Employee Relations: Context, Conflict, and Negotiation Analysis

This report delves into the critical aspects of employee relations, focusing on the interplay between employers and employees. It begins by exploring the unitary and pluralistic frames of reference, offering insights into how organizations perceive and manage their workforce. The report then exami...Read More

EMPLOYEE RELATION
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TABLE OF CONTENTS
INTRODUCTION.....................................................................................................................................3
TASK 1....................................................................................................................................................3
1.1 The unitary and pluralistic frames...............................................................................................3
1.2 Importance of employee and employer relationship...................................................................4
1.3 Roles of the main players in an organization...............................................................................5
TASK 2....................................................................................................................................................7
2.1 Procedures an organization follows to resolve the employee conflicts.......................................7
2.2 Features of employees in conflict situations................................................................................8
2.3 Effectiveness of the procedures used to resolve the conflicts.....................................................9
TASK 3....................................................................................................................................................9
3.1 Roles of negotiation in collective bargaining ...............................................................................9
3.2 The impact of negotiation strategy ...........................................................................................10
TASK 4..................................................................................................................................................10
4.1 Influence of EU on the industrial democracy in UK ...................................................................10
4.2 Methods used to gain the employee participation and involvement in decision making .........11
4.3 Impact of human resource management on employee relations..............................................11
CONCLUSION.......................................................................................................................................12
REFERENCES.........................................................................................................................................13
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INTRODUCTION
The relationship between employee and employer in good and positive terms which
will help the organization to improve its productivity by their contribution (Underthun and
et.al., 2015). It also helps to motivate the employees which makes them focus on the aims to
eliminate problems and issues related to the work, which are impossible for them to resolve
on their own is employee relation. The company taken here is Jolidon which is a private
company and deals in manufacturing of swim suit and other men and women apparels. The
company is located in Romania, headquarter at Cluj-Napoca was found in 1993. The
organization has 2000 employees with revenue of € 80 million in year 2008. In the present
report the term employee relation, its importance and roles of employees in an organization
will be discussed. The unitary and pluralistic frames and the ways to resolve the conflicts and
issues will be discussed.
TASK 1
1.1 The unitary and pluralistic frames
Unitary frames: Frames related to the management and membership in organization like
way of thinking, values, practices and assuming are known as unitary frames. The statement
is based on the achievement of success by the employees of Jolidon organization despite of
having different roles and responsibilities to fulfil the goals, objectives and the values. Th
implementation of the unitary frames in an organization sets the mission statements and
measures the success by achieving the actual objectives. Operations in organizations are
managed by the assumption of unitary frames by the management and managers of the
organization. These frames helps the workers to work in teams or groups for a common
purpose or project to achieve the goals of the organization. The target is achieved by the
contribution of all the workers in a team which is seen by the managers and they check it by
the efficiency and performance of team. (Shekari, Monshizadeh and Ansari, 2014).
Pluralistic frame: There are some short groups with their own set of rules, goals and
manager in the organization like Jolidon. There are 2 short groups in this frame: a)
management and trade unions. Management or manager are in the organization to influence
and coordinate between the employees rather than enforcing and controlling. The unions
trades are demanded as the legal representatives of the employees, these helps to solve the
conflicts by using the collective bargaining method and are not viewed as necessary and bad
thing, it can lead to evolution and positive change.
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Figure 1: Frameworks
(Source: Self management, 2017)
1.2 Importance of employee and employer relationship
Trade union in the organization is used for connecting the employees with the
management and the organizational work to attend the objectives to remove the conflicts and
misunderstandings. The collection and selection of the of the employees to perform the task
to resolve the conflicts by involving and using the method called collective bargaining. The
trade clubs used some methods to save the interest of efficient workers. In the 19'Th century
merger and amalgamation were in trend. These trends resulted in making of trade unions or
trade council for the welfare of the workers in the organization. It is observed that the
workers of the trade union were not paid by the shop stewards. In the period between 1945 -
2005 the workers working in trade union were increased. But according to annual report of
certification offices in year of 2006 the workers of trade unions were decreased by 7.43
million. Employment policies, terms and conditions for employment, legislative effects etc.
were the reason of decrease in trade union membership.
Trade union UNITES faced the challenge in British Airlines where the overtime done
by workers were unpaid. Job cuts of employees increased their motivation and along with
that employees turnover also decreased about 15%. This matter was told to management by
the members of UNITE directly which haven't got any importance by them. Due to less
number of the workers trade union of UNITE had also faced some problems. Less number of
workers were due to the less salary and workers who are working in British Airlines. Workers
relationship were also affected by the social and economic changes. Importance was given to
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employees in British Airlines by offering them shares. By these changes workers became the
shareholders in the organization. Commitment of employees to British Airlines increased
when they were given chance to share their opinions. Human resource management was
replaced from the organization when area of HR expanded by increase in workers demand
and supply, job training, safe working environment, workers performance, giving
responsibilities etc.
1.3 Roles of the main players in an organization
The persons or teams who helps in increasing relation of employees are known as players.
The works that effect the relations of employees are important. Main players working for
relation of employees are;
Employer: Employer is the person who recruit the employees on job and give them
various opportunities and a salary that can meet their needs. In order to become the great
employer like in British Airlines the person need to find the problems that employees are
facing assure them to solve problems fast. Employer organizes the sessions in which they
solve the problems of employees and give them information about important matters to help
the employees in knowing the organization like in British Airlines. An employer provides
healthy working environment which keeps the employees safe and healthy. Employer assigns
the or give the employees their duties or work to be done. All main decisions are to made by
the employer and all employees should follow the lead. Employer have full authority over
workers but if workers are in trade union then it can lead to conflict between them. Employer
works for the organization and make profits for it. Problem can arise if workers regularly
demand the high remuneration. If employees does not feel secured in job or they are treated
badly then it can effect the business of organization and will make the employees go on
strikes or remain absent.
1. Employees: Strong relations of employees will lead bonding between them. British
Airlines formed the team of workers to achieve their set target. All rules and
regulations are followed by employee in the organization. Employees should know
that what are their duties in achieving the targets of team because they are the one
who implement the strategy for the organization. Employees are one who can make
relation of employees better. Employees do the work allotted to them and for which
they are given remuneration. If employees feel that they are being ill treated or are
given low salary then they can go to the trade unions to solve their problems. Trade
unions give pressure to the employers to fulfill the employees needs. Groups which
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works for the welfare and benefit of employees in are known as trade unions. These
groups make sure that employees does not be badly treated in the organization or help
the employees to get safe and secure working environment by using many methods
for rights of employees in the organization.
2. Trade Union: These are groups who works for the welfare and benefits of the
employees and protect their rights.(Muñoz-Pascua and et.al., 2017). British Airlines
has the trade union named UNITE which talks to higher authorities for the employees
or problem faced by them. British Airlines also treat UNITE as an important part of
company, which increases the employee's faith in company and also gives them
motivation.
3. Legislation: The worker, their families and their rights were given importance in the
Employees Relation Act 1999 to have fair working environment in the organization.
Remuneration of the employees is fixed in National Minimum Wage Act 1999.
Changes which were made in Employee Relation Act 2004 states that how trade
union will be identified how they will have funds to use for employees benefit or to
use new modern techniques for development of workers. Employers of the
organization were given structure to follow by AC AS and tribunal of employment.
Surplus of BOP and fluctuations in price are to be maintained by the government.
They keep an eye on the activities of organization and make laws and policies
according to them for protecting the rights of employees, to make more job
opportunities, and to have a certain economic conditions.
TASK 2
2.1 Procedures an organization follows to resolve the employee conflicts
Both the positive and negative aspects are attributed to conflicts at the workplace as
ongoing conflicts are bad and detrimental to organization. Conflicts are a part of working in
almost all the organizations as there are conflicting interests of two or more parties in one
decision making situation and can be interpersonal or between individuals, intrapersonal
relating to individual, structural or related to departmental structures in organization and
strategic conflicts related to objectives set by the organization. The various conflict resolution
methods used in the organization include:
(a) Avoiding as conflict leads to unpleasant feelings at workplace so they may be avoided
through policies and structures in the organization
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(b) Compromising is the process to take a decision where none of the parties get exactly what
they wanted but somehow a median point is reached among the conflicting interests of parties
(c) Forcing is where a higher authority or manager decided what would the decision be and
forces the parties or individuals to end up any conflict directly
(d) Resolving or conflict resolution is the process of listening to both the parties, reaching
the agreed upon way to satisfy both the parties and maintaining the benefits of both the
groups in conflict resolution. This is time consuming and tough process but somehow very
effective.
There are many people who works in the organization for meeting their needs by
achieving the objectives of organization. Some workers are in the organization to have salary
to meet the needs of their families and some workers are in organization to gain the
identification or having the authority. It is very difficult for the employers to deal with
different interests of different employees. Management always tries to keep balance between
the employees needs and their allowances but sometimes management fails to keep the
balance which results in the problems between the employee and the employer in
organization.
In the country like Romania the process of solving disputes in industries are given
below. Little disputes can become large if proper communication is not their in the
organization. So it is necessary for the organization to have proper communication. It helps in
solving the disputes. Help from legal authorities should be taken when disputes become big
and are not solving. Parties involved in the conflict should keep the documents safe which are
related to the conflict.
1. Litigation- The oldest form of solving conflicts is litigation. In litigation parties
involved in disputes solve the problem by some legal help. Solving the problem out of
the court is the provision used in England and Wales.(Braun and et al, 2015). Pre-
action protocol is also the other name for this provision. Solving the disputes out of
court is very good because it saves the cost incurring in legal activities and solving
disputes in court takes more time than solving them outside the court. Solving
problems outside the court is way that is preferred by most of the organization.
 Arbitration- This is making third party solve the disputes like in litigation but in
arbitration the arbitrator is appointed to solve the disputes which is agreed by both the
parties involved in the conflict. Arbitrator is the person who is not related to any of
the party and understands the reason of dispute by listening to both parties and then
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make decision. The process of arbitration is made by either the arbitrator or by
international chamber of commerce.
 Alternative Dispute Resolution- In this resolution there are many ways to solve the
disputes. One of them is by considering other disputes which are same as the present
one. By choosing mediator disputes can be solved. Mediator is person who is
appointed to solve the conflict earlier than the litigation. All problems related to
litigation are solved by appointing mediator. In this both parties have agreed to solve
the dispute by this method.
2.2 Features of employees in conflict situations
The most important characteristics of the employee relations department is through a
culture towards open communication and encouraging the employees to talk about their
issues rather than being stressed out at the workplace. Also, immediate responsiveness is
required to handle any absurd condition due to conflict at work place and also due research
and acknowledgement about the incidences and what is actually taking place in the
organization is an important concern for the employee relations function. The employee
relations manager must be skilled enough to ascertain and define the conflicting situation
along with the interest of the parties at conflict and decide that how far the conflict has
affected the work performance and involve in meetings with the conflicting parties to grasp
their viewpoints and then make out a solution promptly. The employee relations must find
out a median way and not favoring any one party at conflict and must do so in an impartial
manner and must look at the various alternative solutions. Also, the solution must be reached
through mutual involvement of the parties and follow up after implementation of the decision
is a must for employee relations manager in order to avoid any further conflict. If the conflict
still exists the case may be taken to immediate help of the problem resolution center of the
organization to yield impartial and neutral decisions against such a situation.
2.3 Effectiveness of the procedures used to resolve the conflicts
Efficiency of manager in dealing with the conflict resolution depends on various
factors involving the work culture, policies in the organization, knowledge and skills of the
manager, etc. On administering a conflict situation between two individuals, the manager
must try to understand the nature of conflict, underlying interest of the parties at conflict,
need of conflict resolution, etc (Georgiadis and Pitelis, 2016). Thus the recognition of the
need for conflict resolution is important in understanding the importance of the task of
handling the conflict as it impact the working performance in the organization. The manager
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must be well acknowledging and must aim towards a constructive and impartial judgment in
resolution of the conflict situation after hearing the claims of both the parties at conflict. The
decision must not be built on the position of the parties in the organization and the
contribution towards the organizational objectives must be a base in resolution of the conflict
situation.
TASK 3
3.1 Roles of negotiation in collective bargaining
Trade union do the settlement between the employer and the worker, and it is aimed
at regulating the salaries apart from the working conditions for the employee and negotiation
or freedom of associations is declared by the internationally by human rights convention and
the International Labor Organization. Thus, the negotiation entails equitable pays for the
employees and rewards through use of job evaluation, profit sharing, etc. The interests of the
employees in working in an organization includes financial and non-financial rewards like
training, participation through suggestion schemes, etc. thus the representative of the
employee who are a part of trade unions can enter in to negotiations with the employer to
provide better rewards, pays and working conditions for the employee and benefit the
employer through improved commitment and motivations of the employees apart from
intervention in to disputes settlement and grievances handling. Thus, the freedom of
associations is a way of expressing their concerns apart from allowing the employees to be a
part of trade unions and can enter in negotiations with the company and company follows
international standards in providing recognition to the trade unions and dealing with them
openly. The company must not stop its employees to participate in trade unions and should
handle employee grievances prudently.
3.2 The impact of negotiation strategy
The policy of the organization Jolidon includes the treatment of employees in an
equitable manner without any discrimination on basis of position within the organization. the
company shows due concern to fundamental rights of employees to participate in associations
and allows the use of collective bargaining and all the other companies are supposed to
provide for the rights of the employee and work for management of relations with the labor
and provide for good working conditions. However, the problem arises in implementation of
this policy at the local levels as the laws are different in different countries. Hence the
company in years had made use of training of its managers in order to strengthen its policy on
the industrial or labor relations (Thoroughgood, Sawyer and Webster, 2017). The company
had developed a programmed called an e learning module which reached to 80 % of its
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human resource management and line managers which has changed the attitudes of the
managers towards industrial disputes and rights of the trade unions to enter in to matters
concerning rights of the employees. Also, the company provides for good reward systems and
enhanced participation of the employees through use of suggestion schemes. Thus, the
company had been in negotiation for improvement of the rights of the employability skills
and management of the labor relations.
TASK 4
4.1 Influence of EU on the industrial democracy in UK
The decisions which can be made by the workers and authorities of them in the
organization are influenced by the industrial democracy concept of EU. This will allow the
workers share their opinions and take part in decision making which will motivate them to
work hard. Influence of workers in the organization deals with democracy of industries and
bargaining unitedly. (Adigun, 2016.). Industrial democracy and bargaining collectively are
the two aspects which are dependent on each other. The report of the bullock in the 1970's
states the rights that trade union have for making decisions of the companies which is to be
presented in meeting of board members. This was the industrial democracy's concept. Trade
unions in UK are very powerful than the management of the organization which means
working structures made by the unions is more strong than structure of organization. This
shows that the employees of UK takes part in decision making process of the organization.
Any changes in the European union will have it impacts on the industrial democracy
as well as the working of the firm. All the firm are required to follow the law that are set by
European union id they are unable to do so can lead to legal hassle. Other than this firm are
also required to pay attention to the culture difference, many companies are reluctant to
involve the people of other nation in the decision making process which is against the law.
4.2 Methods used to gain the employee participation and involvement in decision making
There are many methods which are used by Jolidon as an organization to make its
employees participate in various activities of company. The organization have made the
suggestion boxes to take the suggestions from the employees which will make them part in
business activities or employees can even tell their suggestions by sending mails to managers
of the organization. This activity helps the organization to find the problems in their structure
and performing efficiently for the organization as workers can more relate to the problems
and need of consumer. (Whelan, 2014). It will help to make the organization learned about
the importance of the employee which feels valued and listened to through this approach.
Second or the Another method use by the organization includes Attitude surveys within the
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organization where the employees provides their views about job quality, working
environment in the company, about their satisfaction from salary, HR policies, safe and
secure environment etc.
This is mainly done by conducting the survey or by using of specially planned and
designed questionnaires and interviews. Also, the companies to improve the employee
involvement by using of Quality Circle. The problem of workers like work related or can't
communicate to higher level are solved by the special team members of the organization
which is known as quality circle. This helps or motivate the employees to work hard because
they know that their every problem will be solved by this team. This can also help the
company to make their employees participate in decision making process of the organization.
4.3 Impact of human resource management on employee relations
The human resources' management have an impact on the overall working of the
organization Jolidon on the different level of strategy involvement of the employees at the
workplace and it also affects their attitudes to work for a company. The human resource
management can be classified in two parts: a) hard approach and b) the soft approach towards
the employees. Hard approach: the employees or worker are taken as the economic resources
or factors like other resources and are used to attain the goals and objectives of the
organization. Soft approach: the employees are treated as an asset of the organization which
helps to gain the advantage over the competitors through skills, knowledge and attitudes of
the employees working in the organization.
Human resource of the firm help in maintaining good employee relation with the staff,
they make sure that the policies and procedure that they have implemented can satisfy the
worker and provide favorable outcome to the entity. They are also responsible to create
better working environment that not only nurture their growth but also motivate them.
Hence, if the employees or workers are well trained and allowed to take part in the
decision making of the organization it can help the company increase the motivation and
commitment to organizational goals and objectives apart from improved job performance
(Vveinhardt and Streimikiene, 2015).
CONCLUSION
From the above report it can be summarized that the company Jolidon has followed
the role of trade union which is very important promoting the dignity of the employees and
the collective bargaining at the workplace. The methods used to resolve the conflict in the
organization, the role and importance of the employee and the employer is being discussed.
The improvement in performance of the employees by the manager and the management. It
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helps the employees to take the appropriate decision making using the different strategies.
The company has followed the international stands for the clear communications and
negotiations with the employee representative of the trade unions there should be a proper
employee participation in the trade unions. The trade unions are committed to the
improvement of productivity of the product and services of the organization for the benefits
of both the employee and employer.
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REFERENCES
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Adigun, A.O., 2016. The Predictive Impact of Cultural Values and Ideology on Employer-
Employees Relations in Contemporary Nigeria. Archives of Business Research. 4(4).
Borowski, A., 2017. Factors Affecting the Engagement of Employees in the Public Sector-
Results of the Pilot Study. In Management Challenges in a Network Economy:
Proceedings of the MakeLearn and TIIM International Conference 2017 (pp. 377-
382). ToKnowPress.
Braun and et.al., 2015. Emails From the Boss—Curse or Blessing? Relations Between
Communication Channels, Leader Evaluation, and Employees’ Attitudes.
International Journal of Business Communication, p.2329488415597516.
Georgiadis, A. and Pitelis, C.N., 2016. The Impact of Employees' and Managers' Training on
the Performance of Small‐and Medium‐Sized Enterprises: Evidence from a
Randomized Natural Experiment in the UK Service Sector. British Journal of
Industrial Relations. 54(2). pp.409-421.
Muñoz-Pascua and et.al., 2017. The impact of knowledge and motivation management on
creativity: Employees of innovative Spanish companies. Employee Relations. 39(5).
pp.732-752.
Shekari, G., Monshizadeh, M. and Ansari, M., 2014. Investigating the relationship between
quality of working life (based on Walton’s model) and employees’ performance
(based on annual performance evaluation scores) in Water and Wastewater Office,
KhorasanRazavi.
Thoroughgood, C.N., Sawyer, K.B. and Webster, J.R., 2017. What lies beneath: How
paranoid cognition explains the relations between transgender employees' perceptions
of discrimination at work and their job attitudes and wellbeing. Journal of Vocational
Behavior.
Underthun and et.al., 2015. Core-periphery relations and organizational commitment among
agency workers and permanent employees in client workplaces: Case studies from the
warehouse sector in the Oslo area. In WORK 2015-New Meanings of Work. Turku
Centre of Labour Studies, University of Turku.
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Whelan, M., 2014. Pocket Guide to Layoff Rules Affecting Classified Employees. California
Public Employees Relations, Institute for Resarch on Labor and Employment,
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