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The Effect of Trade Unionism on Workers

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Added on  2020-06-04

The Effect of Trade Unionism on Workers

   Added on 2020-06-04

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EMPLOYEE RELATION-Junior doctors contractdispute
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ContentsINTRODUCTION...........................................................................................................................1PART 1............................................................................................................................................11.1 Implications of different perspectives on handling employment relations...........................11.2 Impact of changes in trade unionism on employee relation..................................................31.3 Roles of key players in employment relation........................................................................5PART 2............................................................................................................................................62.1 Procedures followed by an organisation while dealing with different conflict situations....62.2 Key features of employee relations with references to conflict situation.............................82.3 Effectiveness of the procedures followed in resolving conflicts..........................................93.1 Role of negotiation when collectively bargaining in conflict...............................................93.2 Negotiation strategies and impact of these on conflict.......................................................10PART 3..........................................................................................................................................114.1 Influence of the EU on industrial democracy and changes after UK exit the EU..............114.2 Techniques to gain employee participation and involvement in the decision makingprocess.......................................................................................................................................114.3 Impact of human resource management approach in employee relations..........................12CONCLUSIONS............................................................................................................................13REFERENCES..............................................................................................................................14
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TABLE OF FIGURESFigure 1Approaches to industrial relations......................................................................................3Figure 2Steps of implementing negotiations.................................................................................10Figure 3Employee participation techniques..................................................................................12
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INTRODUCTIONEmployee relations are significant required to be good for effective working of the businessoperations. They refer to the efforts made by an entity to manage relationships between employerand employees (Bal, Kooij and Rousseau, 2015). The fair relations will make employees to becommitted to the job role and hence, it will bring productivity in the organisation. The mainobjective of this assignment is to provide learners with an understanding of the significance ofemployee relations for business success. In the present report, implications of differentperspectives on handling the employment relations are explained. The impacts of changes intrade unionists on relations of workers are explained. Further, the roles played by the key playersin 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. Forthis section, various procedures are suggested to the relevant organisations to deal with theconflict situations. Further, conflict resolution and negotiation strategies are discussed in theundertaken project. The third section of the assignment is regarding the EU perspectives on theemployee relations. In this, the influence of EU on industrial democracy in the UK has beenstudied. Further, various method that can be used to increase employee participation are includedin this report. In addition to this, the techniques that human resource management team can takeassistance to improve relations are also mentioned in the present learning.PART 11.1 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 berecognised that there are varying perspectives in regard with the employee-employer relation andconflict in the organisation (Kearney and Mareschal, 2014). These are as follows:Unitarist: The person keeping the unitarist perspectives assumes that the organisation is anintegrated 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 ofemployee 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. Itreduces the commitment of employees towards their job role.1
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