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Importance of Employee Relations Essay

   

Added on  2020-07-22

15 Pages5137 Words124 Views
Employees Relation

TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1PART 1 – UK specific.....................................................................................................................1A) Discussing implications of various perspectives for handling employment relations......1B) Trade unionism affecting employee relations...................................................................2C) Enumerating roles of key players in employment relations..............................................3PART – 2 Case study : Junior doctors contract dispute...................................................................4A) Procedure for dealing with conflicts.................................................................................4B) Discussing features of employee relations........................................................................5C) Effectiveness of procedures for dealing with conflicts.....................................................6D) Discussing role of negotiation with regards to collective bargaining...............................7E) Provide several negotiation strategies...............................................................................8PART – 3 European Union (EU) perspective..................................................................................9A) Influence of EU on industrial democracy in the UK.........................................................9B) Enumerating various methods for gaining employee participation.................................10C) Impact of Human resource management on employee relations.....................................11CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12

INTRODUCTIONEmployee relations are required to maintain so that they may be able to achieve commontargets of company in effectual way. The present report deals with importance of employeerelations in organisation which needs to be maintained by the management of company so that itconquer objectives in the best possible way. It also deals with various perspectives for handlingemployment relations and also provides how trade unions affect productivity of employees.Moreover, it also discusses EU influence on UK and impact of conflicting situations whichhampers organisation's environment quite adversely.PART 1 – UK specificA) Discussing implications of various perspectives for handling employment relationsThe various perspectives for handling employment relations are unitarist, pluralist andradical/ maxist. The implications of each of the perspectives are as follows -1. Unitarist Perspective -The unitarist perspective for handling employment relations is basically directsemployees to achieve common objectives and goals for the betterment of company. Theperspective states that employees' should be directed to achieve goals collectively and as such,all the workers share their contribution to the company for target accomplishment quiteeffectively in the best possible way. The implication of this perspective is that employees' havehigh level of job satisfaction and job enrichment (George, 2015). This implies that employmentrelations are strengthened to a high extent. The history of UK is based on employment relationsis that in year 2011, unemployment has increased up to 2.5 million. As such, increase in taxes,inflation is rising which is hard times for country for handling employment relations.2. Pluralist Perspective -The pluralist perspective involves two sub groups for handling relations. As such, twogroups have collective impact on handling employment relations. The two groups can bemanagement and other one may be trade union. The interest of these two groups are differentform each other. This is evident from the fact that management is concerned with directingemployees' to achieve common targets in a team for the betterment of company. On the otherhand, trade union is based on providing all the rights of workers so that they may have gains1

such as increase in salaries etc. The implication of this perspective is that two groups oftenindulge in conflicts. As such, management is required to comply with demands of trade union sothat cordial relations may be maintained with workers.3. Radical / maxist Perspective - Radical perspective is based on the surroundings within which business operates. Insimple words, it is surrounded by society (Zukauskas and Vveinhardt, 2015). The perspectivestates that organisation is to achieve goals by emphasising on profits. The implication of theperspective is that conflict arises between society and company. It leads to demotivation toworkers as they are required to do hard work while company is greedy to garner more profits. B) Trade unionism affecting employee relationsTrade unionism is based on providing employees their rights while working inorganisation. It represents employees and engaged with employers by bargaining demands ofworkers at the workplace. Significant changes have been occurred in trade unions in UK. In thepast, trade unions were basically operated for skilled craftsman and safeguarding interest ofthem. But later in nineteenth century, role was changed. Mergers and amalgamations were risingand as such, trade unions were started to form in 2000 financial year onwards.The rise in trade unions were significant for employees which were exploited byemployers at the workplace. This is resulted in formulating new concept in traditional industrialrelations such as collective bargaining of trade unions for providing rights of employees at theworkplace. This evolved changes in industrial relations as development of various proceduresand legislations were enacted to safeguard the interest of employees' so that they may beprovided rights at workplace by employers without any difficulty. Furthermore, disciplinary policies, labour legislations and intervention of governmentwere concepts which evolved and initiated changes in trade unionism (Kilroy and Dundon,2015). The effect of changes are adequately followed by organisations and are adopting theseconcepts so that employees' relation may be maintained quite effectively such as employeewelfare, initiating employees to participate in management, personal and professionaldevelopment of employees. Moreover, strengthening employees' relation by providing safety andproviding adequate remuneration to all of them and incrementing salaries from time to time. Thisis required so that employment relations may be maintained quite effectively and collectively2

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