Employee Relations: Analysis of Conflict, Procedures, and Trade Unions

This report delves into the multifaceted realm of employee relations, exploring the dynamics between employees and employers within the context of the British Medical Association (BMA) and the National Health Service (NHS). It begins by examining the unitary and pluralistic frames of organizational structure, highlighting their strengths and weaknesses in managing employee relations. The report then assesses the impact of changes in trade unionism on employee relations, particularly in the UK, discussing legislative frameworks and shifts in union membership. Furthermore, it identifies the key players in employee relations, including employers, employees, government, and trade unions, analyzing their roles and responsibilities. Finally, the report outlines procedures organizations should maintain when dealing with diverse conflict circumstances, offering insights into conflict causes and resolution methods. The report analyzes a real-world conflict scenario involving the BMA, NHS employers, and the government, offering a comprehensive overview of employee relations.

Introduction:
Employee relation basically refers to the demonstration of the individuals, group, and
organizational relationship on self-employment, employment and unemployment. Over the
world, the importance of employee relationship between employee and employer are rapidly
upward because of managing the organization goals and objectives. In this reasons, the executive
are always conscious about their organizational employee relation by regular basis. The
organization such as the British Medical Association maintained their reputation and increased
productivity by means of good employee relation. Conflicting issues between employer and
employee are solved by their co-operation or their stated rules and regulations. Sometimes, the
govt. may interprets in resolving the problem through negotiation or legislation (Capper &
Others, 2007). At the present world, the success is greatly depends on the good employee
relationships for achieving sustainable competitive advantages.
Task 1
1.1 Unitary and pluralistic frames of the organization
The unitary Frame
Unitary frame of reference can be understanding as a mode of view, conceptualizing,
expectation, attitude, ethics which is coordinated with management and company. The main key
theme if managers may foster independence of expression of individuals and groups diverse
views based on their education and learning. Manager at British Medical Association need to
have common understanding of attaining goals. The managers of the British Medical Association
achieve results by motivating employees, joining with the group works, inspiring participation as
well as organizing work efforts. Here, manager communicates the vision and efforts are put by
employees for achieving the same. In this setting, organization works as a family and therefore
full support is offered by managers to employees and vice versa. It initiates with the shared

values and objectives so that conflict can be avoid and perspective of the both the parties can be
comprehend in effectual manner (Hill & Varone, 2014).
Strengths of Unitary Method
The most important is to integrate the objectives and interest of employees with employer with a
motive to boost loyalty and commitment level. With the help of it, win-win situation is created
that aids organization and employees in attaining respective objectives (Cheng & Irani, 2004).
Weakness of Unitary method
It emphasizes majorly on meeting the interest of employee as well along with employer,
but this is not possible at every moment and therefore deviation may arise. Fulfilling the interest
of employee at every moment may leads to scenario of low profitability or revenue. For example:
British Medical Association is a setting of trade union whereby flexible working is offered to
employees but in emergency situation, this policy need to overlook.
Pluralistic Frames:
Basically pluralistic approach in emphasis on the workstation in which are diverse collections of
values, principles, behaviors, perception and attitudes. Additionally, British Medical Association
is categorized among authoritative groups and diversified sub-groups (Bowling, 2014). For every
group has own objectives and purposes along with loyalty and respect to organization leader. In
most cases, below mentioned are the 2 groups that possess pluralistic view:
Management
Its key role is to inspire and coordinate to employees in human resource relation on pluralistic
perspective. In addition to, managerial person has a key role to develop guidelines for the
subordinates so that they can execute in a manner through which organizational objectives can be
achieved.
Trade union
Trade union refers to the lawful legislatures of the workers working in the BMA organization.
Many organizations may consider itself the most appropriate and perfect frame while a good
relation between manger and personnel.

Strong point of the pluralist Frame
While interventions are occurred between employer and employees, this method take a
consultative approach. It is essential for collective IR systems as it cannot overlook the
significance of trade union for the purpose of managing employer-employee deBMAes.
Flaws of the pluralist Frame
The pluralist frame is unable to realizing that are preferred for commercial purposes not public
interests or preferences all of the time.
1.1 Assess how changes in trade unionism have affected employee relations.
Trade union is the results of the development of modern industrial construction connecting with
huge employment of personnel in circumstances. Trade unionism support them helpless in
negotiating for improved understanding independently. Trade union is formed by worker as an
association with a motive to safeguard the worker from getting exploit by the manager. It also
supports in improving the work environment for workers in order to ensure their wellbeing. In
present industrial scenario, workers are in a situation to bargain for better working condition
along with required facilities for their betterment. With the help of it, unethical and scenario of
exploitation at workplace has reduced significantly (Thompson & McHugh, 2009).
Trade innovation is an old human antiquity which later becomes trade union in the 18th
Century. With the passage of time from then, it shaped into a very strong foundation in the 19th
Century with a motive to reduce the exploitation of workers from business man. Later, in 20th
Century, it gains more power and importance due to acceptance of trade union in different sector.
In the year 1901, a bill is passed in Court of Law whereby it is stated that trade union is in a
position to prosecute against any company or individual and demand for offering relevant rights
to the workers. Within the context of UK, trade union is divided into large number of small
groups which is identical to large trade union. Additionally, it also possesses varied set of
recruitment setting as well.
Labor relation can be termed to a setting whereby industrial management and workers
shares the relations of working together. It further focused on developing relationship among

trade union and business management. Labor relations have a key motive to safeguard the
interest of workers along with management with mutual understanding. Further, it supported in
reducing the work conflict and aids in boosting the quality of work for the interest of both the
parties.
We have seen that in the last 30 years from 1980s to today the industrial relation in UK is
experienced a huge changes. The significant changes of undergone is that the weakening in trade
union recognitions and their membership concentration, the decline of the collective bargaining
agent as well as a little number of strike actions. The legislative frameworks has also drastically
changed from 1980s to 1990s. Conservative Governments has influenced that the negative
impact on industrial relations. To contest particular issues, this authority were developed the
number of act and commissions.
Exponential growth had been witnessed in trade union membership between the year
1910 to 1914. From this growth, British Medical Association is able to stable the production
through better industrial affiliation. It even aids in boosting the cooperation level among
individual and management (Klein, 2006).
1.3 Explanation of the role of the main players in employee relations
Key role of trade unions is to prevent the employee’s exploitation by the management. There are
the number of players that plays a significant role in the employee relations.
Figure: Key Players in Employee Relations [Own Design]
(a) Employers:
The employer-employee affiliation is psychological agreement where from the employee
must illustration obligation, efficiency, trustworthiness on the perspective of employer. Training
can be facilitated to be benefits of employees such as right to reposition, close or merge a factory
and the introduction of technological variations. Further, employer need to maintain transparency
in the communication for group member so that information can be shared with every individual.

Further, employer need to resolve the conflict between employees and ensure better coordination
at workplace. Moreover, employer need to improve monetary rewards for team members and
also better their work condition.
For instance: NHS and the junior doctors are available in UK perspective. Junior doctors
are to break unions such as British Medical Association (BMA) and continue their strikes and
mass movement until the agreement is mutual (Irvine, 2003). The members of the British
Medical Association are inspired, motivated, committed and efficient of labor. Junior doctors are
voted against the government because their demandable issues are considered as unlawful. After
all, negotiation among government and other party such as British Medical Association and NHS
Employers to relax the terms and situations of junior doctors.
(b) Employees:
Additionally, employees are also the main player that shapes the employee relations to
next level. It is essential that employee must give full support to employers in order to gain their
preferences. It is required that employees must negotiate the things which is ethical and doesn’t
demand every now and then. Further, collective bargaining must be practiced on ethical grounds
so that interest of employers and employee can be attained. Also, no contradictory situation must
be developed by employee as it can affect the organizational setting. Beside this, employees must
adhere with organizational policies and must be loyal towards company. They also need to work
with full responsibility without any deviation in the same (Williams & Adam-Smith, 2010).
(c) Government:
Both Central and Regional regulatory bodies have an authority to govern the employer-
employee relationship by setting relevant laws, court bills, managerial aspect and legislation.
Further, government has set-up bodies like Labor Court, Wage Boards, Tripartite bodies, trial
mechanism and other related setting with a motive to boost the employer-employee relations
(Goodman, 2008).
Further, regulatory body has played a significant role in resolving the conflict of
management and employees. In this context, certain legislations have been modified with a
motive to resolve the conflicts with best solutions. The majority critical disputes are resolved in
the court by independently in the industrial relationships.
(d) Trade Union:

Trade union possess a key responsibility of developing healthy relations among employer
and employee. It is essential that they focus on meeting with employee right but should not
create negative situation. Also, no influencing actions must be provoked by trade union and
should always remain ethical.
Task 2
2.1 Procedure an organization should maintain when dealing with diverse conflict circumstances
There are many processes to deal with various conflict situation. Among this process
identify different way and solved conflict between employees and employer in an organization.
Process are as follows:
Identify the conflict causes: This is the first step that identify problems regarding to
employees relation in work places. They has many causes which arises conflict in the market.
Conflict causes are as follows:
 Process of improper manage training develop conflict between company staff.
 Unfair treatment with the worker through by the NHS manager.
 Communication is very important to develop organizational goals and objectives but lack
of human action in market create conflict. Ways of implement by solve procedures.
Identify the ways of solving conflict: This is the second process that solve clash between
company staff. There are many factor to reduce disagreement like:
 Regularly review for the verbal job description.
 Make best and safety working place for the worker.
 Listen to the company staff problems.
 Provide employee recommendation Develop proper opportunity regarding to business performances.
Ways to implement solving procedures: There are many ways for manager solve quarrel
between among the staffs are as follows:
 Make a conversation through by the human resources manager.
 Provide best communication.

Conflict can be defined as the strong disagreement between parties for a particular interest which
exists among British medical associations (BMA), NHS employers and Government on the issue
of a new contract about junior doctors. There are various types of ways to resolute an individual
conflict. In addition to this, it can be said that by having an effective discussion and clarification
about the disagreements the issue can be resolved. Government must introduce a system to have
better contact with doctors because of various reasons. NHS must have improvement in facilities
so that patient can attain treatment as per marked standards. Responsibilities allocation must be
appropriate in order to have sustainable development. It is necessary for management to ensure
that overall development in respect to facilities must be referred according to needs. Staff needs
also need to be identified and resolved properly so that better support can be offered to overall
development. Death rate in NHS can be reduced if rectified new contract can be implemented
because it will ensure the safety and security of junior doctors which will help to continue their
service by making suspension of their strikes. It also indicates that by having a proper
satisfaction with the employees needs the overall process also need to be identified.
The claim and reaction which the junior doctors pointed out need to be solved by
Government to ensure the smooth service in NHS. It is also necessary for the management to
consider diverse values related with the operations of treatment process. It allows to have long
term sustainability and ensure that long term opportunities can be identified. The guardian of
safe working hours needs to rectify a lot for the convenience of the junior doctors. By having an
reference of the methods like day to day monitoring, regular feedback process the issues can be
resolved in desired manner.
2.2 Key features of employee relations
NHS should be intended about workers relation and it play important role in a business. A key
factor includes in the workers relation are provide flexible working hours to their employees.
There are many key factors like collective disputes, Strike action, stick statistics and no- strike
agreement etc.
Compensation and payment process: This is the best feature related to employee’s
relation which can striking on the workers relationship. It is a role and responsibility of the
company to give effective cost according to business performances. Above this process follows
many rules and regulation for NHS.

Working condition: A safety environment develop effective job performances. It can lead to
increase employee’s confident level and modify work places. Under This condition is very
powerful to reduce disagreement between company's staff.
 Collective disputes: This is the best way that define company performances according to
business employees. It collect many information like number of workers group. After
arising four demands, including safety and security for junior doctors, implementing
guardian safety rule, ensuring conditions for those who work less than full time and
deciding how working hours will be evaluated, from BMA the government immediately
solve first two problems. In addition to this, employees must have coordination with the
rules and regulation for improvement.
Working management: A manager is a crucial part that define their duty and obligation
regarding to employees relation.
Conflict resolution: This is a best process that provide benefits to an enterprise. NHS has
many techniques that reduce conflict between company employees.
 Stick action: A strike is a places that the employees work. It is used to large number of
the workers in an organization. Employee’s relation is very essential to archive goals and
objectives and define the business values regarding to company performances.
 Consultation and Negotiation: NHS employers can contact with junior doctors to find a
solution how to surpass the conflict where collective bargaining is considered as a best
approach. NHS employers declared the previous contract as obsolete and unfit for the
desired purpose. By making interaction with the government the junior doctors can
intensify their other benefits where doctor will get a premium rate based on the pay band.
For making deal smoothly successful the NHS employer can bring third party to achieve
their interest. With an application of negotiation the needs can be managed effectively. It
will also assist in ensure that conflict situation is being resolved properly.
2.3 Assessment of the effectiveness of procedures
The procedure used many process that create conflict between the employees in market
places. Above system may be harmful to solve disagreement between company's staff in an
organization. Struggle areas and include mutual interest, rules or principals and many

approaches in market. Employee’s relation is a best approaches to solve the conflict in different
situation.
Arbitration solve different issues at many middle and large group. The win-win
approaches is very popular to define key factor of worker relation. Conflict management is a
process to removing cognitive barrios to statement. This is a best techniques that focus on
changing company structure and process etc. The manager should realize the reason why the
conflict arise related to different culture and condition. In addition to this, it can be said that
effective consideration of needs is also significant so that better outcome can be attained. It has
been noticed that by having application of methods like negotiation and other aspects the
dissatisfaction’s over the new contract has been reduced. It has allows to have better
coordination with the doctors so that long term objectives can be accomplished. Also
effectiveness of operational values has also been advanced in critical manner. In that case,
negotiations between the BMA and the Government play a great role to reduce arising conflict.
After being confirmed about certain issues about patient safety, the forum of junior doctors has
suspended the predetermined strikes (Sammartino, 2002).
The clarification of the disagreements has also helped both of the parties to visualize the
situation from the mainstream. The concerning issue of the new junior doctors has been resolved.
The implementation of guardian safe working role which main theme is to keep some alternative
options for doctors so that they can be out of their job temporarily because of illness and fatigue,
has brought doctors satisfaction over the conflict. How the junior doctors salary will be provided
and how the authority will consider the issue of providing treatment relating to weekend, are yet
to resolve. Both the BMA and government have the common tendency to solve the issue of
increasing death rate. Governments wishing to implement seven day NHS has opposed by the
researchers because of the lacking of current funding. But, the government’s new imitative of
providing 10 million pound will solve that issue.
Task 3
3.1 Enlighten the role of negotiation in collective bargaining procedure.

Collective bargaining is a representative procedure of making relationship between employers
and employee by the appointed authority or body. If the Employees’ dissatisfied toward
employer them if may exaggerate in employees because of several factors such as less salary,
risky, flexibility in office and trouble someness work environment, improper communication
system, pressure from employer, fruitless training ways etc. This also define as negotiation by
the employment conditions of work between a staff. It is a process that take the best place
regarding to company employees. The BMA are bargaining over the new contract in different
ways of bargaining such as distributive, integrative etc. (Zhou, 2012).
BMA have defined the many role according to trade union. The best role of negotiation to
collective bargaining to a small business. Company has many abilities to terminate employees
quickly when there is a trade union and also utilize different process.
At the given case scenario, the British Medical Association (BMA) is works as the
collective bargaining agent with respect to junior doctor. While junior doctors were striking
against the bargaining over new contract as a consequence that outpatient schedules had been
canceled. The British Medical Association had announced many times with variety type of
strikes before the close of year. While junior doctors are trying to create a campaign for “Justice
for Health” but the problem they were facing is the court declared that was unlawful. At that
time, four individuals strikes from 12 to 16 September. The British Medical Association also
suspend strikes because at that time strikes are not safe. But BMA also announced four rounds of
attacks among October to December 2016 work hours over the several times (Donnell, 2016).
The representative of the collective bargaining agent (BMA) is Dr McCourt who told to reduce
or solve reaming two priorities and make effective plan. The BMA also has elevated a definite
concern such as parents who works for pert-time. The new NHS policy of the government’s
seven-say is raised by the BMA on the half of junior doctors.
First of all, junior doctors are taking strikes systems. Though BMA may take other alternatives to
strikes such as mediation, fact finder, arbitration etc. While there has no formal authority order a
resolution, those majorities time mediation is the most appropriate in which a responsible person
hears the both and facilities and the process of negotiation (Moore, 2014). Company has many
abilities to terminate employees quickly when there is a trade union and also utilize different
process.