Unit 20 Employee Relationship Distinction Copy

Unit 20 Employee Relationship Distinction Copy

introduction

Employee relations can be defined as an underlying philosophy, which requires the employee to have the necessary perspective and skill set, focusing more on their relationship with the employer. Employee relations should not be confused with any specific management function or any well-defined activity. Although there are many activities that occur in the form of part of the employee relationship (ER), although the ER is a concept that guides the underlying principles of managing these activities and relationships between the organization and its associated people. There is no doubt about the fact that happy employees in one organization are important for achieving maximum productivity, organizations that are successful in the current business environment are those who maintain and manage relationships to create permanent employee satisfaction. Know about Therefore, short-term relationship can be defined as the management of employee-employer relations (Blyton & Turnbull, 2004). It has been observed that organizations use word 'employee relations' to prevent issues and conflicts arising from various situations and to resolve them at the workplace. The ultimate goal of employee relations is to increase employee satisfaction and maintain good morale among employees and workers. Satisfied worker / employee means job satisfaction, more productivity and ultimately more revenue for the business. The purpose of this work is to understand the concept of employee relations and various aspects related to it. For better understanding of theoretical knowledge and its application in the real world scenario of British Airways has been taken.

Unit 20 Employee Relationship Distinguish Copy, Assignment Help

Work 1: Understand the references to employee relations against the changing background

1.1 Explain the unitary and pluralistic frame of reference

In terms of employee relations, there are two distinct and important approaches unitary and pluralistic approaches in the management of employee-employer relations. The unitary approach can be defined as an approach that applies to organizations that follow a single authority structure, tend to suppress the struggle at the work place, rather than continuously resolve it, the unitary perspective Doctrinal and advocate the harsh style of management. Finally, in this approach, the importance of employees' integrity and general values ​​towards the organization is given importance.

Unlike unitism, pluralistic approach advocates the distribution of power and authority, instead of focusing with a particular person, that is why the organization displays a pluralistic authority structure in this approach. Apart from this, instead of looking for ways to suppress the conflict situation, it follows the methods of conflict management to solve the conflicts. Pluralistic approach recognizes employee unions such as trade unions (Mattel, 1999, pp.285-295).

Therefore, if we analyze British Airways, it can be clearly identified that it follows the pluralistic approach. British Airways is a public limited company, which means that no one has the power of the company. Apart from this, there are also employee trade unions who represent the interests of employees working in the aviation sector and their presence is well-known by British Airways and other airline companies. It has been observed that pluralistic approach is successful in large organizations like British Airways, whereas unitary approaches are more relevant to small or medium organizations where unitary authority has complete control. However, the plural approach from the perspective of productivity and employee satisfaction is much better than the unitism approach.

1.2 Assess how changes in trade unionism have affected employee relations

Trade unions are the official bodies, which are created by employees of an organization to keep their requests or concerns in front of the management. In a large organization where thousands of workers work, it becomes difficult to hear the concerns of each employee. Therefore, trade unions represent the collective interests of all those employees who are managed and represented by their leaders in the event of conflict (in case of conflict). The main objective or reason behind the existence or formation of trade unions can be attributed to the protection of the interests of the employees, which can be exploited for deeper focus of organizations in the capitalist economy, and the struggle between employees and their employers In the situation, it always happens to represent your point through the general body like Trade Union (Marchington and Parker, 1990) A better option for the area. However, due to the emergence of the service sector, the concept of trade unionism has consistently declined over time. Apart from this, there are some reasons why the membership of trade unions has gradually declined since 1979. These reasons are mainly centered by organizations on employee improvement.

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