Employee Relations: Conflict, Trade Unions, and Negotiation Strategies

This report delves into the multifaceted realm of employee relations, examining conflict resolution strategies, the impact of trade unions, and negotiation techniques within an organizational context, specifically using the National Health Service (NHS) as a case study. The report explores the unitary and pluralistic frames of reference in understanding workplace conflicts, assessing the influence of trade unionism on employee relations, and elucidating the roles of key players such as team leaders, employers, employees, and trade union representatives. It further analyzes the procedures an organization should follow when managing conflict situations, evaluates the effectiveness of conflict resolution processes, and investigates the role of negotiation in collective bargaining. The report also assesses the impact of negotiation strategies and the influence of the EU on industrial democracy, comparing various methods for employee participation and assessing the impact of human resource management approaches on employee relations. The report is a comprehensive analysis of key aspects of employee relations, offering insights into conflict management, negotiation strategies, and the role of various stakeholders.

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EMPLOYEE RELATIONS
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EMPLOYEE RELATIONS
Contents
Task 1..........................................................................................................................................................3
1.1 Pluralistic and Unitary frames of reference explaining the consequences of each of the
viewpoints for the appropriate means through which conflict is to be determined..................................3
1.2 Assess how changes in trade unionism have affected employee relations...................................4
1.3 Explain the role of the key players in employee relations............................................................6
Task 2..........................................................................................................................................................7
2.1 Explain the procedures an organization (NHS employer) should follow when dealing with different
conflict situations....................................................................................................................................7
2.2 Explain the key features of relations of employees relating to the above conflict situation...............9
2.3 Evaluate the effectiveness of procedures followed so far from both parties in this conflict situation
...............................................................................................................................................................10
Task 3........................................................................................................................................................11
3.1 Explain the role of negotiation in collective bargaining as in the above conflict.............................11
3.2 Assess the impact of the negotiation strategies adopted by both parties in the above conflict
situation and comment on other negotiating strategies and the potential implications it could have.....12
Task 4........................................................................................................................................................13
4.1 Assess the influence of the EU on industrial democracy in the UK.................................................13
4.2 Compare methods used to gain employee participation and involvement in the decision-making
process in organizations considering methods that have gained popularity in recent years and which
have declined.........................................................................................................................................13
4.3 Assess the impact human resource management approach has had on employee relations..............14
References.................................................................................................................................................16
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Task 1
1.1 Pluralistic and Unitary frames of reference explaining the consequences of each of the
viewpoints for the appropriate means through which conflict is to be determined
Conflicts are the scene of the question and the encounters between the business and the delegates
in a company which especially impacts the organization between the business and the employees
and makes the uneven execution level in a company. The companies need to make conflict
management system at the workplace. Adjacent to, professionals relations are the examination of
the piece of laborers to deal with the relationships between the representatives and the
organizations in a relationship to meet the spared relations and sensible correspondence in the
company (Proksch, 2017).
Based on the unitary frames, in workplace conflict is not expected behavior or relationship
between the manager and the employee. Moreover, a conflict starts from the incident or lead of
two individuals who influence unpromisingly on various employees to indulge support issues.
The unitary frame of reference is stressed with the perspective, an approach of practices,
attitudes, assumptions as well as values relating to administrative along with management
membership (Keet, 2010). Unitary frames start from the premise and costs. As indicated by my
experience, the particular frames communicate that for gaining accomplishment, people from a
particular organization or business firm must have similar objectives, values, and goals. It has a
utilization of mission statements and measures achievement through the authentic
accomplishment of set objectives. The employees of the company must ignore about their
individual part in the business firm and collaborate with coordination. I assume that the
employees are deliberated to be devoted, and the advantage of management is recognized as
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parental. The process is done based on everyone's preference. In this way, it can be deduced that
unitary frame of reference aids in clarifying strife among employees in a particular business firm.
Beside unitary structures, pluralistic frames expect a critical part in understanding conflict
among employees in a particular company. Here, the business firm diverges from a different
company into a substitute and exceptional sub-group. The pluralist perspective states that the two
rule sub-social occasions are the trade unions and the management. Moreover, each sub-groups
has its specific legal loyalties and with their course of action of objectives and leaders (Eunson,
2007). The piece of the directorate would incline less towards keeping up and controlling and
more toward impact and co-plan. I have found in by far most of the business firm that pluralism
implies as more impeccable and sensible. Also, trade unions are seen as authentic employees of
representatives. Furthermore, the conflict is directed by comprehensive exchanging and is seen
not by any methods as a disgusting matter and, if controlled, could in sureness be diverted
towards positive changes and development.
1.2 Assess how changes in trade unionism have affected employee relations
The designed groups of some individuals who choose to give the staff and workers of a business
firm with good working conditions and their rights are known as trade unions. Task 1.2 describes
the impact of changes in trade unionism in employee relations. I believe that the trade unions
must continue rethinking themselves to remain substantial. Furthermore, the trade unions have
changes the conditions of the relationship close to the employees. The trade unions must keep
reexamining for attracting, holding and creating membership from the new workforce.
In May 1831, the trade union was all around made (Kelly, 2012). In any case, the experts used as
a piece of the overall connection go into the city to hit with the necessities and throbbing for
building up the remuneration and the compensation rates and confining against the low pay rates
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gave and the general work. Consequently, this scene gave the trade union to display the
operations at the popular level. Trade unions were incorporated to offer assistance to the
authorities who have the dazzling working conditions at the workplace and the not sensible
conditions for the workers. I assume that the trade unions were set up to give the managers and
the works of the business and the organization the security against the misuse and to get the
change the working conditions. The company ponders of the fluctuating countries raises the trade
unions. As demonstrated by my viewpoint, the managers in the business firms have been
mistreated and are not overseen honest to goodness before the establishment of the trade unions
(Chaudhuri, 2015). Besides, the new methods of the attempts and the organization gave the
immensity to the pros and the works or the operators for working in the better condition and the
better conditions in which the right employees and the mechanical professionals can roll out
distinct improvement and the work with the security. The higher class people have the system to
manhandle these bosses. Likewise, the actions or the authorities or the delegates of the business
and the organization self-governing follows the trade union for the change of the employees and
the experts. It is the reason or the go for which the trade unions were solidified or confined to
upgrade the working and living conditions of the workers of the relationship for securing the
benefits of the employees as well as to guarantee their interests too (Vinten, 2000).
The trade unions are delimited for the better trading structures on the planet and the improved
employees and the work or the conditions of workers in an organization. After trade union has
grown, more delegates are found in the business firms. The trade union gave the enhanced wages
plan to the employees and the experts of the organization what's more pulled in the socialists.
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1.3 Explain the role of the key players in employee relations
The particular task is concerned about the major stakeholders in employee relations. The team
leaders, employer, employees, representatives of the trade unions are the key players in
employee relation. The role of the key players in employee relation are described below:
The role of team leaders: According to me, a leader should be a role model within his team, and
he or she should treat each and every one with same priorities at work. Based on my research,
most of the organizational leaders treats their members in a harsh manner. I think they are not
leaders, and they are boss because leaders inspire and motivate employees (Stewart, 2010). They
do not treat them inferior. Therefore, leaders should encourage and motivate a team. It is crucial
that the leader assigns challenging tasks to his team members according to his or her
specialization and interest. A conflict can be avoided in the workplace if the employees get
motivated from the leaders. Consequently, the performance of the team can be increased.
Employer and the employee: The connection between the employer and the worker plays a
significant role in the company. The link provides a healthy working environment, and the
employees should follow the rules and regulations of the company for maintaining the clean
environment. During the performance of a big project, it is necessary for the employees to keep a
healthy relationship with them. Poor communication can lead to the negative result of the project
(Hollinshead, Nicholls and Tailby, 2003). The employer anticipates from an employee that he
should be prepared for the open doors alongside the difficulties in the workplace. A worker
additionally expects that an employer should focus on his work. The employer should consider
the motivation strategy of the organization to grow the soul and lift up the employees' desire to
work to get the grand execution of the employees in fulfilling the various leveled destinations
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and the objectives. The employer and employee should consistently make a stable environment
for the relationship with their convincing correspondence and the direct.
The trade unions and the employee: The trade unions play a significant role in employee's
relation (Gennard and Judge, 2010). Besides that, the aims and objectives of the trade unions are
to enhance the relationship between the employer and the employee so that the particular
company can achieve benefits such as communication skill development. Apart from it, the
employees of the particular organization have various rights which are communicated by the
trade unions.
Task 1 is divided into three parts such as 1.1, 1.2 and 1.3. In the first part, workplace conflict is
resolved with the implementation of unitary and pluralistic frames of reference. In the second
part, the impact of changes in trade unionism on employee relations is discussed. At last, the role
of key players in employee relations is considered. Task 1 is a reflective essay. Today, conflict in
the workplace has increased a lot, and it seems to be the major issue concerning the managers of
the organization. Therefore, these needs to be solved by following proper strategies.
Task 2
2.1 Explain the procedures an organization (NHS employer) should follow when dealing with
different conflict situations
Task 2.1 provides an explanatory details about the proceedings an organization like National
Health Service should follow when dealing with various challenges regarding workplace
conflict. It is very crucial to maintain a relationship between the employee and the employer of
National Health Service of United Kingdom. Managerial and marketing relationship can be
concluded from their relationship. Besides that, the employer of UK's National Health Service is
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employed at fixed rate (Conflict management, 2005). The management of the health care service
allows the task accordingly. Conflict arises when there is an argument on different topics such as
personal matters between an employer and an employee. These conflicts can be solved using a
conflict management strategy. The steps are described below:
Informal Step: The conflict rise when the third party gets involves between them. Conflicts
between the individuals in National Health Service can be generated between the co-workers,
partners and the employer. National Health Service should take some positive steps for
maintaining a healthy workplace environment (Huang, 2010). In this step, the only way to
resolve a conflict using overwhelming the justification on the parties without the involvement of
a third party.
Formal Step: In formal step, conflict management is done by determining and resolving with
the involvement of a third party from outside NHS. The outside third party should be capable of
deciding the solutions without taking anyone’s side (Dickey, 2015). Moreover, the formal step is
a negotiation process where both the parties are assured to perform the mission asked by the third
party.
Aside from these over two stages, the National Health Service can resolve clashes by
straightforward techniques. For example, understanding the example of the issue, understanding
them and creating systems to explain these contentions. Moreover, other health care services
excluding NHS should educate the employees to value their disparities (Dickey, 2015). NHS
needs to get to the base of the issue. In any case, the employees can similarly stay away from
problems and proceed onward, and it is the best system to evade clashes in the working
environment. Another system, for example, the trade-off chooses to venture back and a bargain
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to the issue It may be plausible to correct the parts each gathering has in an offered condition to
better use their individual qualities and diminish dissimilarities of assessment.
2.2 Explain the key features of relations of employees relating to the above conflict situation
The employee relations can be continued by less or no conflicts at the workplace. Moreover, the
employee relations are trusted as well as appropriate in the obligation of the all-inclusive
community for achieving the benefit of the strong relationships in health organizations such as
National Health Service. The concept of employee relations is multi-dimensional and complex
(Massey, 2004). It covers regulated, institutionalized, unregulated and individual relations of the
National Health Service. A good employee relation helps in strengthening the relationship
between the BMA or British Medical Association and the employers of National Health Service.
The conflicts in National Health Service can be developed and cleared by the building improved
business conditions, obligation towards work, decent working hours as well as adding incentives
and bonuses of the employees. The purpose of the British Medical Association concerning the
above case is to give the rights to the junior or low-ranking doctors and the better working
conditions, the powers to the junior doctor and to shield them from abusing (Massey, 2004).
Moreover, the employees of the association or the concerned authorities should keep up a central
separation from the conflicts by treating workers or the lesser masters enough. The key segments
of the agent relations for the above case are:
The course of action: It is the condition of watching out for the dispute of employer and the
agency.
Inadequate correspondence: It is the explanation for conflicts and the question in a company.
Total bargaining: It is the raised voice of the general meeting for their rights.
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Grievances: The interpersonal relationship with the issue is known as the grievances.
Task 2.2 ends with a conclusion that mediation is an option for aiding the managers with
strategies to resolve conflicts in the workplace. Moreover, National Health Service provides
confidential and neutral configuration for the individuals to meet to discuss the problems and
advance the publicly satisfactory solutions.
2.3 Evaluate the effectiveness of procedures followed so far from both parties in this conflict
situation
It is effective for the organizations to implement a strategic process for resolving the conflict
among the team member (Tir, 2006). Organizations implement strategic processes such as
providing employees with bonuses and incentives. It is done to satisfy the employees of National
Health Service.
From the employee and employer’s point of view, a conflict between two individuals is cold
wars and small fights. Employees think that these conflict rise due to some discussions of
personal matters. Therefore, organizations like NHS take some concrete steps to resolve the
conflict. Additionally, the particular procedure is based on some unified actions. The concerted
steps may be unsafe to the workers and employees of NHS and may be the employees are not
satisfied after the solution to the problem (Posthuma, 2013). Therefore, the formal strategies of
NHS organization are more persuasive for comprehending the contentions among the workers
and the business as an example of delicate problems. For example, less compensation. On the
other hand, the union is enclosed for the most ultimate fulfillment as well as the assurance of the
privileges of the representatives and laborers of the company and the business.
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National Health Service will be able to achieve their organizational goals and objectives if they
follow a win-win approach. The win-win approach is a compelling and a well-known method for
dealing with settling the controversies among the management and the professionals (Stasek,
2005). NHS must also apply a conflict management strategy to provide the maximum
effectiveness along with the efficiency in the working environment.
Task 3
3.1 Explain the role of negotiation in collective bargaining as in the above conflict
The junior doctors and the BMS face situations where the effectiveness of the collective
bargaining and collective arguments goes to a subjective state where both the parties are
satisfied. The particular procedure can be termed as collective bargaining. Collective bargaining
is concerned with the mechanism tool for the health and care industry (Coy, 2014). The
particular factor mainly does the perception of the negotiation as well as working with the
employment relationship.
Among many available options, the employees of NHS will select the representatives and the
representatives will explain the needs of the employees along with the issues. The National
Health Service authorities are also described with the details by the representatives so that
everyone can work on the issues and the problems (Employment relationship, 2011). NHS
follows few aspects by the implementation of workings and methodologies. Initially, collective
agreements and collective bargaining are of various topics. The outcomes of collective
bargaining are collective arguments. Moreover, the method is mentioned primarily for the
improvement and development of technical part of the National Health Service (Masui, 2013).
The procedure permanently enhances the relation level among the junior doctors and the BMA.
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Also, the government makes the participation in the matter, and the legislation by the
government is so much important that it is called bipartite.
3.2 Assess the impact of the negotiation strategies adopted by both parties in the above conflict
situation and comment on other negotiating strategies and the potential implications it could have
To satisfy the junior doctors and for the progression of the company, NHS applies differing
systems. The laborers should have the commitments to meet the junior doctors with each one of
their needs. There is one thing that must be kept in the mind of the experts, and that is to satisfy
the relationship also.
There can be a situation that the conflict among the junior doctors can happen. By then there
should be a strategy of vote by which the operator of the junior doctors will be picked. The
delegates of BMA will then grasp the condition and will think about an answer (Zhong and
House, 2012). The operator then will elucidate everything before BMA. As an issue of
fundamental significance, BMA will make an endeavor to supplant the issues with something
else that can make the substitution, and if the junior doctors are not content with the replacement,
then the technique of negotiation will start. Directly if there is an occasion of negotiation getting
the opportunity to be smoother, then it will help the various leveled condition where the earth
ends up being more sensible for the experts. NHS supervisors and the junior doctors can go to a
state of negotiation where the junior doctors may share without impacting the company (Polgár
and Kazinci, 2013). Similarly, it makes the association smoother among the experts of NHS and
the junior doctors. Moreover, BMA needs to take after the precepts and the headings which are
set by the UK government.
The managing among the junior doctors and BMA makes each one of the substances at which
point the already specified concentrations lie. To make the communication methodology smooth
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among the junior doctors and BMA, the concentrations are adequately effective. There is
particular precepts and control of UK government to deal with the said strategies.
Task 4
4.1 Assess the influence of the EU on industrial democracy in the UK
An arrangement which concerns about the involvement of employees making decisions, sharing
responsibilities as well as authority in the workplace can be termed as an industrial democracy.
In some European countries, the legislations encourages as a much more prominent role for the
employees in an organizational decision making procedure. These legislations uses some policies
so as to maintain the decorum inside an organization (Akan, 2012). The plans include trade
policies, anti-harassment policies, training policies, control policies, recruiting policies, HRM
policies, work health and safety policies and so on. All these policies are influenced by the
industrial democracy of the organizational workers. For example, the license to any company is
done by trade policies. It means that the particular system provides allowances to any business
firm to market internationally. Apart from it, work health and safety systems mainly describe the
situation where the democratic rights of employees and workers of an organization are measured
(Akan, 2012).
4.2 Compare methods used to gain employee participation and involvement in the decision-
making process in organizations considering methods that have gained popularity in recent years
and which have declined
The popular methods which are primarily implemented for achieving the employee participation
and engrossment in a decision making procedure are involvement in the process of ownership,
participation at the deep level, the involvement of the quality circle as well as the participation in
the suggestion scheme. At first, the engagement in the ownership process is very transparent
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(Mu ller, 2016). The workers have the authority to buy the share of an organization, and it
benefits the company in financial aspects. Moreover, it impacts positively on the performance
level of the workers. Next, participation in the suggestion scheme clearly shows that the workers
of the company can be a part of organizational decision-making process. Here, the company may
come up with varieties of ideas of the organization and the employees (Sehgal, 2011). These
thoughts help the company to enhance the level of business in future. In participation at the
board level, all the problems and issues of the employee are kept in front of the managing
committee. The particular process also aids the authority to invest in the benefits schemes of the
employee. A collective bargaining participation allows the workers to take power in the process
of decision-making.
4.3 Assess the impact human resource management approach has had on employee relations
The delivery of health care quality must be checked all the time as the general needs of a
company are passed on by the Human Resource Management gather (Jeske and Stamov-
Roßnagel, 2012). This gathering does the work for a particular company. Resulting to
encountering the purposes of enthusiasm of the Human Resource Management approach, one
can express that the primary control of this gathering is to give the work in every single bit of the
company where work is required. Making a perfect space to work is the best thing that an HRM
assembly does. The right state of work is primarily set by this gathering. Every illustrative of the
company looks for an excellent area to work. Every company needs a particular leader who can
coordinate their professionals in each piece of the work. An honest to goodness leader does all
the hard endeavors to set immaculate cases for their gathering, and once it is done, the
proposition for the agent is to take after the best approach to finish the legitimate goal (Jeske and
Stamov-Roßnagel, 2012). An immaculate leader makes the commitments on his/her shoulder and
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goads the delegates. This leader is grabbed from the HRM assemble. The condition and nature of
the company are faultlessly grasped by the gathering. Ensuring to knowing the situation
magnificently, they pass on an extensive variety of help to the relationship by conveying
certifiable leaders.
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