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EMPLOYEE RELATION Introduction

   

Added on  2020-06-06

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EMPLOYEE RELATION

Table of ContentsINTRODUCTION...........................................................................................................................1LO1..................................................................................................................................................11.1 Discussion upon unitary and pluralistic frames. ..................................................................11.2 Major impact of changes in unionism on employee relation. ..............................................21.3 Role of major players in context of employee relation.........................................................2LO2..................................................................................................................................................32.1 Procedures that must be followed in order to deal with conflicts within the organisation.. .32.2 Major features of employee relation.....................................................................................42.3 Effectiveness of procedure in the selected conflict situation................................................4LO3..................................................................................................................................................53.1 Major role of negotiation in context of collective bargaining...............................................53.2 Major impact of negotiation strategy. ..................................................................................6LO4..................................................................................................................................................74.1 Influence of European union on the industrial democracy in context of U.K. ....................74.2 Comparison of methods used to increase the employee participation in decision making...84.3 Major impact of human resource management on employee relations. ...............................9CONCLUSION..............................................................................................................................10REFERENCES..............................................................................................................................12.......................................................................................................................................................13

INTRODUCTIONIt is not always possible to effectively manage all the functions of an organisation andthus it is very important for any company to ensure the ways by which business operations canbe successfully achieved (Adair, Brett and Lytle, A., 2010). Employee relation in this context isone of the major concept by which a company can maintain a good and healthy relationshipbetween the employees of different job profiles and the employers. That is why, this conceptplays a major role in order to ensure the best outcomes from the company. If workers are feelingmotivated with their other colleagues at work place, that means they will work to their best andthe result so obtained will be effective and efficient. National health services also stands for NHSis one of the major healthcare system of England. It is totally a public funded organisation whichmainly aims to prove best possible health services to the people. This report mainly focuses uponthe major players of employee relations and the important procedure that a company follows inorder to deal with conflicts resolution. LO11.1 Discussion upon unitary and pluralistic frames. In order to understand the exact meaning of unitary and pluralistic references in contextof employee relation , then it is must to know the basic idea behind these two concept.Unitary- In this kind of frame of references, employees are having same values andbeliefs. They holds common interest. Thus, in this kind of situation, it will be somewhat easy toresolve the conflict if arises between any two employees. This can be solved by presenting theentire situation in front of manager or top management. That is why, most of the organisationwants to adopt this technique in their working place, so that conflicts can be avoided. Pluralistic- This is just opposite to unitary. Employees under this head are not having acommon interest. They are having a totally different values and belief (Cho and Park, 2011).Thus, it is quite obvious that the number of fights or conflicts within the organisation will behigher. A management needs to give proper concern to this in order to deal with all possiblestress between the employees. This will lead to create a more stable condition in which thecompany can grow rapidly in the market. NHS in context to the above mentioned technique have used Unitary references. This isbecause by adopting this techniques, company can avoid unnecessary grievances at work place1

and the chances of damage to entire functions will get reduced. Human resource managementplays a vital role in order to ensure a good relationship between employees. NHS is not basicallysupporting the trade union but using excellent policies in order to deal with all such conflicts inthe organisation. 1.2 Major impact of changes in unionism on employee relation. Unionism can be defined as those policies or procedures which can directly affect therights of workers at their work place. Trade union is made in order to protect all possible rightsof an employee. Therefore, any kind of change in this will surely affect the employee relation.Trade union came into picture in 1824 (estimated). Main purpose of this concept is to providebest working conditions and fair wages and salary to the employees. Leader of trade union isliable for representing all the major issues of the group of employee in front of higher authority(Cox and Dunlop, 2010). That is why, it becomes very important to implement the concept oftrade union in all working places. But with the passage of time there are different changes thatcan be seen in the legislation and policies of labour unionism with reference to NHS. Givenbelow are the major factors that are responsible for these changes1.3 Role of major players in context of employee relation.From the above, it can be very well evaluated that employee relation is very important inorder to maintain a healthy working condition at workplace. This will lead to produce bestpossible outcomes for the company. That is why, it also essential to know the key players whoare liable for maintain a good employee relation in the organisation. NHS as stated above ishaving best players who can work for maintaining employee relation. Given below are theimportant factors that can directly affect the employee relation.Role of managerManger is so far the most higher authority of any particular department. They are liablefor ensuring all those actions which will definitely produce best outcomes for the company.NHS is having a tremendous management plan and thus they are working best to improveemployee relation in the organisation (Golden, Ruttenberg and Pierson, 2010). Given below arethe most crucial role and responsibilities that are associated with manger or a leader of NHS.1. They act like a complete role model for rest of the people in the organisation- Thisdirectly gives an overview of the ways by which a manger is liable for treating each and every2

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