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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