Employee Relations HND 2013 Assignment 1 Essay

A worker at Tesco PLC may have conflicts with the owners due to not reinvesting profits in the wrong way such as reinvesting profits into the products such as food. So, then Tesco PLC can sell more higher quality products such as the food to their customers. While this is a conflict as the workers would want to have profits reinvested into their wages instead. Another conflict may be with the managers over their treatments. For example, not being fair to the workers on working times. This is a conflict because of the workers wanting different to what the managers want. Also, a conflict may be with the customers over the quality of service given. For example, workers or customers being

In the face of conflict one must look for objective criteria with which to resolve conflict is essential. Always keep in mind the aspiration for long term relationship building. We never know when we would meet our counterpart, another representative of his or her organization or a common acquaintance

To align yourself with the organisation' goals is due to the performance of the employees working thorough as a team or unit to satisfy all clientele wishes to their needs and wants, this will help secure improving revenues and reputations. Your responsibilities is to provide a safe environment for all persons associated in your work place and producing the maximum out come for all involved to have a pleasurable experience. Also keep account of employees performances to understand where improvements may be required to administer support with more training or

The aim of this early conciliation is to encourage as many cases as possible to settle ‘compromising’ the claim through a settlement agreement (previously called a ‘compromise agreement’) an agreement achieved through Acas conciliation (a ‘COT3’). Appendix 3 is an early conciliation Flow Chart (ACAS)

* Provide operational information to ensure that everyone can do their job as well as possible and to assist in the general running of the organisation

There aim is to set a guidelines and standards that set a common approach for the company and provide practical guidance for all employees.

Every assessment submission must be authenticated as the work of the named learner. This is a regulatory requirement, so to support centres we recommended that this cover sheet should accompany every assessment submission- for both assessments being carried out by the centre or through the ILM Assessment service (ILMA). While using this cover sheet is not mandatory learners must, in some way, make the declaration of authenticity using the statement below. Any submission that does not carry this statement cannot be verified.

Pay and Rewards – pay and rewards attract, motivate and retain staff. The employment contract which lists rewards, whether it be pay, bonus or benefits, can remove animosity amongst employees and employers. However, recent research reveals that employees are no longer motivated by a financial reward alone, but

Fifty-five-year-old Sabrina Houston had been working as the Chief Elections Advisor in her county for the last 5 years. She began working at the Elections center as a receptionist after high school, and worked her way up to the top. The Chief Elections Advisor position requires a college degree, and completion of a six-month training course, but this was overlooked as MS. Houston made her way to the top. The Regional Elections Advisor was fired due to the fact the he was not supervising the Elections Advisors on the county level properly. As a result, all of the Chief Elections Advisors throughout the various counties in the state were fired, and they had to reapply for their positions. When Ms. Houston reapplied for her job, she

The pluralist frame of reference in management is a complete opposite of unitarist view in terms of unions. The pluralist management perspective consist of employees and employers bargaining in imperfect labor markets in the presence of pluralist conflict. Pluralist conflict is an employment relationship consisting of multiple interest such as employers might want flexibility, intense pace of work, lower Labor cost while employees might want

Conflict is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people don't realize is that well-managed conflict can actually be a force for positive change.

The text book describes conflict as “a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about.” There are different views on dealing with conflict. There is the traditional view that seeks to eliminate any conflict and the interaction group that seek to use conflict as a stepping stone to greater things. Conflict can arise in any situation and, following the managed conflict view, it is not necessarily something to be push under the table but something to

Besides, power imbalance between employer and employee in the workplace seems to be unavoidable. As noted by Wilkinson et al. (2014), employees are citizens who have the right to be informed and consulted; therefore, the aim of employee voice is to communicate with management and express employees’ concerns about their work situation. Nevertheless, in recent years, decreasing union density has gradually shifted the form of voice in most organisations and countries from collective and unionized channels to direct and individualized mechanisms (Wilkinson et al., 2014).

It is also important that employees know what standards of conduct and performance are expected of them. The written particulars of employment that must be provided to every

 "Effective conflict resolution requires dealing constructively with disagreements rather than pushing them under the rug, letting them break into open warfare, or attempting to eliminate them completely.  Successful resolution of a conflict may include the following: accurate diagnosis of the nature and source of the conflict, a clear understanding of how each party is contributing to the conflict, skills and processes for defining alternatives, constructively negotiating outcomes, and creatively developing win-win resolutions" (Hagberg Consulting Group, 1).