EMPLOYEE RELATIONSHIP TABLE OF CONTENTS

EMPLOYEE
RELATIONSHIP

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1................................................................................................................................................3
1.2................................................................................................................................................4
1.3................................................................................................................................................5
TASK 2............................................................................................................................................6
2.1................................................................................................................................................6
2.2................................................................................................................................................7
2.3................................................................................................................................................8
3.1................................................................................................................................................9
3.2..............................................................................................................................................11
TASK 4..........................................................................................................................................12
CONCLUSION..............................................................................................................................13
REFERNCES.................................................................................................................................14

INTRODUCTION
Employee relation management is a information system of the relationship between the
employees and employers. It occupy an important role in the functioning of the organisation and
its mainly defines the culture and structure of the company. It also refers to the efforts which are
undertaken by the management of an enterprise to manage the relationship between the
authorities and employees(Azeem, 2010). It also helps to establishes the way in which the
internal communication takes place and so that the work of employees for achieving the goals
and objectives. Present report is based on National Health Service organisation is taken to
consider the significance of relation between employee and employer. The report covers the
management of the organisation and the process of conflicts resolution. Apart form this, the cope
of collective bargaining and the process of negotiation . Further, it also covers the negotiation
between the junior doctors and government disputes which is based on the case. Moreover, the
presentation on the influence of EU on the democracy of UK. To gain the participation of
employees and involvement there are various methods which are discussed.
TASK 1
1.1
There are two ways of interpreting the employee-employer relationship and the conflicts
in the stated organisation NHS, the unitary and pluralist frame of reference with the implications
of them is mentioned below:
Unitary frame of reference
This frame of reference start with the values and assumptions explains that conflict is not
the proper behave or relation between the employee and manager. In order to achieve success,
member of the stated organisation, must share the same objectives, despite their various roles and
values and goals these all based on this perspective. This approach helps in implementing the
statement of mission and to measure the success from the actual achievement of targeted
objectives(Babalola, 2016). White at the time of arising the conflicts in this frame of reference it
related to the unhealthy relation between the worker and employer. To keep the conflict at
minimum level it is essential to coordinate the relation which is developed between both the
parties. To maintain the environment as positive and encouraging there are some principles
which are regarded as a guideline. The issues between the employee and employer creates a

negative point for the organisation and it leads to decrease in the performance of the company.
Thus, the company is following this approach to reduce the situation of conflicts so that this
principle is use to adopt the flexible policy for the working hours. It opposes by the trade unions
and they are not essential in the enterprise. Thus, their presence in the company should be limited
for taking employees complaints and problems to the top management. As this concept
encourages creative and innovative attitude in the employees.
Pluralist approach
In this approach the organisation is made up of the different sub-groups and powerful
with its legal loyalties and own set of objectives(Dhanesh, 2014). It accepts that conflict is
inherent in the society and can be accommodated by the different institutional arrangements. In
this approach every group works according to their own terms which create the possibility of
conflicts among the various groups. There is a major role of trade unionism as employees and
they make united group so that no trade fair practices can be occurred at the workplace.
1.2
In order to represent the whole workforce before the management of the company so that
the formation of trade union is the main objective. They helps in protecting the right and interest
of employees at NHS. There are some of the common agenda of the Trade union such as
negotiation on wages, timing of work and working conditions of the employees. The functioning
of the union is regulation through the different relevant legislations of nation and the rules and
regulations formulated by the unions. It is the common phenomenon to the witness where the
changes in the legal framework with the change in market conditions which leads to changes in
the internal norms at workplace. There is great impact is experienced by the employee relation in
the stated organisation: Unreasonable Authorization in Trade Union- To make an equal representation of the
workforce before the management if the organisation there is requirement of the basis of
formation of the trade union. It is important to maintain the power and balance of
authority between the trade union and management(Ellerman, 2015). It is proved to be
the detrimental to the interest of parties through any deviation or imbalance. The trade
union is is excessively empowered as they are in the position to dominate the prevalent
the conditions of working so that the interest of the company are bound to be comprised.