Unitary frame of reference is to refer to a way of thinking, a mind set

of assumptions, attitudes, values and practices relating to management and

organizational membership. This perspective is based on the statement that in order to achieve
success, members of any given organization, despite their different roles, must share
the same g o a l s , o b j e c t i v e s a n d v a l u e s . T h e u n i t a r y p e r s p e c t i v e f i n d s
expression through the i m p l e m e n t a t i o n o f m i s s i o n s t a t e m e n t s a n d
m e a s u r e s s u c c e s s t h r o u g h t h e a c t u a l achievement of set objectives. Workers are
considered to be loyal, and the prerogative of m a n a g e m e n t i s a c c e p t e d a s p a r e n t a l ,
a n d i n e v e r y o n e s b e s t i n t e r e s t s . M a n a g e m e n t should be the one focus or loyalty.
In pluralism the organization is perceived as being made up of powerful a n d
different sub-groups, each with its own legal loyalties and with their own
set of o b j e c t i v e s a n d l e a d e r s . I n p a r t i c u l a r , t h e t w o m a j o r s u b g r o u p s i n t h e p l u r a l i s t i c perspective are the management and trade unions. The role
of management would lean less towards enforcing and controlling and more toward
influence and co-ordination. Trade unions are deemed as legal representatives of employees;
conflict is dealt by collective bargaining and is viewed not necessarily as a bad
thing and, if managed, could in fact be channeled towards evolution and positive
change.

What a trade union is

A trade union is an organisation made up of members (a membership-based organisation) and its
membership must be made up mainly of workers.
One of a trade union's main aims is to protect and advance the interests of its members in the
workplace.
Most trade unions are independent of any employer. However, trade unions try to develop close
working relationships with employers. This can sometimes take the form of a partnership
agreement between the employer and the trade union which identifies their common interests and
objectives.
Trade unions:

negotiate agreements with employers on pay and conditions

discuss major changes to the workplace such as large scale redundancy

discuss members' concerns with employers

accompany members in disciplinary and grievance meetings

provide members with legal and financial advice

provide education facilities and certain consumer benefits such as discounted insurance

Trade union recognition

Employers which recognise a union will negotiate with it over members' pay and conditions.
Many recognition agreements are reached voluntarily, sometimes with the help of the Labour
Relations Agency.
If agreement can't be reached and the organisation employs more than 20 people, a union may
apply for statutory recognition. To do so, it must first request recognition from the employer in
writing. If this is unsuccessful, the union can apply to the Industrial Court for a decision.
In considering the union's application, the Court must assess many factors including the level of
union membership and the presence of any other unions. Often, the Court will organise a ballot
among the affected workforce to decide whether recognition should be awarded. Throughout the
process, the emphasis is on reaching voluntary agreement.
Collective bargaining
If a union is formally recognised by an employer, it can negotiate with the employer over terms
and conditions. This is known as 'collective bargaining'.
For collective bargaining to work, unions and employers need to agree on how the arrangement
is to operate. They might, for example, make agreements providing for the deduction of union
subscriptions from members' wages; who is to represent workers in negotiations and how often
meetings will take place.
Both these agreements on procedure and agreements between employers and unions changing
the terms applying to workers (like a pay increase for example) are called 'collective agreements'.
Your contract of employment will probably set out which collective agreements cover you.
It's possible that a union may negotiate on your behalf even if you're not a member.
Trade union activities
When a union is recognised by an employer, members have the right to time off at an appropriate
time to take part in trade union activities. These may include:

voting in ballots on industrial action

voting in union elections

meeting to discuss urgent matters

attending the annual conference

Time off for trade union duties and activities

You dont have the right to be paid for any time spent taking industrial action.

Industrial action

Trade union
Trade union congress

History of trade union

Role of trade union

Factors affecting employee relations are as follow:

Institutional Factor
Economic Factor
Technological Factor
Psychological Factor
Political Factor
Global Factor

1.3 The role of the main players in employee relations

-employee
Employer
Trade union
Employer association
Government
Manager

Task 2 Understand the nature of industrial conflict and its

resolution
2.1The procedures an organization should follow when dealing with different conflict situations

To: Mr. Jefferson

From: Poe Kyi Phyu (Management consultant)
Subject: Explanation of the managers on the employee relations culture
Conflict
Types of Conflict

Functional Conflict
Dysfunctional Conflict

Conflict management
Conflict process
Nature of conflict
Conflict Resolution
Conflict at AIM Company
2.2 The key features of employee relations in a selected conflict situation
Dispute