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Lectures on Conflict Resolution in EMPLOYEE RELATIONS University

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Added on  2020-02-05

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EMPLOYEE RELATIONS University EMPLOYEE RELATIONS By Date Name Lecturer’s Name Contents Task 1 3 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 3 1.2 Assess how changes in trade unionism have affected employee relations 4 1.3 Explain the role of the key players in employee relations 5 Task 2 7 2.1 Explain the procedures an organization (NHS employer) should follow when dealing with different conflict

Lectures on Conflict Resolution in EMPLOYEE RELATIONS University

   Added on 2020-02-05

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UniversityEMPLOYEE RELATIONSByDateNameLecturer’s Name
Lectures on Conflict Resolution in EMPLOYEE RELATIONS University_1
EMPLOYEE RELATIONSContentsTask 1..........................................................................................................................................................31.1Unitary and pluralistic frames of reference explaining the implications of each of the perspectives for the appropriate means through which conflict is to be resolved....................................31.2Assess how changes in trade unionism have affected employee relations...................................41.3Explain the role of the key players in employee relations............................................................5Task 2..........................................................................................................................................................72.1 Explain the procedures an organization (NHS employer) should follow when dealing with different conflict situations....................................................................................................................................72.2 Explain the key features of employee relations with reference to the above conflict situation..........82.3 Evaluate the effectiveness of procedures followed so far from both parties in this conflict situation9Task 3........................................................................................................................................................10Introduction...........................................................................................................................................103.1 Negotiation in collective bargaining................................................................................................103.2 Impact of the strategies after the negotiation...................................................................................11Conclusion.............................................................................................................................................11Task 4........................................................................................................................................................124.1 The assessment of the influence of EU on the industrial democracy of UK....................................124.2 The popular methods which are mainly used to gain the employee participation and involvement in the decision-making process..................................................................................................................124.3 The assessment of HRM approach on employee relations...............................................................13References.................................................................................................................................................14Page 2 of 19
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EMPLOYEE RELATIONSTask 11.1Unitary and pluralistic frames of reference explaining the implications of each of the perspectives for the appropriate means through which conflict is to be resolvedConflicts are the incident of the contentions and the battles between the employer and the employees in an organization which specifically influences the relationship between the businessand the worker and makes the uneven execution level in an organization(Proksch, 2017). Aside from, employee relations are the investigation of the role of employees to deal with the relations of the representatives and the businesses in an organization to meet the preserved relations and viable communication in the organization.According to unitary frames, conflicts in the workplace is not expected relation or behave between the employee and the manager. Unitary frames start from the assumption and values. Moreover, a conflict starts from the occurrence or behavior of two individuals which impact adversely on other employees to constrain further problems. The unitary frame of reference is concerned with the way of thinking, a mindset of attitudes, practices, values, assumptions relating to organizational as well as management membership. As per my experience, the particular frames states that for achieving success, members of a particular company or organization must share the same goals, values, and objectives(Keet, 2010). The members must ignore about their individual role in the organization and work together with coordination. It has an implementation of mission statements and measures success through the actual accomplishment of set objectives. I believe that the workers are considered to be loyal and the privilege of management is accepted as parental. It is done according to everyone’s interest. Therefore, it can be concluded that unitary frame of reference helps in solving conflict among employees in a particular organization. Page 3 of 19
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EMPLOYEE RELATIONSApart from unitary frames, pluralistic frames play a major role in solving conflict among employees in a particular organization. Here, the organization deviates firm into a different and powerful sub-group. According to the pluralist perspective, the two main sub-group are the trade unions and the management(Eunson, 2007). Each sub-groups has its own legal loyalties and withtheir own set of leaders and objectives. I have observed in most of the organization that pluralismsignifies as more perfect and suitable. The role of management would incline less towards upholding and controlling and more toward impact and co-appointment.Moreover, trade unions are regarded as legitimate employees of representatives. The conflict is managed by aggregate bartering and is seen not really as a terrible thing and, if oversaw, could in certainty be diverted towards development and positive change.1.2Assess how changes in trade unionism have affected employee relationsAccording to me, the trade unions must continue to reinvent themselves in order to remain significant. The trade unions must continue to reinvent for growing, attracting and retaining membership from the new workforce. Moreover, the trade unions have changes the conditions ofthe organization along with the employees(Kelly, 2012). In May 1831, the trade union was internationally developed. However, the experts used in the international association conveyed the streets to hit with the necessities and longing for growing the pay and the salaries and opposing against the low salaries gave and the general employment. Consequently, this scene gave the trade union to present the operations at the international level. Trade unions were surrounded to offer assistance to the workers who have the shocking working conditions at the workplace and the not reasonable conditions for the experts. I believe that the trade unions were set up to give the managers and the labors of the business and the company the security against Page 4 of 19
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