Employee Relations (ER) Assignment
13 Pages4644 Words140 Views
Added on 2020-06-04
Employee Relations (ER) Assignment
Added on 2020-06-04
ShareRelated Documents
EMPLOYEE RELATION
Table of ContentsEMPLOYEE RELATION...............................................................................................................1INTRODUCTION...........................................................................................................................1TASK 1 : Employment Relation's history with context to the UK. ................................................11.1 Various frames of references describing the implication of each and every perspective asways for handling employment relations ..............................................................................11.2 Assessment of various changes in the trade unionism that affected employment relationsin the UK................................................................................................................................21.3 Roles of the various players in the employment relation.................................................3TASK 2 : A Case Study on Junior Doctors Contract Disputes........................................................42.1 The different procedures NHS follows inorder to deal with various conflict situations..42.2 Key element of employee relations in a selected conflict situation.................................52.3 Effectiveness of the process followed in resolving the conflict.......................................63.1 Role played by negotiation when collective bargaining as in conflicts...........................63.2 Various negotiation strategies and their impact on conflicts............................................7TASK 3 : EU Perspective................................................................................................................84.1 Assessing the impact of the EU on industrial democracy in the UK and the changes it canmake.......................................................................................................................................84.2 Comparing methods to gain workers participation and involvement in decision making94.3 Impact of human resource management has on the employee relation..........................10CONCLUSION..............................................................................................................................10REFERENCES..............................................................................................................................11Books and Journals...............................................................................................................11
INTRODUCTIONIn this report we will learn about the employee relation and how it helps an organisationto manage the relationship between employers and employees. The different frames and factorsaffecting the employee relation in the UK. The study also includes the roles of different playersin the employee relation within an organisation(Marsden,Caffrey and McCaffery2013).The studydescribe the process an organisation must follow while dealing with various conflict situation inan organisation as well as the elements or features of employee relation with regards to theconflict situation. It also consist the various strategies and impact of the strategies on the conflictsituation. Furthermore, the study describes the impact of EU on the industrial democracy withinthe UK, different methods that are used to gain employee participation and their involvement indecision making and at last the impact of human resource management theories on the employeerealation.TASK 1 : Employment Relation's history with context to the UK. 1.1 Various frames of references describing the implication of each and every perspective asways for handling employment relations .There are two types frames which are very effective in handling the emploment relationswithin an organisation. The two frames are Unitary fram and Plurastic frame which are describedbelow - Unitary frame – This frame can be defined as the policies, values, behaviour and beliefsthat are related with the management and organisation. The employees and themanagement must understand their respective roles and responsibilites they need toperform wihtin an organisation to achieve a common objective or goal(Fombrun,Tichyand Devanna,2015). The employees of an organisation should perform their tasks oroperations effectively with the help of their skills, abilities and knowledge to obtain asepecific goal or objective. There are conflict situations often arise within an organisationamong the employees or between the employers and employees, this conflicts arehandled and ressolved by the management or Human resource management of theorganisation. The Unitary frams states that the power or authority of decision making iswith the management of the organisation. The employees can not go against themanagement or their decisions. This is important to develop discipline within anorganisation but develops inequality and demotivation among the employees.1
Pluralistic frame – In the Pluralistic frame, the organisation creates two types ofdivisions or groups which are the management and the trade union. The management ofan organisation is built in order to handle and manage the operations of the organisationbut sometimes the management fails to understand the employees perspective whichdevelops an situation of conflict within the organisation such strikes(Paauwe,2013). Theemployee inorder to put their points and needs in front of the management creates a tradeunion and the leader of the union is also selected by the employees. This trade unionunderstand the employees perspective and try to provide a proper solution for the issue.The trade union act as a mediator between the management and the employees. Thisframe helps the employees to raise their issue and also motivate the employees, also theconflicts and issue are ressolved easily. 1.2 Assessment of various changes in the trade unionism that affected employment relations inthe UK.There are many changes in the trade unionsim made with the changing time these changes havean great impact on the employee relations within an organisation. The trade unions are created tohelp the employees raise their perspectives and get the conflicts or issue ressolved. The tradeunion affects the employee relation in both and negative way. The employees interact with themembers of the trade union regarding the issues or problems etc. to get a proper solution thisaffect the relationship between the employees and the employer or the management of theorganisation(Dizgah,Chegini and Bisokhan,2014). The management is created to communicatewith the employees and ressolve their issues but due to trade unionism there is a communicationgap developed between the employees and the management which negatively affect themanagerial control within the organisation. Trade unionism also helps the employees to put theirperspective with regards to any issue or conflict. The demands and changes the employees sharewith the trade union are discussed with the management. This helps in motivating the employeesand develops a job satisfaction. The trade unionism helps the management to understand theemployees perspective in a better way and can act accordinglly which helps in reducing conflictwithin the organisation. In the UK the trade unionism has played a effective role in order tomotivate people in a work environment. The employees are getting satisfied and can workwithout any pressure or inequality by the management. The management of the organisations are2
End of preview
Want to access all the pages? Upload your documents or become a member.
Related Documents
The Role of Negotiation in Employee Relationslg...
|14
|4385
|323
Employee Relation in British Medical Associationlg...
|15
|5304
|55
Employee Relations "Tesco"lg...
|18
|4581
|137
Employee Relations | F/601/1271lg...
|26
|5738
|43
Employee Relations (ER) Assignmentlg...
|17
|5548
|34
Human Resource Management and Employment Relationslg...
|16
|5131
|235