Employee relations assignment help

Employee
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Introduction
In this report 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’s relation 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.

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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
organizationstakeholders 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.

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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.

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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..

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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

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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).

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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 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-1In 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-2BMA 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 Managementdepartment 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.

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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 Companyneeds 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).

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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 strategy wills results

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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.

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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

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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
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.

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Task-4
Power points presentation

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Conclusion
Throughout the completiuon of this report 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.
References
 Betchoo, N.K. 2014, "The evolution of industrial democracy in a small-island economy,
Mauritius", International Letters of Social and Humanistic Sciences, vol. 29, no. 29, pp. 39-47.
 Bonoli, G. 2010, "Time Matters: Postindustrialization, New Social Risks, and Welfare State
Adaptation in Advanced Industrial Democracies", Comparative Political Studies, vol. 40, no. 5,
pp. 495-520.
 Bose, I. & Mudgal, R.K. 2013, "Employee relations climate in leather industry in
Kolkata",Indian Journal of Industrial Relations, vol. 49, no. 1, pp. 13.
 Claveria, S. & Verge, T. 2015, "Post-ministerial occupation in advanced industrial democracies:
Ambition, individual resources and institutional opportunity structures: POST-MINISTERIAL
OCCUPATION IN ADVANCED INDUSTRIAL DEMOCRACIES",European Journal of
Political Research, vol. 54, no. 4, pp. 819-835.
 Demirbas, D. & Yukhanaev, A. 2011, "Independence of board of directors, employee relation
and harmonisation of corporate governance: Empirical evidence from Russian listed
companies", Employee Relations, vol. 33, no. 4, pp. 444-471.
 Fischer, B.D., Licata, S.C., Edwankar, R.V., Wang, Z., Huang, S., He, X., Yu, J., Zhou, H.,
Johnson, E.M., Cook, J.M., Furtmüller, R., Ramerstorfer, J., Sieghart, W., Roth, B.L., Majumder,
S. & Rowlett, J.K. 2010, "Anxiolytic-like effects of 8-acetylene imidazobenzodiazepines in a
rhesus monkey conflict procedure", Neuropharmacology, vol. 59, no. 7, pp. 612-618.

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 Griffin, J.J., Bryant, A. & Koerber, C.P. 2015, "Corporate Responsibility and Employee
Relations: From External Pressure to Action", Group & Organization Management, vol. 40, no.
3, pp. 378-404.
 Mathew, S.K. & Jones, R. 2012, "Satyagraha and employee relations", Employee Relations, vol.
34, no. 5, pp. 501-517.
 Mathew, S.K. & Jones, R. 2012, "Satyagraha and employee relations", Employee Relations,vol.
34, no. 5, pp. 501-517.
 Mathew, S.K. & Jones, R. 2012, "Satyagrahaand employee relations: Lessons from a
multinational automobile transplant in India", Employee Relations, vol. 34, no. 5, pp. 501-517.
 Ntalianis F, Dyer L, Vandenberghe C. Owner-employee relations in small firms. Journal of
Managerial Psychology. 2015;30(7):832-46.
 Ntalianis, F. & Vandenberghe, C. 2015, "Owner-employee relations in small
 Sayce, S. & Gold, M. 2011, "Revisiting industrial democracy and pension trusteeship: The case
of Canada", Economic and Industrial Democracy, vol. 32, no. 3, pp. 477-497.
 Stoleroff, A. 2015, "The Portuguese labour movement and industrial democracy: from workplace
revolution to a precarious quest for economic justice", Transfer: European Review of Labour and
Research, .
 Y, B.S. 2015, "DEVELOPMENT OF INDUSTRIAL DEMOCRACY IN THE CONTEXT OF
MODERN MANAGEMENT", Polythematic Online Scientific Journal of Kuban State Agrarian
University, , no. 112, pp. 1495-1507.

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