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Employee Relations in NHS : Assignment

   

Added on  2020-07-22

16 Pages5526 Words63 Views
Employee Relations

Table of ContentsIntroduction......................................................................................................................................1PART 1............................................................................................................................................11.1 Implications of various perspectives as a means for handling employment relations..........11.2 Affect of change in trade unionism on employee relationship in UK...................................21.3 Roles of key players in employment relations......................................................................3PART 2............................................................................................................................................42.1 Procedures an organisation should follow when dealing with different conflict situations.42.2 key features of employee relations with reference to this conflict situation.........................52.3 Effectiveness of the procedures followed in resolving this conflict....................................63.1 Role of negotiation at the time of collective bargaining in this conflict...............................63.2 Negotiation strategies and their impact.................................................................................7PART 3............................................................................................................................................84.1 Influence of EU on industrial democracy in the UK and likely changes after UK exit.......8from EU......................................................................................................................................84.2 Methods that are used to gain employee participation and involvement in decision............8making process...........................................................................................................................84.3 Impact human resource management approach has on employee relations..........................9CONCLUSION..............................................................................................................................10REFERENCES..............................................................................................................................11..................................................................................................................................................11.......................................................................................................................................................13

IntroductionNon living things like computer, chair, air conditioner, etc. can only perform secondarytasks in an organisation. Human being who works on same goals in order to complete mission ofa company are knowns as workers. Employee relation is an attempt to create healthy relationshipbetween personnel and employer. Human resource department play crucial role in this process,they concentrate on enhancing loyalty and commitment of staff so they can give their best. Thisreport is divided into three parts, first one will discuss about regulation which are present in UK.In second task, this assignment will cover a case study with is related to junior doctor and NHS.Existing rules in European union will also become part of this file (Ahmad and Shahzad, 2011).This project will also focus on importance of this topic because it can help an organisation inovercoming the failure and bring them back on the right track. PART 11.1 Implications of various perspectives as a means for handling employment relationsThinking of every enterprise differ because of their background and environment wherethey are operating. Following are some perspective for handling employment relation:Unitary perspective – This point is based assumption that all the worker has same valueand interest and they are will focus on same targets so they can achieve their broad objectives.According to their philosophy, conflict is not good for company, they consider it as a 'bad' thing.Their may great attention on mutual cooperation between both sides. Trade do not agree withthey concept of trade union, according to them when employer and employee have same thinkingthan chances of dispute is not possible. They restrict entry of trade union in decision makingprocess because they can not bring something new on the table (Allen, Ericksen and Collins.,2013).Pluralist perspective – This concept is based on assumption than in every organisationsome sub groups take place, they choose their manager and objective and put their best efforts inorder to achieve their set targets. People in this team are loyal towards their squad. In general,their are two types of sub group, one is employee's union and other is management. This theorystates that the core reason of dispute is distribution of profit. Worker think that they do not getremuneration according their potential, on the other hand employers feel that they can hire moreskill employees for a less price so they do not pay them according to their demand. Trade union1

plays crucial role in presenting the issues of personnel in front of high authority so they can takeaction accordingly. Maxist perspective – This theory got more popularity than other two because it talksabout big issues like politics, society, economy, etc (Cai, Jo and Pan, 2011). This point firmlybelieve in participation of workers in process of decision making. They criticism concept ofcapitalism because it enhance probability of monopoly where one entity will get majority ofpower which will increase the gap between rich and poor people. Wrong distribution of capitalwill create various kind of conflicts which will make a negative impact on industrial relationship.They main fear about three kind of disputes, first is related to differentiation in class, secondfocus on inequality in society and last one is about economic imbalance. According to them,social and political institutions are main reason of most of the disproportion. 1.2 Affect of change in trade unionism on employee relationship in UKAt the beginning of 18th century, this concept started getting popularity because workersrealise that they need to appoint their representative who can deliver their message and raise theirissues in front of employer (Kalemci Tuzun and Arzu Kalemci, 2012). After sometime i.e. in 19thcentury court gave an order than every organisation has to make a trade union in their enterprise,this group will have power to file a case against their firm if they do not treat them properly .When judiciary system take important decision on this issue, governments also get serious aboutthis topic. They made strict rules which were is complete favour of workers. For sometime,things remain normal but gradually employers analyse that employees are misusing their rightand they are suing them for no reason. This situation saw worst phase when in1920. Demand of coal was going down in thisyear, companies were facing severe losses so they cut the pay of workers. Trade unions started aprotest at national level, according to them, employers did not want to bear any loss. They were2

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