Employee Relations Report: Analysis of Marriott Hotel, HRM Practices

This report analyzes employee relations within the context of Marriott Hotel, a prominent player in the hospitality sector. It explores the interplay between unitary and pluralistic perspectives in employee relations, examining how changes in trade unionism impact the workplace. The report delves i...Read More

EMPLOYEE RELATIONS
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TABLE OF CONTENTS
INTRODUCTION................................................................................................................................3
Task 1....................................................................................................................................................3
1.1 Unitary and Pluralistic frames of references in employee relations..........................................3
1.2 How employee relation is affected by change in trade unionism..............................................4
1.3 Role of main players in employee relations...............................................................................4
TASK 2.................................................................................................................................................5
2.1 Procedures followed by organisation at different conflict situation..........................................5
2.2 Key features of industrial relation in the situation of conflict...................................................6
2.3 Evaluate the effectiveness of the procedures used in the conflict situations.............................7
TASK 3.................................................................................................................................................7
3.1 In collective bargaining role of negotiation...............................................................................7
3.2 Assess the impact of negotiation strategies................................................................................8
Task 4....................................................................................................................................................8
4.1 Influence of European Union on Industrial democracy.............................................................8
4.2 Methods which are used for participating employees in the process of decision making.........9
4.3 Impact of human resource management on employee relations..............................................10
CONCLUSION..................................................................................................................................10
REFERENCES...................................................................................................................................11
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INTRODUCTION
Functioning of organisation depends on both human and physical resources.
Accomplishment of organisational goals is only possible if employees work efficiently and make
effective use of physical resources. Employees play a significant role in organisation so the
employee relation is paramount for an organisation to run (Clarke, 2011). Employee relation which
is also known as industrial relation is a term used to define the relationship between co-workers,
employees with his leader or supervisor and relationship of employees with management. Smooth
running of an organisation is only possible if industrial relation is good. The present study will
discuss the aspects of employee relations in perspective with hospitality sector. Marriott Hotel is
one of the well-established and renewed brand in full service hotel industry. This is one of the
luxurious hotel and has a flagship brand for providing great services to its customers.
TASK 1
1.1 Unitary and pluralistic frames of references in employee relations
In Hotel Marriott, through frames of references, industrial relation is determined by its top
level management. Managers of organisation can perceive the relation through two basic views
which are unitary and pluralistic perspective.
The Unitary Perspective The Pluralistic perspective
In Unitary perspective, all employees and
managers of a harmonious and united
organisation share interest and objectives which
are common (Bach and Kessler, 2011). They try
to create an environment in which workers can
work with commitment and loyalty to achieve
the ultimate goal. To attain the organisational
objective, leaders should represent strong
leadership skills among the staff. In this
perspective, conflicts is discern as a negative
force which leads to disloyalty and this is
disruptive for Hotel Marriott.
This is a substitute of unitary perspective. in this
view, there are different values, beliefs and
attitudes of an employee which are working at
the workplace. So, there can be conflicts at
workplace. By the process of collective
bargaining, disputes in organisation are handled.
There are various powerful and competing
groups and trade unions in an organisation like
management and leaders (Hou and Reber, 2011).
They have their own objectives and norms. In
this view, complete power and control is in the
hands of these various groups. In pluralistic
perspective, managers persuade and coordinate
the workers. In this approach, trade union plays
a vital role.
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1.2 Way in which employee relation is affected by change in trade unionism
As work and workplace in the Hotel Marriott changes for employee and employer, the trade
unions need to revive according to the change (Chillas, 2010). From past 20 years, demand of trade
union keeps on changing as needs of workers are getting changed according to their knowledge
about work. To enhance industrial relations, these days main focus of trade unions is to educate and
train workers according to the need of hotel and on building loyalty and commitment towards hotel
by reshaping the expectations, attitudes and behaviour of workers. To make the employees work
efficiently and effectively, trade union of hotel provides well-trained staff and researchers who help
workers in providing various relevant skills. Active, alert and aware membership is created by them.
For the issues related to labour management, all employees are given with wide knowledge. All
these activities will help the employee to work efficiently and build healthy relationship in hotel
Marriott. As trade union ensures security related to income, it provides safe working condition that
is the reason they play vital role in the organisation. In present days, trade unions enhance the
employee relation by educating them about human rights which they have according to the law
related to labour (Clarke, 2011). They coordinate the workers and create a positive environment so
that can feel secured while working. They educate them about various machineries and the way of
using them so that they can protect employees against injuries. Industrial relation is affected by the
change in trade unionism as they act as an intermediary between management and employees.
1.3 Role of main players in employee relations
In industrial relationship, there are various parties in hotel who interact with each other to
form healthy relations and work together. There are three main parties that play a great role in
maintaining employee relations.
Role of the manager Role of Trade Union Role of the state and third
party
 Motivating employees
to work with
enthusiasm.
 Maintaining motivation
among employees by
giving incentives.
 Employment terms and
conditions are set by the
process of collective
bargaining.
 Creating and
maintaining a strong
relationship which is
friendly at the
workplace.
 Providing healthy
environment so that
employees can feel
 Trade union of the hotel
should maintain
effective relations with
 High level of
employment is
maintained by state
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comfortable while
working with each other
(Day, 2011).
other trade union. government.
 Manager or supervisor
must provide work to
employees according to
their knowledge and
specialised skills.
 In conflict with the
management, it
represents all
employees.
 They protect the people
by maintaining price
stability.
 Supervisor should work
in a way that he would
become the role model
for employees.
 Trade union should
enhance the ability of
employees to work so
that they can work at
any event taking place
in the hotel.
 They make rules and
regulations for the
employer so that he can
treat each and every
individual fairly.
 Managers should treat
all employees equally
by not doing partiality
among them.
 They provide job
security to the workers
along with various
benefits.
 They establish peach
making arrangements so
that conflicts and
disputes will be less in
the hotel.
 Business
communication that is
important must reach to
all employees through
proper means.
 They keep a check on
actions undertaken by
the employers which
focus on minimizing the
unfair labour practices.
 Establishing justice for
enhancing welfare of
society.
 Supervisor of hotel
Marriott should take
proper commitment and
loyalty by employees.
 Trade union acts as a
chief for preparing laws
and various rules for
protecting the rights of
workers.
 Government prepares
various policies which
deepen down industrial
relations (Gupta and
Kumar, 2012).
 Management can share
their decision with the
employees.
 They represent the
workers and their
problems as well as
 Legislation has created
various laws which help
the hotel to run
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solve these issues
efficiently.
efficiently with healthy
employee relation.
TASK 2
2.1 Procedures followed by organisation at different conflicted situations
When there is any sort of difference in thinking of employee and employer, conflict or
dispute in the hotel take place. These conflicts can lead to positive and negative consequences in
organisation. There are various types of conflicts which can occur at the workplace and there are
different strategies through which conflicts can be resolved in Hotel Marriott.
Types of conflicts and procedures to resolve them are:
There are different types of conflicts which can occur at the workplace of Hotel Marriott:1. Inter-personal Conflict: This is the situation in which conflict occurs between two
individuals. Here, conflict can occur among employees, employee with management or may
be conflict of the hotel with customers.2. Intra-personal Conflicts: In this conflict, situation arise where individual fights with himself
to know his actual goal and for what he should choose to work according to his thoughts,
way of thinking and the principles he follows (Hou and Reber, 2011).3. Strategic Conflict: When the group of people work together, most of the time conflicts arises
among them are unintentional. Sometimes, to achieve the objectives of organisation,
management creates conflicts which are known as strategic conflicts.4. Structural Conflict: In Hotel Marriott, conflict can occur due to organisational structure
which hotel follows to manage various functions. Most of the time, conflicts occur between
various departments of hotel.
Strategies followed by Hotel to resolve the conflicts:1. Compromising their wants: It is the situation in which both parties compromise on what
they want and settle down on getting the part of what they were desiring (Ibrahim and Al
Falasi, 2014).2. Avoiding the conflicts: As conflicts and disputes create an unhealthy environment at hotel
so, it is better to avoid this kind of situation most of the time.3. Resolving the conflict: Conflict can be resolved in hotel by listening to both the parties and
try to understand problems of both sides so that they can come to the conclusion about who
is right and who is wrong.
4. Forcing of solution: By forcing the solution to parties, they have to resolve the conflict
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according decision taken by authoritative person.
2.2 Key features of industrial relation in the situation of conflict
An expert communicator is paramount to solve the problem effectively in hotel Marriott.
Hotel should create healthy and open communication environment so that employees can easily
share their problems and issues. This will make it easy to understand the problem and wants of
employee. Immediate response to the conflict is important so that it would get resolved at initial
level (Larson, 2015). Various situations must be analysed by the hotel so that it can provide
resolutions to the issues. Various key features involved in industrial relation are:
1. For increasing the performance of workers, motivating them by giving recognition, rewards
and incentives.
2. By providing working flexible hours so that workers would not feel restricted and will work
comfortably.
3. To improve the employee relations, hotel involves all employees while taking any strategic
decision.
4. Hotel Marriott can provide financial security to the workers which will create healthy
relations among them.
2.3 Evaluating the effectiveness of procedures used in conflict situations
Proper initiative is taken for resolving the conflict by Hotel Marriott. When management
comes to know about the conflicts, they should take action at that very moment so that it will be
stopped there only. Increasing conflict will make it difficult for the organisation to resolve. A
friendly environment must be created so that conflicts can be decreased as the behaviour and
attitude of individuals towards work will get changed. To resolve the conflict, understanding
problem plays a vital role which is the first stage of getting solution (Martínez Lucio, 2010). This
will be complicated for the hotel but it is important to find the actual problem so that it can come to
a decision about who is right and who is wrong. Thus, decision can be taken on the basis of
understanding which will be beneficial for hotel Marriott.
After understanding the problem, second stage for hotel Marriott is to provide the solution
for conflict. The best solution to decrease conflict is to create an environment in which all
employees work in coordination with each other.
TASK 3
3.1 Role of negotiation in collective bargaining
Negotiation is the agreement in which two parties join hands together to discuss issues and
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come to a solution which is good for both the parties with the help of negotiator. This contract is
accepted by all parties involved at the time of negotiation. Various roles of negotiations are
discussed henceforth:
 In hotel Marriott, negotiation will help hotel to reach at the level which is beneficial for both
the parties. They can get proper solution in the process of collective bargaining.
 The process of collective bargaining is effectively managed by negotiation as the conflict is
resolved by negotiating.
 By giving rewards related to finance like giving incentives and monetary gifts, hotel can
motivate the employees to work with commitment and loyalty (Morris, 2012). This will
decrease the chances of conflict in hotel.
 At the initial stage, problem can be solved through negotiation which is good for hotel as the
conflict would not increase.
 It is done by following various rights and laws so that it would not harm the rights of
employees.
3.2 Assessing the impact of negotiation strategies
The issue which is faced by hotel Marriott is related to increment in wages and salary which
are received by the workers. Form the point of view of management, salary paid by workers are
sufficient but the demand of employees is increasing. So, for this issue, negotiation strategies are
followed by hotel to come to a solution.
Impact of negotiation is that hotel comes to a solution where both management and
employees are happy as negotiator solves the conflict by providing solution which is good for both
the parties (strategies for negotiating. 2016). Through these strategies, reputation of hotel would not
get affected as they agree on collective bargaining. It increases the interest of workers as they get
satisfied in the process of negotiation. This will lead to the growth of hotel and has a good staff
which is loyal and committed towards their work.
TASK 4
4.1 Influence of European Union on industrial democracy
Industrial democracy is when workers participate in decision-making process and they also
assist responsibility and authority among each other for fulfiling some purpose in an organisation.
There was an aggressive relationship among the manager and trade union in Britain based
companies which did not affectively attain the business growth and development aspects within the
economy (Morrison and Croucher, 2010). For such reason, European Union plays a vital role which
helps the Industrial democracy by introducing European legislation in which there is Partner based
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relationship for workers. It influences industrial democracy to work on the same goal that
strengthen the power to make decision which leads to decrease in number of conflicts, ideas among
members matched and diversity reduced. It not only influence workers to work on same goals but it
helps in educating the employees and delivering various benefits that lead to increase in the
performance level.
On the other side, European Union policy also influence people that are involved in the
decision-making process. It gives a positive impact on the UK firm in various ways which reduces
conflicts by considering each employee’s interest. Moreover individual needs and interest of the
employees is also analysed by the management under this approach which helps company in
effectively attaining the business growth and development aspects. There is a difference in culture,
views, ideas and attitude because employee at workplace come from different backgrounds due to
which there is high chances of conflicts (Osman-Gani, Hashim and Ismail, 2013). To overcome
from the conflicts, there is European Union policy which helps the employee in decision making
process at each level by change in policy, strategies as well as rules and regulation in an
organisation. It helps the employee for optimum utilisation of resources and manage time that leads
to create a brand image in the minds of customers of UK businesses. It shapes the scenario of UK
business by controlling the environmental factors through various employment practices and also by
monitoring the firm and upcoming market changes.
4.2 Methods which are used for making employees participated in the process of decision making
There are several methods for an organisation to help the employee in decision-making
process which helps them in creating value for a firm that are as follows-
 Participation at the board level- It is important for the management of firm to protect the
interest of employees to keep them highly motivated and satisfied. Representatives of
members at the board level are well known for industrial democracy (Torka, Schyns and
Kees Looise, 2010). It helps the board of members by providing and guiding them on
various issues and solve them in front of all members in meetings. It also delivers various
benefited schemes to each member of the board.
 Participation through ownership- This method helps the members in decision-making
process which ensures the employees to attain advance loan, equity shares and also financial
assistance in the organization. That enables the workers to get involved in decision-making
process.
 Participation through collective Bargaining- Members of an organisation participate in
collective bargaining where the clear exchange of demands and needs of each party is
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effectively analysed and evaluated thus attaining the business objective in a well defeined
manner.
 Participation through suggestion Schemes- The members participate in decision-making
process with the help of suggestion schemes (Richbell, Szerb and Vitai, 2010). It is mainly
associated with quality management and continuous improvement. So, it gives an
opportunity to the workers to identify various problems and also, to find various alternative
solutions to the problem.
4.3 Impact of human resource management on employee relations
Human resource management helps in managing employees in an organisation so that they
will put sincere efforts towards attaining organisational objectives. Management manages employee
relations with the help of motivational techniques, training and development programs and used
methods in recruitment and selection process. It includes compensation plans, on-the job and off-the
job training along with internal and external sources. Employees are generally motivated by various
incentive plans, bonus and by conducting training programs through workshops. So, all the
techniques of HRM maintain employee relations at workplace. It influences the workers to
participate in decision-making process and deliver their views that would build a strong relation
among employee and employer (Suliman and Al Kathairi, 2012). Various conflicts settle
automatically at this stage by various HR practices that put a direct impact on employee relations.
HRM changes the organisational structure by change in HR policies that help in fulfilling the
requirements of collective bargaining power of parties. Main focus of any firm to enhance the
productivity of employees by continuous training programs and through conducting performance
evaluation programs that help in maintaining the labour relations. So, human resource management
for maintaining and balancing relations as well as motivating them through various HR practices
directly put an impact on the industrial relations positively. It improves the skills, knowledge and
abilities of workers that ultimately reduce the culture differences and resolve various problems that
help in attaining the set organisational goals effectually.
CONCLUSION
From the above report, it has been concluded that in Hotel Marriott, industrial relation is
very important for running the firm smoothly. In this study, various approaches have been discussed
which help the hotel to run its business in a successful manner. It has been assessed that human
resources are paramount to satisfy the liable needs of employees so that they can work with high
motivation. Hotel Marriott should increase the motivation of employees by provisioning rewards to
them and doing increment in their salary so that there will be no dispute and employees can
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effectually attempt their respective assignations.
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REFERENCES
Books and Journals
Bach, S. and Kessler, I., 2011. The modernisation of the public services and employee relations:
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Chillas, S., 2010. Degrees of fit? Matching in the graduate labour market. Employee Relations.
32(2). pp.156-170.
Clarke, M., 2011. Advancing women's careers through leadership development programs. Employee
Relations. 33(5). pp.498-515.
Day, N. E., 2011. Perceived pay communication, justice and pay satisfaction. Employee relations.
33(5). pp.476-497.
Gupta, V. and Kumar, S., 2012. Impact of performance appraisal justice on employee engagement: a
study of Indian professionals. Employee Relations. 35(1). pp.61-78.
Hou, J. and Reber, B. H., 2011. Dimensions of disclosures: Corporate social responsibility (CSR)
reporting by media companies. Public Relations Review. 37(2). pp.166-168.
Ibrahim, M. and Al Falasi, S., 2014. Employee loyalty and engagement in UAE public
sector. Employee Relations. 36(5). pp.562-582.
Larson, L. K., 2015. Employee Health--AIDS Discrimination (Vol. 10). Larson on Employment
Discrimination.
Martínez Lucio, M., 2010. Dimensions of internationalism and the politics of the labour movement:
understanding the political and organisational aspects of labour networking and co-
ordination. Employee Relations. 32(6). pp.538-556.
Morris, T., 2012. Innovations in banking: business strategies and employee relations (Vol. 22).
Routledge.
Morrison, C. and Croucher, R., 2010. Moldovan employment relations:“path
dependency”?. Employee Relations. 32(3). pp.227-247.
Osman-Gani, A. M., Hashim, J. and Ismail, Y., 2013. Establishing linkages between religiosity and
spirituality on employee performance. Employee relations. 35(4). pp.360-376.
Richbell, S., Szerb, L. and Vitai, Z., 2010. HRM in the Hungarian SME sector. Employee Relations.
32(3). pp.262-280.
Suliman, A. and Al Kathairi, M., 2012. Organizational justice, commitment and performance in
developing countries: The case of the UAE. Employee Relations. 35(1). pp.98-115.
Torka, N., Schyns, B. and Kees Looise, J., 2010. Direct participation quality and organisational
commitment: The role of leader-member exchange. Employee Relations. 32(4). pp.418-434.
Online
Strategies for negotiating. 2016. [Online]. Available through:
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