Employee Relations: Conflict Resolution at Tesco - Report

This report delves into the intricacies of employee relations, using Tesco as a case study to illustrate key concepts. It begins by examining the unitary and pluralistic frames of reference, highlighting their contrasting approaches to management-employee dynamics. The report then analyzes the impact of alterations in trade unions on employee relations, discussing the roles of various stakeholders, including employers, employees, and the government. Task 2 focuses on conflict resolution, outlining processes organizations can follow when dealing with different conflict situations and the features of employee relations in such scenarios. The effectiveness of various conflict resolution methods is evaluated. Task 3 explores the role of negotiation in collective bargaining and its impact. Finally, Task 4 investigates the effect of EU regulations on industrial democracy in the UK, methods for employee participation in decision-making, and the role of human resource management in employee relations. The report emphasizes the importance of communication, cooperation, and the application of appropriate strategies to maintain healthy relationships within the organization. The report also touches upon the impact of trade unions and government's role in resolving employee issues.

EMPLOYEE RELATION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and Pluralistic frames of references.........................................................................1
1.2 Impact of alteration in trade union on employee relation.....................................................2
1.3 Key players role in employee relation..................................................................................3
TASK 2............................................................................................................................................5
2.1 Process an organisation can follow while dealing with different conflict situation.............5
2.2 Feature of employee relation in case of conflict situation....................................................6
2.3 Effectiveness of various methods that are used in resolving conflict...................................7
TASK 3............................................................................................................................................8
3.1 Role of negotiation in collective bargaining.........................................................................8
3.2 Affect of negotiation strategy................................................................................................8
TASK 4............................................................................................................................................9
4.1 Affect of EU on industrial democracy in UK.......................................................................9
4.2 Methods to gain participation of employees in decision making process...........................10
4.3 Affect of human resource management on employee relations..........................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Every kind of association wants to make their relations with staff members in an effective
way, as now they understand that they are fundamental part of their firm. To develop an
appropriate relations amongst workers and manager, proper communication is required. This
aspect is much famous because in firm there is requirement of best employees (Frone and
Trinidad, 2012). In prior times, associations never considered HR as an essential part. Present
report is based on Tesco which is established in United Kingdom and providing their products
and services in all over the world. They have almost 55,000 staff members who are working with
them. In this assignment, there is description of unitary as well as pluralistic reference frame.
There are many roles of managers which are played by them while solving conflict situation.
Various strategies which are associated with negotiation are going to discuss in this report. To
accomplish goals and targets within limited period of time, involvement of each worker is
essential. Along with this, human resource department plays an eminent role in an organisation.
TASK 1
1.1 Unitary and Pluralistic frames of references
Two kinds of orientations are much famous in this time and they both are entirely
distinguish from each other in every kind (Maurer and Chapman, 2013). Working of each of
company is different from other because of their culture as well as vision.
Unitary perspective: As indicated by this hypothesis, workers and managers interests are
same. Administration of an organisation do not ask to their employees for their suggestions as
they think that it is irrelevant. Disputes are not good as per this theory and higher level authority
never wants participation of their staff members into their procedure of decision making. They
think that, if they share roles and responsibilities with their subordinates then, how can be a
manager is differ from their workers. Along with this, if company is using this sort of perspective
in their association then, there is requirement of trade union. They only support thought of a
particular authority.
Fundamental assumption as per this theory is, Harmony (Fernet, Austin and Vallerand,
2012). If conflicts are arise in firm then, it is totally unneeded but it can happen some particular
cases. As indicated by this theory, overall association is work as an individual social unit and in
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addition ideas of persons are same. Along with this, is there is formation of trade union in firm
then, this will improve loyalty amongst employees in respect of their manager.
Pluralistic perspective: This is much better theory as compare to unitary reference frame,
as it never ignores responsibilities and roles of employees. It portrays that many groups can be
formed in company as per interest of staff members and they have a right to choose leader as per
them only. They always obey their manager and complete their duty as well as obligations which
is assigned by their manager. This will develop loyalty and trust amongst employer and
employees and they can build a healthy relations (McClean and Collins, 2011).
Some groups which can be formed in company, such as trade union, management and
many more. Disputes can be arise in firm because of distribution of profits. Manager will feel
that he is giving more money to their subordinates as comparison to their knowledge, skills etc.
If there is any kind of issue is facing by staff members then they can take assistance of labour
union.
1.2 Impact of alteration in trade union on employee relation
Almost 19th century, labour union acquires more popularity. At that time, manager never
care about problems of their staff members as they were considered as slaves (Snodgrass, 2012).
Now, individuals have much knowledge; thus, they can take a stand to resolve their issues in
front of employer. For above stated purpose, they formed a trade union which will aid and
support them in adverse situations. There are some courts in United Kingdom who provide
judgement is workers' favour. But now, labour union is using their power to protect their
members in corrective way.
In year of approx 1921, major issue is raised by staff members which is related to
decrease in their salary. Requirement of coal mineral was reduced at that time; therefore,
employees were not getting relevant pay which is promised by their superiors. But people did not
consider it as a genuine issues and they thought that their management is taking entire revenues
with them (Farndale and et. al., 2011). While doing protest, an individual was died and as a
result, it affected relations of superior and subordinate badly.
Basically, organisations are focusing to keep up best and effective relations amongst staff
members. As per recent time, in each and every kind of association, there is requirement of
human resource division. As this aids to keep up healthy relations amongst people who are
working in firm. Like if, any individual is facing problem in company then, he will go to HR to
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resolve it as quickly as possible. HR unit works as a neutral body and doing their job without any
partiality. In present era, labour union is entirely remove from business surroundings. As HR
helps to remove issues in organisation and in addition they determine requirements for training in
association. Along with this, they have to develop effective incentive policies; therefore, it helps
in retention of staff members in firm (Mowday, Porter and Steers, 2013). But is there is too much
trade union then, this will affect the working of human resource division.
1.3 Key players role in employee relation
This can be described as beneath:
Employer:
 They are most fundamental part which is associated with relation of employees.
Management has to cater best as well as positive working surroundings to their
employees; thus, they will do their task in better manner.
 Fundamental requirement of any staff member is food court, rooms and many more.
 Manager has to get ensure that workers are not doing their work under any kind of
pressure, as it can arise conflicts amongst parties (Employee Relations, 2017).
 To retain employees in firm, an employer needs to decide an appropriate schemes related
to incentives.
 They have to follow all rules and regulations which are formed by regulatory body. This
will help to protect rights and interests of superior as well as subordinate.
 Manager needs to maintain cooperation when disputes are arise; thus, they can easily
resolve clashes without any delay.
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Illustration 1: Employee relations ?
(Source: Employee Relations ?,
2017)
Employees:
 Each and every kind of organisation always want loyalty from their staff members. Along
with this, manager wants that they never develop irrelevant problems in firm.
 They have to keep up proper communication with HR unit and in addition superiors;
hence, they will complete their task appropriately (Crespo and et. al., 2011).
 It is fundamental for them to comprehend issues effectively; thus, they will solve it
within limited period of time and attain covered targets without any delay.
 Staff members have to behave properly, as they are representative of firm. If they are
doing their work efficiently then, they can improve reputation of association. If they are using facilities adequately which are giving to them by their manager then, this
will assist to keep up relations between superior and subordinate.
Employer association:
 If there is huge changes in company then, this can provide impact to company in broad
level (Chaudhary, Rangnekar and Barua, 2011).
 It is fundamental for association of employer to create some alterations in industry timely
as this will aid to maintain effective relations between workers. They have to share issues with regulatory body which are facing by employees; hence,
they can develop some regulation in relation to this.
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Government:
 If difficulties are facing by either employer or employee then, they will ask to ministry
body for help.
 They play an eminent role to keep up an effective interaction between superior as well as
subordinates (Shuck and Reio, 2014).
TASK 2
2.1 Process an organisation can follow while dealing with different conflict situation
Tesco is an international brand and they are providing their services worldwide.
Therefore, they can face many type of clashes which are mentioned as beneath:
Problem with single employee: If there is any sort of trouble is facing by staff member in
any context then, employer will call them one by one and ask them about issues. If manager is
not able to resolve their difficulties within limited period of time then, he can take help of higher
authority. Before beginning of negotiation procedure, it is must to comprehend issues of
subordinates. Along with this, it is required for superior to follow proper process and never send
people directly to top management. It is essential for an employer to solve problems as per prior
basis, otherwise people will raise their arguments in opposition of company (Shuck, Reio and
Rocco, 2011). Hence, it has been concluded that, it is much easy to resolve trouble of an
individual as comparison to group issues.
Between two employees: As Tesco is a multinational firm and there are too many persons
who are working over there. Thus, it is normal to arise clashes amongst people there as they all
have their own culture or thinking regarding everything. Hence, it is required for administration
department to listen thoughts of both workers. If they comprehend their difficulties appropriately
then, it will be easy for them to solve their grudges. But if it is not done in effective way then, it
can delay entire work or organisation (Van Dijkeand et. al., 2015).
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Illustration 2: Conflict resolution
(Source: Conflict resolution, 2017)
Group of personnels: It is very difficult circumstance which can arise in association as it
consists to many individuals. Therefore, it is necessary for management to ask leader regarding
problems as it is not easy for BOD to interact with each and every person individually. It is
required to set some common grounds to talk. To solve problems both sides will raise their
arguments in front of each other and then bargaining process with begin. They have to convey
their demands or offers and sometime have to do compromise also. But if trouble is not sort out
then, manager has to take it to the court. This can affect relations of workers in an adverse
manner (Conflict resolution, 2017).
2.2 Feature of employee relation in case of conflict situation
Situation: Staff members of company go on strike as they are not much satisfied with
working surrounding of firm. They are having some needs such as, want to reduce their working
hours, require best condition and many more (Cai, Jo and Pan, 2011).
Hence, by using some ways they can easily solve their troubles and maintain an effective
employee relation:
Ideological framework: Clashes can be arise in association because of some reasons,
such as miscommunication, distinguish in ideology etc. It is required for people to comprehend
thoughts of each other then they will make perception about them. In Tesco, there are many staff
members who are thinking that they are getting best facilities but as per management they are
providing better as well as standard facilities to them according to their policy.
Cooperation: It is fundamental for superior and subordinate that they will not \have
everything as per their choice always. Therefore, it is required to find out priority and determine
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those requirements which can be sacrifice by them. If they make an effective cooperation with
each other then, they can easily resolve issues within limited period of time and in addition keep
up their relations with staff members (Lee, Park and Lee, 2013). Through installing new or latest
techniques into business, manager can decrease working hours of employees and accomplish
target more efficiently. For above stated purpose, proper training will be provided by employer
to their staff members.
Consultation: It is most popular method which can be utilized by an affiliation to resolve
troubles in an effective manner. Administration department of Tesco can play some games with
their subordinates as this will cater them mental relief. They will ask to them to decide their
leader by their own. Financial circumstances of organisation is not much good as they have large
debt burden (Koster, De Grip and Fouarge, 2011). If they invest some fund to renovate their
stores then, they will suffer from high losses. As a result, they can use retrenchment procedure
into their association.
Negotiation: If both parties want to reach an appropriate conclusion then, it is required
for them to start doing bargaining. As indicted by this process, parties will ask to each other
about their offer as well as requirement. Manager of Tesco wants to cater appropriate working
environment to their employees and along with this, they want that they do some extra work on
Saturdays (Allen, Ericksen and Collins, 2013).
2.3 Effectiveness of various methods that are used in resolving conflict
First method is ideological framework which is not easy to implement in firm as various
staff members are not much concerned about standards of industry. Workers will raise their
voice that there are many organisations who are providing effective surroundings to their people.
It is fundamental for each association to follow those standards which are setted by them. This
will aid them to maintain their reputation.
Apart from this, cooperation is not a specific solution as some will not cooperate with
each other because they think about themselves only. Financial condition of Tesco is not much
better; thus, they are not able to invest some fund to increase working environment. They can
adopt negotiation strategy as it is much perfect alternative to resolve clashes. If organisation is
adopting this method then, this will be much advantageous for them (Kim and Rhee, 2011).
Company is having many stores in different nations; so, if they renovate any store then other will
be raise their arguments against it. This will be too much costly for firm.
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Therefore, consultation approach is very effective method to solve many problems which
can be utilized by an organisation. Higher authority will ask leader of staff members to solve
disputes in a proper manner. If an employer is easily make conversations with others then it will
be easy for them to solve troubles as soon as possible. As a result, relations amongst superior as
well as subordinates will be maintained (Van Dijke and et. al., 2015).
TASK 3
3.1 Role of negotiation in collective bargaining
Fundamental demand of staff member is to get better working condition at premises.
Workers argue with their manager that if they will invest amount to upgrade techniques or extra
assets then why they do not taking care of working surrounding. Hence, negotiation is best
strategy which can be use to resolve clashes. Administrative department of Tesco create a
counter offer that if they increase their working hours then, manager can accomplish their
demand within limited period of time. If staff members do protest then, this will be develop bad
circumstances (Hogh, Hoel and Carneiro, 2011). To stop it, negotiation strategy can be utilized
by them. Hence, it is required for parties to comprehend negotiation procedure appropriately.
This process will take too much time; so that, it is required for manager to decrease period of
time to take best and effective solution.
If superior show data to their staff members which is related to financial position of
organisation then they will get some thoughts into their minds. They can tell their employees
about the procedure of negotiation. By communicating actual position about firm to staff
members they can easily decrease their wants. It firm wants to acquire success as well as
development then, they have to resolve troubles as quickly as possible in an effective way.
Superior can also ask some things to their subordinates, this will motivate them towards work. It
is not possible for manager of Tesco to renovate all stores at a single time; hence, this process
will take almost seven years (Ahmad and Shahzad, 2011). If at the time of this period workers
start protest then, this will develop high clashes over there.
3.2 Affect of negotiation strategy
Procedure of arrangement is long and decent mediators can without much of a stretch
accomplish achievement in satisfy request of claim side. In this contention circumstance,
integrative transaction technique can be embraced. This strategy fundamentally concentrate on a
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condition of win win and two gatherings leave table happily after finish of process of
negotiation. As per this, company and its staff members can consider an answer which is gainful
for them two (Frone and Trinidad, 2012). This will guarantee great connection amongst worker
and bosses. Staff individuals can get consent to work for more hours all together show signs of
improvement offices at their work environment. On the off chance that they will work for more
hours in same pay then it will decrease the use of organization on procuring more individuals in
the association. They can utilize this sum for enhancing the awful working conditions. The two
sides will get what they need and this will likewise give quality to the worker connection.
In the event that business and representative receive troublesome transaction
methodology then this may resolve they issue for brief time frame yet it might emerge after at
some point. In this approach, the two sides must break down that somebody needs to misfortune
something other the issues will stay at its place (Maurer and Chapman, 2013). In the event that
representative power administration of Tesco to centers around the workplace then this will bring
about useless venture of a huge number of pounds. They are likewise requesting to diminish their
working hours. This kind of dealing vital in this situation since administrator needs to
communicate something specific that they can't concur on each and every request of staff
members. On the off chance that this strategy is embraced in exhibit case then it can bring about
greater challenge which won't be valuable for the two sides.
TASK 4
4.1 Affect of EU on industrial democracy in UK
Organizations in United Kingdom comprehend that participation of each and every staff
member is fundamental so that company will complete their work in a smooth way. This
reasoning was at that point prevalent in UK however the enactment made by EU give quality to
this idea. Regulatory body can make administers up as far as possible, their control are not
pertinent in every one of the nations so endeavour can undoubtedly rupture them in other country
however they directions made by EU ought to be followed in every one of the individuals nations
(Fernet, Austin and Vallerand, 2012). As of late EU advancement of another thought i.e. "parter
based relationship". In this program they will attempt to set normal targets for both
representative and bosses. This will assume huge part in expelling different sorts of contentions
between the two sides. EU is likewise considering about beginning an instructional course for
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