Analyzing Employee Relations and Conflict Resolution at ChapmanBlack

This report examines employee relations within ChapmanBlack, a UK-based recruitment consultancy. It explores the significance of positive employee relations and the factors contributing to their development. The report analyzes the company's approaches to managing employee relations, including unitary and pluralistic perspectives, and the role of trade unions in protecting worker rights. It details the formal and informal procedures used by ChapmanBlack to resolve workplace conflicts, including negotiation and collective bargaining. The report provides a case study of a conflict involving employee demands for a canteen, illustrating the application of different conflict resolution methods. Furthermore, the report addresses the impact of EU influence on industrial democracy in the UK and the key players involved in employee relations, such as managers, line managers, trade union members, and employees. The report highlights how effective leadership and systematic approaches are crucial for resolving disputes and fostering positive relationships, ultimately contributing to the organization's success.

EMPLOYEE
RELATIONS
1

TABLE OF CONTENTS
INTRODUCTION ...............................................................................................................................3
TASK 1.................................................................................................................................................3
1.1....................................................................................................................................................3
1.2....................................................................................................................................................4
1.3....................................................................................................................................................4
TASK 2 ................................................................................................................................................5
2.1....................................................................................................................................................5
2.2 ...................................................................................................................................................6
2.3 ...................................................................................................................................................7
TASK 3 ................................................................................................................................................8
3.1....................................................................................................................................................8
3.2....................................................................................................................................................8
TASK 4.................................................................................................................................................9
4.1....................................................................................................................................................9
42...................................................................................................................................................10
4.3..................................................................................................................................................11
CONCLUSION .................................................................................................................................12
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INTRODUCTION
Employee relation is defined as the association between management and workers of an
organization. Positive and conductive employee relation at workplace led towards growth and
success of the enterprise (Ellerman, 2015). Present report is based on ChapmanBlack which is a
small enterprise working in UK. It is a recruitment consultancy that was found in year 2007 and it
serves needs of its business clients. The company works with a mission to provide innovative and
client driven recruitment services to its business consumers. The report describes about the
importance of employee relation and important factors that aid in developing these associations in
the enterprise. In addition to this, different procedures that are used by the enterprise for handling
the conflict situations are explained. Moreover, role of negotiation in collective bargaining process
has been explained and impact of negotiation strategy is also explained. Furthermore, influence of
EU on industrial democracy of UK has been mentioned in the report.
TASK 1
1.1
ChapmanBlack is a leading recruitment firm which work in UK and renders effective
recruitment solutions to its customers. Company recruit skilled and talented candidates for its
business clients and provide services to automotive, manufacturing, operations and digital sectors.
Management of the organization put their best possible efforts for maintaining positive relations
with their workforce. Two types of approaches are used for managing associations with the
workforce. Unitary and pluralistic perspectives are two different methods that render guidelines for
managing employee relations in the referred enterprise. The unitary frame of reference focuses on
the mutual collaboration of all employees and employer for achieving common interest of the
corporation (Klarsfeld and et.al., 2014). Under this method, authority and responsibility is given to
the manager for providing directions and instructions to the subordinates. Trade unions are given
less importance under this approach and conflicts which occur at the workplace are considered as
harmful for the business. By using guidelines and points of this approach, management of the
ChapmanBlack firm provides effective leadership to staff members. All the employees work in a
team for achieving common goals of the organization.
Pluralistic approach gives importance to trade unions for solving conflicts at the work place
(Muffels, 2014). Collective bargaining process is used for resolving disputes among employees and
legal rights are given to the trade union members for taking part in the negotiation process.
ChapmanBlack enterprise has given authority to employee representatives to work for rights of
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employees.
Participation of stakeholders is considered necessary for overcoming conflicts and work
place issues (Anitha, 2014). Unitary and pluralistic both the approaches renders effective medium
for managing employee relation at ChapmanBlack. The company uses these methods for
developing positive relation with the staff members. Overall control on the operational functions of
the business can be maintained by using systematic and planned approach.
1.2
ChapmanBlack is a recruitment consultancy firm that renders innovative business services
to its clients. Management of the firm try for developing positive assassination with the staff
members. Trade unions play a significant role in preventing rights of the workers in the organization
(Riggio, 2015). Employees are saved from unlawful actions of the employer by trade union
members. The role of trade unions has changed in last 30 years and their importance has increased.
Initially, in the manufacturing and production oriented industries trade union members used to
bargain for the rights of staff members. The major objective for formation of the unions was to
provide a platform to the workers so that they can protect themselves from exploitation of
employers. The initiation of the trade union movement in various parts of UK was an indication that
shows strength and power of these associations (Bryman, 2015). Conventionally, it was considered
that all these associations are unnecessary and they create trouble in the business. Globalization of
business has changed the impact and influence of these associations. Number of members in the
trade unions has increased and more employees are joining for taking advantages from these unions.
Increasing global competition has created big market for business firms and number of
business is providing services in the market. Structural changes in the economy have lead towards
increase in unionisation. Members bargain on behalf of employees and involve in negotiation
process. The trade union movement has enhanced the power and authorities of these unions (Glavas
and Godwin, 2013). ChapmanBlack enterprise has provided legal authority to union members to
work as the employee representatives. Workplace issues are solved by employee representatives by
making use of negotiation and collective bargaining process. The unions in the enterprise cooperate
with the employer and assist them in solving various work place issues. Smooth functioning of
operations has been ensured by positive efforts of employee representatives. These associations
have helped in maintaining discipline and promoting cordial and amicable connections between
employers and workers of the ChapmanBlack firm.
1.3
Maintaining positive relationship between employee and employer proves to be a key for
success and growth of the organization. More productive and efficient workforce can be created by
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efforts of the trade union members and employers. Loyalty and trust of the staff members can be
gained and reduction in conflicts can be achieved by maintaining effective employee relationship at
the work place (Klein, Becker and Meyer, 2012). The key players of the employee relation include
manager of the enterprise who is responsible for making policies and rules for the business.
Instructions and directions for performing assigned tasks are also rendered by the manager.
Whenever, any conflict arises in the corporation manager play a significant role in solving those
disputes and work place issues. Bargaining with the trade union members is done for determining
employment conditions in the business. Line manager’s work as mediator between top
management and operational level workers and problems of workers is transferred by them at the
higher management level.
Trade union members play role as employee representatives (Hasle and et.al., 2012). They
get involved in the collective bargaining process and do negotiation with the managers. They
protect the employees from harmful and unlawful action of the employer. Work related problems of
the employees are solved by them through negotiation process. They also play a significant role in
designing employee relation policies in which rules, policies and legal framework of the company
are formulated. Employees of the firm are also key player who take part in developing employee
relation at the work place. Joint effort of all the staff members lead towards accomplishing common
objective of the corporation (Dipboye and Colella, 2013). Top management people provide
directions and instructions for all the subordinates which assist in giving effective leadership to the
workers.
TASK 2
2.1
Conflicts at the work place create trouble in smooth functioning of the business (Boston, and
O'Grady, 2015). Overall efficiency and productivity of the corporation get affected due to disputes
and issues that occur in the company. Formal and informal two types of methods are used for
solving problems in ChapmanBlack. In the formal procedure, negotiation is done with the trade
union members. Whenever any dispute arises the management call a meeting with employee
representatives. Time and venue of the meeting is described to them through E-mail and telephonic
conversations. In the meeting, a detail discussion is carried out with them about various issues of
conflict and various options are given to them for accepting an alternate solution for resolving the
conflict. If the representatives accept any option than the conflict get solved and all the workers get
ready for appreciating the solution that management has offered for resolving the problem (Imran
and et.al.,). In case if any particular solution is not found in the meeting than a second meeting is
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called and more options are given to the employee representatives for resolving the issue. The
solution accepted is known as the collective agreements and a written contract is made between
employer and trade union members. Terms and conditions are written in the contract and it is signed
by both the parties that got involved in conflict solving procedures (Herriot, 2013). In the formal
meeting, management tries to reach at collective agreement with the union members. In the
informal procedure of solving conflicts, line managers of the firm are included. They are directed
for knowing rational motive of conflict and analysis of all the reasons is done for identifying the
best possible solution for the workplace issue. Top management sends a group of managers for
interacting with the workers and dealing with them for resolving the conflicts. In the formal
procedure of solving the conflict, trade union play an important role and in the informal procedure,
management takes initiative for solving the conflict (Newsom, Turk and Kruckeberg, 2012).
2.2
Solving the workplace conflicts require a systematic and planned approach from the
management side. Proper association between management and employees can be maintained by
developing positive relation with them. The key feature of employee relation includes many factors
which include skills and knowledge of the employee, working environment, leadership provided by
the management and various other issues (Buciuniene and Kazlauskaite, 2012). The staff members
of ChapmanBlack were demanding for a separate canteen but top management refused their
demand and gave reasons that there is lack of resources in the firm. Staff members did not agree on
this solution and they demanded a better alternative for this problem. All the employees went on
strike and overall operational process of the firm was affected by it.
Recruitment and selection processes of the company which they use to organize for their
business clients were affected. Overall productivity and efficiency of the business were reduced and
the management decided for calling a meeting with the line managers. Initially, informal procedures
for solving the meetings were used and departmental managers were instructed to properly interact
with the employees for resolving the problem (Claycomb and Martin, 2013). Line managers gave
them the alternate solution that time duration of their lunch hours will be increased so that they can
go out and take food from the outside vendors. Workers refused this proposal and their strike
continued which affected overall performance of the firm.
The informal methods failed in getting any particular solution for the problem so
management took decision for adopting informal procedure for solving the conflict. An urgent
meeting was called with the trade union members and time as well as venue of the meeting was
disclosed to them in E-mails. All the top management people of the ChapmanBlack were present in
the meeting. Management discussed whole issue of conflict with the trade union members and gave
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various alternative solutions to them. Employee representatives were firm on their demand and
ultimately management appreciated the demand and assured that within a month a separate canteen
will be provided to the workers. The whole situation shows that there are various factors that play a
significant role in solving workplace conflicts (Truss and et.al., 2013). Effective leadership provided
by the management assisted in solving the conflict.
2.3
The management of ChapmanBlack used formal and informal procedure for solving the
conflict in the organization (Deakin and Morris, 2012). Informal procedure used by the
management failed in getting any productive solution for resolving the conflict. Line managers were
instructed under this method for properly communicating with employees and making them ready
for accepting terms and conditions of management. Line managers went at a place where all the
workers were present.
Managers tried their best possible efforts for solving the workplace issue but their efforts
were not successful in resolving the dispute. Ultimately, the top management decided to adopt a
formal procedure and this method proved successful for overcoming dispute. A long meeting was
held between trade union members and the top management people. Bargaining was done with the
employee representatives and management provided various alternative solutions like increasing
lunch time duration, giving additional tea breaks and corporate lunch facility (Lucio, 2013). All the
alternative solutions provided by the management were refused by the employee representatives.
The meeting failed in getting any effective solution and a second meeting was called by the
management. The management accepted the terms and condition of the trade union representatives
and decided that a space will be allocated in the firm for making canteen for the staff members.
Union member accepted the proposal and strike was closed. A collective agreement was signed by
both the parties in which all the terms and condition was disclosed (Visser, 2013). A canteen
committee was appointed which prepared detail report and proposal for opening canteen in the
ChapmanBlack. The formal procedure adopted by the management proved effective for solving the
dispute. Smooth functioning of the organization was maintained when the conflict was solved.
Initially, in the informal procedure of solving problem unitary approach of employee relation was
used. In the formal procedure, pluralistic approach was adopted which proved successful in
resolving the dispute.
TASK 3
3.1
Collective bargaining process is used as conflict redressal mechanism which is used in
ChapmanBlack for fixing terms and condition of employment. In this process, workers and
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employers of the organization get involved in the negotiation process for identifying solutions for
resolving conflicts (Beharrell and Philo, 2016). Whenever any work related issue arises from
employee's side, management of the firm adopts this procedure for finding a proper solution for
resolving the dispute. It is a systematic process under which bargaining is done between both the
parties for identifying solution for resolving the conflict. When an solution is accepted between
employee representatives and the management a legal contract is signed by them.
The contract is known as Collective bargaining agreements (CBA). For doing collective
bargaining process there are some specific rules and regulations that needs to be followed while
doing negotiation (Culpepper and Regan, 2014). It is required that union representatives should
comply with all procedures and practices of collective bargaining. It is essential for the employer to
bargain with the union members for determining fixing terms and conditions. National Labour
Relation Act has given some guidelines which the employer needs to follow in the collective
bargaining process. Management cannot make any discrimination against any worker who gets
involved in the bargaining process.
It is essential for the management to give legal authority to trade union members so that they
can get involved in the collective bargaining process (Jackson, and et.al., 2016). . A meeting is
called under which all the parties try to reach an agreement and it is essential that all the individuals
involved in the collective bargaining process should accept the change. If no agreement is made
between the parties then they can take legal assistance and go for industrial action. When any
proposal is accepted by people involved in the collective bargaining process than a legal contract is
signed by them. Management of the ChapmanBlack Company use collective bargaining process for
solving work related issues and disputes in the organization.
3.2
Negotiation strategy played a significant role in solving the problems in the ChapmanBlack .
A conflict was raised in the enterprise when workers of the firm demanded for a separate canteen
for them. There was lack of physical space and financial resources due to which management
refused the demand of workers. It created feeling of dissatisfaction among workers and they
decided to adopt a method of strike. Negotiation strategy was used by the management for solving
this issue. Collective bargaining process is adopted for bargaining with the employee
representatives. The objective for using collective bargaining process was to reach an agreement
which can meet the needs of workers, trade union members and employers (Avouyi-Dovi, Fougère,
and Gautier, 2013).
Pluralistic approach of industrial relation was used and a systematic procedure was adopted
for doing collective bargaining to solve the issue (Tuckman and Snook, 2014). Initially, pre-
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negotiation was carried by the management in which alternative solution was provided to them. The
management offered to provide corporate lunch facility to the workers. Employee representatives
did not accept this proposal and the pre negotiation strategy failed. The management of
ChapmanBlack decided to call a formal meeting for carrying out collective bargaining with the
trade union members. Before meeting, basic preparation was done by both the parties in which
reasons of conflict and proposed solution for solving them were prepared by them. In the meeting,
employee representatives were present and both the parties came to the negotiation table for further
proceeding (Schulten and Müller, 2012). Both the parties bargained for their demand and solutions
were provided by all individuals that were present at the negotiation table. The management
decided to appoint a canteen committee for taking proper actions in the matter. Employee
representatives accepted the solution and an informal agreement were made between them. A
written contract was prepared and all the terms and conditions were mentioned in that. The contract
was signed by the employee representatives and top management people who were present in the
meeting. The agreement prepared was sent to the staff members for taking their approval. The staff
members accepted the conditions and solutions provided by the management and ultimately the
conflict were solved in a successful manner.
TASK 4
4.1
EU is a union of 28 member states which was formed to control the business market in UK. .
A single market has been developed by EU and free motion of products and manufactured items has
been insured by it (Coddington, 2013). Industrial democracy is explained as arrangement in which
employees of the organization are involved in the decision making process. Responsibility and
accountability is shared by the staff members for achieving common interest of the corporation. EU
policies focuses on increasing worker’s representations in the company and various regulatory
framework formulated by it add in achieving this objective.
The Employee Regulation Act 2004 was formed for implementing the directives of EU.
Under this act, legal authority is given to employees who are working in various industries in UK.
Workers were given right to get consulted and informed while formulating policies of business. It
has been mandatory for the employer to involve staff members while determining employment
conditions. UK government has taken various initiatives for implementing directives formulated by
EU. Role of trade unions is also determined under this act and they are given legal powers to work
as employee representatives. The legal frameworks formulated by EU have assisted in establishing
industrial democracy in UK (Ellerman, 2015). Many organizations involve their employees while
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making policies for the business. Management of ChapmanBlack has taken various initiatives for
taking suggestions and views of their staff members. It has assisted in developing a conductive
environment in the enterprise. Performance of the workers has improved and their efforts for giving
creative and innovative ideas for making improvement in company structure are appreciated by the
management.
4.2
The management of ChapmanBlack firm uses various methods for gaining employee
participation and involvement in the decision making process of the organization. Different types of
programs are arranged for taking suggestions and recommendation from the employees. Open door
policy has been formulated by the management under which workers are encouraged for giving
their valuable recommendations (Muffels, 2014). In case, if any worker feel any type of grievance
and work related problem than it is the responsibility of management to solve problem of the
worker. The enterprise organised a “SUMMER HOLIDAY” team building weekend in which all
the staff members took part in the activities such as zip wiring and navigation swamps. All the
workers played in team and it helped in increasing mutual understanding between workers. An open
discussion session was arranged in the end of the activities in which workers were asked their job
based problems. Suggestions were taken from them for improving organizational structure and
culture.
The company has a bar in their office in which they provide drinks to the staff members on
every Friday. All the efforts lead towards achieving common interest of the organization (Glavas
and Godwin, 2013). . A complaint box is placed at the front gate of the company in which
employees can give their problems and opinions by writing them on a paper and placing in the
complaint box.
A weekly review of all the papers received from the complaint boxes is done and
management take proper actions for implementing the creative and innovative ideas. The CEO,
Director and head of operations provides effective leadership to the subordinates. Regular feedback
from junior employees is taken by them about functional activities of the organization. They speak
with their junior staff members and take their inputs and opinions at the regular interval. Regular
responses are taken from head of operations by the management in their weekly meetings about
implementation of the ideas and suggestions (Anitha, 2014). A transparent way of working is
followed in which staff members are encouraged for taking part in the decision making process. All
initiatives taken by the top management helps in attaining common interests of the organization in a
productive manner.
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4.3
Human resource management impact the employee relation in an organization (Buciuniene
and Kazlauskaite, 2012). HR department of the ChapmanBlack design new schemes and policies
for encouraging morale and enthusiasm of its workers. They play a positive and significant role in
managing manpower of the organization in an effective way (Herriot, 2013). The company rented
an apartment on the island and sent group of 10 employees there with free travel and VIP club entry.
The major objective of the firm is to hire executives for manufacturing, digital, communication and
automotive industry. It is required that all the employees of the firm give their best possible efforts
for achieving the set targets. Mutually, collaboration of all the employees is essential for meeting
the targets. HR department conducts regular training sessions for employees to improve their skills
and knowledge. The training provided by the enterprise renders personnel benefits to all the staff
members.
The training is conducted by taking assistance from the internal experts and 2 half hour
sessions are organized for 4 days a week. Senior team members and managers provide proper
directions to the employees. They mentor and coach their subordinates and render effective
leadership to them. Top managers also take part in day to day functional activities of the business
and get involved in making power point presentations and other works. A “PULSE CHECK”
employee survey is organized four times a year and all the staff members are divided in groups.
Employees are asked for giving three suggestions for improving the organization by doing mutual
discussion with the group members. The most appreciated recommendations are implemented in the
organization for making necessary changes. An annual vision meeting is called in which experience
and opinions of all the staff members is asked. The top management encourage for performing
every small task with excellence. All the techniques and methodology adopted the by top
management aids in accomplishing desired objectives of the business in a productive mode.
CONCLUSION
Present report concludes that maintaining positive and conductive employee relation at the
work place assist in growth and success of the business. ChapmanBlack uses unitary and pluralistic
approach for managing association between employer and management. Both the methods provide
different types of methods for developing employee relations in the corporation. EU directives have
provided a framework for maintaining industrial democracy in UK. Government has formulated
various policies which are mandatory for the enterprise to follow. Provisions are given in these
policies for informing and consulting workers in the decision making process of the organization.
Collective bargaining is an effective process that can be used for solving work related issues and
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conflicts in the organisation. Informal and formal methods of dispute management render a
productive mechanism for resolving various issues of the workers. Human resource department of
the company plays a significant role in managing and developing healthy employee relation in the
enterprise. Various efforts have been performed by the management of ChapmanBlack for involving
staff members in the decision making process. It has assisted in improving morale and enthusiasm
of the employees and their productivity and efficiency has also enhanced by the initiative which is
taken by the management.
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