Analysis of Employee Relations at Sainsbury: A Comprehensive Report

This report provides a comprehensive analysis of employee relations within Sainsbury, a major UK retail enterprise. It begins by exploring the unitary and pluralistic frameworks of reference, examining how these perspectives shape the understanding of employer-employee relationships. The report then delves into the impact of changes in trade unionism on employee relations, outlining the roles of key players such as managers, trade unions, individual employees, and the government. Further, it discusses procedures for handling various conflict situations, including joining unions, identifying types of disputes and industrial actions, and resolving conflicts internally and externally. The key features of effective employee relations are highlighted, along with the role of negotiation in collective bargaining and its impact on specific situations. The influence of industrial democracy in the UK is also considered, along with a comparison of participation and involvement methods in decision-making processes. Finally, the report examines the impact of Human Resource Management (HRM) on employee relations, offering insights into how these elements contribute to Sainsbury's overall success.

EMPLOYEE RELATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and pluralistic frames of references.........................................................................1
1.2 Changes in trade unionism affected employee relations.......................................................3
1.3 Role of main players in employee relations..........................................................................4
TASK 2............................................................................................................................................5
2.1 Procedures to deal with different situations..........................................................................5
2.2 Key features of employee relation .......................................................................................6
2.3 Effectiveness of procedures in conflict situations.................................................................7
TASK 3............................................................................................................................................8
3.1 Role of negotiation in collective bargaining.........................................................................8
3.2 Impact of negotiation strategy for a situation.....................................................................10
TASK 4..........................................................................................................................................11
4.1 Influence of industrial democracy in the UK......................................................................11
4.2 Comparison of methods through participation and involvement can be gain in decision
making process..........................................................................................................................12
4.3 Impact of HRM in employee relation.................................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

Illustration Index
Illustration 1: Employee relation.....................................................................................................2
Illustration 2: Trade union development..........................................................................................6
Illustration 3: Trade union membership between 2001 and 2014..................................................11

INTRODUCTION
Employee relations is very important element that assists to maintain strong employer
and employee relationship. This is because, it is key to make ultimate success of the business. It
determines positive relationship and also creates several advantages (Hickland and Hickland,
2017). It helps to solve conflict to make people more loyal within the organisation. Society is
very complex and dynamic so it consists several group, institutions and many other persons.
These all members are interrelated who possess distinctive perception and also influence due to
several factors. Further, there are several decisions which cannot easily taken by a single person.
Therefore, work need to be shared among people that assists to meet with goals and objectives.
In this context, present report is based on Sainsbury which is retail sector enterprise in
UK market. It is the second largest chain of the supermarket in UK which has 16.9% share in the
market. Further, they are also provided products and services in several countries such as
Holborn, London, UK, etc. In order to focus on the present report, it covers unitary and
pluralistic frames of references in context of employee relationship. Furthermore, it includes
procedures to follow different conflict situations in the selected enterprise. Moreover, it discusses
about procedures about the collective bargaining and managers which examines to manage and
implement properly to avoid disputes. In addition to this, report explains impact of human
resources' management on the employee relations.
TASK 1
1.1 Unitary and pluralistic frames of references
In respect to determines the employee relations, it embraces set of phenomena in different
sides such as inside and outside the workplace. It also concerns with deciding and regulating the
relationship among employees (Geppert, Williams and Wortmann, 2014). Within Sainsbury it
includes administering of the institutions with rules to regulate things to demonstrates work
regulations. Socio industrial conflict and its solution has been made in the organisation to
explicit and implicit bargaining power among the employees with their superiors. In this aspect,
following are different types of frames has been explained in Sainsbury:
 Unitary framework: Unitary framework based on the assumption which integrated by
the single person or authority. Therefore, in the structure several elements must be
involves such as common values, interests and objectives which shared by the business
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with its all members (Grant, Wallace and Spurgeon, 2013). It includes assumptions such
as capitalist society, integrated with several persons who can work in the enterprise. In
this way, coercion and paternalism included in the regulations. Furthermore, it determines
effective role of trade union in interruption from outside. Historical survival also
implemented that are related to wrong period. In other words, it can be stated that this
perspective has the great deal to support the industry that is based on research. It also
maintains preference for unitary in decision making. This framework assists to focus on
strategic and integrated managerial approach for management of the people. HRM also
support to accomplish business objectives and goals (Eckhardt, Laumer and Weitzel,
2014).
 Pluralistic framework: In the pluralistic framework, there are three types of elements
has been demonstrates such as input, conversion and output. Mainly input of Sainsbury
has function to identify differences of interest. It includes micro level organisation
tensions and macro level of society values and issues (DeLellis and Sauer, 2015). Further,
expression comes in term of hidden individual, overt constitutional and industrial
pressure. In the conversion, processes institutions and levels implemented that develop
output in term of substantive and procedural. In addition to this, degree also varying in
the formality.
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Illustration 1: Employee relation
(Source: Employee relation, 2017)

1.2 Changes in trade unionism affected employee relations
Impact of the trade union demonstrates quality of the business depends on monopoly
bargaining effects of voice. There are two large extent exists in which union wage premium
extracted in negotiation with employers to perform as payment in return (Edgar, Geare and
O'Kane, 2015). In Sainsbury, there is stable and better relationship has been seen which create
positive impact on the functions and operations. Following are certain changes which create
impact on employee relations:
Raise awareness: In Sainsbury, changes in the trade union impact to raising awareness of
problems at work to rectifying through negotiation with management. This function increase
flow of the information to workers so that their awareness shortcoming and politicising to
become more crucial in employee relations (Borg and Söderlund, 2013). In addition to this,
climate also strongly associated with employee perception to make union effectiveness.
Reduction in training cost and generate more savings: In this aspect, reduction in
training costs and saving on recruitment determines in Sainsbury. It will assist to reduce
disruption in the work team. Therefore, likelihood will increase that return from efforts to up-
skills the workforce (Gallardo-Gallardo and Thunnissen, 2016). It also provides employees with
effective voice so that union enable the employer to learn about the operations. It also facilitating
improvements in production process which have been hidden to employer and employee
knowledge.
Fill the productive gap with non-union sector: Broad consensus is the British union
which can be determines positive and negative impact on the labour productivity. When union
unable to compensate for wage premium, better productivity will create results in the lower
profitability (Wiggenhorn, Pissaris and Gleason, 2016). Reduction in the quitting might be
demonstrates attributes to union actions that improves terms and conditions and also impact
negatively on union voice on which is not appears for non-union forms.
Workplace closure: Trade union also create impact on the certain sector in term of the
workplace closure. With this regard, group of employees in Sainsbury determines changed
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through relocation of work, delivery of alternative services and total facility for development of
the objectives and goals (Ollo-López, Bayo-Moriones and Larraza-Kintana, 2016). In addition to
this, the chosen organisation also demonstrates bargaining scope of the trade union which can be
impact to various changes with setting of negotiation.
1.3 Role of main players in employee relations
There are various players working in Sainsbury such as managers, employees,
government, etc. With the help of interest of different employees, there is effective relationship
managed that assists to solve business issues which take place. Therefore, each member support
to accomplish the goals and objectives of the enterprise when they support in it effectively. They
all are playing very important role to make successful outcomes (Morf, Arnold and Staffelbach,
2014). Following parties are engaged in employee relations within the organisation:
Manager: Managers of Sainsbury play role for creating and maintaining motivation of
employees. They all are obtained commitment from the workforce. Therefore, with the help of
communication mutual benefits can be established that assists to accomplish high level of
efficiency (Pernicka and Reichel, 2014). In addition to this, they are also negotiated terms and
conditions of employment through sharing decisions with employees. Therefore, they all are
easily engaged in power struggle with trade union.
Trade union: Trade unions also play major role in success of Sainsbury through
demonstrates terms and conditions of employment. They represents individual in the conflict
with management (Dennett, Cameron and Jenkins, 2014). Therefore, abilities of employee
influence in the work environment. In this way, relations regulated with trade union to
accomplish objectives and goals of the enterprise.
Individual employee: Employees also determines important participation to accomplish
their goals and objectives. They are playing major role to improve conditions of employment,
voice and grievances, exchange ideas and views of management in order to share in decision-
making (Tansley, Kirk and Barton, 2014). Each individual pertains their role to provide
maximum satisfaction to customer to maintain their loyalty.
Third party (Government): Government determines important role to creates and
maintains harmony at workplace. It creates framework of the rules for conduct fair in the
relationship. It also establishes peace to make arrangements. Therefore, Sainsbury accomplish
prosperous society with justice (de Thierry, Lam and Wood, 2014). This is because, they are
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regulates rules and regulations regarding products quality, taxes and many other things.
Therefore, business will easily develop their outcomes to operate successfully in the market.
Customer: Computer services are very important aspect through organisation can contact
with their customers in the company. They are playing vital role in Sainsbury consequently to
identify product issue which need to be solved by the enterprise. Their main role is to identifying
customer services to differentiate it with other competitor according to their services. Through
putting extra efforts in customer services, competitive advantages can also be provided in the
selected business (Fossum, 2014).
TASK 2
2.1 Procedures to deal with different situations
In order to deal with different situations, Sainsbury need to follow following procedure:
 Joining a union: At workplace of UK, there are different kinds of union take place in
which Sainsbury need to identify in which they have to join. It includes craft union,
industrial union, general union, white collar union. In craft union, support have been
made to skilled people such as sales man, etc. Industrial union grew with traditional
heavy industrial such as distribution workers, shop, etc. General union includes semi-
skilled and un-skilled workers (Larson, 2017). White collar unions include people that are
working in clerical job. Sainsbury need to join trade union to provide valuable
information in communication that create link between management and workforce. As
results, strong union encourage management to take needs of workers seriously.
 Types of dispute: In the next step, dispute need to be identified. For example, there are
three kinds of disputes occurs at workplace such as disciplinary, grievance and industrial
disputes etc. In this way, the organisation need to assess the methods also that helps to
solve this issue. For example, Gherao is the best way in which group of workers initiate
the collective action which aimed to the management from leaving office (Shields,
Brown and Plimmer, 2015). In Sainsbury, dispute has been take place due to lack of
disciplinary among employees which create negative impact on their work and
performances.
 Types of industrial action: After identifying issue, industrial action need to be assess in
Sainsbury. In this way, there are many types of industrial action has been determining
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such as overtime bans, work to rule, etc. In the chosen enterprise, work to rule action has
been taken which assists to follow job description in the environment. Beside this, in this
step causes also need to be identified of industrial dispute (Geppert, Williams and
Wortmann, 2014). For example, employment related, nationalisation/privatisation,
recognition as the bargaining agent, political issues, etc.
 Resolve a dispute: At last, solving industrial disputes can be determines in two aspects
such as internally or externally. In internally aspect, disciplinary procedure and
grievances procedure can be schedule which need to be followed by Sainsbury.
Therefore, they will enable to implement effective disciplinary procedure in the business
unit (Grant, Wallace and Spurgeon, 2013).
2.2 Key features of employee relation
In order to solve conflict, following procedure can be implemented in Sainsbury that
enhance effectiveness in the organisation:
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Illustration 2: Trade union development
(Source: Trade union development, 2017)

 The first feature demonstrates, that organisation need to identify and clearly defined the
real problem which creates conflicts among the members which impact on the
performances. This is because, it assists to identify real issue which need to be solved by
the organisation. In order to solve the conflict, people of the selected enterprise need to
understand each other because miss-communication create problem which also generate
issue to understand each other (Wiggenhorn, Pissaris and Gleason, 2016).
 In Sainsbury employers also provide rewards and recognition in the group to enhance
performances and overall productivity. With the help of flexible working hours,
employees easily set their working hour pattern with implementing leaves as well (Borg
and Söderlund, 2013).
 Another feature of the employee relation increase engagement of all level of employees
to propose the strategy. With the help of offers discount and other schemes, Sainsbury
has opportunities to enhance their outcomes in significant manner. Shares scheme also
introduced due to employees feel very important part in the enterprise (Shields, Brown
and Plimmer, 2015). They are not recognised labour union in the stores so that major
conflicting can be resolve.
 Customers are not hight depends on Sainsbury because there are many other retail sector
businesses operate in UK. Therefore, manager of the organisation claims on their
employee’s due to which require plan to replace labour agency with strike of workers.
 Features of employee relations greatly interdependent with success of the enterprise.
Employees contribution is directly link with success of Sainsbury. Therefore, company
try to use key features in improving employee relations according to the time. It mainly
includes compensating employees, taking care of them and safety and security to
formulate the strategy (Dennett, Cameron and Jenkins, 2014).
2.3 Effectiveness of procedures in conflict situations
In order to determines effective procedure, in conflict situation following procedure need
to imply in Sainsbury:
 Identify and define the issue and problem: In order to determines effective results,
firstly Sainsbury need to identify issue and problem due to which conflict has been take
place. In this aspect, perspective of each person need to express to define real conflict.
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Therefore, the company can easily understand about the issue which take place in
business.
 Brainstorm solutions: When Sainsbury understand each person problem and issue, they
have to identify personal needs which begin to look for possible mutually and satisfying
through solution to meet the requirement. In this way, the selected business need to know
about solution through different ideas to come up with its effectiveness (Shields, Brown
and Plimmer, 2015).
 Evaluate the solution: After selecting the best idea from various alternatives, Sainsbury
need to come up with solutions. Therefore, the business can evaluate each part in
constructively. In addition to this, the company need to start and putting down the other
people ideas. As results, they have to suggest strength and weaknesses of each idea which
selected in effective manner (Pernicka and Reichel, 2014).
 Choose the best win/win solution: When business evaluates their alternative options,
which held in brainstorming session, people need to develop their performances together
to make possible solution (Eckhardt, Laumer and Weitzel, 2014).
 Implement this solution: With including everyone together, action plan has been
developed through whom, what, when and how elements. Therefore, objectives and goals
accomplish in systematic way through set the targets and ascertain profitability.
 Choose follow up to date evaluation: It is very important step that make sure chosen
solution has been solved in the conflict to everyone satisfaction. Therefore, the
organisation need to set the date which assists to evaluate the solutions that are working.
Solution not easily developed in the business (Wiggenhorn, Pissaris and Gleason, 2016).
Therefore, work solution in Sainsbury need to be modify their solutions and choose
alternative to try it in effective manner.
 Celebrate the success: Finally, the organisation need to resolve their conflict with
meaningful and satisfying experiences. In this aspect, resolving conflict can bring
togetherness among all the employees. Therefore, strengthen could be maintained in the
relationship (Grant, Wallace and Spurgeon, 2013).
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TASK 3
3.1 Role of negotiation in collective bargaining
Collective bargaining is the negotiation, administration and interpretation those write
down the agreements among the different parties. In this aspect, groups maintains their
performances that represent to act as the collective bargaining in systematic way. It helps to set
the objectives according to time to accept management and membership in the business unit
(Ollo-López, Bayo-Moriones and Larraza-Kintana, 2016). In Sainsbury, there are generally 4
issues occurs such as wages, hours, terms and conditions, grievance procedures. Large
enterprises have HRM department with developing industrial relations experts participates such
as corporate executives. In the chosen company, union bargaining teams include officer from
international and nation union government that ensure rules which need to be followed by
financial institutions at cost of the contract.
In respect to prepare solution, collective bargaining need to negotiate fact gathering, goal
setting and strategy development (Shields, Brown and Plimmer, 2015). In the fact gathering
internal information includes employee performance records and overtime. However, external
information includes data on which similar another organisation work. Goal selling in Sainsbury
includes management which decides to expect from the negotiation. In the strategy development,
includes assessing the other side power and tactics. Following steps used by collective
bargaining includes following elements:
 Preparation for negotiations: In the collective bargaining, each side usually begins with
public demand which willing accept by Sainsbury. It is more realistic assessment and
compromises occurs behind the doors. However, oral agreements written is submitted for
union in the business (Borg and Söderlund, 2013).
 Contract negotiation: Contract negotiation is the implementation, interpretation and
monitoring that negotiate contract among labour and management. Information
dissemination helping to the staff and workers to understand new contract provisions.
Implementation required that makes changes which can comply with contract terms.
 Agreements: Collective bargaining need to make their agreements with people in which
conflict take place. Therefore, they are able to reach possible solution in effective
manner. However, they have to check economic strikes, wildcat strikes and lockouts.
Labour and management cannot reach agreements before the current contract expires.
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