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Employee Relations

Table of Contents
TOC o “1-3” h z u Introduction PAGEREF _Toc506371211 h 3LO-1 (Task-01): PAGEREF _Toc506371212 h 41.1-Explain the unitary and pluralistic frames of reference by reviewing the perspectives by the stakeholders in employee relations. PAGEREF _Toc506371213 h 41.2-Assess how changes in trade unionism have affected employee relations in UK. PAGEREF _Toc506371214 h 51.3-Explain the role of the main players (workers, managers, organizations, government agencies) in an employee relation’s situation. PAGEREF _Toc506371215 h 5LO-2 (Task-02): PAGEREF _Toc506371216 h 72.1-Explain the procedures an organization should follow when dealing with different conflicts situations. PAGEREF _Toc506371217 h 72.2-Explain the key features of employee relations in a selected conflict situation. PAGEREF _Toc506371218 h 82.3-Evaluate the effectiveness of the procedures used in a selected conflict situation. PAGEREF _Toc506371219 h 9LO-3 (Task-03): PAGEREF _Toc506371220 h 93.1-Explain the role negotiation in collective bargaining situation. PAGEREF _Toc506371221 h 93.2-Assess the impact of negotiation strategy for a given situation. PAGEREF _Toc506371222 h 10LO-4 (Task-04): PAGEREF _Toc506371223 h 114.1-Assess the influence of the EU on industrial democracy in the UK. PAGEREF _Toc506371224 h 114.2-Compare methods used to gain employee participation and involvement in the decision making process in organization. PAGEREF _Toc506371225 h 114.3-Assess the impact human resource management on employee relations. PAGEREF _Toc506371226 h 12Conclusion PAGEREF _Toc506371227 h 13References PAGEREF _Toc506371228 h 13

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IntroductionThere are many business organization have at present time in the world and many employees and employers do their job in these business organization. The relationship between employee and employer is known as employee relationship. To get the best performance, employee relation is very essential for the every business organization. In this report, the unitary and pluralistic frames of reference will be explained by reviewing the perspectives by the stakeholders in employee relations. After that, the changing process in trade unionism have affected employee relations in UK will be tried to assessed and some roles of the main players in an employee relation’s situation will be explained. The procedures an organization should follow at the time of dealing with different conflict situation and the effectiveness of this procedures that will be explained and the key features of employee relations in a selected conflict situation will be explained in this report. In the last part of this report, the influence of the EU on industrial democracy in the UK will be assessed, methods used to gain employee participation and involvement in the decision making process in organization will be tried to compare and the impact of human resource management on employee relations will be assessed.

LO-1 (Task-01):1.1-Explain the unitary and pluralistic frames of reference by reviewing the perspectives by the stakeholders in employee relations.For the best result from the any business organization, need proper relationship between employers and employees. To achieve the targets, need an effective workforce in the organization so that employees can do their best work. The unitary and pluralistic frames of reference for handling employment relations are describing in below-
Unitary Frame of Reference:
Unitary frame of reference comers from the value and assumptions of a business organization and it mainly refers at the time of any conflict between employee and employer conflict is not accepted in the business organization (Budd & John, 2004)). In this time, business organization takes some other systems to attain their organizational targets or objectives. For the reason of this unitary frame of reference, in the organization, employees can get the proper motivation to do their task. Relationship between employers and employees helps the organization to increase the overall benefits. There are two implications in the unitary frame of reference. Those are conflicts among the employee for an inconsistent stalk another one is conflicts on the related benefits of the employee.

Pluralistic Frame of Reference:
Pluralistic frame of reference helps the business organization to divide into the several part. Every business organization can divide their organization’s people into powerful and sub group (Markoulli, 2017). Sub groups are made with the strong, competent and effective employees in the business organization. Each group have several tasks to do these and they have also a leader to lead them. They always concern about their task. They always abide to their group to complete the objectives of their group. According to pluralistic management and trade unions are two sub groups in the organization, they have their individual goals, and they follow their own style. Most of the organization follows the pluralistic frame of reference.

1.2-Assess how changes in trade unionism have affected employee relations in UK.At the present situation, in the every country, there are many business organization does their business task and they maintain the proper rules and regulations that are created by the government and have specific trade union for their employees benefits. Trade unionism comprises of employees and their union leaders for defending and completing their common moralities and attention (Markoulli, 2017). Employees can prompt their opinion for the union leader and at the time of changing the union leader, employees are affected in their relationship. For the modern technology, at present time, business organization can develop their production. Present economy and technology both are changed rapidly so that it’s effect can be seen in the union of trade. Though others factors like lengthy transfer, organizational economizing also affects in the trade union (Beauregarda, 2017)). The globalization affects the world business continuously. In the international scale, globalization expands the business day by day. For the reason of globalization, relationship between trade unions and employee is also affected. Therefore, it be able to be the reason of employee and employer conflict and complex relationship, it effects negatively, and change can be seen in their intercommunication. Workforce diversity is one of the most common issue in the business sector. This workforce diversity and work diversity both are also affected for the globalization.
1.3-Explain the role of the main players (workers, managers, organizations, government agencies) in an employee relation’s situation.Employee relations is very essential for the every business organization for their development. In every business organization, many employees, employers, their organization’s role, and some government agencies, who give their best effort to produce the products and try to increase the business level on very high (Lewis and Heckman, 2006). All of those people directly and indirectly support to the organization to ensure the best relationship between employees and employers. Given below their various roles-
Managers’ Role: Managers give the proper guideline to the workers in the organization. Some roles of manager are given below-
Managers create some rules and regulations for the workers.

They follow the UK law at the time of creating the policy.

They give the employees some freedoms and responsibilities.
They apply all the approaches successfully in the organization.
Workers’ Role: Workers do their task after getting the direction from the managers and their role of an organization are given below-
They do their task by following the directions from the managers.

They sometime collaborate with the other workers and their management.

They always follow the organization’s rules and regulations.

They maintain the UK government rules and instructions.

Organization’s Role: Organization is one of the important factors for the development of employee relationship. So organizational roles are given in below-
Organization collects the proper workforce for the organization.
Organization gives the mission and vision to the people of the organization.
They preserve the management very effectively.

They do the special task in terms of the trade union to explain the shared negotiating.

Government Agency’s Role: In any organization, government plays a vital role for employee relationship. Some roles are given below-
Government declares some rules and regulations that are fixed by some agencies based on the globalization and technical variants (Krishnan, 2017).

Government sets some perfect rules and regulations for the development of organization, employees and government.
According to the globalization and technological changes, government rules and regulations are set up.

LO-2 (Task-02):2.1-Explain the procedures an organization should follow when dealing with different conflicts situations.Conflicts are one of the most common factor in the every business organization. There are different kind of conflicts are happened in the organization. These conflicts are occurred between employee and employer. Every organization authority takes the proper step to handle those conflicts very effectively. For dealing those conflicts, organization authority follows some procedures that are described in below-
Resolution: In the every business organization, their management takes the proper responsibility to maintain the employees to get the organizational targets that’s why they be able to take the suitable step to reduce all kind of conflicts and helps to increase the relationship of employee (Krishnan, 2017). Management sometimes follows resolution methods to deal with this situation. Some techniques are including with resolution and they are given below-
Problem Solving: By the problem solving method, management can find out the various conflicts between the all employees and employers and take the appropriate step to solve these conflicts.
Forcing: Forcing is another method of resolution system, where persons are forced by the others so that they be able to choose on a assured problem and conflict can be decreased.

Problem Avoiding: Another vital method of the resolution system is problem avoiding, where management all the time tries to avoid all the problems and hell to reduce the conflicts from the employees and make a good relationship among them (Krishnan, 2017).
Negotiation: It is a system to solve the variances of different events, which are most significant, & this is a process of cooperative negotiating. Some techniques which negotiation follows are given below-
Bargaining: Bargaining is the process of making collaborating between two or more parties to get some specific results that make them more helpful and it is one of the most vital process for effective solution.
Understanding the other side: All parties’ situation comprehend ; simply takes actual explanations over the process of negotiation.

Stimulation: Sometime many organizations use stimulation method to deal with the conflicts and to make connected sympathetic between employee ; employer, this method is used. Some stimulation techniques are given below-
It makes proper communication among the employees and employer in the organization.

Stimulation helps the organization by providing the good support to the management.

It gives the support to reform working environment of the business organization.
2.2-Explain the key features of employee relations in a selected conflict situation.In the good employee relationship, all kind of decision-making is taken after discussing between employees and their top management. Employee relations is very essential for the every business organization for their development. There are some key factors of employee relations conflict situations are given in below-
Different Expectation: In every organization, their manager always wants to get the best result from their employees. Employees hope that they also can get some benefits from their management. Expectations varies from employee to employee in the every business organization (Kotler, 2004). In these various expectations, conflicts can be occurred and may it can be raised at the time of differing from one to another. All the targets are fully gotten if employees can get their expectations properly and organization management always tries to understand this issue.

Psychological Fact: In many times, in the business organization, conflicts between the employees and employers occur for psychological fact. Every organization has some rules and regulations for employees and employers and they have to follow them but most of the time employee wants to work independently.

Finding the Appropriate Solution: In the organization, their management tries to find out the appropriate solution that’s why they can decrease their all kind of conflicts. That’s why they always monitor the performance of the employees and their all activities.

2.3-Evaluate the effectiveness of the procedures used in a selected conflict situation.Management takes some actions for removing conflict in the organization. From the organizations they have to follow numerous processes. Management try to handle conflicts efficiently. Some procedures are described in below-
Understand the problem: Management of the business organization can get the proper situations, problems and the expectations if they should listen and discuss with their employees regularly (Grumana and Saks, 2011).
Responding to a conflict: Conflicts rise for the reason of miscommunication between two parties in the business organization ; the reason of miscommunication is information ; communication gap between those two parties. Consistent dynamic and solid communication be able to drip the conflicts within the business organization (Markoulli, 2017).

Work on a solution: Management can get the proper problems if they discuss with their employees and they can identify their satisfaction, dissatisfaction and their expectations also. After that, they can work on a solution by the direct discussion.

LO-3 (Task-03):3.1-Explain the role negotiation in collective bargaining situation.Negotiation is very essential for the every business organization. Negotiation is very common factor in the business sectors. It is a system to solve the variances of different events, which are most significant, ; this is a process of cooperative negotiating. There are some roles of negotiation and those are given below-
Provides Framework: To build the proper relationship between two parties, negotiation plays the most vital role. It is the process of bargaining between two or more parties. Negotiation strategy helps the organization by giving a specific framework about the subject of all process. When an organization gets a specific framework about the bargaining situation, they can handle this situation very effectively (Budd ; John, 2004). That’s why negotiation plays the most vital role at the time of bargaining situation.
Close relation with the staffs: For keeping good relationships between the employees & manager through peacefully, advance approaches are the most important matter. It maintains the conflicts of collective bargaining very peacefully. It generates deep relationship with employee and employer.

3.2-Assess the impact of negotiation strategy for a given situation.The discussion between two or more parties for attaining beneficial results is known as negotiations and it can be both negative and positive (Grumana and Saks, 2011). The impacts of negotiations strategy in light of these conflicts are given below-
Preparation: For establishing improved prospect for them, the employees and the other parties want to give their personal opinion at the time of negotiation (Glenn and Evoy, 2017). As the part of negotiation, some strategies should be concentrated and involved.
Give and Take: at the time of negotiation, in the business organization, the detriments of employees and employers make give and take techniques (Hall, 2017). Give and take is the process of setting some plans for own benefits and some for the others’ benefits.
There are some impacts of the negotiation in the business organization and they are given below-
The health ; social benefits can declare for the reason of negotiation in the organization ; by the side of negotiation time, destruction cannot happen (Grumana and Saks, 2011).

Negotiation confirms the organizational discipline.
It confirms the job security of the employees for the better working environment and makes better employee relation.

LO-4 (Task-04):4.1-Assess the influence of the EU on industrial democracy in the UK.
Industrial democracy is the process of combination of decision-making by the employees and their all kind of responsibilities and the organization’s authority. In the current world, there are many EU nations present, who maintain different kind of methods to industrialized republic in the UK.
At the time of making the policy for the business organization, EU rules & regulations inspire the employees. They follow the appointment of union and management of the organization and this idea is known as the partner based relationship because EU influences UK (Collingsa and Mellahi, 2017).

This process of EU nations strain on UK thus they reveal employees as well as organizational benefits. For this reason, decision-making procedure develops actual & they feel inspired & this procedure propose for upcoming development.

4.2-Compare methods used to gain employee participation and involvement in the decision making process in organization.
There are various approaches to increase employee participation and involvement in the decision-making process in the business organization. There are some approaches in decision-making process are given below-
At the time of decision-making process, the organization authority can involve their employees.

Organization authority can make some reviews for the entire employees.

Sometime they try to get some opinions from the employees about the decision.

By the direct method, organization authority can give the support to the employees to share their opinion.

Several factories are being able to arrange, wherever worker & manager be able to involve organized.
They can get the chance to participate in the collective bargaining.

4.3-Assess the impact human resource management on employee relations.
Human resource management is one of the most vital department for the every business organization. Human resource management plays the most valuable role at the time of getting the organizational targets or objectives. Human resource management department is one kind of passion for a business organization. Most important for structural achievement & failure depends on human resource management.
The impact of human resource management on employee relations are given below-
Human resource management defines all the employees’ obligation.

HRM gives the proper support to the employees at the time of motivation.

HRM clearly includes employees in the policymaking practice so employees can feel them reputation to the business organization.

Human resource management gives proper motivation to the employees for getting the organizational objectives or targets.

The progress of employees’ performance can be leaded by good behavior with employees and job satisfaction.
ConclusionAt the end of this report, it should be noted that, employee relations is very essential for the every business organization for their development. In every business organization, many employees and employers give their best effort to produce the products and try to increase the business level on very high. This increasing flow can continue if a good relationship present between the employees and employers. Good relationship between employee and employer helps very much to bring the positive result in the business organization. Because, good employee relationship express the fairness and equality in the organization. In the business organization, need proper situation to make the proper employee relationship, where employees can give their opinion very freely. It is a portion of human resource management in a business organization and for achieving organizational goals and objectives, it is an approach of human resource management. This report has been prepared based on employee relationship in the organization. In this report, unitary and pluralistic frame in term of employee, relationship has been discussed very effectively.

ReferencesBeauregarda, T. (2017). Making the link between work-life balance practices and organizational performance. Human Resource Management Review, 19(1).

Collingsa, D. and Mellahi, K. (2017). Human Resource management: A review and research agenda. Human Resource Management Review, 19(4).

Glenn, P. and Evoy, M. (2017). Strategy, employee relations and performance: Sharpening line of sight. Human Resource Management Review, 22(1).

Grumana, J. and Saks, A. (2011). Performance management and employee relations. Human Resource Management Review, 21(2).

Hall, M. (2017). Strategic human resource management: The evolution of the field. Human Resource Management Review, 19(2).

Kotler, P. (2004). Marketing management, 11th International edition– Prentice-Hall, pp 706.
Krishnan, T. (2017). Talent management and dynamic view of talent in small and medium enterprises. Human Resource Management Review, 27(3).

Lewis, R. and Heckman, R. (2006). Employee relations in organization: A critical review. Human Resource Management Review, 16(2).

Markoulli, M. (2017). Mapping Human Resource Management: Reviewing the field and charting future directions. Human Resource Management Review, 27(3).

Budd & John W. (2004). Employment with a Human Face: Balancing Efficiency, Equity, and Voice, Cornell University Press.

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