Features of Employees Relations

Added on - Nov 2020

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Employee relations
Table of ContentsINTRODUCTION...........................................................................................................................1PART 1............................................................................................................................................11.1 Implication of different perceptive as a means for handling employment relation..............11.2 Impact of changes in trade unionism on employee relation in UK.......................................21.3 Role of main players in employment relations.....................................................................3PART 2............................................................................................................................................42.1 Procedure followed by organisations at the time of dealing with conflict situation.............42.2 Main features of employees relations in the context of conflict situation............................52.3 Evaluation of effectiveness of the procedure which is used for conflict resolution.............63.1 Role of negotiation in collective bargaining.........................................................................73.2 Identification of different negotiation strategies and assessment of their impact.................8PART 3............................................................................................................................................94.1 Impact of EU on industrial democracy in UK......................................................................94.2 Different methods for promoting employee participation in decision making process........94.3 Affect of human resource management approach on employee relations..........................10CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................13
INTRODUCTIONEmployees are considered as most important resource of an organisation in presentbusiness era. Their was a time when they were not getting deserving significance but now theyare key asset of an enterprise. The efforts which are made by employer for managing relationshipwith employees is known as employee relation (Yoo and Arnold, 2016). Earlier, employeerelations was known by the name of industrial relations. But with time, company understand thatit is about all the personnels not only factory workers. This assignment is consist of three parts,first one is related to UK employee relationship. Trade unions, government etc. are some mainplayers of employee relation and their role will be explained in the project. Second part basicallyfocus on a case study which is related to junior doctors contract dispute. Complete negotiationstrategy and its affect on case study will be included in this assignment. Few features ofemployee relation in the context of conflict situation will also become part of this file. Last partis about European Union and its connection with UK organisations.PART 11.1 Implication of different perceptive as a means for handling employment relationThe ways of managing human resource vary because of difference in thinking andbusiness environment. Nature of every human being differ so a big corporation cannot adoptdifferent approach for every worker. But, there are few popular perspective of handlingrelationship with employees which can be adopted by an organisation. They are mentionedbelow:Unitary perspective– This approach assume that employee, employer or government getbenefits when all of them focus on attaining common interest. Shared goals, team work arecrucial part of this perspective (Mittal and Dhar, 2015). The thinking behind this approach is thatif conflict is happening in organisation then it is because of improper management ormismanagement of employees. According to supporters of this perspective, employee docooperate with employers if both are on same page. The concept of trade union is not supportedby thinkers of this approach. They argue that if employer and employee have common goals andboth of them are working as a team then conflicts in the organisation cannot take place.Pluralist perspective– The basic assumption of this approach is that employees interest isalways in against of employer's. Pluralist perspective says that there are different groups in an1
organisation who chose their own leader and have own goals and interest. Salary and taxation areconsidered as key reason behind conflicts in an enterprise. Employers do not like to give moreremuneration to workers because they feel that they are owners & risk takers and they deservemore part of profit (Avery, Smillie and Fife-Schaw, 2015). Employee, on the other hand, feelthat they deserve more part in profit because they think that they can earn more at other place.Trade unions are considered as biggest support in this approach. They are known forrepresenting the side of employee.Marxist perspective– It is also known by the name of radical perspective because it isvery different from above two approach. Marxist perspective talks about economy and society.According to it, the dispute between employer and employee happen because of class interest,income distribution and economic disparity. Karl Marx was against capitalist economy and heargued that this form of economy will increase the different in income level of rich and poorpeople. Other thinkers also supporter his views and they suggested that workers should also beincluded in decision making process.1.2 Impact of changes in trade unionism on employee relation in UKTrade unions were very powerful in 19thcentury because judiciary system of UK cameinto their support. Government understand that these unions raise voice of employees and if theywill not get power from the side of law then they will have no important in-front of theiremployer (Lee and Kim, 2016). When trade unions got more power then they started using it in anegative way. United Kingdom saw many cases where trade unions blackmailed employer bymisusing regulations. This was a time when employee relations were not in a good conditionbecause government made law for equally distributing power but it backfired by increasing morenumber of protests from the side of workers.The concept of trade unionism was evolved so that relationship between employees andemployer get better. The relationship between trade unions and employers were never perfect butthey were in very bad condition in the early years of 1900. Trade unions were going throughmany changes in this period and with time, employees relation were getting more and moreweak. When government made a law for registering trade unions then it was seen as a positivechange but misuse of power projected their wrong image and their important started going downfrom 1970-80s. Success of human resource department made a huge impact on trade unions.2
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