Employee Relations: Understanding Conflict and Negotiation at BA

This report delves into the intricacies of employee relations within British Airways, exploring the context of employee relations against a changing environment, including unitary and pluralistic frames of reference and the impact of trade unionism. It examines industrial conflict, outlining procedures for conflict resolution and evaluating the effectiveness of these procedures in specific situations. The report further investigates collective bargaining and negotiation processes, assessing the impact of negotiation strategies. Finally, it analyzes employee participation and involvement, considering the influence of the EU on industrial democracy in the UK and comparing methods for gaining employee participation. The analysis highlights the roles of managers, government agencies, and workers in fostering positive employee relations, with the aim of providing a comprehensive understanding of the dynamics within British Airways.

Employee Relations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK1: UNDERSTANDING THE CONTEXT OF EMPLOYEE RELATIONS AGAINST A
CHANGING ENVIRONMENT......................................................................................................1
1.1Unitary and pluralistic frames of reference............................................................................1
1.2 Assessing that how changes in the trade unionism can affect employee relation.................2
1.3 Explaining the role of main players in employee relation.....................................................3
TASK 2: UNDERSTANDING THE NATURE OF INDUSTRIAL CONFLICT AND ITS
RESOLUTION................................................................................................................................4
2.1 Explain the procedure that organization should follow while dealing with different conflict
situation........................................................................................................................................4
2.2 Explaining the key features of employee relation in the selected conflicting situation........6
2.3 Evaluating the effectiveness of procedure that is used in the selected conflicting situation. 6
TASK 3: UNDERSTANDING COLLECTIVE BARGAINING AND NEGOTIATION
PROCESS........................................................................................................................................7
3.1Explaining the role of negotiation in a collective bargaining.................................................7
3.2 Assessing the impact of negotiation strategy on the given situation.....................................8
TASK 4 UNDERSTANDING THE CONCEPT OF EMPLOYEE PARTICIPATION AND
INVOLVEMENT..........................................................................................................................10
4.1 Assessing the influence of EU on industrial democracy in UK..........................................10
4.2 Compare methods used to gain employee participation and involvement in the decision
making process in organization.................................................................................................10
4.3 Assessing the impact that human resource management has on the employee relation......11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Employee relation refers to the type of relationship that takes place between the staff
members that are present in the workplace and in turn, encourages them to work for the welfare
of enterprise. In short, it can be defined as the interaction that takes place between top
management and employees of the company. Employee relations play a very important role in
organization as through this, staff members can be encouraged to work for the betterment of
entity and in turn acts as a development tool. Positive environment can be provided to employees
by building healthy relationship with them and can support the enterprise in achieving targeted
goals and objectives (Analoui, 2000). In the present report, firm chosen is British airways that
has operated in aviation sector and is well known in the market for range of services which it
offers to target market. Company is listed in London stock exchange in the year 1987 and
employs around 57000 staff members in the workplace. Main objective of entity is to provide
best services to its valuable customers for which fair environment is provided to employees and
they are given with different opportunities through which they can be encouraged to take
initiatives in the welfare of organization. Various tasks have been covered in the report which
includes unitary and pluralistic frame of references and key features of employee relations that
are selected in conflict situation.
TASK1: UNDERSTANDING THE CONTEXT OF EMPLOYEE
RELATIONS AGAINST A CHANGING ENVIRONMENT
1.1Unitary and pluralistic frames of reference
The feature is linked with employee relations that can be perceived in two different ways
such as unitary and pluralistic frames of reference. Both approaches have different views and
perception that are associated with the way through which relations among staff members can be
managed in British airways for its welfare. Unitary perspective of ER relies on the belief that
power to take crucial decisions within organization tends to reside in the hand of one individual
which is regarded as the management of enterprise (Armstrong, 2005). In short, employees that
are working at the top level have power to take major decision for its benefit. Furthermore, this
perspective also represents that leaders present in British airways have the main responsibility of
promoting commitment as well as loyalty among staff members. Further, this approach also
states that in organization, different types of team work together for the accomplishment of
1

targeted objectives and for increasing the overall efficiency of company. It basically depends on
the assumption that conflicts which are taking place between staff members and managers does
not occurs due to varied interest (Burnes, 2003). The unitary perspective of ER believes that role
of trade union is ineffective as it has been analyzed that this union does not support at the time of
conflict that takes place between staff members and managers of company such as in British
airways (Unitarist perspectives, 2015). Such conflicts reduce the overall efficiency level and it is
not possible for the management to carry out operations in an efficient manner and it can also
lead to decline in satisfaction level of customers.
But on the other hand, pluralistic approach depends on another perspective with respect
to the employee relation. This approach is based on the belief that workplace is composed of
different types of attitudes, values, beliefs and behaviours. As per this approach, management of
the company plays role of mediator where trade union also plays a significant role within
business enterprise because with the help of such union, decision making power is given to the
staff members that are present in the workplace (Fombrun, Tichy and Devanna, 2005). In
addition to this, pluralistic approach considers that stability in ER can be accomplished by
performing series of concessions and negotiations between managers and staff members with the
help of collective bargaining process. These can be considered as the two perspective of
employee relation. By taking help from particular approach, British airways can decide whether
it is beneficial for it to develop trade unions within entity or not.
1.2 Assessing that how changes in the trade unionism can affect employee relation
Alteration which is taking place in the trade unionism directly affects the employee
relations. Trade union is considered as the society of workers and union leader that unite together
with an objective to safeguard and promote their common interest like increasing their pay scale
and other benefits as well as demand for fair working environment (Trade union in UK, 2015). In
the mid of 19th century, union movement of the country was under control of Moderate new
model unions. In the year 1824, trade union came into legal action and in this year, large number
of workers that are present in the firm joined association with an objective to get fair wages as
per their work and other condition present in the entity. Furthermore, various unions have been
analyzed that carries out their operations in UK. It involves trade union congress community and
youth worker union along with communication worker union. On the other hand, different
2

changes are taking place in the trade unionism that have been determined and has direct impact
on the employee relations in British airways (Nutley, 2004). Variation in the trade unionism
takes place due to the variation in type of macro environmental factors which are shown below:
 Political and legal: Implementation of new laws and rules within economy directly
affects the aspect that is linked with employee relationship in British airways in an
effective manner. For instance, government has introduced different policies linked with
providing equal opportunities to staff members that are present in the firm such as British
airways. This type of condition develops conflict between employer and trade union.
Further, this type of conflict takes place when company does not complies with the
practices introduced by regulatory authorities of the nation. So, due to this, conflict
relationship between trade union and organization can be affected badly. Furthermore,
direct impact of this can be seen on the profitability and sales of entity (Paauwe, 2003).
 Technological: It is a well known fact that when company adopts any technology in
workplace then demand for workers reduces due to this. As a result of it, British airways
are encouraged to comply with the practices that are associated with retrenchment of
workers. In this type of condition, trade union plays the role of protector and in this role;
union protects staff members that are working in firm from being retrenched from the
job. This type of situation hinders the relationship between British airways and union.
Further, in this type of condition, workers prefer to adopt practices such as lockout and
strikes which badly affects sales and profitability of the company (Parker, 2001).
Trade unionism has been developed with the aim to support business operations with staff
members welfare by bridging the gap between management and staff members. It is required for
trade unions to reinvent themselves so as to sustain for long term. Further, after the year 1979
trade unionism has become one of the biggest enterprise in the country. Where number of
members stayed around 7.3 million. After this year trade union played significant role in
protecting interest of its members. Before this time period several conflicts were taking place in
the unionism due to which it has adverse impact on the entire country. Further, main aim of trade
unionism is to protect right of all the staff members. Moreover, roles are assumed in case of
every enterprise and society (McCauley, 2012). Apart from this, after the year 1979 effective
strategies were developed with the motive to protect staff members working in organization and
3

this acted as an development tool for the business. Therefore, in this way the changes taking
place in the trade unionism has affected employee relations within the workplace.
1.3 Explaining the role of main players in employee relation
To maintain healthy relationship between staff members and employers is not easy and it
is not the work of single individual in a workplace and requires collective efforts. So, with this
regard, different types of individual have been identified that plays a significant role in order to
comply with the aspect such as employee relation. The main players are shown below:
 Manager: Managers present in British airways plays an important role in terms of
building relationship between employees and employers. Managers of the firm have duty
to provide effective environment to staff members so that they can perform efficiently.
Furthermore, managers of British airways play a crucial role in managing criticisms that
takes place between workers (Holbeche, 2013). It is their main duty to encourage healthy
competition at workplace in order to enhance overall performance. On the other hand,
their responsibility is to increase the motivational level of staff members through
different techniques. By complying with such type of activities, positive relationship can
be developed between employers and employees easily (Role of manager in employee’s
relationship, 2015). Furthermore, this can help British airways in accomplishment of
targeted goals and objective in an efficient manner. Manager acts as a negotiator in
organization and they discuss with the representative of staff members. In addition to
this, managers at top level provides mediate way with an objective to deal with the
situations such as strike etc (Jackson, Schuler and Werner, 2011).
 Government agencies: Government develops various laws and regulations which British
airways have to follow strictly in its workplace. It involves various acts as child labour
laws, minimum wage act and new amendments in the health and safety act. Through such
type of policies and laws, government builds healthy relationship between employers and
employees. It directly supports in raising the commitment of staff members towards firm.
 Workers: Workers have the main duty to carry out their tasks that are being assigned to
them by employers (Marchington and Wilkinson, 2012). Furthermore, they have the
responsibility to comply with these laws and regulations which are developed by the
management of British airways. In addition to this, they must take active participation in
4

different types of programs that are being organized by the company. Therefore, by
complying with such type of activities, healthy relationship between workers and
employers can be developed easily. This is usually hindered when staff members does not
prefer to comply with practices that are being assigned to them. Further, staff members
exchange their thoughts with the management of entity and raise their voice against
injustice.
TASK 2: UNDERSTANDING THE NATURE OF INDUSTRIAL CONFLICT
AND ITS RESOLUTION
2.1 Explain the procedure that organization should follow while dealing with different conflict
situation
Different types of procedures are present that British airways should follow at the time of
dealing with different type of conflicts or disputes such as strikes and collective disputes etc.
These are being regarded as three major types of conflicts that can take place within business
enterprise (Marsden, Caffrey and McCaffery, 2013). Collective dispute can occur within
enterprise because of the presence of different types of aspects such as ineffective physical
environment along with the alteration in terms and condition of employment and ineffective
allocation of work etc. In all these circumstances, staff members raise their voice against
managers. So, as a result, it leads to rise in conflicting situations within British airways. For
instance, ineffective allocation of work related situation arises in front of company when
activities are divided according to the gender basis.
Therefore, conflicts can occur when management of British airways assigns simple duties
and responsibilities to its female staff members. So such type of conditions raises disputes
between employees in the workplace. In order to resolve such type of issues, British airways
have to adopt different procedures through which disputes can be handled efficiently (Mathis and
Jackson, 2011). The process starts by carrying out discussion within the firm. After conducting
discussion in an effective way, solution will be found and entire conflict will be referred to the
executive director of human resource manager of British airways. With this regard, time limit of
6 days will be allotted to HR managers of firm with respect to take actions in advance to resolve
the conflicts that can take place within an organization. After the completion of a given period,
present conflicts will be referred to the dispute committee that is developed by management. So
5

all these type of disputes will be settled in the given step and in case if they are not resolved, then
alternative dispute procedure can be used by British airways for settlement.
On the other hand, strike is another form of dispute that can take place within entity.
Sometimes, it is possible that British airways have to face condition like strike when company
carry out any activity against its staff members. For instance if management has introduced the
rule of not adopting flexible working type of practice then the workers are influenced to work on
extra hours without providing any additional benefits (Samaras, 2012). So in this situation,
conflicts will surely arise within the workplace between staff members and management. In
order to resolve this issue like strike, British airways should adopt collective bargaining process.
The whole process starts with selection of appropriate union through secret ballot and after
selection, management will carry out bargaining with its staff members and both party reaches at
the appropriate conclusion.
2.2 Explaining the key features of employee relation in the selected conflicting situation
For the given task, conflicting situation is linked with collective disputes that have been
considered. In company like British airways, disputes between male and females are taking place
due to ineffective allocation of their work in organization. This type of condition develops
negative environment within the entity (Torrington, Taylor and Hall, 2006). As a result of it,
given condition may cause direct effect on the profitability and sales of organization. In
accordance with the selected conflicting situation, key analyzed characteristics of employees
relations are shown below: Hindering the relationship between female and male staff members that are present in
British airways: The conflicting condition such as collective disputes may obstruct the
relationship between male and female staff members that are working in British airways.
This is because in the given scenario, male employees are raising their voice against
female one. Further, they are complaining continuously about the ineffective allocation of
activities (Bach and Bordogna, 2011). Such type of conditions may lead to development
of negative relationship between female and male staff members working in company.
Therefore, both the employees will not prefer to carry out their activities within given
period of time and overall productivity will be declined. Furthermore, it can have direct
impact on customers of company as they cannot be served in an efficient manner.
6

 Dissatisfied with the entity: It is another key characteristics of staff member relationship
in relation with the conflicting situation. Workers of British airways will show their
dissatisfaction against entity if management will not take appropriate steps in relation
with the analyzed conflicting condition like ineffective allocation of work. This situation
will have negative relationship between both employers and employees (Dizgah, Chegini
and Bisokhan, 2012). However, this relationship can be improved by British airways by
undertaking suitable actions with this regard. For solving the problem, arbitrator plays a
significant role and right solution can be found easily by keeping in view requirement of
both the parties.
2.3 Evaluating the effectiveness of procedure that is used in the selected conflicting situation
The effectiveness of the procedure which is adopted by British airways is being measured
in collective disputes type of conflicting situation. For this issue, company has taken help from
dispute handling procedure. Basically in this process, discussion takes place between employees
and manager within the organization (Guest, 2011). This step is appropriate as through its
support, male employees of British airways can express their thoughts and opinions that are
linked with ineffective allocation of work in front of managers that are present in the workplace.
At the time of discussion, staff members can ask managers about the reason behind given aspect.
The entire conflicting condition can be resolved if workers are satisfied with the reason provided
by managers of the company. Whereas if all the workers are not satisfied with the reason given
by them, then in such a case, they will present their issues in front of executive director or HR
manager.
This process is also appropriate as with the help of these steps, conflict that is taking
place can be resolved easily and in turn, it has positive impact on the entire firm (Hansen and
et.al., 2011). Furthermore, the 6 days time is being given to the executive director of HRM which
is being regarded as very less time with an objective to get an effective decision. In the given
scenario, ineffectiveness of the dispute handling procedure can take place. In the last stage,
collective disputes that can occur within organization will be presented by the staff members to
the dispute handling team. The entire committee is comprised of effective people who possess
capability to reach at an effective solution. So, on the basis of this, it can be said that procedures
adopted by British airways in the given conflict situation is proved to be effective.
7

TASK 3: UNDERSTANDING COLLECTIVE BARGAINING AND
NEGOTIATION PROCESS
3.1Explaining the role of negotiation in a collective bargaining
Collective bargaining refers to the process where group of workers carries out activity of
negotiation with employers in relation with the terms of employment. Furthermore, it can be said
that collective bargaining provides way with the help of which healthy discussion can take place
between managers and staff members within business enterprise. In the process of collective
bargaining, workers that are working in British airways will choose stop steward which plays the
role of representative of staff members and it is important too (Jiang, Lepak, Hu and Baer, 2012).
Through this, workers present in the company can easily present their views in the front of top
management and in turn is considered to be one of the most effective processes. It directly
supports in resolving conflict and favourable environment that can be provided to the people
working in British airways. So with this respect, different roles of negotiation are present in the
collective bargaining processes which are explained below: Negotiation helps company in terms of reaching an effective conclusion: Here, in this
scenario, representative of workers negotiates with employers of the company with an
aim to get an effective solution with regard to the issues that are being faced by them
within workplace (Maurer and Chapman, 2013). Through the process of negotiation, only
that staff members can carry out healthy and formal discussion with top management of
British airways who are facing some issues in the workplace. So it is possible to find an
appropriate solution to the problem and it also helps in settlement of disputes that is being
faced by entity. Negotiation helps in improving the effectiveness of the collective bargaining process:
Collective bargaining process has the main aim to resolve the disputes that takes place
between employees and employers of staff members such as British airways. With the
help of negotiation employers can easily explain their staff members about the main
reason behind adopting specific type of employment practices within the workplace
(Negotiation strategy, 2015). In this regard management of the company can carry out
discussion with its male employees in relation with the ineffective allocation of work.
Furthermore through this type of negotiation the specific issues prevailing in the
organization can be analyzed easily and in turn helps to improve overall performance
8

(McCauley, 2012). This will tend to enable employers in terms of maintaining continuity
in the services being rendered to target market. It is due to the reason that because of
presence of this aspect it can be said that method like negotiation plays important role in
terms of increasing the effectiveness of the collective bargaining process in an effective
manner.
3.2 Assessing the impact of negotiation strategy on the given situation
The overall impact of negotiation strategy on the collective disputes related condition of
British airways is being assessed. Basically negotiation is the way with the help of which
conflicting situation can be managed easily by the firm such as British airways. In this respect
various negotiation strategies are analyzed that possess its significant influence on the selected
situation of the organization. It takes into consideration following activities such as forcing,
smoothing, compromising etc (Pandilwar and Sarkar, 2012). In the compromising strategy
managers does not take part in determining the middle ground with respect to specific issue
being faced by the employers present in the workplace. In this strategy one individual has to
compromise their goals and objectives. For instance if in the collective dispute type of condition
managers of the firm adopts collective bargaining type of strategy then in this condition it can be
seen that motivation level of staff members decreases and leads to decline in overall efficiency
level (McClean and Collins, 2011). If company like British airways complies with the given
situation then in such circumstances it becomes difficult for the entity to raise motivation level of
its male worker in an appropriate manner. On the other hand forcing is another negotiation
strategy which has the main objective to accomplish the personal goal at the expense of another.
In this type of strategy manager gives importance to personal goals rather than focusing on
organization one.
In case if British airways uses this type of strategy in collective disputes type of condition
then in such situation negative environment can be build within the enterprise. It involves
negative feeling among the male staff members present in the company. So as a result of this it
becomes difficult for company to retain its valuable employees and they will not prefer to take
part in the major affairs of the firm. Furthermore by analyzing the entire situation presently faced
by the company the smoothing strategy is considered to be most appropriate. This is because by
adopting this strategy managers can give more importance to the opinion and views of the staff
9

members (Verreault and Hyland, 2002). So this can help in raising motivation level of the staff
members of British airways especially those who are male employee. It can also support in
reducing negative feeling among staff members which is generally high when mangers does not
focuses on the views and other opinions given by employees during the collective bargaining
process. Furthermore it can be said that firm like British airways can develop win – win situation
for both employers and employees if it carries out effective selection of specific negotiation
strategy in effective manner.
TASK 4 UNDERSTANDING THE CONCEPT OF EMPLOYEE
PARTICIPATION AND INVOLVEMENT
4.1 Assessing the influence of EU on industrial democracy in UK
Industrial democracy is the type of structure that is present within the business enterprise
where workers are given responsibility to take crucial decisions within the workplace. European
Union has direct impact on industrial democracy in UK and affects in every manner. Industrial
democracy within the country is being affected through the legislations as developed by the
European Union for instance if EU passes the act where it represents the more prominent role of
staff members in the decision making process of entity. So in this condition industrial democracy
present in the county has to comply with the guidelines issued. Further if company does not
follow it then firm has to go through conditions that have adverse impact such as strikes and
lockout by its staff members (Richard and Johnson, 2000).
Furthermore cultural differences at national level in terms of democracy have direct
impact on the industrial democracy in the country. For example a multinational firm that belong
to the different nations does not focus on the aspect such as considering staff members in the
process of decision making of the enterprise. Business enterprise has to comply with the given
aspect if it is working in the European region. But in case if it is not being followed by the entity
then it becomes difficult for company to carry out its operations in European market in effective
and efficient manner. Furthermore due to the influence of EU only the concept related to partner
based relationship is being developed in the industrial democracy of UK. This type of
relationship takes place between both union work and management towards common or specified
10

goals. So by this it can be said that European Union has direct influence on the industrial
democracy of UK (Othman and Poon, 2001).
European Union has direct impact on industrial democracy as different laws are
introduced which company has to comply with. Further, in case if EU passes any act and firm
does not complies with it then it has adverse impact on the organization. In short, each and every
practice of business is highly regulated by European Union and it is ensured whether business is
working in favour of society or not (Cattell, 2005). Moreover, if company does not follows
proper guidelines then it leads to unfavourable situations such as strike and lockout. Union has
responsibility to set different standards as per the job and overall working environment in
company so that staff members can be protected from any type of harm and this in turn has
positive impact on the entire business.
4.2 Compare methods used to gain employee participation and involvement in the decision
making process in organization
Different methods are present that can be used by company with the objective to gain
employee involvement and participation in the process of decision making. It takes into
consideration techniques such as attitude survey, suggestion scheme and consultation etc.
Consultation is considered as one of the most common practice adopted by firm with an
objective to encourage its employees to take part in the decision making process. In this method
managers provide opportunity to staff members in order to present their views and ideas in front
of the top management so that company can improve its overall performance (Hoobler and
Johnson, 2006). This directly supports in raising motivation level of employees and they take
initiative in favour of company. Whereas in comparison to this attitude survey is next method
which is also considered as effective through which British airways can encourage its employees
to take active participation in the affairs of company and present their views on specific matters
and views that are linked with them. It takes into consideration job evaluation and performance,
pay determination etc.
After knowing the perception of workers company can carry out different changes in its
existing policies being developed. Furthermore suggestion scheme is another technique with the
help of which company can increase motivation level of its staff members. Employees are
encouraged to take part in the decision making process and through these workers who are
11

dissatisfied with the entity can present their views in front of top management. Further this
method provides opportunity to company to carry out all its operation in effective manner. In
short all these techniques provides platform to employers and employees so that they can interact
with each other (Kiessling and Harvey, 2004). For instance if British airways has developed any
new policy which is linked with the working condition in company. So effectiveness of the new
policy can be known by company if valuable suggestions of staff members are taken. With the
help of this business enterprise can identify whether it is beneficial for them to continue its
operations by adopting such policy or not. Therefore by using different methods workers can be
involved in the process of decision making.
4.3 Assessing the impact that human resource management has on the employee relation
Human resource management has direct impact on employees retention and through this
staff members who are working in welfare of enterprise can be retained easily. Furthermore in
this regard it can be said that policies and rules developed by human resource department of
British airways has direct impact on the relationship prevailing between employers and
employees. The relationship between staff members and employers can be strengthened easily if
human resource management of the entity provides favourable working environment to the
people present in the workplace (Cattell, 2005). This directly supports in retaining employees
and helps in enhancing level of motivation. Such type of surroundings can be developed by
adopting person culture within the workplace. In this type of culture opinion and views of are
given major importance and directly supports in increasing motivation level of staff members
present in the company. As a result of this relationship between managers and workers of British
airways will be improved in effective manner.
Furthermore the employee relationship perspective adopted by the HR department of firm
has direct impact on the relationship that is present within the organization. For better
development of relationship between employer and employee company can follow pluralist
perspective of employee relation and through this it is possible to improve overall organizational
performance. This is due to the reason that this approach focuses on need and significance of
considering union within the organization. However, if company depends on different
perspectives likewise unitarist then in such situation appropriate and suitable relationship can
developed and maintained by the enterprise (Torrington, Taylor and Hall, 2006). On the other
12

hand, if human resource manager can potential measures in order to motivate and encourage
employees than in such environment better relationship between functional managers and
subordinates can be developed. Furthermore, by the means this firm can operate in more
effective and efficient manner so that desired corporate goals and objectives can be achieved as
well as brand image of the firm can be improved.
CONCLUSION
From the above report it has become easy to understand the importance of managing
employee relation within the workplace. It has become necessary for every firm to develop an
effective relationship between employer and employees so that operations can be carried out
efficiently. Furthermore through such type of relations strategic aims and objectives of company
can be accomplished easily and in turn acts as development tool. British airways can easily
render effective services to its customers by retaining its staff members and helps in increasing
profitability level. Moreover by identifying the unitary and pluralistic frames of references
effectiveness of the labour union can be determined by the entity.
13

REFERENCES
Books
Analoui, F., 2000. The Changing Patterns of Human Resource Management. Ashgate,
Hampshire.
Armstrong, M., 2005. Strategic Human Resource Management: A Guide to Action. Kogan Page
Publishers.
Burnes, B., 2003. Managing Change. London, Prentice-Hall.
Fombrun, C., Tichy, N.M. and Devanna, M.A., 2005. Strategic Human Resource Management.
John Wiley and Sons.
Holbeche, L., 2013. Aligning human resources and business strategy. Routledge.
Jackson, S., Schuler, R. and Werner, S., 2011. Managing human resources. Cengage Learning.
Marchington, M. and Wilkinson, A. J., 2012. Human resource management at work.
Marsden, P., Caffrey, M. and McCaffery, J., 2013. Human Resources Management Assessment
Approach. Capacity Plus.
Mathis, R. L. and Jackson, J., 2011. Human resource management: Essential perspectives.
Cengage Learning.
Nutley, T., 2004. The Little Book of Personal Development. 2nd ed. Lulu.com.
Paauwe, J., 2003. HRM and Performance: Achieving Long-term Viability. Oxford University
Press.
Parker, D., 2001. Privatization and Supply Chain Management: On the Effective Alignment of
Purchasing and Supply after Privatization. Routledge.
Samaras, P. A., 2012. Self-Study Teacher Research: Improving Your Practice Through
Collaborative Inquiry. SAGE.
Torrington, D., Taylor, S. and Hall, L., 2006. Human Resource Management, London, UK:
Prentice-Hall.
Journals
Bach, S. and Bordogna, L., 2011. Varieties of new public management or alternative models?
The reform of public service employment relations in industrialized democracies. The
International Journal of Human Resource Management. 22(11). pp.2281-2294.
Cattell, A., 2005. Human Resource Development: Strategy and Tactics. Industrial and
Commercial Training. 38(4). pp.218 – 218.
14

Dizgah, M. R., Chegini, M. G. and Bisokhan, R., 2012. Relationship between job satisfaction
and employee job performance in Guilan public sector. Journal of Basic and Applied
Scientific Research. 2(2). pp.1735-1741.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human Resource Management Journal. 21(1). pp.3-13.
Hansen, S. D. and et.al., 2011. Corporate social responsibility and the benefits of employee trust:
A cross-disciplinary perspective. Journal of Business Ethics. 102(1). pp.29-45.
Hoobler, M. J. and Johnson, B. N., 2006. An analysis of current human resource management
publications. Personnel Review. 33(6). pp.665 – 676.
Jiang, K., Lepak, D. P., Hu, J. and Baer, J. C., 2012. How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
mechanisms. Academy of management Journal, 55(6), pp.1264-1294.
Kiessling, T. and Harvey, M., 2004. Strategic global human resource management research in
the twenty-first century: an endorsement of the mixed-method research methodology. Int.
J. of Human Resource Management. 16 (1). pp.22-45.
Maurer, T. J. and Chapman, E. F., 2013. Ten years of career success in relation to individual and
situational variables from the employee development literature. Journal of Vocational
Behavior. 83(3). pp.450-465.
McCauley, C. D., 2012. Reflection and Integration: Supervisor–Employee
Relationships. Personal Relationships: The Effect on Employee Attitudes, Behavior, and
Well-being. pp.95.
McClean, E. and Collins, C. J., 2011. High‐commitment HR practices, employee effort, and firm
performance: Investigating the effects of HR practices across employee groups within
professional services firms. Human Resource Management. 50(3). pp.341-363.
Othman, B. R. and Poon, L. M. J., 2001. What shapes HRM? A multivariate examination.
Employee Relations, 22(5). pp.467 – 480.
Pandilwar, S. and Sarkar, S., 2012. Sustainability Aspects in Employee Relation and
Development: A Case of Mahindra and Mahindra Ltd. Farm Equipment Sector—
Nagpur. Today’s HR for a Sustainable Tomorrow. 1. pp.249.
Richard, O. C. and Johnson, N. B., 2000. Strategic human resource management effectiveness
and firm performance. The International Journal of Human Resource Management. 12
(3). pp.290-311.
Verreault, A. D. and Hyland, M., 2002. Evidence for increasing the focus on strategic risk in
HRM audits. Managerial Auditing Journal. 20(2). pp.520 – 540.
Online
15

Negotiation strategy. 2015. [Online]. Available through: <http://www.bms.co.in/explain-
different-types-of-negotiation-strategies/>. [Accessed on 31st January 2015].
Role of manager in employee’s relationship. 2015. [Online]. Available through:
<http://www.management.com/role-of-managers-in-employee-relations.htm>. [Accessed
on 31st January 2015].
Trade union in UK. 2015. [Online]. Available through: < http://www.tuc.org.uk/britains-
unions>. [Accessed on 31st January 2015].
Unitarist perspectives, 2015 [Online]. Available through: <
http://yourpersonalresearchwriter.blogspot.in/2010/12/unitary-and-pluralist-perspectives-
of.html>. [Accessed on 31st January 2015].
16