Employee Relations and Trade Unionism

This assignment examines employee relations through unitary and pluralistic lenses, analyzing the changing landscape of trade unionism in Britain. It delves into conflict resolution mechanisms, including grievance procedures and collective behavior, emphasizing the role of negotiation in collective bargaining. Using the NHS and BMA dispute as a case study, the assignment assesses the impact of negotiation strategies employed by both parties.

EMPLOYEE RELATION
Felicia Loredana Andrei
12/4/2016
ID 12212

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................2
1.1 Unitary and pluralistic frames of reference explaining the implications of each of the
perspectives for the appropriate means through which conflict is to be resolved.......................2
1.2 Assess how changes in trade unionism have affected employee relations............................3
1.3 Explain the role of the key players in employee relations.....................................................4
TASK 2............................................................................................................................................5
2.1 Explain the procedures an organization (NHS employer) should follow when dealing with
different conflict situations..........................................................................................................5
2.2 Explain the key features of employee relations.....................................................................6
2.3 Evaluate the effectiveness of procedures followed so far from both parties in this conflict
situation........................................................................................................................................7
TASK 3............................................................................................................................................8
3.1 Explain the role of negotiation in collective bargaining as in the above conflict..................8
3.2 Assess the impact of the negotiation strategies adopted by both parties...............................9
CONCLUSION..............................................................................................................................10
REFERENCE................................................................................................................................11
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INTRODUCTION
The assignment regarding employee relations discusses the significance of efficient employee
relations in respect of a business organization to thrive, the characteristics of the industrial
conflicts along with mechanisms for quick resolution, mutual negotiation and procedures with
respect to negotiation and the participation of staff members and their involvement in various
organizations.
The assignment elucidates on the understanding of the significance regarding effective employee
relations in respect of the success of business, nature of industrial conflict as well as resolution
mechanisms, and so on. In the first part of the assignment, the unitary and pluralist frames of
reference needs to get explained, then the ways by which trade unionism have affected employee
relations needs to get assessed, and also the function of the key participants regarding relation
with the employees. In second part, the procedures followed by NHS Employer needs to get
explained in the context of handling with various situations of conflict. Then the main
characteristic features of workforce relations needs to get explained as well as effectiveness of
procedures need to get evaluated. The role of negotiation in collective bargaining is required to
get explained as well as the impact of the negotiation strategies should get assessed as well.
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TASK 1
1.1 Unitary and pluralistic frameworks of reference describing the application of every
viewpoints for the proper ways which provides solutions to the conflict
Unitary frames
My reflection towards aspect of unitary framework of references are that an organization (in this
respect TESCO) can be observed to be an integrated unit where the TESCO’s managers and the
various other staffs share common objectives as well as welfare. An image is being portrayed by
TESCO to be a team that comprises of a common loyalty support that is in association towards
concentrating on endeavors and leadership acceptance as well as all the employees starting from
the top level to the bottom level work in respect of a common goal of the organization. In my
opinion, insight regarding conflict is considered to be disconcerting and aberrant and can be
referred in a clearer manner with the assistance of communication that is considered to be
reduced, clashes in respect of personality issues and the functional aspect in respect of the
dissenters. (Fernando, 2011) I feel that, if TESCO is given the permission to form a trade union
that is operational only regarding the staff’s development as well as communication in respect of
the organization, in addition to the permission given to the employees to take part in the decision
making process, then priority is being by the unitary frame of reference in respect of the
employee’s personal and professional growth within TESCO.
Pluralistic framework of reference
My reflection towards the aspect of pluralistic frame of reference is that TESCO constitutes of
sub-groups management that are considered to have influence and competiveness and trade
unions comprises of their personal equitable loyalties, objectives and also leadership. In my
opinion, the function of the manager in this type of frame of reference at TESCO will be less
commanding and a growth will be there in relation to the scenario to persuade and coordinate.
Trade Unions undoubtedly will have a crucial role to play in regard to this frame of reference. I
believe that various differences are encountered by the pluralistic frame of reference for the
sharing of profit and also organizational issues in relation to the managers and the employees.
(Dwyer, 2012) Conflict management basically takes place with the assistance of the process that
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is known as collective bargaining that provides assistance to bring a positive changing aspect in
the internal as well as external way.
Unitary Frame of Reference
The Unitary Frame of Reference for a company is viewed as an incorporated as well as
harmonious whole in which common interests as well as goals are being shared between the
managers as well as other employees. Conflict is being regarded as disorderly as well as
abnormal and can take place in the form of weak communication, clashes in personality or
working of protesters. Trade Unions are regarded as needless evil and restraining acts outmoded
or caused by agitators. (Fernando, 2011)The formation of a Union is allowed by an establishment
simply regarding the communication purpose within the staffs as well as the organization, also
allowing the staffs for involving themselves in the process of making decisions. Simply
speaking, unitary perspective is considered as giving emphasis towards personal and professional
development of the staffs.
Pluralist Frame of Reference
The Pluralist Framework of Reference considers an organization to consist of influential and
challenging sub groups of managerial section along with trade unions possessing their individual
trust, aims and leaders. In simple terms, a pluralist framework of reference is associated with
aspects that are capable of encountering with the disagreements and apprehensions in respect of
profit sharing including the organizational matters that are related to the senior managers and the
staff members. The conflict management is conducted through the process of collective
negotiation that might assist in changing the internal as well as external scenario. (Dwyer,
2012).The manager’s role would be less authoritative and imposing and will be increasingly
influencing as well as organizing. And, in this regard, it can be stated that trade unions plays a
pivotal role.
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1.2 Assessing the ways of modifying the trade unionism that are impacting the workforce
relations.
In this respect, I need to opine that trade unions are considered to be the union of staffs and they
are formed with the objective that is associated with employee welfare by protecting them from
the exploitation at the hand of the employers and providing improvement regarding the
employee’s situation in respect of functioning in an establishment. In my opinion, the occurrence
of the Industrial Revolution in England and different countries and advent of the system
regarding factory production has immense responsibility in respect of the rise of trade unions.
The modern industries do the employment of the staffs in situations that makes them susceptible
for bargaining individually in respect of improving the working conditions. (Dwyer, 2012)
I think that it is necessary to generate an awareness regarding the issues that can cause problems
related with labour management. This additional knowledge will help the members of
management to resolve the problems and satisfy the labors by fulfilling their demands and
expectations. In addition to this, it is required for providing sufficient training to the employees
so that their professional skill gets enhanced in the due process. It has been observed that the
trade unions should perform their roles like that of critical catalysts in order to promote the rights
of the individuals as well as democratic institutions. I think that it is the responsibility of the
trade unions to cause improvement in the field of generating employment opportunities for the
eligible candidates. According to my opinion, the trade unions should take the initiative of
safeguarding the rights of workers of the organisation.
In my opinion, the commencement of the trade union movement was regarding the aspect of
protecting the employee’s rights, in respect of improving their standard of living and working
conditions and protecting the employee’s welfare. In UK, the trade unions are characterized by
the assistance of a large number of small unions that are co-existing with few larger trade unions
and have different recruitment strategies. The formation of the trade union happened by the
working class to oppose the mistreatment in the hands of the employers and to protect
themselves from the mistreatment. It is my understanding that labor relation describes the
association amongst the management and industrial employees and regarding that it is referred to
an association within the staffs and the employers in companies like TESCO. (Daft, 2015) There
also occurs the acceptance of the connection amongst the employees and the employers within an
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organization and skill are developed to make modifications and cooperating amongst the
employees as well as within the employees and the employers. The labor relations, I believe, are
designed majorly to protect the interest of the staffs and the also the management’s interest
through the assistance of mutual consideration and association and also towards the improvement
of the quality of work for avoiding the differences regarding the industrial scenarios towards the
development of a healthy work environment. (Capon, 2015)
In conclusion, I need to suggest that as the trade union’s development, different organizations
like TESCO will have the ability towards maintaining an enhanced industrial association to make
sure that there occurs the continuance of production and to minimize the conflicting scenarios in
respect of different industries. In addition to this, I believe that it will be providing assistance in
promoting collaboration with the employees and the management at TESCO.
Looking back at the origins of trade unions, it can be stated that the establishment of the trade
unions dates back to 19th Century Britain. The appearance of the trade unionswas due to the
dynamic expansion regarding the growth of the industries and simultaneously, increasing number
of women as well as child labors wasparticipating in the level of production as staffs of an
organization. The major concerns of the trade unions were the long hours of working, hazardous
working environment as well as the rights of the labors. The trade unions grew very much strong
regarding the 1970s providing a lot of bargaining power in respect of the staffs. In the late 90’s
however, a significant change occurred in the UK regarding trade unionism that affected
employee relations. (Fernando, 2011) Due to rapid globalization as well as standard economic as
well as business viewpoints, there is a growing need as well as demand regarding trade unions in
the UK. Moreover, the trade union’s collective power in the UK is is certainly growing and this
is the reason why certain changing aspects regarding employee relation are clearly evident.
(Dwyer, 2012) In majority of the cases, it is being observed that the problems of unemployment,
employee lay off and so on are indirectly accountable in respect of the severe collective
bargaining process regarding trade unions.
1.3 Explain the role of the key players in employee relations.
The key player’s role regarding employee relations at TESCO are as follows,
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Employer – The employers offer written contact for employment in respect of the
employees that is based on which type of work is suitable for them and they are also
having the accountability for ensuring that TESCO is a safe place for working. The
employers also possess the accountability to pay wages, offer training during induction,
offer tools for doing the work. There is the requirement of the employersto have
communication with the employees when there occurs any changing scenario and offer
fair as well as equal opportunity to all the organizational employees. The employers also
possess the right to terminate the employees when unprofessional or unethical behavior
takes place from the end of the employees. (Palmer, 2011)
Employee– TESCO’s staffs playsa major part regarding employee relations where the
major role performed by them is to provide appropriate job performance like following
the processes, on-time reporting, functioning effectively, to follow the contract towards
the avoidance of the crisis situations in association with employee relations, and
regulations that should be followed by the staffs, discussing of the problems with the
managers and to have effective communication to sort the crisis situations. (McDonald,
2012)
Trade Unions – The trade unions does the representation of the workers at the place of
work. The trade union’s major role is safeguarding and working towards improving the
different payments of the people and the conditions regarding employment. Trade Unions
also campaigns regarding laws and policies that are considered to be beneficial in respect
of the employees in the organization. The trade unions operate regarding an
establishment to fight for the rights of the employees and making sure that appropriate
negotiation is made by them on behalf of the staffs to actualize a common goal such as
protecting the organization’s trade reliability, achieving higher pay and beneficial aspects
such as health care and retirement assisting the growth in the number of employees
whose assignment is done by an employer towards the completion of work, safety
standards and improved working conditions. (Palmer, 2011)
Government – It is the accountability of the government towards the creation of very
essential laws that makes sure that TESCO’s employees are receiving appropriate
protection at work and are not experiencing any sort of discrimination regarding their
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work in association to the minimum wage act, hours of working, health and welfare at the
workplace.
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TASK 2
2.1 Describing the different methods that NHS employer is required to follow while dealing
with different conflict situations
Different types of conflict are existing at NHS employer such as intrapersonal, interpersonal,
structural as well as strategic. NHS employer ensures that there is the involvement of variety and
supervision regarding all strategies that is associated with the resolution of the conflicts of a
certain type. As a result, by involving variety and supervision, NHS employer will possess the
capability towards the maintenance of a workplace that consists of trustworthiness and
sociability. (McDonald, 2012) Certain stages are having their involvement towards these aspects
that are as follows,
Compromise–This is regarded as a significant step whose reference is made when efforts
will be made for solving and settling a situation of conflict by compromising and to come
to a mutual agreement. Although, the two parties will not be getting exactly what they
require but on the flipside, they will also not be losing.
Avoid – There is a need to avoid crisis situations as the conflict situations will be giving
rise to crisis situations that the staffs at various times would want to avoid. (McCalman,
2015)
Force–An organizational senior will make efforts to make direct advances to end a
conflict situation. There might take place the possibility by enforcing a solution that
refers to the fact that an individual or a team will possess the authority for deciding in
respect of the final result.
Resolve–Certain circumstances are regarded as having a lot of difficulty that needs to get
solved and regarding that NHS employer has the requirement towards confronting the
conflict situation and resolving it. This is being regarded as the significant step in respect
of conflict management and referred as resolution of conflict. Towards the confrontation
of the issue, there is the need to listen to the two parties and maintaining an effort for
creating a consideration and not blaming one another. Later, the two parties have the
requirement to focus towards the identification of the parts regarding the aspect of
agreement and the way that can be taken into consideration for being efficient in relation
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to the two parties in respect of the solutions that has the most positive prospective.
(McDaniel, 2011)Time is required to be taken by the two parties to resolve the different
conflict situations and find an appropriate solution that is considered to be very much
efficient.
Different Conflict situations with a single employee
Grievance procedure–It is considered as a process of resolving internal disputes with
the help of which a single employee will be having his or her grievances tackled. The
grievance procedure might be part of a collective bargaining agreement as well. Majority
of collective bargaining agreements take into consideration the processes towards filing
as well as resolving grievances. (McDaniel, 2011) In a union environment, the processes
will be involving the staffs, representatives of the union as well as members regarding the
management team of the employer.
HRM procedure–The different conflict situations with a single employee can be
resolved with the support of HRM procedure through the aspect of emphasizing clarity as
well as steadiness in policies as well as procedures, ensuring accountability to resolve
conflicts, not ignoring the conflict as well as recognizing various situations. (Palmer,
2011)
Formal hearings–A formal hearing is regarded as a formal resolution to a conflict with a
single employee. Formal hearings attempt towards adhering to particular guidelines in
respect of questioning, presenting information, witnesses, advisors and various other
components.
Different Conflict situations between groups of employees
CB– The different conflict situations that arise due to the conflict behavior between
groups of employees are in relation to differing values, opposing interests, personality
conflicts, weak communication as well as individual problems.
Negotiations–This is the process by which group of employees are settling their
differences. It is the method through which compromise or agreement is reached through
the avoidance of disagreements as well as disputes. Negotiating an end regarding a
conflict situation that occurs due to misinterpreting policies or duties is the scope in
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respect of an organization for creating clearer guidelines preventing these kind of
conflicts later. (Palmer, 2011)
3rdparty intervention–There are different roles that are enacted by a third party that
intervenes regarding a situation of conflict between groups of employees. Different roles
are enacted by a third party in a situation of conflict. A third party might be functioning
as a facilitator assisting in organizing as well as arranging meetings within the group of
employees that are disputing, setting agendas, guiding discussions that are considered
effective as well as maintaining a record of that matter that is being discussed.
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2.2 Describing the employee relation’s core features
The key features regarding employee relations are as follows,
Mediation – Mediation is an essential characteristic that needs to be considered as a
significant alternative to provide support in resolving and managing conflict situations at
soon as possible. This contributes in respect of a neutral setting that is considered to be
classified, the reason being that they possess the capability to fix a meeting for the
discussion of issues and for the development mutual solutions that is being accepted by
all the parties. To be a leader and the mediator of a team, a person has the requirement to
concentrate on the accountabilities for encouraging healthy competition at the place of
work. (Lancaster, 2010)
Communication– In respect of communicating with clarity as well as honesty, there is the
need to accustom the employees regarding what is being considered and revealed
regarding the issue. The people are required having the permission for expressing their
mind-set. Certain ways of thinking are in association to anger and the other ways of
thinking are related with the aspect of causing injury to another individual that majorly
accompanies the conflict situations. Before making an approach towards finding a
solution in respect of the crisis situation, there is the need for expressing as well as
acknowledging these types of emotional aspects. (Lind, 2014)
Moreover, a significant aspect is being performed by the trade unions and towards the
maintenance of employee relations. The presentation of these occurs in the business environment
for resisting the employer’s traits for dominance getting implemented on the employees and for
representing the interest of the staffs in the association regarding employment.
Ideological framework–Employee relations takes into consideration three significant
ideological frameworks that are basically regarded as Unitarist perspective, Pluralist
perspective as well as Radical perspective. Each of the frameworks are displaying a
specific insight regarding employee relations and as a result will be interpreting certain
aspects like conflict in workplace, union’s role as well as regulation of jobs in a different
manner. (Palmer, 2011)
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Negotiation - This is the process by which group of employees are settling their
differences. It is the method through which compromise or agreement is reached through
the avoidance of disagreements as well as disputes. Negotiating an end regarding a
conflict situation that occurs due to misinterpreting policies or duties is the scope in
respect of an organization for creating clearer guidelines preventing these kinds of
conflicts later.
Conflict –Workplace conflicts regarding employee relations takes place because of
different personalities as well as point of views. Conflicts are referring to the disputes,
disagreements or dissatisfaction amongst employees or group of employees. (Palmer,
2011)
Collaboration – It is a conflict management process with the help of which individuals as
well as groups are functioning collectively for achieving a common objective.
Collaboration functions finest when every individual having an involvement takes
accountability for their individual working relationships as well as excellent patient
services.
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2.3 Analyzing the effectiveness of the methods of resolving the conflict situation followed by
both the parties
At particular circumstances, there occurs the identification of the conflict as a positive matter
that provides assistance for bringing important changes. NHS employer’s conflict situations will
be resulting in various negative results also. Regarding NHS employer as well as British Medical
Association aka BMS there exists different kinds of conflict situations such as intrapersonal,
interpersonal, structural as well as strategic. There is the requirement towards the involvement of
variety and regulation regarding every strategic scenario to resolve the conflict situations.
(Harris, 2014)
It is essential to get a proper understanding about the issues of the workers with the help of active
listening skills. After identifying the issues, it is necessary to resolve the problem by working
together in a collaborative and coordinated manner. The effectiveness of collaborative working
lies in establishing a supportive and friendly working environment within the work cuture of the
organisation.
Due to the continuance of the situation of conflict, there is the existence of probable situations
where the British Medical Association’s representatives might become very emotional regarding
the situation of conflict that results in the creation of various crises situations towards the process
of resolving the conflict. There is the requirement to make arrangements towards conflict
resolution and an overall understanding is required to be created to acknowledge the situation of
conflict. There is the requirement for creating a concentration in regard to the aspect of the
behavior that will get altered by people and not in relation to elements such as personalities that
does not get changed. (Harris, 2014)
Towards the effective management of the situation of conflict, there is the requirement towards
becoming a communicator possessing efficient capabilities and there is a requirement for this in
respect of NHS employer and British Medical Association aka BMA. In this respect, an
environment in respect of open communication is created in the specific part in respect of
providing encouragement for the employees in respect of the communication of particular issues
that are in relation to work. (Lancaster, 2010) By considering the apprehension of the staffs will
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give rise to the aspect of fostering an open environment to ensure that there is awareness in
relation to the uncertainties as well as reservations of the employees and also the creation of a
concentration in relation to the point of view regarding the issue.
Different Conflict situations with a single employee
Grievance procedure – It is considered as a process of resolving internal disputes with
the help of which a single employee will be having his or her grievances tackled. The
grievance procedure might be part of a collective bargaining agreement as well. Majority
of collective bargaining agreements take into consideration the processes towards filing
as well as resolving grievances. In an union environment, the processes will be involving
the staffs, representatives of the union as well as members regarding the management
team of the employer.
HRM procedure – The different conflict situations with a single employee can be
resolved with the support of HRM procedure through the aspect of emphasizing clarity as
well as steadiness in policies as well as procedures, ensuring accountability to resolve
conflicts, not ignoring the conflict as well as recognizing various situations. (Furnham,
2012)
Formal hearings – A formal hearing is regarded as a formal resolution to a conflict with
a single employee. Formal hearings attempt towards adhering to particular guidelines in
respect of questioning, presenting information, witnesses, advisors and various other
components.
Different Conflict situations between groups of employees
CB – The different conflict situations that arise due to the conflict behavior between
groups of employees are in relation to differing values, opposing interests, personality
conflicts, weak communication as well as individual problems.
Negotiations – This is the process by which group of employees are settling their
differences. It is the method through which compromise or agreement is reached through
the avoidance of disagreements as well as disputes. Negotiating an end regarding a
conflict situation that occurs due to misinterpreting policies or duties is the scope in
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respect of an organization for creating clearer guidelines preventing these kind of
conflicts later. (Furnham, 2012)
3rd party intervention – There are different roles that are enacted by a third party that
intervenes regarding a situation of conflict between groups of employees. Different roles
are enacted by a third party in a situation of conflict. A third party might be functioning
as a facilitator assisting in organizing as well as arranging meetings within the group of
employees that are disputing, setting agendas, guiding discussions that are considered
effective as well as maintaining a record of that matter that is being discussed.
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TASK 3
3.1 Explaining the role of negotiation in the above conflict in the collective bargaining
Collective bargaining is taken into consideration as the process of negotiation between the
employees and the employers that is concentrating on reaching agreements to regulate the
conditions for work. For negotiating and regarding the strategic aspect in respect of collective
bargaining, there has been the influencing of this matter in association with NHS employer and
British Medical Association and this assisted to resolve the situation of conflict. When
negotiation is lacking, NHS employer and British Medical Association will not be able to get the
solution in respect of any of the crisis situations. Trade Unions played a pivotal role regarding
this aspect of conciliation failing which the employee’s rights in respect of NHS employer would
have failed in getting realized. (Furnham, 2012)
In collective bargaining, the role of negotiation is as follows,
Preparing–There was the formation of a team for negotiation and representatives were
present from NHS employer and British Medical Association aka BMA possessing
adequate information and skills to negotiate.
Proposing – There is the occurrence of the stage to exchange messages and point of view
regarding NHS employer and British Medical Association that was being considered.
Bargaining – Appropriate bargaining took place within NHS employer and BMA for the
adoption of an approachto find answers in respect of the crisis situations and the
occurrence of the agreements that needs to get drafted.
Discussing - NHS employer and British Medical Association had discussion regarding
the different circumstances that will be providing assistance to direct the negotiations as
well as in relation to that a mutual trustworthy situation and consideration that occurred
to reach the agreement for collective bargaining. (Furnham, 2012)
Settlement–Post the completion of the process in respect of bargaining, NHS employer
and British Medical Association will be reaching a consensual conformity as well as
agreeing to a common decisional aspect regarding the situation for conflict. There will be
the occurrence of efficient execution of collective agreement with the assistance of ideas
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whose sharing is done, planning of the strategic aspects and changing scenarios that
require negotiation.
There are other ways by which the motivation of the workforce can be increased that are
associated with reward appraisal system and incentive schemes. The financial reward
appraisal system can be segregated into three kinds such as sharing of profit percentage,
evaluation of the work performance and rating of the individual merit.
3.2 Assess the impact of the negotiation strategies adopted by both parties.
The strategies of negotiation are taken into consideration regarding the outline of interaction that
NHS employers and BMA have utilized possessing a participation regarding the situation of
conflict in relation to the actualization of the resolving the situation. Different negotiation
strategies in respect of NHS employer can be used that will be having increased reliance in
respect of having a relevant aspect regarding the problem that has eh requirement for getting the
appropriate negotiation and the current association within NHS employers and BMA in respect
of the negotiating scenario. Two general scenarios that might get considered in this regard in
relation to NHS employer that are strategic aspects in respect of negotiation that takes place
traditionally, which are utilized regarding different strategies for negotiationare the strategies for
competition and strategies for collaboration. (Freeman, 2013)
The strategies for negotiation promote the aspect of sharing of information in association with
the other parties in regard to negotiate. The information that gets shared contributes towards the
aspect of enabling a negotiator that is regarded as collaborative for the evaluation of the needs.
The strategy in relation to negotiation of competitive aspects is considered for being an effort
towards resolving the situation of conflict by using punishments clearly and wholly.
There are two strategies for negotiations which are collaborative win-win and competitive win
loose. The competitive win loose strategy was followed in the NHS case where the BMA, NHS
Employer as well as the Secretary of Health agreed upon a new contract on 18th May, but the
junior doctors voted against it despite the announcement of the government for its introduction.
A team of junior doctors have taken legal action and they made plans to have more strikes but
those were suspended by the BMA. (Freeman,2013) The outcome of it is that now the committee
of the junior doctors has taken decision towards the suspension of industrial action while making
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plans towards other actions in the near future citing paramount concern regarding the safety of
patients being the major motive regarding the result.
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4.1 While discussing the influence of the European Union with respect to the industrial
democracy in the United Kingdom, it can be said that European Legislations has been playing
important role in influencing the decision making process of the organisations in the United
Kingdom. The influence of the European Union has also played important role in influencing the
industrial relationship. With the help of the improvement in the industrial relationship, the
management and the workers’ union can be able to work together for ensuring the achievement
of the same goals. In the modern context, the role of workers’ union cannot be denied when it
comes to the matter of educating the management regarding the importance of involving the
workers in the organizational process of decision-making. The employee involvement with
respect to the organizational decision-making process can play important role in influencing the
performance of the workers. In this way, the workers can be able to make the effective
contribution towards the growth of the organisation. Some of the schemes, like share holdings,
share options, saving schemes etc. have witnessed success in the United Kingdom as these play
important role in increasing the level of satisfaction of the employees. The European Monetary
Union can play important role in ensuring the increment with respect to the wage dumping.
4.2 It is important to ensure the participation of the employees at the board level so that the
interests of the employees can be protected. In addition, the participation through bargaining can
also play important role in ensuring the participation of the employees with respect to the
managerial process. The suggestion schemes can also be utilized for ensuring the participation of
the employees. The employees can be able to come up with new ideas while participating in the
decision-making process. In this way, the organizations can be able to ensure the employee
participation.
CONCLUSION
This assignment delves with the aspect of employee relations in which unitary and pluralistic
frames of reference are explained and the changing aspects in trade unionism has been assessed
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that will be affecting employee relations and also the role of the key players in employee
relations have been explained. Also, the role of negotiation in collective bargaining has been
explained as well as the impact of the negotiation strategies adopted by NHS employers and
British Medical Association has been assessed.
This assignment is discussing about the concept of employee relations where the unitary frame of
reference has been talked about which is viewed as an incorporated as well as harmonious whole
in which common interests as well as goals are being shared between the managers as well as
other employees and also the pluralist frame of reference has been referred that comprises of
influential as well as challenging sub groups management as well as trade unions having their
individual loyalties, goals as well as leaders. Also, the changes in trade unionism have been
taken into consideration that assesses the origins of trade unions in Britain to the current times of
globalization. The different conflict situations regarding a single employee have also been
considered that includes grievance procedure, HRM procedure as well as formal hearings and
different conflict situations between groups of employees have also been considered collective
behavior, negotiation and third party intervention. The key features of employee relations have
also been discussed that are mediation, conflict, negotiation, collaboration, ideological
framework as well as communication. Finally, it can be stated that the competitive win loose
strategy have been followed the result of which is that now the committee of the junior doctors
has taken decision towards the suspension of industrial action while making plans towards other
actions in the near future citing paramount concern regarding the safety of patients being the
major motive regarding the result.
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