British Airways: Employee Relations and Conflict Resolution Report

This report examines employee relations within British Airways (BA), a leading UK tourism and transportation firm. It delves into various aspects of the employee relationship environment, including unitary and pluralistic frames of reference, the impact of trade unionism, and the roles of key players. The report analyzes procedures for handling conflicting situations, assessing their effectiveness, and exploring the role of negotiation in resolving disputes. It also investigates the influence of the European Union (EU) on employee relations, methods for improving employee participation, and the impact of Human Resource Management (HRM) practices. The report emphasizes the importance of contingency planning and negotiation skills in managing complex situations within BA, offering insights into stakeholder roles and the impact of operational practices on conflict resolution, ultimately providing recommendations for improvement.

Employee Relations in British
Airways

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Unitary and pluralistic frames of reference...........................................................................3
1.2 Effects of changes in trade unionism.....................................................................................4
1.3 Role of main players..............................................................................................................5
TASK 2............................................................................................................................................6
2.1 Procedures for dealing conflicting situations.........................................................................6
2.2 Employee relations in a conflict situation..............................................................................7
2.3 Effectiveness of procedures...................................................................................................8
TASK 3............................................................................................................................................8
3.1 Role of negotiation.................................................................................................................8
3.2 Impact of negotiation strategy...............................................................................................9
TASK 4..........................................................................................................................................11
4.1 Influence of EU....................................................................................................................11
4.2 Methods for improving employee participation..................................................................12
4.3 Impact of HRM ...................................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES ..........................................................................................................................14

INTRODUCTION
British Airways (BA) is leading tourism and transportation firm in UK. This report is
presenting different aspects of employee relationship environment of BA (Sashi, 2012). It is
observed that report is including discussion on various aspects of business which is required to
be understood for managing issues and conflicts in functional operations of BA. The
understanding of negotiation skills for BA is discussed for managing critical situations in
business. With identifying role of European Work Council (EU) in industrial democracy of UK
is understood with employee’s role in decision making process of BA. Alongside, the human
resource influence on employee relations in BA, the stakeholder’s role is analyzed for BA which
is promoting business services in BA. This report is presenting various operations which will
require involvement of contingency planning and implication through negotiation skills for
getting collective bargaining in BA (Hill and et. al., 2009). The report is presenting impact of
operational practices on managing complex situations in BA alongside assessment of possible
solutions for these problems.
TASK 1
1.1 Unitary and pluralistic frames of reference
It is understood and observed through research and development in business environment
of UK that there is effective and efficient resources which are influencing trade practices in BA.
The role of trade unions is found crucial for managing the human resource and various cultural
and social business aspects in courier and flights services. It is identified that trade unions are the
key stakeholders in business through which multiple disputes and conflicts arises and resolved
for meeting business objectives in industry (Welch, Welch and Tahvanainen, 2008). The role of
labour is found crucial for practicing human resource development and operations management
for providing quality services to users. It influences the criteria of labour and employee’s
selection and recruitment alongside providing training and development to enhanced better
customer services. With advancement of tools and technologies in business, it is necessary to
avail all necessary resources for practicing legal and corporate standards in procedures and
policy formation of transportation or aviation industry (Sparrow and Paul, 2006). It is found
crucial to track the changes in market place according to the trade union demands and thinking

so that making crucial decisions for human resource and work force can be effectively managed.
With identification of required information and resources like labour laws, trade union practices,
regulation for business, stakeholders demand, political environment, social practices etc. which
can be accessed for unitary frames of business (Sarika, Wright and Meyer, 2009). The work
force is found a key segment for operations management in business. It can be used for resolving
issues and conflicts arising in business through which multiple components of functional
practices, modules of business information etc. will be better mechanized. Through accessing
trade union requirements in business, it is observed that pluralistic frames in business of BA are
identified as the general strikes. Trade union restrictions and human resource issues which will
influence practices in different operations. By involving different trade union controls and
benefits for managing issues in business, the unionism and pluralistic frames affect business
sustainability in BA (Cooper and Simon, 2011). The business practices involved in unionism
through effective use of trade union and other labour committees, the business of BA can gain
sustainability in earning profit. Alongside, the pluralistic frames are required to control for
mechanizing monitoring and effectiveness of operations management or it will harm the strength
of business in BA.
Unitary frames of reference: There are situations in which individuals face certain conflicts and
clashes with the managers or their senior authorities. This means that the harmony in their
relations is disturbed and affected by the individual behaviours. Unitary frames of reference give
a different perspective to such clashes. They consider conflicts as an imaginary situation which
takes place due to miscommunications or any sort of deflections in personality.
Pluralistic frames of reference: The pluralistic frames of reference provide an entirely different
perspective to such situations in the company. It is considered that every group functioning in the
organisation has certain objectives and leaders that are responsible for the activities. Collective
bargaining approach is used for resolving these conflicts. The power of command posed by
senior authorities is reduced in this frame of reference.
1.2 Effects of changes in trade unionism
In BA, the employees and staff members are required to assess needs of labour for
attaining quality needs and situational controls for attaining business operations successfully.
Through identification of various practices involved in business, the products and services of BA

can be made better for selling to customers (Catalina, 2013). With advance tools and
technologies processed in trade unions, it is necessary to use demanded resources in multiple
business practices like human resource management, attaining staff involvement in decision
making, resolving critical situations for industry or capitalism. It is understood that trade unions
affect the planning and development of strategic decisions for production and operations in
supply chain. With attaining different characteristics of employee’s disputes conflicts and
required information on the basis of information technology, the trade union are assessed for
acceptance through CRM and MIS of BA. All the stakeholders are keeping consideration of
trade union practices and requirements for mechanizing remuneration planning and purchasing in
human resource department (Torraco, 2005). With identification of positive outcomes through
sales marketing and financial management, it is understood that demanding all concern of legal
or business needs for serving customer in BA can be affected through trade unions of aviation
and transportation industry in UK. The role of trade unions is effective in case of meeting the
effective identification of issues between employees and resolving with cost effective solution.
With monitoring and controlling different practices for managing customer service, the trade
unions are generating demand of respective salary and training needs which can be accessed by
HR team in BA (Curtin, 2004). All the conflicts and issues like lockout, strikes, retrenchment
etc. will have effective control from trade union agreement so BA is having better tuning with
trade unions for resolving HRM issues for attaining business objectives and sustainable
development.
With the growth and high speed business expansion in different countries has led to
developments in the basic structure of the trade unions. Their working and the different activities
which are undertaken by them have also evolved. Employee relations have also been affected
largely due to the actions and decisions of the trade unions. Overcoming from exploitation and
development of new employment legislations are some of the changes which are experienced by
the business organisations. Enterprises now recognise employee needs and demands regarding
training and development activities. Moreover, a healthy workplace environment has been
established currently.

1.3 Role of main players
The main stakeholders or players for employee’s relationship are identified as employees,
labour, management, leaders, government and trade unions etc. which affect strategic planning
for human resource management in BA. It is necessary to evaluate all required practices to be
involved in financial or capitalism for attaining quality and quantity in business services from
BA (Armstrong, 2009). Through assessing better quality of these players in business, the fright
charges, employee’s salary, quality standards, legal requirements and corporate social
responsibilities are practices in BA. With involving staff members for decision making, it is
necessary to resolve issues in business which can be crucial for business. Through attaining
governmental policies and practices for managing several human resource and customer service
practices, it is necessary to control trade unions, political parties, legislative associations,
employees, management etc. Through which support for existing work force and management
practices can be avail for functional operations (Curtin, 2004). The training, selection,
recruitment etc. functions are supported with the duties done by all mentioned players in
business. Government of UK has made several constitutions which are abide by legal policies
and laws for protecting labor and business stakeholders rights at work place like BA. The need of
assessing demand from business management by these players is understood crucial for taking
major business decisions so that BA can remove its issues and conflicts etc. It is required to
practices needs of trade union in business so that effective outcomes will be drawn for HR
decisions, fundamental rights acquisition and meeting all necessary standards for customers
service in business. With attaining standards of legal, social, technical and environmental
objectives through support of mentioned players, BA is be able to meet all necessity
requirements in market place (Zhou, 2004).
Trade unions have a significant role in the development and settlement of employee
relations. Since, these organisations look after the betterment of employees; their actions for
reducing industrial hazards and providing appropriate wages have helped in developing better
employee relations. The qualitative contribution from the side of trade unions has been immense.
An organised approach has been designed by the trade unions to maintain harmony amongst
employees and management.

TASK 2
2.1 Procedures for dealing conflicting situations
The requirement if assessing a procedure through which all necessary conditions and
terms for aviation and transportation business can be achieved for business, it is necessary to
track changes in business. There are some conflicts which are identified as critical situations in
which human resource or management or the external people of business firm are not getting
acceptance on selected decision (Sayigh, 2013). Any conclusion on issue like human resource
can be resolved through deals between issuers and management of firm. So there is a need arise
for following a procedure which can help in dealing with such conflicts situations. With
advancement of technologies and research information available at business work stations, it is
evaluated that attaining demanded situations with recovery management will need to manage
critical areas which are causing such issues. The procedure which required resolving such issues
are as followings:
 Setting sensible conflict: The mutual understanding and personal acceptance on any
decision are found useful in resolving such issues in business. Through attaining the
meaning of conflicts, problem statement and finding the criticality of situation, the
decision for resolving such issues can be taken in business. Through attainment from
need accessed from staff members, management and leaders, the issue and conflicts can
be identified for level of severity (Neff, 2006). With better presentation of issue and
clarified objectives, the conflict can be understood for finding solutions.
 Information collection: It is necessary to understand the issues and associated people
views about situation. So it is necessary to acquire information related different aspects of
business. Through attaining needs of business in which organizational goals and
objectives are considered for conflict situation are assessed for necessary data and
figures. The performance of employees and staff members is necessarily incorporated for
making decision making which assess data for needs and demands of employees in firm
like BA (Koprowska, 2010).
 Agree the Problem: It is necessary to take common problem statement which is better
accessed and evaluated from various practices involved in business of BA. Through

making all the stakeholders agree for reality of problem, the team work and support can
be achieved to find solutions for conflict situation in BA. With attaining required
problems and causes through concluding problem statement, the issues can be modulated
or researched for solutions (Ayyub, 2011).
 Brainstorming for solutions: Whether the idea or plan is attained for resolving issues in
business, it is necessary to evaluate solution with discussion with essential stakeholders
of decision making. Through brainstorming, the solution and severity of issue can be
generated through collecting views and researching of correct matching (Gupta, 2011).
 Negotiating best solution: The actual outcome of a selected solution is negotiated for its
pros or cons so that effective outcomes can be noticed in case of meeting demanded
objectives. Through monitoring and controlling required assets and properties of solution,
the impact will be positive for resolving conflict situation in BA.
The application of these procedures can be understood better with help of an example.
The ground operations manager of British Airways is quite dominating and has a habit of
implying decisions on employees without their concern. This has caused a lot of conflicts and
many a times harsh talks amongst the subordinates and the manager. The solution to this problem
can be obtained by carrying out meetings and discussion sessions which is open to all employees.
After continuous negotiations and sensible arguments, the manager was given a warning of one
month. In case if f he did not control his behaviour accordingly then he will be suspended from
the company.
2.2 Employee relations in a conflict situation
In the conflict situation of BA which is identified as employees and management
disagreement in decision of cutting staff for saving cost and affecting collaboration with Unite. It
is observed that changes in existing situation at that time have created issues for management to
be resolved through effective HR practices of management. It is understood that essential
features for managing employee relationship in that situations are identified as HR services,
involvement of employees n decision making and discussion of decision from Unite which is
monitoring and controlling over 81% of the flights of BA. The cutting and retrenchment of staff
members and labours in workplace of BA, it is understood necessary for meeting demand of

conflict resolution (Neff, 2006). It is observed that need of meeting effective business objective,
identification of problem correctly, forming strategy for finding situations and managing solution
for realistic problem resolution is necessary for different terms and conditions in business. It is
understood that all necessary requirements assessment related to human resource conflict of BA
which will be controlled and monitored through getting desired outcomes in conflict
management. The identified features of employee relations are understanding, involvement and
cooperation in conflict handling through managing decisions related conflict situation.
Considering the example provided in the earlier section, the conflict situation is quite
serious and affects the productivity and profitability of employees. The effects on relations are
quite deep routed and very defensive in terms of employees. Since, the manager was not
interested in concerns of employees so their willingness towards work decreased. The chances of
many efficient employees leaving the organisation also increased. Hence, there is an adverse
impact on employee relations when the conflicts occur.
2.3 Effectiveness of procedures
The procedure for issue resolution and conflict management will help in managing
conflicts between BA and its associates Unite for attaining employee relationship strength.
Through identification of problem statement and its sensibility, the criticality of situation can be
identified through which involvement of management and leader can be achieved for resolving
employee’s cutting and staff retrenchment issues alongside understanding of severity of conflict
between BA and Unite. It is observed that collection of information through genuine resources
will help in making effective strategy for controlling conflict situation. It will assess data from
employees, mediators, government and decision making team for taking effective action.
Through attaining acceptance of actual issues and problem causes like collaborative
mismanagement and involvement of staff in decision making can be agreed from all the relevant
stakeholders who will increase efficiency of multiple operations. With brainstorming for conflict,
the people o Unite and BA management can get involvement as team member. The involvement
of trade union leaders will help in management on solution identified through mutual
understanding and agreement on decisions (Hall and Boyd, 2005). With practicing negotiation,
the actual and prosperous outcomes will come for resolving issue in BA. With implementing
discussion and evaluation of solution, the effective results are expected in conflict situation.

The procedures that are depicted above have positive impact over functioning of the
company. British Airways can experience in quick resolving of conflicts that occur very often.
Moreover, the management and operations of company will improve if all the solutions are
applied effectively. When effective communication is initiated amongst employees and their
respective authorities, then majority disputes are easily handled. The effectiveness of proposed
solutions is visible in the improvements that take place in employee relations.
TASK 3
3.1 Role of negotiation
It is observed that negotiations are identified as discussion for identifying pros and cons
in business through which multiple resources and practices in BA can be accessed for attaining
sustainability (Cook, Marqua & Hsu, 2013). It is identified that negotiation skills are observed
crucial for HR manager who is dealing with staff conflict management which help in attaining
collective bargaining for making agreement between staff and management in workplace.
Through observation of demand for evaluating pros and cons in business operations, the
negotiation is identified essential to make collective bargaining for management decisions. With
advance tools and technologies in business communications, BA has scheduled its information
access through which human resource practices like recruitment, selection, issue management
etc. can be successfully completed (Cai, Gartner and Munar, 2009). The collective bargaining is
making agreement of all the relevant stakeholders for taking decisions for business which is
incorporated to critical areas in business of BA. Through preparations for negotiation between
employees and management for particular decision or operation in business, the BA has attained
effective outcomes through evaluating all necessary negotiation practices in its policies and
practices for operations management (Laws, Prideaux and Chon, 2007). Through identification
of demand and respective solutions through acceptance of employees and management for going
to negotiation, it needs to have necessary requirements through attaining contract on negotiation
so that agreement can be made legal in BA. The effectiveness of these operations and practices
in conflict for making agreement in collective bargaining is identified crucial for conflicts and
dispute management. Through identifying needs of agreement which is irrefutable, the
bargaining on suitable decision in BA can be made (Arrowsmith and Marginson, 2011). Through
identifying demand of legal, social and technical values in collective negotiation, the union of

labor and business management can be made satisfied for resolving staff issues of salary,
working hours and job management. Through observing valuable concerns through human
resource practices in trade union for grievance, wages, employability conditions issues can be
negotiated in collective bargaining. The employer and employees in BA are affected by trade
practices which are govern through HRM for collecting information for acceptance or rejection
on any decision. Through identifying the mismatching between employees and employer, it is
necessary to involve negotiation experience for taking all in collective bargaining process so that
effective outcomes can be achieved (Hone Your Negotiation Skills, 2014). The contract between
employer and employees in different conditions of business, the need of accessing information
and issue resolution through implementing contract will be effectively managed. With
identification of different role and responsibilities for legal contract, it is necessary to practice
effective solutions in business of BA. With involvement of negotiation skills and experience in
HR team, the people of BA are getting supported in selection, recruitment and training or
development programs.
3.2 Impact of negotiation strategy
The conflict in BA is required to be assessed through identifying various resources like
employee’s involvement, meetings, trade union practice knowledge, agreement from Unite
employees etc. For achieving targets of conflicts management and cost cutting in BA, the
collective managing through staff members and management will be necessarily involved in
negotiation strategy (Kochan, 2012). With identification of tools and technologies required in
BA for practicing human resource controls, the negotiation skills will help HR manager to
evaluate actual demand from Unite employees which are having issues through HR practices. It
will provide solutions for accessing necessary information which can be accessed for meeting
demanded outcomes in operational practices like staffing; employee conflict management etc.
will have effective outcomes for BA (Mans, Suransky and Shimshon, 2010). The decision of
cutting staff, retrenchment and involving cost cutting tools in decision making is found effective
for mechanizing demand satisfaction in various business practices of BA. The negotiation
strategy in BA will involve identification of all required information from team members,
management, leaders and trade unions for accessing data regarding conflicts. It will be accessed
through record evaluation through report generated by research and development team. After that
the HR team of BA will make all the stakeholders agree to take implementation of agreement on

different situations like staff dissatisfaction with management decision on HR practices. The
negotiation plan will have interpretation of find objectives for issue resolution and practices
involved in management decisions. While including processed information of management, the
different business concerns in grievance controls, monitoring and controlling agreement between
employer and employees of BA will have effective outcomes in contract between BA and Unite
can be noticed. Through learning and development of negotiation strategy, the stakeholders in
decision making can be made agreed for prating HR and investment practices in operation
management (Nguyen, Hoang and Jędrzejowicz, 2012 ). The roles and responsibilities of staff
members and management, the negotiation can be effectively practiced between BA and Unite. It
will control the issues like strikes, employee’s conflicts and lockout situation using techniques
like arbitrary or conciliation ion business for attaining demanded objectives of business. Through
understanding demand of products and services in various issues, the benefits of getting
negotiations on decision through brainstorming and participative activities can be achieved. With
advance practices involved in business, it is necessary to reduce support from various
management operations (Peng, 2011). While considering demand of negotiation in BA, it is
assessed that meeting response and acceptance in legal contract form is necessary for controlling
different business processes. This negotiation strategy will give effective outcomes for
mechanizing research and development for human resource, management and other stakeholders
to delivered demanded services.
There are two basic types of negotiation strategies i.e. Distributive negotiations and
integrative negotiations.
TASK 4
4.1 Influence of EU
It is understood that various issues and disputes in business are solved through effective
business communication and collaborative decision making process which require joint venture
of all the stakeholders (Shmueli, Warfield and Kaufman, 2009). It is understood to access
information from all the genuine resources which can help in identifying needs of employees for
mechanizing industrial HR standards in business through learning different outcomes by
managing various situations of industrial observation. Through involvement of essential services
in business, the understanding of legislative rights and laws is required for management in BA.

There are some legal council, agencies of regulation, trading associations, business associations
and trade unions for governing nd controlling various ongoing practices in business. Through
identification of various terms and conditions in business, it is understood that practicing policies
of EU in BA is essential. In the aviation industry of UK, EU is playing crucial role for managing
employees and employers information to each other for practicing decision making in business.
The industry of aviation is supported with different set of information which is accessed
for planning and developing industrial norms and standards through attained data in records.
With involvement and identification of business practices, the role and responsibilities of
providing details about financial and economic growth in industry. A particular business firm can
plan for investment in new segment through accessing information available in different business
segments. The products and services are required to be accessed according to demand of required
structure and format in decision making. Along with business decision making information, the
employment conditions and situation in any industry is made available through EU in UK. The
regulation and consultation for decision making is made available through various practices
involved in EU for business organizations like BA. With involvement and collaboration of
employees with employer in decision making is regulated and monitored through accessing
various principles in business management. Through identifying terms and conditions for
business operations of communicating staff and labour regarding status of business is found
essential by EU. Through learning and developing different facilities in business, it is required o
understand and control different practices through accessing reviews of working council in UK.
It will support in taking instant actions for critical situation management for BA. With learning
and development of standards practices in business, it requires accepting changes and controls in
business with acceptation of right coordination.
4.2 Methods for improving employee participation
The involvement and participation of employees in business decision making is found
essential for business through which various operations involved in business can be effective for
dispute and conflict management. The participation of employees is considered as role of
achieving assigned task and solution according to demand of employees. Through identifying
requirements of employees for attaining common goals through standard practices and

operations like tasks and goals for human resource management can be easily achieved through
involvement if employees in decision making. With need to acquire information regarding
accessing talents, encouraging people or influencing employees for effective involvement in
decision making will give all necessary requirements for business. For involvement of
employees in any operational decision making for BA, it is observed that direct and indirect
involvement of employees can be practiced. In indirect involvement, there are representative of
whole team or project for taking part in decision making process like staffing issue resolution in
BA (Armstrong, 2009). It will have inaccuracy in effective participation but save cost and time
of decision making. While various operations involved in decision making can be directly
practiced by genuine employee or executive who can take effective participation. It will have
more cost in terms if wastage of time but outcomes will be better for implementing monitoring
and control for satisfaction of whole team. Through direct involvement, the effective decision
making will be attained hence negotiation practices will be practiced for collective bargaining for
BA.
4.3 Impact of HRM
It is observed that several practices involved in effective human resource management
can provide better outcomes for controlling and monitoring demand in employee relationship
(Cook, Marqua & Hsu, 2013). Through accessing demand of meeting personal and professional
objectives in business, it is necessary to relocate various terms and conditions for business like
selection, recruitment and training strategies alongside staffing management. It is observed that
better HR practice will have good outcome for managing all functions in employee relationship
practices. The employee’s relationship with management and leader will be fruitful in case of
better control offered from regulatory councils and service management teams at BA (Sayigh,
2013). The opportunities and offers of collecting values from working in team and better service
for customers will have effective outcomes for human resource team in terms of providing
efficient workforce to BA. It will reduce cost of HR in BA and increase profitability and service
qualities in business. Through advancement of training and development through identifying
needs of employees, the business will have effective outcomes in monitoring and control on HR
practices.

CONCLUSION
With better communication and team efforts, efficient organization environment will be
created which will lead to various issues of BA for consistent development. It is observed that
HR conflicts in BA will have better control through collective bargaining emerged from
negotiation skills. While considering different terms and conditions in business of BA, the role of
human resource will be effectively practiced through involving learning from EU in UK
industries. With advanced technologies better employee relationship can be maintained through
accessing involvement and participation of stakeholders. BA can sustain growth in business with
implementing suitable HR practices and operations management in critical situation of business.

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