Employee Relations and Performance Management

This assignment delves into the crucial relationship between employee relations and organizational performance. It examines various aspects of employer-employee dynamics, including social impacts in life cycle assessments, corporate social responsibility's influence on employee governance, and the effects of bullying and diversity on employee turnover and career success. The assignment also highlights the role of HR practices in fostering commitment and retention, while considering factors like employee well-being and firm leverage.

Employee Relation

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Unitary, Marxist and pluralistic frames of reference............................................................3
1.2 Changes in trade unionism have impacted employee relations............................................4
1.3 Roles of key players in employment relations......................................................................5
TASK 2............................................................................................................................................6
2.1 Procedures an organisation should follow when dealing with different conflict situations 6
2.2 Key features of employee relations to this conflict situation................................................7
2.3 Effectiveness of the procedures followed in resolving this conflict.....................................8
TASK 3............................................................................................................................................9
3.1 Duty of negotiation in collective Bargaining........................................................................9
3.2 Evaluate effect of negotiation strategy................................................................................10
TASK 4..........................................................................................................................................11
4.1 Impact of EU on industrial democracy in UK ...................................................................11
4.2 Methods to gain employee participation in decision making procedure.............................11
4.3 Impact of human resource management on employee relations.........................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Considering the essential fact that employee are major asset of a company, the worker
perform together in collaborative way for contributing the common goals and meeting the
assigned organisational target. After the Brexit and industrial democracy in United Kingdom, the
company is supporting employee rights for managing the relation with them. For purpose of this,
they create more friendly, positive and flexible workplace for them and manage the human
resource department that resolve issues related to the firm's employee (Avey and et. al., 2010). In
this report, various employee relation management framework i.e. pluralistic and unitary is being
managed in British Medical Association along with the alternation in trade unionism in
organisation. This report will evaluate various aspects of ER along with negotiation and
collective bargaining procedure, key players of company, influence on HR etc. There are various
issues and conflicts which an organisation faces while having a diverged workforce which will
be assessed along with the methods through which it can be solved in effective manner.
TASK 1
1.1 Unitary, Marxist and pluralistic frames of reference
The conflicts in industries is the disagreement between the worker and management on
specific issues that impact on the method of working in the organisation. Issues with a company
is hazardous for the company which influence the relationship with worker and employer. This
leads to less work efficiency and productivity affecting the outcome of business operations
negatively (Bach and Kessler, 2011). There are different ways of managing and leading change
for which there are certain approaches and methods which is complied i.e. Unitary, Marxist and
pluralistic which is discussed as below:
 Unitary Framework: On the basis of this perspective, the company is mentioned as
harmonious and integrated group of people along with culture dedication and loyalty. The
purpose behind these activities is sharing of two connection and mutual cooperation.
Moreover, entire worker within the company share same target and purpose. This
demanded and need proper dedication of employee for the company and their leader,
thus, the administration of such entities are outstanding cause of the application and
emphasis. Thus, such entities do not need the trade unions for loyalty and mutual
exclusiveness among the worker and enterprise. However, the issues linked with ER are
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understood disruptive and pathological result reasoned by breakdown of communication
or interpersonal friction.
 Pluralistic Perspective: An organisation is build of various eliminated group or sub-
sections. Each of those groups has their own leader, goals, legal loyalties. Certainly, trade
unions and management are major radical sectional teams in this sort of perspective. AS
the outcome, the major management duties is not controlling and enforcing but
coordinating and persuasion. In this, trade unions plays the role of lawful delegates in
organisation (Crespo and et. al 2011). The issues is inevitable in this situation which can
be resolved in the pluralistic framework through organising the collective bargaining
procedure. However, through managing the conflicts or issues form the organisation, the
positive change or evolution can be carried out in company.
 Marxist Perspective: This is also known as radical framework in which capitalist society
nature is being revealed in the organisation, This helps in thinking the relations at
workplace which are against the society. This help in identifying the power of inequality
in context of relationship of employment as well as their broad society context. In this
trade unions work for protecting worker from the capitalist exploitation according which
the management situation is being managed and developed in the company.
On the basis of British employee relation, there are three perspective of managing worker
relation but the best manner to meet the desired outcome is pluralistic framework as per the
condition of United Kingdom. After the Brexit period, government has supported the small
business and new entrepreneur as well as valued their employee working in the business sector.
Thus, this is the best approach applied in the recent case scenario.
1.2 Changes in trade unionism have impacted employee relations
Change is fundamental and essential within an organisation for betterment or evolution
with the period of time. Business market is dynamic which keep vary with time span and
according to the different elements of market. These change can be due to various external
elements or internal factors which are situated in the working organisation. Trade unions can be
considered as the group of people which have been gathered together to protect the fundamental
rights of worker and provide them deserved services and products. First trade union was come
formed by worker in 1824, when the huge number of people joined the group. After which, there
number increased rapidly (Dreyer, Hauschild and Schierbeck, 2010). After the industrial
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democracy, there are various advancement and modification has catered which has influenced in
the organisation's employee relation. Here are incurred changes in the trade unionism in context
of UK business:
 Political Elements: New norms and legislation enforcements within the company and
country are impacting several staff members and organisational activities within the
United Kingdom. Due to change in the United Kingdom's political situation after the
period of Brexit, the country is going through various political elements imbalance. Thus,
the change has hugely incurred in political situation of organisations or business
companies of UK as well.
 Social Cohesion: To manage the social cohesion, perhaps the major concern is traditional
union mandate. This has changed the whole environment from previous history which
helped in sustaining and managing own dignity as well as freedom a workplace to
worker. The initiative of unions are ensuring various elements such as safe condition of
working, employee mobility skills and security of income etc. that has drastically
changed after the modification in trade unionism in United Kingdom.
Thus, there are various other alternations which has incurred including development of
partnership business, democracy and human rights promotion along with global level challenges
which the company faces.
1.3 Roles of key players in employment relations
Employee relation is paramount to manage a healthy relationship with worker for
effective management of organisation operations and growth (Flammer and Luo, 2017). An
organisation is formed and functioned by various individual in collaborative manner for attaining
the purpose of a company. A person can not remain tightlipped for more than certain period of
time. In order to operate the functions of organisation, there are many players which has different
role in the management of employee relation. Here are mentioned some of those individuals: Worker: Worker are indispensable for the organisation assist the organisation in meeting
target assigned by company. These aid in administration of decision-making procedure
within the organisation along with framing policies of business after the worker
coordination. There should be better consideration among the worker and employer of
enterprise to meet the organisational goals.
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 Employer: employer is liable for managing and functioning the organisation and its
various functions such as process of negotiation and bargaining, assigning work to
employee etc. These are called as the watchdogs of employee welfare that maintain their
safety, income and other work schedule along with legal obligation and many other. Government: The employer and employee relationship are highly influenced by acts and
legislation implied by government of United Kingdom that is crucial for regulation,
policies and other activities of organisation (Hogh, Hoel and Carneiro, 2011). These help
organisation in managing companies in United Kingdom in proper and healthy relation
management with their worker as well as provide and support the labour in the business
entities delivering their fundamental rights. Thus, this has a huge role in avoid
exploitation and better functioning of whole nation. Trade Unions: Labour unions are also fundamental part of business industries since 1930
that is resisting the domination and power from worker. These has vital role in benefiting
worker in better wage and working situation in the business sector along with rendering
respect and dignity to worker within an organisation. Through organising collective
bargaining procedure, reducing unfair activities and welfare of worker, these help in
management of employee relation that is beneficial for organisation as well as workers
for development and achievement.
 Employee Association: Employee association are the unrecognised group of worker
which protect those legislation and rights employed by government which are not
implemented on the grass root level of society. The functioning of such association are
essential and helpful for those group of worker which are not getting proper benefits of
remedies and other beneficial activities.
TASK 2
2.1 Procedures an organisation should follow when dealing with different conflict situations
Disputes emerges in the organisation cause of mismanagement or miscommunication
which can influence the whole system of organisation in various ways. NHS is the body where
this is require to manage issues before affecting it the regular activities and functions of
company. Each conflicts which emerges has both positive and negative aspect. Sometime,
company can change the emerged conflicts within the positive force which can lead to required
modification within the company but sometimes, it can lead one two negative consequence
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which can create miserable condition such as crisis, stress, strikes etc. This reduce the
productivity of performed operations and ongoing activities which can result in anger at
workplace or worker (Mahal, 2012).
Disputes at the industrial level are several natures such as interpersonal issues, structural
issues, strategic or intra-personal issues etc. There are different procedures sets which could be
optimised by NHS in order to resolve the issues or conflicts of BMS, NHS and government of
United Kingdom before building new agreements: Compromising: This is one of the major strategy of issues management which could be
used by NHS. In this procedure, both parties compromise over the certain conclusion or
solution that they both come up with for solving the issues. This provide the benefits to
both groups along with no harm to any of them. Avoiding: There are specific issues which can be easily avoided or ignored for specific
solution. In such situation, the management and employee as well ignore the emerged
conflicts. Forcing: In such condition, the management force to end up the situation of conflicts. In
this type of procedure or method, the management or individual contains the power of
making decision according to themselves when the technique of forcing does not work on
the conflict situation.
 Resolving: The issues resolving technique is one of the direct techniques which help in
solving the issues from its root consider as of the main cause of change in the business
organisation as well. In this proper analysis of situation is being conducted by the higher
authorities and execute the probable modification in the system for making judgements or
resolution of issues.
NHS employer can use the technique of resolving or negotiation for solving their case
along with the management of proper worker group (Maurer and Chapman, 2013).
2.2 Key features of employee relations to this conflict situation
The situation of conflicts is between the government of United Kingdom, NHS employer
and British Medical Association over the junior doctors who are new. After the continuous
disagreement of government over the previous contract, the British Medical association worker
or staff members striked. Thus, there were agreed new agreement in 2016, May, after the
struggles and strikes but the new doctors stand against the new contract. Now the conflict
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situation arise between the government, association worker and employer of NHS. There are
various procedure of solving the issues such as consultation procedure, cooperation of conflicts,
ideological framework, negotiation etc. This is fundamental that the conflicts nature should be
considered before making the solution decision linked with the conflicts or disputes.
In order to manage this situation, this is required that the people should have a proper and
effective communicator among them which can create a better and interactive environment along
with open communication among the workplace for encouraging worker in the respected
situation (Morris, 2012). In order to resolve the situation of conflicts, the government has to
develop the better understanding and analyse the demands of new worker for focusing over this
point of view or perception as well. According to the situation of conflict mentioned in the case
scenario, this is essential for all entities including BMS, NHS and state to create a better
understanding and good communication for undertaking entire terms according to the whole
perspective of entire entities involved in the agreement.
In the conflicts condition of respected case scenario, through using the procedure of
mediation, the grievance among all entities can be resolved. Though the process is not a formal
way to manage the issues or conflict but this consist of proper labour, analyst of employee
relation and department management. This is essential to have the agreement of all these bodies
for resolution of whole procedure.
2.3 Effectiveness of the procedures followed in resolving this conflict
Conflict Resolution: When there are two and more than two parties are included in the
situation of conflict, this become more mandatory to resolve the issues as this affect not one but
more entities in negative way. In the respected situation of issues, NHS employer, British
Medical Association and state has major role in the situation. The process which is complied for
resolution of issues is effective as more than 68% eligible participant was involve in the situation
where 42% of them voted in favour of agreement, on the other hand, 58% of disagreed with the
terms of it. In this condition, the secretory of health department agreed with the agreement in
order to resolve the issues considering it as the best solution that enterprise can come up with.
The further new employed doctor procedure taken into the implementation for reducing the
upcoming issues situation related to the agreement. Even court has suspended the decision of
strikes to maintain the organisational decorum.
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Thus, it can state from the respected case study that through using appropriate and
effective decisions, one can resolve the issues emerged in their organisation. The best method
that organisation can optimise for the solution of issues and conflicts.
TASK 3
3.1 Duty of negotiation in collective Bargaining
Collective bargaining procedure and negotiation refer to the contract on created on the
basis of HR representatives and organisational terms undertaken between the employee group
and employer focused at the benefits of both bodies of a company (Mowday, Porter and Steers,
2013). This procedure is undertook between two parties in which both satisfied over the certain
terms and condition which can benefits the whole organisation. Collective bargaining undertaken
the process of negotiation for solving issues and benefiting them for future purpose. The
procedure is mainly concerned as the tool or mechanism of industrial relation management
within the company applicable to the management of employee. There are various beneficiaries
which this procedure render in the situation of conflict and highly motivate worker in the
working environment. The collective bargaining eliminate the negotiation into normal
negotiation for commercial or negotiation for complement relationship.
The NHS employer, BMA and state which has adopted the procedure of negotiation in
May to control the issues among them. Negotiation is the procedure in which two or more groups
seek to discover the common ground and meet the settlement on contract through considering the
cause of conflicts. The collective bargaining is one of effective and voluntary negotiation
between employer group and employee in order to employment situation setting. Through the
collective agreement, the negotiation can be developed following the terms and condition of
employment (Kauppi and et. al., 2013). Sometime the union represents the worker and their
opinion. In an organisation, this procedure is often undertook for wage settlement but the process
become complicated when both of the groups demand their own term to be followed. In order to
resolve such case, the process of collective bargaining is being used. Thus, this process play a
huge role in the employee management. In the respected case scenario, the process of negotiation
can render better opportunities of development.
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3.2 Evaluate effect of negotiation strategy
The process of collective bargaining and negotiation is being optimised in the recent case
study for solving the issues emerged due to disagreement with new contract built by government.
There are different strategies of negotiation which can utilised by organisation for better
working. Some of those are mentioned here in context of case: Distributive Negotiation: This is often known as zero sum, value claiming or competitive
approach which is based on winning situation of one on the expense of another. In this,
one side of party wins where another loses (Østergaard, Timmermans and Kristinsson,
2011). The resource or elements are distinguished in a way that one gets more than
another. This use the dominative personality and negotiation and if government plays the
role of dominating party which can lead to more disputes among the new doctors. Thus
this is an inappropriate negotiation techniques for respected case. Lose-Lose Approach: This technique or approach is used by individual when they feel
the humiliation or threatening of their own interests. In this approach, both parties does
not agree with each other's situation or requirements and seek an acceptable solution. In
the case, BMC can not avoid new terms and condition and government can not
implement the new contract on the basis of their own agreement. Thus, it is better to
avoid approach. Win-Win Approach: This is also considered as the collaborative techniques in which the
negotiation over all offered terms is made. This provide proper satisfaction and
requirements where no one is being imposed or loss. This avoid the concern of dominate
party which can be implied on the recent situation of case scenario.
 Compromise: In this approach, both of the parties come up with strategy avoiding the
situation of lose-lose for settling with the outcome in best ways (Gass and Harris eds.,
2012). This is one of the most effective and best technique in case of not using the
situation and able to convince the parties. BMA and Government and NHS worker can
agree with this techniques in which they can manage their agreement by understanding
and analysing the perception or terms of new doctors as well.
The organisation is properly using this technique for meeting their desired outcome along
with meeting the requirements of BMA along with NHS and state terms. The best strategy
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suitable according to this case is compromise negotiation strategy which can lead to effective
outcome and better solution of work.
TASK 4
4.1 Impact of EU on industrial democracy in UK
Democracy in industries is the system approach which consists of making decision on
various topics on organisation, sharing responsibility and authority at workplace. The structure
of democracy in different democracy are being placed in different era. But these structure are not
accomplished by employees working in the various industries in European legislative.
Legislative of Europe encourage the role of worker in various decision making inn order to attain
goals and objective of the organisation (Verwijmeren and Derwall, 2010). Involvement of
employee in decision making is become functional to the European organisation because it aids
to achieve the target. In some company in UK emphasis on to give importance of worker in
decision making which aids to establish healthy coordination between employee and
management of organisation. There are different aspects of organisation to involve employee in
process of decision making.
 Organisation apply survey of attitude which helps to know the attitude of employee
about organisation.
 It helps to enhance quality of work which helps to overcome from the problems. In some
cases management of organisation ignores some decision due to ignorance about the
knowledge of employee.
 Suggestion schemes is the technique which give valuable means in order to improve the
effectiveness of employee working in organisation.
 Directly involvement of employee leads to affect daily work routine of employee while
involving in decision making processes (Disch, 2016).
4.2 Methods to gain employee participation in decision making procedure
EU may has disturbed the working system of business of United Kingdom, but this have
highlighted the term 'industrial democracy' which refer to more involvement and engagement of
worker in the decision making procedure. Company are facilitated the success and better level of
achievement through the help of of employee relation management, more involvement of them in
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decision making as this render them more diverged and creative ideas and opinion linked with an
operations. Here are mentioned some of those elements which have been discussed as below:
Delegation: It refer the working with manager or supervisor to form grants, goals and
other authorities and duties to meet the desired objectives in effective manner. This consist of
appreciation, promotion and rewarding activities which help them in meeting desired outcome.
This motivate worker, help in retaining and managing the working environment in effective
manner.
Suggestion Strategy: This is one of most effective method which render high range of
employee engagement and involvement in the organisation. In this, the company provide the
worker opportunities to make their contribution in large decision making procedure which can
help in creating better working environment and flexible workplace.
Collective Bargaining: The procedure is often considered between the worker, employer
and trade unions. It is one of best methods and procedure which can help in resolving several
issues or conflicts emerged in the organization (Employer/employee relations, 2017). It can help
in satisfying the consumer or service user along with managing the personality of worker.
Thus, through the help of these methods and approach, organisation can manage and
maintain their worker relation and strengthen the working abilities as well as qualities in more
ideal way. A company can lead oneself toward the success through maximising the worker
productivity and performance which can be attained through the assistance of such techniques
that a company use.
4.3 Impact of human resource management on employee relations
Human resource management is plays an importation role in decision making of
organisation. Involvement of employee in decision making processes reduce working
performance of organisations but another positive aspect is involvement of employee in decision
making processes aids to enhance overall performance of organisation. Number of employee is
reduce while they are involve in decision making processes (Dietz, 2011). Sometimes
organisation do not considered those decision of employee by organisation.
The human resource management consist of two types of management like hard version
human resource management and soft version human resource management.
The Harvard version human resource management concerned on the resource and
adaptation of rational approaches in order to managing the employees where as soft version of
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human resource management related with the treatment of employees regarding valued assets
and develop competitiveness , adaptability and enhance the quality of skills, which aids to
improve the performance of employee working in the organisation. In order to identify the
specific outcome of human resource management brings effectiveness in the organisation. It
leads to creates a sense of satisfaction regarding job (Revision:Trade unions employee relations
employee participation employment law, 2017). It helps in motivation of employee to put their
best efforts in order to attain goals and objectives of organisation. It leads to create good
attitude towards work. Human resource management plays an important role to enhance work
performance of employees. It aids to maximise profitability of company of European based
organisation
CONCLUSION
It can be conclude from the above report that employee are major asset of a company, the
worker perform together in collaborative way for contributing the common goals and meeting
the assigned organisational target. There are different ways of managing and leading change for
which there are certain approaches and methods which is complied i.e. Unitary, Marxist and
pluralistic. Trade unions can be considered as the group of people which have been gathered
together to protect the fundamental rights of worker and provide them deserved services and
products. There are various major players within the organisation i.e. worker, employer,
government, employee association and trade union which help in meeting the effective employee
relations within the organisation. Disputes emerges in the organisation cause of mismanagement
or miscommunication which can influence the whole system of organisation in various ways. In
order to resolve issues and conflicts, there are various techniques or strategies of negotiation
within the enterprise which a company can utilise for resolving issues from the company. Thus,
after industrial democracy, company can easily meet their demands and have some fundamental
rights at workplace essential to be complied by a company.
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REFERENCES
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Disch, L., 2016. Representation. In The Oxford Handbook of Feminist Theory.
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Online
Employer/employee relations. 2017. [Online]. Available through:
<http://businesscasestudies.co.uk/business-theory/people/employeremployee-
relations.html>.
Revision:Trade unions employee relations employee participation employment law. 2017.
[Online]. Available through:
<https://www.thestudentroom.co.uk/revision/politics/trade-unions-employee-relations-
employee-participation-employment-law>.
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