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Employee Relationship - PDF

   

Added on  2020-01-07

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EMPLOYEE RELATIONS

Table of ContentsIntroduction.............................................................................................................................................3Task 1................................................................................................................................................................31.1............................................................................................................................................................31.2............................................................................................................................................................41.3............................................................................................................................................................5Task 2................................................................................................................................................................62.1............................................................................................................................................................62.2............................................................................................................................................................72.3............................................................................................................................................................8Task 3................................................................................................................................................................93.1.....................................................................................................................................................................93.2..........................................................................................................................................................10Conclusion......................................................................................................................................................10References......................................................................................................................................................16

IntroductionFor any kind of business, it is very important to keep the employees happy and satisfiedwhich can help in maintaining a good relationship in between the employer and the employeeof an organization. This can eventually help in the achievement of the business objectivesbecause of the fact that when the employees have a good relationship with the organization,they will always try to give their best in the work for achieving the goals (Blyton andTurnbull, 2014). In this report, the understanding of the employee relationship against achanging background will be developed along with that of the nature of the conflicts thatusually happen in the industries and its respective solutions. Additionally, an extensivediscussion on the process of collective bargaining and negotiation will also be emphasized inthis report.Task 11.1The employer and the employee relationship in an organization is not constant and it isvarying. The relationship cannot be properly understood from any one perspective and thusfor the interpretation of this relationship, the perspectives that are considered are the unitarist,pluralist or radical perspectives(Matlay, 2012). Nevertheless, in spite of these perspectives, it isnecessary to understand the fact and develop the own concept and have a personal view andvalue realisation in this regard. The unitarist and the pluralistic reference frames will bediscussed in details below along with the understanding of the implications of them:Unitary frame of reference: In this case, the whole of the organization has only one aim ofsuccess and common objective fulfilment having a paternalistic approach demanding loyaltyfrom each and every employee. This perspective views that the interest of both theemployer and the employees are same for the organization helping in the enhancement ofemployee honesty and thus manage a proper relationship with all the employees. Thenecessity of trade union is not felt in case of harmonious working and if the employees aredishonest and ineffective in their work, then that can give rise to conflicts. Thus, conflicts areconsidered in a negative view since it can lead to the breaking down of harmony andincrease power inequalities in the organization. The integration of the workers sentimentsare not proper because this frame is normative in nature and it does not explain theidentification and sharing of common goals throughout the organizations.Pluralistic frame of reference: It is unlike to that of the unitarist approach andconsiders the concept of diverse workforce having different attitudes, beliefs, values

of the employees and the employer in the organization. The interests of them are notsame and thus conflict within the organization is bound to occur. The leadership andthe organizational attachment also have opposing sources. In this frame of reference,the trade unions play its roles in being the employee representatives since theemployees are helped positively for focusing on the decision making capability of allthe employees(Wilkinson, 2009). The collective bargaining process can be veryhelpful in bringing about stability in the relationship with the employees by goingthrough a set of negotiation and concession in between the employer and theemployees. Proper HR decisions can be very helpful in pluralistic approach which cansolve many conflicts. The employees can be consulted by the employers in case ofany conflict and thereby it can be resolved. Since, the occurrence of conflict isobvious, it is not overlooked and such situations are treated efficiently with the helpof cooperation from all the associated stakeholders of the organization. There can besome rules which can help in determining the ways to solve such conflicts but sincethese rules cannot be implemented in diverse conditions of workplace, it is notbeneficial. 1.2The role of trade unions is to represent the employees set of interests and in knowing the employee rights in the organizations so that they can collectively bargain and negotiate with the employers in conforming mutual advantages of them. The trade unions were very strong from the beginning of the 1900s. Tracing back to 1920 when there was a fall down in the coalmine sector, the employers decreased the amount of wages from the employees and moreoverthe decision regarding the increase in the working hours also gave rise to the occurrence of labour unrest and strike. Many of the workers also died in the strike and from that time onwards the trade union became very powerful and this eventually brought about a serious change in the employee relations. It is evident from different reports and studies that trade unions have definitely brought about changes in the employee relations and with the regular and huge industrial growth and globalization, the demands related to the employee trade unions were gradually increasing which can definitely have effects on the employer and the employee relationship. It can be seen that the problem of increasing unemployment among the employees along with the employee lay - offs etc. all these contribute to the fact that the trade unions collectively bargain and negotiate with the employers and the negotiations are increasing day by day (Matlay, 2012). The needs and wants of the employees are increasing gradually with every changing day and thus trade unions of the employees have to focus on getting the needs fulfilled by thinking about other alternatives so that they can perform the business activities(Brown, 2011).At the very beginning when the trade union came into its form, the relationship between the employer and the employees was not proper but with the strengthening of the power of trade union, the relationship between them improved to an extent.

1.3The relationship of the employers with the employees must be effectively managed with respect to decision making, solving of problems, managing the grievances of the employees etc. In the employee relations situation, the main players like the workers, the managers, the organizations, the governmental agencies perform in different roles having both direct and indirect effect in the relationship (Deery et al, 2009). The individual roles and responsibilitiesof each of the main players of an employee relations situation can be discussed as follows:Roles of workers: The workers are the most important players and are considered as a vital driving force with regard to the employee relationship management. They effectively and directly are seen to take part and contribute their opinions in the decision making process and thus their role is considered to be very significant in the field of resolving different organizational issues. Thus, it can be asserted that the workers have a direct effect on all theorganizational actions and decisions that are taken. Roles of government: The major role that the government and the associated authorities play is that it is mainly responsible in setting up of the rules and regulations as per the laws with respect to the employee relationship management and also it is very helpful in providing proper guidance about the maintenance of employee relation within the organizations. Roles of managers: Like that of the workers, the managers are also an inevitable player in the employee relationship situation. The major power of the managers are in taking the necessary decisions about the organizations and it can either e their own decision or it can also be taken with the help of the opinions of other employees. If the decisions are not taken keeping in mind the opinions of the employees, the employees can definitely protest but unlike the managers, they do not have the power to take decisions directly. Roles of organization: Organization also plays a major role in this regard. The relationship between the employer and the employees is largely dependent on the organizational structure and pattern and also its size. Generally, in profit organizations, the power of the trade unions in collective bargaining for the employees is immense. On the other hand, in non – profit organizations, the trade union cannot collectively bargain with the organizationsso effectively like that of the profit organizations.Thus, from the above discussion it can be understood that the different major players in case of employee relations have different roles and each and every roles played by them is considered to bevery important in this regard.Task 22.1In an organization, the management of relationship between the employer and the employees is considered to be an important aspect and it is also to be kept in mind that conflict occurrence is an inevitable part of the employee relation. The conflict may occur because of a number of reasons and

also between the employer and the employee, between several employees and also with a group of employees. The organizations need to follow so that they can effectively deal with the conflict situation. In the given case of conflict between the British Medical Association, NHS Employers and the government over the junior doctor’s contract, NHS employer should follow the steps which are mentioned below which can help them in resolving the issue and the strikes:In case of dealing with the conflicts within the organization, it can follow two important processes which are the formal and the informal process.Formal process: This is basically regarded as an ‘arbitration’ process which includes the involvement of a third party which is not originally a part of the organization. Thus, in this case, whatever decision that would be taken by the third party will be regarded to be the final decision and both the employees and the employers have to agree to that decision which would be taken. The implementation of procedures, policies and operations help in dealing with the conflict situations effectively. Thus, in this case, the NHS employers can take help from the government whose decision will be regarded as the final and so for the conflict situation between the employer and the group of employees of NHS, this process can be very suitable for solving the conflict (Stevens, 200).Informal process:The informal process does not require the involvement of any third party for solving the conflict. In this process, the conflicts are resolved by the representatives of the employers and the employees. The working participation committee is mainly responsible for the mitigation of conflicts and the conflict solution is not at all based on any operation, policies or procedures like that of formal process(Bouchez, 2011). Thus, the conflict between the NHS employers and its singleor group of employees can be effectively solved with the participation of the representatives of them respectively. In case of conflict between employees of NHS, the participation committee can play important role in mitigating the same.The different steps which are needed to be followed for the conflict mitigation between the employer and the employees of NHS or even between the employees are:Understanding the problem pattern: In order to solve the problem for which there is a situation of conflict, it is very necessary to at first understand the nature of the problem because without the understanding of the same, it would not be possible at all to go on to the next step for the problem mitigation.Identifying the issue for conflict: It is the duty of the NHS Employers to identify and realize that the problem has actually taken place so that the next step of problem source identification can be carried out.Finding out the source from which the problem started: The source of the problem needs to be recognized because of the fact that it is important to solve the problem from the root level and so that the conflict which occurred as a result of the problem can be solved.

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