Employee Relations (ER) Assignment
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Added on 2020-06-06
Employee Relations (ER) Assignment
Added on 2020-06-06
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EMPLOYEERELATIONS
Table of ContentsINTRODUCTION ..........................................................................................................................1TASK 1............................................................................................................................................11.1 Implications of perspectives or frames as a means for handling employment relations.11.2 Changes in trade unionism have affected employee relations in the UK.........................21.3 Roles of the key players in employment relations............................................................3TASK 2............................................................................................................................................42.1 Procedures an organisation should follow when dealing with different conflict situations................................................................................................................................................42.2 Key features of employee relations with reference to conflict situation.........................52.3 Evaluation of the effectiveness of the procedures followed in resolving this conflict....63.1 The role of negotiation when collectively bargaining as in this conflict.........................73.2 Various negotiation strategies and the impact of each strategy in light of this conflict...8TASK 4............................................................................................................................................94.1 Influence of the EU on industrial democracy in the UK..................................................94.2 Various methods that are used to gain employee participation and involvement ...........94.3 Impact of human resource management approach on employee relations....................10CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12
INTRODUCTIONIn current time, every business organisation tries to 0provide better services to itsconsumers or service users, so that it can satisfy them in the long term. Medical field is one ofthe most crucial sector in the nation as well as all over the world (Ouimet and Zarutskie, 2014).If there is no good relation between employees and management of organisation, it might harmall activities and tasks of firm. In the following report, all implications will be discussed whichcan be occurred by employment relations handling perspectives. Employment relationship playslike a game changer for consumers and organisation itself. London Bridge Hospital is one ofleading medical organisation which provides various types of health services to people. There aresome essential persons of hospital who are key players in employment relations. For example,Employee, employer, government, employer association and trade union. As agreement amongBritish Medical Association (BMA), NHS Employers and the government has caused contractrelated to junior doctors to which doctor went against, So an effective method is required toresolve this kind of dispute (Odhong and Omolo, 2014). It will lead to harmonised relationshipbetween employee and firm they work in. European Union is also an important entity inemployment relationship and many methods can be used to involve maximum employees indecision making process.TASK 11.1 Implications of perspectives or frames as a means for handling employment relationsAs doctors are main people of every medical institute, they should be satisfied enough bymanagement of hospital. There are different approaches so that a good relations can beestablished with employees of organisations especially in medical industry (Sevİnc and Xuan,2015). Some of the crucial frames of references are unitary, pluralist and radical which areconsidered as varying perspectives. In unitary approach, conflicted behaviour of particularemployee influences other workers as a problem and management of organisation tries to resolvethis conflict by mutual cooperation between employees and employer. For example, if anemployees is unsatisfied with his work and behave in a negative way, then it will have impact onother employees' morale. So. To deal with this single person situation, management of firmadopts unitary perspective to maintain its service delivery fr customers. Pluralist reference1
includes various views for both management of organisation and trade unions as well asemployees. Collective bargaining is an helpful tool in this approach in which severalarrangements are made to finish conflict in employees. The third method to deal withemployment conflict is radical approach or Marxian in which class conflict between employeesthat has negative impact on productivity of them. This problem arises when organisation hiresemployees only to gain profit. It may lead to demotivation among them and hinder the furthergrowth of firm as well as workers themselves. So to deal with it, management of hospital or anyother organisation calls for an bargaining which employee can demand for their basic rights andget rid of this type of conflict (Esfandiari, Ebrahimi and Esmaeilzadeh, 2015). Thus these allabove three frame of references are most useful methods to handle employee relations atbusiness organisation whether in medical sector or any commercial field. Without theseapproaches, employees will face a lot of problems or conflict which will weaken their motivationto work hard and consequently, it will cause loss to firm in term if service delivery and customersatisfaction.1.2 Changes in trade unionism have affected employee relations in the UKTrade unionism are combination of practices and activities which are executed by tradunions of United Kingdom. UK government has drafted many legal obligation on the tradeunions which are creating a huge impact on their workings. There are time to time changes inlegislation in trade unions which have negative as well as positive impact on employee relationsat workplace focus on establishing a healthy environment for workers and provide them a secureatmosphere in the long term (Boston and O'Grady, 2015). As compared to previous time inindustry, all trade unions try to give several benefits to employees related to monitory and nonmonitory so that they can be motivated to work hard for organisation in future. As the very initialchanges in trade unions in 19th century which had main purpose of fair pay to employees.Followings are some effects which have been placed in employee relations in London BritishHospital after changes in trade unionism.1.Technological effect-As there have been many changes in technology related toequipments which play a major role in providing health care services to service users. Asmore advanced technology reduces number of employees. It had negative impact onemployee relation. To deal with this situation, trade union of the mentioned hospital2
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