Analysis of Employee Relations at Marks & Spencer - Report

This report examines employee relations within the context of Marks & Spencer, focusing on the interplay between management, employees, and trade unions. It delves into the unitary and pluralistic frames of reference, highlighting how trade union changes have impacted employee relationships. The report analyzes the roles of key players in employee relations, including managers, employees, and the government, and provides insights into Marks & Spencer's dispute resolution processes, including negotiation strategies. It also explores the impact of EU policies on industrial democracy and compares techniques used to foster employee involvement in decision-making. Furthermore, the report discusses the influence of HRM on employee relations, offering a comprehensive overview of the factors contributing to effective workplace dynamics and conflict management within the retail giant.

Employee Relation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Pluralistic and unitary frames of reference...........................................................................1
1.2 Trade Union changes have impacted on relation of employees............................................2
1.3 Role of major players in the employee relations...................................................................2
TASK 2............................................................................................................................................5
2.1 Process in Marks & Spencer follow at dealing with various dispute conditions..................5
2.2 Key specifications of relationship of employees.................................................................6
2.3 Effectiveness of procedures used in particular condition of dispute.....................................7
TASK 3............................................................................................................................................8
3.1 Negotiation role in the collective Bargaining.......................................................................8
3.2 Affect of negotiation strategy for conflict situation..............................................................8
TASK 4............................................................................................................................................9
4.1 Impact of EU on the industrial democracy...........................................................................9
4.2 Compare techniques used to gain involvement and participation of employees in the
process of decision making.......................................................................................................10
4.3 HRM impact on Employee relations...................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
Employee relationship is very important in making the business operations successfully.
It is related with the physical and emotional relationship among employee and workers. If in an
organisation, the relationship between employees will be good then it will helps in increasing the
productivity of business (Avey and et.al., 2010). Marks & Spencer is a big multinational retail
business organisation and it deals in selling home products, luxurious different food items,
clothing and many other products. In this business firm, the relationship among employees is
healthy and good. In this report mentions about the pluralistic and unitary frames of references
and sometimes the trade union impacted on the relationship of employees. Manager of Marks &
Spencer is highly skills and motivate employees to work together with out arising any dispute. In
this present business report discussion about the affect of negotiation related strategy for any
particular situation. This business organisation uses some techniques to gain involvement of the
staff members in the process of decision making.
TASK 1
1.1 Pluralistic and unitary frames of reference
The Unitary Frame of reference means a way of viewing, attitudes, beliefs, perception of
people and also the values regarding to the membership of organisation as well as management.
This kind of the frame of reference is according to the statement and the content for the purpose
of accomplishing the goals and objectives of company and also meet with the success. In an
organisation, people plays important and the different roles. This perspective searches the
expressions with the help of the execution of the measures and also the mission statements by the
set goals and also objectives of the business firm (Bae, Kang and Wang, 2011). It is necessary
for the company that the workers should be loyal and also work according to the policies, rules
and regulations of the business fiem which are made by the top management. It is necessary and
also important that the focus of the management should be on the one.
On the other hand the pluralistic frames of references is perceived by the organisation
firm for the purpose of made up and also the various sub groups and the every group have its
own legal laws, loyalty and the regulations. They develop their own objectives, set priorities and
also the leaders. In addition to this, two main sub groups are included in this and these are the
management and also the trade unions (Representative of labours). In this the major role of the
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management is to control, monitor and also enforce the business related activities and also
operations towards the coordination between the staff members and its impact. In context to its,
the trade union are the legal representative of the workers and also try to resolve the conflict
among the managers and the staff members. It is necessary for the managers is to make effective
strategies and also work for bringing the positive change in business.
1.2 Trade Union changes have impacted on relation of employees
The trade union changes directly impact on the good and harmonious relationship of staff
members. The trade union is the legal representative of the workers and is workers for their
rights and also the welfare of the society (Cai, Jo and Pan, 2011). It motivates to all the workers
to work together and also does not arise the conflicts with each other. The trade union supports
the common interest and the objectives of the trade union. An innovation related to the trade
union is a very old like the history of people but the formation of the trade union was on the 18 th
century. But in the 19th century, it becomes very powerful and also comes in to an existence. It
was formed to safe the interest of workers in an organisation. In the 20th century the trade union
becomes the more powerful.
In year 1920, old organisations such as cold mining were declination. But in the year
1921, managers cut wages of workers. In 1926, employer enhance the working hours of works
and also cut their wages. It is not good or beneficial for them. From this most of the workers are
died. So in relation to this, the trade union comes in the favour of all labours and also trying to
give them their rights. The trade union is helpful in making the business effective and also
successful. With the help of this many workers will be retain and also attracting towards the
company. After this the large number of workers joined the trade union and for the purpose of
getting the fair wages and the salaries (Dreyer, Hauschild and Schierbeck, 2010). In regards to
this, in the trade union includes the community of congress and also the young workers. In the
trade union many types of various changes are happened that had analyse and also had the big
impact on the workers relation.
1.3 Role of major players in the employee relations
For maximising the productivity and also profitability, the relationship between
employees and leader should be necessary. It is not easy to make the good relationship in
between managers and also staff members. The relationship of employees can be impacted on
the performance level of an organisation. In Marks & Spencer, manager motivate its employees
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to work in a team by supporting to each other. If all will work in a team, then it is beneficial for
business operations ans also its activities. For analysing the advantages and effectiveness of team
work, Marks & Spencer conduct some motivational programmes for staff members to understand
employees the importance of work together in a team (Flammer and Luo, 2017). For enhancing
the sales and and growth of business, manager should create the positive working environment to
all employees at workplace. The three main players who plays an important role in maintaining
better and harmonious employee relation are managers, government, employees given below as
above:
Illustration 1: Three main players
Source: (What is The Role of Industrial Relations?,
2017)
Manager
In Marks & Spencer, manager plays an important role and its main duty is to execute plan
at workplace which is formulated by the top management. The roles of manager in employee
relation are:
 The main role of manager is to communicate with its employees properly and also
create the positive environment of working.
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 The first and foremost duty of manager is to take care about the health and safety
of employees. So, it is necessary to employer to give safe workplace to all staff
members.
 If at workplace, company adopts new machineries for doing work in an easy way,
then it is necessary to provide guidelines related to new machineries so that the
chances of accidents and misshapenness minimize (Gomes, Asseiro and Ribeiro,
2013).
 To increase the skills, abilities and knowledge of employees, it is the
responsibility of manager is to give them training by using advanced technology.
Mostly the manager of Marks & Spencer provides off the job training methods to
employees.
 The role of employer is to motivate its employees to work together without any
dispute.
Employees
 The main role of staff members is to work according to plan which is executed by
manager.
 It is the duty of staff members to adopt and work in new working environment
and also bring new innovative ideas to completing business activities in an
easiest and efficient way.
 It is necessary that employees should must participate in the various types of
activities and also programmes (Hogh, Hoel and Carneiro, 2011).
Government
 It formulates many different plans and policies which company needs to follow at
the time of conducting any business activities.
 Government make some acts and policies related to discrimination, equality,
equal pay etc. So, it is the responsibility of Marks & Spencer to apply all these at
workplace.
 Government should make effective policies which organisation can adopt easily.
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TASK 2
2.1 Process in Marks & Spencer follow at dealing with various dispute conditions
Dispute is not good for the company. It develops the bad and the negative working
environment at workplace. From, this the productivity and also the development of organisation
will be reduced. In the Marks & Spencer there are various types of conflict arise like for an
instance the collective conflicts and also the lockouts. The management of this business firm can
stop all these things by making the solutions of their problems and also the issues. The strike is a
kind of conflict at work place. It impacts negative on the development and the growth of
company. From dispute the relationship among the employer and staff members is hampered. In
the case of conflict, manager of Marks & Spencer uses a systematic procedure (Joshi and Sodhi,
2011). At the time of dealing with the conflicts, the procedure which is used by the Marks &
Spencer given below as above:
Determine the conflict reasons– It is necessary for the manager is to know about the
reasons behind the conflict. Some of the effective reasons related to the dispute mentions:
 In case if a manager is not communicate or interact with the workers, it is the
main reason of conflict.
 If in case manager does not solve the issues of its labours and also not include
them in the process of decision making then in this case employees will get
demotivated and they do not work properly.
 The employer does not give the proper training to its workers related to the
machineries, technology, safety related training and many others. From this the
chances of the accidents will be increased and from it workers will be absent.
Then from this, the conflict will be created (King and Grace, 2012).
 If at the workplace there is any kind of harassment hamper by the senior
employees and also through the top management.
Identify an appropriate way to make solution of dispute- After the determination of
all the reasons behind arising of conflict. It is the duty of the manager of Marks & Spencer is try
to solve them out by making the effective and the appropriate solutions. With the help of
negotiation, employer can make the solution of the conflict and create the positive and healthy
working environment. Some of the different ways given below:
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 By providing all the facilities along with giving the safe working environment to
them.
 To provide the effective and also training to the staff members.
 It is necessary to the manager is communicate with its employees in a short time
period and also takes their suggestions and the opinions about any decisions from
them (Morris, 2012).
 Leader should motivate them for increasing their working abilities and also the
performance level.
Ways of executing the dispute procedure:
 Regarding this, manager should arrange a meeting with the top management and
the trade unions.
 Take advices and suggestions from the trade union.
 Maintaining and also recording the emails, letter, memos, and many other
necessary items.
2.2 Key specifications of relationship of employees
There are certain types of features of employee relations which are involved in conflict
situation. In Mark and Spencer, conflict is about implementing necessary changes within
business organization so as to improve productivity. Whereas, sometimes conflicts are liable in
order to decrease employees' productivity and performance. Employees who are included in
creation of disputes and conflicts at workplace are responsible for making negative working
environment (Mowday, Porter and Steers, 2013). Therefore, if workers will not get healthy and
positive atmosphere at workplace then such people are not interested to retain for long term
period at there. In order to get rid out from such problems managers have to make effective
business strategies which are related with accomplishment of goals and objectives of the firm.
Another feature of employee relation is related to forcing workers to gain more
productivity in the best possible manner. While providing training and development assistance,
due to multiple nature of people are more involved in conflicts and disputes situations. Through
which they cannot give proper concentration on learning. Hence, company cannot accomplish its
goals and objectives in a specific time period; this might also reduces the chances of getting high
competitive advantages at workplace.
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Lack of communication also generates conflicts among staff members because if they
will be not interact each other then it generate misunderstandings and confusions at workplace.
Although, it would affect decision making process of the company in an effective manner.
2.3 Effectiveness of procedures used in particular condition of dispute
Whenever employees have a conflict with their colleagues, he or she want to resolve this
as soon as possible. Otherwise, the conflict goes too far and affected employees relations.
Therefore, supervisors have to know the main reason behind this problem in order to make
appropriate solution for it (Maurer and Chapman, 2013). For this purpose, there is developed an
effective conflict resolution plan in order to better outcomes. To resolve the problems it is
necessary for the manager is to make the proper solution of the conflicts and many other
problems. To resolve the problems and the conflict situation, Marks & Spencer business
organization uses the effective procedure. With the help of the conflict resolving procedure
company can resolve the problem. Some times the manager and the trade union both are taken
help of the negotiation for resolving the conflict. In the procedure of the conflict resolving, the
Marks & Spencer conducts a meeting and then start a discussion among the labors and the
managers. In this context, an employer of this business organization has to take some proper and
good actions. At the time of discussion, employer ask about problems from workers and then all
labors ask their issues and the reason behind the conflict. In the process of dispute resolution,
employees as well as all the workers are give their participation in this (Newsom, Turk and
Kruckeberg, 2012). If in case the labors are not contented with the reason given by the employer
then in this case, there will be a chance of developing the issue to all the shareholders of the
Marks & Spencer business enterprise. In the condition of the conflict resolving, it is necessary to
know the main reason behind it.
Understand problems- To make the solution of nay conflict condition or problems,
firstly it is necessary to determine the basic reason behind the conflict in a proper manner. It is
the duty of the manager in the Marks & Spencer is to understand the issues of workers or conflict
parties in an effective manner.
Responding of dispute- Many of the times, employer is not serious about the conflict
and also not interested in any kind of issues. So from this the employees are dissatisfied from this
and the reason of conflict arise are also increase. So in context to this, it is necessary for the
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manager is to aware about the organization conflict and also inform about this to the top
management.
Work on solution- After determining or understanding the problem, it is necessary for
the manager is to create the positive and the healthy working environment for the workers (Reb,
Narayanan and Chaturvedi, 2014). So that they can communicate with each other properly and it
will also be helpful in resolving the conflict.
In the procedure of conflict resolving includes:
Grievance procedure- It is an intramural conflict resolution through which staff members
should have his/her grievances addressed. It is related with the complaints and issues which are
raised with manager. If there is any issue or conflict arise among employees then with the helps
of grievance handling manager can resolve their issues.
Fire procedure- This kind of procedure is used by company if in case a male members
misbehaves with female employee or employee will do any things which is against the firm, then
manager fire that employees. Firm can dismiss the employees from inform them or not inform.
TASK 3
3.1 Negotiation role in the collective Bargaining
The collective bargaining is like a negotiation among the staff members and also the
workers for the purpose of regulations all the activities related to the working environment such
as payroll, safe and positive working environment, compensation, communication, wording
conditions etc. in context to this, it is necessary for the manager is to conduct a meeting and also
include trade unions and workers. Different kinds of roles of negotiation given below as above:
 The Collective bargaining is very helpful in enhancing an effectiveness in the
matter of conflict. With the help of negotiation manager can solve the issues and
problems among both the conflict parties.
 The negotiation is very helpful for Marks & Spencer in making the proper
solution of the conflict.
 With the help of negotiation the dispute parties are reach to the final conclusion.
Some other negotiation roles are given below:
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It helps in increasing work quality- It is helpful in enhancing the quality of work. In
Marks & Spencer company, employees show their needs in front of managers with the helps of
negotiate and union officials in context to carried out the different functions.
Act as support system to reach to productive conclusion- With the help of adopting
collective bargaining process, managers and staff members negotiate with the each other which
impact on working practices of Marks & Spencer company.
Improve effectiveness- It is helpful in rising effectiveness and efficiency of business.
Process of collective bargaining helps in resolving all problems which are arise among
employees in Marks & Spencer organisation. From this employees will work in an effective
manner.
3.2 Affect of negotiation strategy for conflict situation
Aggregate bargaining is characterized as an understanding amongst superior and labour
which is a free stream discussion and give a transaction procedure between both these
gatherings. This encourage a stage under which organization can tackle their issues and secure
rights and enthusiasm of them two and make a well being relationship. This work complete help
of operator where union agent and administration delegate meet up and deal with issues which
short recorded by their customers. On the off chance that union intrigue don't get finished which
is trade off then it prompts increment odds of remain off (Shuck, Reio Jr and Rocco, 2011). It
prompts build up common comprehension between each other and make coordination of working
between every single one of them. Alongside that by satisfying all representatives shared will it
prompts guarantee their steadiness at work put which is must. Along these lines by set up an
appropriate bartering procedure at industry it increment the odds of influencing information and
technique for generation to secure generally some of the time this component get break.
With regards to M & S, which is one of a well known solid care association, a
tremendous separation amongst male and female staff get measure. This prompt increment the
odds of contentions between each other which isn't great according to see purpose of
representatives and benefit and supportability of a firm. This segregation is additionally unsafe
for patients likewise in light of the fact that if this issue get ascend in next couple of years then it
specifically diminish the quantity of steady and this likewise prompts hurt their picture too.
According to the referred to situation the wages which are given by an association to their
workers are not equivalent. This is one of a noteworthy issue and this may prompts sue against
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social insurance moreover. This is a rupture of correspondence act under which all workers are
equivalent. To M & S likewise void the law of wages act, under which their everything
representatives pay rates are not the same as each other (Mahal, 2012). This straightforwardly
prompts influence their execution of working and their adequacy get influenced which isn't
useful for an association long haul survival. Encourage these contentions amongst male and
female prompts influence their working additionally and their profitability prompts get
influenced.
TASK 4
4.1 Impact of EU on the industrial democracy
The democracy related to the business is a types of the structure that is exist already in an
organisation. In this the manager gives the responsibility of the employees to take any kind of
decision in the favour of an organisation. In the United Kingdom country, there is a big impact of
the European Union on the industrial democracy. In context to it, for increasing the efficiency
and the effectiveness of the business manager of the Marks and Spencer follow all the policies
and the rules which are made by the government (Mowday, Porter and Steers, 2013). On the
other hand, the culture impacts a lot on an organisational democracy. But in regards to this, the
government of the United Kingdom develops some legislation and the policies. It is the duty of
the employer is to execute at workplace. It will helps in safe the process the company and also
protect all the workers from any kind of issues or problems.
The culture of each and every country is different and it impacts on industrial democracy
of United Kingdom country. In context top this European Union passes the different acts which
impacts on the working conditions of Marks & Spencer company,so this firm include its staff
members in decision making process. An execution of changes increased working quality of staff
members and from this their living standard raised.
4.2 Compare techniques used to gain involvement and participation of employees in the process
of decision making
Employee are asset of a business firm. It is very crucial for organisation to enhance the
participation and involvement of the employees. Marks and Spencer believes in development of
employees of the organisation. The common methods which are used to enhance the
participation and involvement of employees are as follows:
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Attitude survey
Employee attitude survey is a common tool used by the management to acquire the views
and opinions of the employee in regards to the policy and decision taken by the management.
Marks and Spencer utilises this tool to identify the views and needs of the employees of the
organisation. The common techniques for obtaining the information are interviews and
questionnaires. These are conducted on a regular interval so as to identify the problem which lies
in the working, assessment and motivation of employees is done so that they feel more involved
and engaged in an organisation (Ouimet and Zarutskie, 2014). The inclusion of the views and
opinions of employees in decision making enhances the employee participation and employee
feel more involved.
Suggestion Scheme
Suggestion scheme is one of the mostly preferred method in gaining employee
participation and engagement in the organisation. The employee in this method can provides
schemes and ways by which a task can be done as to achieve efficiency in the operations. Marks
and Spencer have this techniques in the organisation in which the inputs provided by the
employees are valued and considered. This have a direct impact on the employee participation as
their ideas/inputs are involved in the decision making on the day to day activities. This scheme
assists in changing the attitude of employees. It can motivate the workforce and make them
accept the changes when it encompasses their own ideas (Koster, De Grip and Fouarge, 2010).
This scheme can help an organisation in optimise business results and develop an pro-active
work force.
4.3 HRM impact on Employee relations
Mainly HRM has the direct affect on the retention of the workers and with the help of
this the labours are working for increasing the goodwill of an organisation. For the purpose of
retaining the employees at workplace, the manager of Marks & Spencer motivate its employees
and also provides all the facilities to them. The effect can be in the form of negative as well as
positive. An effect of human resource management can be affect on the productivity along with
the employees relations. Some of the positive impacts of HRM are given below as above:
 It is necessary for the manager is to give the training to all workers whether they
are new and existing. It will helps in maximising their working abilities, skills and
also their core competencies.
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 The motivate develops the positive impact on the business. So in context to this, it
is necessary for an organisation is to appraise the performance of employees and
also motivate them.
 Manager should take care the health of the staff members and also develop the
positive working environment.
 The first and fore most priority of the manager is the health and safety of
employees. So it is necessary for the employer is to provide them the safe
environment at work place (Ho, 2011). From this the chances of the accidents will
be reduced at the workplace.
 Regarding new machinery and the new technology manner should provide the
guidelines and also structure related to the new machineries to workers. With the
help of this they will not use the technology and any other electronic items in a
wrong way.
 To create the positive impact on the employee relation it is essential for an
employer is to listen the problems and any kinds of issues of workers and also
resolve the conflict among all people (Demirbas and Yukhanaev, 2011).
Some of the negative impacts are mention below:
 If in case the manager does not resolve the problems of workers and also does not
include them in the decision making process then in this can its impacts will be
negative on the business.
 If the employer will not communicate with its staff members in a proper manner
then in this case it will develop the negative affect and also the negative
perception on the mind of employees.
CONCLUSION
It has been concluded from the above report that the good relation among employees is
necessary in making the business successful. In this present business report studied about the
changes in the trade union and its impact on the employee relation. It is necessary for the top
management is to follow all the rules and also deal with the dispute situation at the workplace. In
this above mention report also studied about the effectiveness and the efficiency of procedure
used in the dispute condition. The negotiation plays a necessary role in the collective bargaining.
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The manager plays an essential and necessary role in maintaining the good and healthy employee
relation.
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REFERENCES
Books & Journals
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