Sample Assignment on Employee Relation

EMPLOYEE
RELATION
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TABLE OF CONTENTS
Introduction......................................................................................................................................1
TASK 1 UNDERSTANDING THE CONTEXT OF EMPLOYEE’S RELATIONS AGAINST
CHANGING BACKGROUND.......................................................................................................1
1.1 Explain unitary and pluralistic frames of reference...............................................................1
1.2 Identifying how changes in trade unionism has affected employee relations.......................2
1.3 Role of main players in employee relation............................................................................3
TASK 2: UNDERSTANDING THE NATURE OF INDUSTRIAL CONFLICT AND ITS
RESOLUTION................................................................................................................................4
2.1 Procedure for chosen organization to deal with different conflict situation..........................4
2.2 Key features of employee relations in selected situation.......................................................5
2.3 Effectiveness of procedures adopted in the selected conflicting situation............................6
TASK 3 UNDERSTANDING COLLECTIVE BARGAINING AND NEGOTIATION PROCESS
.........................................................................................................................................................6
3.1 Role of negotiation in collective bargaining..........................................................................6
3.2 Impact of negotiation strategy in the given situation.............................................................7
TASK 4 UNDERSTANDING CONCEPTS OF EMPLOYEE PARTICIPATION..........................8
4.1 Influence of EU on industrial democracy..............................................................................8
4.2 Methods used to gain Employee engagement and involvement in decision making process
.....................................................................................................................................................9
4.3 Assessing impact of human resource management on employee relations...........................9
Conclusion.....................................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Employee relation in general context can be defined as the mutual understanding between
employer and the employee. However, there are several legislation that focuses on managing and
controlling the relationship between both the parties so that high level of coordination can be
maintained (Armstrong, 2011). Looking at the competitiveness in the present market, it is
important for the companies to maintain appropriate relationship with its stakeholders so that
they can positively contribute in carrying out business activities. In the present report, researcher
has selected British Airways in order to enhance the level of study and develop better
understanding for the learners and readers regarding importance of maintaining employee
relations. Operating in highly competitive aviation industry it is important for the management to
develop and maintain better relationship with its customers by satisfying their needs and wants
so that they can provide quality of services to the customer base. Different aspects has been
covered in the study that consist of key characteristics of employee relations in adverse situation
and the role of negotiation in collective bargaining.
TASK 1 UNDERSTANDING THE CONTEXT OF EMPLOYEE’S
RELATIONS AGAINST CHANGING BACKGROUND
1.1 Explain unitary and pluralistic frames of reference
In order to understand the nature and significance of employee relations, there are certain
methods present for the managers of British Airways such as: Unitary and Pluralistic frame of
reference. However, both the approaches depends upon different thoughts and views but are
focused on developing relationship between employees and employers working the cited
company (Gallagher, 2005). The main purpose behind using these approaches is that, they
ensures in managing the workforce in effective manner that directly leads to carry out business
activities in reliable manner. In context to Unitary approach of employee relation states that,
authority or power lies in the hand of individual that works at the managerial level of business
enterprise. However, all the authority and responsibility is with the senior employees of British
Airways and staff members are not included in strategic affairs. Furthermore, through the means
of this approach, uniformity of direction is maintained as one individual is responsible for
making the decision regarding all the other so that relations is maintained in a professional
manner. This also leads to promote the commitment as well as loyalty among the workforce. In

addition to this, unitary approach is based on the belief that conflicts between employees and
employers of British Airways can be avoided.
In context to Pluralistic approach focuses on the belief that, better workplace is developed
through the means of different values, attitudes and behaviors. Under this approach, trade union
play a significant role and often takes decision in the favor of staff members so that they can be
motivated and their divers needs and wants can be satisfied effectively (McDermott Kidney and
Flood, 2011). According to this method of employee relation, it is important to carry out series of
negotiations so that employees can feel their importance towards the firm. Therefore, these are
the two major approaches through the help of top level management of British Airways can
easily manage the relationship with its most important stakeholder and carry out the operations in
effective and efficient manner.
1.2 Identifying how changes in trade unionism has affected employee relations
Changing legislations in trade union directly affects the employee relation within the
organization. In general terms, trade union can be defined as the society of workers and leaders
that works together with the aim of providing safe and secure working environment to the
employees as well as promote their common internets associated with pay scale and other
monetary and non-monetary benefits (Bhatti and Qureshi, 2007). The first Union Movement was
carried out in 19th
Century with the new models of unions. Whereas it came into existence 1824
with specific legislations in which numerous workers joined the association for getting fare pay
of the work done for the organization. While on the other hand, they understood that Trade
Unions are against the exploitation of employees and always focus on the benefits of the staff
members. However, there are certain changes in trade unions that has affected the employee
relation within British Airways which are as follows:
 Technological: Constantly advancement in technological aspects has led the firm to
reduce the use of labor which indirectly affected the employment of people adversely. In
this regard, British Airways is encouraged to amend with the regulations and legislations
associated with retrenchment of the human resource (Cox, 2010). However, in such
situation, trade union of British airways act as shield for the employees and protect them
from bring retrenched from the job. Technological advancement assist BA in enhancing
its business operations but at the cost of employee relation.

 Political and Legal: Political and legal factors are the major aspects that directly affects
the prospects related to the employee relation in British Airways. Further, top level
management has to follow different rules and regulations developed by the government
of respective country in order to avoid conflicts between employees and employers
(Salas, Bowers and Edend, 2001).
However, trade unions are developed with the purpose of protecting the rights of
employees as well as promoting the interest of both the parties through the development of
effective strategies and collective bargaining. Considering the present condition, trade unions
also focuses on removal of child labor and other essential welfare of the society. In addition to it,
trade unions leads to organize different training and development sessions for the employees so
that they can enhance their skills and abilities according to the need and mold their functioning
as per the requirement of emerging trends and environment (Peter, 2013). However, top level
management of British Airways focuses on satisfying the needs and wants of customers by
employing pool of talented people.
1.3 Role of main players in employee relation
In an organization there are several people who are responsible for maintaining the
relationship with employees. However, to maintain healthy relationship between employers and
employees it is important for the managerial level people to always take initiative of listening to
their staff members and make efforts to resolve their problems (Amos and Weathington, 2008).
Following are the major players in maintaining employee relation at British Airways:
 Managers: Front line manages of British Airways plays crucial role in developing and
maintaining relationship between employees and employers. However, managers should
ensure that they provide better and effective working environment to its staff members so
that they are not involved in any unethical practices (Cho and Erdem, 2006).
Furthermore, they are essential at the time when criticism arises between the employees
as that may affect the entire course of functioning. In addition to it, managers have the
duty of developing healthy competitive environment so that each employee is motivated
to give their best shot while carrying out allocated tasks and operations. Thus, mangers
are key players in terms of developing and maintaining employee relation.

 Worker: The main obligation of a worker in the organization is to execute the defined
tasks or operations in effective manner so that company can attain its desired aim and
objectives. Therefore, similar to managers, staff members also has the responsibility to
become loyal towards the British Airways and follow proper guidelines while carrying
out the work (Demirbas and Yukhanaev, 2011). By following guidelines properly workers
comply their part of maintaining relations with its employers.
 Government agencies: Being a public limited company, it is important for British
Airways to strictly amend all the rules and regulations framed by the government of
respective countries where it operates. However, BA has to take into consideration
different acts such as child labor, minimum wage act and health and safety act so that
better environment can be offered to the workers (Marchington and Wilkinson, 2005).
Through the help of these rules and regulations, government agencies are making their
effort to build better relationship between employees and staff members.
TASK 2: UNDERSTANDING THE NATURE OF INDUSTRIAL CONFLICT
AND ITS RESOLUTION
2.1 Procedure for chosen organization to deal with different conflict situation
Operating in such a competitive working environment, several situations arises which
creates different conflicts such as strikes and lockouts etc. However, there are various approach
through the help of which management of British Airways can deal with conflicts in varied
situations. However, strikes and lockouts are the major types of workforce conflicts that can take
place at the workplace (Punjaisri and Wilson, 2007).
In general, collective disputes take place in the situation when the working environment
of the company or allocation of work or operations by the managers are not done in suitable
manager which directly leads to declining of motivation level of employees. Further, due to this,
employees raises their voice rather than following the guidelines and carrying out the
functioning. If in case, top level management of British Airways discriminate with the employees
and allocate the work according to their age can lead to situation of conflict. However, in such

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situation employees at different levels are affected adversely and does not carry out the work
with required precision which directly impact on the sales and profitability of firm. Furthermore,
employees will not offer quality of services to the target market audience of BA that causes
complaints and feedbacks. In order to overcome this situation, top level management of cited

firm has to acknowledge withy honesty and clear communication (Mowday, Porter and Steers,
2013). As well as provide platform to the employees so that they can express their views,
thoughts and feelings so that smart and effective solution can be developed.
Apart from this, the major conflict situation in BA arises when employee starts
complaining. However, in order to execute smooth functioning of business operations, senior
authority has to respond to the employees regarding unfair treatment, unfavorable working
conditions etc. By following ethical code of practices managers can offer solution and
compromises between employees.
In addition to it, workplace injury to employee leads to conflict with the functioning of
British Airways. However, it is the duty of HR manager to make sure that proper facilities are
given to the employees so that they can be secured from on the job injury (Hannan, 2005).
However, in case if such situation arises and it is due to employer’s negligence than potential
lawsuits can be employed as well as ensuring that employees receives medical attention and
compensation for the injuries and lost wages.
2.2 Key features of employee relations in selected situation
From the above study, specific conflict situation has been selected for this task is
collective disputes. However, due to ineffective allocation of work dispute arises between
employees of different departments. By the means of such conflict, overall environment British
Airways is affected negatively and impact on sale and profitability performance. Following are
the key features of selected conflict situation:
 Dissatisfy with the corporation: The main reason behind arising of a conflict situation is
because employees are dissatisfied with British Airways. However, top level management
is unable to allocate the tasks effectively which directly affected to the overall
functioning of business. Due to this situation, employee relations with its employers will
be affected adversely (Ouimet and Zarutskie, 2014). In order to overcome this type of
situation, top level management of cited firm has to acknowledge withy honesty and clear
communication. As well as provide platform to the employees so that they can express
their views, thoughts and feelings so that smart and effective solution can be developed.
 Hindering the relationship between male and female staff members existing BA: Through
the means of this collective dispute it can directly harm the relationship between male

and female staff member at the workplace. In such situation they will avoid each other
and will not like to work in a team which may impact on the services offered to the
customers (Kettunen and et. al, 2007).
2.3 Effectiveness of procedures adopted in the selected conflicting situation
According to the conflict situation, it is the duty of senior authority of British Airways to
undertake various approaches so that conflict can be resolved in appropriate way. However, in
order to overcome the illustrated conflict situation, senior managers can take help of dispute
handling procedure which provides appropriate platform for discussion between employees and
employers. Along with this, British Airways should acknowledge honesty and clear
communication so that each and every individual can understand their duty and tasks
accordingly. Furthermore, management can also provide suitable platform where employees can
provide their feedbacks and views about their problems and issues so that potential measures can
be employed and conflict situation can be resolved (Cox, Zagelmeyer and Marchington, 2006).
Furthermore, during the discussion process employees have all the authority to speak and ask
anything from the managers so that their queries can be addressed appropriately. In order to
handle conflict situation between the male and female employees working in BA informal
procedure is effective as through this management can easily interact with both male and female
employees and the real cause of conflict can be identified. Furthermore it will assist management
in identifying the best possible solution to the problem faced by staff members present in the
workplace.
TASK 3 UNDERSTANDING COLLECTIVE BARGAINING AND
NEGOTIATION PROCESS
3.1 Role of negotiation in collective bargaining
Collective bargaining depicts the process of the negotiation between the employer and the
group of employees in order to establish the agreements regarding wages, working hours,
promotions and the other employment terms in order to handle the various disputes which are
arising at the workplace. This agreement allow the employer and the employees to reach at the
specific aspects. British airways has the large workforce which is employed in order to carry out
the various operations. They adopt collective bargaining process in order to negotiate with the
employer and adopt the technique in order to present the viewpoint which helps to resolve the

various key issues which are faced by the employees who are working in British airways (Brown
and Cregan, 2008). With the help of the union officials they present the issues to the employer.
Employer adapts the process of the collective bargaining through which they develop the various
tactics to meet the demands of the employees and develop the favourable work environment for
the employees. There are various roles of negotiation are performed in order to determine the
effective collective bargaining are discussed underneath:
Negotiation helps to enhance the quality of work: Negotiation helps to enhance the
quality of the work. At British Airways the employees present their necessities in front of the
employer with the help of their union officials and negotiate with them in order to carry out
various functioning. They bargains with the employer to enhance the quality of work (Samaras,
2010).
Negotiation help to improve the effectiveness: Negotiation helps in improving the
effectiveness. With the help of the collective bargaining process the issues which are encountered
on the employees can be resolves with the proper negotiation with the employer in British
Airways. With the help of collective bargaining the employer discuss the various issues which
are raised by the employees and can easily elaborate the solution with the help of discussion with
the employees (Cox, 2010). Furthermore it helps in developing an effective and efficient work
environment by handling the various issues in an effective and efficient manner (Amos and
Weathington, 2008).
Negotiation act as a support system for the firm to reach to productive conclusion: With the
adoption of the process of the collective bargaining the employer and the employees negotiate
with each other in relation to the various aspects which affect the working practices of the
employees of British Airways. The employees select their representative who negotiate with the
employer and identify the effective key solution for the various issues which they face while
working in British Airways. With the help of collective bargaining process they employer can
easy communicate the various modification which helps to reach the productive solution to the
problem (Cho and Erdem, 2006).
3.2 Impact of negotiation strategy in the given situation
Negotiation is the method which is adopted by the organization in order to settle the
disputes which have been raised within the organization while carrying out the various

operations. Negotiation is the aspect which helps to achieve the best possible outcome. British
airways negotiates with the employees in order to meet the best possible outcomes for the
various disputes which are present in the work environment and negatively impact the
performance. With the help of the negotiation strategies the impact can be identified and the
ways can be developed to resolve the various conflicts which are raised in the work environment
of British Airways (Hannan, 2005). The negotiating strategies helps to identify the best tactics in
order to attain the best outcome. The various strategies are discussed below:
Competing strategies: This is the strategy which reflects the competition which is present in the
work environment. As the airline industry is very large there is a huge competition. British
airways adopt this strategy as the competitors are winners or the losers. They analyze the each
and every aspect as it has the positive impact on the work culture as it lead to attain the success
within a short span of time. It has a greater flaw that the employee’s just work as per tis adopted
strategy and demand in return a huge benefits (Ouimet and Zarutskie, 2014).
Accommodative strategies: This strategy is adopted in order to resolve the major issue which is
being impacting the performance of British airways to the greater extend. This strategy is
adopted in order to meet the financial crises by avoiding the situation of huge turnover and huge
termination. They give various offers to the employees in order to remain with them in order to
carry out the various operations.
Avoiding strategies: This strategy is adopted by the employees and employer in order to avoid
the major issues which are being faced by British Airways. British Airways adopt this strategy in
order focus on the important issue which is being raised by the employees regarding the work
schedule. If they are not in the phase to modify it as they are regulated by the government body
they try to avoid it to a certain duration and adopt the various tactics to resolve it (Samaras,
2010).
Compromising Strategies: This strategy is adopted while the employees negotiates for the
position which they hold in British Airways. As there are various time constraints which effect
the performance of the employees due to the work environment and the position which they hold
in British Airways.

TASK 4 UNDERSTANDING CONCEPTS OF EMPLOYEE
PARTICIPATION
4.1 Influence of EU on industrial democracy
EU has the direct influence on the industrial democracy in which the organization
operates. It is the structure which define the work environment according to which the entire
organization design its framework. British airways follow the policies and procedure in order to
perform the various operations (Bhatti and Qureshi, 2007).
As the culture dimensions differ from place to place these policies determine the level of
the various aspects which directly influence the industrial democracy of UK. EU passes the
various act which influence the working dynamics of British Airways as the employees are also
involved in making important decisions which relate to their effective participation in British
Airways. This implementation enhances the work quality of the employees and their standards
are raised. Furthermore this is effective as it lead to boost their efficiency as the employer share
the information with the employees related to the overall functioning of the British Airways
(Kettunen and et.al, 2007).
These policies define the set standards as per the perspective job, terms and conditions in terms
to the working environment which avoid the major issues which influences their working. These
policies determine the effective and favourable work environment.
4.2 Methods used to gain Employee engagement and involvement in decision making process
There are various methods which can be adopted in order to enhance the work environment of
the organization by making the employees engage in carrying out the various activities and
functions which determine in accomplishment of the various objectives of the organizations.
British airways adopt the consultation methods in through which they effectively develop
the various tactics which directly influences the work environment through which they increases
the involvement of the employees as this enhances their satisfaction level as they are involved in
the various aspects which are related to the overall functioning of British Airways (Punjaisri and
Wilson, 2007). They adopt the suggestion schemes in order to attain new ideas from the
employees in order to enhance the work environment in an effective manner and try to
accomplish the new standards in an effective and efficient manner. This benefits British airways
as they effectively function in the work environment.

4.3 Assessing impact of human resource management on employee relations
Human resource management is the essential aspect which plays a very important role in
managing the relation and the functioning of the organization in an effective and in an efficient
manner (Role of manager in employee’s relationship. 2015). There are various management
strategies which are being adopted by British airways in order to ensure that the management of
the various activities are done in an effective manner. British Airways also ensure to provides the
effective ans efficient work practices in order to retain the employees for long run . They adopt
the various training and development strategies in order to enhance their performance so that the
performance aspects could be raised to the greater expend and this ensure an favorable work
environment to the employees of British airways(Tan and Nasurdin, 2011). This also enhance the
work attitudes of the employees as all the activities and the functions are determined in an
effective manner which favor the working of the employees and enhances their willingness to
work with them.
CONCLUSION
In conclusion to the above study it has been observed that, maintaining employee relation
is crucial for BA in order to enhance the performance of employees and satisfying the needs and
wants of customers. Report illustrates two major approaches such as Unitary and Pluralistic,
through the help of top level management of British Airways can easily manage the relationship
with its most important stakeholder and carry out the operations in effective and efficient
manner. In addition to it, trade unions leads to organize different training and development
sessions for the employees so that they can enhance their skills and abilities according to the
need and mold their functioning as per the requirement of emerging trends and environment.

REFERENCES
Journals and Books
Amos, E.A. and Weathington, B.L., 2008. An analysis of the relation between employee—
Organization value congruence and employee attitudes. The journal of
psychology. 142(6) pp.615-632.
Armstrong, M., 2011. Armstrong's Handbook of Strategic Human Resource Management. 5th ed.
Kogan Page Publishers.
Bhatti, K.K. and Qureshi, T.M., 2007. Impact of employee participation on job satisfaction,
employee commitment and employee productivity. International Review of
Business Research Papers. 3(2). pp.54-68.
Brown, M. and Cregan, C., 2008. Organizational change cynicism: The role of employee
involvement. Human Resource Management. 47(4). pp.667.
Cho, S. and Erdem, M., 2006. Employee relation programs and hotel performance: Impact on
turnover, labor productivity, and RevPAR. Journal of Human Resources in
Hospitality & Tourism. 5(2). pp.55-68.
Cox, A., Zagelmeyer, S. and Marchington, M., 2006. Embedding employee involvement and
participation at work. Human Resource Management Journal. 16(3). pp.250-267.
Cox, B., 2010. Leading and following together — leading leadership and leading leaders.
International Journal of Leadership in Public Services. 6(1) .pp.14 – 17.
Demirbas, D. and Yukhanaev, A., 2011. Independence of board of directors, employee relation
and harmonisation of corporate governance: Empirical evidence from Russian
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Gallagher, W. P., 2005. Leading People and Teams in Education. Journal of Educational
Administration. 43(2) .pp.226 – 229.
Hannan, R.L., 2005. The combined effect of wages and firm profit on employee effort. The
Accounting Review. 80(1). pp.167-188.
Kettunen, E. and et.al., 2007. The governnce of Employee Relations in emerging markets.
Marchington, M. and Wilkinson, A., 2005. Direct participation and involvement. Managing

human resources: personnel management in transition. pp. 398-423.
McDermott, A. Kidney, R. and Flood, P., 2011. Understanding leader development: learning
from leaders. Leadership & Organization Development Journal. 32(4) .pp.358 –
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Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employee—organization linkages: The
psychology of commitment, absenteeism, and turnover. Academic Press.
Ouimet, P. and Zarutskie, R., 2014. Who works for startups? The relation between firm age,
employee age, and growth. Journal of financial Economics. 112(3). pp.386-407.
Peter, G., 2013. Leading with mind, heart, body and spirit. The International Journal of
Leadership in Public Services. 9(1/2).pp.65 – 76.
Punjaisri, K. and Wilson, A., 2007. The role of internal branding in the delivery of employee
brand promise. Journal of Brand Management. 15(1). pp.57-70.
Salas, E, Bowers, A, C, and Edend, E., 2001. Improving Teamwork in Organizations:
Applications of Resource Management Training. CRC Press.
Samaras, P. A., 2010. Self-Study Teacher Research: Improving Your Practice Through
Collaborative Inquiry. SAGE.
Online
Role of manager in employee’s relationship. 2015. [Online]. Available through:
<http://www.management.com/role-of-managers-in-employee-relations.htm>. [Accessed
on 10th
December 2015].
Tan,L. C. and Nasurdin, M. A., 2011. Human Resource Management Practices and
Organizational Innovation: Assessing the Mediating Role of Knowledge Management
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tHJAhXJkpQKHcVnATEQFgiJATAJ&url=http%3A%2F%2Fwww.ejkm.com%2Fissu
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December 2015].

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