Employee Relations Report: M&S and Employee Relationship Analysis

This report provides a comprehensive analysis of employee relations, focusing on Marks & Spencer's (M&S) as a case study. It begins by defining employee relations and highlighting its importance in a competitive market. The report explores the unitary and pluralistic frames of reference, examining their characteristics and impact on M&S. It then analyzes the effects of changes in trade unionism on employee relationships, considering economic, political, and legal factors. The role of key players, including managers, workers, and government agencies, in fostering healthy employee relations is also discussed. The report further examines procedures for dealing with conflict situations at M&S, such as strikes and lockouts, and the effectiveness of these procedures. Negotiation in collective bargaining and its impact are assessed, along with the influence of the EU on industrial democracy. Methods for gaining employee engagement and the impact of human resource management (HRM) on employee relations are also covered, providing insights into creating and maintaining a positive work environment. The report concludes with a summary of findings and recommendations for M&S.

EMPLOYEE
RELATION

Table of Contents
INTRODUCTION:..........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Explain unitary and pluralistic frames of references........................................................1
1.2 Changes in trade unionism has effected employee relationship......................................2
1.3 Role of main players in employee relation......................................................................3
TASK 2 ...........................................................................................................................................4
2.1 Procedure for M&S to deal in different conflict situations.............................................4
2.2 Key features of employee relations in selected situations...............................................5
2.3 Effectiveness of procedures adopted in the selected conflicting situations....................6
TASK 3 ...........................................................................................................................................6
3.1 Role of negotiation in collective bargaining....................................................................6
3.2 Impact of negotiation strategy in the given situation......................................................7
TASK 4............................................................................................................................................8
4.1 Influence of EU on industrial democracy.........................................................................8
4.2 Methods used to gain employee engagement and involvement in decision making process
................................................................................................................................................9
4.3 Assessing impact of human resource management in employee relation......................10
CONCLUSION:.............................................................................................................................10
REFERENCES:.............................................................................................................................12

INTRODUCTION:
Employee relation generally is defined as the understanding between employee and
employer with mutual consult. Although to maintain a better coordination level and controlling
the relationship between both the parties some legislation are present to manage them. The
present competitiveness in the market shows that it is important for the companies that they
focus on maintaining a healthy relationship with their stakeholders so the business activities are
can be contributed positively. In the present report, Marks and Spencer's is selected to increase
the level of research and increase better understanding and know the importance of having a
healthy employee relations. Operating in a highly competitive retail business it is essential for
managers to maintain better relations with their consumers by providing them a quality service
and satisfying their needs. Different aspects of employee relations have been covered in this
report shows the characteristics of employee relationship in different situations and the
negotiation role in collective bargaining. This study also covers the impact of HRM on employee
relations.
TASK 1
1.1 Explain unitary and pluralistic frames of references
To understand the importance and characteristics of employee relations, Marks &
Spencer's has different methods present that includes: Unitary and Pluralistic frame of
references. Both these approaches have their different features and vision but apart from it they
are focused on creating a healthy relationship between employees and employers working for
M&S. They mainly focus on these approaches so to manage the workforce efficiently which
leads them to undertake the business practices with great efficiency and in reliable
manner(Newsom, Turk and Kruckeberg 2012).
 Unitary approach: This approach of employee relation states the authority of company is
in hands of each individual who works at management level in the organisation.
However, the decision making authority and responsibilities are with the senior
employees of M&S are not included in the strategic affairs. Although, this approach
assumes that every member in the organisation are the members of the team with a same
purpose (Reichheld, and Covey, 2006). This embodies that all the people in Marks and
Spencer from top to lower level management should posses common objectives and goals
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to achieve them. Through this approach, the final decision lies in the hands of an
individual so relations are maintained in professional manner. This leads to have a better
commitment and loyalty among the employee and the workforce is maintained. It is
believed through this unitary approach the conflicts among the employee and employers
in M&S can be avoided(Chand, M. and Katou, A.A., 2007).
 Pluralistic approach: This approach states that possessing different values, attitudes and
behaviours it is easier to make a better working environment by creating strong
relationship among employees and employers. In this approach, there is more than one
ruling party and the employees in the organisation select their group leader who often
takes decisions in the favour of the staff members. By this the employees needs and
wants are satisfied and they are motivated effectively(Freeman, Boxall, and Haynes,
2007) . To make employees feel motivated and important in the company, it is necessary
to possess series of negotiation skills for a healthy employee relation.
Therefore, these two approaches are essential for Marks and Spencer's with the help of
top level management can create a healthy environment with its employees and develop practices
in effective manner.
1.2 Changes in trade unionism has effected employee relationship
Changing legal rules and regulations in trade unions effects the relations of the employee
with the organisation directly. Trade unions are developed to carry out the legal reforms of
employers and workers who work together with the same aim of to give a healthy working
environment to the employees and take care of their interest in pay and benefits such as monetary
and non monetary. The first ever union movement was started in 19th century with new union
bodies been developed. Whereas, it came to existence in 1824 with legislation for employees in
which many workers came to associate themselves to get fare pay for the work they do for the
organisation(Vakola, and Bouradas, 2005). On the other hand, they understood the benefits of
trade unions as they work to avoid any exploitation against the employees and focus on
providing benefits to workers. However, there are some changes in trade unions that has affected
the relations of workers in Marks and Spencer's are as follows:
 Economical: Constant change in economic activities lead firm to increase the
productivity and which directly affects the employment criteria of the company and the
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people as well. However, in such conditions the trade union of M&S protects the rights of
the employees and acts as a shield and avoid them being retrenched from the job.
Economic growth and decrease assist M&S in enhancing the business operation but at
employee relation cost(Ruth Eikhof, Warhurst, and Haunschild, 2007).
 Political and Legal: These factors are the most important aspects that directly affects the
relation of the employees in M&S. The upper level management has to follow the
different rules and regulations of different governments of countries where they have
established their business. They have to take care of the conflicts between employee and
employers that may arise in different situations and try to avoid them.
However, trade unions are developed with a specific purpose to protect the rights of the
employees and taking care of their interests with developing different and effective strategies and
collective bargaining. Trade unions also take initiatives to organise training and development
programs to enhance the skills and abilities of workers according to their needs and
requirements. However, upper level management of M&S focuses on the needs of customers and
satisfy their wants by giving employment to talented people(Ruel, Bondarouk, and Van der
Velde, 2007).
1.3 Role of main players in employee relation
There are different people in company responsible for creating healthy employee
relations. However, it is essential for management to listen employees issues and try to solve
their problems by maintaining a healthy environment.. Following are the major people
responsible for building a healthy working atmosphere in M&S:-
 Managers: Marks and Spencer's managers have a significance role in creating and
developing a healthy relation among the employee and employers. However, it is the
responsibility of the managers to give better and healthy environment for employees to
work ethically. As the conflicts may arise in between employees and managers will have
to face criticism which may affect the whole organisational practices(Forth, Bewley, and
Bryson, 2006). In relation to it is their duty to develop such conditions so that employees
are motivated in performing their task and duties. Therefore, managers are key players in
creating and managing employee relation.
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 Worker: It is the responsibility of the workers in the company to effectively engage in
their task and duties and carry out them in effective manner, so that M&S can desire to
achieve their desired aim and objectives. Therefore, likewise managers, employees also
need to be loyal towards their work for M&S and abide by the rules and regulations in
carrying out their duties. In addition to it, these guidelines help in maintaining healthy
relationships with its employees(Bhatnagar, 2007).
 Government agencies: It is important for M&S to abide with the rules and regulations
enclosed by the government of respective company where they are established. Although,
M&S has considered the different facts like minimum pay, health and safety to provide
healthy environment to its workers. With these legislation's government is trying to make
healthy relationship among employees and the management(Vakola, and Nikolaou,
2005).
TASK 2
2.1 Procedure for M&S to deal in different conflict situations
In a competitive e environment many situations arises while working in an enterprise
which creates different types of conflicts like lockouts and strikes etc. Although, M&S has
various policies to deal with conflict in different situations. However, the most common types of
situation that occurs are strikes and lockouts.
In respect to it, when the work is not properly assigned or not allocated systematically by
the managers in effective manner, in this situation collective bargaining takes place to reduce the
risk of declining motivational level of employees(Ngo, Lau, and Foley, 2008). Furthermore,
against these employees raise their voices and not follow the legislations and carrying out the
practices. If the top management level of M&S is being biased and creates discrimination among
employees and provides task with respect to position this may lead to a conflict. However, in this
situation employees working is affected and tend to not perform task with required potential
which affects sales and profit. Apart from this the targeted employees are not provided with the
quality services by the employees which results in customer dissatisfaction. To deal with such
situations, the upper level management of M&S need to communicate clearly and give work with
honesty and ethically. Also, need to motivate employees so that they are able to give their views
and ideas to develop effective solutions.
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Apart from all this, the conflict situation which arises in M&S is when employee start
complaining. To run the business smoothly and in effective manner, the upper level management
has to answer the employees against the unfair treatment, unfavourable working conditions etc.
These problems can be managed by a manager by providing solutions with code practices
ethically and attain compromises between the employees(Saeed, Mukhtar, and Ahmad, 2013).
Apart from this, workplace injury to workers can also lead to conflicts within practices of
Marks and Spencer's. This is the look out of the managers to keep a check at the workplace and
provide safety measures to the employees. However, if such situations arises it is because of
employers misconduct in the part of health and safety. It can be taken care by providing medical
facility to employees and compensation for injuries and pay which worker loose due to his
illness(Snodgrass, 2012).
2.2 Key features of employee relations in selected situations
From above study, the situation arises was task collective dispute. Due to improper
distribution of work, dispute arises between employees and departments. With this kind of
disputes the management system of M&S is effected overall and it also affects the sales and
profit of the business. There are certain situations:
 Not satisfied with organisation: The major reason of conflict arising is when the
employees are dissatisfied with M&S. However, the upper management is unable to
distribute the work to the deserving effectively which affects the whole practices of the
business because of this condition the overall employee relation with the employers is
affected and vice-versa(Reichheld, and Covey, 2006) . To overcome this kind of situation
the management need to focus on honestly distributing the work and with clear
communication ethically. As well give chances to the deserving people so that they can
share their ideas and thoughts so the effective solutions can be developed(Trif and Geary,
2016).
 Hindering the relationship between top level employees and lower level employees in
M&S: With this situation of collective dispute it can effect relationship between them thu
affecting working atmosphere. In this situation they will not effectively communicate
with each other. Also, they will not work in a team and it will affect the productivity of
company and customer relationship management policy.
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2.3 Effectiveness of procedures adopted in the selected conflicting situations
With respect to above situation it is important that top management interprets in between
to solve conflicts that has raised in M&S. For this they can use various approaches to solve the
conflicts. Moreover, managers can involve employers in decision making process. This will
create a feeling of belongingness among them and they will feel like they are also an important
part of organisation. Also, by implementing effective communication structure managers can
reduce the chances of conflicts. With this employees will be able to freely communicate with
each others and can share or express their ideas. This will lead to build strong relations between
them and improving their performance. Along with this employees should be allowed to
communicate directly with managers to share their problems or issues. This will enable manager
to provide suggestions to them and solving problems(Valsecchi, Wise, Mueller, and Smith,
2012). To handle the conflict situations between the upper and lower level of employees
employed in M&S it is best to use the informal procedure as it is effective because with this the
management can address the conflict easily and gain trust of the employees. They are easily
interacted with both of them and know the real cause of the conflict can be explored. Although, it
will also help the management to teach a good decision by identifying co worker problem in
workplace.
TASK 3
3.1 Role of negotiation in collective bargaining
It is the process of settlement or negotiation between employers and employees to make a
distinct agreement which includes working hours, wages, promotions and it also handles other
terms related to employment This helps both the parties to reach a specific agreement. There is a
big workforce employed in the organisation to carry out the business practices. They consider the
process of bargaining to negotiate with the employers and take this technique to provide their
view point which is required in resolving these issues that are faced by the employees in
M&S(Valsecchi, Wise, Mueller, and Smith, 2012). They present their issues within the
organisation with the help of the union personal to the employer. Collective barging procedure is
brought in the condition by the employer which he adopts and various tactics are developed in
which the employees demand are meet and a new situation is implemented to reach a favourable
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environment for the work. To determine the collective bargaining effectively there are various
negotiation roles performed as under:
 Helps to improve quality of work: It creates a healthy working environment and enhances
quality of work. To carry out various practices of negotiations the employees of M&S
present their demands and necessities with the help of union leaders to reach a
negotiation process.
 Negotiation improves the effectiveness: The negotiation makes it possible to improve the
effectiveness of the organisational functions. With this process of collective bargaining
for the employees in M&S it is easier to resolve the problems that are encountered with
the employers. This helps in discussing the various issues which creates problems for the
employees and can reach to the solution while discussing it with the employees.
Moreover, it develops an effective solution and efficient environment to carry out the
work by taking various issues in consideration in a proper manner(Windels, and Mallia,
2015).
 Acts as support system for the firm to deliver productive conclusion: This process
adoption of collective bargaining, both the parties negotiate with each other to come to an
agreement in relation to the aspects that affects the organisation practices of the M&S
employees. To reach a negotiation situation the employees select their representative to
discuss and represent the issues they face in M&S. They can also give suggestions to
improve the conditions of workplace environment.
3.2 Impact of negotiation strategy in the given situation
Negotiation is a process in which an organisation overcome the dispute that arises within
the business while implementing the rules and regulations. It helps in achieving the most suitable
outcome. M&S takes into consideration and negotiates with its employees to come to a most
suitable outcomes for issues in working environment and which affects the performance of
workers(Yang, Huang, and Wei, 2015). The negotiation strategies helps to identify the affects
due to it and develop workplace environment in Marks and Spencer's. These strategies help in
identifying the best ideas to resolve the problems and attain the best suitable outcomes. Some
strategies are discussed below:
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 Competing strategies: This strategy reflects the competition that they have to face in the
business environment. As a retail business is very large and there is a huge competition.
Marks and Spencer's goes in favour of this strategy as the competitors out there are
winners or losers. They function in outside countries as well and analyse every aspect
because it has a positive effect on the work culture and gets success in a short period. The
employees also work in this strategy as it demand a big benefits in return.
 Accommodative strategies: This strategy is adopted to overcome the issues that are
creating problems and affecting the performance of Marks and Spencer's. It is the strategy
which helps in identifying financial issues and overcoming them. To retain employees in
the organisation they give more offers to employees and implement more
practices(Dimitriades, 2007).
 Alternative strategies: This strategy is adopted by both parties in order to solve the major
issues that are faced by Marks and Spencer's. This also helps in focusing the important
issues raised by the employees regarding their work. In relation to it if they fail to modify
in their working criteria as they are regulated by management they try to avoid it to a
period and search for ideas to overcome them.
 Compromising strategies: This strategy is adopted in the case of employees negotiation
process and the position which they hold in M&S. Moreover, there are time in which the
employees performance is affected because of working environment and their position in
Marks and Spencer's.
TASK 4
4.1 Influence of EU on industrial democracy
EU directly affects the industrial democracy in which the organisations implement their
practices. The environment in which the organisations designs its framework is also defined
within EU practices. To perform the operations effectively Marks and Spencer's follows the same
policies and procedure.
The industrial democracy of UK is directly affected as the culture differences are
different in different places and these policies also determine the various level of industrial
aspects. The employees are also involved in various important decision making process in M&S
so the EU passes the conditions which affects the working conditions of Marks and Spencer's
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and relate to the effective participation of the workers(Bolton, and Houlihan, 2009). This implies
in the quality of work of the workers and helps in increasing the standards of the employees. As
the employers share the ideas related to work with the employees this imparts in enhancing the
efficiency of the employees in M&S.
It set polices that must be followed by organisation. It defines standards about work place
environment, and providing safety to worker. It affects employees productivity as change in
these policies affects the overall business operations.
4.2 Methods used to gain employee engagement and involvement in decision making process
There are various methods taken into consideration to improve working condition of the
company by employee engagement in implementing various business practices and operations
which delivers the results of determining and accomplishing the objectives of the organisation.
Marks and Spencer's takes into consideration the consultation methods through which
they can effectively develop many ideas that directly affects the workforce condition. By which
they can develop the employee's engagement and improve their satisfaction level as they feel
important and are involved in the operations of Marks and Spencer's(Bergman, and Gardiner,
2007) . They also consider for suggestion schemes which help them in generating new ideas and
attaining them from the employees so that they can improve the workplace environment in the
most effective manner and make decisions to effectively accomplish the new set standards. This
is beneficial for Marks and Spencer's as this helps them in efficiently portray their operations in
the work environment.
 Consultation method: This is implemented as to make employee feel motivated and
generate new ideas for the organisation. This method helps the organisation to retain
employee effectively and make work life easy in the company(Roberts, 2007). It is
essential because employee feel satisfied by implementing this idea and generating a
healthy employee relation is the motive of the employer in Marks and Spencer's.
 Suggestion schemes: This scheme is also important aspect for the management as it
creates new ideas in the part of employees and develops a good and healthy relation
between them. Both the parties are benefited with this decision as the employees feel
motivated through this scheme and employer gets new ideas, views and techniques to
overcome any problems if so arises in M&S (Abbott, 2006) .
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4.3 Assessing impact of human resource management in employee relation
Human Resource Management (HRM) is an important aspect that plays a big role in
management and relating business operations in effective and efficient manner. Many
management strategies are there that are adopted by Marks and Spencer's to have done the
management of many business activities effectively. To retain the employees in the organisation
for the long run of the business they ensure to have it done in appropriate manner(Watson,
Maxwell, and Farquharson, 2006). To ensure and improve the performance of the employees so
to increase the favourable outcome they implement various training and development strategies
in the organisation. This also motivated the employees and develop a good relation with the
organisation and develop their willingness to work in the organisation and carry out their
practices in effective manner. It has direct on effect employees retention and with this they can
provide a healthy working environment and retain the working welfare easily(Clarke, and
Patrickson, 2008). Moreover, in these regards it is assumed that policies are developed by HRM
of Marks and Spencer's has an impact on the relation between employee and employer. The
relation between them can be improved if the employees are provided with healthy working
environment in the workplace. This is the best technique to directly retain the employees in the
organisation.
CONCLUSION:
From the above report it is cleared that the importance of maintaining strong employee
relations within organisation. It is essential for firm to have better relation between employees
and employers. The functions can be carried out easily if the employee relation are maintained in
the organisation effectively. Moreover, with this type of relations within the organisation it
becomes easier for the management to carry out the organisations goals and objectives easily and
also enhance the improvement of the organisation and development too. Marks and Spencer's can
easily retain its customer by providing quality services and increasing the profitability. Hence,
identifying need through unitary and pluralistic approaches frames of references effective
manpower unions can also be formulated. It is crucial to manage employee relation for M&S so
to improve the performance of its employees and satisfy their needs and customer requirements.
Its trade unions also plays an important role for the employees to provide them with their rights
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