Labour Relations: Analysis of Extrinsic & Intrinsic Issues at Hospital

This report examines the extrinsic and intrinsic organizational issues impacting employees, particularly within a 400-bed hospital setting, while also considering the role of unions. It details the duties of labor relations, suggesting procedures for effective management. The report emphasizes t...Read More

Running head: ANALYZE EXTRINSIC AND INTRINSIC ORGANIZATION ISSUES
Analyse Extrinsic and Intrinsic Organization Issues
Name of the university
Name of the student
Author note

1ANALYZE EXTRINSIC AND INTRINSIC ORGANIZATION ISSUES
Executive summary
The report intends to analyse the extrinsic and intrinsic organisational issues of employees
and involvement of union in such cases. In this due course, various duties of labour relations
have been described along with procedures have been suggested by which these can be
handled. In order to maintain the responsibility of a director, through increasing workplace
engagement the role of management responsibilities have been highlighted. In order to
achieve such situation contribution of proper communicational channels cannot be ignored.
Besides, impacts of positive and negative unionism has been explored. Finally, the role of
management’s safety and wellbeing policies have been empowered to avoid the negative
effect of unionism.

2ANALYZE EXTRINSIC AND INTRINSIC ORGANIZATION ISSUES
Table of Contents
Overview of the scenario...............................................................................................3
Management involvement as one of the motivational factors.......................................3
Communication strategies to influence workers against union..................................4
Issues, apart from wages, benefits and working conditions.......................................5
Unions: fearful or helpful?.........................................................................................5
Role of union in motivating financially insecure employees.....................................6
Safety and well-being aspects....................................................................................6
References......................................................................................................................7

3ANALYZE EXTRINSIC AND INTRINSIC ORGANIZATION ISSUES
Overview of the scenario
After being promoted to the designation of Directors of Labour Relations at a 400-bed
hospital, in order to fulfil the responsibilities the need for identifying salient extrinsic and
intrinsic issues of employees has felt in the first place. Furthermore, the duty of supervising
non-for-profit facilities across town has been allocated. The following report will talk about
various motivational factors which led an employee to share knowledge within a workplace
scenario. It motivates workforce to perform better and the aim is to invest ways following
which health organisations likely to face less complexity while executing different
responsibilities.
Management involvement as one of the motivational factors
Management involvement is a wide business topic which deals with gradual
innovation in organizational, technical and marketing dimensions. According to BENEWITZ,
M. (1979) , it has been observed organizational innovation leads towards developing HR and
management capabilities which has a positive impact on the technical and marketing field to
perform better. The higher management can always influence the procedure of operating
business by stating vision and mission statement that help to fulfil strategies along with keep
the management involved with the shared goals. Being a supervisor, supported by the study
of Yousaf, Yang and Sanders (2015), while exploring various intrinsic and extrinsic factors
of motivational issues among health care workers, it has been observed that lack of proper
communicational method people feel less motivated and less engaged with their work
purpose. As discussed in Kam Sing Wong (2013), the rate of unrecognised and practice of
not appreciating things lead towards negative workplace behaviour. As health care employees
have to work for longer hours keeping them motivated for management involvement is a
matter of consistency. As a managerial post holder management involvement is to balance all

4ANALYZE EXTRINSIC AND INTRINSIC ORGANIZATION ISSUES
the above mentioned criteria which address employee needs before they go for unionism.
Unionism is positive when it addresses employee needs and present it to the management for
speedy recovery. However, prosperity of unionism within an organisation may lead to the
condition where employees are less engaged to their work. Management has to be efficient
enough to understand the employee requirements and the motivational factors must relate to
their interest and benefits.
Communication strategies to influence workers against union
Acknowledging the negative contribution of unionism over an organisation’s
business, employees must be made aware of the situation that why union is not good either
for company performance or for his personal growth. The culture of communication within
the industry must be strong enough to identify the practice of unionism and stop recruiting
employees through their references. The situation will come under control only if a company
stop taking help from unions. It will keep employees aloof from forming such groups. As
mentioned, managers must develop proper communicational channels as follows to avoid
unpleasant conflict situations.
 Scheduled weekly or monthly meetings between employees and managers create
opportunities to gather information about employee issues along with explaining
various decisions. Employees tend to believe organisation’s effort to address the gaps
within system and reasons behind their action.
 Meeting are method of exchanging new ideas and opinions where employees can take
part in decision process of business. Employees will not go for unionism if they feel
their voices are being addressed and valued by the company.
 Commitment and quick response towards employee requirements and issues will
continue the culture of communication within workplace. As stated in Morgan, Dill
and Kalleberg (2013), the relationship must be positive through recognising employee

5ANALYZE EXTRINSIC AND INTRINSIC ORGANIZATION ISSUES
efforts with incentives and rewards. It will help them to go against the company and
approach through unions for getting their demands fulfilled.
 Not only with the management, but employees should keep an interactive approach
towards co-workers also for sharing knowledge and opinion especially within a
healthcare scenario.
Issues, apart from wages, benefits and working conditions
With the support of academic journals like Davis (2011), it can be stated that apart
from issues like insufficient wages, less benefits and improper working conditions unionism
is a factor which penetrate the issues and make it bigger against the organisation itself. The
study has established the concept that norms and values of such employee unions do not
really match the ideology of service industry. Therefore, employee only focus at their
benefits and wages related issues apart from concentrating on developing their performance
level. On the other hand, unionism helps to motivate people to socialize more within
workplace and increase compassion for work unless union leaders are selfish. Therefore, it
can be said issues like wages, benefits and workplace environment are not the only issues
which are needed treatment. Apart from that, managers can develop the culture of a certain
organisation by revising discrimination policy, launching training programmes and keep the
employees engaged with higher management for avoiding issues like employee turnover and
serious conflict.
Unions: fearful or helpful?
Unions are helpful if an organisation is into filthy practice of exploiting employees in
return of insufficient wages and zero pay for overtime. Such companies tend to have faulty
communication procedure too. Unionism is necessary in such situations. Fair Labour
Standard acts helps to keep both the companies and unions true to their employees in terms of
providing fair working culture and leave policies. Apart from this ideal case, following the

6ANALYZE EXTRINSIC AND INTRINSIC ORGANIZATION ISSUES
study of Murphy (2016), it can be stated that union activists sometimes forcibly include
people into labour union creating fear among employees. However, employers must be aware
of such malpractice and help workers to get over such unwanted fear for increasing their
performance level and to develop workplace culture. The same study has gathered enough
information regarding the nature of campaigns which union activists execute and the process
they follow is unethical. Based on fear they speak for unions and most of the times they do
not have proper agenda to fight for in such cases. It disturbs the flow of production and unity
of employees.
Role of union in motivating financially insecure employees
As per (Gall 2019), the organisations prefer to keep unions out of the management as
they know their power of playing fair and also the power of influencing employees against
the organisation with both the ethical and unethical methods. As stated in Giancola (2011),
when employees feel financially insecure; confronts with economic issues based on lower
wages or their psychological condition deteriorates, it is crucial to keep the motivational level
as per organisations’ requirement. Union membership help to establish a protestation against
organisational practice collectively as communicating individual problems with the
management is not much helpful. Organisation’s gesture to address issues related to
employee wellbeing, will convince employees regarding their effort to show concern. It can
be said that in such situations involvement of union, may slower the production or affects
management involvement yet organisations’ positive response can also work as motivational
factor.
Safety and well-being aspects
To achieve both the physically and psychologically sound workplace, organisations
must realise the need of health and safety programme. This programme includes proper leave
policy, health and accident insurance coverage, facilities of home or car loan and

7ANALYZE EXTRINSIC AND INTRINSIC ORGANIZATION ISSUES
performance based incentives. Besides, management’s communication policy must ensure
work life balance of every employees by allocating doable amount of task within the
schedule. Management’s concern about employee safety and wellbeing help to retain talents
and increase productivity along with engagement within a workplace. This strategy helps to
keep unionism out of the employee culture and maintain the flow of production.

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References
BENEWITZ, M. (1979). LABOR-RELATIONS-DEVELOPMENT, STRUCTURE,
PROCESS-FOSSUM, JA.
Davis, R. S. (2011). Blue-collar public servants: How union membership influences public
service motivation. The American Review of Public Administration, 41(6), 705-723.
Gall, G. (2019). Workers recognise the importance of unions in protecting their rights |
Gregor Gall. Retrieved from
https://www.theguardian.com/commentisfree/2013/may/30/workers-unions-
protecting-rights
Giancola, F. L. (2011). Examining the job itself as a source of employee
motivation. Compensation & Benefits Review, 43(1), 23-29.
Kam Sing Wong, S. (2013). The role of management involvement in
innovation. Management Decision, 51(4), 709-729.
Morgan, J. C., Dill, J., & Kalleberg, A. L. (2013). The quality of healthcare jobs: can intrinsic
rewards compensate for low extrinsic rewards?. Work, employment and society, 27(5),
802-822.
Murphy, C. (2016). Fear and leadership in union organizing campaigns: An examination of
workplace activist behavior. SAGE Open, 6(1), 2158244015623932.
Yousaf, A., Yang, H., & Sanders, K. (2015). Effects of intrinsic and extrinsic motivation on
task and contextual performance of Pakistani professionals: the mediating role of
commitment foci. Journal of Managerial Psychology, 30(2), 133-150.