Thorugh referring to relevant research evidence and contemporary organisational practice, this research paper critically evaluates a case study report into the dispute between South Western Railway (SWR) & National Union of Rail, Maritime & Transport (RMT).
The details regarding the intentions behind this research paper include a critical examination of the potential implications for dealing with any disciplinary actions against employees. Moreover, a critical evaluation of the role of South Western Railway and the RMT in seeking to resolve the conflict, together with consideration of alternative methods of conflict resolution such as arbitration, conciliation and mediation, a critical evaluation of alternative strategies that South Western Railway might adopt in order to manage its employee relations better in the future, including the costs of getting it wrong.
With the current number of people employed in the UK standing at 32m records of the employment rate are revealed at 76% rate. Aligned to this such employer-employee relations within the workforce are crucial within the HRM context but also shaping wider organisational reputation. Whilst CIPD (2018) ‘people profession’ recognises employee relations (ER) as one of key specialist disciplines across HR adding value towards managing and building a culture of trust through organisational related procedures becomes crucial.
Table of Contents
Introduction
General overview of employee relations & Trade Union
Collective Bargaining & Negotiation
The Dispute
Implications to the dispute on Psychological Contract and Employee Engagement
Alternative strategies to conflict resolution
Conclusions
Recommendations
Research Objectives and Core Themes
This report aims to critically analyze the ongoing industrial dispute between South Western Railway (SWR) and the National Union of Rail, Maritime and Transport Workers (RMT), exploring the underlying employee relations dynamics, the impact on psychological contracts, and potential alternative conflict resolution strategies.
- Employee relations and the role of Trade Unions in the UK.
- The theoretical and practical framework of collective bargaining and negotiation.
- Causes and implications of the SWR-RMT train guard dispute.
- Impact of prolonged industrial action on psychological contracts and employee engagement.
- Evaluation of conflict resolution mechanisms and partnership models.
Excerpt from the Book
The Dispute:
SWR is a railway company responsible for running services across some of the UK's busiest stations such as London Waterloo, Bristol, Reading Exeter, Surrey, Wiltshire and Portsmouth. Over the past two years SWR have been engaging in an ongoing dispute with RMT regarding the role of train guards whereby in March 2017 plans were announced by SWR to introducing a move towards enabling driver-controlled operated doors on its new trains to certain routes.
With SWR plans aiming towards train technology advancement to boosting efficiency this meant guards were not needed to close doors (BBC, 2020). Much of this was designed to encourage a consumer-centric approach to remain competitive in industry whilst also saving time. Yet RMT fears that rolling out driver-only operated trains and removing guard role would compromise passenger safety. With guards being highly trained to perform 35 train-related duties such as emergency procedures to fire evacuations, reducing anti-social behaviour and offering help to medical emergencies such risks are likely to be raised if these areas are unavailable.
With SWR suggested changes to driver-controlled doors RMT argues that less qualified people will be replacing qualified guards (BBC, 2017). Yet SWR maintains on each train- a 2nd person will be included with a ‘safety-critical’ role with the no.of guards intended to be increased with plans to widen its service provision to running each route. Implementing/training skill development will also be made for customer-facing staff.
Summary of Chapters
Introduction: Provides context on UK employment rates and the significance of employee relations in managing organizational culture and preventing industrial disputes.
General overview of employee relations & Trade Union: Examines the theoretical alignment between organizational values and employee experience, and the vital role of trade unions in protecting worker interests.
Collective Bargaining & Negotiation: Defines the core concepts of collective bargaining as a mechanism for determining terms and conditions, grounded in international human rights and labor standards.
The Dispute: Details the history and progression of the conflict between SWR and RMT regarding driver-controlled doors and the resulting industrial action.
Implications to the dispute on Psychological Contract and Employee Engagement: Analyzes how the prolonged dispute has negatively impacted the psychological contract, leading to disengagement and potential counterproductive behaviors.
Alternative strategies to conflict resolution: Explores mediation, arbitration via ACAS, and the implementation of joint-partnership committees as pathways to resolving the impasse.
Conclusions: Summarizes the importance of trust and transparency in employee relations and the need for diverse resolution strategies.
Recommendations: Suggests practical steps including reskilling, consultative partnership committees, and modeling best practices from other industries to resolve the dispute.
Keywords
Employee Relations, Trade Union, Collective Bargaining, Industrial Dispute, South Western Railway, RMT, Psychological Contract, Employee Engagement, Conflict Resolution, ACAS, Negotiation, Passenger Safety, Organizational Behavior, Labor Relations, Strategic Management.
Frequently Asked Questions
What is the fundamental focus of this report?
The report examines the complexities of the industrial dispute between South Western Railway and the RMT union, specifically focusing on the intersection of HR theory, employee relations, and conflict resolution.
What are the central thematic fields?
The main themes include collective bargaining processes, the maintenance of the psychological contract, employee engagement, and strategies for managing workplace industrial action.
What is the primary objective of this study?
The objective is to critically analyze the SWR-RMT dispute to understand its causes and implications, while identifying viable management strategies to mitigate future conflict.
Which scientific methods are applied?
The study utilizes a case study research design, supported by a critical review of existing literature, theories of employee relations, and organizational psychology frameworks.
What does the main body of the work cover?
It covers the historical context of the dispute, an analysis of the psychological impact on the workforce, and a discussion of various resolution mechanisms such as ACAS and partnership committees.
Which keywords best characterize this work?
Key terms include Employee Relations, Collective Bargaining, Psychological Contract, Industrial Dispute, and Conflict Resolution.
Why is the psychological contract significant in this case?
The psychological contract is crucial because the perceived breach by the employer (SWR) regarding job security and guard roles has led to employee disengagement and increased industrial volatility.
What role does the German 'Industry 4.0' model play in the recommendations?
The German model serves as a benchmark for how collaboration between employers and unions can successfully manage technological transitions through guaranteed reskilling and transparent consultation.
How does the author view the role of ACAS?
ACAS is viewed as a vital service for offering independent, third-party intervention through conciliation and arbitration, which can foster a "win-win" environment when direct negotiations fail.
What is the "devil's advocate" role suggested in the conclusion?
The author suggests this role to encourage both parties to step outside their entrenched positions, fostering an openness to explore conflicting interests and find common ground.
- Quote paper
- Anonym (Author), 2020, Conflict Resolution and Collective Bargaining. The dispute between South Western Railway (SWR) and National Union of Rail, Maritime and Transport (RMT), Munich, GRIN Verlag, https://www.hausarbeiten.de/document/988885
