Employee Relations: Conflict Resolution and Trade Unionism Report

This report examines employee relations within an organizational context, addressing conflict resolution strategies such as unitary and pluralistic frames. It assesses the impact of trade unionism on employee relations, highlighting key historical events and contemporary challenges. The report identifies key players in employee relations, including HR personnel, trainers, financial heads, and chairpersons, emphasizing their roles in fostering positive employee relationships. Task 2 focuses on handling conflict situations within organizations, specifically referencing NHS employers and the British Medical Association (BMA), outlining key factors for managing employee relations, including discrimination laws and conflict resolution processes. Task 3 delves into negotiation in collective bargaining, assessing the impact of different strategies. Finally, Task 4 explores the influence of the EU on industrial democracy in the UK, examines methods for employee participation, and assesses the impact of HRM approaches on employee relations.

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Employee Relation
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Employee Relation
Contents
1.1 Unitary and pluralistic frames that reflect the implications to solve the conflict among the
employees.............................................................................................................................................3
1.2 The assessment of the changes in trade unionism have affected the employee relation................4
1.3 The role of the key players in the employee relation.......................................................................5
Task 2.....................................................................................................................................................6
Handling conflict situations at organisation (NHS employers)...............................................................6
Key factors for the relations of employees............................................................................................8
Effectiveness of the method from the aspect of both of the parties...................................................10
Task 3...................................................................................................................................................11
Negotiation in collective bargaining....................................................................................................11
Impact of the strategies after negotiation...........................................................................................12
Task 4...................................................................................................................................................14
4.1 The assessment of the influence of EU on the industrial democracy of UK...................................14
4.2 The popular methods which are used to gain employee participation and involvement in the
decision-making process......................................................................................................................15
4.3 The assessment of HRM approach on employee relations............................................................16
References...........................................................................................................................................18
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1.1 Unitary and pluralistic frames that reflect the
implications to solve the conflict among the employees
In the field of business, any organisation may face the problem of conflict of confliction
among the employees. There are many ways by which this conflict can be solved. Here, in
this case, the above-mentioned two frames are the best options to solve the conflict.The
above mentioned frames are best ways to deal with the problem of confliction. The methods
are as follows.
Unitary frames
Unitary frames mainly starts from the values as well as assumption which says that the
conflict among the manager and the employee is not expected. Unitary frame says that the
conflict mainly occurs from the behaviour of the managers and the employee. This frame
mainly deals with the problematic situations among the managers and the employees. In a
particular organisation, many controversies arise which that create those problematic
situations among the employees and the managers. As far as my opinion is concerned, this
frame is the best way to deal with this kind of problem.
Pluralistic frames
Here in this frame, the method says that the conflict can be removed by dividing the
organisation into groups and subgroups where each member of the group will have their own
targets to achieve. . Each member of the groups will have their targets to achieve.
Individuality is the key factor here in this frame to avoid the conflict.Pluralistic frame says
that individuality is the key factor to avoid the conflict among the employees and the
managers. There are two key terms in this frame, the trade unions, and the management. The
management deals with the process of the work where the union mainly focuses focus on the
target which has be achieved by the that is to achieve by the employees. As a result, there
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doesn't occur any collision among the management team and the employees.As a result the
collision among the employees and the managers can be avoided. My opinion says that this is
the best way to avoid the conflict of any organisation.
History says that the conflict among the employees and the managers are there from the
beginning. If I take a look back at the history of the employee relationship factor, then I can
surely say that the fact of confliction has been there from the first step. It means that if there
is where there is any organisation or industries with numbers of an employee working, the
conflict will occur for surethe matter of confliction will come along side. Wrong decision
making process and one sided decision mainly create the problem among the employees as
well as among the managers. As the pluralistic frame deviates firms to powerful sub groups,
each group must be loyal to their objectives and the leaders. In many organizations, pluralism
is represented as more suitable and perfect. Employment relationship is better to describe in
this kind of situation.. This is so because there are many situations where the decision-making
process goes wrong, many decisionmany decisions goesgo against many employees that
create the problem. Moreover, there had been a situation like a factory lockout, the financial
loss of the company. Where the workers or the employees have ruled out of the company and
as a result, the conflict occurred. Anyhow, these two frames here are designed to solve these
kinds of complicated cases. I cannot say that these two frames are completely safe and always
give the positive feedback, but all I can say is that there are no other frames that can handle
the situation better.
1.2 The assessment of the changes in trade unionism
have affected the employee relation
The trade mainly became becomes powerful in the early stages of the 20th century. Many a
times, it was seen that the trade union called a strike for no reason,reason; this was where the
court came into play and told that they would sue the trade union if they continue to do the
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same. Starting from the early stages of 1923 to 1929 it was the main time when the trade
union used to rule the industries by their own with their made decisions. The old industries
like coal mining were going down that time, and one would say that it was the time when the
main conflict occurred. Many workers were cut down from the working list. As a result, the
trade union called the strike again, and during that period many workers died. Accordingly to
me, this was not a good move as the court already ordered to sue the trade union. The
general strike took its place in the year 1926, 3rd May. Since, the workers died on 1st May,
during the time of the strike, the day is observed as May Day till now. According to my point
of view, the May Day is the clear sign of an imperfect relationship among the employees and
the manager of any organisation. It is clear from the history that the trade union was not not
that much successful in early stages, butbut slowly when it came to the part of employee
relationship, it became a popular aspect. Sometimes, the process of making trade union is
proven to be the solution of the confliction. This method is mainly used in the pluralistic
frame as mentioned above. Being in the early stages of the 21st century, I cannot say that
there is no conflict is no confliction. Many cases like, factory lockout, the financial
breakdown of the company arebreakdown of the company is still there to be seen in the
market where the problems of conflictions occur. Lack of communication and responsibility
are the main reasons behind this confliction.
1.3 The role of the key players in the employee relation
According to my point of view, tThere are so many key peoples in a particular
organisation who play vital role to vital roles to maintain the perfect employee relation.
 HR personnel
 Trainer
 Financial Head
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 Chairperson
The people who belong to the above-mentioned department play the key role to take the
employee relationship to a different standard.
HR personnel
The person who holds this post can be termed as the leader. I have seen that aAll the qualities
and the abilities are there in the person's characteristic that a leader should have. First of all,
they can design the job very well. It means that the employees who are willing to work in a
particular field get all the help from the Human Resource personnel. They set the perfect
environment for the employees. Perfect planning of the job is done by this team and
according to me. iIt reflects that the path of work is set by the HR personnel and the
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employees find themselves to be in an easy situation. This makes them work with a free
mind.
Trainer
I strongly believe that eEvery organisation must have perfect trainers to train the
employees who have come to work. Mainly the employees who are fresher and don’t know
anything about the job must be taken through a perfect training session. So it is clearly
indicating that the trainer must also have enough knowledge to describe the job. This will
make the employees eligible for the desired job I suppose. It is a big factor in the field of
employee relation.
Financial head
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The financial head of any company plays a good role in the field of the employee
relationship. I think that allAll the knowledge about the relationship needs in finance is
provided by him. This is done when the financial head is trying to develop the employee
relationship.
Chair pPerson
In every organisation, there is a chairperson who controls everything. The employee team, as
well as the management team, are totally controlled by this person only. Here, in this case,
employee relationship is mainly controlled by the chairperson by the process of giving
rewards. Every employee of any organisation mainly works for increments and rewards.
According to my experience pProper rewards and increment help a lot to maintain the
employee relationship. Promotions, rewards, and increments are the main three facts that
help a lot build a solid relationship among the employees.
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Task 2
Introduction
There are some definite legislation of UK government which followed by BMA upon junior
doctors. The specific acts of employment equality, racism, human rights are worked on this
place. BMA has to maintain the situations facing by junior doctors, through the legislation
and regulations of UK government.
Handling conflict situations at organization (NHS employers)
To handle with different conflict or critical situations NHS employers follow some specific
rules and legislation directed by UK government. NHS employers have to deal with variant
kinds of situations which seem to be like grievances of workers at the place of work,
miscommunications, internal disturbances among junior doctors and so many other issues
which consume time and costly too. Sometimes NHS employers deal with situations which
consisted of a poor morality of junior doctors as well as motivational thoughts of
them(Averineni, 2012). There are some legislation which roll around the government, BMA
and junior doctors which are kept in details at the following.
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 Anti-Discrimination Law
 Discrimination on Race and Ethnic
 UK law on Equal Opportunities
Under the law of equal opportunities there are some other wings which are noted as, race
relations, the equality of employment which determines upon sexual orientation, act upon
disability discrimination and the act on human rights.
Dealing with employee
Key factors for dealing with a single number of employee
 At the workplace junior doctors may face serious situations where it fells upon human
rights or disability discrimination, BMA must has to put effort on this section by the
legislation.
 There can be held the situations which fell upon racism and employment equality
rules and regulation.
 Sometimes it may happen that the employee is misbehaving at the work place and
NHS employers’ duty it is to deal with that situation and give the employee a
preliminary warning and then a final last warning and after that dismissal.
Key factors for dealing with multiple numbers of employee
 BMA have to put a pair of eye on the dealing with two junior doctors at the
workplace, junior doctors have to recognize the problem and will make out the
solution of that situation(Hayes, 2014).
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 Whether it can be the personal problems among two working junior doctors at the
work place, NHS employers have to deal with that critical situation with BMA and
junior doctors and try to solve with the best possible method they can provide.
 When the junior doctors misbehave at the place of work jointly, they would be given a
primary warning first, after that a final warning and then the ultimate dismissal.
 When there is any problem among two junior doctors which may cause
communication problem. BMA would have to solve the problem of them. These kinds
of situations may happen often.
Key factors for dealing with a group of employee
 The issues among a group of junior doctors or junior doctors will be handled by
BMA. The situations may be different kinds of which have to be often faced by NHS
employers.
 It may be about disciplinary issues of junior doctors which may be harmful for the
organization and have to be dealt by NHS employers.
 A critical factor of an issue may be of misbehaving at the working place and make a
solution of the problem by NHS employers. (Egelund, Alsultan and Peloquin, 2015).
Among group junior doctors, there may be a communication gap. BMA will solve the
problem there and resolve the problem of communication among the junior doctors of
that situation.
BMA deals with these kinds of situations very often. The critical issues have been solved by
them profoundly.
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Key factors for the relations of junior doctors
Making a smooth environment at the place of work and perfect employee relation through the
legislation of UK government which are maintained by BMA that would be a basic job have
to be maintained by NHS employers; as well as these factors make the service smooth of the
organization(Belkić and Savić, 2013). The key factors which are consisted of employee
relations would be explained below:
Ideological framework
The legislation provided by the UK government would be followed by the junior doctors
through the much disciplined way. It will be detected as offensive if the junior doctors
misbehave at the working place(Huang, 2014). BMA will handle these issues at the
workplace by the rules of government through BMA. A clean and nice environment at the
place of work is needed fundamentally as well as the code of conduct, and the legislation
would also be under the surveillance of NHS employers.
Conflict and Cooperation
There variant conflicts at the organization that may consist of understanding issues or
communication errors. NHS employers have to motivate the junior doctors to make their job
efficiently as well as they would also be influenced by the junior doctors at the place of work.
There may be different situations which can be consisted of proper wages for the junior
doctors for their working hours(Costas and Karreman, 2013The junior doctors’ sick leave,
sick pay, holidays and many other different issues are there which would be recognized and
fixed by NHS employers. The regulations on racism and sexual equality maintained by the
BMA and other legislations on junior doctors should have to be followed.
Consultation
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In the organization, the junior doctors can face variant situations consisted of difficulties
during their work, and they would make them doable by the help of the employers. BMA
would have to make an environment of work which will be so smooth that junior doctors do
not get hesitated to ask for their difficulties to the employers. If they consult their working
difficulties with NHS employers, the service will be better as well.
Negotiation
UK government has been fixed some rules and legislation for the organizations, and the BMA
and junior doctors both of those parties have to maintain them profoundly. At organization,
the junior doctors would be given fixed working hours and specific wages followed by that.
Other than these there are different legislation about sick wages, holidays, sick leave and
much more there are. These all are the rights of junior doctors, and NHS employers are bound
to make this legislation happening. If the junior doctors face some difficulties around these
issues, they would have to fix a representative who will ask for them towards NHS employers
and employers will negotiate with the rep and will come to a point at where the organization
would not get harmed as well as the need of the junior doctors would be satisfied(Malchow-
Møller, Munch and Skaksen, 2012). The point of negotiation is where both of the need of
organization and junior doctors would have to be satisfied.
Effectiveness of the method from the aspect of both of the parties
Variant perceptions are there of NHS employers and junior doctors at this stage of a situation.
The reviews of the both parties are different, and they are given below.
BMA
The chief target of the BMA would be to make the organization beneficial as well as they
have to satisfy the junior doctors through their rights(Dale-Olsen, 2013). UK government has
provided legislation which has to be maintained technically by the NHS employers, the
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legislation, and rules, regulations are in the kilfu of junior doctors so that it is essential to
maintain them profoundly(Miscommunication involving ‘standard care’, 2011). The specific
code of conduct is by like specific wages, fixed working hours, extra salary for extra work by
the mean of time or overtime, allowances, sick leave along with sick pay, holidays and much
more which have to be followed by(Mishra and Smyth, 2013). Primarily the employers will
have to satisfy the organization, and along with that, they have to take care of the junior
doctors at the place of work. It may happen in some cases that the junior doctors are not
getting understand their work, and then junior doctors have to make them understand the
work as that they can do the job more efficiently. The environment of the workplace will have
to be smoother that if any of the junior doctors are facing difficulties with their work they can
ask the authority for that work. Beside this BMA will fix the issues of the junior doctors’
internal problems as those can be of communication gap among group junior doctors, at that
stage the NHS employers have to fix the bugs(Comparative Study of Job Satisfaction
between Junior doctors of Virtual Teams and Traditional Teams, 2016).
Junior doctors
As NHS employers and BMA will maintain the legislation, the junior doctors also have to
follow some regulations during the working stages. The junior doctors will have to do their
job through a much kilful way(Miscommunication involving ‘standard care’, 2011).
Misbehavior at the working place will be taken as offensive by the code of conduct. During
the period of work the junior doctors may have to face off variant critical situations, for these,
they will consult with their authorities so that the environment of the field of work has to be
smooth. For satisfying the needs of junior doctors they have to make a representative among
them, the rep will ask for their issues to authorities(Jung, 2011). So these total procedure will
be followed by both NHS employers and the junior doctors as well as.
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Conclusion
The issues which are faced by junior doctors will be resolved by the mean of UK legislation
procedures. BMA will recognize the issues and has to work through the given procedures.
The junior doctors of the healthcare organizations would have to follow the rules provided by
the UK government.
Task 3
Introduction
The effectiveness of collective agreement through the procedure of collective bargaining
among BMA and junior doctors will get up to a saturated state where both of the parties
would have to satisfy. This procedure of negotiation is also be depicted as the method of
Collective Bargaining.
Negotiation in collective bargaining
The term Collective bargaining is also depicted as a mechanism tool for industry. By the
perception of negotiation and working with the employment relationship are done by this
factor. A representative will be selected by the junior doctors among of them, and he will
narrate their issues and needs also to the authorities so that NHS employers can work over the
issues and negotiate with the junior doctors followed by it(McKibben, 2013). There are some
key factors over which the working and methodology would be followed by, and those are
given below:
 Collective bargaining and collective agreements, both are of different issues.
Collective agreement termed as a result of a collective agreement.
 The procedure is mentioned to improve the technicalities of the organization.
 The practice develops the relation between BMA and the junior doctors followed by.
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 The procedure helps to motivate the junior doctors by satisfying their needs.
 It is also about the modification of the desires or needs of junior doctors up to a
specific level of consideration.
 The government participates at this matter, and the legislation provided by it is so
important that it is called bipartite.
Impact of the strategies after negotiation
NHS employers apply different strategies for the development of the organization as well as
satisfy the needs of the junior doctors. It is the responsibility of the employers to take care of
the junior doctors by the mean of satisfying the organization too. When there would be any
issues among the junior doctors, they will vote for a representative from them, and the rep
will explain the issues in front of BMA(Lucas, 2010). Then the employers will consider the
issues and solute them up to a specific consideration level. First BMA will try to replace their
issues with something different; after that, if the junior doctors do not get satisfied with this,
then the process of negotiation initiates. NHS employers and junior doctors would come to a
state of negotiation where the issues among the junior doctors may decoy as well as the
organization does not get affected. Now it is the matter of the fact that the negotiation
becomes smoother, which helps in this case that is nothing but a smooth relation between
junior doctors and NHS employers as well as a refreshing environment of the working
place(Issue Information, 2016). BMA have to follow the legislation provided by the UK
government and the regulations followed by. So from the aspect of legal and general
strategies both the organization would be maintained carefully which are consisted with the
following steps:
 At the inception of any issues among the multiple or with the single employee in the
organization, an employee will first mention a representative from them.
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 After that, the issues would be clarified and then the rep will explain the problems to
NHS employers and the employers will take them as identified issues of the
organization.
 When NHS employers are briefed the issues by the rep, they will apply different
strategies to fix them.
 The employers have to face towards the organization first, and they would try to
replace the needs of the junior doctors with relevant opportunities.
 Then the negotiation arises where BMA and the junior doctors both will come to a
saturated state.
 This is how the total procedure consisted of, and the organization along with the
junior doctors would be satisfied by BMA.
Conclusion
The ultimate fact of the text lies upon the bargaining and negotiation among BMA and junior
doctors. So the above points are mentioned to make smooth communication between both of the
parties. There are specific legislation of UK government which deals with this method of negotiation.
Task 2
Handling conflict situations at organisation (NHS
employers)
To handle with different conflict or critical situations NHS employers follow some specific
rules and legislation directed by UK government. NHS employers have to deal with variant
kinds of situations which seem to be like grievances of workers at the place of work,
miscommunications, internal disturbances among employees and so many other issues which
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consume time and costly too. Sometimes NHS employers deal with situations which
consisted of a poor morality of employees as well as motivational thoughts of
them(Averineni, 2012). The critical situations are sometimes among multiple or group of
employees, sometimes it occurs on two employees, or it may be for the single employee. The
key factors of different conflict situations which are dealing with NHS employers are given
below.
Dealing with employee
Key factors for dealing with a single number of employee
 When an employee serves poor performance, NHS employers deal with that situation
and motivate the employee to provide good performance and manage them to do the
better quality of work.
 It can be whether an employee does not understand the work perfectly so that the
given service of that employee is of inferior quality, at that time the duty of the NHS
employers is to make that employee understand his or her job properly.
 Sometimes it may happen that the employee is misbehaving at the work place and
NHS employers’ duty it is to deal with that situation and give the employee a
preliminary warning and then a final last warning and after that dismissal.
Key factors for dealing with multiple numbers of employee
 NHS employers have to put a pair of eye on the dealing with two employees at the
workplace, NHS employers have to recognise the problem and will make out the
solution of that situation(Hayes, 2014).
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 Whether it can be the personal problems among two working employees at the
workplace, NHS employers have to deal with that critical situation and try to solve
with the best possible method they can provide.
 When the employees misbehave at the place of work jointly, they would be given a
primary warning first, after that a final warning and then the ultimate dismissal.
 When there is any problem among two employees which may cause communication
problem, NHS employers would have to solve the problem of them. These kinds of
situations may happen often.
Key factors for dealing with a group of employee
 The issues among a group of employees will be handled by NHS employers. The
situations may be different kinds of which have to be often faced by NHS employers.
 It may be about disciplinary issues of employees which may be harmful for the
organisation and have to be dealt by NHS employers.
 A critical factor of an issue may be of misbehaving at the working place and make a
solution of the problem by NHS employers. (Egelund, Alsultan and Peloquin, 2015).
Among group employees, there may be a communication gap. Employers will solve
the problem there and resolve the problem of communication of that situation.
NHS employers deal with these kinds of situations very often. The critical issues have been
solved by them profoundly.
Key factors for the relations of employees
Making a smooth environment at the place of work and perfect employee relation through
that would be a basic job have to be maintained by NHS employers; as well as these factors
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make the service smooth of the organisation(Belkić and Savić, 2013). The key factors which
are consisted of employee relations would be explained below:
Ideological framework
The legislation provided by the organisation would be followed by the employees through the
much-disciplined way. It will be detected as offensive if the employees misbehave at the
working place(Huang, 2014). NHS employers will handle these issues at the workplace. The
code of conduct of the organisation would also have to be maintained by NHS employers. A
clean and nice environment at the place of work is needed fundamentally as well as the code
of conduct, and the legislation would also be under the surveillance of NHS employers.
Conflict and Cooperation
There variant conflicts at the organisation that may consist of understanding issues or
communication errors. NHS employers have to motivate the employees to make their job
efficiently as well as they would also be influenced by the employees at the place of work.
There may be different situations which can be consisted of proper wages for the employees
for their working hours(Costas and Karreman, 2013The employees' sick leave, sick pay,
holidays and many other different issues are there which would be recognised and fixed by
NHS employers. The employers have to understand their job and do them efficiently by the
help of the employers in the working field.
Consultation
In the organisation, the employees can face variant situations consisted of difficulties during
their work, and they would make them doable by the help of the employers. NHS employers
would have to make an environment of work which will be so smooth that employees do not
get hesitated to ask for their difficulties to the employers. If they consult their working
difficulties with NHS employers, the service will be better as well.
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Negotiation
UK government has been fixed some rules and legislation for the organisations, and the NHS
employers and employees both of those parties have to maintain them profoundly. At
organisation, the employees would be given fixed working hours and specific wages followed
by that. Other than these there are different legislation about sick wages, holidays, sick leave
and much more there are. These all are the rights of employees, and NHS employers are
bound to make this legislation happening. If the employees face some difficulties around
these issues, they would have to fix a representative who will ask for them towards NHS
employers and employers will negotiate with the rep and will come to a point at where the
organization would not get harmed as well as the need of the employees would be
satisfied(Malchow-Møller, Munch and Skaksen, 2012). The point of negotiation is where
both of the need of organisation and employees would have to be satisfied.
Effectiveness of the method from the aspect of both of
the parties
Variant perceptions are there of NHS employers and employees at this stage of a situation.
The reviews of the both parties are different, and they are given below.
NHS employers
The chief target of the NHS employers would be to make the organisation beneficial as well
as they have to satisfy the employees through their rights (Dale-Olsen, 2013). UK
government has provided legislation which has to be maintained technically by the NHS
employers, the legislation, and rules; regulations are in favor of employees so that it is
essential to maintain them profoundly(Miscommunication involving 'standard care', 2011).
The specific code of conduct is by like specific wages, fixed working hours, extra salary for
extra work by the mean of time or overtime, allowances, sick leave along with sick pay,
holidays and much more which have to be followed by(Mishra and Smyth, 2013). Primarily
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the employers will have to satisfy the organisation, and along with that, they have to take care
of the employees at the place of work. It may happen in some cases that the employees are
not getting understand their work, and then NHS employees have to make them understand
the work as that they can do the job more efficiently. The environment of the workplace will
have to be smoother that if any of the employees are facing difficulties with their work they
can ask the authority for that work. Beside this NHS employee will fix the issues of the
employees' internal problems as those can be of communication gap among group employees,
at that stage the NHS employers have to fix the bugs (Comparative Study of Job Satisfaction
between Employees of Virtual Teams and Traditional Teams, 2016).
Employees
As NHS employers will maintain the legislation, the employees also have to follow some
regulations during the working stages. The employees will have to do their job through a
much skilful way (Miscommunication involving 'standard care', 2011). Misbehaviour at the
working place will be taken as offensive by the code of conduct. During the period of work
the employees may have to face off variant critical situations, for these, they will consult with
their authorities so that the environment of the field of work has to be smooth. For satisfying
the needs of employees they have to make a representative among them, the rep will ask for
their issues to authorities (Jung, 2011). So these total procedure will be followed by both
NHS employers and the employees as well as.
Task 3
Negotiation in collective bargaining
The term Collective bargaining is also depicted as a mechanism tool for industry. By the
perception of negotiation and working with the employment relationship are done by this
factor. A representative will be selected by the employees among of them, and he will narrate
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their issues and needs also to the authorities so that NHS employers can work over the issues
and negotiate with the employees followed by it(McKibben, 2013). There are some key
factors over which the working and methodology would be followed by, and those are given
below:
 Collective bargaining and collective agreements, both are of different issues.
Collective agreement termed as a result of a collective agreement.
 The procedure is mentioned to improve the technicalities of the organization.
 The practice develops the relation between NHS employers and the employees
followed by.
 The procedure helps to motivate the employees by satisfying their needs.
 It is also about the modification of the desires or needs of employees up to a specific
level of consideration.
 The government participates at this matter, and the legislation provided by it is so
important that it is called bipartite.
Impact of the strategies after negotiation
NHS employers apply different strategies for the development of the organisation as well as
satisfy the needs of the employees. It is the responsibility of the employers to take care of the
employees by the mean of satisfying the organisation too. When there would be any issues
among the employees, they will vote for a representative from them, and the rep will explain
the issues in front of NHS employers(Lucas, 2010). Then the employers will consider the
issues and solute them up to a specific consideration level. First NHS employers will try to
replace their issues with something different; after that, if the employees do not get satisfied
with this, then the process of negotiation initiates. NHS employers and employees would
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come to a state of negotiation where the issues among the employees may decoy as well as
the organization does not get affected. Now it is the matter of the fact that the negotiation
becomes smoother, which helps in this case that is nothing but a smooth relation between
employees and NHS employers as well as a refreshing environment of the working
place(Issue Information, 2016). NHS employers have to follow the legislation provided by
the UK government and the regulations followed by. The regulations and legislations of UK
government are clearly notified in the agreement which signed by different employers of
NHS, and they need to follow these policies to avoid legal hazards. So from the aspect of
legal and general strategies both the organisation would be maintained carefully which are
consisted with the following steps:
 At the inception of any issues among the multiple or with the single employee in the
organisation, an employee will first mention a representative from them.
 After that, the issues would be clarified and then the rep will explain the problems to
NHS employers and the employers will take them as identified issues of the
organisation.
 When NHS employers are briefed the issues by the rep, they will apply different
strategies to fix them.
 The employers have to face towards the organisation first, and they would try to
replace the needs of the employees with relevant opportunities.
 Then the negotiation arises where NHS employers and the employees both will come
to a saturated state.
 This is how the total procedure consisted of, and the organisation along with the
employees would be satisfied by NHS employers.
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Task 4
4.1 The assessment of the influence of EU on the
industrial democracy of UK
It has been seen that there are many policies formed by the in the European Union to
control the internal function of the business as well as the organisation. The policies are
trade policy, recruiting policies, environment control policies, anti-harassment policies,
employee relationship maintain policies, training policies, safety and healthy workplace
policies, HRM policies. All of the policies are there mainly to influence the industrial
democracy of the employees. Like for example,
 The anti-harassment policy helps the a woman to join any company and move
around the office without any fear. The mental problem like harassment
problem is totally sorted out in this situation.
 Trade policy is another kind of policy where it gives the freedom to any
organisationorganization to trade internationally. It is mainly the derivatives of UN
that indicate the freedom at any organisation.
 The democratic right of the employees is described by the safety and healthy
workplace policy. This policy mainly helps to build a better workplace where the
worker can work without any fear and tension. This is another way to measure
the degree of freedom of an organisationorganization.
 The perfect employee must be chosen for the right job. It means that every single
job deserves a perfect employee and that can be mainly done by the recruiting
policy.It means that only the eligible employees must be appointed to particular jobs.
This is the initial policy as everything depends on the recruiting part This policy can
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be termed as the base policy as it is the initial stages depending on which the desired
target will be achieved.
 Recruited employee must be considered as a fresher and must be trained
properly to get the best result out of them. It means that every single
organisationorganization must have a perfect training team who will train the new
employees. These trainers are the person who will teach the employee about the
democratic rights. The degree of freedom can be measured by this policy.This policy
is also a measurement of the degree of freedom if the employees are trained properly.

4.2 The popular methods which are used to gain
employee participation and involvement in the
decision-making process
There are very few methods to describe the employee participation and involvement,
in the decision-making process. The involvement of the employees in the decision-making
process is another topic of debate. There is a belief in the worker's union that they should also
be a part of the decision-making process. The main problem is started from here. This is the
source of every controversy. Anyway, the methods of the participation is mentioned below
 Participation through ownership: This process of participation is very clear.
Employees can buy the shares of the company. The person who buys share not only
can take a financial decision but also helps the company financially. It puts a positive
impact on the employee.
 Participation at the board level: Industrial democracy is known as the
representation of the employees at the board level. In this case, all the problems of the
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employees are kept in front of the managing committee. This process also guides the
board members to invest in employee benefit schemes.
 Participation in the schemes of suggestion: This form of participation clearly
indicates that the employees of any organisationorganization can be a part of the
companies' decision-making the process by suggesting good ideas which will help the
that twill help the company to increase its business. The employees are always very
willing to join the decision-making process, so this process of participation is made
becauseas every small decision all together can make a fruitful decision. Thisthat
can make a huge difference in the outcome.
 Quality circles’ participation: A a quality circle is a group of people in the
company who works accurately and arecompany who works accurately and is expert
in their field of work. This group of people always keepThis group of people always
keeps one thing in mind, that they will have to do their work very uniquely
efficiently and within the given deadline. In another words, it can be said that this
group of people are much disciplined rather than the other employees in the
organisationorganization. This type of team are there in every organization Every
organisationorganization has this kind of teams in numbers. The decision making
authority allows these teams to join the decision-making process. In other words, it is
clear that this team arethis team is eligible enough to play a big role in the decision-
making process.
 Collective bargaining participation: This participation refers to the process of
deciding certain rules for the company. It also indicates the collective agreements.
This is one of the perfect methods to ensure the participation of the employees in the
decision-making process. Nevertheless, this process must be well in control because
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most of the employees may try to take advantages of the power that are given to
given.
4.3 The assessment of HRM approach on employee
relations
There many aspects of employee relation which are directly or indirectly are directly or
indirectly connected with the Human Resource Management approach. This approach has
some features in it. They are as follows,
 The quality of health care delivery at all level must be checked every now and
then. The general requirements of an organisationorganization are mainly delivered
by the HRM. HRM team delivers every man source to do particular jobs.The team
which is required to do any particular work is provided by the HRM department.
 Every single organisationorganization requires a leader who will set good examples
by achieving targets in a disciplined way. This example is mainlycan be considered
as the path of work for the employees. Not only it makes the work easier, but it
increases the appetite of work in an employee. This leader is entirely provided by the
HRM team because they are the one who recruit employee can recruit an employee
and by gaining proper training that employee can become a leader one day. This has
been the main factor in the field of employee relation.
 HRM department can also provide also can provide the proper atmosphere of work.
There are many policies of work that can create a perfect environment for work for
the workers. These policies are controlled by the Human Resource Management team.
 The employees who have applied to work for a particular company are clearly
motivated by the HRM team.HRM team motivates the employee to work for the
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company. After the selection process, the team provides all sorts of information and
materials which help the that will help the employees to work easier. It sets a positive
impact in the mind of the employee about the company and also about the
management team.This create a positive impact for the organization.
As the conclusion, one can say that among many approaches HRM approach is the
best.HRM approach is the best approach among them all. It has many sides by which the
employee relation can be maintained in a proper way. The employees always look for a
good guiding team. HRM provides that team with proper eligible members working. The
satisfaction level of the employees' increases. and it makes them give their full effort for
the job. Lastly, not only the employees who are benefitted but the organisation also
get all the benefits because it's the HRM team of that organisation that is working
efficiently enough.
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