Employee Relations Report: An Analysis of M&S Practices and Strategies

This report provides a detailed analysis of employee relations, using Marks & Spencer (M&S) as a case study. It begins by explaining the unitary and pluralistic frames of reference, assessing the impact of trade unions on employee relations, and outlining the roles of key players such as managers, government, and employees. The report then examines M&S's conflict resolution procedures, including identifying conflict sources and finding mutually agreeable solutions. It further explores the role of negotiation in collective bargaining and evaluates the impact of negotiation strategies on M&S. Additionally, the report assesses the influence of the EU on industrial democracy in the UK, compares methods of employee participation, and evaluates the impact of human resource management on employee relations. The report concludes by summarizing the key findings and implications for effective employee management within the retail sector, specifically highlighting M&S's approach.

Employee Relations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Explaining the unitary and pluralistic frames of the reference:............................................1
1.2 Assessing how trade relation have affected employee relation.............................................2
1.3 Explaining the role of main player in employee's relationships...........................................3
TASK 2............................................................................................................................................4
2.1 Explaining the procedures followed by M&S when dealing with different conflict situation.. 4
2.2 Key feature of employee's relation in a selected conflict situation at M&S.........................5
2.3 Evaluating the effectiveness of the procedures used to resolve the conflicting situations of ..6
Marks & Spencer....................................................................................................................6
TASK 3............................................................................................................................................6
3.1 Explaining the role of negotiation in collective bargaining..................................................6
3.2 Assessment of the impact of the negotiating strategy for M&S...........................................7
TASK 4 ...........................................................................................................................................8
4.1 Assessment of influence of the EU on industrial democracy in UK.....................................8
4.2 Comparing the methods used to gain employee participation and involvement in the decision
making process in organisation...................................................................................................9
4.3 Assessment of the impact of the human resource management on employee relation.........9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Employee relation is the contractual relations of the employee and the employer
working in any form or any organisation. In today's era, the word employee relation is of very
important in the terms of employment as it is the communication between the management
and the employee. The communication can include the workplace decisions, employee’s
grievances, conflicts, unions and the issues relating to the collective bargaining. The present
report is based on employee and employer relations of the UK's one of the largest retail
market store -Marks and Spencer's. To investigate how cooperation between employers and
employees leads to the development of the good working relationships. The procedure of
collective bargaining is also important and the managers should apply this properly to avoid
disputes. Legislation and the European Union (EU) play a major role in employee relations in
the organisation and also in the industrial relations.
TASK 1
1.1 Explaining the unitary and pluralistic frames of the reference:
Unitary frames
Unitary frames of reference is a way of thinking, the mindset of the assumption an
individual make, the attitudes they carry, values and the practice which are related to the
management and the organisation behaviour (Tansel and Gazîoğlu, 2014). If there are any
disputes or any kind of problem among any employee and the employer, than conflict will
commit further problems with others too. Despite the difference in the roles of the employee's
working they all must share the same goals, objective and the values in the organisation, in
order to achieve success. It is more important to integrate the interest and the objectives of
employee and the employer to make the employee more committed and more loyal towards
the organisation. It is the duty of the management to go beyond the managerial style of
employee's relation if they are capable enough to do so there will be no need of any trade
union. But there is always the lack of the realization that there are inequalities between
employers and the employee which generate conflicts. This framework is importance to
develop strong relationship with the workers but it certainly lacks realism and inequality of
power among employee and employer. According to unitary framework there is only one
authority and that is the management of company and if employee work against them they
need to be treated as non existance.
Pluralistic frames
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In Pluralistic frames, it is assumed that within the organisation there are different sub-
groups, and each of them having their own legal laibilities and also their own set of
leadership and objectives (Inversi, Buckley and Dundon,2017). Generally, the trade unions
are the legal representatives of the employee who deal the conflicts of them by collective
bargaining but if management is careful then trade union will not exist. The workplace is
composed of diverse sets of belief, values, attitudes and behaviours and because of these
conflicts are inevitable as interests are competing one. Conflict in pluralistic frames are not
overlooked but they are instead managed effectively through management team. The
pluralistic frames focuses on employee’s interest which certainly lead to the inefficiencies of
the collective bargaining process. As there lies the trade unions so the role of management
would be more towards influencing and coordination instead of enforcing and controlling.
For diversified organisation and the national culture, the employee's relations can make
pluralism beneficial. In pluralistic framework the company is dominated by the authorities
and there are two different type of division forming trade unions of the employees and that of
management. Trade unions are involved in the policy making and get a chance of negotiating
with the management on the policies to be set.
Both the unitary and pluralistic frameworks are highly effective for handling
employee relationship in the organisation as both of them determining employee and
organisational goal. But in M&S they use pluralistic approaches by determining all the
employee and management at every level to work accordingly and together. As the workplace
of M&S consist of many and diversified set of belief, values, attitudes and different
behaviours. So there are all kinds of individual who need to be assessed individually. The
pluralistic frameworks mainly focus on the employees interest as that the management can
coordinate with them to make the necessary changes in the work place.
(Source: Pawar and Pawar,2016)
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1.2 Assessing how trade relation have affected employee relation.
In the 20th century the trade unions were very powerful and the court of UK decided
that if trade unions are involved any kind of strike which cause any damage to the
organisation then they could be sued (Pawar and Pawar, 2016). The organisation should
always adhere to the labour standards in wage and working conditions employment contract,
incentives, bonuses and the allowance should be provided to them. Employee relation with
the management are greatly affected by the trade unions of the industry. Trade unions mainly
focus on the employee's benefit and see that they are provided with all the working safety and
insurance by the organisation. Now the degree of government influence on the issues like the
labour minimum wages and the incentive the need of trade unions in the organisation are
decreasing. The government has already made many laws related to the employee relations
and the safety which have to be followed by the management at all the levels.
Trade unions generally work for the betterment of the worker for the issues like the
wages, the working conditions, incentives, working contract, the workers' safety and
insurance at the time of working. It works for the rights and the responsibility of the workers
and also about the working hours they are working for (Rodriguez, Scurry and Stewart,
2017). As their role in the organisation are decreasing nowadays the concept of collective
bargaining is emerging in most of the private companies. In collective bargaining, there are
negotiations between the worker and the employers regarding the terms and conditions of the
employment and also about the roles and the responsibility. Marks & Spencer is the largest
fashion retailers of UK with around the world franchises stores and employee retention is the
biggest challenges for the company. As initially there were problems and issues between the
employee and employer relationships hence it adopted the employee's relations approaches as
trade unions were not of mush use. There were problems related to the working hours, the
competitive rate packages, employee's discount, pension schemes and bonus and extras in
which the M&S took on some changes.
1.3 Explaining the role of main player in employee's relationships.
If the organisation wants that the relationships between the employee and the
employer should be healthy then it is essential for employee to find their work interesting and
to perform their level best (Sahadev, Purani and Kumar Panda, 2017.). To make these
relationships sound and healthy there are many players how perform differently they are;
trade unions, manager, government, employee and employer.
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 Role of trade unions in employee's relation- Trade union work for the employee
welfare and fight for the better terms and conditions. They try to make a bridge
between the employee and the employer by helping for the upliftment of the
employee and provide them good working conditions. The National Labour Relation
board checks unfair practices of employers towards employee. Role of the manager in employee's relation- Manager should ensure that
communication between them and the employee's takes place on a regular basis and
on open platform and the communication should be transparent. The manager shall
work as the role model of his team members and treat all the employee equally and
avoid the partialities at work. Role of government in employee's relation- In UK, government has made many laws
and regulations related to the improvement of the employee working in the factory or
the organisation. In the industrial relationships systems and the wages and the
working conditions also there are rules which are imposed (George, Wallio and
Wallio, 2017). The government has to look after the interest of the employee by
providing them good conditions to work. Role of employee in employee's relation- All the employees working in the
organisation should always comply with the rules and regulation which are laid down
either by the management or the government. They should not use their power of the
employee's relation in a negative impact. They should work for achievement of the
company's objectives and always listen to what the management is telling them and
do according to them.
 Role of employer in the employee's relation- Employers also play role in the
relationships of the employee they must have the capabilities to solve the problem of
the employee related to any issue which they face.
TASK 2
2.1 Explaining the procedures followed by M&S when dealing with different conflict
situation.
The business’s success depends upon the relationships with its employee and to be
aware of the changes and developments in the dispute procedures in the employment law.
M&S also follows all the process to deal with the different conflicts situations in the retail
stores (Five steps to resolution of conflicts 2017). All the conflicts in the workplace are
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unavoidable as every person has his own personalities, goals and opinions and manager of
M&S should learn how to handle the conflict efficiently.
To resolve the conflict 5 steps are followed and they are. Identify the source of the conflict- The manager of M&S should first find the source
of problem from where it has arisen. The manager need to give both the parties the
chance to share their side of the story. Look beyond the incident- Sometimes identifying the source is not enough to solve the
problem to look beyond the incident is more important. The source of be conflict can
be minor and may have occurred months before but has grown afterwards. So for
M&S manager it is important to look beyond incident. Request solution- After the identification of the problem the manager at M&S can
request the solution from both the parties so that a particular solution can be get for
the solution. The solution should be listen by both the parties such that they both start
cooperating with each other. Identify solutions that both can support- Then the manager at M&S can support the
most acceptable decision or the solution (Luo, Wieseke and Homburg, 2012). By
keeping both the merits and demerits of the solution the manager at M&S can suggest
the best one to both the parties.
 Agreement- the solution taken out by the manager at M&S must be one on which both
the party's are agreed. If the problem was of a bigger conflict then a contract or an
agreement can also be made down for the future reference or the future difference if
arises.
The manager at M&S follow all these prescribed processes to solve a problem among
the employee or problem with the management and the employee's (Osman-Gani, Hashim
and Ismail, 2013). M&S should try that there are less or no problems between any of the
employee or the management team as well. At M&S all must work for the employee relation
and to also resolve the problems.
2.2 Key feature of employee's relation in a selected conflict situation at M&S.
Whatever are the situations the manager at M&S resolve the conflicts with consulting
the employee and the management both. At Marks & Spencer there are different types of the
conflicting situations which can arise like wages related problem, working hours, working
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conditions or working environment, leave policy, reward and recognition etc the proper
strategies help the management to solve each problem according to the set specified methods.
But the working hours is of main reason of dispute between the management and the
employee to solve this problem the management and the employee give their own resolutions.
The Marks & Spencer has adopted some change to resolve this difficulty within the
management.
Changes in the working timings were the most common issue faced by the worker
working in Marks & Spencer the retail outlet. As the employee demanded that they will work
only 36-38 hours per week after the introduction of 7 days a week work (Psychogios, 2010.).
Before the store was kept closed at Sunday but the management decided to work on Sunday
also so the employee's said that they would be working only 5 hours per day. It was very
tiring for the employee to work in such working schedule day in and day out so they appealed
to the management to decrease their working hours if they will be working on Sundays as
well. While resolving this problem Marks & Spencer was able to talk to both the management
and the worker to take out a particular solution to this problem. They listened both the parties
and then took the decision about working hours issue. To reduce the working stress and make
the employee work happily in M&S flexibility of working hours is important. The reduce in
the working hour can definitely help the worker but it can be resulted in a loss situation to the
management (Hou and Reber,2011). The procedures used to end this working hour conflict
will be the same as it used to solve the other work-related issues.
2.3 Evaluating the effectiveness of the procedures used to resolve the conflicting situations of
Marks & Spencer.
Evaluating any resolution procedures is also important so that Marks & Spencer can
do better next time or to know how much effectively the process has worked out. To find out
the effectiveness of the steps followed the Marks & Spencer should ask the employee after
the implementation of the agreement. The management should also see that is the
implementation are working for the employee or not are they happy now. Evaluation can be
done by asking them or by keeping a session with the employees to know the effectiveness of
the situations. As in all the conflicting situations looking beyond the incident is not of use in
resolving all the situations arising. As in this problem of changing working hours if the
management of Marks & Spencer looks beyond the incident it will certainly not find anything
related. So in the following situation it is not necessary to follow the set procedures of the
conflict. Marks & Spencer allows the employee to give their views and suggestions in the
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improvement of the process of the conflicting so that they can get better explanation of their
process (Wood, 2013). And this will also include the employee's in the decision-making
process of the Marks & Spencer. The Marks & Spencer can avoid these types of situation so
that there are no need to resolve the problems.
TASK 3
3.1 Explaining the role of negotiation in collective bargaining.
In the process of collective bargaining there is a negotiation between the employer
and a group of the employee who aimed at a specific agreement to regulate working salaries,
working conditions, benefits and all the other aspects of the worker's compensation and the
rights (Collective bargaining and negotiating 2017). If there are any problems between the
employee and the employer of the Marks & Spencer the employee then will appoint a group
of employees among themselves who they can certainly trust and can reach out to the
management to convey their issue. These group of individuals are commonly called as the
trade unions working for the betterment of the employee's. Trade union in Marks & Spencer
are generally negotiating with one or more employer representing the shareholders of a
company (Hamblett, 2013). In respect of the wages, terms and conditions, working
conditions, leaves, rights etc the negotiation is done in the process of collective bargaining by
trade union and the management. The main aim of negotiation is to reach out to an agreement
after the exchange of the opinions between the employee and the employer.
The negotiation includes the process of the preparation and the research of the case,
the opening of one side proposal and other side respondents, then trading of the ideas
between them and the last is of final agreement by both the side. The role of negotiation in
the procedures can be understood by the steps which are included in the negotiation process.
The relationship between the employee's and the employer of Marks & Spencer will be sound
and healthy if negotiation is there between them. The exchange of ideas will be of great help
to the management in maintain the relationship. The organisation culture of Marks & Spencer
will also be affected by this negotiation procedures (Mathew and Jones, 2012). The resolution
of the problem and the implementation of the agreements will be fast and in an effective
manner and this will save the time of the management of M&S.
3.2 Assessment of the impact of the negotiating strategy for M&S.
As the negotiating strategies is of till a great extent helpful for the M&S as it
measures the result and the effect on the relationship. The workers at the M&S were not
satisfied form the working timing before in the organisation but by the negotiating process
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used by the management they were happy. Their involvement in the procedures of the
negotiating was helpful to the management and the employee as they were a part of the
problem-solving processing. With this M&S could retain the employee for a longer duration
of time as then they will be more organised and be in more discipline. The impact of the
negotiating strategies can be assessed after the implementation of the strategies at M&S.
There will also be increase in sales and the accrued in the profit of M&S as the employee are
more satisfied after the decreased in the working hours from 6 to 5 hours per day. There will
be less chance of employee's conflicts with the management at M&S and this can lead to
increase in productivity of the employee (Curran and Quinn, 2012). But negotiating process
can also lead to the new dispute between the management and employee of M&S as in the
adjustments which they are making can lead to negative effect. Which means while doing the
negotiation process the employee and the employer can have the arguments between
themselves.
TASK 4
4.1 Assessment of influence of the EU on industrial democracy in UK.
The democracy in the industry means the arrangement involving workers in decision
making, sharing responsibilities and the authorities in the workplace. The workers are always
given rights to take part in the decision making activities of the industry so that the
democracy is maintained in the company. As the employee taking part in the process they
tend to perform in a better and in more fertile manner and also contributing to the success of
the organisation. Moreover, it is considered that the EU will be increasing the wage dumping
which means paying less than the standard rate set by the industry. The workers' role in long
term objectives of the business and to suggest strategies for the future improvement of the
business (Kundu and Mor, 2017). The impact of the EU policies of the freedom of the UK
employee from the employee harassment also is of great significance. These kinds of
committees help the worker in the organisation to work properly with and his dignity. It
assists the employee in delivering the right kind of job and with all kinds of facilities like by
providing the good and safe working conditions. Quality circle are some small group of the
volunteers who also are engaged in the related work of the trade unions it helps to know that
problem of work which might be hidden form the managers. If the employees are allowed to
involved in the decision making of the company then this will increase the commitment of
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the employees towards the work. Also, this will lead to job satisfaction among the employee,
the good attitude towards work and the employee will ultimately lead to improved employee
performance.
(Source: Kundu and Mor, 2017)
4.2 Comparing the methods used to gain employee participation and involvement in the
decision-making process in organisation.
The employee's participation in the decision-making procedures are of great help to
the organisation in achievement of the objectives but this is not clearly seen in all the
organisation. Many organisations still do not allow this participation of the employee and not
performing as good as the other company (Ryan and Wallace, 2016). Many company uses
different methods in gaining employee's participation and the involvement in the decision-
making processing.
 Participation at Board level- in this there is an employee who generally represent all
the employees at the managerial level also known as industrial democracy. The
representative put all the employee problems and the issues in front of the
management.
 Participation through Ownership- by making the employee as the shareholders of
the company they can be given a chance of participation in the company. This can be
done by buying the equity shares, advancing the loans, giving them financial
assistance by these methods they can involve in the decision making.
 Participation by collective bargaining- when the employee are participating through
the process of collective agreements in the decision making process (Tansel and
Gazîoğlu, 2014). This is regarded as the best way to contribute in the managerial
process but should be controlled.
 Participation by Job Enrichment- When the employer expands the job profile or by
adding the job content the workers' involvement in the procedures is increased. This
can also be considered as the managerial tool to motivate the employee toward the
work done.
4.3 Assessment of the impact of the human resource management on employee relation.
By the term human resource management, it is meant the management of the resource
of the company as to increase the growth of the company. The human resource management
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effect the employee relationship to a great extent as by human resource management this only
the company can get the relationship between the employee and the employer to be a
satisfactory one. The HR plays a vital role in the relationship of the employee and the
employer (Pawar, 2016). The success and the failure of the company completely depends on
the employee's relationship they must share a cordial relationship among them. The HR
should organise various activities and help the employee to share their viewpoints about the
management and the procedures of the company. The HR should always give the chance to
the employee to participate in the decision-making process by any of the described ways.
Maintaining positive relationship between the employee and the employer help the
organisation and the employee to grow, increase satisfaction between them and also motivate
them. These all things are done by the HR manager who heads the human resource
management team and is responsible for the training, development, and all the issues related
to the employee are dealt with the HR manager only. HR always focus on how to get 100%
or maximum form the employee's so that sales and the profit of the organisation can be
increased. The relation with the employee offers the consultation and the resolution to the
problems of the employee related to workplace or salary or the working conditions as well.
There must be no communication gap between the employee and employer. Whatever are the
problems of the employee it must be surely resolved at the HR level only.
CONCLUSION
From the above report, it is concluded that for the sake and for the profit making of
the company the relationship of employees with the employer is very essential. Marks and
Spencer apply the pluralistic approach which aids them in maintaining the employee's
relationship. Allowing the employee in the involvement of the decision making in changing
of the working hours of the employment help them to motivate the employees to work better.
The roles of various participants like government, management, workers, employers and that
of trade unions are of utmost importance. The employee involvement through collective
bargaining can also be looked as the conflict solving elements. EU plays a role in influencing
the industrial democracy in UK. The human resource management of the organisation always
assist the employee and the employer to build cordial relationship between them both. The
trade unions are a form of an employee's representative at the management level helping the
employee' to solve their problems.
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