Unit 20 Employee Relations Assignment Help

Introduction

In this Unit Employee relations Assignment various set of aspects have been divulged which provides adamantine study over how employee relation is managed in effective ways. However, now a day’s it has become very cumbersome for the organization to establish a clear nexus with the employees and their welfare with the sustainable future of the organizations.  The main intent of the employee relations is coupled with future relation, ideology, company structure and their concern toward the working of the organization. Therefore in this report a compile study has been made over the employee relation and how it could be effective for the organization in determined approach. In this report Zara clothing has been taken into consideration for identifying all the required factors and aspect of employee relation.

Task-1

Body context: In this Zara Accessories retailers company has been taken into consideration for identifying all factors and figures. This company was incorporated in 1975 by Ajaccio Ortega and Rosalia Mera. It is the main brand of the Indiex group. The CEO of the company is Oscar who takes all the imperative problems decision. This company has more than thousands of employees around all over the world and having main headquarter in Arteixo Spain.

1.1 Unitary frame of references

Unitary frame of references: In order to establish an effective employee relation there is various frameworks is followed by the organization. Unitary frame of references is accompanied with all the values and assumption to determine the effective employee relation in Zaraorganization. It is the way of thinking, mindset, assumption, attitude, values and practice related with the management and organization stakeholders at large.  The values and organization cultural has been set up with a view to increase the employee’s satisfaction in determined approach. in addition to this this personal understanding and assumption set up in the value chain activities of Zara provides a clear understanding about the overall requirements and needs of employees . This Unitary frame of references is very much helpful in understanding what employees wants from the organization and how an effective employee relation could be established.

Pluralistic frame of references: This provides the clear structure about the effects and issues of the employees of Zara. In this frame of references only major dominating groups are taken into consideration which helps Zara to evaluate all the possible outcomes and acts in determined approach. Trade union and Management department are the key mail pillars that are covered under the Pluralistic frame of references and provide a clear bench mark for the effective functioning of the Zara and determine employee’s relation at large.

Implementation of both forms in Zara organization working system

Zara organization working system
Pluralistic Frame In this from Zara has to consider all the valuable feedbacks and ideas developed by dominant major parties such as trade union and Board of Directors Adopting polices and frameworks by considering all value and perspective of trade union and management department	Unitary frame Only employees and their values, belief and attitudes are the major concern for establishment of employee’s policies and bylaws. Value chain activities are developed by considering employee’s interest and their choice of action at large.

1.2 Effects on employees’ relation with changes in trade union

Trade union: It is the union or association of workers or employees formed or incorporated with the view to protect the rights and authority of the employees at large. In short it is organization of

In today’s world developed trade union are playing so many so roles for the betterment of the organization working system.

• Establish a clear mechanism for the betterment of the organization working system
• Work as clear grievance portal for the employees’ problems and conflicts
• Separate body and working mechanism for establishing a clear nexus between employees and organization.

The most considerable changes that have been occurred in Zara Accessories Retailer Companyare that trade union has got started to work in different ways. As this union was elected by the group of employees for their interest but due to the excessive pressure Trade union has to reciprocate their action more in organization interest than in general employees at large.  In addition to this the current changes made in trade union by the Board of directors that newly hired employees were made bench of union and creating hurdles in the way of employees wants and needs.

Effects of Changes: Changes occurred in trade union has resulted into high employee turnover in Zara Accessories retailers company which has resulted into high cost of production. In addition to this company has been facing high destruction in the brand image and sustainability at large. Therefore Trade union needs to make effective changes in order to accomplish employee’s needs and demand in determined approach.

Zara Accessories Retailers Company needs to allow employees for electing their trade union for represented employee collectively. In addition to this this trade union should not be accustomed to act accordance with the direction of the organization nor even should be dependent to any of the directors at large.

• Past: Trade union in the past was accompanied with simple representative body structure in which employees are represented before top management for their own concern.
• Present: With the increasing ramification or consistent changing environment employees in order to establish a clear nexus with the top management trade union is established accordingly.
• Future: Trade union is going to be emerged a separate body who will work in the interest of general public not only for employees. In addition to this Trade union will be required to add two independent people mandatory at large.

1.3 Role played by the main player

Employees are the key pillars of the organization and they make their consistent efforts to accomplish their set goals and objective at large. Employee relation is the relation between employee and management and dependent upon the by laws and rules prepared in the interest of employee in organization.

• Board of director: This is the concerned team of directors who makes all the strategic decision and takes required action plan at large. Directors of the Zara Accessories retailers company are accustomed to act on the orders of its parent company.
• Employees: These are the key pillars who make consistent efforts for the betterment of the organization. Employee’s values, perception and their attitude are the most effective factors in determining a positive employee’s relation. Employee put their best toward the working of value chain activities therefore Zara Accessories Retailers Company   needs to make effective plan and procedure for the betterment of the employee relation.
• Trade union: This is the association or organization of employees who make their consistent efforts to pursue management department in the common interest of employees at large. It is also known as monitoring body that represents employees and their concern before the management department. Trade union needs to make a proper understanding with the given circumstances and factor in determined approach (Griffin & Koerber, 2015).
• Tribunal: These are the judiciary body which is established with a view settle case between employees and management. Throughout the time tribunal has been making consistent efforts to evaluate all the possible factors and figures so that best possible course of action could be developed to pass an effective judgment. Tribunal helps Zara Accessories Retailers Company to come up effective decision making and provide a framework to manage conflicts in determined approach.
• Government agencies: There are various agencies and bodies which are making their consistent efforts by complying with all laws and by rules in determined approach so that Zara Accessories Retailers Company could easily develop a working structure in effective way. In addition to this proper governance program and compliance system is the key role of government agencies.

Task-2

Introduction

In this report a complete adamantine study has been prepared over the NHS employees conflicts and how tribunal helps them to mitigate such problems in determinedapproach. (Sayce & Gold, 2011).

Case study: In this case study negotiation between British Medical association, NHS employers and government has been running over the appointment of new junior doctors. Employers and government bodies have agreed to the fact this contract should be passed but the part of conflicts arise due to the different view point of the Trade union BMA about the appointment of doctors and also using strike off power against such decision (Bonoli,2010).

Nature of industrial conflicts and its resolution

2.1 Procedures to resolve the different conflicts

Conflicts: These are the problems or hurdles which are identified throughout the working of employees of the NHS.  Throughout the time existing doctors of NHS are facing problems of being paid less salary, in addition to this NHS has also entered into contract law of hiring new junior doctors as per the future perspective needs and demand in the determined approach.

Throughout the time with the increasing ramification of changes so many conflicts have been emerged in the process system of NHS organization. There are following procedures are given in order to mitigate such problems in determined approach.

Procedure for dealing with conflicts

• Procedure-1 In these part employees of NHS will be identifying their problems and hurdles in determined approach. In this existing doctors will be facing problem of less salary payment therefore this problems would be shared with BMA for the further discussion.
• Procedure-2 BMA is being playing part of Trade union for employees in NHA therefore it will be responsible in revealing all the required facts and figures in determined approach.
• Procedure-3 Management department of NHS will consider the following facts figure to evaluate the needs and demand of the employees.
• Procedure-4 Resolution will be passed by the NHS Board of directors in Board meeting.
• Procedure-5 Negotiation by BMA on the behalf of employees with NHS.
• Procedure-6 results disclosure by the BMA in context with the decision taken.
• Procedure-7 Conflict with the decision of the top management then employees will go for lock out or strike.
• Procedure-8 Final decision by the Top management department for evaluating the entire possible situation and made an effective decision.

2.2 Key Intents of employee’s relations

Employee relation is referring for the relation or feeling that is being established between employees and employers for the betterment of the organization.

• Future relation: NHS needs to make its future relation effective and dynamic with its existing employees for the betterment of sustainability at large. As company has entered with new junior doctors who will be emerged as senior doctors in the later time under the guidance of existing doctors.
• Ideology: It is accompanied with value and belief of NHS Company needs to develop its ideology as per the employee’s wants and needs to establish a positive working environment.
• Conflict: This is situation or circumstances which are accompanied with conflicts or problems at large. Employees in NHS are at very high number and it is obvious that there will be so many conflicts between them. Therefore BMA of NHS will make effective efforts to evaluate all the possible conflicts in determined approach (Stoleroff, 2015).
• Consultation: BMA is the trade Union of NHS therefore it has to act as consultation for the employees. BMA provides the best assistance and guidance to employees so that they could evaluate all the internal and external factors in effective way(Bonoli, 2010).
• Negotiation: It.is the process of understanding a situation in which both the parties will be agrees. BMA plays a pivotal role in negotiation between doctors and NHS at large.

There are following examples of the employees relation intent

• Negotiation for increment in the salary for existing employees while hiring new employees- BMA.
• Arrangement of training division for newly hired junior doctors –NHA.

2.3 Effectiveness of the procedure

NHS is very sophisticated organization accompanied with several talented doctors now it is planning to appoint new doctors. However, company could face several conflicts in such taken steps e.g. behavior conflicts, cultural disputes, dissatisfaction for old doctors, structural problems, rigidness toward changes and further more. Therefor NHS needs to evaluate this situation and according plans needs to be developed in determined approach. In addition to these sudden conflicts between old doctors has been emerged as company was not having proper structure of working nor even a proper attention has been made by top management department on their salary payment. As per the case given it is observed that old doctors were paid less amount of salary and were asked to do more overloaded work this eventually results into destruction of working environment. Now NHS is going to hire new Doctors at very less pay rate who will be trained by old doctors. Therefore NHS needs to make increment in their salary amount as they have to tackle and trend new junior doctors under their guidance and at the same time will be handling their own work simultaneously (Ntalianis  & Vandenberghe, 2015).

Effectiveness for results: If NHS follow the proper guidance and consider employees want and needs then their will are new trained doctors in the orgnization at very low cost. As If the old and senior doctors were to be satisfied then they will give their best efforts to train them. This kind of business strategy wills results into effective sustainbilty and creation of brand image throughout the woring of the NHS. Therfore NHS needs to consider senior doctors wants and needs in determiend approach.

Conclusion

Various procedure and skill management approach have been divulge in this report to identify the conflicts and resolving procedure for the time being in force.

Task-3

3.1 Negotiation in collective bargaining

Negotiation is comprised of several points such as argument, consideration, facts, understading and pusuing other persons in determined approach.
Negotiation is compriosed of several set of activities in which two or more parties enter into a situatin and try to convice each other on the basiss of facts and figure in determined approach.  In this negotiation process they end up with clearifying a mist around the subjectice matter and gradually provide a clear equilibrium points between both parties wants and needs (Claveria & Verge, 2015).

Collective bargaining

This is process which is used by trade union in order to make negotiation for employee’s wages, salary or other terms and conditions. In the recent case NHS asked employees to do work from home even if they were not given relief for the leave which results into negative environrment. Therefore trade union has to present this case in front of Board of director so that this negative environment could be mitigated in determined approach. In addition to this Trade union of NHS collecte the required facts and figure so that a best suitbale collective brafaining could be made with management. Eventually Trade union pursues the management and made a successful bargaing.

In easy worked it could be said collective bargaining is the process in which emploloyemetn rules and by laws are pursued in deermined approach so that they could be formuandlated according to wants and needs of employees to the extent for the betttement of  NHS.

Collective bargaining process

• The institutional agreement for Collective bargaining: This is coupled with establishment of not only rights but also obligation for the employees and employers as well.
• Local workplace bargaining: local wages and working condition will be negotiated and once they are established will bind till the next negotiation.
• Single-table bargaining: it is the type of Collective bargaining in which all the trade union sit together in a negotiation over pay and working conditions in determined approach.

Trade union (BMA) has been acting for NHS provides a clear guidance to employees and helps them to negotiate with employers in determined approach. In addition to this they assist employees to in knowing their rights and authority for the betterment of the organization as well. BMA has to make collective bargaining with the NHS in context with employee’s needs and demand. In addition to this BMA need to make an identified motivation plan with this collective bargaining for the employees (Mathew & Jones 2012).

3.2 Impact of Negotiation Strategy

Negotiation strategy: Throughout the time with the increasing ramification of the working of the organization negotiation strategy has been playing a pivotal role for pursuing employee’s needs and demand in determined approach. In organization negotiation strategy is used by employees to overcome hurdles and problems. Now day’s employs used this strategy for the increament of their salary or incentive amount. This strategy provides a mid-way between employee’s wants and organization offering in deteerming approach in order to get rid of possible problems. Therefore negotiation stratygy could be used by either employees or trade union to ptursue orgnization as per the required needs and demand of their own (Y, 2015).

Negotiation strategy is accopnied with the following procedure given as below

• Negotiation process:  It is the set of activities which is used by employees to pursue orgnization in the interest of their wants and needs in determined approach.
• Negotiation strategy: In this process orgnization or empployees both will formulate a strategy to pursue each other accordingly so that best effective action plan could be developed to convince each other.
• Preparation of strategy: This is coupled with arrangement of facts and figures so that best effective presentation could be developed in front of other parties. In addition to this employees present their problmes, wants and what efforts they are putting for the orgnizaiton success.
• Conducting the case settlement: In this process a mid way between both the parties would be taken into consideration. In addition to this point is also understood be the equilibrium point where both the parties e.g. orgnization and employees are satisfied in determined approach.
• Disclousure of information: In this decided result would be dispersed throughout the orgnization working process in order to compliance with rules and regulation of equal pay act. Therefore company would come up with dispersion plan to circulate new rules and regulation or changes made accordingly.
• Case: Throughout the adamantine study a case was observed that employees were asked to follow strict guidelines and were allowed to do work form home. However during the work from home they were asked to do double work what they do in office still the day which is taken by them as work from home is counted as half leave. This type of strategy results into negative business environment in NHS working process. Trade union of the NHS present the situation in front of Board of director and made a negotiation in this and end up with removing Half leave process for work from home work.

Task-4

Power points presentation

Conclusion

Throughout the completiuon of this Employee relations Assignment various points have been discussed which results into development of sophisticated glace at employee relation. Employees are the main pillars of the organization and in order to achieve set goals and objectives organization needs to evluatuate collective bargaining, negotiation process and other required intent so that best effectice appproch could be generated in company’s working chain activities. In the end with the admintine words it would be observed that all the orgnization needs to take care of demand and needs of the employees as well for the betterment of its sustainability.

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