Comprehensive Employee Relations Report for Morrison Company

This report provides a comprehensive analysis of employee relations, focusing on the Morrison Company as a case study. It begins by defining unitary and pluralistic frames, explaining their application within the company's context, and exploring the role of trade unions and their impact on employee relations. The report delves into conflict resolution procedures, outlining methods to address various workplace conflicts and assesses the effectiveness of these procedures. Furthermore, it examines the role of negotiation in collective bargaining, including the impact of different negotiation strategies. The influence of the EU on industrial democracy in the UK is also discussed, along with methods for worker involvement in decision-making and the impact of HRM on employee relations. The report concludes with an overview of the key findings and their implications for fostering positive employee relations.

Employee Relation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and pluralistic frames...............................................................................................1
1.2 Changing in trade unionism which have affected on employee relation...............................2
1.3 Role of main players in employee relation............................................................................2
TASK 2............................................................................................................................................4
2.1 Procedures to deal with different conflicts situation.............................................................4
2.2 Key features of worker relation.............................................................................................5
2.3 Effectiveness of procedure which are used by Morrison.......................................................5
TASK 3............................................................................................................................................6
3.1 Role of negotiation in collective bargaining..........................................................................6
3.2 Impact of negotiation strategy...............................................................................................7
TASK 4............................................................................................................................................7
4.1 Influence of EU on industrial democracy in UK...................................................................7
4.2 Methods use to gain worker contribution and involvement in decision making process......8
4.3 Impact of HRM on employee relation...................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Employee relation is based on underlying philosophy which is supported by attitudes and
skills of individuals. An organisation cannot perform their function with the help of chairs, tables
or other inorganic things. They need human beings who work together and perform all function
of organisation in order to achieve gaols and objectives. The success or failure of any company is
directly proportional to labour which is put by each and every employee (Ahmad and Shahzad,
2011). It is duty of higher authority to share rules and policies of organisation with their
employees.
Present report is based on Morrison company which is largest retail sector in
supermarket. The competitor of this company is TESCO, Asda, Sainsbury. Aim of this entity is
to provide wider range of products and services to satisfy the needs of customers. With the help
of this assignment, readers will come to know about what is unitary and pluralistic frames.
Further of employee relation has been explained in context of dealing with different conflict
situation. Apart from this many more topics has been discussed in context of employee relation.
TASK 1
1.1 Unitary and pluralistic frames
With perspective to unitary frame, an organisation is viewed as manager and employees
are sharing their common goals and interest which integrate and harmonise objectives of
company. The unitary relation between managers and workers telling about assumption which
has been made by them towards values, attitudes. The manager of Morrison company is making
royalty with customers, one is focusing on efforts of employees. Trade unions in entity are
making their own rules and regulations to solve all the problems of workers. In cited organisation
every staff and other departments are working in coordination so that best possible outcome can
be generated. Along with this, manager is allowing trade union so that communication between
employees can be maintained and workers can take part in decision making process as well
(Avey and et. al., 2010). In sort, unitary frame gives priority to labour to improve their personal
and professional development.
Another perspective is pluralistic shows organisation power and competing sub groups,
trade unions and creating own legitimate objectives and leaders to target goals. Simply, this
approach is viewed to encounter the disagreements and concerns so that they can share over
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profits with employees and manage. Two groups are included in this namely trade union and
management. All groups are working together so that they can serve quality of services and
products to customers. But it can create hurdle for employee to always work according to
organisation rules and regulations.
In Morrison company, unitary frames have been used because in this manager can easily
share core values, code of conduct of organisation with employees. It is also essential for them to
identify need of employees so that, it become more conformable for them in working with all
department as single unit.
1.2 Changing in trade unionism which have affected on employee relation
In business entity trade union are associated with workers and formed with the intention
to protect employees and against exploitation. The relation of workers is considered as most
important term. It describes the relationship between management and employee. Trade union is
considered as leader of society also who are working together for safeguarding and promoting
the interest of people. In organisation, trade union people are working with employees in order to
satisfy their needs (Cai, Jo and Pan, 2011). They are mainly working for those employees who
are not properly trained in organisation so that better result can be achieved from them. Here are
some following conflicts which is affecting employee relation of Morison and it is also becoming
difficult for them to retain them for a long period of time.
Technological – Nowadays, there is rapidly change in technologies. In fact, company has
to adopt new technologies. It will help them to reduce the demand of employees in terms of their
needs, and requirements. Morison company are encouraged to comply with all practices which
are associated with retrenchment of workers and staff. Trade union are playing essential role in
this to use new software’s and provide appropriate training to new and existing employees.
Change in objective of union – If an objectives of trade union is changed in regards to
salary of employee, then it may create fraction between them (Chand, 2010). The aim of
changing in employee salary and incentive is to encourage them for achieving organisation goals
and objectives.
1.3 Role of main players in employee relation
To maintain healthy relationship between management and staff is not easy, so it requires
a collective effort of all employees. In Morrison company there are many individuals who are
working under different post but aim of all people is to provide better services to customers.
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There are different players which has been identified in order to comply with employee relation.
These are explained as below.
Figure 1: Role of main players
(Source: Role of main players in organisation, 2017)
Manger – The role of manager in Morrison company is vital because they have to build a
strong relationship between employees and employers. It is their responsibility to provide
effective and healthy environment to employees so that they can perform efficiently (Chaudhry,
Sohail and Riaz, 2013). Along with this, they are also encouraging employees so that overall
performance of their can be enhance. They are also acting as negotiator because they are
representing as representatives in front of staff.
Government agencies - Local authorities and governments are creating many laws and
regulations which is significant for organisation to comply with strictly at workplace. It is
including many acts and laws regarding child labour, working regulation, national minim wages
act and many more. While following all these rules and regulations organisation cab built healthy
relation with employees and it also supports them in raising profit for organisation.
Workers – They are playing essential role and also having a significant duty in
performing their task in appropriate manner. The task which has been assigned them should be
done in accordance with the rules and regulation of organisation. Along with this they have to
participate in all programmes which has been conducted by employer in Morrison so that healthy
relation can be maintained between them.
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TASK 2
2.1 Procedures to deal with different conflicts situation
There is different type of procedures which can be followed by organisation to resolve
the conflicts between employers and employees (Dreyer, Hauschild and Schierbeck, 2010). It
depends upon entity that which procedure has been followed by them because it depends upon
the situation. To address needs of both employees as well as employers it is essential for
manager to resolve their conflicts which are facing by them at workplace. If these issues are not
resolve in time period, then it may become obstacle for organisation to fulfil their aims.
According to Susan Steinbreche (2017), to deal with all these conflicts, following is procedure
which must be followed by manager to deal with different issues at workplace.
Discuss the situation in respectful manner – The problems which are facing by
employees should be discuss in proper manner. Manager has to properly discuss the issues which
are facing by employees. While discussing obstacles it will help to them to get appropriate
answer to resolve the conflicts.
Be specific – The whatever problems are raised in organisation should be specific. In
simple words, it does not involve all the problems of employee at a same point of time. Along
with this, conflict should be resolve one-by-one so that they can maintain healthy relation at
workplace.
Discuss how conflicts is impacting on organisation or task – The pitfalls which are
facing by employees and employers should be discussed. Manager has to find out that what is the
impact of this conflict at workplace. These problems should be analysed properly so that
necessary actions can be adopted by manager.
Ask for solution – In this phase, managers have to ask for the solution with their
employees that how these issues can be resolve. The solution must be accurate and it should
bring accountability at workplace.
Agree on action which has to be taken – This is last step in resolving different conflicts
of situation at workplace. The manager, employees, employers has to agree upon that the
solution which has been provided by them should now implemented. Through this manager can
deal with all conflicts which are facing different employees at a same point of time.
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2.2 Key features of worker relation
In Morrison company there are different people and unique features who are working for
achieving goals and objectives. The feature of each and every employee is different from others
so it can also become difficult for them to perform all task in accordance with organisation rules
and regulations. Following are some features which is determined by executives in context of
communication.
Training and development – Manager of Morrison company has to conduct proper
training session for employee in order to resolve conflicts (Frone and Trinidad, 2012).
Communication between employees and employer are very important. While providing training
it can reduce or minimise the risk which are facing by workers.
Involvement and participation – An employee should take participate in all those
activities which are conducted by employers. It will be beneficial for organisation because
through these employees come to know that company respect them. Through this communication
between workers and boss can be maintained strong.
Cross-cultural training – Manager has to conduct training according to cultural of
employees. Through this they can reduce the risk which are facing among employees at
workplace. Along with this, it is responsibility of manager that do not discriminate any worker
on the basis of caste, religion, gender.
2.3 Effectiveness of procedure which are used by Morrison
The procedure which has been adopted by organisation can be measured in effective
term. The process which has been adopted by manager in resolving conflicts of employee is best.
Through this they can provide health and safety environment. In Morrison company there are
different departments who has to work in coordination in hitting the targets of company. It is
responsibility of manager to follow all those procedures which has been adopted for resolving
the issues. In order to overcome with all these conflicts, higher authority is responsible for
adopting appropriate actions (Hogh, Hoel and Carneiro, 2011). Along with this they have to
understand the needs and requirements of workers so that they can retain for a long period of
time. It will be beneficial for them in getting better result from them. In below diagram it clearly
mention if their good working environment at working place manager can maintain good
communication with them and share all views in regard to firm aims and purposes.
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Figure 2: Building good relation
(Source: Building Good Employee Relations through Communication, 2013)
The procedure which is adopted by organisation can also evaluate by taking feedback
from customers. For this they have to conduct proper survey through which they can also
identify their needs also. For resolving issues of customers also company have to see their
production department also. Manager has to take help from expertise also in order to implement
the actions which has been adopted by organisation.
TASK 3
3.1 Role of negotiation in collective bargaining
Collective bargaining is having an essential; condition which needs to be satisfied by
manager such as existence of freedom of association. The managers are carried out activity of
negotiation in relation to terms of employment. With the help of collective bargaining, employer
can discuss about healthy environment. In cited company, managers and other departments of
employees are working together for serving quality of services to customers. They have to adopt
those strategies which will help them to target employees in organisation for a long period of
time (Kalemci Tuzun and Arzu Kalemci, 2012). The following are some role of negotiation
strategy which has been discussed in context of collective bargaining.
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 In organisation, teams are made on the basis of negotiations in order to make proper plans
and strategies to target goals and objectives.
 Negotiation helps to employees in improving their quality of work. Through this they can
deliver quality of services to customers also. Along with this it will also improve the
efficiency of services in collective bargaining. Employees can resolve their issues by
doing arguments with managers so that best possible of outcome of result can be
achieved.
 Negotiation is also act as supportive system so that they could reach to productive
conclusion. With the use collective bargaining system employees can work in faith and
shares their views regarding the services which are provided by entity. This will enable to
employees also in maintain the quality of services and to render in target market.
3.2 Impact of negotiation strategy
Negotiation is that strategy which has been used by organisation to settle all those
disputes which is facing by employees (Lee, Park and Lee, 2013). It is that process which is
beneficial for entity in operating their functions smoothly also. Basically, this strategy is used by
firm in order to resolve the conflicts in easy manner. There are different kinds of negotiation
strategy which is included in this and impacting on organisation plans and procedures. Manager
is adopting this strategy when they are dealing with different issues at same point of time. They
are trying to making strong relationship with employees through this they can share ideas in
order to retain in market for a long period of time.
While adopting this strategy manager can easily resolve the conflicts which are facing by
workers. Through this employee can get better ideas for settling their disputes. They can get
accurate solution for making contribution in targeting predetermined goals and objectives. These
strategies are giving both negative and positive impact which is also affecting functions.
TASK 4
4.1 Influence of EU on industrial democracy in UK
Industrial democracy is a type structure which represents within enterprises and
responsibilities has been allocated to workers so that they can take crucial decision for the
benefit of organisation. European Union had framed many rules and regulations which affects to
every entity in manner (Mahal, 2012). EU had passes many acts which plays prominent role in
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organisation so that staff can take better decision. The regulations of EU are binding on all
members. In UK there are different sector in which individuals are operating their business. One
of them is Morrison, where its functions are influencing by both rules and regulations of
government and EU. They are farming new taxes policies, laws, also encouraging subsidiaries to
increase their business at international level. The government of UK have framed many policies
which has to comply by organisation to retain in market for a long period of time. Such as
employment, taxation, international, education and training policies and many more. But
applying these policies also sometimes giving negative impact to organisation to running their
functions smoothly in competitive market.
Nowadays, most of the organisation are working in partnership and have to follow all
rules and regulations of other country also to provide legally services to customers. These both
organisation has to follow all profits, plans, scheme which has been introduced for employees so
it can encourage them in achieving their predetermined goals. The concept of working with
partners is also being developed in industrial democracy of UK (McClean and Collins, 2011). As
they are taking place between both management and union workers towards achieving common
goals and objectives. So, it can be said that, EU is having both direct and indirect impact on
democracy of UK.
4.2 Methods use to gain worker contribution and involvement in decision making process
There are many methods which is used by organisation so that they can measure
employee contribution in decision making process. Participation of employees in activities which
are conducted by employer is playing significant role because they are making their own
contribution in achieving business goals and objectives in time period. Morrison company cannot
hit their targets, if there is no participation of any employee. So, all employees of different
departments also have to work in coordination to enhance the productivity result of entity.
Manager has to allocate the task according to capability of worker so that they can perform well
and will also done in effective manner (Reb, Narayanan and Chaturvedi, 2014). Besides, this
employee should also take part in programmes which are conducted by employers for generating
more profits. Below mention are some methods which can be used by organisation to see that
whether workers are taking part in activity or not.
 Employees are participating through collective bargaining in order to resolve the conflicts
between them.
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 When managers are taking decision so they have to see that whether workers are
participating or not. If they are not taking part, then it may affect to their objectives also.
 Their participation through job enrichment can also be seen.
 An employee can also participate through suggestion scheme also.
4.3 Impact of HRM on employee relation
Employee relation are critical for organisation in making their own success. Manager
have to adopt those strategies and procedure in which they can easily find out their impact on
organisation goals and objectives. Human resource management is having both negative and
positive impact on organisation. They are providing services according to needs of employee so
that they can retain in market for a long period of time. Along with this there are many rules and
regulations which has been developed by HR departments which also prevailing the relationship
of employers and employees (Shuck and et. al., 2011). In Morrison company, HR is taking
decision in favour of employee so that they can motivate them in fulfilling their task in
appropriate manner. Through this they can motivate workers and improved the relation between
them.
In organisation there are different types of employees, so it is responsibility of HR
manager to encourage them accordingly in order to fulfil the targets. This will be beneficial for
entity in enhancing the productivity of result (Silva, Hutcheson and Wahl, 2010). For the better
development in relationship between employer and employees, they can follow pluralistic and
improve the overall performance of organisation. However, it improves the skills and knowledge
of workers also.
CONCLUSION
From above assignment, it become easy to understood the meaning of employee relation
within entity. It is significant for firm to maintain sturdy relation with workers so that they can
carried out operation functions smoothly. While maintaining these type of relation, manager can
achieve strategic goals and objectives in time period. It will support to Morrison company in
delivering best quality of services to customers also and retaining employees for a long period of
time. Further, rules and regulations which has been framed by EU as well as government must be
strictly followed by organisation. So that they can beat their competitors and adopt new
strategies in targeting new customers.
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REFERENCES
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Cai, Y., Jo, H. and Pan, C., 2011. Vice or virtue? The impact of corporate social responsibility on
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Chand, M., 2010. The impact of HRM practices on service quality, customer satisfaction and
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Performance in Hospitality Industry of Pakistan. Entrepreneurship and Innovation
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relation to employee turnover intentions. Journal of Managerial Psychology. 27(5).
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Lee, E. M., Park, S. Y. and Lee, H. J., 2013. Employee perception of CSR activities: Its
antecedents and consequences. Journal of business research. 66(10). pp.1716-1724.
Mahal, P. K., 2012. HR practices as determinants of organizational commitment and employee
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Shuck, B., and et. al., 2011. Employee engagement: An examination of antecedent and outcome
variables. Human resource development international. 14(4). pp.427-445.
Silva, N. D., Hutcheson, J. and Wahl, G. D., 2010. Organizational strategy and employee
outcomes: A person–organization fit perspective. The Journal of psychology. 144(2).
pp.145-161.
Tangthong, S., Trimetsoontorn, J. and Rojniruntikul, N., 2014. HRM Practices and Employee
Retention in Thailand--A Literature Review. International Journal of Trade, Economics
and Finance. 5(2). p.162.
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Verwijmeren, P. and Derwall, J., 2010. Employee well-being, firm leverage, and bankruptcy
risk. Journal of Banking & Finance. 34(5). pp.956-964.
Online
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<http://sbs.strathmore.edu/blog/2013/04/30/building-good-employee-relations-through-
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Steinbrecher, S., 2017. Resolving Conflict: Six Simple Steps to Keeping the Peace. [Online].
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