10 Effectiveness of Arrangements made by Two Organisations to involve their Employees in Decision-Making Employee involvement in decision-making has proven effective for Virgin Atlantic and Research in Motion companies. Engaging employees in decision-making induces innovation and commitment. Employees in Virgin Atlantic take part in decision-making processes. Therefore, they enjoy the autonomy of implementing those decisions at the department level with a view of achieving the common organisational goals. Similarly, employee involvement in the company promotes the coordination between the workforce and management as they invest in technology in an attempt to gain competitive advantage in the market. The influence of the EU on Democracy in the UK The creation of the European Union (EU) aimed at developing a common market to remove tariffs and barriers to trade. The influence of trade unions is highly recognised in the United Kingdom. According to Stewart (2010, p. 145), the EU aims at standardising the democracy and technical regulations of a common market within the region. Employees in the UK are endowed with privileges that allow them to seek fairness in the job market (Stewart 2010, p. 146) . Employee relations cover all forms of human interactions such as corporate efforts, group, and interpersonal relations (Mohinder & Katou 2007, p. 578; Stewart 2010, p. 146 ). Employee involvement inspires a unique kind of empowerment that nurtures higher skills, greater flexibility, and the organisation’s competitiveness. The Gulf International Bank continues to grow along these pathways by recognising employee involvement in all its endeavours (Gulf International Bank 2002, p. 455 ). Greater employee involvement leads to increased
11 expectancy at work, greater job satisfaction, and employee performance among other modifications. Conclusion It is evident that organisational conflicts are unavoidable. The aspect of employee relations provides a guiding framework for conflict resolution strategies with a view of sustaining the life of the organisation and preserving the esteemed workforce. Although some of the measures of handling conflicts are phasing out in the modern world, the conventional processes of tension resolution in the organisations remain. References
12 Fakhar, M 2008, The Unitary and Pluralistic Frames of Reference, viewed 14 February 2015, - Reference#scribd Gulf International Bank 2002, large wholesale and investment bank active throughout the Gulf region 2002 , HSBC Bank, London, UK. Mohinder, C & Katou, A 2007, ‘The impact of HRM practices on organisational performance in the Indian hotel industry’, Employee Relations, vol. 29 no. 6, pp. 576-94. Stewart, P 2010, Employee relations, Emerald Publishing, Bingley, UK.
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