Employee Relations Report: Employee Relations in a Global Setting

This report provides a comprehensive overview of employee relations, focusing on conflict resolution, negotiation strategies, and the impact of trade unions and industrial democracy. It examines unitary and pluralistic frames of reference, the role of key players in employee relations, and different procedures for handling workplace conflicts, including formal and informal approaches. The report delves into the key features of employee relations in conflict situations, such as discrimination and poor communication, and analyzes the role of negotiation in collective bargaining. Furthermore, it assesses the impact of negotiation strategies and explores the influence of the EU on industrial democracy, comparing methods for worker involvement and participation. The report concludes by evaluating the impact of HR practices on employee relations, using Marriott Hotel as a case study to illustrate key concepts and provide real-world examples.

EMPLOYEE
RELATION

TABLE OF CONTENTS
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................3
1.1 Unitary and pluralistic frames of references..........................................................................3
1.2 Changes in trade unionism affecting employee relations ....................................................4
1.3 Role of main players in the employee relations.....................................................................5
Task 2...............................................................................................................................................6
2.1 Different procedures for dealing with conflicts in the organization......................................6
2.2 Defining the key features of employee relations in conflict situation...................................7
2.3 Evaluate the effectiveness of procedures used in a conflict situation....................................8
TASK3.............................................................................................................................................9
3.1 Explain the role of negotiation in collective bargaining........................................................9
3.2Assessment of the impact of negotiation strategy for situation ...........................................10
TASK4...........................................................................................................................................11
4.1Impact of EU on industrial democracy in UK......................................................................11
4.2 Compare the method used to gain the worker involvement and participation in decision
making process...........................................................................................................................12
4.3 The impact of HR on the employee relation practices.........................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15
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INTRODUCTION
Employee relations refer to the efforts undertaken by the company to manage the
relationship between the employers and the workers. Organizations need to maintain good staff
relations, which provide fair and consistent treatment to every individual to become efficient.
Employee relation programs help to prevent problems arising at the workplace. It mainly
includes factors regarding industrial, employment relations, trade unions, conflict and mediation
etc. Marriott hotel is one of the most recognized names in the industry. It uses innovative
approach to products, amenities and services, which makes it the most effective company across
the world (Chen and et.al., 2014). The hotel chain is stylish and is involved in strategic planning
to become the global leader of the hospitality sector. The present report will develop an
understanding about employee relations in the changing global scenario. It will also include the
nature of industrial conflicts and its resolution. In addition, the study will create an insight about
the collective bargaining and the negotiation process (Dubrin, 2015). The concept of employee
participation and their involvement in the company will also be discussed in the report.
TASK 1
1.1 Unitary and pluralistic frames of references
Organization is just an entity which includes the stakeholder like owners, employees,
suppliers, consumers etc. the relations between the employees, employers and the organization is
important for the efficient functioning of the organization. With the good relations every
stakeholder can enjoy the benefits in the organization (Farok and Garcia, 2015).
 Unitary frame of reference
Unitary frame refers to the way of thinking, mindset of values, assumptions, practices etc.
for the management. This reference is mainly based on the statement that for achieving success,
employees from any organization, irrespective of their different roles, should share the same
goals, objectives and the values (Fullan, 2014). This perspective defines the implementation of
the mission statements and measures the success by the actual achievements of the set objectives.
In this frame, the workers are considered as to be loyal. The management should focus on single
thing or on its loyalty. Pluralistic perspective
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In the Pluralistic perspective, the organization divides the firm into powerful and
different sub-groups (Fuller‐Love, 2006). Each groups have their own legal loyalties and also
with its own objectives and leaders. The two main sub-groups of pluralistic perspective are the
management and the trade unions. The former will lean less towards the enforcing and
controlling rather it would focus towards influence and coordination. Latter are deemed to be as
legal representatives of employees. The conflict in the company could be the result of collective
bargaining and is not always the bad thing. If the conflict is managed properly and at right time,
this could lead towards the evolution and with positive change (Goetsch and Davis, 2014).
Marriott has adopted unitary frame of reference in their organization. This helps to
increase the effectiveness of employees in the organization as in this every person at all levels
are treated same. The goals and objectives are also clearly defined to everyone as they share
same in all the organizations. This makes the employees loyal to the hotel (Landsberg, 2015).
1.2 Changes in trade unionism affecting employee relations
Trade unions were established in the 18th century in Britain. This union was the result of
expansion of industrial growth, increasing women participation and the child labor. As the
women and the child labor were the employees at the production level, they faced several issues
in the working. This includes long working hours, risky working environment and the
application of labor rights. To overcome with these, people started forming trade unions. In
these, all the employees asked the employers about their rights in the organization and it came
under the bargaining and negotiating with them to end up with the mutual benefits (Lussier and
Achua, 2015).
Changes in the trade unionism have a great affect on the employee relations. As with the
rapid globalization and regular economic and business perspective, the demand for the trade
unions is increasing day by day. The power of collective bargaining within the trade unions has
showed a drastic change in the employee relations. Earlier there were no set rights for the
employees because of which they were exploited by the employers. But with the formation of
trade unions the rights and duties were clearly defined. Equal wages were given to the same level
employees, workings hours became fixed, everyone was treated equally irrespective of any
discrimination; this created uniformity in the organization. The trade unions helped in creating
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better relations between the employees and employers. The result of this the level of conflicts
within the organization has decreased which helps the company to become efficient in the
industry (Moran, Abramson, and Moran, 2014). Trade unions protect the workers from being
exploited by becoming the representative for workers to the organization. They helps to negotiate
the productivity deals, which leads to increase the output of the firm and enable them to afford
higher wages. They are also important for implementing new practices, which can improve the
productivity of the company (Mumford, 2006). Now a days, trade unions are becoming more
important in the service sector than in the production. As in the service sector, the employees are
the ultimate persons to sell their services to the customers. So the trade unions need to protect the
employees from any kind of exploitation.
1.3 Role of main players in the employee relations
Employee relations refer to the healthy communication between the employee and
management in the organization in terms of solution to the defined problem, grievances,
decision-making etc. There are several players in the employee relation like workers, managers,
organization, government etc. that plays a direct or indirect role for the efficient employee
relations.
 Roles of workers
Worker plays a vital role in the employee relations. They have a direct influence on the
decisions and action taken in the organization. Workers being an active participant in the
operations help in making solutions to the problems faced and also give their views in the
decision-making activities of the organization (Srivastava, Bartol and Locke, 2006).
 Roles of managers
Managers are the major driving force of employee relations in the organization. They
have the right to make any type of decisions. However, the employee can only protest for it by
coming up together and raising their voice. They are more powerful than any of the employees.
They can make, modify or change any decision regarding to their needs and preferences.
Managers should also take efforts to maintain the relations with the employees (Townsend‐
White, Pham and Vassos, 2012). This can be done by asking the employees to share their views
and also tell about the problems, which are being faced in the organization.
 Roles of organization
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The size and the pattern of the organization have a great impact on the employee
relations. If the company is a non-profit organization then there will be no need for the collective
bargaining by the trade unions. But in case of profit organizations, trade unions are very
important for the collective bargaining to increase the production of the organization
(Walumbwa and et.al., 2008).
 Roles of government
Government is also important for the employee relations in the organization. They can help the
company to increase efficient relation between the employees and the company by establishing
various rules, regulations and the guidance for better employee relations. The company should
adopt the rules and regulations of the government as it helps them to increase their employee
relations (Carter, Armenakis and Mossholder,2013).
TASK 2
2.1 Different procedures for dealing with conflicts in the organization
Conflicts arise due to the variations between the two person regarding the values, needs and
interest. The conflicts are of various types. It includes personal, intra group, inter group conflicts.
The organization mainly follows two procedures for solving the conflicts. They are formal and
informal procedure:
Formal procedure:
It means that the conflict is settled in a formal way. It includes by taking help from the third
party, which can dissolve the conflict by listening to the viewpoints of both the parties. This
process is named as arbitration procedure. In this, both the employee and the employer are
ethically bound to follow the decision announced by the arbitration. The formal procedure is –
 Realize the pattern of issues: needs to understand and realizing the problem to take
several measures to overcome them. It is very important to know about the pattern of the
conflict. This helps to make easy solutions to the problem (Leonard and Cardy, 2011).
 Recognizing the problem: authority must recognize the issues. It is important for the
company to find the source of the conflict. Knowing about the origin of the conflict
company can come up with the person involved in it.
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 Understanding the source of the problem: by knowing the origin, the company can solve
it by understanding the root level of the problem and suggest the solutions (Eldor and
Vigoda-Gadot, 2016). Strategy to solve the conflict: by knowing all the details about the conflict, the company
should end up by giving the solutions which are beneficial to all the stakeholders in an
organization.
Informal procedure
In the informal procedure, the conflict is resolved in the informal manner which means
there is no specified process for solving it. The representatives of both the employer and the
employee resolve the conflicts among them only without any need for the third party. No policy
is defined under this procedure. In this mainly the emotions are considered in solving the
conflicts between the two person. Most of the companies form a separate working participation
committee which helps in resolving the conflicts in an efficient manner (Luthans, Sweetman and
Harms, 2013).
2.2 Defining the key features of employee relations in conflict situation
The main task of the organization is to protect the rights and the demands of every
employee to maintain the efficient employee relation whether it is a private or public sector
company. Employee relations include various features for different types of conflicts. The key
features are-
Discrimination: There should not be any discrimination between the people who are engaged in
the conflict. As every person in the organization has the common interest they should be asked
about the explanation of their point for the reason of conflict. The decision should not be biased
towards a single party (Chhokar, Brodbeck and House, 2013). The company should not
discriminate any person regarding to any aspect.
Collective bargaining: In this feature, different unions from various industries come together to
form the goals to protect the interest of both the organization as well as employee. They form
collective measures to resolve the problems in the organization (Daft, 2014).
Negotiation: This feature is very important to address the conflict situation between the
employees and the management in an organization. In this the both the parties confront their
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points and healthy discussion takes place within them. By getting the points from both the
parties, by mutual understanding they come up with the solution (Day, and et.al., 2014).
Poor communication:This feature is another reason for the conflict in the organization. If
there is a poor communication between the employees and the management they end up in
conflicts. Their should not be any gap within the employees as it also creates differentiation
between them. The company should ensure proper communication within every employee and
the organization.
Unfair treatment:In an organization, there are employees of different ages, designation etc. which
leads to conflict if are not treated equally. Each person expects different things. The company
should treat each of them in the same manner so that no one feel discriminated (Sánchez, 2011).
2.3 Evaluate the effectiveness of procedures used in a conflict situation
The conflict situation handling process has given by British Airways at the time of
conflict is being assessed. Thus, for the purpose of handle such conflict problem which is related
to collective disputes. The procedure adopted by Marriott hotel manager for solving the conflict
issue from the business. At this stage, it is very significant for the Marriott hotel manager to
discuss with the all department of management so that employees can determine the reason due
to which the business of this hotel is incompetent with the new policy of employment. For
instance, if the workers of the hotel are satisfied with the reason that is being offered by manager
at that point of time they can respond to the issues in front of HR manager.
`This conflict solving procedure is effective because by this procedure company can able
to resolve the conflict and able to resolve the issues from the Marriott hotel (Shipton, Sanders
and Frenkel, 2016). Conflict handling procedure should be effective when there Marriott arise
any problem related to the communication at the workplace,. The manager of the hotel should
have to adopt the effective channel of communication through which employer and employees
can be communicate their views and opinion with each other in effective manner. With the help
of conflict solving procedure company can able to know the strength and weakness of each
employees and workers in the business (Smothers, Doleh and Valadares, 2016).
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TASK3
3.1 Explain the role of negotiation in collective bargaining
The negotiation of collective bargaining is process under which employer and employees
has been discussion regarding their different terms and conditions. Negotiation play an important
role for providing the protections and rights to the employees for their working condition and
wages. Collective bargaining negotiation between the employees unions and employers
constitutes a specialized area in the field of general negotiation (Anderson and Anderson,
2010). This negotiation procedures has been governed by the in the Hilton Hotel. Under the
bargaining negotiation, employees have the right to organize and the select exclusive bargaining
agents to negotiate collective agreements. They defines employees wages,hours, and working
conditions in the business.
Through negotiation in the collective bargaining, employer and employees has beneficial
for their personal rights and authority. The negotiation of collective bargaining procedure has
define the employees wages, working hours, working conditions. In the other words, collective
bargaining is a process of negotiation between the employees and employers along with the
aimed at agreement to regulate wages, salaries, working hours, working condition at the
workplace. Collective bargaining is beneficial for the employees as well as employers for
provide the better working conditions, higher wages and better benefit package (Brown, Treviño
and Harrison, 2005). Collective agreements may be in the form of procedural agreement which
deals with the relationship between workers and managements. This procedure can be adopted
fore solving the employees and group of employees disputes and conflicts. Under the agreement
of this negotiation, there has included the grievance of employees, conflicts, and disputes. For
solving this problem there has the procedure of the collective bargaining. In this process there
has various stages. Some of the stages are as follows- Preparations- It is the first stage of the process, under which negotiation team and
representatives chosen by the both employers and employees (Bush, 2008). Both parties
have discussed about the skills and labor laws knowledge for negotiation. In this stage
representative such as unions and employers representatives analysis their own situation
in order to develop the issues and conflicts which they believes that will more important.
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They have carried the main issues and intimated knowledge of operation, working
conditions, and production norms. Discussion-In this stage, both the parties have discussed about the collective bargaining
agreements and understanding their initial opening statements. In the other words, it can
be said that in this stage both the parties meet to set group rules for collective bargaining
negotiation stage (Stock, 2016). Proposal- Under this stage, both parties described as brainstorming,under which they
exchange of opinion and message with each other related to the negotiation. Bargaining-In this stage, both parties sets the draft of the agreements and also they
comprise the time related to the negotiation (Strohmeier, 2013).
 Settlements-Under this stage,both the parties have engaged by the final agreements. They
has take the final decision regarding to the issue related to the wages , working condition.
This stage described the effective implementation of the agreements by shared vision,
planning, and changes.
3.2Assessment of the impact of negotiation strategy for situation
In the Marriott hotel, the negotiation strategy is very significantly work for the purpose of
resolving the conflict situation such as collective dispute.
Negotiation strategy has positively influenced to such situations. In the collective dispute
situation or working condition related situation, company should adopt the smoothing
negotiation strategy thus through taking help of this strategy, an effective conversation can be
carried out between the employers and employees so that they can be able to resolve the problem
and issues related to the working condition and collective disputes (Townley, 2014). Company
should have adopt such negotiation strategy so that relationship should be maintain between the
employees and employer and they can work very effectively and efficiently.
Further, this strategy helps to the organization to adopt the compromising situation at
workplace and build a negotiation plan. Through this negotiation strategy,manager of marriott
hotel can be able to achieve the business goal and objective. Therefore manager carried out the
changes in the existing employment policies which is formulated by the government authority.
Through this strategy, manager helps to providing the employees satisfaction and also able to
reduce the employees turnover by providing the effective relationship between the employers
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and employees (Jackson and Malthis, 2010). Organization also able to find the ways by which
employees can be reduce their stress and issues related to the working condition and collective
dispute situation (Jackson, Schuler and Werner, 2011).
Negotiation strategy helps to the manager and higher authority of the company to build
the effective culture and structure for the employees so that they can reduce their conflict and
perform effectively in the organization. This strategy also provide the enhancement of the sales
and profitability of the business and overcomes the losses and employees turnover from the
business units.
TASK4
4.1Impact of EU on industrial democracy in UK
European Union policies is play a very significant role for the favour of employees
rights. According to this policies, employees and human resources of the Marriott hotel have
right to take participation and involvement in the decision making process. The main objective
of the European union is to provide the effective protection and structure to the industrial
democracy thus it can able to manage and attain the business goal and objectives. Industrial
democracy is the arrangement which involves employees rights for making decision and sharing
responsibility and authority in the workplace (Cheli, Battaglia and Dell'Orto, 2014). The
European union is created for the establishment of rights and authority of employees so that they
can take participation in the business related activities.
Furthermore the rules and regulation created by the European union posses crucially
affected on the industrial democracy of UK. European union has posses different types of laws
and policies in which it is demanding more strong role for the employees in the process of
making best and effective decision in the organisation. Over all it can be said that European
union is positively influenced the industrial democracy and its practices so that organisation can
be achieve their goal and objective in effective manner (Tollington, Turbé and Shwartz, 2015).
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4.2 Compare the method used to gain the worker involvement and participation in decision
making process
Human resources plays a very significant role in the organization success and growth. In
the absence of human resource, no company can be survive their business activities and
functions. Organization should provide the effective motivation and encouragement for their
effective performance. So that they can be work more effectively and efficiently in the company.
Participation and involvement of employees in the decision making process is the best ways to
motivate the human resource for higher work and productivity. There are various methods for
employees participation in the process of decision making process which helps to the
organization profitability and productivity (Niskanen, Naumanen and Hirvonen, 2012). The
most important method is suggestion scheme method, under which higher authority and
managers have take the suggestion and opinions of employees regarding to the business related
activities and functions.
In the Marriott hotel, employees has required to gives the suggestion related to the hotels
activities and growth. In the current scenario, personnel of Marriott hotel has given freedom to
participate in the business related decision making through adopting suggestion schemes in front
of higher authorities in the hotel. The another important method of employees participation is
attitude survey, under which company has used the various tools for taking participation of
employees in the decision making process. Firm has used the questionnaire, interviews, focus
group discussion tools under which firm's obtain the views and opinion of employees about the
process such as performance management,job evaluation (The Impact of Human Resource
Management Practices on Employee Turnover. 2016). The main objective of attitude survey
method is to identifying the views and opinions and thoughts related to the business management
functions. With the help of questionnaire and interview, managers and higher authority can be
able to determine the personnel strength and weakness for a particular aspect of business. One
more important method is quality circle method, under which firm identify the quality of
employees in particular aspect of business. This method can be used to reduce problem which is
related to the work. It is a participatory management tool which helps to employees in resolving
the problem related to their own task and target (Improving leadership and management skills.
2015).
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