Employee Relation in British Medical Association
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Added on 2020-07-22
Employee Relation in British Medical Association
Added on 2020-07-22
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Employee Relation
ContentsINTRODUCTION...........................................................................................................................1PART 1 – UK specific.....................................................................................................................11.1 Different frames of reference explaining the implication of each perspectives as means forhandling employment relations....................................................................................................11.2 Assessing changes in trade unionism have affected employee’s relations in UK.................21.3 Role of main players in employee’s relation.........................................................................3PART 2- Case study: Junior doctors contract dispute.....................................................................42.1 Procedures followed by NHS to deal with different conflict situation..................................42.2 Key features of employee relations in selected conflict situation..........................................52.3 Effectiveness of the procedure followed in resolving the conflict........................................63.1 Role of negotiation plays when collective bargaining as in conflicts....................................73.3 various negotiation strategies and impact of each strategy on conflicts................................7TASK 4............................................................................................................................................84.1 Assessing the influence of the EU on industrial democracy in UK and how it will changeafter Brexit...................................................................................................................................84.2 Comparing different methods used to gain employee’s participation and involvement inthe decision making process in NHA...........................................................................................94.3 Assessing the impact human resource management approach has on employee’srelationship relation to Harvard, Michigan or models...............................................................10CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12
INTRODUCTIONWithin organization, there are different type of issues that are faced by employees. Thereare condition in which management develop rules or regulations or make changes as per theirpreferences. It becomes difficult for workers to accept the changes (Fombrun, Tichy andDevanna, 2015). With this respect, there are formation of trade union in which negation takeplace and appropriate decisions are taken so that issue of the problems that are faced by workerscan be solved. The present report is focused on a scenario in which conflict between BMA(British Medical Association), NHS employers and government are provided. This report coversexplanation of unitary and pluralistic frames within the organization. Further, it coversexplanation of key features of employee relations with reference to the mention conflictsituation. Lastly, it also includes impact of human resource management approach on employeerelations. PART 1 – UK specific1.1 Different frames of reference explaining the implication of each perspectives as means forhandling employment relationsBoth unitary frames and pluralistic frames are highly effective for handling employee’srelations within the organization. Below give are the explanations made for each of these terms:Unitary frame: Unitary frame can be determined as the values, policies, belief andbehaviour that are related with firm and management. It is important for the employees and themanagement to understand the roles and responsibilities that has to be played by them and takeup appropriate steps so that they are able to work together as common goal (Marsden, Caffreyand McCaffery, 2013). All the employees with the firm need to make use of their skills andcapabilities towards achievement of goals and objectives in effective manner. In accordance withthe conflict that take place between employees are considered to be negative and they are treatedas disloyal and dysfunctional for the firm. In this aspect main role is played by the HR managerin which they need to have frequent negotiations for the working condition. This is an effectiveway through which the rate of disputes are reduced. As per the belief of unitary reference, thereis only one authority and that is management and when employees work against it, then they aretreated as non existent (Paauwe, 2013). However, this frame is important in order to develop1
strong relationship with workers but lacks realism and inequality of power among employees andemployers. Pluralistic frame: This is type f references that dominates the authorities and there aretwo different type of division make or groups formed which are trade union and management.There are situations in which there are different type of policies that management implements asper their preferences. In this context, employees may not be in favour of the decision made. Withthis respect, trade union gets involved in which negotiations take place and the policies arechanges as per common benefit (Torrington, Taylor and Hall, 2016). In this aspects, the HRmanager of the firm will have interaction with the head of trade union and appropriate steps aretaken so that so as to make sure that the issue is solved. In this frame, the firm faces serious issuelike conflicts with the employees when there management are trade union are not able to comeup an appropriate solution for the condition raised. The role management is to influence theemployees and make workers understand the condition and take up appropriate steps towardsattaining the goals and objectives. From this, it can be stated that both frames are effective enough and both are focused onmaintaining strong relationship with employees so that work can be performed in effectivemanner. Selection of these frames are done depending upon the condition that are faced withinthe organization. 1.2 Assessing changes in trade unionism have affected employee’s relations in UKChange in trade unionism is not the common issue for the organisation and the employeehave to face many difficulties to build up relation with organisation. In united kingdom thesepractice have been very old and their new things have been emerge in organisation affect to theemployee (O’hara 2016). Trade union will help employee solve issues in their level. If the tradeunion change than communication gap will arise in front of employees. Also the new systemhave to develop for employee meet the requirement from the organisation. Trade union bring theinternal change in organisation for the betterment of employees. sometimes trade union have thenot manageableness demand in front of the organisation will bring the adverse situation for otheremployees. traded union in UK are dived in two group which don't have the coordination. Theseunion are misuse of their position in organisation. After the Brexit all the trade union are not ableto communicate with employees which result to affect on relation with employees andorganisation. But now the employee are not communicating the trade union because these union2
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