Employee Relations Report: M&S, EU Influence, and HR Practices

This report provides a comprehensive analysis of employee relations, focusing on the context of Mark & Spencer. It begins by defining and contrasting pluralistic and unitary reference frames and their impact on employee relations, including the role of trade unions and the changes they have undergone. The report then delves into the duties of key players in employee relations, such as employers, employees, trade unions, and the government, and outlines the procedures an enterprise should follow when addressing various issues and conflicts. It examines the key features of worker relations in conflict situations and assesses the effectiveness of the procedures. The report further explores the role and responsibility of negotiation in collective bargaining, along with negotiation strategies for conflict situations. Additionally, it investigates the influences of the EU on democracy in the United Kingdom, employee involvement in decision-making, and the impact of human resource management on worker relations, concluding with an overview of the findings.

EMPLOYEE RELATIONS

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Meaning of Pluralistic and unitary references frames...........................................................1
1.2 Changes in Trade Unionism have impacted employees’ relations........................................2
1.3 Main player’s duties in employees’ relations........................................................................3
TASK 2............................................................................................................................................4
2.1 Procedures an enterprise should follow when dealing with various issues...........................4
2.2 Key features of Workers relations in a conflict situation......................................................5
2.3 Effectiveness of procedures...................................................................................................5
TASK 3............................................................................................................................................6
3.1 Role and responsibility of negotiation in collective bargaining............................................6
3.2 Negotiation strategy effects for a conflict situation...............................................................7
TASK 4............................................................................................................................................8
4.1 Influences of the EU on the Democracy in the United Kingdom..........................................8
4.2 Employees involvement and participation in the process of judgements making.................9
4.3 Effect of Human resource management on worker relations..............................................10
CONCLUSION..............................................................................................................................10
REFRENCES...................................................................................................................................1

INTRODUCTION
Employees are main assets of the organisation which play important role in the success
and growth of enterprise. Relations of the workers refers to a business effort in order to manage
and control relationship between administrator and their workers (Employee Relation, 2012).
This are defining as a programs so that they are vital part of HR strategy. It will be designed in
regards to ensure the impressive use of an individual to accomplish mission and vision of the
firm. Therefore, sustaining member’s relation is much essential part of the company because in
this they can attain long term goals and objectives in an effective or efficient manner.
This report is based on Mark & Spencer is a retail organisation in United Kingdom. They
mainly deal with house hold, clothing and other products to their clients. Purpose of this business
is to provide quality items and creative services in order to fulfil their satisfaction level. This
reports covered the employee’s relation importance in enterprise as well as changes impacts in
trade union (Akingbola, 2013). This file also determined the key player’s duty in reducing all
work based conflict in an essential manner. It will also identify about the industrial issues
nature, negotiations process, collective bargaining and involvement as well as participation of
employees in judgements making process. At lase this assignment talk about the effects human
resource manageable either positive or negative in an unsystematic manner.
TASK 1
1.1 Meaning of Pluralistic and unitary references frames
There are mainly two type of references frames which is very important for the business
organisation in order to achieve long term goals and objectives. This aspect related with worker’s
relations which is good for the company to attain higher growth and success in an essential
manner. Both approaches such as pluralistic and unitary which share various forms in regards to
manage relations in firm (Approaches to Industrial Relations, 2013). They will support
enterprise to attain their desire targets in an easy way. M&S should try to formulate this method
in company so that worker’s relations are effectively sustained.
Unitary References: This method believed that decision making power in business economy as
well as management hands (Beck, 2013). In this situation, staff members are working and
running at upper level administrations which are provide better judgements for firm’s benefits.
They have some roles and responsibilities in regards to promote commitment and loyalty among
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employees. This approach will direct the staff to work with jointly with the purpose of aching
common goals and objectives in an effective or efficient manner (Davies and Cartwright, 2011).
In this situation, each and every member share their views and equal contributions in orders to
gain the target as well as administration evaluate the groups efficiency with the achievement to
targets. So that their output are higher job enrichment and satisfaction. References of Unitary
frames remove the conflict and confusion as whole workforce shared equal approaches and
practices to increase a quality experiences.
Illustration 1: Industrial Relation Approaches
(Source: Key approaches to Industrial Relations, 2014)
Pluralistic references: This concept covers the different groups which are existence in the
enterprise where objectives and interest are not same than together. All employee’s teams can be
the trade union and management in the company (D'Cruz and Noronha, 2010). Trade union play
essential role and responsibility by linking the members with the administration. In this
conditions, workers faced various problems that communicate by manager of the M&S. Son in
this, they can solve the all issues towards misunderstanding and doubts.
Unitary and pluralistic frames of references: These are introduce as an assumptions applied by
the administration of the company in order to handle operations. Unitary form directs the
workforce to work together for a mutual objectives and purpose. Entire workers share their equal
contributions in order to accomplish target within predetermined period of time. The mission of
Mark & Spencer is to server the clients effectively to improve a quality experience. Thus, entire
workers are provided training in order to deliver better value of quality to the clients visiting the
stores. On the other hand, pluralistic form of references includes tow or more sub team available
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in the enterprise where the objectives and interests are not same than each other. Sub group can
be includes, trade union, management present in the M&S. In this business manager play a vital
role by discussing certain problems present in the company. Thus, it is essential for the company
to enhance employee relation which will also assist an enterprise to retain employees for long
run and achieve better results within predetermined period of time.
1.2 Changes in Trade Unionism have impacted employees’ relations
Each and every organisation have trade union that play essential role in connecting the all
workers with the managers. Their aim is to reduce all conflict and misunderstanding which is
faced by the employees in the organisation. Meaning of trade union is the workers collection
which is associate in order to decrease the obstacles by considering the procedure. There have
been various modifications in the TU as well as their functions and set-ups in the thirty years.
There are also boards competition in form of employee’s involvement, participation and
outstanding in the process of judgement making in the business. They will support in developing
& shaping the person working lives in the product manufacturing. All members are take up their
problems as well as make their best opinion elevated to the company management from the TU
(Greene and Kirton, 2011). There are also very high benchmarking and rivalry in the market.
Therefore, in this way, business entity faces pressures and completion of the area. So in this
situation, Mark and Spencer are developing the practices and policies that required in order to
formulated within the firm.
History and development of trade unionism and union: Changing legislation in trade
union impacts the employees relations within the company in direct manner. In simple way, trade
union can be determined as the group of leaders and employees that work with each other with
the motive of giving secure and safe working atmosphere to the workforce as well as encourage
their mutual internet linked with pay scale and many other monetary and non-monetary benefits.
Along with this, the first Union movement was executed in 19th century with the unique models
of unions. It came into existence year of 1824 with particular laws in which different employees
joined the organisation for greeting fare salary of the work completed for the enterprise. On the
other hand, they known that trade union are opposed to exploitation of workers and always
emphasis on the benefits of the employees.
Trade Union Act 1871: This act abolished mutual law restrictions or regulations, but look an
abstractionist position to union inside affairs.
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The Trade Disputes Act 1906: This exempted trade-union finances from obligation in action for
restitution for torts, and this freedom provided future union pickets a big deal of power.
There was large stress on the groups of workers but the main objects were collective
contract and industrial relations with the different members. Changes in year 1979, were
perceived some reasons which are described under this:
 Different kind of labours legislations and collective negotiating
 Political variation and conferencing the purposes
 Giving all rights to the person and employees who are working in the company.
 Modifications on social as well as economic front.
 Workers are also known as company’s stakeholders.
Trade union determined the laws and rights of labour which are applied in the
business. They have to maximised as well as made better relationship between employees
and employers with the purpose of resolving criticisms. They will support in creating
equal job and employment opportunities for entire, collective & family rights of
workforce and safeguarding personal.
1.3 Main player’s duties in employees’ relations
Players are identifying as a groups bodies who plays a significant role and duty in order to
enhancing the relations in an essential manner (Gupta and Kumar, 2012). all players such as
government, trade union, employees and employers have effective activities that effects the
industrial relation in an effective or efficient way.
Illustration 2: Key player in Employee relations
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(Source: Players in Employees Relations, 2017)
Employer: They play essential and vital role in regards to giving better job opportunities to the
members. They are capable person of the each and every enterprise because they have to identify
all problems which are face by the staffs. In this situation, they solve conflict and
misunderstanding as possible as fast. Manager always organised better training and development
programs to their subordinates (Kapelyushnikov and et. al., 2011). So that, they can attend this
section and clear their whole doubts as well as share necessary information with each other. They
also provide safety and healthy working environment which is better for them to achieve high
profit.
Employees: It is defining as a worker’s affection which outputs to reinforce the industrial
relations. In M&S, different groups are present which are designed in regards to attain the desire
and departments objectives (Key Player in Employee Relations, 2015). Employees follow whole
legislations for sustaining a positive and strong connection among them. They are capable to
understand their all responsibility and role in respect to gain the team targets.
Trade union: They are known as worker’s groups who transfer their opinion, ideas with the
manager for the defence act. They paly essential role in communicate all obstacles and
misunderstanding with management (Luo and et. al., 2012). They are main and significant part of
the business entity to exploiting gratification as well as inspiration level of workforce.
Government: They have many rights and regulation in order to maintain better employee
relation. In this industrial relation law 1999, this act mainly focusses to the collective,
personal and family rights of workers in respects to bring equality in the company.
TASK 2
2.1 Procedures an enterprise should follow when dealing with various issues
Conflict is defining as the big issue and misunderstanding that will generate negative
relationship between employer and employees in an unsystematic manner. the output of this
problem sometime bring strike as well as disputes in the business entity. It is not good for the
company because they can face low productivity in the conflict condition (Rodriguez and
Mearns, 2012). Nut sometime, it will help management in order to recognise all efficiency of the
decisions. Conflict and misunderstanding that are saw at Mark and Spencer are the low
employment which is reduce by the administration of the business. In this situation, all workers
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are highly demotivated and discouraged as well as provide their lees attention which is move is
influencing the sales and productivity of M&S. So that, they can use effective process in regards
to deal with issues in a proper manner are as follows:
1. Collaboration: Business organisation believe this process because it is very
beneficial and useful in order to reduce all issues in an accurate way. In this
situation, they conduct conferences, meeting where all employers & employers are
exchange them commends. Management focuses on this to solve the conflict
problem as fast.
2. Empathy: It is defining as an area where management can work and make better
connection with the workforce in honours to encourage them which result is
increased productivity (Schmidt and et. al., 2011). All workers required positive
and better relationship with the help of this they can easily share their thought,
ideas, and opinions to manger towards conflict. So in this way, administration
communicate with their workers and staff members freely.
3. Compromise: It is identifying as a last process which is folly by the Mark &
Spencer in their organisation. One of the main and beneficial phase of the problem
solving in an accurate manner. in this steps, administration will provide conflict
reason such as job cuts, extra working times etc. In this conditions, manager of the
company can negotiate such acts as well workers should also help the employers in
order to grow and success the business which in move will maximise the
development opportunities.
4. Grievance Procedure: In this procedure the client can address its grievance to the
authorities so that its issues can be resolved. With the help of this procedure, the
client can find solution to its problem within the premise of M&S.
5. Consultation: In this procedure, the issue should have been consulted with the
seniors of an employee so that if it is possible to resolve it at that level it should be.
In M&S this should have been done to avoid issues.
6. Third Party Role: In this procedure, the problem is resolved with the help of a
third person. A discussion is made with the help of a third person who is liable to
address the issues and solutions.
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7. No Strike Action: In this way the employees are motivated by the authorities so
that they will not move their intention towards strike. This pays a lot to the
company that is why it should be avoided and tries to resolve the conflict-ion
normally.
2.2 Key features of Workers relations in a conflict situation
An organisation development, growth and success are related with the efficiency and
performance of workforce. All employees are work together in the enterprise with the purpose of
achieving goals and objectives in a short duration. Positive and strong relationship among the
workers which increase the motivation and performance level (Thorne and et. al., 2011).
Company is generally emphases on the productivity and profitability of the business entity in
order to rise market share. So in this condition, each and every member are working in additional
time without any more wage which have generate a conflict problem with the administration.
There are some key features of the industrial relation that can work in different ways which are
as follows: Communication: Proper and effective communication between groups and supervision
that can create clearness in the system. So in this way, all misunderstanding and doubts
can be decreased in an essential manner. Entire feedbacks and opinion are required in
order to collect as well as understand the conflict reason. Large number of the persons are
discussing the difficulties among themselves. With the support of clear and accurate
communication all doubts can be removed.
 Trust: It is very important and significant part of the company because without this they
cannot achieve long term goals and objectives. In M&S, there must be belief and trust
among the workforce. So it is better and essential factor that provide confidence between
different parties which are involved in the situation.
 Conflict and cooperation: It is identify as an effective feature for an organisation to
manage cooperation among employees. So it help an enterprise to overcome issue related
to the conflict. Thus, it will assist an enterprise to retain employees for long run.
 Ideological framework: It is analysis an effective framework for an organisation to give
rights to their employees about they share their views and opinion in the company.
 Negotiations first step was not effective and real in Mark and Spencer case, so in this
both employer and employees are never ready to co-operation as well as compromise.
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After that, un-cooperation is very high among the parties which are not attain long as well
as short term goals and objectives in an accurate way (Winkelmann-Gleed, 2011).
2.3 Effectiveness of procedures
This situation also influences in order to achieving desirritika.ke work based problem
solution. Ego also very high in both such as employers and employees which is not good for
them in regards to increase productivity and profitability level of the organisation. The efficiency
process which is selected by the business entity with the aim of solving all difficulties in an
effective or systematic manner. for the conflict problem, an organisation makes better decision
from disagreement handling activity. Above procedure, conversation takes effective place among
the workforce within the company.
With the help of above process manger are capable to provide proper guidelines towards
their work. It is known as positive effect because in this all difficult can be decreased in a
systematic manner. furthermore, executive of the Mark and Spencer provided 6 days’ period to
the human resource management to decreased all problems which are face by the employee and
employers. In this way take fast decision in order to handling entire dispute process.
Administration of the business organisation have to solved obstacles by having an effective
system of communication as well as negotiate on both the end (Stewar and et. al., 2010). At last,
all problems can be solved, after that they focused to develop and growth the company in regards
to progress their future opportunities.
 Meditation: It is beneficial and valuable aspects which helped to solve confusion in an
effective & efficient manner (Van Buren and Greenwood, 2011). in this situation,
supervision organised a conference in the trade union attendance for cracking the
problem. In the conference, all parties are given their own views and opinion to solve this
difficulty.
 Consultation and arbitration: At the discussion time, all persons are asking administrator
about the issue. In this way, all difficult condition can have solved either decreased if all
employees are satisfied as well as motivated with the misunderstanding reason (Harris
and Ogbonna, 2012). In this manager play important role in order to encouraging and
motivating their workforces in an accurate manner. So that they can work with each other
with the aim of achieving higher profitability and productivity ration in short duration.
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TASK 3
3.1 Role and responsibility of negotiation in collective bargaining
Collective bargaining is an activity which denotes to the procedure where large number of
employees are conveys their views, opinions, through and profits with managers towards job
opportunity. It will provide the essential way with the assist of healthy and correct discussion
that take effective place between workforce and administrator within organisation. In the
collective bargaining process, all workers have right in order to select best products and services.
With the help of this aspects, employees easily transfer their opinion and problems in the upper
management front (Williams, 2010). This activity directly assists in order to resolving obstacles
as well as positive atmosphere that can be given to the person which are working in M&S. So
with this concerns, various roles and duty of negotiation are available in the process or procedure
of collective bargaining which are determined in detailed are as follows: Negotiation support business organisation in order to getting an actual conclusion: In
the business organisation, demonstrative of employees negotiates with administrator with
the purpose of acquiring operative solution of the problems. Through the negotiation
activity, all employees carry out formal as well as strong conversation with upper
management of M&S who are facing conflict difficult in their workstation. So it is very
beneficial and possible in regards to analysis better output that will aid in disputes
settlement.
 Negotiation support in improving the effectiveness of the process of collective
bargaining: One of the main purpose of this procedure is to reduce work based issue in
an essential and systematic manner (Caldwell, 2011). With the aid of intervention
manager of the business entity can easily communicate with their workforce regarding
disputes reason. In this way they can selecting particular kind of work practices and
policies within the company. Furthermore, negotiation help in prevailing the difficulty
which is evaluated by the organisation as well as improve general performance. It will
also aid in order to maximising the effectiveness and efficiency of the collective
bargaining activity in an essential manner.
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3.2 Negotiation strategy effects for a conflict situation
Negotiation strategy is defining as a party’s interaction which are involved in conflict
situation. Some type of strategy is covered in this condition which are defined in detailed are as
follows:
Competitive strategy: It is identifying as a tendering procedure and activity where the demand
for the suggestion which is being furthered to the experienced as well as qualified parties.
Negotiation process is complete by the government with the help of trained buyers (Zide and et.
al., 2014). This strategy is never valuable for the obstacles and misunderstanding condition in
Mark & Spencer. Management of the business entity is wounding the job opportunities in
respects to reinforce the organisation have generated struggle the workers group.
Cooperative strategy: This kind of scheme is used by the company because it is a part of the
negotiation process which is very beneficial for the workforces in order to reduce all issues. In
this way, different cooperation present among the various parties. For instance: there is
misunderstanding between the management and their subordinates towards job cut judgement.
Originally the raids were perceived which reduce the turnover of the organisation by fifteen
percent (Zide and et. al., 2014). This type of strategy is selected by both parties with the aim of
settle down the problem. In order to deal with misunderstanding that was witnessed in enterprise.
With the help of cooperation all issues are solved in an easy and systematic manner. Negotiation
approach enables in regards to exchanging their important information from both parties at the
end. Corporation is essential and significant part of the employee relation to solve all long time
conflict.
TASK 4
4.1 Influences of the EU on the Democracy in the United Kingdom
Industrial democracy: In this way, each and every employee are measured of the
organisation partner as well as increase their empowerment in regards to take better and accurate
judgement. In this way different approaches are involved in an essential manner such as
recommendation, work promise, joint investor councils etc. By ultimately the staff members are
certified to involvement in the process of judgement making by providing their representatives.
Co-determination practices: It is treated in Germany as a best practice of model. It will cover
the structure and work council that includes of 2 level, one is supervisor and second is
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administrative (Harris and Ogbonna, 2012). It is essentially identifying as a worker’s enjoyed
right as they can involvement in the company management affairs. In the co-determination
practices and performs both the employers and workers interest are protected in an effective
manner.
European work councils: They are known as bodies which represent the workforce of the
business entity in Europe. They used access with the business administration regarding the
judgment that can influence the whole working situation in country.
European Union: It was contracted at Maastricht from the 1993. Main aim and purpose of this is
to increase the effectiveness improvements in the organisation. From the same. Economic and
monetary union establishment as well as concentrating on the safety policy are covered in this.
Influence of Brexit: In some European natioms the structures of Industrial Democracy have
been in place for decades but the through behind Industrial Democracy do not accurate with the
more competitive relationship that has subsist between administrator and unions in British
companies
Discussion and information directive: It will provide the rights to the workers and employees
who are working in the business organisation operating in European Union (Davies and
Cartwright, 2011). It was impacted from 2005 that covers different areas such as employment
structure, process of taking job economic condition from the administration as well as views
exchanges etc.
So that all mechanism has generate an atmosphere of participation and cooperation which
can maximise the organisation productivity in an effective or efficient manner. in this way
motivation and encouragement level very high between management and staff members (Van
Buren and Greenwood, 2011). They can convince the workforce regarding their judgement and
opinion for the company success and growth.
4.2 Employees involvement and participation in the process of judgements making
Representative contribution: It is also essential approach where union, employers and
employees used to discuss as well as seat on certain problems of the company. It is known as
effective method where different parties provide their opinion about issues smoothly (D'Cruz and
Noronha, 2010). But some time, it will have negative effect that can be the participation of whole
workers are constrained which can obstruct their views.
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Examination of attitudes: It is an involvement approach where the members can provide their
opinion about performances measurement approach, job estimation and determination procedure
etc.
Quality circle: It is a tools which is applied where their administration can acquire the plan
regarding the conflict from an upper to down technique with the groups formation in the
enterprise. But sometime this approach also has negative side which can be defines as constraint
in the member’s involvement who retain more skills and knowledge.
Sharing information: It is most essential and appropriate way for the company to provides rights
to their workers share information about the business among workers. Thus, it is essential for the
organisation to achieve better results within predetermined time period.
Participation through ownership: It is the role of business owner to involve their workforce in
decision making process. Thus, it will help an organisation to retain workers for long run and
accomplish better results within predetermined time period. It will cover the workers in order to
share their views, opinion and suggestion in the process of decision making. It is known as
motivational concept which is applied by administration for maximising the moral and
satisfaction of employees. Output of this situation is conflict can be decreased and effectiveness
will be developed. On the other hand, that says employee involvement mainly emphases on the
surround where the workforce’s involvement towards the organisational ongoing process. With
the use of this method manager of the M&S can increase productivity and profitability of the
enterprise.
4.3 Effect of Human resource management on worker relations
HRM in link with the industrial relation is engrossed on the flexibility, quality,
contribution, communication, roles and responsibility etc. in regards to create a harmony
environment. Human resource management provides important and necessary information to the
workforce regarding the advanced developments and improvements in the development &
training requirements, business situation, modification in the work activity and innovative
methods in the work procedures. In this way manager of the business organisation can easily
communicate with their subordinates towards problems (Beck, 2013). So it is essential part of the
each and every organisation in order to increase productivity and profitability while seeing the
workers comment on judgement and concerned modification.
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Communication process is very beneficial and useful for the employees because with the
se of this they can easily communicate their management about the conflict situation (Thorne and
et. al., 2011). It will decrease the obstacles and misunderstanding changes in an effective or
efficient manner. Administration of the Mark and Spencer must exchange all information to the
members in respects to generate a sound functioning environment. HRM also provide emphasis
to the enablement where the all workforce can exchange their opinion due to any judgement. The
comments from the workers and employees can support to supervision to recognise the condition
in their mind. Involvement as well as contribution can encourage the staffs to bit their views as
well as maximise the enterprise productivity (Akingbola, 2013). But sometime, it will create the
negative situation for example; employee’s high involvement and participation in the
administration can increase the personal attention which can highly influence the business entity
profitability and revenue. Therefore, M&S and their management must deliberate the
contribution that will be contingent on the company effectiveness and efficiency as well as
profitability also.
CONCLUSION
As per the above mentioned that can be conclude employee relation is very essential and
beneficial part of the business organisation. With the help of strong relation an enterprise can
achieve high profitability and productivity as well as increase their effectiveness and efficiency.
It is very valuable and useful part which can reduce the misunderstanding and conflict in the
workplace. In this way, effectiveness of the tools and techniques are required in regards to select
it in the business function and their practices. Trade union is significant part that play essential
role to communicate all necessary information towards problems. Company used different
methods and approaches with the purpose of maintain good and string relationship between
manager and their subordinators. An organisation uses effective process in order to decrease all
conflict and obstacles which is faced by the workers in the enterprise. In this key players such as
employees, trade union, employers and government play essential role in sustaining relation
among the members.
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