know
each other and this will raise coordination which will enable to achieve the goals and
objectives of firm effectively and efficiently.
 Pluralistic Perspective: In contrasting to the above frame of reference, the organization
has diverse groups as well as sub groups which have their own set of aims and objectives.
This is an entirely different approach wherein the employees and other individuals are
considered to be superior over the goals and targets of the company. Herein, mainly two
groups exist in context with the ASDA (Kukanja, 2013). These are classified as
management and trade unions. Conflicts are not considered as problematic in the the said
enterprise whereas regarded as a means to know each other and resolve the problems
through collective bargaining process. Hereunder, management is not classified as a
powerful body in terms of enforcing polices and regulation rather deemed as force which
aims to motivate employees by the means of negotiation and collective bargaining
process so as to resolve the problems. The Trade unions are the representative of the
employees and they keep the point of the view of workers before the management which
leads to creating an healthy environment in the ASDA premises (Rubin and Brown,
2013).
1.2
There are different set of roles that are undertaken by Trade Union. In this context, below
given are few of them:
 Basically formed to protect the rights of the workers.
 Set the terms and conditions and make negotiation agreement with workers over benefits,
overtime and pay.
 Discussion over major changes that took place in firm due to which workers got affected.
 Discussion over the issues faced by employee with employer (Mowday, Porter and
Steers, 2013).
 Providing legal and financial advice to workers.
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Following are the sets of impacts that Trade Union has over employees in ASDA:
 Through trade union, management is able to develop strong relation with workers. It
enabled them to provide healthy environment in which they can work effectively and
efficiently (Munafò, 2016)
 It safeguards the interest of its employees. Trade union interfere in the working
conditions and economic benefits been provided to the workers at the work place. Also,
negotiate on the labour contracts of its members with the employers.
 The main objective was to increase the recruitments and interfere in the selection process
so as to increase the number of employees in the company and reduce the burden from
the existing employees.
 There conditions in which management implemented different set of changes or adopt
strategies which become difficult to follow or work. However, trade union enables to
make negotiation and to deliver the issues that are faced by workers. Accordingly,
changes are made as per the requirement of employees.
 The over influence of Trade Union helps in raising motivation to workers. They work
with their full efficiency to support the organization.
1.3
The parties who are majorly involved in employee relations are Employers, Employees,
and Employee Representative Bodies like Trade union, Work Council, Staff Associations,
Employer Associations, and lastly the Public Bodies. These players try to protect their respective
economic interests connected to each other. Employees have different interest from employers
but they have common interest in the survival of the employing organisation and if it is not so it
can lead to mutual destruction (Nery, Neiva and Mendonça, 2016).
Role of Players in Employee Relations is discussed below:
Role of Employers
Employers tackle employee relations problems on a daily basis which includes their
participation in developing programs that focuses on improving performance of the organisation.
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Employers should address every problem of their workers be it personal or professional. This
would develop trust and understanding between them which would support in maintaining
cordial employee relations.
Employees
Employees nowadays are highly educated, skilled and competent, so they demand
challenges, interesting work, more involvement in decision making and freedom to work on their
own terms. Employees should keep organisational goals on priority than individual goals which
would foster smooth employee relations in the organisation (Besamusca and Tijdens, 2015).
Trade Unions
Trade unions play a very powerful role in employee relations. They are provided with an
official bargaining position in formation of industrial agreements. Sometimes it is observed that
unions are more concerned about their interests and benefit rather than of the employers which
leads to unhealthy employee relations.
Employer Associations
These associations represent employer groups and assist them. They are created in
response to trade unions to represent employers in making awards by Centralised employee
relation system. Employers should see that in fulfilling their objectives the employees should not
get harmed in any form. Avoiding their interests would pollute the employee relations as well as
the work environment (Lucero, Allen and Elzweig, 2013).
Public Bodies
Governments over last several years have formulated various bodies to handle resolution of
industrial disputes. These bodies act as independent statutory body in formation of minimum
wages and employment standards. They try to resolve disputes between an employer and
employee when no agreement or settlement can be reached out.
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TASK 2
2.1
Conflicts are the part of all organisation so that management of all organisation must
prepare with the set plan for the solution. In this management of Asda must use a plan for the
solution of the conflicts. This process is assist for the resolution of different types of conflicts
and this is listed as follows:
Step-1 Identify & Evaluate sources of conflict: In this step management of Asda must
understand the nature of conflicts & focus on evaluating their sources. When management find
out the root cause than it become more easier to manage the conflict situations. In this,
management of Asda can use a set questionnaire that will assists in getting employees’ views
towards the working and any other thing. In this, Asda appoint a mediator who can try to
negotiate between conflicts parties (Khan, 2013).
Step-2 Look beyond the problem: Most of the management always focus on the person
and their activities. This is totally wrong way to solve the conflicts so that if the management
identify what is actually going on. In this step management of Asda can use various
questionnaire again for the solution of problem in a effective manner. This is a way in which
management has to cover all key points that assists for raising conflicts (Nery, Neiva, and
Mendonça, 2016).
Step-3 Solution Request: In this know management of Asda having all view points on
its employees' end. So that know management is ready to initiate towards the change the working
situations in a working place. Mediator now active towards the working as well as systematic
listening is also included in this step of resolution of conflicting.
Step-4 Identifying solution: In this management of Asda and mediator has appropriated
for the collaboration and coordination among the disputes party. They also try to develop various
ideas so that it leads to coordination among them and ready for the solution (Kent, Windsor and
Zunker, 2012).
Step-5 Agreements: Mediator now create a agreement in which both parties are ready for
the agreement and in this it is also included that after the agreement conflict situations not might
be raising again in the future.
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The above is the general procedures applied by ASDA in most of the conflict situations.
2.2
In Asda the most common conflict between employer-employee are the maintenance of
trust between the floor workers and the supervisor. As per the set conflict situation various key
features are listed as follows:
 In the organisation employee relationship is based on a employee-employer and this is
only done when Asda always do its efforts towards the better working environment.
 In Asda and any other organisation collective relation leads to better relation so that
management of Asda has to focus on the collective relation among the conflicts party. So
that management has cover its feature in a appropriate manner (Essential Features of
Employer-Employee Relations. 2016).
 Management of Asda must evaluate that employee relation is a complex one and its
maintenance is also the hardest one. In addition to that management must create a trade
union and various workshop to maintain a relation in the organisation.
 Issues arises in the organisation because of lack of understanding. If a a mediator focus
on the point of removed the misunderstanding so that it will be assists for the
management towards the solving conflicts situation (Kubai and et.al., 2013).
 Some times management use strict tongue with their employee and this is not accepted by
the management as well. As per the situation management can use various policies so the
worker when follow the same then there is a less chances arise for such type of situation.
 Employee relation maintain by the positive attitude towards the working so that
management of Asda must develop a positive attitude towards the working so that it will
leads to maintain an employer-employee relationship in a workplace (Munafò, 2016).
 To maintain a harmonious relationship among the working place management and its
association, employees' and their trade union must create social environment. This groups
leads to the give them a shape to their relationship.
2.3
For proper solution only adopting procedures is not enough because in this procedure and
effectiveness must be present for the systematic solution. In this management of Asda must focus
on the various points that create effectiveness towards the working (Nery, Neiva and Mendonça,
2016).
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 In the effective procedures, issue of an individual must be clear. Some time's
management not catch the actual situation. This unappropriated issue misleads the all
situation so that HR manager of Asda must focus on its issue that was found, must the
appropriate one. As per the steps that are followed to resolve conflict, management
should identify the issues that has raised among employees.
 In this mediator, association and employee's union must evaluate everyone interest
towards the conflict situation. In this management or other team of Asda must listen
every one point of view and in this management also use the random once for getting
their views and points towards the organisation as well. This will be the second steps that
will provide proper information about the main reason due to which the conflicts
occurred.
 Mediator must crate a list in which employee and employer of Asda opinion is their.
Accordingly that management can make a solution list for the accomplishment of process
as well. In this the best one will be chosen for the solution. That will assist for the time
saving as well as stopping to create a big one as well. As per the steps to solve conflict,
this is the third step in which manager will list out different ways that will be helpful in
resolving the issue. Management must focus on the both party point not any single one.
In addition management of Asda must overview the negotiation process and accordingly
change create if the need is their (Besamusca and Tijdens, 2015).
 In the effectiveness of the process management of Asda use the monitoring process and
take care of both parties point of view in the organisation as well. From the listed out
solution, one best one is selected that will be helpful in to overcome the problem.
 It should be take care by the management that no single thing could be ignore because a
single thing become a big issue in the future. At last proper evaluation is done with the
help of which problem is solved. In addition to that management of the company also
create a friendly environment that will assists for the finding an actual thinking. If the
management of the company and other association use the strict procedure and pitch. So
that management can't find out their actual view points in the organisation (Faia and
Rossi, 2013).
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TASK 3
3.1
When any organisation suffer from any conflict situation that time they have to adopt
collective bargaining for a systematic solution. In this case employee-employer conflict situation
is given. For that management has to develop a negotiation process for the solution as well
(Rubery, Keizer and Grimshaw, 2016). Collective bargaining and negotiation process is
correlated in which without negotiation process management cant take come toward the
agreement.
As per the above, conflict is related to the salary issues for that management create a
contract for the solutions. In this management of Asda can adopt various term and conditions that
will assists for the acceptance by the both parties (Lucero, Allen and Elzweig, 2013).
In the collective bargaining, trade union also play a crucial role in negotiation for which
they appoint a representative for the organization who is called shop steward. The Individual is
representative of trade union who evaluate daily working of the organisation. In this process, all
the concerned parties can use negotiation through collective bargaining process and this is listed
as follows:
 In the collective bargaining process management can develop a plan or in other words
they prepare a process for the negotiation (Kersley and et.al., 2013).
 In the second step management create a contract in which various things included in this.
In which various polices and many more things are included by the management of Asda.
 After this a agreement can be made in which management of Asda and its association can
use to develop a written report. After this management can do review in which all
rectification can be done by the organisation end's (Lăzăroiu, 2015).
 At last management monitor all the performance in a better and a specific way.
3.2
In this section management of Asda evaluate its great impact of negotiation that has to
adopted by the association. Entity can use this tool for solving various problems as well their
workers issue. In addition to that management has to create a infrastructure who is fully positive
so that ratio of conflicts will shortly reduce. When a employee feel a positive work environment
so that their working interest is automatically increased. This will affects its goodwill as well as
their services. When a company become capable towards so that management can easily full fill
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their demand (Skudiene and Auruskeviciene, 2012). So that it will leads to enhance their
productivity as well. Negotiation is also assists for maintaining work culture as well their
operational activities. This leads to achieve the work objective in the organisation. Negotiation is
a best way to solve any type of conflicts solution. This is also leads to maintain a good
relationship among the worker as well their needs. So the chances of occurring problems will be
shortly reduce.
In this management of Asda also use various reward system and become efficient
towards the working and solving problems. Some time conflict's situation develops an idea
towards their workers and its way of working (Kukanja, 2013). To make negotiation, it is
importan that it should not be done individually. It is important hat all the individuals who are
involved are included and they all come up with an appropriate solution that will help to solve
the conflict. Moreover, it also essential that to solve conflict, all have a positive attitude. In case
one has made up his/her mind that they will not resolve the issue, then what ever decision made
will not help. In such situation, it is essential that all have a positive attitude. Alternatives raising
conflicts leads to reduction sale and customer less interest towards the Asda so that management
has to develop an appropriate way of negotiation that will lead to the management for
understanding employee's relationship. Furthermore management has use this to motivate their
employee toward the working and in this way it impacts on the potentiality of a worker. In this
way, it will be evaluated that negotiation process impact the business and its activities.
Negotiation is also assists for the employee relationship and taking appropriate decision making
in the conflicts situation (Rubin and Brown, 2013).
TASK 4
4.1
In this section management of Asda assess all that factors of EU on industrial democracy.
Industrial democracy is a term that is used by the management for enacting way of working. So
that it will also adopted by the HR manager of Asda so that their employee can resist to develop
way of working as well (Khan, 2013). This term is also use full for the decision-making process
in the entity. As per the definition, industrial democracy includes their workers and staff both in
the decision-making. So that it covers the gap among them. If their is a no gap among them so
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that here no conflict situation can be arises at the Asda. Here various impacts are listed follows
that will assists for management perception (Nery, Neiva and Mendonça, 2016).
 This point is about changing policy in which workers are ready for the change. In this
when the change is occurrences in a taxation and expenditure. In that case management
also create some changes in their working criteria. In addition to that management must
concern with that and it will also occur that it would be negative impact on the working
premises (Kent, Windsor and Zunker, 2012).
 Such as employee's dissatisfaction and many more things so that management has to
prepare for the same. In addition to that if EU change their policy with the increasing
taxation. So that it impact on the production house and they have to invest more in this.
 For which management also enhance their product pricing and it negatively impact on
the selling. This will be negatively impacted on the company's profitability also.
 In this if the changes in the labour rate so that it impact on the employee salary
perception. Here two causes may occurs that if the company not enhance their pay per
day so it will be negatively impacted on the entity goodwill. This will leads to confli9cts
situation in the organisation and many other things (Employee Relationship Management.
2016).
There is high influence of EU laws in UK industrial democracy. There are different set of
laws that are implemented in order to make sure that proper services are provided. Industrial
democracy can be determined as an arrangement that involves employees to make decision,
share authorities and responsibilities within the organization. In most of the European countries
there structure which are provided by EU and it enables to have effective relationship with
managers and workers. Further, EU helps to provide workers with prominent roles. Further, they
work towards common goal.
4.2
Comparative Study of Methods of Employee Participation in Decision Making Process in ASDA
Methods Comparison
Participation In
Top Management
Involvement of employees at the Board Meeting level in ASDA will set
industrial democracy which could play a vital role in protecting employee’s
interests. The representation of employees in Top Management will help
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employees to present their problems and issues in front of management and
suggest the board members to focus on employee benefit policies.
Participation
Through Collective
Bargaining
Collective Bargaining could also be a good option of employee participation in
ASDA as it involves direct negotiation with the employees regarding wages,
employment schemes, working hours, working conditions etc. by following
certain set of rules and regulations. This could be an ideal form of employee
participation in the organisation if it is well controlled otherwise each party
will try to win over the other. As it is said that in this method there should be a
Win-Win situation for both the parties (Kukanja, 2013).
Participation
Through Job
Enrichment
Expansion of job content and increasing motivators and rewards to the current
job profile can be a good method to engage the employees in managerial
decision making in ASDA. This way it would offer freedom to the employees
to explore their knowledge, skills and wisdom for handling day to day
business problems.
Participation
Through Quality
Circles
Quality Circle is a group of four or five persons who have expertise in their
respective fields or work area. In the context of ASDA this method could also
be applied where the experts would meet on a regular basis to identify, analyse
and resolve the employees problems arising in their area of operation or
department. Any person who is expert in his field can become a member of the
quality circle. By adopting this method problem solving would be divided so
that every single issue could be addressed.
Adoption of these methods in the company will bring wide range of benefits which are listed
below:
 Job satisfaction in employees
 Employees will be committed towards the organisation
 Smooth and harmonious employee relations
 Increase in job performance and organisational performance
 Growth in profits
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 High level of motivation in employees.
 Sense of belongingness among the employees (Khan, 2013).
4.3
A human resource executive plays an important role in making the employee relations
harmonious and cordial. HR activities play a major role in strengthening the connection between
employees and bring them closer. It gives them an opportunity to know each other well as they
hardly get time to interact due to work load. HR department should ensure that such activities are
being organised to build friendly relations. Employees should be happy and contended which
will develop feeling of trust, loyalty, commitment and faith towards the organisation. Also they
will not focus on unproductive tasks and waste their time and potential. Organising various
events like sports day, annual day, green day etc. would encourage employees to involve in these
types of co-curricular activities and events (Rubin, and Brown, 2013).
It would give them a break from routine work as sometimes they feel monotonous and
boring. So they will start enjoying their jobs rather than treating work as a burden. The HR can
display the names of star performers on monthly basis on the notice boards. Send greetings mail
also. Trophies or monetary appreciation can also be provided. It would motivate the employees
to perform better and will develop trust and faith in his employer and the organisation. Also their
colleagues and subordinate will also get encouraged by seeing them. HR department must be
available, trustworthy and give reliable advice and suggestions. With focus on existing
employees HR has to devote time to new employees also. An orientation program should be
conducted so that he gets familiar with organisation culture, employees, and existing people also
come to know that a new member has joined their family (Kukanja, 2013).
It would make them comfortable with each other and work towards achieving
organisational goals and individual goals. For high standard performance, it is very necessary to
avoid criticism, backstabbing, gossiping at the work place. HRM makes great impact on the
employee relations because if the HR policies are not benefiting the employees of the
organisation and if they are in stress and burden it will lead to disruptions in their work which
will lead in poor and unhealthy employee relations.
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If the employee is happy, satisfied, motivated through good HR practices it will show in his
performance which leads to maintain smooth and cordial employee relations (Kubai and et.al.,
2013). This will also lead to dilute the role of trade unions as the employee do not feel the need
for collective bargaining and being represented by a third person.
CONCLUSION
After summing up the above study management can evaluate that if a management of
Asda wants to develop way of working in a appropriate relation. So that HR manager of Asda
must consider various things on their working practises. In this management of Asda develop
effectiveness in their conflict situational so that a effective solution is pulled out by the
management. Management also adopt negotiation process for the collective resolution. In
addition to that management also use various participation method in the decision-making
process. It will assist for the employee's understanding level about the organisation. At last
management can evaluate various impacts that leads to the better relationship at Asda.
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