Employee Relations in Marks and Spencer: A Comprehensive Report

This report provides a detailed analysis of employee relations, using Marks and Spencer as a case study. It begins by defining employee relations and its importance, then dives into the unitary and pluralistic frameworks, exploring their impact on the organization. The report examines the impact of changes in trade unionism on employee relations, highlighting the roles of managers, government agencies, and workers. It then focuses on procedures to deal with conflict situations, including collaboration and compromise, and the key features of employees in conflict. The report further discusses the role of negotiation in collective bargaining and the influence of negotiation strategy. Finally, it explores the influence of the EU on industrial democracy in the UK, methods for employee participation, and the impact of human resource management on employee relations. The report concludes with a summary of the key findings and a list of references.

Employee Relations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and pluralistic frames...............................................................................................1
1.2 Impact of changes in trade unionism on employee relations................................................2
1.3 Role of main players in employee relations..........................................................................3
TASK 2............................................................................................................................................4
2.1 Procedures to deal with different conflict situations.............................................................4
2.2 Key features of employees in conflict situations..................................................................5
2.3 Effectiveness of procedure....................................................................................................6
TASK 3............................................................................................................................................7
3.1 Role of negotiation in collective bargaining.........................................................................7
3.2 Influence of negotiation strategy...........................................................................................8
TASK 4............................................................................................................................................8
4.1 Influence of EU on industrial democracy in UK..................................................................8
4.2 Methods used to gain employee participation and involvement in decision making process
.....................................................................................................................................................9
4.3 Impact of human resource management on employee relations.........................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Employee relations is a term which describe the connection between staff members
working in a team or a group for attaining a similar objectives. In fact positive relations between
employees and employer is a key to success because it supports while performing business
operations. Organization with a healthy environment encourage labours towards personal and
professional targets as well as motivate them to stick towards their performance (Atkinson and
Hall, 2011). Marks and Spencer is a British multinational retail company founded in
approximately 1884 by Michael Marks and Thomas Spencer situated in London which is
specialised in clothing, home products, food stuffs etc. This report is going to distributed into
four different parts for explaining the importance of employees relations in resolving various
conflicts which emerges in an organization. Furthermore, assignment explains the importance of
labours and impact of changes in trade unionism on entire association as well as society because
employees are act as a one of indispensable assets for every enterprise either small and large.
Apart from this, it also highlight one of a useful strategy of minimizing disputes and
effectiveness of its procedure which is used by company while removing conflicts. At the end
assignment is going to shows the role of employees in decision making process and influence of
employees relations on personnel resource.
TASK 1
1.1 Unitary and pluralistic frames
Relationship between employees are one of indispensable issue in corporate world
because overall success is depend on it. Therefore every organization trying to maintain the
decorum of their company by creating a mutual understanding between staff members for
increasing productivity. Unitary and pluralistic framework is a two different perception which
are stated as follows:-
Unitary:- According to this perspective trade union is of no use because employees of
Marks and Spencer perform their job role in a harmony without conflicting with each other. In
fact in this framework disputes are fully ignored by leaders for maintaining the healthy
surrounding of a company (Bach and Kessler, 2011). Due to this quality most of the associations
desired to implement this strategy for creating friendly relations between employees and
employers which resulted in minimization of trade union responsibilities. Apart from this,
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recruiter of a company trying to hired employees with same life style for reducing chances of
contentions.
Pluralistic:- This approach was introduced and developed in mid 1960 and 1970s in
England. As per this, representatives of an association having interest and unmistakable esteems
with respect to work. If this approach is used by large associations then are numerous of
problems occurred in between members working in a team (D'Cruz and Noronha, 2011). As per
this approach employees are ready to fight and not agree to accomplish their task in a given time
frame. They required to control battles in association which will help at that point to accomplish
wanted targets and objectives.
Marks and Spencer believes in adopting unitary framework in their undertaking because
of their simplicity. HRM is a fundamental in business and they oversee and additionally control
their work successfully which will aid them to achieve plans and destinations in a proper way.
Pioneer of association needs or has to know desires of their workers for this they utilized a
consultancy industry. Marks and Spencer dependably repudiate to utilize trade union and they
have a successful arrangements and also techniques in their organization which will support at
that point to diminish struggle and minimize grievances in their industry (Do Paco and Cláudia
Nave, 2013).
1.2 Impact of changes in trade unionism on employee relations
Trade union is also consider as a labour union which is an association of workers who
come together for attaining a similar goals for example preventing employees from exploitation,
implementing safety standards, providing maximum pay and benefits such as medical health
care, better working environment etc. Modification which is occurring in a trade unionism have a
direct impact on a relations of employees because it act as a community of labours which work
together for raising standard of workers (Gupta and Kumar, 2012). Moreover, in mid of 19th
century labour union was controlled by moderate new model unions but in approximately 1824 it
become legalised. On the contrary to this, various alterations is taking place in trade unionism
which has been identified and have a direct influence on employees relations in Marks and
Spencer. Therefore changes in union is happening just because of reformation in macro factors
which are explained as follows:- Political and legal:- Introduction of new laws, norms, beliefs and acts within economy
have a greater impact on a employees connection in a referred organization due to its
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rules and regulation which restrict labours in various manner. For example if governing
bodies implemented new act related to providing equal opportunities to every staff
members which is not easy to apply. Therefore it resulted in emergence of conflicts and
contentions between supervisors and subordinates or other employees if managers of
Marks and Spencer are failed in implementing beliefs which is introduced by regulatory
bodies (Kazlauskaite, Buciuniene and Turauskas, 2011). Thus, because of changes in
current norms of government automatically enforced trade union to implement
modification in their rules and regulation which indirectly affects relations of employees.
 Technological:- According to this factor emerges of advanced technology at workplace
automatically reduces demand of employees because most of the labours are unfamiliar
with high tech equipments. Thus managers of Marks and Spencer needs to conduct
various training sessions and programmes for improving skills and knowledge of
employees and if they don't do so then it affects relations of labours. Hence, for
protecting labours from these kind of problems trade unions act as a preventer for them.
At last it has been understood that positive relationship between employees is one of
necessary things for success of an enterprise and if alterations in trade union is taking place then
it affects employees in different manner because protection of labours is major motive behind
establishment of this association (Kim, Park and Wier, 2012).
1.3 Role of main players in employee relations
Maintenance of healthy relations between employees and employers is not an easy task
which requires collective efforts as well as role of every member working in an enterprise. In
fact Marks and Spencer is a very large organization which consist of number of labours,
mangers, employees, higher authority which come together for attaining their organizational
goals. Therefore, several kinds of individuals are identified which plays a very important role in
creating a employees relations which are a described as follows:- Mangers :- According to this component it has been analysed that managers of a
company plays a very vital role in building a healthy relationship between supervisors
and subordinates by maintaining the environment of an organization (Meisler, 2014).
Major roles and responsibilities of managers is to encourage their juniors towards
personal and professional objectives by enhancing their knowledge and skills.
Additionally, they are also responsible for increasing confidence level of their
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subordinates by implementing various programmes and sessions which resulted in a
development of positive relationship between lower and higher authority. Apart from this
managers also act as a mediator or representatives of a specific team as well as company
which means they are responsible for enhancing employees relations by resolving
existing conflicts. Government agencies:- Regulatory bodies have implemented number of laws, acts,
norms and beliefs which must be followed by Marks and Spencer at workstation for
example child labour, minimum wage act and various other new enactments related with
health or safety. Though, introduction of these kinds of laws automatically increase the
mutual understanding between employees and employers which resulted in a raising the
commitments or loyalty of labours towards association (Osman-Gani, Hashim and Ismail,
2013).
 Workers:- One of a indispensable assets or resource for Marks and Spencer because
business operations are controlled by them by which organizations succeeded in profit
maximization. It means labours are responsible for accomplishing all the activities in a
given time frame as per company terms and conditions. Furthermore, as per government
rules and regulations employees have authority to participate in every programmes which
incurred in an organization so that they become friendly with their colleagues as well as
superiors. Moreover, after creating a healthy relations with higher authority employees
can easily exchange their opinions and viewpoints with management team as well as able
to raise their voice against injustice or discrimination.
These three persons plays a very significant role in creating a healthy relations between
employees which is beneficial for gaining maximum profit in a minimum duration (Poor and et.
al., 2011).
TASK 2
2.1 Procedures to deal with different conflict situations
Conflicts are uncertain which may emerges anytime or anywhere without any indications
due to which managers of an association needs to make plans as per requirement. ALDI is one of
the famous retail organization whose main motive is to serve domestic as well as foreign clients
by offering qualitative products. However, number of techniques are identifies at workplace in
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order to resolve several conflicts between employees or employers as well as any other
members . Therefore, various methods are utilized by managerial team of an organization which
is describing as follows:- Collaboration:- According to this factor entire staff members or parties those who are
involving in a conflict needs to come closer with each other in order to express hidden
points or views so that they can make a collaborative decision. Mainly, managers of
ALDI is trying to convince their employees for make a coordinative environment at
workstation by understanding each or every facts or figures. Hence, as per this
components parties engaged in disputes need to adjust
 Compromise:- Managers of an organization trying to settle the internal and external
disputes of an association with the help of adjustment. In fact this terminology aids in
reducing problem within an enterprises by motivating employees or representative
towards compromising.
Apart from this legal bodies have implemented number of laws or acts which is used by
corporate world to resolve contentions amongst between various members of an organization.
2.2 Key features of employees in conflict situations
Employees are seen as indispensable asset for entire organization because major activities
or business operations are accomplished by workers only. Along with this they can also aids in
attaining company goals in a minimum duration by satisfying needs or demands of distinct
customers. ALDI is one of the famous enterprise in retail sector which plays a crucial in offering
grocery items to their desired clients as well as focussing on their choice or preferences.
Basically staff members act as a major tool in resolving conflicting situations by considering
necessary facts or figures. In fact, it is indispensable for enterprise to make a helathy
environment at workplace in order to create a friendly relations between employees or
employers for reducing chances of conflicts. Thus, various key features of employee realtions are
describing as follows:-
 Meditation:- As per this approach an association can easily appoint a mediator between
staff members for clearing all the hidden points, terms and conditions. Along with this,
one of the useful technique of removing conflicting circumstances by highlighting
necessary facts or figures. In fact, it is an appropriate meeting in which all the team
members are taking part for expressing their views or opinions. Therefore, most of the
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time ALDI is adopting this technique for removing their company issue or success
barriers.
 Communication:- Healthy interaction between employees or staff members aids in
reducing chances of disputes by clearing necessary terms and conditions. In fact because
of communicating process lots of misinterpretation or confusion get clear in a minimum
duration. For example; employees of ALDI are trying to maintain a peaceful surrounding
at workplace by conducting a healthy discussion for understanding the happiness or
sorrows of employees.
Thus, it has been analysed when the matter is related to selection of heir of
Rose ,employees are separated into two groups but they resolve the issues by collective meeting
and came to a conclusion that they will follow rules of organisation but they will get benefits in
the form of money value or some perks.
2.3 Effectiveness of procedure
Effectiveness of process means appropriateness of a procedure which is adopted by
Marks and Spencer to resolve their issues and conflicts which influence profit maximization of
an organization. Therefore it has been analysed that process which is used by company is very
much appropriate and suitable as per situational demand because conflicts which emerges is a
collective dispute. Thus, following of a proper steps in a detailed format or either uses of
alternative dispute resolution both are useful in minimizing issues because it covers all the
necessary details and bring effective solution to the problem. Basically there are number of
factors are present which shows that above selected procedure is very much appropriate that is
explained below:-
 Describe relevant facts or figures which required while discussing matters.
 Shows accurate data and evidences.
 Identify hidden information for effective decision making process.
 Applicable for collective disputes because it helps in settling all the issues in a given
time frame.
 Follow proper steps and format before taking any decisions.
 Useful in resolving issues in minimum time period.
 Clear all the terms and conditions which requires in problem solving.
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As per these components and elements it has been assessed that process which is adopted
earlier is very much appropriate to resolve conflicts which occurs in an organization. Apart from
this process there is also another methods is available which might be used by managers of a
company to resolve issues that is alternative dispute resolution (Upchurch and Marinković,
2011). According to this method there is a presence of third party for clearing necessary doubts
by acting as a mediator between both party. By comparing these two methods it has been
understood that both the techniques of resolving issues are very much appropriate and effective
in resolving issues in a minimum time period.
TASK 3
3.1 Role of negotiation in collective bargaining
Collective bargaining is a word which defines the process of a healthy discussion
between supervisors and staff members within organization as per employment terms.
Negotiation plays a very eminent role in collective bargaining because it is a procedure in which
proper conversation is going on between members of a Marks and Spencer for resolving any
issues and conflicts between them. Along with this, necessary roles played by negotiation in
collective bargaining process which is mentioned below:-
 Supports organization for effective conclusion:- It is a process in which supervisors and
subordinates comes together for sharing their view and opinions so that they get
appropriate solutions of a problems which occurs in a workplace. With the help of
negotiation process only current employees have authority to exchange their thoughts by
discussing in a formal way as well as maintain the decorum of entire association. Hence,
by involving employees in a decision making process an organization can easily get an
appropriate solutions to a problem.
 Enhance the effectiveness of collective bargaining process:- Accoutring to this method
managers can easily explain the reason behind introduction of new laws, norms and
beliefs by conducting healthy discussions. Basically main motive of a collective
bargaining is to eradicate the issues and barriers which emerges in an organization by
conducting healthy discussion between members.
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3.2 Influence of negotiation strategy
Negotiation procedure in which administration and specialists are make the arrangement
of issue in a venture. With the help of this Marks and Spencer profitability can be expanded
legitimately (Employee Relations, 2017). These organization executed and figured the suitable
arrangement methodology which will strong in boosting the profitability and development of
business. Under these kind of big business utilized a few techniques to lessening and resolve
issue. This techniques is basic since it ought not be impact on business operations. It will
likewise make a few strategy and techniques that are appropriate for association and they are
abstaining from, contending, compelling, bargaining systems.
Compromising strategies: According this sort of methodologies, all supervisors and
pioneers of this association don't adopt investment in the strategy to lessening the contentions
and issues which are looking by specialists. From this, there is an issue that emerge amongst
representatives and business. These sort of procedures is critical in light of the fact that it help
individual to set their targets and points. It is made with the objective to transaction of any issue.
Competing strategies: Regarding this, supervisor of a Marks and Spencer make diverse
methodology and systems, which can exceptionally strong in rivalling market challengers.
Refereed organization faces diverse issues in this high rivalry for example TESCO, Primark and
so forth so it support the business operations in a successful and great way, it is extremely
expected to make appropriate and also proficient approaches and systems to administration.
Accommodative techniques: Under this kind of methodologies which are utilized by
Marks and Spencer for make suitable arrangement of debate or issues. It is imperative and strong
in diminishing budgetary issues of a business . With the help of this sort of system then pioneer
can be spur their labourers and give better working sounding.
TASK 4
4.1 Influence of EU on industrial democracy in UK
Industrial democracy is a kind of structure which is available inside the organization in
which employees are assigned to take major decisions within workplace. Basically European
union have a direct influence on industrial democracy. These sort of practices are gives the
diverse advantages to staff individuals and supervisor for example involvement in decision
making process, relegate obligation, control sharing amongst them and few which goes under all
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venture and furthermore give them with extra favourable circumstances in same proportion and
overlooked issue among them (Employee relations, 2017).
As entire EU nations don't take after such sort of relationship rehearses as they otherwise
called modern majority rule government. However, in happening to time that innovation of EU is
additionally bringing these errand and action into their undertaking. These sort of popular
government is presently being chosen in European Union organizations.
According to the majority rule government hones, specialists of such venture thinks
themselves as basic piece of the financial. Such sorts of workers in this association that they
additionally demonstrate their engagement in each assignment of big business.
In this manner, with the EU impact the imaginative idea which is presented by
accomplice that depends on relationship which is seen is expansive endeavour of EU nations and
furthermore give the specialist which different rights like basic leadership, duties, control sharing
and couple of extra inclusion in each circle of errands of an enter.
Concerning EU expresses these practices have demonstrated development and
accomplishment to all endeavour who had decided these administrations to their specialists by
which the relationship among the representatives and undertaking has been enhanced with
similar rights appropriation. Struggle potential outcomes has been expanded in such sort of an
association. With square with rights presentation has indicated high impact on those financial.
These exercises has rise the specialists spirit and furthermore bolster the endeavour to
accomplish its targets and objectives effectively. This has been give in EU nations, for example,
break even with right and fulfilment ought to be given by all workers and boss which ought to be
dealt with similarly in big business.
4.2 Methods used to gain employee participation and involvement in decision making process
Involvement of workers in a decisional process resulted in a successful creation in many
more enterprises because humans are act as a valuable assets as all the activities are managed and
regulated by employees. Therefore Marks and Spencer trying to involve their labours in a
decision making process for creating a friendly relations with them. According to few people
union of labours are equally responsible to take part in a decision making process due to their
role played in an organization (Employee relations, 2016). Hence, there are numerous of ways
are available by which employees participate in a decisional process which is stated as follows:-
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 Participation at the board level:- Representation of workers at committee level is
consider as a industrial democracy in which they can plays a very eminent role in
preventing interest of employees. Therefore major responsibility of representative is to
represent all the issues and barriers faced by workers in front of management team so
that they can resolve the issues as well as provide necessary benefits by implementing
different schemes. Involvement through ownership:- According to this they need to take part in a
organizational decisions by treating them just like a shareholders so that they can also
present their opinions during making of plans and policies. It means they get the
authority of buying equity shares, loans as well as right to offers financial assistance by
taking part in a decisional process. Participation through suggestion schemes:- Employees working in a Marks and
Spencer have right to express their opinions and viewpoints in front of higher authority
because they are act as a valuable and mandatory assets or resource for success of a
company.
 Complete control:- As per this component employees of an organization have authority
to raise voice if any decisions are not liked by them because they are also part of a
company. It means employees have right to control decisions of a Marks and Spencer.
At the end it has been understood that labours of an organization plays a major role in
decision making process due to their duty and responsibilities towards achievement of a
company.
4.3 Impact of human resource management on employee relations
Relationship between employees plays a very eminent role in an organization because
labours are valuable assets which have a greater influence on success of a company.
Management team of human resource is very much essential in managing and maintaining
connection between supervisors and subordinates because they are liable to create a positive
environment of a company which is beneficial for overall organization. First and foremost
motive of human resource management is to enhance the performance of organizations by
implementing various plans and policies. Relationships between employees are improved by HR
department by conducting various programmes and sessions in which higher, middle and lower
level come together for interacting so that they can make mutual understanding between them.
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