Employee Relations: NHS Conflict Procedures and Strategies

This report delves into the multifaceted realm of employee relations, examining various frameworks and their implications for managing employment relationships. It explores the impact of trade unionism on employee relations and identifies the key players involved, including managers, workers, government agencies, and organizations. The report then presents a case study analysis of the Junior doctor contract dispute and analyzes the procedures an organization like the NHS should follow when dealing with different conflict situations. It also justifies the key features of employee relations in these conflict scenarios, identifies negotiation strategies, and assesses their impact. Furthermore, the report assesses the influence of the EU on industrial democracy in the UK and compares methods for employee involvement and participation in decision-making, concluding with an assessment of HRM's impact on employee relations.

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Table of Contents
INTRODUCTION...........................................................................................................................1
1.1) various frame and implications and their perspective for handling employment
relationships................................................................................................................................1
1.2) Assessment of trade unionism and how it change employee relationship...........................2
1.3 Discuss the role of important players in context of employee relations...............................3
2.1Explain the procedures an organisation such as the NHS should follow when dealing with
different conflict situations (single employee, between employees, with a group of employees)
.....................................................................................................................................................4
2.2 justify the key features of employee relations with regard to the given conflict situation. . .5
2.3 figure out the effectiveness of procedure which is followed by the parties in conflict ........6
3.1Explain the role negotiation plays when collectively bargaining as in this conflict..............6
3.2Identify various negotiation strategies and assess the impact of each strategy in light of this
conflict. .......................................................................................................................................7
4.1 Assess the influence of the EU on industrial democracy in the UK.....................................8
4.2 Comparison of methods to gain employee involvement and participation in decision making.
..........................................................................................................................................................8
4.3 Assessing impact of HRM on employee relation..................................................................9
CONCLUSION..............................................................................................................................10

REFERENCES..............................................................................................................................12

INTRODUCTION
Employee relation acts as an organisation effort to effectively manage relationship in
between employees and employers. It acts as an one of the most essential component for each
and every organisation as to gain best effective outcome (Al Mehrzi and Singh, 2016). With the
help of best effective form of employee relation organisation can effectively ensure smooth and
effective functioning of work. It further facilitate sense of loyalty and belongingness among
employees that makes them more hard-working as to perform their goals and objectives towards
organisation. Thus, it become essential for an organisation to offer consistent and fair treatment
to their employees in order to male them committed and loyal towards company. In this report
formative discussions has been made on, the concept of employment relations, changes in trade
unionism and key players in employment relations. In addition with this, report covers case study
analysis of Junior doctor contract dispute. Lastly, discussions has been made in this report covers
EU perspective.
1.1) various frame and implications and their perspective for handling employment relationships
The term employees relation refers in he context of company to manage a healthy
relationship between employees and their team members. This is done to achieve organisation
goals. A healthy employees relations helps to improve their efficiency an also boost productivity
which will ultimately increase profitability (Ferguson, 2018). If a company maintain effective
relationship with their employees then they will be committed to their work and will generate
trust for company. Such programme also taken in consideration for solving problems before they
arise in company. There are different frameworks for explaining the employees relationship and
their solution in detailed manner.
Unitary frames: It is a process of thinking about problems, mind set of individual hoe they
make their decision. It also covers attitudes of employees, different values and practises which
are interrelated to the organisation and its behaviours. Such kind behaviour is often based on the
goal which have achieved in given time frame. It is considerer that workers should be trust
worthy and loyal for the management and should be at best interest of every employees in
organisation. Implementing of such frames can be found while implementing mission statement
and effective steps should be taken to achieve the targets.
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View of unitarists on industrial conflict: conflict can be arouse in any company at
company and its has no basis. Human mistake and bad communication are major issues for
developing conflict among individual. Occasional outburst in organisation can be a form of
conflict. Workplace is where employees focus on their work, proper channel of communication
is the key factor for reducing the conflicts. The division and improper communication can be
describe as unresolved conflicts.
Pluralist frames: These frameworks are done n organisation to attempt the perception of
being powerful and in different sub groups. Every team have their own legal aspects and have set
of objectives and goals to achieve them in given time frame. This goals and task are provided by
their team leaders and have regular check and on their employees whether they are performing as
per the requirement.
Perception of pluralistic on industrial conflict: If any case company may divide due to
some reason, it may create conflict, dispute among employees working for company. It can be
generate from individual bargaining and focus analysis should be done on the basis of contract.
1.2) Assessment of trade unionism and how it change employee relationship
Employee relationship: Relationship can be formal or informal between employees and
managers. The people who manage the relationship are known as employee relation. Every
relation can get effected by any kind of change occur in the time period. Change in trade
unionism has major impact on employees relation. Trade union and labour law come into picture
when it comes to protect the rights of employees.
In year 1901 trade union came in power and court decide to sue the company who so ever
violate law. Due to trade union business process start changing according the environment
political parties started taking interest in labour community able develop policies which
safeguard the workers from fraud done by companies.
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1.3 Discuss the role of important players in context of employee relations
In order to maintain positive relationship between employee and staff members within the
organization there are various ways. Some of the major players who plays very important role in
employee relation includes managers, workers, government agencies, organizations and many
more who are associated with workplace. All these roles are going to be explain in detail as
follows:
Role of a Manager in context of Employee Relation: It is very essential to create and
maintain a positive, strong and healthy relationship with the staff members as it will assist them
to examine their area of interest and perform in the best and possible way. Along with this, it is
very important for the managers of organization to understand the situation of conflict as it
creates negative working environment within the organization which affects the performance of
employees. It is also required to understand that this is the situation which is just a wastage of
time and effort and which creates negative atmosphere within the workplace. In addition to this,
a manager must know the importance of team work as well as try to motivate the employees in
order to work in an effective manner. Also, managers need to create a positive working
environment for the employees so that they can work in an effective manner and reduce the
wastage. If managers take help from their employees while taking decisions, it will create
positive and strong relationship between the staff members and managers of the company.
Government in Employment Relation: It is very complex to identify the role of
government in the employee relation. Reason behind this is that it cover lot of sectors and
departments. The main objective of government intervention in the employee relation is to attain
the social and economic goals. It has also been identified that government has various targets but
one of the main target is to enhance and maintain the economy of the country. For this
government has distinct to meet four economical policy which are as follows:
 To make sure that the level of employment must be maintained and enhanced,
 To protect the exchange rate,
 To ensure that BOP which is balance of payment would be maintain as well as surplus
would be attained,
To make sure that the pricing policy will remain stable.
Role of Trade Union in Employee Relation: For the welfare of employees and labour
working within the workplace, trade union work since 1930s. Trade union help those employees
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who are dominated by their managers while working within the organisation. Along with this,
they protect the interest of workers and helps in developing positive relationship. Apart from
this, with the help of trade union efforts, employees get different benefits, effective working
condition and many more. In addition to this, trade union provide assistance to the employees
and enhance their performance and productivity. It has been identified that trade union protect
and enhance the interest of employees by providing them higher wages, job security and many
more. Therefore, it has been concluded that trade union plays very essential role in order to
maintain effective relationship with employees.
2.1Explain the procedures an organisation such as the NHS should follow when dealing with
different conflict situations (single employee, between employees, with a group of
employees)
Conflict is termed as a situation that not only affects the work but also the working
environment within any form of organisation. NHS is considered as a workplace within which it
is essential to manage conflict along with changes of occurrence as to reduce the conflict. It has
been further evaluated that conflict include numerous set of positive as well as negative aspects.
Sometime, within NHS conflict is being considered as an positive force with the help of which
necessary changes can be bring within business environment. As in the situation of conflict
organisation seeks towards adapting various form of strategies and measures with the help of
which further facilitation of smooth work can be facilitate. In addition with this, if conflict
remain for long time period it may lead towards bringing negative consequence. Because if
individual remain in the environment of conflict it may create sense of stress that may further
lead towards creating physical tolls. Situations of conflicts also reduce productivity that hamper
overall proficiency and functioning. Along with this, it has been identified that ongoing conflict
further lead towards anger that lead towards result in disruptive to entity such as sabotaging
equipment.
There are diverse nature of conflict at industrial level such as structural conflict, inter-
personal conflict, strategic conflict and intra personal conflict. Mentioned below there are some
formative set of procedures which can be implemented by NHS in order to effectively manage
conflict:
Compromising:
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This is considered as an conflict management strategies that can be undertaken by NHS.
As per accordance with this, parties those who are involved in the conflict can settle on a
particular solution within which both the parties want is provided (Sigala and Chalkiti, 2015). In
addition with this, solution that are offered is mid path, it states that both the involved parties not
get exactly what they want. But thy did not get loss while accepting solution that are offered to
them.
Avoiding:
There are some conflict that are not in the nature of pleasant and can be ignored. In this
form of situation conflict can be avoided by management and employees.
Forcing:
It has been evaluated that sometime avoidance and ignorance of conflict may not lead
towards providing any form of particular solution as to resolve conflict. Thus, in that kind of
situation direct approach to end the conflict is being done by supervisor. Within this, one the
possibility is to force conflict. As per accordance to this, person who hold the power have the
authority to decide outcomes.
Resolving:
It is considered as an one the most difficult mode as to end up a conflict. In addition with
this, it is a most direct way to resolve the situation of conflict. Resolving is considered as an
conflict management strategy that is termed as conflict resolution. As per accordance with this,
problems and issues of both parties get listened by authority in order to effectively evaluate and
analyse the actual reason behind the origin of conflict. After this, main areas effectively
identified within which involved parties could get agreed and both of the involved parties within
parties can be benefited. In this, situation it is essential for both parties to properly tale their time
in order to think on a particular solution and them frame final decision.
Thus, as per the above mentioned discussions it has been evaluated that with the help of
all these form of procedures NHS employers can effectively able to resolve conflict.
2.2 justify the key features of employee relations with regard to the given conflict situation
In this scenario, conflict between he British medical association ,NHS employee and the
British government over the new appoints junior doctors. In this case the British medical
association gone fore a strike over disagreement with the government decision. A new contract
was passed in year 2016 after doctors went for strike but the juniors doctors voted against the
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contract. This is very complicate because conflict is associated with employer and government of
England. Conflict are different natural factors such as ideological framework, conflict between
cooperation and many more. It is important to understand the problem and try to resolve it as
soon as possible.
To remove conflict , it important for individual to be a good communicator, which
explain that he should be manage to create an two way channel of communication environment.
This help encouraged employees while working and in this situation it is required for juniors
doctors. It is crucial to identify the problems and try to resolve before it become to complicate to
resolve. In the case of British medical association, NHS employees and respective authority must
have clear communication will definitely solve the conflict. It is necessary that both the parties
should agree on the decision which is provided by the government and conflict clock should stop
on grievances.
2.3 figure out the effectiveness of procedure which is followed by the parties in conflict
Conflict resolution : It is important to resolve the conflict among two parties because it
causes money loss for the parties who are involve in the conflict. When two parties are involve in
conflict it become necessary to resolve it by effective manner otherwise it will cause company
and employees. In this case the conflict between British medical association and juniors doctors,
government is the top priority to resolve the issue. As this is the effective situation which is
followed by forming new contract in which 65% of the candidate took part and showed support.
And this 40% people show the support and 60% of the people voted to reject the new contact.
The secretary to the government announced the result that contact is been agreed. Hence
putting these kind of solution process may be the est kind of method available to resolve conflict
resolution. In this agreement process in which all worthy candidates were and consider on their
acceptance and the end result was taken. At the end effective decision was taken in which
government successful to end the strike and remove conflict by settling down both the parties.
3.1Explain the role negotiation plays when collectively bargaining as in this conflict
Negotiation procedure is termed as a situation among employers along with group of
employees that aimed towards regulating agreement in order regulate working wages, other form
of benefits and rights and working conditions. Negotiation acts an an key essential aspect that
acts as an key important element to manage conflict. It is a collective bargaining that effectively
ensure that parties those who are involved get required benefits and are agreed on certain aspect
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and further do not get indulge in future conflict. In present situation, Collective Bargaining and
Freedom Of Association are selected because with the help of this rights can be enabled as to
effectively promote possible decent working conditions. As per the case conflict among British
Medical Association, NHS employers and government negotiations acts as key essential role as it
effectively promotes cooperation and promotion between junior doctors and British Medical
Association. In addition with this, it further aid in restraining adverse action and discrimination
against representatives and workers and further ensure that association are must required to allow
their doctors to formulate join representative organisation. Collective bargaining effectively
include provision that are related to settlement of disputes that arise over application and
interpretation along with make surety of responsibilities and rights that are mainly respected in a
mutual manner.
3.2Identify various negotiation strategies and assess the impact of each strategy in light of this
conflict.
Negotiation is consider as a way that lead towards offering positive results with the help
of which conflict can be resolved in well effective manner among involved parties. In the case
situation of British Medical Association, government along with NHS employers implementation
of negotiation process will turn out to be effective that further lead towards offering best
effective form of positive benefits as to maintain conflict. Negotiation process mainly covers,
Preparation, Discussion,Proposition, Bargaining along with agreement. This process of
negotiation is being implemented in case (Griffin, Bryant and Koerber, 2015). In addition with
this best effective set of preparation was accomplished before entering into any form of
negotiation process, after that discussion in regard with conflict is held among parties those who
are involved in conflict. After the discussion, formative solution is provided before parties so that
parties involved can effectively agreed on possible outcome. It has been seen that after
proposition bargaining among British Medical Association and Junior doctors accomplished
development of contract is formulated, in this voting was done within which voted in done by
eligible candidates as per the accordance on which end outcome for agreement on contract was
undertaken by government in order tp effectively manage and resolve the situation of conflict.
In the present case situation, compromising form of negotiation is being adopted as to
resolve the conflict. With the help of this form of strategy best effective form of solution is
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offered to parties that further lead towards benefiting both involved parties. With the help of
implementing this decision conflict in between British Medical Association, NHD employers and
government can be effectively resolved.
4.1 Assess the influence of the EU on industrial democracy in the UK
In present time, European Union impacts heavily or influences upon industrial democracy
in UK and these situations are comprehended underneath:
 Industrial democracy: It is being found that, employees within a business organisation
like Marks and Spencer looks forwards to become partners through holding an amount of
shares of company. Under this, it will be required for Marks and Spencer to give
authorities to take decisions by their own through empowering them. The whole scenario
got changed when United Kingdom got evicted from EU in March where, employees
started fearing of loosing job, who belongs to European Countries. They actually felt that,
companies of United Kingdom will ask them to resign their jobs. Therefore, industrial
democracy within United Kingdom got directly affected by the decisions taken by EU.
 Information and Consultation Directive: This is being considered as the another
crucial approach, where consultation along with the information rights to staff members
that are working within the business organisations that are operating in within European
Union is being offered. Here, it can be said that at the time when Brexit took place in
2017 (officially). Data along with the consultation has basically raised structure of staff
members, economic situation along with the procedures of taking appointment from the
management Exchange of the views are also fall under this directive.
Henceforth, above mentioned elements within the European Union has given a range of
frameworks to improve the operations of Marks and Spencer within European Union. On the
other hand, mechanisms that came in front of cooperation along with the involvement took place
in enhancing the productivity of M&S. Through this, motivation level can easily be enhanced of
employees that are working in different stores of M&S.
4.2 Comparison of methods to gain employee involvement and participation in decision making.
It is important for those employees who are focused on there profession for a good future.
those employees satisfied with there job profile when they are work with a reputed organisation.
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So participation of these employees are important for incise performance performance. Marks
and Spencer focusing on involvement in decision marking of there employees with the help of
various methods.
Suggestion box: This method is designed for the hesitate employees because off
hesitation they can not share there views and ideas with the organisation. So Marks and Spencer
organisation use this method of suggestion box which is keeping at workplace. So employees can
share there views and ideas and they can do a effective decision making which increase the
growth of organisation as well as employees also participate in this activity.
Participation on Board level: According to this method Marks and Spencer
organisation participated there employees on a big level. All the views and ides they can share
and it the responsibility of management to provide suggestion and increasing the interest of
employees. Through solving the problems of employees Marks and Spencer organisation
satisfied there customers on broad level. it also can say that this it is the output of industry
democracy and employees introduce there employees on broad level.
Participation through job participation: Normally every organisation provide many
awards, increments to motivate them and for develop there performance through that. By all
these process they participate in decision making. But Marks and Spencer organisation use this
method, through this they provide freedom for the employees to participate in every problem.
They can provide there suggestion in any process. By this method they can involve more
employees in decision making by approve there suggestion. They increase the competition in the
organisation between employees which increase the participation of employees in this activity.
Employees Survey: In this method Marks and Spencer organisation do a survey in
organisation of there employees by questionnaire. They provide those form for every employees
and ask them about the problems related to the industry, Marks and Spencer organisation take a
feedback of services which they provide to there employees. Through this process they collect all
information and work on that by improving facilitates for employees. By this process they
satisfied there employees and satisfied employees automatically take part in decision making
process. So these method are too much effective for Marks and Spencer organisation.
4.3 Assessing impact of HRM on employee relation.
Human resource management is a function of business organization which helps and
responsible for maintaining the effective relationship with employees within the in the company.
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