Comprehensive Analysis of Employee Relations: BTEC HND Unit 22 Report

This report delves into the intricacies of employee relations, particularly within the National Health Service (NHS). It examines the structure of employee relations, highlighting the importance of a healthy relationship between management and employees. The report explores two key perspectives: unitary and pluralistic, and analyzes the role of trade unions in safeguarding employee welfare. It identifies key players in employee relations, including managers, team leaders, supervisors, government, and trade unions, outlining their respective roles and responsibilities. Furthermore, the report investigates the nature of workplace conflicts, including interpersonal, intrapersonal, structural, and strategic conflicts, and discusses various conflict resolution mechanisms, such as collective bargaining. The report provides a comprehensive overview of employee relations, emphasizing the importance of cooperation, communication, and fair treatment in fostering a productive and harmonious work environment within the NHS and other organizations.

EMPLOYEE RELATION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1................................................................................................................................................1
1.2................................................................................................................................................2
1.3................................................................................................................................................3
TASK 2............................................................................................................................................5
2.1................................................................................................................................................5
2.2................................................................................................................................................5
2.3................................................................................................................................................7
TASK 3............................................................................................................................................8
3.1................................................................................................................................................8
3.2................................................................................................................................................9
TASK 4..........................................................................................................................................10
Covered in P.P.T......................................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
Books and Journal.....................................................................................................................11
Online........................................................................................................................................12

INTRODUCTION
Employee relations in an organisation is termed as path to create a relationship between
the employees and employers to manage the working activities of business. The success of a
business entity relies on its relationship with their employees. Entity should investigate and
explore various types of industrial conflicts and several procedures for resolving those issues. Its
very important for organisation to be aware of change and be updated with developments in
dispute procedures in relation to employment law. In this report firm includes hold over concept
of employee relation, which need to provide a fair and consistent treatment to all employees so
that they get motivated for their jobs with more dedication and loyalty towards organisation.
Moreover, it also help entity in solving issues and conflicts arising from several situations.
National Health Services (NHS) is providing medical services in UK (Newsom, Turk and
Kruckeberg, 2012). Furthermore, through this, analysis some key features of employee relation
that are conflicts, cooperation, collective bargaining and consultation which help in signify
importance of good employee relations regarding success of NHS. Moreover, it also, help in
reducing of conflicts and help in adopting some strategies for both parties. However, nature of
industrial conflict and resolution mechanisms involves collective bargaining with British
Medical Association (BMA). In addition to this, negotiation processes and concept of employee
participation in operational and management activities are explained further which help in
reaching out goals effortlessly.
TASK 1
1.1
Structure of employee relation is very complex and it is significant topic for every
business organisation. There need to be a healthy sense of relationship between top management
and working staff at middle and operational level. Moreover, it is performed by ensuring
advantage of attaining business goals and objectives efficiently and polished through this, they
may reach out to final service users. Furthermore, it continues healthy relationship with
employees which lead to development of goodwill for employees and as well as for firm.
Through this, it results in enhancing of productivity in corporation which results in generation of
profits for business. Many approaches and models can be used by management level for
maintaining relationship between employees (Reichheld and Covey, 2006). Following are two

approaches which are used by managers for developing a positive environment in building
healthy relations:
Unitary perspective: In unitary perspective approach manager of organization requires to
think a way from proper mind set by involving some assumptions, attitudes, values and practices
which help in development of organization. Through this, it create a healthy work environment
within organization which lead to development of employees as well. In this approach all
employees and top management are working together as a team or a family which creates a
harmonious relation with each other and from this, employees are loyal to their organization. In
this approach employee and top manager shared mutual goals which results in achieving of
success for members and from organizational point of view. However, management of NHS
need to provide free environment to employees which may lead to independent and flexible
working atmosphere for getting their job done from this management seems that jobs are done
effectively and efficiently. In addition to this approach organization involves of different roles to
workforce in firm but their ultimate goals, values, objective and responsibilities are same for
everyone who are entitled in organization. Moreover, unitary perspective need to find some
expression by implementation of statements and by measuring between actual and prediction. At
this approach a trade union can be develop but the job of that union only to be communicate with
top management and the employees. Manager can involved to their employees in to the decision
making. It results that the ability of decision making of the employees increased. In this
approach employees can develop creativity, problem solving ability, improving their work
quality etc. This approach can help to create a multi skilled employees within the organization
and it also helps to achieve their organization goals.
Pluralistic perspective: In pluralistic framework bargaining power of trade unions
increased and power of organization is reduced. In this approach conflict and disagreements
between organization and employees can increased because of poor communication, rules and
policies, profits sharing, bonus and over time. NHS managers requires to appoint a arbitrators for
communication between company and trade union. In pluralism firm is perceived as more
powerful because it involves different sub group by considering legal loyalties and set of
objective. Moreover, it consist of different sub groups that are management and trade union.
Through comprehensive approach and collective bargaining are used for resolving any conflicts
by effortlessly. However, main role of management is to enforcing and controlling which help in

building coordination within organization. Trade union are deemed as legal representative of
employees therefore, their conflicts are resolved through trade union and also includes of
collective bargaining. Communication is essential tool in this approach because for resolving of
conflicts organization and trade union need to communicate (Freeman, Boxall and Haynes,
2007). A poor communication can create a serious problem for company and trade union as well
because rising of conflicts results in poor development of firm. At the time of serious conflicts a
backchannel negotiations and communication can be used. Conflicts is natural in this kind of
approach. A good manager accepts these conflicts and try to resolved these conflicts. A
systematic approach is required to build a good relationship between the organization and the
trade union.
1.2
Trade union play significant role for the welfare of employees. It also assist in making strong
relationship between employers and workers at the organization. At the time when any changes
made there are different rules and regulation which directly impacts the function of NHS. Trade
union demanded because there is fast increase in industrial growth. There are changes take place
in trade unionism so workers in organization feeling less risk at the time of working
There are some impact of trade union on the organization which are as follows:
Pay minimum wages: Main aim of trade union is to protect its employees of NHS on the basis
of minimum pay wages. Due to this, trade union affect to the organization which result also
impact the chosen organization.
Improve worker safety: The trade union also work for the safety of employees due to this
employees of firm provided health and safety by management which help in improving the
quality of work at the time of working. In addition to this, it create loyalty among employees so
that participate effectively in business activities.
Increases standard of living: Trade union work is to increase standard of living of employees.
For this purpose, they make sure that employees get pay according to there work. Further they
make sure that employee not discriminated at work place. Along with this there is flexibility
provided to employee in their working hour. Employee in organization raise their voice in front
of management fir their right and mutual benefits
Furthermore, Now employee are educated and they know their right and benefits within an
organization. So company cannot misguide them for work. Along with this, workers directly

communicate with management before trade union stand for their benefits. Relation between
employee and employer become stronger because their demand was fulfilled by management and
the not need to go for strike. Employee are paid according to their working hour and all benefits
are provided to them within an organization.
1.3
Key players in employee relation are focus on maintaining good relation with employees
and management. It is essential for organization to in achieving goals and objective which are
formed by managers of organization. Dealing with different employees and communicating with
them involves huge time and cost of firm. Employees and trade union are crucial in creating and
destruction of organization (Ruth Eikhof, Warhurst and Haunschild, 2007).
Role of managers: In employee relation manager can play a vital role because they are
creator of policies and procedure. Moreover, it is also essential for manager in providing healthy
work conditions, proper employability skills, training for development, forming of policies and
procedures in relation to vision of organization. By providing good atmosphere at workplace
employees are motivated and try to meet out ultimate goals easily without any huddles.
Moreover, they also need to focuses on building of team through this, they may reduce in rising
of conflicts situation. National health service manager need to maintain a good relationship with
their employees so that they easily achieved their goals and they does not need to provide
lectures on motivation. The manager of NHS requires that to make an effective employee
welfare programme through this workers of firm become loyal towards their business manager
and entity.
Role of team leader: A team leader is a person who leads the team. In NHS team leader
need to focus on resolving of conflicts and building of team workforce which help organization
to meet out goals easily. Therefore, they need to work on continuously because they are main
former of policies and procedures which organization involves. Moreover, they guide entity by
considering some opportunities which are rising in externally through strength. Furthermore they
try to overcome their weaknesses and threats which leads to problem arises. Moreover, if issues
is not resolve then firm appoints arbitrator from outside for resolving this conflicts. Thus, it
impact on reputation of NHS therefore, management need to appoint good team leaders so that
they resolve problem within organization only and they work as team in firm.

Role of Supervisor: Supervisor in organization plays crucial role because they help in
knowing what issues employees are facing in organization regrading their work. In organization
if supervisor is strict then employees may work efficiently through this, they reach target easily.
But on same time workers will not be flexible and free from mind because due to supervision of
other employees on them. Therefore, in NHS supervisor need to be friendly with their employees
so that they may come to find out solution of that problem which they are facing within
organization. In addition not this, if any employees feels some confusion or doubt about their
working style then they are free to ask and clarify things from their superiors.
Role of Trade unions: A trade union or Labour union is group of employees who protect
interest of employees who are working in organization. A trade union played a vital role in the
employee relation because they consist of bargaining power. Trade union of NHS requires that
they need equal bargaining power with management.
Role of Government: Government also is key role player in the employee relation
because government have to decide policies and rules for industries. Government are responsible
in maintaining of employment within the country, provide price stability in the market and to
protect the exchange rate (Ngo, Lau and Foley, 2008). Moreover, they help in implementation of
some policies and legal form regarding employees and industries.
TASK 2
2.1
In organization conflicts consist of positive and negative forces which impact on working
of organization and their employees (Chand and Katou, 2007). In firm conflicts brings some
necessary changes which help in rising of profit margin for business thus, it results in positive
development of whole organization. Moreover some negative conflict results in reducing their
efficiency to work. In firm there are different type of conflicts that are interpersonal, intra
personal, structural and strategic conflict. Conflicts in workplace effect the productivity and
moral of employees. Its a very painful reality in workplace having conflicts between employees
organisation through this, they arises due to some sort of unrest and difference between
employees which may relate with organisation and with working conditions over there. For
instance if employee demands for increase in remuneration, reduction in working hours, demand
for bonus payments and demanding for several facilities in leave and regulations the employer is

not willing to accomplish these demands of employees which lead to creation in some conflicts
situation. In order to encounter a solution for dispute, generally made during the collective
bargaining or unorganized negotiated agreements (Vakola and Bouradas, 2005). In basic going
concern of business there are several situations when conflicts arises due to some unavoidable
reasons which should be resolved within reasonable time to avoid situations like strikes and lock
outs by employees. Employer have an obligation to negotiate conflicts with employees so that
everyone need to get their rights and conflicts also get resolved.
Both employees need to provide training which will help reaching out target easily and
firm will attract more of service users. Furthermore, management need to arranged proper
meeting for both employees through this, they may work as a team and members present is such
meetings are representatives of organisation. Therefore, managers of organization need to
provide some guidelines for resolving of conflicts. Management need to listen both problem by
identifying solution of those problem. Mouseover, negotiation is matter of conflicts because both
parties are provided fair chance for solution of that problem. To resolve conflicts between
employees proper prospect need to provide by manager of NHS. Through this, it help both
employees to recognise their problem in a descriptive manner and resolving it by coming
together will create a sense of trust and strong bond among them.
2.2
According to the given scenario it can be stated that negotiation may outcome in a
contract where junior doctor being agreed between the government. But members of BMA voted
against and they strike for it. After a number of strike an new contract was agreed in may 2016.
NHS employer v Junior doctor dwells with various issues whether they are related to
individuals and groups because they consist of varied ideologies and framework for maintaining
relation between employees and management (Forth, Bewley and Bryson, 2006).
Poor communications: In NHS employer does not provide better guideline through
communication skills then firm will not be able to reach out goals easily which lead to issue
between conflict between NHS employer v Junior doctor. . Moreover, from this, growth of NHS
employer v Junior doctor will also let down because no employee need differentiation in
organization.
Collective disputes: This is key feature which take place and need to address at the time
when conflict take place between NHS employer and junior doctors.

No strike agreement:
There are some key features for managing conflict within a NHS
Conflict situation ; Interpersonal conflict take place between manager and supervisor
employee relation in given conflict situation is as follows
At NHS employer v Junior doctor conflict take place within management and employee.
Management not make proper communication with employee and not listen to their problem.
Along with this, employee are not involved in decision making process which make them feel
less valuable. For there organization it is necessary for management to make strong relation with
employees so that goal and objective can achieved on time. At the time of solving issue of
workers their should be no discrimination done because it lead to demotivate employee at work
place as per the case of NHS employer v Junior doctor.
2.3
According to the case of NHS employer v Junior doctor
Negotiation: Negotiation is a technique which is opted by entity to solve issues by
communicating face to face with employees so that they can identify actually problem and find a
suitable solution for that problem in the case of NHS employer v Junior doctor. Disclosure of
information and truthfulness of communications depend on good faith of employees at the case
of NHS employer v Junior doctor
Consultation: This technique helps entity to evaluate situation from various angles and
consult with their superiors so that solution of conflicts can be carried out in a positive way at
case of NHS employer v Junior doctor. They produce shallow qualitative information at NHS
employer v Junior doctor case.
In NHS when conflict situation arise it is necessary that resolve all conflict situation. At
firm conflict arises between employee and management related to flexibility in working hour.
For this the effectiveness of procedure used in selected situation is as follows:
 Proper communication between employee and manager: It is necessary that proper
communication take place within organization. According to the case of NHS employer
v junior doctor there are some issue which are face by workers must be listened by
manager so that all issue can be solved easily. It helps in creating positive image of
organization and employee started working more effectively and efficiently.

 Involvement in decision making process; conflict take place within organization when
employee opinion and ideas are not take at the time of making decision. They feel
motivated and not work hard as per case study of NHS employer v junior doctor. If
employee are involved in decision making process they may fell valuable and their idea
also help in achieving organizational goal on time.
This all are the way through which dispute between Junior doctor v NHS employer can improved
TASK 3
3.1
Collective bargaining is most effective technique of minimising conflicting issues at NHS
employer v Junior doctor. Collective Bargaining is facilitated by the Industrial Disputes Act
which helps entity to coincide with conflicting situations which arises in NHS employer v Junior
doctor. On the other hand, reward consist of profit sharing, job evaluation and monetary and non
monetary because this help in efficient working of every employees as per the case of NHS
employer v Junior doctor.
Conflict area are discuses below:
 Mutual interest: Collecting bargaining issues which not only benefit one or two
employees but it is very effect for all junior doctors and patient. It help doctor in
providing high quality services to there customer.
Dispute procedure: there are different type of dispute procedure which take place of win loss,
win win conflict resolution. One of the effective strategy is win loss which help in solving t the
conflict.
 If contract didn't get enforced, then law permits both parties to engage in a legal practice
to pressurise the other side to reach a treaty at case of NHS employer v Junior doctor .
. There is a prominent role of negotiation in bargaining (Bergman and Gardiner, 2007). at
NHS employer v Junior doctor this is the process through which one party tries to involve the
effort to negotiate with one party. As in the situation where junior doctors of NHS with the
higher authorities they have the only option left as they have to negotiate on the situation and
needs to resolve the issues so that the interest of both the parties can be remain safe and sound.
Negotiation plays an important role in collective bargaining. For creating equality
between employee collective bargaining is important. The aim of collective bargaining it is

necessary for equal pay and for changes in pension. Negotiation is done at the time when worker
is unhappy with working hour or not get equal pay for working at NHS employer v Junior
doctor. It is a way to find out mid solution of problem through which both the parties are
satisfied with the agreement. In collective bargaining there are some condition which are need to
satisfied. For example, at organization employee can negotiated for increment of salary.
Discussion get end when both employee and manager are satisfied with term and conditions.
3.2
Negotiation is a type of face to face communication process through which conflicting
parties discuss their issues with each other and attempt to solve problem by mutual consideration
and ultimately arrive at a conclusion (Roberts, 2007). There are various strategies proposed for
discussion but opting the most suitable arbitration strategy is depended upon the need and
requirement of situation. It is considered as a tool which assist the parties to put their consulting
subject into an agreements. Compromise is based on a criteria i.e. results and the other is effect
on relationships. The major feature of this meditative strategy is to evaluate the conflicting
parties, so that a proper agreements can be framed.
Arbitration in collective bargaining is another important aspect. It is term in which
employees decide to came into a contract with employer for acknowledging in methods and
conditions of several aspects like payment, etc. The main objective of this concept is to reach a
transaction which meets the needs and demands of the workers. Negotiation plays an important
role in business organisation, to carry out the results of issues of workforce and to make them
realise that their dispute is much more important for enterprise. For growth and success of NHS
should essentially take care of all staff members and this can be done by compromising the
matters with help of mutual agreements (Kuvaas, 2008). Negotiation and bargaining is the
process of taking to employers and making agreements with employers when workers are
unhappy with pay or working condition. The aim of negotiation is to reach an agreement. The
authority which conducts the process of negotiation as both the parties have to participate in this
process to resolve their conflicts with effectively and efficiently. There are several strategies
which are needed to kept in mind while negotiating on any conflict. Negotiating can be
conducted either formally or informally, organisation should try to anticipate the best and worst
possible results that could occur. To start the negotiation process, official may write to the
employer to raise a claim. They then meet management to present the case. A series of meetings

may follow to discuss the issue in depth. If the employee attend the meeting it is very important
for him to ask the questions and listen the officers carefully. The following are some of the
stages which can be followed for carry8ing out the process of negotiation:- Preparation: This element helps to carry out analysis on preparation and research of
cases are conducted. The opening: In this there are two aspects present i.e. one is of proposals and the other
one is of response.
 Agreements: This depicts organisation to set out the expectations of both sides (Clarke
and Patrickson, 2008).
TASK 4
Covered in P.P.T.
CONCLUSION
From the above carried out evaluation, the significance of employees of NHS are to be
considered as the most valuable asset as they work for the welfare of company. The corporate is
very much affected by the employers and the employees so to ensure a proper management
which is necessary for the work force of entity. NHS provides a considerable work environment
which is necessary for the staff members, to its personnels, by this the employees gets motivated
and perform their duties in appropriate manner. The above described report has evaluated various
techniques by which an organisation can create a healthy relationship with their employees. The
report also in sighted the problems and conflicts which arises in entity among individuals, trade
unions, etc. and how the managerial decision making process depends on these scenarios work.
Thus, the report is based on the terminology between employer and the company's persons. This
is very vital part for the administration team of National Health Services, UK.

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