In What Ways Might Increasing Strain in Workplace Employment Relations Potentially Manifest Itself - Essay Example

In what ways might increasing strain in workplace employment relations potentially manifest itself? In modern times the industrial relationships between employees, managers, administrators and environment have taken a twist with regard to their outlook. As a result of this, the overall impact on the output and outward activities has changed. In more recent days, the change has come about in the form of decreasing trend of labor unions, social security factors. Anything that creates insecurity hinders natural ability and obstructs the otherwise function and environment that would bring out the best out of the individuals and environment makes up for stress and strain. This strain may be exerted and presented in physical form, in leadership style, in decision making aspect, in the employees welfare, psychological look after, working hours, working environment, nay all the basic elements and factors that they employees are faced with in their routine activities and have an impact on their activities and performances (Salamon). The Post industrial era: The post industrial era has been termed as a factor that has contributed to building of insecurity and strain development in the minds of workers. In modern times major multinational organizations do not encourage the building of trade unions nor any other entity that was reflective of the employees’ representation and rights in previous decades (Cliff, 1988). This is one of the reasons that has led to the strain development and direct show of strained relationship between employees and organizations (Beer, 1998). Unitary Outlook: Unitary outlook is another area and concept associated to the straining of relationship between the employees. The basic principle of unitary outlook is based on the idea that the leadership is the sole authority in making the vital decisions. In such environments, the concept of trade union does not enjoy any leverage and such trends are being discouraged. The concept of difference in opinion is being discouraged as well in such function and environment. This concept runs counter parallel to the pluralistic approach. They jobs being provided are based on contracts that do not provide the same number and level of social security aspects as compared to past. As a direct impact of this, the working patterns, insecurities have increased in the mindset of people. The element of contractual appointments where the extensions are allowed for only fixed period of time mostly spanning up to a few months makes up for another factor and strain and insecurity. The strain establishment and increase may manifest itself in different forms, ranging from official and visible actions to more subtle and unannounced actions that are only indicative of the actions undertaken later on. The following are few of the possible outlooks and shapes which may come forth as a result of workplace strain development. Increased rate of Turn over: Increase in strain may show up directly over the turnover rates in an organization. Individuals may feel suffocated and uneasy and as a result may opt to join organizations that are more organized and less strangulating in this regard. Organizations that provide more social care and social structure facilities would be preferred by the individuals in such cases. Any given company may assess its performance and overall ambiance in the context of the turn over suffered per annum (Dundon). Low productivity: Low productivity, and low output yield is another factor that may define the level of strain exercised in the organizations. a more flexible environment allows for more vibrant activities. The employees feel less nervy and come up with activities and actions that are suited to the requirements of modern times. Lack of initiative: Lack of initiative is another factor that may show up in the attitude of the employees in a stress related organization. Initiative enables coming up with the creative ideas. It also enables working to extra ability and bringing the best out of the situations and scenarios. The presence of strain would directly mean absence of the x-factor which comes in form of the creativity and initiative taking ability. Overall environment: The overall environment suffers a dip with regard to confidence and endurance for long lasting projects. The formal meetings are more regularized, the informal meetings are relatively less in their presence, and this in turn shows up on the regular activities undertaking and subsequently overall outlook of organization and its projects. Lack of trust within: The element of trust is the vital causality in this regard and the employees suffer from the fear of being exploited. The flow of information, the initiative undertaking factor and other associated factors of confidence building measures also suffer a dip in a strain developed environment. The strain may show up in different forms. It may manifest itself in the form of increased working hours, more official interrelationship, and reduced employee to manager relationship in an unofficial way. In the strain contained and established environments the focus is diverted from the initially set forth core values of excellence achievement, employees satisfaction, working relationship, supply chain handling, human resource functions and other elements that make up for integral part of any organization and its effective working in long run. The focus is rather laid on strict and punitive measures, a caged environment and less chances of development of organization as a whole. HRM element is ignored: The HRM makes up for integral part of any organization in modern times. In a strain contained environment, the HRM suffers a compromise and little regard and attention is paid to it. The element of bonus, incentives for the employees, working hour adjustments, shifts adjustments, wages, scheduled operations all these are compromised (Guest). The strain contained environment is like a strict and authoritative environment. It can be compared to that of a political and social setup. The too much repressive and authoritative environment cuts on the natural abilities. All these obstacles can be overcome by providing a more cooperative atmosphere based on freedom of opinion and decision making in the light of organizational manifesto. The code of conduct must be devised and formalized in such a way that it fosters growth and drives away the element of fear and lack of incentive taking by the employees. Their social security aspect must also be addressed. To what extent do you consider conflict to be an enduring feature of employer-employer relationship? Conflict is an integral part of any organizational frame work and working environment. It is conflict that leads to innovation, exploration of new horizons and finding a way out of problems. Conflict in general is anything that may be point of discontent and disagreement between the two parties. These disputes may come up in form of code and conduct fulfillment, quarrelling between two members, and termination in the light of various cases that may be put forth against any individual who may be found engaged in any given activity that falls against the original manifesto of the given organization. Historic Precedence: Entities have been in place since long for the purpose of dispute resolution and conflicts handling. Tribunals separate entities. One of the entity that has long been existent and is in place includes EP(C ) A 1978. In order to make this entity more effective and provide more clear guidelines, it was reimbursed into a new entity that was aimed at providing more effective protection to the members who may be indulged in an internal dispute. E.P was replaced by Employees Rights Act 1998. ACAS is another entity that has been in place in United Kingdom for the purpose of dispute resolution and finding amicable paths towards the problems identification (ACAS). Pluralistic outlook: This pattern was first introduced during the sixties decade by Fox(Fox). According to this concept, the point of conflict is a positive activity. It speaks of the democracy within the organization and at the same time allows for people’s representation and free expression with regard to their abilities and expressions. It stands as a contrasting concept to unitary outlook where there is no margin and space for opposition and second views and thoughts. Under this mechanism, the dispute resolution is part of the entire process of conflict and each party and member enjoys equal rights towards their say and opinion. This form of conflict resolution allows for the establishment and working of labor unions and other unions that work for the protection of the members and employees (Deb, 2009, 596). Liberal Collectivism: Other basic models that are incorporated in the light of conflict resolution and allowing for free expression includes Liberal Collectivism. This model has seen its implementation and application in practice in United Kingdom in the middle of 20th century. The purpose of this model was to provide them with the security and other assurances in the public domain and social welfare. Statutory Procedures: these are other modes of engagement of the two parties in conflict with regard to the problem and dispute resolution. Numbers of reforms and amendments have been made through years for the purpose of bringing about more life and activity into this process. Two reforms that were brought about into it included Employment Act 2002, which was brought for purpose of making the entity more active and alive in its functioning and existence (Jia). Modes of Dispute Resolution: ACAS and other associated entities adopt different modes and means towards the dispute resolution. The choice of decision making and party formation depends upon the level of severity of the problem faced. ACAS also defines the purpose of its actions and in the same context it also defines the actions that are deplorable and the ones that are permitted of working and existence in the cross cultural and cross organizational frameworks. The three basic modes that are usually adopted for dispute resolution and conflict resolution include the following: Arbitration: Arbitration pertains to the third party agreement and resolution in the light of problems faced. It entails tri party meeting. The members agree to the decision which would be made in the light of findings and observations that are undertaken and performed in the spirit of problem resolution. Whatever decision being made would be acceptable to the two parties that are involved in the dispute and conflict that is faced at hand. The second form of conflict resolution may come up in form of conciliation. This requires a more formal method enactment. For the purpose of this procedure a formal application has to be written to the authoritative entity that would look into the claims of each side and then in the light of the findings make a decision that is in the spirit of professionalism and proper actions. The case of ACAS has been practiced and exercised for number of times in last few years between 2005 and 2007. The third mode of dispute resolution that is often undertaken includes mediation. It is the infiltration and willing and permitted participation of the third party which allows for making the decisions in the light of problems faced. The actions and procedures of this entity may be a little less formal in its outlook but they are equally effective and past has seen instances where these problems have been resolved in the manner of mediation and processes towards dispute resolution(Storey). Employment Act 2008 and Gibbson report are two other modes and methods that have been used for the dispute resolution and conflict resolution in past. These entities impose fixed percentage of penalty and other charges on the bodies and the individuals who are found to have breached the code of conduct and other terms that may have been set forth against their appointments and rank designation at the time of joining of the job. These entities also aim at defining the actions that are legally valid yet due to lack of clear instructions and clear definitions have time and again led to disputes and cases being taken to court by individuals. ACAS has also aimed at defining the terms that have received little attention in past. These actions include the retirement age declaration, the pension factors, the bonus and increments and firing due to various reasons in the actual domain and scope of originally set forth code of conduct. The process of individual arbitration has seen little success in the recent times in the context of problem solving. A more vigorous and larger entity has often enabled achieving the dispute resolution in a more amicable manner. References: ACAS Annual Report 2007 Beer M.,Spector B.,Lawrence P.R.,Quinn Mills D.,and Walton R.E., (1984), Managing Human Assets, Free Press Cliff, T., Cluckstein, D. (1988) The Labour Party: A Marxist History, London: Bookmarks. Deb, T., 2009. Managing Hr & Ir. 1st edition ed. s.l.:Excel Books. Dundon. T., Grugulis, I. & Wilkinson, A. (1999) “Looking out of the black hole: Non-union relations in an SME”, Employee Relations, 21(3): 251-266. Fox A, (1966), Industrial Sociology and Industrial Relations, Royal Commission, HMSO Guest D.,(1995), “Human Resource Management,Trade Unions and Industrial Relations”,in Storey J., (ed), Human Resource Management ; a critical text, Routledge. Jia, Wenshan., Ma, Yun. and Yang, Libin. 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