Employee Relations Report: Impact of Trade Unionism on NHS Employees

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This report analyzes employee relations within the National Health Service (NHS), exploring the impact of trade unionism and key players such as employers, trade unions, and employees. It examines the unitary and pluralistic frameworks, outlining how changes in trade unionism have affected employee relations. The report delves into conflict situations within the NHS, identifying causes and proposing effective procedures for resolution, including strategies like compromising. It also discusses the key features of employee relations and the role of negotiation in collective bargaining. Finally, it assesses the impact of human resource management approaches on employee relations within the NHS, providing a comprehensive overview of the subject.
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EMPLOYEE
RELATIONS
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Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1 ...........................................................................................................................................4
1.1 ...............................................................................................................................................4
1.2 ...............................................................................................................................................5
1.3................................................................................................................................................5
TASK 2...........................................................................................................................................6
2.1................................................................................................................................................6
2.2................................................................................................................................................8
2.3................................................................................................................................................9
TASK 3..........................................................................................................................................10
3.1..............................................................................................................................................10
3.2 .............................................................................................................................................10
TASK 4..........................................................................................................................................12
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................12
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INTRODUCTION
An employee relation consists management relationship which support to information
system of the organization. In respect to this, various employees and employer give their
effective participation in business goals (Aghadavood, S. R., Ansari, M. E. and Fouladi-e-Vanda
2014). Further, it supports to company and its employees in which management focus on
employees to collaborate in typical management tasks with their employees. In this report
National health service (NHS) is selected which is establishes for the purpose of offer good and
well services in the organization. They are dealing with more than 1 million people in every 36
hours. In this context, they cover everything in their services such as emergency treatment,
treatment for long-term conditions and transplants, etc. (The NHS in England, 2016).
In this report covers, changes in trade unionism have affected employees relations.
Furthermore, report explains about key players which play important role in the employee
relations. Moreover, it also includes key features of employee relations which reflect in
employee relation in term of conflict situations. In addition to this, report explains about the role
of negotiation in collective bargaining in the conflicts. Along with this, report also covers impact
of the negotiation strategies adopted by parties who are affected in the conflict situations. At last,
report assess the impact of human resource management approach on employees' relation of the
cited firm.
TASK 1
1.1
Unitary framework
Unitary framework considered as family type system which includes incorporated and
pleasant atmosphere like a happy family (Ali, Hussain and Azim, 2013). Main aim of this theory
is to share same goals with all employees, employer and entire organization. In addition to this, it
involves interest and dedication of all employee and employers towards the company's goals so
that they can achieve objective in systematic manner. In NHS there are various members who are
working as a team and they contribute effective contribution towards the aim of their firm.
Unitary framework consist different point of view within the same business and encompass in
distinctive manner. According to employee's point of view, this framework waged work ought in
flexible, oriented and multi-talented, etc. (Estampe, Lamouri and Brahim-Djelloul, 2013). In this
context, it could be mention that if trade union recognize their purpose it helps to improve
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communication among employees and employer. As results, good relations is emphasizes on
terms and conditions of employment which is complete and comprehensive.
Pluralistic framework
Pluralistic framework refers as a powerful, divergent sub-groups and management of the
trade union within the organization (Fossum, 2014). This consist as conflict of interest and
misunderstanding among employer and employee in respecting in distribution of profits in
different manner. In respect to this, managers of NHS give their participation in administrating
and monitoring less and more optimizing towards convincing and synchronization. In addition to
this, trade union also supported to the legitimate and legislatures of the employees. Thus, conflict
is solved by cooperative negotiations in respect to accomplished development and positive
energy. Further, it gives guide managers and offer specialist services in respect of staffing and
matters which are related with union consultation and negotiation (Gleick and Ajami, 2014).
Autonomous negotiators incorporate towards the settlement of disputes. As results, it recognised
to encouraging and union representatives which gives scope to carry representatives duties in
inclusive and mutual agreements must be negotiated with unions.
1.2
From the past few years, massive changes in employee relations consist impact in
employees relations of NHS. In this context, there are many factors which create major impact
on the enterprise. It includes, political, economic, social and technological factors (Gopal and
Chowdhury, 2014). In respect to this, various changes can be considered which create major
impact on the employee are as follows: Employment growth: Trade union make various laws through they can protect the
employees of the NHS. In respect to this, organization have to provide safe and effective
workplace where employee can work effectively. In addition to this, cited firm need to
provide effective working environment where each member of the firm can give their
participation in systematic manner (Hancock, Allen and Pierce, 2013). Thus, they can
protect their employees through various things which happen within the workplace. With
the help of this, cited firm can make their reputation very high in front of employees so
that employees have positive impact on the business. Workplace closure: Further, trade union also make rules and regulation regarding
workplace. In this context, NHS need to offer effective and healthy workplace through
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they can enhance loyalty of each member within the business (Herriot, 2013). Hence,
organization can protect their employees for the functions of enterprise. In addition to
this, chosen enterprise have to provide total facilities and extra services to employees so
that organization can able to take interest of all employees within the workplace. It will
assist to make loyalty of employees towards the business.
Bargaining scope: In NHS, trade union also play major role because they make
bargaining scope for the enterprise (Hom, Mitchell and Griffeth, 2012). In respect to this,
they consist various rules regarding safety and healthy workplace for to their employees.
In this context, trade union determine various range of the topic regarding set of the
negotiation. As results, it will benefit to the firm as they can maintain their employees
towards the business. Thus, employees sustain within the workplace.
1.3
Healthy employee relationship is important for the employees as well as the organization.
This is because it finds interesting area and performance level in the best manner (Lareau, Larson
and Greenbaum, 2015). Thus, it is very important for everyone of NHS enterprise to maintain
relations in systematic manner. In this context, in the chosen enterprise various players play
important role in the business. In this context, below are the role of key players of the cited firm: Role of employers: In NHS, manger give their effective contribution towards the actions
of the firm. In this context, managers have to require understanding important things in
systematic manner (Ljungblad, Granström and Åkerlind, 2014). In respect to this, they
play major role towards the business because try to make interest of the employees
towards the business performance. In this way, they can create interest through giving
them roles and responsibilities towards the firm outcomes. Further, they need to sure that
employees must feel comfortable within the workplace so that they can enhance
employee relation at the workplace (Role of Managers in Employee Relationship, 2016). Role of trade union: In order to protect the employees, trade union also play major role
in the business. In this context, they determine various terms and conditions regarding
payment, benefits and working time of the workers in NHS firm. In this context, they
make contract among employer and employee towards the negotiation of the
organization. In addition to this, they can make further activities (Long, Perumal and
Ajagbe, 2012). In respect to this, they negotiate agreements with employers on pay and
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conditions regarding employees, discuss major changes in cited firm such as large scale
redundancy and accompany their members in disciplinary and grievances meetings. In
addition to this, they can provide their members with legal and financial advice (Claiming
rights: Role of trade unions in the UK, 2016).
Role of employees: Employees are the main key players of NHS because they serve
effective services to the customers. They receive information by their managers regarding
workplace and customers. Additionally, they serve their products and services in
effective manner so that they can pass important information to customers. Their main
role is to provide well and good services to customers so that they can enhance their
operations easily. As results, it creates positive impact on the customers and organization
as well (Marshall and Farahbakhsh, 2013).
TASK 2
2.1
In recent time, at every workplace occur conflict situations due to various reasons. In this
context, it creates major issue on the profits of the firm. As results, organization is not able to
work properly due to these situations. In respect to this, in NHS firm it takes place due to
different personality, gender and miss communication. It can be take place among various
members and manager/ employees. To overcome this situation, they have requires adopting
effective procedures through they can solve their problem easily (Ouimet and Zarutskie, 2014).
In this context they can solve their conflicts situations through adopting following procedures: Identifying types of the conflict: In order to solve the conflict situations of NHS, first step
which have to follow by the enterprise is identifying conflict situations. In this context,
they find in the business conflict occur due to miss communication among various
members in the enterprise. This is because, employees possess different personality due
to difference in interpersonal skills (Ramsdal, 2016). In respect to this, business fail to
achieve their within the operations of the firm. As results, company cannot fulfil
customers requirements easily. Make faith at workplace: After identifying an issue, organization need to maintain their
loyalty towards the customers through make faith in both parties. In this context, they can
make their targets which help to them to achieve business outcomes easily. In addition to
this, they need to make surety to solve conflict among both parties (Saeed, Mukhtar and
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Ahmad, 2013). Thus, they can prevent conflicts through integrating various activities to
solve the situations in systematic manner. Adopting strategy: To solve the miss communication, NHS need to adopt strategy
through they can solve conflict. In this context, they can use compromising strategy, in
which they can settle conflict situations among parties to make effective communication
among them (Snodgrass, 2012). In respect to this, they will easily demonstrate benefits of
compromising among the members. With the help of this, both party can make sure their
effective contribution through negotiate every unpleasant things among the members.
Resolving: At last step, NHS solve the problem through eliminate difficulties from the
workplace. In this context, they will manage conflict situation among the members. In
respect to this, they will demonstrate al, things which happen at the workplace. As
results, manager listen each participant carefully and solve their problem separately (Van
Dijke, De Cremer and Van Quaquebeke, 2015).
2.2
To manage the conflicts, manager of NHS require effectively skills which help to them
communicate with the organization members. It includes creating and open communication
which is requires to encouraging employees towards the goals of the organization. In this
context, following key features can be includes in employee relations of the chosen organization:
In the relation of employer and employees, organization can achieve desired outcomes
through operating their activities in different manner (Velasquez and Hester, 2013). In
this context, both give their effective participation in the activities of the firm. As results,
they will able to demonstrate profits of the firm in systematic manner. Thus, NHS can set
their targets with maintaining their relations with each members of the business.
In the term of employee employer relations, it includes participation of two or more than
two people at the workplace. As results, they are work for same goals of the enterprise. In
this context, they are working as a collective source (Hom, Mitchell and Griffeth, 2012).
Collective resources' means relations among employees and employer consist role and
regulations with the different parameters.
Concept of employer and employee relations is dynamic aspect which consist developing
concept in NHS. In respect to this, in chosen firm system work according to changing
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structure and environment. It not consists only drastic changes but also includes
economic and social institutional that exist in the society.
Further, various parties involve in employee and employer relations which consists
system within the enterprise. In respect to this, mainly three parties work in NHS such as
employer association, employee groups and government of collective agreements
(Herriot, 2013). These three group consist interaction among economic and social
environment which make shape to the employer-employee relationship within the
enterprise.
Employee-employer relationship consist smooth functioning at the workplace. In this
context, organization has focus on serving better services to customers so that they can
make effective accommodation facilities at the workplace (Gleick and Ajami, 2014).. In
this, they can contribute skills and attributes which help to make cooperating among
members.
2.3
In the chosen enterprise, different conflicts situations takes place due to various reasons.
In respect to this, it can create big issue on NHS operations. In this context, organization has
responsibilities to solve it in systematic manner so that they can enhance their customers easily
(Aghadavood, Ansari and Fouladi-e-Vanda 2014). In addition to this, process that adopt by the
business have to make effectiveness which help to achieve business goals. Thus, below are the
effectiveness can be major in the cited firm which followed by them: Conflict resolution at the workplace: When manager of NHS find conflict among the
employees, they need to resolve it constructively. In this context, they can initiate for
conflict solution through supervising it. In this context, they can make criteria through
firm can solve conflict among employees at the workplace. In addition to this, they need
to understand conflict and after that solve it very carefully (Long, Perumal and Ajagbe,
2012). Along with this, they can focus on behaviour because sometimes workers change
it easily. Additionally, they need to considered on personality which might be change at
the workplace. Responding to a conflict: Sometimes managers cannot easily considered and supervising
on the conflict situations. In respect to this, other person of NHS can make supervisor
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aware towards the conflict situations. In respect to this, supervisor cannot easily respond
towards the situation of firm (Marshall and Farahbakhsh, 2013). Understand the problem: In order to solve the conflict situations, chosen organization
need to respond towards the situations. In respect to this, manager of the NHS need to
listen employees carefully so that they can maintain their loyalty towards the business
operations. In this context, it employee is emotional enterprise need to understand their
feelings and work accordingly. Thus, they can easily interpret the problem at the
workplace (Ljungblad, Granström and Åkerlind, 2014).
Work on solution: When manager understand the problem, they need to build
environment of working together in NHS. In this context, they need to agree with some
aspects that employees considered in conflict situations.
TASK 3
3.1
In order to demonstrate role of negotiation in collective bargaining consists motivation
factor in NHS. In respect to this, motivation factor can be understand that is cause people to
behave in certain ways (Van Dijke, De Cremer and Van Quaquebeke, 2015). In this context,
process is starts with physiological deficiency and need the activities' behaviour which aimed to
achieve certain goals at the workplace. Main aim of this motivation consist by collective
bargaining is motivating the employees towards the firm goals. In respect to this, they can
motivate people in term of bonus and incentives (Marshall and Farahbakhsh, 2013).. Concept of
this is occupies at central place which consist discipline of the organizational behaviour. Thus,
below are the certain roles of negotiation in collective bargaining: Member of a union: In respect to this, union member have problems regarding workplace.
Thus, it is responsibilities of steward to solve it very systematic manner. In this context,
they can negotiate to solve this problem through appropriate methodology (Hom,
Mitchell and Griffeth, 2012).. Recruit a member in union: NHS also responsibilities to encouraging other members of
the organization towards the enterprise. In respect to this, collective bargaining play
major role to take benefits from the workplace. Additionally, shop stewards has
responsibilities to put posters outlines which make benefits for the organization.
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Inform members of any changes or decisions: NHS can also create link among union and
members of the enterprise (Hancock, Allen and Pierce, 2013). In this context, they will
able to demonstrate important information regarding organization easily.
Effective arrangements of communication: NHS also responsible to encouraging other
members to join union. It can be done through effective communication among members
of the enterprise. In order to achieve business results, NHS can also offer information
regarding new members and arrangements for subscriptions from the bank statement.
3.2
Negotiation strategy seeks to achieve positive results in the business (Gleick and Ajami,
2014). In this context, NHS will able to accomplish competitive advantage at the workplace
through focusing on individual outcomes. In this context, purpose can be utilize by the enterprise
through examine the relational impact of negotiation strategies. In respect to this, it can be create
following impact on the business operations: Re-assess leverages of the company: Negotiation strategy will focus on NHS activities.
In this context, they will demonstrate many things within the workplace (Ljungblad,
Granström and Åkerlind, 2014). As results, it will help to achieve goals through focusing
on actions taken by the business. In respect to this, organization will able to accomplish
their targets easily. In addition to this, it also creates major impact on the long-term goals
of the business. In respect to this, business can focus on their leverage which encompass
to deals in better way. Tie with moves to standards: Further, organization can achieve success through bidding
with existing contract which could be done through making communication high to make
valuable relationship (Aghadavood, Ansari and Fouladi-e-Vanda 2014). In this context,
organization can easily switch to someone else and signals which make highly valuable
in current relationship. Focus on term: Economic also extremes to the advantages or disadvantages of the
organization. In this context, NHS can develop their strong leverage through bidding with
other competitors. In respect to this, they can make continues savings with their
customers which also assist to improve economic conditions (Velasquez and Hester,
2013).
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Problem-solving: Additionally, problem-solving is the method through NHS can remove
problems and conflicts from the workplace easily. In this context, they can make
regulations which can be followed by all the members of the firm. As results, they can
easily find customers needs and requirements through solve organizational problems. Compromising strategy: With the help of this strategy, NHS can make effective services
at their firm (Van Dijke, De Cremer and Van Quaquebeke, 2015).. In this, they can make
fair and effective treatment to all employees same. Additionally, they can offer same and
fair treatment at their workplace so that conflicts cannot be occur. It will create positive
impact on the business performance so that customers can also loyal towards the industry.
Competing strategy: This strategy is uses to treat all employees same at the workplace. In
respect to this, it can be done through competing classic and more aggressive term. As
results, it will be create negative impact on the business performance because it will
demonstrate competition within the workplace (Hom, Mitchell and Griffeth, 2012)..
TASK 4
Covered in ppt
CONCLUSION
From the above report it can be concluded that employee and employer relations consist
very important aspect in the firm. With the help of this aspect, every member of the business can
easily achieve desired outcomes through making coordination among various members.
Furthermore, it summarized that cited business can use different types of strategies through they
can achieve firm targets within the enterprise. As results, they can protect their employees within
the environment of the company. Moreover, it included effectiveness of the procedures which
organization used to protect their employees at the workplace. In respect to this, manager of the
cited enter' can make effective communication among their members and maintain their interest
through they can make their participation at different level. In addition to this, negotiation
strategy can be make effective impact on the business results through some aspects. In respect to
this, includes re-assess leverages of the company, tie with moves to standards and focus on term.
At last, it can be concluded that HRM play very important role in the business performance
which create impact on the business. In respect to this, it can be create impact in term of provide
guidance to employees, protect their interest and many more things.
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REFERENCES
Books and journals
Aghadavood, S. R., Ansari, M. E. and Fouladi-e-Vanda, K., 2014. A Study of the Relationship
between Organizational Climate and Employee Burnout of Gachsaran Oil and Gas
Production Company. Asian Journal of Research in Social Sciences and Humanities.
4(6). p.390.
Ali, M. A., Hussain, A. and Azim, A., 2013. Organizational investment in social capital (OISC)
and employee job performance: Moderation by employee job engagement. International
Review of Management and Business Research. 2(1). p.250.
Estampe, D., Lamouri, S. and Brahim-Djelloul, S., 2013. A framework for analysing supply
chain performance evaluation models. International Journal of Production Economics.
142(2). pp.247-258.
Fossum, J. A., 2014. Labor relations. Mcgraw Hill Higher Educat.
Gleick, P. H. and Ajami, N., 2014. The world's water volume 8: The biennial report on
freshwater resources. Island press.
Gopal, R. and Chowdhury, R. G., 2014. Leadership styles and Employee Motivation: An
empirical investigation in a leading oil company in India. IMPACT: International Journal
of Research in Business Management (IMPACT: IJRBM). 2(5). pp.1-10.
Hancock, J. I., Allen, D. G. and Pierce, C. A., 2013. Meta-analytic review of employee turnover
as a predictor of firm performance. Journal of Management. 39(3). pp.573-603.
Herriot, P., 2013. The employment relationship: A psychological perspective. Routledge.
Hom, P. W., Mitchell, T. R. and Griffeth, R. W., 2012. Reviewing employee turnover: focusing
on proximal withdrawal states and an expanded criterion. Psychological bulletin. 138(5).
p.831.
Lareau, N. P., Larson, L. K. and Greenbaum, M., 2015. Introduction (Vol. 7). Labor and
Employment Law.
Ljungblad, C., Granström, F. and Åkerlind, I., 2014. Workplace health promotion and working
conditions as determinants of employee health. International Journal of Workplace
Health Management. 7(2). pp.89-104.
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