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Business Relations Assignment (Doc)

   

Added on  2020-10-05

17 Pages5006 Words487 Views
BUSINESS RELATIONS

Table of ContentsINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................3a) Implications of different perspectives for handling employee relations in National HealthServices(NHS) ............................................................................................................................3b) Changes in trade unionism affecting British Medical Association's employee relations.......4c) Roles of different key players in employee relation...............................................................5TASK 2............................................................................................................................................6a) procedures that should be adopted by NHS in different conflicting situation........................6b) Features of employee relations in conflicting situations........................................................7c) Effectiveness of the procedures followed in resolving this conflict.......................................8d) Role of negotiation in collective bargaining...........................................................................9e) Various negotiation strategies and their impact....................................................................10TASK 3.........................................................................................................................................12a) Assess the influence of the EU on industrial democracy in the UK and how it is likely tochange after UK exit.................................................................................................................12b) Compare various methods that are used to gain employee participation and involvement inthe decision making process in any organisation you are familiar with...................................13c) Impact of human resource management approach had on employee relations.......................1CONCLUSION................................................................................................................................1REFERENCES................................................................................................................................3

INTRODUCTIONEmployee-employer relation is the basic meaning of employee relation. It is a relationwhich exist in the organisation amongst the employees. It is often called as Industrial relations.Employee relation not only mean a relationship between employer and a single employee butalso relationship between employer and total workforce in the organisation as well as in therespective industry. Having a reputation of good industrial relations ensures company's success. The present report will throw light on how good employee relationships in NationalHealth Services(NHS) contributes to the growth of the organisation. The report will tell us abouthow the employee relations are affected by changes in trade unions. It will also show who are thekey players in employment relations(Millward and Brewerton, 2015). The project report willcover different types of industrial disputes, collective bargaining concept in relation to NHS,ways of resolving the employee disputes, impact of human resource management on employeerelations, industrial democracy and involvement of employees in decision making.TASK 1a) Implications of different perspectives for handling employee relations in National HealthServices(NHS) There are different frames of references which improves the employer-employee relationsnamely;Unitarist and pluralist and radical. The different references are throws differentimplications but the aim of these approaches is to maintain health employee relation with NHS.Unitarist approach: This approach relates that there is single authority in manageriallevel in NHS and the employer and employees conflicts can be avoided through internalmethods without the interference of the outside forces such as trade unions. The conflictscan be either be solved by dismissal of bad influence in the organisation or throughproperly communicating with employees association. A representative from theassociation confronts the management of NHS regarding the conflict in the work area andlistens management regarding the issue and explains them the consequences of theconflicts which could be harmful for the organisation and for the employees.

Pluralist approach: This approach is concerned with establishing a place of work wherepositivity runs in the attitude, behaviour of the NHS and a work place full of values andethics for the employees. NHS is made of different individuals and it is natural that theyhave different individual interest in the organisation which might create conflicts in thecompany(Wang and Seifert, 2017). This perspective focuses on satisfying employees'needs in order to create a sense of belongingness in the company in the minds of the staffmembers. Generally, the management of NHS resolves the conflicts by negotiating withthem or external force like trade union interferes in the decision making in theorganisation. A representative from trade union advocates on the behalf of employees onthe collective manner and ask for its rights to be served by NHS. Peacefully solvingemployees problems enhances the employee relation of the company.Radical perspective: The radicalism approach of employee relation lays its emphasis ondisparity in wealth and power in the NHS organisation. The conflicts arise out of socialstatus employees having in the firm and concentration of economic power and status inthe management is challenged with the saviour of workers ;trade unions. So the equalitygiven to workers in NHS would improve the employee relations.b) Changes in trade unionism affecting British Medical Association's employee relationsChanges in the laws and regulation of trade union has greatly affected NHS'semployee relations. The purpose of leaders and workers to come together to form a unionis get what they deserve at the work place that is safety, job security, minimumprescribed pay in the legislations, ethical working environment and other commoninterests(Zheng and et.al.,2015.). Trade union was firstly formed in ninetieth century andlater on in 1824 it was legalised for betterment of the employers and employees. Intwentieth century the members associated with these unions multiplied due to the factthat it was formed for protecting the interest of workers at the workplace. There areseveral changes that took place which affected NHS relations with employees which aregiven below:Change in technologies:Rapid development in the technology, machines has shifted thefocus of NHS from being labour intensive organisation to capital intensive unit. This hascreated problem of unemployment for the workers by loosing their jobs. This has

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