Employee Participation in Decagon Making

This assignment examines the importance of employee participation within organizations, particularly focusing on the decagon making process. It delves into various techniques that organizations can implement to foster greater employee involvement. The study draws upon academic literature and research to provide insights into best practices for promoting a culture of participation and collaboration.

EMPLOYEE RELATION-
Junior doctors contract
dispute

Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
1.1 Implications of different perspectives on handling employment relations...........................1
1.2 Impact of changes in trade unionism on employee relation..................................................3
1.3 Roles of key players in employment relation........................................................................5
PART 2............................................................................................................................................6
2.1 Procedures followed by an organisation while dealing with different conflict situations....6
2.2 Key features of employee relations with references to conflict situation.............................8
2.3 Effectiveness of the procedures followed in resolving conflicts..........................................9
3.1 Role of negotiation when collectively bargaining in conflict...............................................9
3.2 Negotiation strategies and impact of these on conflict.......................................................10
PART 3..........................................................................................................................................11
4.1 Influence of the EU on industrial democracy and changes after UK exit the EU..............11
4.2 Techniques to gain employee participation and involvement in the decision making
process.......................................................................................................................................11
4.3 Impact of human resource management approach in employee relations..........................12
CONCLUSIONS............................................................................................................................13
REFERENCES..............................................................................................................................14

TABLE OF FIGURES
Figure 1Approaches to industrial relations......................................................................................3
Figure 2Steps of implementing negotiations.................................................................................10
Figure 3Employee participation techniques..................................................................................12

INTRODUCTION
Employee relations are significant required to be good for effective working of the business
operations. They refer to the efforts made by an entity to manage relationships between employer
and employees (Bal, Kooij and Rousseau, 2015). The fair relations will make employees to be
committed to the job role and hence, it will bring productivity in the organisation. The main
objective of this assignment is to provide learners with an understanding of the significance of
employee relations for business success. In the present report, implications of different
perspectives on handling the employment relations are explained. The impacts of changes in
trade unionists on relations of workers are explained. Further, the roles played by the key players
in maintaining employee relations in context to UK are studied.
The second part of this report is based on a case study of junior doctor’s contract dispute. For
this section, various procedures are suggested to the relevant organisations to deal with the
conflict situations. Further, conflict resolution and negotiation strategies are discussed in the
undertaken project. The third section of the assignment is regarding the EU perspectives on the
employee relations. In this, the influence of EU on industrial democracy in the UK has been
studied. Further, various method that can be used to increase employee participation are included
in this report. In addition to this, the techniques that human resource management team can take
assistance to improve relations are also mentioned in the present learning.
PART 1
1.1 Implications of different perspectives on handling employment relations.
The legal link between the employers and the employees is known as Employment relationship.
These relations are needed to remain conflict-free to avoid any business problems. It may be
recognised that there are varying perspectives in regard with the employee-employer relation and
conflict in the organisation (Kearney and Mareschal, 2014). These are as follows:
Unitarist: The person keeping the unitarist perspectives assumes that the organisation is an
integrated group of individuals. Further, there is a single authority and a set of values, interests,
beliefs, and objectives. There are mainly two implications of this approach which are as follows:
 The perception of conflicts is that it is an irrational activity which is the expression of
employee dissatisfaction and differences with the management team of the organisation.
These types of issues are the biggest hurdle between the entity and the desired goals. It
reduces the commitment of employees towards their job role.
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 The second implication is that the trade unions are considered as the intrusions into the
entity. These irruptions do compete with the organisations' management for the fidelity
of the employees. These trade unions are unnecessary as the loyalty of employer-
employee is regarded as mutually exclusive. They should further deny their presence
within the entity to prevent conflicts due to fomenter, social clash and communication
gap.
The unitary perspectives can be used to understand the relations condition in the particular
entities. In context to UK, ZARA is using these perspectives for the management employer-
employee relations (Kim and Bae, 2017). The managers treat the employees well and the
theoretical use of unitary perspectives helps in evaluating the attitudes and perceptions of
managers.
Pluralist: The pluralist perspectives are concerned to the strategic relationship between
strangers. They are perceived to be formed by the divergent and strong sub-groups. The principle
assumption of this is that an organisation comprises of distinct individuals who have their own
aims, objectives, beliefs, values, etc. This variance among the employees and employers results
in the rise of conflicts between them. This approach to the industrial relations agrees that
conflicts are inherent in the society and can be met using management (Lareau and et. al., 2016).
It recognises the presence of different ruling principles and allows divergent views from
management and trade unions. In context to UK, the famous hotel chains are using this tactic
such as Thomson, Thomas Cook, etc.
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Radical / Marxist: This perspective is wide in scope and mainly concentrates on the nature of the
society that surrounds the entity. According to this, in company existing in capitalist society, the
key influence in the policies is provided by the profit. Further, the source of societal change is
considered as the class conflict. They primarily occur due to disparity of economic power. Some
common implications involve the following: Industrial relations are results of employees seeking
to protect themselves from profit-hungry organisations.
Figure 1Approaches to industrial relations
Source: Kersle and et. al., 2013
1.2 Impact of changes in trade unionism on employee relation.
Trade unions are the organisation of workers that forms to negotiate with the employees on
various issues associated with the employment. They further improve the terms and conditions at
the workplaces. In context to UK, there are several laws which are required to be abiding by
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these entities. These regulations govern the formation, membership and administration of the
trade unions. The significance of these organisations are as follows:
 They play a major role in the equity based on Wages and salaries.
 These trade unions undergo preparation of some strategies that looks after the factors hat
contributes in the Working Conditions.
 There are various policies designed by trade unions for the Welfare of the employees in
several terms such as equal opportunities, employment, growth chances, etc.
 Employer-employee relations are the biggest concern of these unions. They aims on
maintaining effective industrial relations so that neither managers nor workers perform
any such activity that impacts on each other (Barson, 2017)
 Another function of trade unions is to ensure the safety and health of the people working
in an organisation. This Safeguarding of occupational health is very crucial for the
employees.
However, it may be recognised that the effective stability in the department is crucially needed,
in case if any changes in the trade unions are made then it will highly impacts upon the
effectiveness of the organisation. Further, the employer-employee relation got adverse impacts if
the changes are observed to be ineffective. The four critical issues that UK entities may have to
suffer from are as follows:
 Employee-employer relations: The main objective of trade unions is to maintaining high
level of interaction between the employee and employer so that their conflicts remain
resolved. In case if any changes will take place in the trade unions then it will directly
impact upon the employee relations.
 Employment growth: The changes in the trade unions will bring variations in the
previously running policies. These alterations in the policy will alter the overall business
structure. This thing will affect the employment growth rate (Bal and Dorenbosch, 2015).
 Working Conditions: The working condition managed by the trade unions is focused on
the central theme that is favourable for both the employees and the employer. In case if
there will be any changes take place in the union then it will alter the working
environment of the organisation. This variation will affect the overall effectiveness of the
business operations. By gaining the appropriate information related to the history and
alterations in the trade unionism, the entities will be able to develop an understanding of
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better employees’ relationships. In addition to this, the benefits of this element for the
workers are uncountable, some major among them are higher pay to labours, health care,
retirement plans, employment generation, etc.
1.3 Roles of key players in employment relation.
The key players associated with the employment relations are as follows:
 Employer: It is necessary for the employers to understand the key needs of the
employees from the work role, place and the higher authorities. They should be fair with
all the employees without any discrimination and biased behaviour. Further, employers
are the key elements that ensure the success of a business and hence, they are required to
be effective enough to manage good employee relations so that the desired performance
can be obtained. They influence the relations by seeking only the profit of the entity
which impact upon the mentality of employee (Ackers, 2014).
 Employee: Workers are required to maintain a healthy environment in the workplace.
They should be comfortable with the seniors and colleagues. However, it may be
recognised that there are many factors that impact upon an employee to maintain good
relations with the others.
 Trade Unions: They are the organisation which set up with an objective to maintain the
employer-employee relationships. They play a major role in this context. There are many
techniques which are used by them for ensuring good relations among the company
individuals'
 Employer associations: These are the non-profit organisations that comprises of formal
group of employers that are set up to defend the employer. They aims on strengthening
their position in the society. These players develop healthy and stable industrial relations
by promoting collective bargaining at different levels.
 Government: There are various government policies that are necessary to be
implemented in the organisation. These laws are focused on the benefits of both the
parties. Thus, all the firms should aide with these legislations. However, it should be
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recognised that it is hard to determine the exact impact of government in this regard as
there are number of departments that are being held by the segment. Some major
inactions that are taken by the authorities are as follows:
1. Maintain the high level of employment.
2. Stabilisation of the price.
3. Maintain the balance of the payment which helped in achieving the surplus.
4. Protect the exchange rate of the country.
PART 2
2.1 Procedures followed by an organisation while dealing with different conflict situations.
To achieve the commitment of employees, all the conflicts are required to be clear. These
conflicts may be raise to a single employee, between two workers or with a group of employees.
In order to resolve these issues, entities should prepare effective strategies. In context to NHS,
the procedure is as follows:
Single Employees':
Every employee of an organisation is important and integrated part. Thus, keeping this in
consideration, the queries of single employees' should be resolved. If in case there are any issues
faced by any of the worker, NHS should solve them. The steps are as follows:
 Identification of the conflict: Conducting timely sessions for identifying the issues that
are being faced by them. This will not only bring their issues but also develop satisfaction
among the workers. Further, the resolution of the challenges will help in implementing
healthier environment which will enhance business productivity.
 Listening patiently to the problems of employees: To react, it must to get an action. Thus,
it is highly required by the authorities of the firm to hear the issues that are being faced
by the employees without interrupting them in between.
 Establishing goal: After listening to the conflicts of the worker, a goal should be
developed, following which the issues can be resolved.
 Discussing ways to attain the goals: In order to reach the goal, it is necessary to plan
some activities. Similarly for getting the conflicts of the employee resolved various
operations should be carried on.
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 Ascertaining the responsibilities: This is the last phase revolving around, "who will
perform what" thing. According to this, the responsive person for the tasks in order to
attain the goals will be ascertained. Some of the roles will be played by employee to get
the issues resolved.
Two Employees: This type of conflicts left a major impact upon the effectiveness of the entity.
Hence, NHS should look forward to resolve these types of cases. The negative impacts of this
involve the rising of ego, feeling of biases, etc. (Kim and Bae, 2017).
Below are the steps that can be taken by the entity for conflict resolution:
 Clarification: This is the first phase in which the complete reason behind the conflict are
identified by the high level authorities. In order to achieve this understanding, the
managers are required to identify the unmet needs of both the parties that are having
conflict.
 Establishment of common goal: In this step of the process, the views of both the
employees are taken so that a common goal can be formed. This objective is prepared on
the desires of both the parties having the conflict.
 Discussing ways to met the common goal: This is the combination of three segments
which are listening, communicating and brainstorming. The goal that is settled previously
is planned to be implemented in this step. The methods that can be used for
accomplishing the objectives are discussed.
 Determining the barriers in the goals: In this phase that has created the conflict between
the two employees are discussed. These are identified so that effective control over them
can be gained. This action is performed to prevent re-occurrence of the reasons behind
the conflict.
 Agreement on the best way to resolve the conflict: There are various methods that can be
used to resolve any problem. However, different situation dominates the selection of the
most effective tool. For this, the mangers and the employees having the conflict should
communicate clearly about the best way to resolve the conflict. Determining responsibility of both the parties: After analysing the method in which the
conflict will be solved. Different tasks should be developed for attaining the goals. These
activities may have to be performed either by the managers or by employees Thus,
depending upon the responsive persons, the responsibilities should be determined.
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Group of Employees: Conflicts between the groups of employees highly harms upon the
productivity. These types of issues may lead to the entry of political stuff in the organisation
which can lead to segregation of all the employees in two different parties. Further, the
environment of the premises will get disturbed because of the group of employees' conflicts.
Below are the steps that NHS should follow to resolve this type of conflicts:
 Identification of the root-cause: In such cases which can influence over a large group of
people, it is necessary to identify the root cause. For this, a detailed analysation of the
situation is needed. This cause will state the further operations that should be carried on.
Identifying the key issues between the group of employees: After identifying the cause, the
managers of the NHS are required to evaluate the issues of the groups. This will help in
determining common goals (Baddon and et. al., 2017).
 Listing positive and negative demands of both group: When the entire details of the
groups will be analysed by the authorities. They should sort them out considering their
impact upon the environment of the entity. The demands will be sorted on the positive
and negative basis.
 Setting common goals: This is the most important phase while solving conflicts of group
of employees and needs high attention. Depending upon the previous analysation, the
authorities should set the goals by considering the desires of the conflicted groups. Determining responsibility of both the groups: In order to accomplish the goals, various
responsibilities are there that are needed to be performed by the group of employees and
the managers.
2.2 Key features of employee relations with references to conflict situation.
The relation between the conflict situations and employee relations is deep. There are
various features of employee relations which will be impacted by the conflicts. In context to the
present case that is associated with the conflict between the British Medical Association (BMA),
NHS employers and government over the new junior doctors. As per the case, BMA members
voted for the strike to continue disagreement with the government on the mentioned issue.
Afterwards, the occurrences of numerous strikes resulted in the variations in the decisions which
were opposed by the junior doctors (Boxall, 2014). Thus, in order to solve this conflict, some
tools that can be utilised include Ideological frameworks, Conflict and cooperation, Consultation
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and Negotiation. T has been observed that effective communication between the different level is
must to resolve the present conflict The ideological frameworks settled for maintaining the
relationships involves that it is necessary for all the issues to be remained conveyed to the other
party and the responsive body to solve it. In order to accomplish this, management team is here
needed to conduct open communication sessions with groups, the employers and the junior
doctors. They should listen to the views of both of them attentively so that positive relations
could be developed between the employers and the junior doctors. Further, they are required to
create open communication environment as they help in reducing the occurrence of the similar
event.
2.3 Effectiveness of the procedures followed in resolving conflicts.
Resolution of any conflict is a challenging action. In present case, the conflict between the
trade unions and the employers is present. BMA and NHS had undergone various strikes against
the employers. However, by taking assistance from various methods such as mediation,
conciliating, negotiation, these conflicts have been controlled. It may however be recognised that
these issues have not been completely solved. Thus, the introduction of negotiation technique has
taken place to identify the root cause of the conflict. This understanding will help in eliminating
it with due possible extent (Del Valle and et. al, 2014). If the negotiation will be based upon the
employees’ demand then it will impact upon the needs of the employers. On the other hand, if
the discussions will be emphasised on the employers’ then the issues of the junior doctors will be
remained unsolved. Hence, to get better nerves on this conflict, entry of a third party is needed
that can heard the conflicts of both the trade unions and the NHS and suggest an appropriate
resolution method.
3.1 Role of negotiation when collectively bargaining in conflict.
Negotiation is a process for satisfying the needs mutually. It is considered as a specialised tool
for resolving the conflicts. NHS can take assistance from this technique to resolve the disputes of
junior doctors. The use of information and power influence to effect the behaviours. It focuses on
the interests rather than aiming on the positions. This ability makes it unique and most suitable.
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Negotiations help in separating people from the problems. The discussions that are held for
resolving the issues provide the in-sights of the views of the employee. These perceptions will
later assist the employer in drawing the best possible solution. They further create options for the
mutual gain by insisting the objective criterion. However, it should be recognised that the
negotiations should be purposeful not reactive. Negotiation is considered as superior tool that is
used in collective bargaining (Abdullah, 2017). For instance: When trade unions deal with the
employers for the empowerment of the employees and protect their rights. It has been observed
that mostly, these condition causes dismissal of the situation.
Figure 2Steps of implementing negotiations
Source: Kaufman, 2014
3.2 Negotiation strategies and impact of these on conflict.
In context to the present case the impact of conflict laid either a positive or negative impact.
This is because of the fact that in context to employee-employer conflict, one might get favour of
the negotiations while for the other party it will create negative impact. Thus, in order to consider
both these factors and concluding to a remarkable outcome, negotiation strategies can be used.
Negotiations strategies are proved to be very effective in resolving so many conflicts that were
not solved otherwise (Kaufman, 2014). Thus, in order to reach upon a mutual agreement, these
techniques should be followed by the management, BMA, NHS members and the junior doctors.
By making use of two different negotiating strategies namely, integrative and distributive, they
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can establish a mutual consent over the disputes rising in between their working. As per the
needs of the different elements associated with the case the negotiation strategies can be selected
and applied. Thus, it s highly recommended for the NHS members, BMA and junior doctors to
resolve the issues that are been faced by them.
PART 3
4.1 Influence of the EU on industrial democracy and changes after UK exit the EU.
The democracy of any industry revolves around the practices that are been carried by the
employers and the employees particularly. However, it has been identified that the European
Council that is EU highly influence over the employee-employer relations. According to the
regulations of the EU, it is necessary for an employer to involve employees in the decision-
making practices of the organisations. Further, managers are supposed to ensure the participation
of workers in the discussions and activities on the workplace and working conditions regarding
things (Kearney and Mareschal, 2014). The European Union has major contribution in the
development of the industrial democratic situation of the UK. There are various that are been
provided by EU to the workers working in the UK entities such as legal rights, occupational
health and safety rights, equal rights and opportunities, work compensation, etc. In this way the
role played by the European Union council in favour of the rights and demands of employees’ is
recommendable. Besides this, the allowance of involvement of employees in the decision-
making procedure helped in putting their requirements and perceptions in front of the others.
This step will bring effectiveness in the business operations. Further, the employers of the NHS
will be assisted in carrying out a negotiation with BMA in an effective manner.
4.2 Techniques to gain employee participation and involvement in the decision making process.
There are several techniques that can be used by the companies to increase the
participation of junior doctors in the decision-making process. In order to increase involvement
of employers in the business decisions, leaders are required to conduct a formal communication
session between the employers and the employees. However, this method is risky as engagement
of unskilled labours is also made with this. In order to eliminate this issue, NHS employers select
a specific group of workers that possess the desired skills and abilities for involving in decision
making process. This move helps the entity in gaining the desired objectives with the help of the
employees mastered in the specific fields. Further, this selected size contributes in the decision
making process by rendering their innovative ideas.
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Figure 3Employee participation techniques
Source: Bal, Kooij and Rousseau, 2015
4.3 Impact of human resource management approach in employee relations.
Human resource management team of any organisation plays a crucial role in maintaining
employee relations. There are various activities that can be conducted by them to ensure the high
level of communication between the departments (McDonald and Thompson, 2016). Social. The
crucial roles performed by HRM of an organisation involve the techniques for motivations that
can make employees committed towards the job role. Further, they ensure the high level o
communication between the employers and employees that helps in preventing any conflicts
between them. In addition to this, there are some policies prepared by the team that enhances the
employee relations such as wages, working hour, working condition, salary, work time, etc.
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CONCLUSIONS
With the help of the above report, it may be concluded that the conflict situations in the
businesses are common and can be generate because of numerous. However, it is required by the
management team and other high level authorities to prevent such issues by implementing
effective tactics. The industrial relations and the different perceptive have been analysed in this
report in context to the UK. Further, this paper highly concerns on the relations on the junior
doctors, trade unions and employers of NHS. Further, impact of human resource management on
maintaining the employer-employee relationship is observed so that the business objectives can
be attained. In addition to this, different strategies of conflict resolution and the significance of
negotiation is also explained in the study. Thus, this report will help in developing an
understanding among the employers and employers about the significance of their relations.
Besides this, effective functioning of an organisation demands for the participation of all the
workers in the decagons making process. This study involves various techniques that can be used
by the organisations for gaining employees’ participation.
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REFERENCES
Books and Journals
Abdullah, A.B.M., 2017. Introduction. In Managing the Psychological Contract (pp. 1-22).
Springer International Publishing.
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industrial relations orthodoxy. The International Journal of Human Resource Management,
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Baddon, L and et. al., 2017. People's capitalism?: a critical analysis of profit-sharing and
employee share ownership (Vol. 1). Routledge.
Bal, P. M. and Dorenbosch, L., 2015. Age‐related differences in the relations between
individualised HRM and organisational performance: a large‐scale employer survey.
Human Resource Management Journal. 25(1). pp.41-61.
Bal, P. M., Kooij, D. T. and Rousseau, D.M. eds., 2015. Aging workers and the employee-
employer relationship (pp. 129-144). Amsterdam: Springer.
Barson, L. K., 2017. Employee Health--AIDS Discrimination (Vol. 10). Larson on Employment
Discrimination
Boxall, P., 2014. The future of employment relations from the perspective of human resource
management. Journal of Industrial Relations. 56(4). pp. 578-593.
Del Valle, R and et. al, 2014. Promising best practices that lead to employment in vocational
rehabilitation: Findings from a four-state multiple case study. Journal of Vocational
Rehabilitation. 41(2). pp.99-113.
Kaufman, B. E., 2014. History of the British industrial relations field reconsidered: getting from
the Webbs to the new employment relations paradigm. British Journal of Industrial
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Kearney, R. C. and Mareschal, P. M., 2014. Labor relations in the public sector. crc Press
Kersley, B., and et. al., 2013. Inside the workplace: findings from the 2004 Workplace
Employment Relations Survey. Routledge.
Kim, D. O. and Bae, J., 2017. Employment relations and HRM in South Korea. Taylor &
Francis.
Lareau, N. P., and et. al., 2016. Attorney's Fees and Costs (Vol. 4). Labor and Employment Law.
McDonald, P. and Thompson, P., 2016. Social media (tion) and the reshaping of public/private
boundaries in employment relations. International Journal of Management Reviews. 18(1).
pp.69-84.
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