1.

1Explain the unitary and pluralistic frames of reference

This concept Unionist states that all members of the organization are loyal
and share the same position, and means for something to organizational
success. Usually common thing among all these is the vision and mission
statement. In spite of all the members they have different roles, but they
share the same goals and values. Performance is measured through predefined set of goals achievement. The all workers to be loyal to management.
They focus toward everything that is set by the management. Whereas,
according to the perspective of a pluralistic an organization more powerful
than before diving to the various sub-groups. The organization is mainly
divided into two sub-groups, and the administration of any labor unions in a
pluralistic perspective. In this perspective, the role of management becomes
less in control and imposing becomes more about communication and
coordination. Management may also tend to influence the unions. In the
event of any dispute arising in the organization between management and
trade unions is to deal with collective bargaining, and if it succeeds in this
becomes a success for the organization and brings many positive changes.
This is why it is not a bad thing to consider.
So, City Mallis the existence of a unitary approach the perspective of where
management has all the control and perceived any conflict as something
negative, and where there is no opposition Where leaders are working to
enhance the loyalty of the members of the organization and also the second
inning of a unitary perspective This approach also assumes that there is no
conflict of interest between the manager and his staff ,and they do not want
to include any 3rd party between them and their staff in order to resolve any
dispute. Its major strength includes the loyalty which is to be maintained all
around the organization. So, if mangers take care of its workers interest there
will not be any type of conflict arising in the business. So, unitary approach
also assumes that all members of the organization are rational and that, they
have equal and same level of needs and goals but, in reality we see that
there is inequality between the powers of employees and employers that
caused to rise in conflicts between them in City Mall stores. Although there
can be several conflicts that can be good for the organization in the near
future that is termed as C-conflict by Esquivel and Cleaner Such as task
conflict, the way task is performed. This type of conflict proves to be good for
the businesses. The main drawback of unitary approach is that, it does not
provide any guidelines for human resources, HR. So, now we can categorize
City mall stores that they are resisting trade union towards unitary approach.
They adopted the approach of open door policy for direct communication
between them and their employees. So employees were previously working
under unitary perspective they will be having same level of needs and goals.
The employer gives them flexible working time and share scheme, they were
involved and participated in different working activities and their
contributions were then rewarded but, with the increase in demands of the

depot workers they formed a union to represent their interests. These trade
unions form an opposed leadership and hence help in improving the decision
power of employees and also to represent them. So, a conflict between these
employees and their employers were resolved with the tool of collective
bargaining. In this context of City Mall there relations became worst and they
fired the employees that were on the strike and employee scabs in there
depots. Later on after the prosecution workers were given a pay plan as a
right for their union bargaining. After that the relations become much worst,
the employees families were receiving warnings to say no against the strike
So, in the case of arising conflict that can be easily resolved and well
managed rather than overlook with the pluralistic approach with a union
representing their employees interests. It also provides a platform where
resolutions can be discussed and can align the interest of an organization and
individuals. The drawback of this approach can be time taking in resolving the
conflict of interests but laws can be effective in this manner. One more
solution can be that, the pluralist approach does not need to focus and work
on the employees interest but should also have a concern for the
management interests as well and this will also play role in effective
collective bargaining process. Can categorize City Mall stores that they are
resisting trade union towards unitary approach. They adopted the approach
of open door policy for direct communication between them and their
employees.
So, employees were previously working under unitary perspective they will be
having same level of needs and goals. The employer gives them flexible
working time and share scheme, they were involved and participated in
different working activities and their contributions were then rewarded but,
with the increase in demands of the depot workers they formed a union to
represent their interests. These trade unions form an opposed leadership and
hence help in improving the decision power of employees and also to
represent them. So, a conflict between these employees and their employers
were resolved with the tool of collective bargaining. In this context of City
Mall there relations became worst and they fired the employees that were on
the strike and employee scabs in there depots. Later on after the prosecution
workers were given a pay plan as a right for their union bargaining. After that
the relations become much worst, the employees families were receiving
warnings to say no against the strike
So, in the case of arising conflict that can be easily resolved and well
managed rather than overlook with the pluralistic approach with a union
representing their employees interests. It also provides a platform where
resolutions can be discussed and can align the interest of an organization and
individuals. The drawback of this approach can be time taking in resolving the
conflict of interests but laws can be effective in this manner. One more
solution can be that, the pluralist approach does not need to focus and work
on the employees interest but should also have a concern for the

management interests as well and this will also play role in effective
collective bargaining process

1.2Assess how changes in trade unionism have affected employee relations

Union concept is as old as the 18th century itself. The formation of the
various unions within the organization to protect the rights of workers and to
negotiate with management on various issues such as employee labor
contracts. Sometimes this union has a negative impact on the organization
because of the conflict arises from the union members with their employees
regarding the fulfillment of the promises that are made during union
elections. The government has played a key role in this process. Many laws
have begun to make of Trade Unions, which was announced to support the
process of trade unions. Some union leaders also participated in politics.
Therefore, there is a sharp turn in the trade union members since mainly due
to several reasons including, employment, strict laws have been made under
the legislation to form trade unions and many employers try to prevent
unions and the formation of a unitary approach. is also union members less
due to poor performance of trade unions in collective bargaining, due to poor
communication between the different levels ie between trade unions and
labor union leaders. So, these things are pressurizing the trade unions to
change their strategies and work on the issues of wages, privatization,
reorganization and other social problems. So, if trade unions will have
qualified staffs they will make sure of stable incomes backed by the
production, will program different trainings for the workers that will result in
quality life and success will comes for both employee, employers and also to
their business or to whole organization.
So, from 19th century trade unions were developed to keep the interests of
business man and in very first 20th century these trade unions becomes very
much powerful due to making of new laws where a trade union can sue an
organization which did not take care the interests of its employees. With
respect to these laws, the freedom of management was decreased to a
greater extent and now management cannot enjoy up to that level which
they enjoyed with unitary approach.
So far, we say that with the changes in the trade unions, employee relations
may be affected. Now with the unions director cannot cut employee wages or
cannot increase working hours without an increase in pay it. Previously, the
approach unitary good employee relations up to a level that are matched to
the interests of both management and workers, but once created the conflict
back either workers demanding a greater or flexible wage in raids work
schedule and signed a form the Union of those companies that do not accept
the unions or a third-party dispute disputes that cannot benefit from
collective bargaining and could incur losses in several forms, so the impact of
employee relations to a great extent. Whereas, in the case of a pluralistic
such unions and the protection of employees rights approach and it will

negotiate with management. They will have a better relationship in the event
of a successful bargaining and negotiations. While, it may be a conflict arise if
the negotiations did not succeed between management and the labor union,
and this can lead to severe problems which does not accept the
administration's third-party proposals, and thus will result once again in the
worst employee relations with public employees or selected employees,
which is in the strike. So, ultimately with the inclusion of legislation or with
the process of effective bargaining these issues can be resolved and here
employee relations will be affected with the inclusion of law and can be
shifted to better relations with effective bargaining process if negotiations
between management and trade union succeeds. The effective employee
relation is the increase in output and happiness at the work place.

1.3Explain the role of the main players in employee relations

Employee relations refer to different types of employee and employer about
the work environment behavior. Employee relations made during or affect the
performance of various tasks. Employee relations with respect to various
policies of human resources, these relations also depends on the weather and
staff management appointed who deal with complaints against any
operation, there is a monitoring system that verifies that it is satisfied with
the workers and advise them with plans or new policies help in the most
powerful communication. The employer to provide facilities of various
medications or insurance for their employees. This all things determine
employee relations. So, the main players in the employee relations are state,
employees, human resource manager, employee trainer, reward or financial
manager, middle manager or department head and supervisor or line
manager. Laws have been made by the state or legislation. So, it plays a
greater role in employee relations because they make laws for trade unions
different corporate taxes, tax leverage that affects the behaviors of
employers and ultimate affects are on the employees and consumers.
Employees also play a heavier role in employee relations they need to keep
update themselves with the new laws and policies from HR and upper level
management and try to have strong communication with their supervisors. If
there will be a communication gap, employee relations will be affected.
Similarly, human resource manager can ensure that the new policies and
plans are communication in the overall organization from top to bottom. He
can build a strong communication system in its organization and can make
flexible job designs for its different type of workers that includes, part time
workers, full time aged peoples etc. The employee trainer can make a greater
impact on employee relations. He needs to give proper trainings to its
employees with the best interest of both the business and worker. Reward
manager or financial manager has a bigger role in employee relations. This
person decides the overall wages including compensation for overtime and
appreciation for good performance. So, he plays a major part in maintaining
effective employee relations. The department head is responsible for

maintaining good employee relations. He monitors the relations between

employees and can also build effective relations between them, as he
observes the overall activities of his department. One strategy for this
manager can be to ask for the improvements in the task or ask for more
simplification of work from his employees that can maintain good employee
relations. Line manager or supervisor plays his important role in maintaining
good employee relations as; he is the closest managerial person who works
with the employees, mainly in assembly line. He knows the problem of
workers well than any other person in the organization and can convey their
problems, suggestions and demands to the middle and upper level
management. So, he can also affect employee relations in both good and bad
ways.

2.1 Explain the procedures an organization should follow when

dealing with different conflict situations
It is known to work with his staff about the industrial relations relationship,
and the various conflicts can arise between them. There are different points
of view to deal with conflict situations. Altaddion says that the conflict
situations that can not be avoided pushing to manage and resolve this
situation in an effective manner. Conflict arises mainly due to the increase in
the demands of the various groups or people from different categories such
as class and working-class management, each of these classes post different
goals in addition to a communication gap which leads to conflict between all
of these. This conflict arises mainly due to thesematters which include wages,
flexible working time, and compensation for overtime and provide other
medical facilities etc. So, labor union or different labor agencies protect these
rights of employees. The conflict may rise upon due to unsuccessful
negotiations or due to non-fulfilment of the right of employees in an
organization.
So, to resolve these conflicts in an effective manner is an essential part for
the benefit of organization at large. In some conflicts government can also be
involved and proceedings are made according to the laws regulated by
legislation. The following procedures must be followed when dealing with
different kinds of conflict situations in an organization. The first step is to
identify the cause or causes of creating a conflict situation. The causes may
include leadership problems, lack of proper trainings to employees; working
conditions are not good, if there is lack of communication gap etc. Then the
second step is to identify the ways these conflicts can resolve. These can be
resolved in a number of ways e.g. by ensuring and providing a healthier
business environment, by ensuring the safety concerns of employees,
manager can give rewards and other benefits in time for improving employee
relations, by improving communication system and by ensuring no
harassment against employees etc. The third step is to implement these
conflict solving procedures. Implementation of conflict solving procedures can

be done by involving lower levels of employees in making a strategy, in other

words involving little brains and thus communication gap will be less. Another
department can be form by the name of employee rights which will safeguard
their rights within the organization. An employee representative can be
appointed and he can have regular meetings with the human resource
manager and can discuss the problem of employees mainly at lower levels.
2.2 Explain the key features of employee relations in a selected conflict
situation
City Mall should be conscious about employee relations as it plays a very
important role in business success. Key features included in the employees
'and employers' relationships and give rewards and appreciation in the group
to increase their performance that will increase overall productivity. There
have been providing to their employees flexible working hours, which include
career breaks and can also include a bonus leave for an hour and a home one
early. Another feature of the relationship of the employee is that
increasingengagement, any involvement of all levels of staff to propose a
strategy. City Mall offers a 10% discount to its employees and other plans as
well. And it provided staff to compensate financially feature is also included in
this scheme shares situation.The also because of the conflict that the
employee can feel that it is part of that business. They did not recognize any
labor unions in their stores that, was the major conflicting feature in this
particular case and then strike was started in which depot workers and
drivers took part and the demand was for the union recognition. That now
greatly depends on the managers what they do because they claim strike
workers did not represent more than 3 rd of its employee and they were
planning to replace labor agency with the strike workers.
The features of employee relations are greatly interdependent with the
success of the business. Their employee contributions are directly linked with
the business success. So, a company must try to use key features in
improving employee relations with time to time, that mainly includes
compensating them, taking care of health issues and other safety and
security concerns and to involve them in different process of business in
which they can collaborate with the upper level in formulating a strategy.

2.3 Evaluate the effectiveness of procedures used in a selected conflict

situation
The conflict among the employer and employees of City Mall stores was that
they did not recognize any 3rd party labor unions. The effectiveness of the
above said procedures of resolving conflict in this situation can be evaluated
by following ways. The time consume and efficiency in solving the conflict,
the cost which the organization pays or incurred in resolving the conflict and

one of the key factor to evaluate the effectiveness is the employee relations
after the resolving of a conflict. store offered a pay plan to strike workers
against their right for union as a collective bargaining. So, in resolving these
types of disputes, organization has to give such type of awards. As they were
against the union recognition they then have to appoint a representative of
employees and have to provide a platform for open and direct communication
with upper Management about their issues and try to resolve them. The
process of the conflict will be solved the above effective if it is simple,
provides a platform or another stage and to encourage staff collaborationmaking process that will lead to effective results. If it still remains a conflict
that has not yet solve the law can intervene to deal with the conflict and try
to provide the best results. Therefore, we conclude that the conflicting parties
can be given a platform to cooperate with upper level management in the
decision or take the strategy. This can be effective and lead to a win-win
situation or a case not to lose and to create safety, maturity and mutual trust
between all levels of staff.
3.1 Explain the role of negotiation in collective bargaining
Terms bargaining and collective bargaining often arise in the organization
during the conflict in any issue between the employee and the employer.
These issues can be solved with the help of collective bargaining, which is the
existence of negotiations between management and labor on any current
issue of the organization process. Negotiation plays a very important role,
and mainly in the collective bargaining process. This is often negotiated
between the employee and the employer in order to adjust the salaries or to
provide safety and security in the workplace with the collective agreements.
But collective bargaining may not always result in collective agreements. In
the case where the conflict is still unresolved, the state can be involved in.
Where and negotiation is the communication process to identify and resolve
differences and agree on a course of action. This phenomenon is used in
business, as well as in everyday life. In the business and is negotiating to act
based on a new work contract.
Roles in negotiating collective bargaining, negotiating, and help solve /
disputes and conflicts between the employer and his workers settlement.
With negotiating tool, freedom of management can be minimized and
motives are also struggling to cooperate in making the strategy and enhance
their decision making process. Negotiation plays a role in employee relations
satisfactory and with the negotiations, each party needs, and management
work and accomplish. More complicated situation more than two parties may
be involved in the case of disputes between the two countries do not settle
up. Can the government or any other part intervenes between them to settle
disputes.

Conflict may arise in the organization for the bargain about any issue of the organization
among the employees and management. This problem can solve by the collective
bargaining. The definition of collective bargaining is a procedure of negotiation of any
current issue of the organization.
Negotiation plays some important role in the collective bargaining. The negotiation is
mainly based on the employee salary and safety of the employee. The roles of
negotiation in the collective bargaining are Torrington & Hall, negotiation settle the
industrial conflict negotiation decrease the unlimited freedom of the management by the
negotiation employee become satisfied for which the production increase negotiation
create a better relationship between the employee and employer By the negotiation the
interests of the trade union fulfill.

3.2 assess the impact of negotiation strategy for a given situation

Usually negotiation is done for two types of collective bargaining. One is interest based
and the other is positional bargaining. Interest based includes cooperative or integrative
bargaining while positional bargaining includes competitive or distributive bargaining
and while there are 3 categories of negotiation, i.e. soft, hard and principle. Integrative is
a soft bargaining while, competitive is hard and principle lay closer to the soft one.
and City Mall have the strategy of not recognizing any unions. They take care of their
employees rights by giving flexible working time and high salary and wages, but still
there arise a conflict with some of the drivers and depot workers of , as they were
demanding high wages. and City Mall did not allow any 3rd party to come in between
them and their employees, rather they want direct communication between employees
and management by providing them a platform with open discussions. So, in this case the
strike workers need to agree upon the idea of open and direct communication with
employers because they do not accept any union recognition. But in the case this conflict
remains unresolved, state can intervene and workers will get advantage for that because
there are certain rights made by the legislations regarding employees rights and benefits.
The company has offered a pay deal to his employees as a collective bargaining and for
giving up their rights for union recognition. But the tribunal regarded their action illegal
and agents were very hostile against the collective bargaining. So, this problem can be
resolved if employees accept the idea of direct communication and go for an open
discussion because and City Mall is not going to change their strategy for union
recognition. So, first negotiation should be done as it resolves conflicts and they agree
upon mutual benefits. In this conflict, employees can get benefited by reducing the
freedom of managers with negotiations. By giving up there demand of union they can
negotiate for some other rights in the business and with negotiations employee relations

between an employer and employees gets better and that will affect the ultimate
production of the business.