Employee Relations | F/601/1271
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UK College Of Business And Computing
Employee Relations (F/601/1271)
Added on 2020-02-24
Employee Relations | F/601/1271
UK College Of Business And Computing
Employee Relations (F/601/1271)
Added on 2020-02-24
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Running Head: Employees Relations Employees Relations
Employees Relations 1Table of ContentsPart 1...........................................................................................................................................................21.1The different frames of reference explaining the implications of each of the perspectives as a means for handling employment relations...............................................................................................21.2Assess how changes in trade unionism have affected employee relations in the UK...................41.3Explain the roles of the following key players in employment relations......................................6Part 2...........................................................................................................................................................82.1 Explain the procedures an organization such as the NHS should follow when dealing with different conflict situations.....................................................................................................................................82.2 Explain the key features of employee relations with reference to this conflict situation..................102.3 Evaluate the effectiveness of the procedures followed in resolving this conflict.............................113.1 Explain the role negotiation plays when collectively bargaining as in this conflict.........................133.2 Identify various negotiation strategies and assess the impact of each strategy in light of this conflict................................................................................................................................................................15Part 3.........................................................................................................................................................164.1 Assess the influence of the EU on industrial democracy in the UK and how it is likely to change after UK exit the EU..............................................................................................................................164.2 Compare various methods that are used to gain employee participation and involvement in the decision making process in any organization you are familiar with.......................................................174.3 Assess the impact human resource management approach has had on employee relations..............19
Employees Relations 3Part 11.1The different frames of reference explaining the implications of each of the perspectives as a means for handling employment relationsUnitary frames consists the assumptions and values which state that occurrence of dispute amongst the employer and employee in the workplace is not anticipated. Though, disputes arise from the unique behavioural factors of the employees and employers of the same organization. Apart from unitary frames, pluralistic frames define that organization turns into various segments. Consequently, both these frames consist of a unique official head. As per the analysis, it is observed that both the frames are unique from each other but a pluralistic frame is adequate in terms of an organization because this also states the better employment relationships(Andersson, Curley & Formica, 2010).Employee relations are described through both these frames i.e. unitary and pluralistic. These two explains the various ways through which relationship of employee and employer could be determined at NHS. Authority to take decision for the organizational benefits is provided under unitary frames to the employees of the organization and decisions are taken by them in relevancewith the management of the organization. Hence, development of an effective and efficient relationship between employer and employee is crucial for business at NHS. Apart from unitary frames, there are other frames exists in the organization i.e. pluralistic frames and it states that various types and behaviors of people exist in the organizational workplace such as different attitude, beliefs, moral values and with unique behaviors. Under this approach, union trade plays the crucial role which helps the company to make operative decisions for the attainment of organizational goals. Apart from these functionalities and operations of these frames, it is
Employees Relations 4analyzed that both of these are crucial in terms of developing employee relations within the organization. It also analyses the crucially of developing trade unions within the organization (Berman, et. al., 2012).
Employees Relations 51.2Assess how changes in trade unionism have affected employee relations in the UK.Trade unionism is very important in terms of developing employee relations, whereas a small change in the process of trade unionism brings various changes in the relations of employees. Although, trade union helps the employees to convey their messages to the leaders and it helps them to avoid the disputes amongst them quickly and it also helps the organization to achieve common goals. Trade union memberships were declined in the 19th and 20th centuries. The main reason for declining the union membership was to protect the union assaulting as well as changesin the labor laws. It is often observed that employees demands for a good workplace and for extra benefits other than the basic salaries. Furthermore, in the 20th century, UK’s trade unions’ were regulated by the moderate new union models. Hence, it motivates the laborers to perform their activities effectively in the organization with a view to achieving adequate and efficient wages with an appropriate workplace. Besides these changes, the lot of changes were noticed in the trade unionism in coming years and its cause was also noticed on the employees’ relations in the NHS (Bianchi, 2010).Apart from these changes, the following are some of the changes are described:Legal and Political: Implementation and introduction of new laws, regulations, and etc. affects the employees' relationship in the NHS. For instance, an introduction of a new rule by UK government will motivate the employees to perform adequately and the rule states that every individual within the organization will get equal opportunity. Hence, this will create dispute situation between trade unions and the employers and this type of dispute may bring differences between the relationship of trade unions and the management (Bjerregaard & Lauring, 2012).
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