Managing Workforce Engagement and Commitment


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1.1 Unitary and pluralistic perspectives in employee relations

Nowadays things are changing rapidly and people are becoming more demanding. In this changing trend of HR, various shifts take place that are considered to manage employee relation. One of the most important tasks of any company is to maintain good relationship with all their employees so that they can easily share different ideas with each other. With the help of this, they can perform in an effective manner and try to become more productive (Bratton and Gold, 2007). Companies are adopting several strategies through which they can easily gain more and more commitment from employees. In concept of employee relation, namely two approaches are taken into consideration i.e. unitary perspective and pluralistic perspective.

Unitary perspective: As per this perspective, company mainly consider a single role that is the management itself. One of the major tasks of the management team is to engage themselves in promoting loyalty among workers. In order to achieve a common goal, it is quite essential for company to maintain positive relationship with each other so that they can work together. With the help of managing positive relationship with each other and by making employer and employees to coordinate and work together, they can easily achieve common goals, objectives, beliefs and values. This report mainly considers ACAS organization that is highly concerned with preventing disputes between all the employees. They mainly promote employee relations and HR excellence (White and Druker, 2008). For this purpose, they are providing different training as well as conciliation and other services for employers and employees in order to resolve workforce problems. They are adopting various strategies through which they can easily keep all their employees engaged. This organization works as a trust which provide better advice and support to all their employees through which they can improve their performance as well as quality of working life. There are numerous strengths of unitary perspective such as:

  • Unitary approach mainly involves managing employee and employer interest that is helpful in managing commitment from all employees. ACAS also provide several training through which company can easily gain loyal behaviour from all their customers. The company is highly concerned with producing statutory codes of practice and guidance to help employer. In order to gain loyal behaviour and commitment from all the employees, it is essential for them to trust their organization (Rynes and Gerhart, 2000). All the employees tend to demonstrate behaviours such as sharing information and working well in teams.
  • ACAS also determined that managers and employers are required to adopt most suitable approach so that they can engage all their employees and gain the commitment and loyalty.
  • Main strength of this approach is that they mainly focus on the win-win situation by manager. With the help of following this situation, they can effectively engage all their employees and align their interest with that of the organization.

Pluralistic perspective: One of the major problems faced by companies is to manage all their employees as they belong to diverse culture. There are several people of different beliefs and values. It is quite essential for company to manage the diversity. Management people of ACAS offer free and impartial information and advice to employers and employees that how they can manage the diversity. This theory also believes that there are so many people in the organization who creates negative impression; tend to oppose leadership of the company. It may lead to create several conflicts that are necessary to be managed (William and Adam-Smith, 2006). Organizations those who are facing number of issues and required to go through the better engagement. Further, ACAS helps the people to resolve disputes at the earliest stage. With the help of this, they can avoid and resolve conflicts in future. One of the most important factors is trust and it helps the employees in making positive brand image of the company. There are various strengths of pluralistic perspective such as:

  • This is one of the best approaches used by most of the companies in order to resolve conflicts. This approach mainly uses industrial relationship concepts.
  • It is also determined as a consultative approach through which company can easily resolve conflicts.
  • There are various strategies adopted by company through which company can easily manage better relationship with their employees (Armstrong and Brown. 2006). Further, the main motive of ACAS is to build trust in contemporary organization by "placing trust in employee engagement". It is the non-departmental public body of government and ACAS is highly inclined towards making positive relationship with all their employees. Organizations are continuously trying for developing an engaged workforce. Trust needs to be nurtured, developed and embedded within all of these relationships. This is one of the major strengths of the company as it helps them in maintaining positive relationship with all their employees as well as increasing commitment.
  • From the above discussion, it has been identified that unitary and pluralistic perspectives are quite essential and used by most of the companies nowadays (Beardwell and Claydon, 2007). With the help of this, company can easily maintain positive employee relation and it helps them in gaining loyalty and commitment.

1.2 Contemporary Attempts to Promote Employee Relationship

There are several contemporary attempts in order to promote trust and effective employee relationship in an organization. In order to promote trust and maintain positive relationship partnership; engagement and employee voice is some of the most important efforts. With the help of these approaches, company can lead to improve the trust among employee and employer. According to ACAS, companies can easily achieve their target and improve better relationship with all the employees. Employees who trust the organization have higher level of job satisfaction and they are less likely to leave the organization. All the workers are less likely to resist change if they trust their employer.

Partnership: One of the main motives of ACAS is to place trust in employee engagement. They have a long standing commitment to make engagement a reality inside the workplace. Company can promote partnership among its employees and managers. For the improvement of organization, they are requiring to provide assistance in seeking more options and opportunities (Brown, 2001). It is being determined that when employees are made to participate in activities that make them feel valued, helps them in gaining and maintaining effective relationship as well as developing higher trust.

Employee voice: It can be described as the most important concept through which all the employees should feel comfortable in order to express their views and ideas to the management people. Moreover, trust is the most important factor for the employee voice. It is quite difficult to imagine why all the employees and their representatives would be open and honest about their views. According to CIPD report in 2011, a lack of trust is the biggest obstacle and to effective partnership working between managers and union representatives. Both the parties can take part in making different decisions and they can see an opportunity to solve a problem rather than blaming each other (Armstrong and Murlis, 2007). Further, it can be clearly determined that trust is high and all the employees are encouraged to make improvements to how their job is done. In addition to this, it has been determined that employees must feel valued so that they can perform effectively and easily achieve their target. All the management people of the company are required to give chance to all their employees so that they can share their ideas with each other.

Engagement: In order to keep all the employees satisfied, it is quite essential for management people to gain employee engagement. Company needs to maintain better relationship with all their employees and build up trust with them to identify all the issues faced by them. It has been identified that trust is at the heart of good employee relations and engagement. Trust needs to be nurtured and embedded within all of these relationships. Relationship built on trust between the line manager and an employee is crucial to positive employee engagement. The overall employee engagement policies help in gaining better service scores from customers (Rynes and Gerhart, 2000). One of the most important tasks of any company is to effectively adopt all the policies. With the help of this, company can easily keep their employees satisfied and it helps in providing better values to the company.

The main reason behind using these approaches is placing trust in employee engagement. Engaged employees always try to perform all tasks their effectively. It helps the company in gaining higher market share and further they can easily achieve higher success. Employee engagement and raising their voice by sharing different ideas with them is one of the most effective factor through which company can easily promote trust and effective employee relationship within an organization. Moreover, the given article reviews the role of trust in creating engaged workforce. Most of the organizations are trying to develop an engaged workforce nowadays. An organization built on trust is better placed to engage its people. There are mainly four key drivers of engagement (William and Adam-Smith, 2006). Leadership is one of them which mainly create the climate by their own actions and behaviors. Further, better employee engagement can be gained by the line manager as they are the most important part of the company. The main role of the line manager is managing the employee relationships. Further, it can be easily determined that company can easily promote effective relationship with all their employees by making them feel valued.


Dispute resolution process is defined as a course of action which mainly works to resolve disputes between parties. There are several methods used by companies in order to resolve the disputes between their employees as well as employees. NHS is well known as National Health Services, providing various ranges of health services to all the people legally resident in United Kingdom. In order to provide higher security services, it is essential for company to operate under different management rules as well as political authority (William and Adam-Smith, 2006). There are several policies and rules that are required to be adopted by them in order to handle several disciplinary issues such as:

  • Misuse of trust name
  • Breaching patient confidentiality
  • Misconduct as well as misrepresentation of records
  • Bullying and harassment
  • Violation of health and safety issues

These are the various issues faced by the NHS trust and they are required to develop and effective mechanism to provide different safety measures and managing health issues. Further, company needs to punish all those employees who are somewhere involved in theft or falsification of records. It is a health care trust and it is one of the most important responsibilities of them to provide effective care services to all their patients. All the employees of the company are required to avoid getting involved in disciplinary activities and need to take care about the brand reputation of the company. In addition to this, it is also necessary to ensure that they will provide quick health and medical services to all their patients. With the help of adopting dispute resolution process, they can easily handle all grievance issues (Torrington, Hall, Taylor and Atkinson, 2009). They are requiring managing individual employee performance as well as conflict with following various procedures and activities. It helps them in managing all the disciplinary issues such as:

Judicial dispute resolution: It is known as a legal system that mainly provides resolution for different types of disputes. Most of the time, people want a professional advocate at the time of the legal disputes. One of the most common forms of judicial dispute resolution is litigation that is started when one party files suit against another. With the help of this legal action, employees can reach through the justice they want.

Disciplinary policy: This is one of the most common policy through which company can easily be able to handle grievance issues (Foot and Hook, 2008). With the help of this policy, they can set the benchmarks and standard to conduct effective services as well as better performance of all their employees. It is the responsibility of management people to keep their employees aware about these standards and must not involve any breach of these standards. In order to reach better level of performance, employees are required to effectively contribute towards the business operations of company. With the help of this, they can reach better level of performance. For this purpose, all the leaders should provide proper training and coaching. Further, employees can be a member of trade union and it provides a right of representation to all the employees. NHS can easily handle conflicts and grievance mechanisms with the support of highly efficient trade union.

Responsibility: As per the mission and vision statement of the company, it is essential for NHS organization to provide efficient service to patients. They are requiring ensuring responsible behavior of employees towards their duty (Milkovich and Newman, 2008). They are required to provide quality treatment to all their patients without any discrimination. Moreover, it helps them in enhancing the brand image of company as well as increasing their market share and customers.

Whistle blowing: This activity is used by most of the organizations nowadays and it determines that all the employees of the company needs to develop a habit through which they can inform any misconduct or haphazard occurring in organization. It shows the concern of an employee about the misconduct. With the help of the Whistle blowing activity, they can form effective policies in order to deal with such issues. It directly shows the concern of the employees about their firm and it creates a positive image of an individual in the mindset of employee.

The above explained disciplinary actions are taken by NHS in order to deal with such issues like policies for misbehaviour, illegal practices and loss and damage to property. In addition to this, company can form several code of conduct that should be followed by each and every employee so that NHS can easily overcome with the issues they are facing (Brown, 2001). They can further take several disciplinary actions in order to overcome with the issue. With the help of the verbal warning, company can easily resolve misbehave and misconduct. On the other hand, written communication is the best way through which company can give legal compliance in a written form of communication. There are various offences that require strict warning which has given to all the employees that they must not be repeated. At the time of the final written warning, employee do not repeat any type of misbehavior (Rollinson and Dundon, 2007). If an employee repeat mistake then they required giving final written warning and strict action can be taken against them. At the end of the part, it has been identified that company should follow dispute resolution processes so that they can easily handle all the grievance issues.


  • Armstrong, A. and Brown, D., 2006. Strategic Reward: Making It Happen. Kogan Page.
  • Armstrong, M. and Murlis, H., 2007. Reward Management Rev 5 Edn. Kogan Page.
  • Beardwell, J. and Claydon, T., 2007. Human Resource Management : A Contemporary Approach. Harlow: Financial Times Prentice Hall.
  • Blyton, P. and Turnbull, P., 2004. The Dynamics of Employee Relations. Basingstoke: Palgrave Macmillan.
  • Bratton, J. and Gold, J., 2007. Human Resource Management, Basingstoke: Palgrave Macmillan.
  • Brown, D., 2001. Reward Strategies. CIPD.
  • Foot, M. and Hook, C., 2008. Introducing Human Resource Management. 5 ed. Harlow: Financial Times Prentice Hall.
  • Gerhart, B. and Rynes, S. L., 2003. Compensation: Theory, Evidence & Strategic Implications. Sage.

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