Employee Relations Report: Conflicts and Negotiation Strategies

This report provides an in-depth analysis of employee relations within British Airways (BA). It explores the concepts of pluralistic and unitary frames of reference, examining their impact on maintaining healthy relationships between workers and employers. The report investigates the effects of changes in trade unionism on employee relations, considering political, legal, and technological factors. It identifies key players, including managers, government agencies, and workers, and their roles in fostering positive workplace environments. The report further delves into conflict resolution methods, differentiating between collective disputes and individual grievances, and evaluates effective strategies for managing these conflicts. It examines negotiation processes in collective bargaining and their impact on various situations. Finally, the influence of the European Union on industrial democracy and the role of human resource management in employee relations are discussed. The report concludes by summarizing the findings and emphasizing the importance of proactive employee relations for organizational success.

Employee Relations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Explaining Pluralistic and unitary frames of references...................................................1
1.2 Effect of changes in trade unionism on employee relations.............................................2
1.3 Role played by important players in developing employee relations...............................3
TASK 2............................................................................................................................................4
2.1 Methods adopted while dealing with conflicts.................................................................4
2.2 Evaluation of key features of employee relations in different situation of conflicts........5
2.3 The effective of plans and process which are used in conflicting situations....................6
TASK 3............................................................................................................................................7
3.1 Role of negotiation process in collective bargaining.......................................................7
3.2 Impacts of negotiations on different situation..................................................................8
TASK4.............................................................................................................................................8
4.1 Influence of European Union on industrial democracy....................................................8
4.2 Different methods adopted by firms for employees to participate in decision making
process....................................................................................................................................9
4.3 Effect of human resource management on employee relations......................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Employee relations are defined as those efforts which are made by firms in order to
maintain positive and healthy relations among workers and employers. If the firms achieve
success in maintaining good relations then it results in treating all the employees at workplace in
equal aspects (What is Employee Relations?, 2017). This is beneficial for firms as they will
achieve success because workers are executing their operations with loyalty and thus,
productivity gets enhanced at the workplace. British Airways (BA) is the leading firm in
providing air services to people of UK. They have established their aim in order to offer high
quality services to their customers. The report comprises of study about evaluating employee
relation in a dynamic environment along with stating types of industry conflicts and methods to
resolve them. Also, concept of negotiation and collective bargaining procedure will be studied
here.
TASK 1
1.1 Explaining pluralistic and unitary frames of references
The pluralistic and unitary methods of references are interrelated with aspects of
employee relations at workplace. The approaches are having their own views which assist them
in development of health relations among the managers and employees of British Airways.
Unitary approach: This form of reference states that the authority has power to take
crucial decisions that are in guardianship of authorities operating at top level. They are also
referred as managers of firms. Powers are given to higher authorities in order to analyse the
situations and take important decisions which are valuable for business. The main responsibility
of developing trust and confidence among employees is of higher authorities. If there is team
management and all the workers are working while coordinating with each other, this results in
achievement of all goals and business objectives (Carter and et. al., 2013). This approach states
that issues which are developing between managers and workers are arising due to different
interest factors of both the persons. If Trade unions are not successful in resolving the conflicts
occurring at workplace then it put an adverse impact on the performance of business. The
outcome of this is linked with reduction in efficiency of British Airways and they does not
achieve success in providing comfort and quality services to their customers. This results in
dissatisfaction of clients as they do get desired services.
1

Pluralistic frame: This approach is having connection with various methods which are
helpful in developing good employee relations. It is analysed that workplaces are having various
belief, attitudes and behaviour of people by which they perform business operations. The higher
authorities at selected business are assigned with the roles of mediators (Welch, 2011). The most
effective and vital roles are played by trade unions and employees are participating in taking
important decisions which are useful for achieving growth in business (Chen and Sandino,
2012). British Airways is focusing on establishment of stability at workplace in order to maintain
employee relations at workplace. This can be done with the help of negotiation acts and making
concession with higher authorities by using tools and techniques which are used for collective
bargaining methods.
Both the approaches are used for maintaining good employee relations. These are useful
methods in order to evaluate that working plans which are adopted are beneficial for British
Airways or not (Boon and et. al., 2011).
1.2 Effect of changes in trade unionism on employee relations
If there are any modifications executed at workplace then it results in affecting the
relations among employers and workers. The trade union groups are working with other
members of society and union authorities are united altogether in order to promote similar type
of interest among all workers like working in positive areas, pay scales according to their work,
etc. (Van De Voorde, Paauwe and Van Veldhoven, 2012). In the middle of century, all trade
unions were implementing legal laws and some workers who were having their presence in
business were joining these groups in order to operate their working in healthy work
surroundings (Leary and et. al., 2013).
There are various firms evaluated who are performing their business operations in the
UK. If modifications are made in changing pattern of trade unions then it have a direct impact on
selected business. The essential reason behind changes are related with external factors which are
evaluated as:
Political and Legal Aspects: If any changes are made in plans and policies of firm then it
directly affect all the elements which are having connections with employee relations. There are
various laws designed by governance authorities in order to provide equality in work
distributions at BA. These situations give ways to conflicts which can arise at workplace and
results in negative factors among the workers and members of trade unions. The main reason
2

behind this issue is linked with not adhering to rules and policies which are framed by the
managers or authorities operating at top level. The outcome of this can be noticed as a negative
decline in their sales ratios, thus productivity factor also gets reduced.
Technological: If there is advancement in technologies then it results in decreasing the
manual work that are executed by workers and their main objective is linked with purchasing
new machines with advancement in technologies in order to achieve good and effective results.
British Airways are retrenching employees who are not producing effective results. The
members of trade unions are against this policy and they are acting as protectors in order to save
all employees who are being retrenched. This results in hindering relation between the union
persons and British Airways. The production of business can be affected if workers are not
willing to work and if they are going on strikes, lockouts, etc. in order to fulfil all their demands.
This affects the growth and productivity of business (Thusyanthy and Senthilnathan, 2011).
1.3 Role played by important players in developing employee relations
In order to maintain effective and healthy relations among the employees than it could
not be gained by applying efforts from single persons rather there should be combined attempt of
all persons who are involved in business operations at British Airways. There are different
persons identified who are valuable in maintaining effective relations among employees. These
persons are described under as:
Managers: It is the sole responsibilities of managers in order to develop and maintain
good relations among the employees who are performing business activities. The managers
should develop positive work environment so that all employees can complete their working
while cooperating with each other in order to achieve higher production. All the issues are
addressed in planned and effective ways (Chen, Hwang and Liu, 2012). In order to make
improvements in the performance standards managers can taking efforts to achieve healthy and
peaceful competition at working environment. In order to increase productivity, various
motivational tools have to be used by higher authorities in order to encourage their employees to
achieve best results for business organisations. This is valuable in achievements of their targets
in desired times as expected by managers. The managers are focusing on solving any types of
risk which are arising at workplaces in effective and planned ways by playing the role of
negotiator. If the employees are involved in relays, lockouts than managers are analysing the
3

situations and finding out the solutions by which conflicts can be resolved in effective and
planned ways.
Government agencies: There are various plans and policies which are enacted by
governance authorities. This is valuable for firms in order to achieve good and effective results
for their business activities. Different acts comprise of minimum wages acts as well as healthy
and safety aspects, abolition of child labour, etc. All these acts are very beneficial in developing
strong and healthy relations at workplaces among the employers and workers in order to achieve
growth. Thus it results in development of cooperation among all the workers at British Airways.
Workers: These are the blood cell of any organisation because without their presence no
activities can be carried out in effective and planned ways. The managers should develop
effective time management strategies so that workers should achieve the results in desired time
frames. The workers have to adopt plans and policies in order to achieve all their targets without
facing any type of difficulty (Dhanesh, 2014). All the employees should show active
participation by involving themselves in the activities which are organised by higher authorities.
If all the plans and policies are executed in systematic and planned ways then it results in
developing strong and positive environment at workplace. The success can only be achieved by
selected firms if they follow all the plans and policies in desired formats. If there is any type of
discrimination practices notices at the workplace than workers are having rights to share this
thought with managers so that actions can be taken in order to bring equality at workplace.
TASK 2
2.1 Methods adopted while dealing with conflicts
There are various tools and techniques adopted by top level authorities in order to resolve
all the conflicts that are arising at business place. This can be achieved by conducting layouts,
strikes etc. at workplaces. The major disputes which are evolving in working environment are
described below as:
Collective disputes: These types of disputes taker place when all the employee unite
together and form a group to raise their voice against modifications in working pattern, working
environment is not according to their choices, ineffective distribution of work among employees,
etc. This give rise to conflicting situation at workplaces of British Airways. The main reason
4

which give rise to conflicts is linked with unequal and ineffective work distribution among same
level of employees at workplace (Tangirala and Ramanujam, 2012).
Another reason of conflicting work environment can occur due to different of working
between male and female employees. The managers can give easier task to all the women while
men are allotted to do difficult task on similar pay scales. This give rise to disagreement among
the workers. In order to solve all the conflicts plans and strategies can be executed by managers
in order to create equal work environment in so that all workers can do their assigned work in
healthy environment (Glavas and Godwin, 2013). This task can be achieved if firms adopt
decision making process and listen to the problem of employees and find effective ways in order
to resolve them. These can be further shared with the higher authorities of Human resources
areas. Time frame strategies are adopted in order to take appropriate decision for the problems.
Maximum times can be given between 5 to 10 days. By applying these measures if the conflicts
are not resolved in effective times than these can be passed to the dispute handling committee.
This administrative body gives their decision and managers are bound to follow them at BA.
This is the most effective ways to resolve issues in effective ways.
Hand strikes are also tools used by employees to raise their voice against the injustice
faced by them at workplaces. If any form of activities are against the desire of employees than it
can result in affecting the work productivity as employees are not willing to do the work till their
wishes are not fulfilled and this can also turn into strikes by employees. There should be flexible
working environment so that employees can leave the place when their assigned work is
completed (Supanti, Butcher and Fredline, 2015). If the employees are made to work for extra
hours than they should be give given extra wages so that they will execute their work effectually.
The cited firms can use collective bargaining methods to solve any type of issues that may arise
at workplace. This method can be executed if the members of unions are selected with the help
of secret ballot methods and the responsible authorities will execute bargaining process with
their workers and both the parties involved in this process are executing similar results.
2.2 Evaluation of key features of employee relations in different situation of conflicts
All the employees are united together and this is referred to as collective disputes. The
situation of conflicts arise if there is inequality at workplace in relation to work distribution
based on gender. It leads to giving rise to negative work environment (Innocenti, Pilati and
5

Peluso, 2011). The outcome is achieved as decrease in production as employees are not willing
to work. The main features that are linked with employee relations are described as:
Hindering relations of employees who are employed at British Airways: If there is
situation of collective disputes by all the workers in British Airways then it can obstruct the
relation among employees in work areas. This situation arise because the male employees think
that there is injustice in distribution of works. They are coming up with complains that inequality
should be removed from workplaces. The work production will be affected and customers will
be dissatisfied because employees are not providing effective airway services to their clients.
Discontented with entity: In the situation of conflicts this is another feature which is
related with work relations among the employees. The employees will not be satisfied till their
issues are not resolved like inequality among work distribution. This give rise to negative
working environment (Leary and et. al., 2013). The relation among workers can be strengthen if
authorities are developing effective plans in order to resolve the issues. If the case is taken to
arbitration courts than the authority who is called as arbitrator listen to the case and then give his
judgement which is binding on all the workers.
2.3 The effective of plans and process which are used in conflicting situations
The plans and policies can be used by in situation of conflicts are measured with the help
of collective disputes process. The vital decisions are done among the higher authorities and the
employees at workplace. This is very effective process so that all the employees can participate
and they can give their ideas about different plans that can be executed at workplace.
In decision making process employees can clear all their points which they think are
ineffective and the main reasons behind inequality in allocation and distribution of work. If
managers have the ability to give effective solution for the problem than it help in satisfying
employees and they will do their allotted works with full efficiency and effectiveness. By using
these measures if the conflicts are not resolved than it can be further addressed to HR manager
and they can develop plans in order to effectively solve them and bring peace and unity at
workplace.
The above methods are beneficial in resolving conflicts in a planned way. The outcome
of this is linked with development of healthy work environment. There should be effective time
management strategies developed so that authorities can evaluate solutions for the problems
which are very effective. The collective disputes among the employees are designed in order to
6

unite as one committee and pass their problems to handling teams in order to develop effective
solutions for the problem. The committee comprises of those people who are having good
knowledge about resolving the conflicts in planned and effective ways. Thus it can be concluded
that firms should develop effectual methods in order to resolve issues and generate healthy
working environment (Shen, 2011).
TASK 3
3.1 Role of negotiation process in collective bargaining
The process of collective bargaining are described as the tool in which different act
related with negotiation are conducted by group of workers regarding situations like terms and
conditions which are linked with employment plans. This method is vital in order to develop
good and healthy relation among all the employees at BA. The workers can state their problems
in front of their managers in meetings thus finding out appropriate solutions in order to resolve
them and development of strong relations between managers and employees. It is beneficial in
development of healthy working environment as their issues have been addressed and resolved in
defined time frame.
The role played by negotiation in collective bargaining methods are evaluated as:
Negotiation process are useful in evaluating effective solutions for problems: In this
methods all the representative members of workers and the managers negotiates with each other
and develops a solution which is favourable in order to resolve all the conflicts arising at
workplace in planned and effective ways (Parimalam and Mahadevan, 2012). This method is
beneficial for employees as they can participate in formal decision making process that is
organised in order to solve the difficulties which are faced by higher authorities at workplaces.
This is effective process in order to handle all the disputes and applying effective solutions by
which employees will be satisfied and focuses on improving firm’s productivity.
Negotiations process are beneficial in exploding potency of collective bargaining
process: The process of collective bargaining are useful in order to resolve all the issues which
are evolving at workplaces between managers and employees at cited organisation. The
negotiation tools are valuable in giving explanation to employees about the methods adopted by
managers so that working can be executed in planned and effective ways. The problems which
are faced by male workers are solved by conducting meeting and knowing the main reason why
7

this issues is arising and asking them to give their views how the problem will be solve in
effective and planned ways. This is valuable in resolving conflicts in effective and planned ways
in order to generate healthy work environment. There will be increase in productivity as
employees are happily executing all business operations. It can be concluded that process which
are linked with negotiations are useful in enhancing working efficiency in relation to collective
bargaining process.
3.2 Impacts of negotiations on different situation
The overall impacts of negotiation process are focused on collective disputes which are
developed by the employees of selected business organisation. This method is valuable in
resolving all the conflicting situations. There are various plans and strategies developed in order
to resolve the issues in effectual ways. The activities which are linked with negotiation process
are evaluated as:
Compromising Stage: In this process the managers and top level authorities are not
addressing issues that are faced by workers. It states that persons should have the ability to
resolve the problem among themselves in order to gain all aims and business objectives.
If there is situation of collective disputes by workers and managers are adopting
collective bargaining process then it will result in decline in working productivity as employees
motivation level will be declined (Payne, 2014). If the problem of inequality between male and
female workers are not resolved than it will decline the morale of male workers thus they will
not achieve their targets in desired time frames.
Forcing Stage: This method is also related with negotiation process. It states that all the
personal objectives and goals of person can be achieved at the cost of another employees who are
involved in working operations. The managers are focused towards attainment of personalised
goals than focused towards achievement of goals of business.
8

(Source: Negotiation Process, 2017)
TASK4
4.1 Influence of European Union on industrial democracy
The industrial democracy plays an important role at workplaces are employees are given
freedom to participate in decision making process and address all they difficulties which are
faced by them. European unions are impacting ideologies of industries in UK in every aspect.
The democratic factors are greatly influenced by plans and policies which are made by EU.
Various policies are adopted by managers so that all employees can involve in decision making
activity. This implies that all guidelines have to be followed by BA in order to achieve
democracy at workplaces and resolve all the issues of workers (What is Negotiation. 2010).
If there is difference in the cultural aspects than it can greatly affect the industrial
democracy of country. If the business is operating at international level then they will not make
strategies in order to make the employees participate in decision making process. If British
Airways wants to execute their working in EU then they have to follow all plans and strategies in
order to achieve effective results. This is valuable in achievement of growth and improvement
for business.
EU are having impacts on industrial democracy as laws and strategies have to be adopted
by selected business. If there are new laws passed by EU and BA failed to apply and implement
them then it results in affecting working environment. Each and every act is monitored by EU in
order to evaluate that whether business is working for the wellbeing of society members or not.
If the laws are not followed and employees are dissatisfied then it can result in strikes and
lockout by workers (Supanti, Butcher and Fredline, 2015).
9
Illustration 1: Negotiation Process

4.2 Different methods adopted by firms for employees to participate in decision making process
The different plans and strategies which can be adopted by firms in order to achieve
participation of employees in decision making process are described below as:
Consultation process: This is effective tools in order to make employees involve in
decision making plans. This is done by conducting meeting where managers give chance to
workers to speak whatever wrongful act is seen at workplace. Managers ensure them to apply
effective solutions in order to resolve their issues. This is beneficial in the development of
healthy working environment in order to achieve effective results (Strategy for Effective
Employee Relations, 2010).
Attitude Survey: This method is adopted by firms in order to encourage employees to
show their activeness and participate in decision making methods. This is valuable as workers
will present their views so that issues can be resolved. It also includes tools which are linked
with job evolutions and monitoring overall performances of employees.
Suggestion Schemes: This is the most effective methods adopted by firm in order to
involve employees in decision making. The employees are free to give their views about any
problems which is faced by them at working environment and effective ideas are developed in
order to resolve all the issues in effective and planned ways.
All the above discussed are effective ways by which employees can participate in
decision making process, thus there will be interaction among managers and employees and
issues will be resolved in most effective ways.
4.3 Effect of human resource management on employee relations
Human resource management are useful in making policies and retaining employees for
long time at cited business. Plans are developed in order to maintain strong and healthy relation
among managers and workers. Employees can be satisfied if they are given favourable working
environment in which they can execute all their activities in effectual ways in order to achieve
their targets. This is valuable for firms to make their employees stay for long terms at British
Airways. . In relation to cultural aspects the opinions of workers are given huge importance in
order to motivate employees and achieve satisfaction. Thus enhancing relations among managers
and workers and increasing in productivity of BA (Welch, 2011).
The perspectives are created by human resource department in relation to achieve
employee relations and this greatly affect relationship among the employees. The pluralistic
10