FACULTY OF BUSINESS AND MANAGEMENT STUDIES

UNDERGRADUATE BUSINESS PROGRAMME

ACADEMIC YEAR2019-2020, 2nd Semester
August - 2020
WRIT1

Programme Title: BMS, MM

Module Title:Employment Relations
Module Code:GHL5018
Assessment Method: Coursework
Level: 5 Block: 2
Module Credits: 20 Weighting: 50%
Due Date:Enter a date. Word Count: 3,000
Examiner(s):Mrs.Aaisha Al.Shuaili

Version: 1
 JACS Subject
Module
Code(s) and % of ASC Category(ies)
Module Title Number
each subject
GHL501
Employment Relations JACS N600 7
8

ECTS
Module
Level (3 to 8) Credits Credit % Taught in Welsh Module Type
Value
5 20 10 1.0 0% Taught

Teaching Period Pre-requisites

Semester 2 None

Module Leader School(s) Campus

Mrs.Aaisha Al.Shuaili Gulf College Mabaila, Oman

Assessment Methods
Assessment Type Duration/Length of Weighting of Approximate Date
Assessment Type Assessment of Submission
PORT1 – Portfolio 3,000 words 50% Mid module
equivalent
EXAM1 – Examination 2 hours 50% End of module

a.
Aim(s)
The purpose of this module is to introduce students to Employment Relations (ER) and explain
the continuing importance of ER in the context of managing organisations in a dynamic legal and
political environment. The module will consider the legal aspects and theories, concepts and
debates concerning the employment relationship, and consider the nature of ER in the modern
workplace. It will focus on the main actors in ER and the behavioural issues that arise and
explore the legal and contextual factors that constitute the dynamic area of ER. Practical and
procedural issues will be considered in order to give students an insight into the operational
aspects of ER. Integral to this module is an introductory overview of the major areas of
employment legislation with regard to employee relations.

Learning Outcomes

On successful completion of this module the student should be able to:

 Explain the dynamic nature of the field of employee relations and the political, social and
legal environment within which it operates
 Assess the significance of differing perceptions of and orientations to work in the context
of change, modernisation and contemporary labour market trends and data.
 Evaluate the role, strategies and differing perspectives of the main actors (the state,
management; unions and employees) in determining the environment of ER.
 Examine and assess the relevance of the processes and procedures of ER and the
conflicts and tension which can arise.
 Identify the main sources of legislation with regard to employee relations in the Sultanate
of Oman.

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Learning and Teaching Delivery Methods
This module will be taught through a combination of lectures and tutorials, using realistic case
studies as far as possible in order to that students may gain an insight into the contested
nature of ER.

Lecture 24 hours
Seminars 24 hours
Independent Learning 152 hours
Total 200 hours
Indicative Content

 The context of ER: theoretical concepts, perceptions, power and authority, conflict,
employment law systems, ER systems, organisational perspectives, main actors in ER.
 The nature of work: compliance and commitment, orientations/attitudes to work, work
design, change, labour market trends and data.
 The role of Government: political ideologies, different roles, government agencies (ACAS),
ER legislation.
 Trade Unions: trade union status, staff associations, role of TUC, union decline and future
of unions.
 Managing ER: management styles, objectives, constraints and choices, managing the non-
union environment, Omani influences
 ER Legislation, Processes and Procedures: individual and collective employment rights; TU
recognition, collective bargaining, industrial action; conciliation and arbitration; employee
information, involvement and consultation; disciplinary and grievance procedures;
redundancy and dismissal.
Required Reading and Recommended Reading

Required Reading
Gennard, J. and Judge, G. (2010) Managing Employment Relations. London: CIPD
Williams, S. and Adam-Smith, D. (2010, 2nd Edition) Contemporary Employment Relations: A
Critical Introduction. Oxford: OUP

Recommended Reading:
Leat, M. (2007) Exploring Employee Relations. London: Butterworth-Heinemann
Rose, E. (2008) Employment relations. London: FT/Prentice Hall
Daniels, K. (2012) Employment Law: An Introduction for HR and Business Students (3rd Ed.).
London: CIPD
Blyton, P & Turnbull, P. (2004) The Dynamics of Employee Relations. London: Palgrave/Macmillan
Legge, K. (2005) Human Resource Management. Rhetoric and Realities.
London: Palgrave/Macmillan

Journals:
British Journal of Industrial Relations
Industrial Relations journal
Journal of Employee Relations

Websites:
www.tuc.org
www.acas.org.uk
www.cipd.co.uk

Access to Specialist Requirements

None

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 Gulf College – Faculty of Business and Management Studies – In academic

Affiliation with CARDIFF SCHOOL OF MANAGEMENT

A. Written work

 A signed declaration that the work is your own (apart from otherwise referenced
acknowledgements) must be included after the reference page of your assignment
 Each page must be numbered.
 Where appropriate, a contents page, a list of tables/figures and a list of abbreviations should
precede your work.
 All referencing must adhere to School/Institutional requirements.
 A word count must be stated at the end of your work.
 Appendices should be kept to the minimum and be of direct relevance to the content of
your work.
 All tables and figures must be correctly numbered and labelled.

B. Other types of coursework/assignments

 Where coursework involves oral presentations, discussions, poster presentations, etc.,

specific instructions will be provided by your module leader/team.

---------------------------------------------------------------------------------------------------------------------------------------------
Rewrite below in the separate word file, print it out and hand in to the module tutor.

WORK DECLARATION

I, [Name of Student], hereby declare that the uploaded Coursework through Turnitin is my own
work. I affirm that this has been researched and completed in accordance with the college rules and
regulations on plagiarism.

I acknowledge the advice given by the module tutor on proper referencing to avoid plagiarism and
the rules on the academic unfair practice.

I acknowledge that I read and understand the plagiarism guide written at the end of this
assessment. Any academic misconduct will be handled according to the rules and regulations of the
university.

[Name of Student]
ID Number

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General Instructions

Coursework must be submitted online through Turnitin before due date. An acknowledgement
will be given to you by your teacher upon presentation of the finance clearance. This is your
receipt, keep it.

The only circumstance in which assignments can be uploaded late via Turnitin is if a Mitigating
Circumstances (MC) form is submitted at the same time. In these circumstances work may be
submitted within five (5) working days. Make sure to secure MC form and submit the same to the
concerned staff.

Write the number of words used, excluding references, at the end of your assignment. Provide the
list of sources you used at the last page of your assignment with proper label ‘References’. You may
include diagrams, figures etc. without word penalty. The number of words will be + or – 10% of the
total words allowed.

A work declaration must be included just after the reference page of your assignment. This ensures
that you prepare your work in good faith. Any form of collusion and/or academic unfair practice will
be dealt with according to the pertinent rules and regulations of the partner university. Please read
carefully the plagiarism guide.

Assessment Details

This Coursework comprises 50% of the total assessments marks. It contains one component of
writing essay.

 Analytical skills. The portfolio enables the students to analyse and evaluate the benefits of
the different activities done in the class. This skill will eventually help them evaluate options
necessary to make decisions in the workplace.

 Reading and Writing skills. The portfolio is a kind of academic work that requires
independent research on the given topic/s. This focuses on the learning skills related to the
search and comprehension of the required information and collecting suitable reading
sources that will come up clear and organised ideas.

In addition, the assessment will test the following learning outcomes:

 Explain the dynamic nature of the field of employee relations and the changing
environment within which it operates.
 Assess the significance of differing perceptions of and orientations to work, in the context of
change and modernization and contemporary labour market trends and data.
 Examine and assess the relevance of the processes and procedures of ER and the
conflicts and tension which can arise.

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 Assessment Task

Report (50%) with 3,000 words

Grievance and disciplinary are important aspects of the relationship between employer and
employees in the business organisation. Applying the policy of grievance and disciplinary is
very vital for the development and success of the organisation.

A. Critically discuss the importance and impacts of applying Grievance and Disciplinary policy to
workplace environment.
B. Critically discuss the key factors of shaping the nature and extent of grievance and
disciplinary policy.
C. Critically discuss how the Oman Labour Law organises the application of grievance and
disciplinary in industrial relations.
D. Critically reflect your opinion toward the efficiency of applying the policy of grievance and
disciplinary in the workplace environment.
E. Recommend the best practices of grievance and disciplinary in the business organisations.

Below is the structure to develop comprehensive and logical tasks:

I. INTRODUCTION – (300 words) – It provides an overview, background study and logic reasons in
relation to the given task.

II. CRITICAL DISCUSSION AND THEORETICAL APPLICATION – (2,100 words)-It has in-depth
discussion that critically evaluates and discusses the relevant ideas. It provides a legal bases,
concepts, theories and references to substantiate the answer of the topic. This also must have a
critical analysis that states rational theories of Grievance and Disciplinary with ample evidences
and substantial support of ideas which are varied of thoughts that would convince the responses
of the details. The appropriate use of in-text citations shall include from editions 2010 and
above, unless considered as classical theories.

III. Conclusion & Recommendations– (600 words) – It provides the summary of the analysis to
suffice the written answer. It should be organised and structured ideas to obtain the synthesis of
thoughts. It covers what you have learned from the task that has logical and coherence reflective
statement. No in-text citations should be included in this part.

IV. REFERENCES – Not less than 5 references for each question from various sources of references.
It should be in correct format of Harvard referencing style.

***END OF ASSIGNMENT TASK***

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Guidelines to students:

1. Use Arial font type and size–12 with an appropriate line spacing and margins.

2. Answer the five questions that will cover Grievance and Disciplinary legal aspects, theories,
concepts and nature. Describe Grievance and Disciplinary in the modern workplace and
comprehensively respond to the context of employment legislation with regard to employment
relations. Finally, provide concrete examples to support the discussion.

3. The answer will depend on the logic and coherence of your analytical thinking which are
primarily based from the required tasks in the marking criteria.

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 GHL5018 - Employment Relations
AY:2019-2020/ 2nd Semester

Marking Scheme

Marks
S.N. Criteria Description Allocated
(%)

Overview and theoretical background of Employment Relations

1 Introduction - (5 marks) 10%
Objectives of the Essay – (5 marks)
A. Critical discussion of the importance and impact of applying
Grievance and Disciplinary policy to workplace environment.
(20 marks)
B. Critical discussion of the key factors in shaping the nature
Critical Discussion and extent of grievance and disciplinary policy. (20 marks) 60%
C. Critical discussion about the organisation and application of
2 Oman Labour Law to grievance and disciplinary actions in
industrial relations. (20 marks)

 Theoretical/conceptual application, legal bases, and

relevant references – (5 marks)
Application  Logical/comprehensive structure of ideas and evidences – (5 10%
marks)

Reflective opinion through summarised analyses on the

efficiency of applying grievance and disciplinary policies in the
Conclusion & workplace environment. (10 marks)
3 20%
Recommendation Recommendation (5 marks)
Conclusion (5 marks)

Total 100

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Plagiarism

1. Plagiarism, which can be defined as using without acknowledgement another person’s words or
ideas and submitting them for assessment as though it were one’s own work, for instance by
copying, translating from one language to another or unacknowledged paraphrasing. Further
examples of plagiarism are given below:

Use of any quotation(s) from the published or unpublished work of other persons, whether
published in textbooks, articles, the Web, or in any other format, which quotations have not been
clearly identified as such by being placed in quotation marks and acknowledged.

Use of another person’s words or ideas that have been slightly changed or paraphrased to make it
look different from the original.

Summarising another person’s ideas, judgments, diagrams, figures, or computer programmes

without reference to that person in the text and the source in a bibliography or reference list.

Use of services of essay banks and/or any other agencies.

Use of unacknowledged material downloaded from the Internet.

Re-use of one’s own material except as authorised by the department.

2. Collusion, which can be defined as when work that has been undertaken by or with others is
submitted and passed off as solely as the work of one person. This also applies where the work of
one candidate is submitted in the name of another. Where this is done with the knowledge of the
originator both parties can be considered to be at fault.

3. Fabrication of data, making false claims to have carried out experiments, observations, interviews or
other forms of data collection and analysis, or acting dishonestly in any other way.

Plagiarism Detection Software (PDS)

As part of its commitment to quality and the maintenance of academic standards, the University reserves
the right to use Plagiarism Detection Software (PDS), including Turnitin. Such software makes no judgment
as to whether a piece of work has been plagiarised; it simply highlights sections of text that have been found
in other sources.

The use of plagiarism detection software fulfils two functions. The first is to enhance student learning (i.e. as
a developmental tool); the second is to guard against and identify unfair practice in assessment.

Further information and guidance can be found in the University’s policy on the Use of Plagiarism Detection
Software.

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