Employee Relation

Topics: Collective bargaining, Trade union, Employment Pages: 11 (2743 words) Published: July 9, 2015

Table of Contents
LO1:Understand the context of employee relations against a changing background.3 1.1 Explain the unitary and pluralistic frames of reference.3 1.2 Assess how changes in trade unionism have affected employee relations.3 1.3 Explain the role of main players in employee relations.4 Referen6

LO2: Understand the nature of industrial conflict and its resolution.6

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1.1 Explain the unitary and pluralistic frames of reference. The unitary frame of reference:
Unitary frame of reference is a system where the managers think themselves as only source of legal power and authority. Here, the managers think that all the employees follow the instruction or leadership of their own leaders and carry on their functions with a view to pursue common interests of the organization. There remain no opposite group to interfere and thus the employees are driven towards a common goal. In this system the employees feel free to continue their tasks as there is no other team or group than their own superior to influence their job (Lewis, Thornhill and Saunders, 2003). Pluralistic frames of reference:

In the pluralistic frame of reference there remains different interacting groups who are contending to pursue their own interests. Here, the managers allow the freedom of developing different groups and expressing their own choice. The managers are not the only source of legal power and authority rather various groups raise in different sectors of the organization and the loyalty is mended by leaders of those groups, which often remain viable with one another for achieving resources. In this system interests of all stakeholders are to be considered carefully so that on group is fully deprived of its interest. Although sometimes it becomes difficult to keep balance among all the interests but the decision taken under such condition can be more fruitful.

1.2 Assess how changes in trade unionism have affected employee relations. Statistical data shows that during the last 35 years there has been a significant change in the trade unionism practice in United Kingdom. There has been a large decline in the membership of the trade union. There were around 14 million members of trade union in 1980 which is now fluctuating around only 7 million in 2014. The reasons behind this change is that the declining of industries like coal, steel, printing, engineering and the docks etc. which the strongest sectors of trade union.

Again, it is not only the decline of membership which brings changes in trade unionism but other factors like redefined pattern of demand, technological revolution, knowledge growth of workers are also responsible for these changes.

In the present days, due the influence of globalization and technological development the trade unions functioning more actively and strongly than any other time in the past which in the long run building a more strong employee relations.

As the Government patronization has increased to a large extent for the sack of trade unions which is giving them a better position in the society and enabling them creating a better employee relations.

Due the rapid knowledge growth among the employees, they are becoming more conscious regarding their rights and power which is increasing their willingness to join the trade union. Thus ups and down in the trade union over the period of times actively affects the employee relations. 1.3 Explain the role of main players in employee relations. Employee relation refers to the state of maintaining communication between employees and management regarding different concerns like workplace decision making, conflicts, grievance satisfaction, collective bargaining and problem solving. A good employee relationship is always beneficial for the organization. It motivates workers to work more enthusiastically,...
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