Employee Relations in the NHS: Conflict Resolution Strategies Report

This report delves into the intricacies of employee relations within the National Health Service (NHS) in the UK. It examines the application of unitary, pluralistic, and radical frames of reference in managing staff, and analyzes the impact of changes in trade unionism on employee relations. Th...Read More

Employee Relations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary, Pluralistic and Radical Frames of References........................................................1
1.2 Impact of the changes in the trade unionism on employee relation......................................2
1.3 Role of different players in employment relation................................................................3
TASK 2............................................................................................................................................4
2.1 Procedures that organisations like NHS can undertake so as to resolve various conflicts.. .4
2.2 Major features of employee relations in the selected conflicting situations.........................5
2.3 Effectiveness of procedures which can be used in selected conflict resolving.....................6
TASK 3............................................................................................................................................6
3.1 Roles of negotiation in collective bargaining during the issues............................................6
3.2 Impact of various negotiation strategies in relation to the conflict.......................................7
TASK 4............................................................................................................................................8
4.1 Influence of EU on the industrial democracy in UK.............................................................8
4.2 Compare methods used to gain employee participation and involvement in the decision
making process............................................................................................................................8
4.3 The impact of human resources on the Employee relations.................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
In the modern day of business it is important for the firms to maintain the perfect
relations with each of its stakeholders so as to grow in a sustainable manner. Employee relations
is considered as the type of relationship that a company is maintaining with its workers. It helps
to maintain the environment at the work places. It ultimately leads to motivate workers to be
working for the company and hence thinking about the welfare of the company. It is defined as
the interaction that companies make with their staffs so as to make healthy relations with the
company (N. Theriou and Chatzoglou, 2014). Employee relations plays a very important role in
the organisation as it helps in tackling all the difficulties like lock outs and others within an
organisation. Positive environment in the organisation is ensured by making healthy relationship
with the staff members which ultimately leads to achieving of task in a proper manner. NHS is
one of the largest companies that deals in the business of providing health care facilities. It was
established by the labour party at the time of World War II. It is operational in U.K. It is an
employer of approximately 1.6 million staffs. This reports highlight the condition of employee
relations in U.K. It also showcases the positive and negative impact of employee relations on the
business of firms such as NHS and on the lives of staffs working in it.
TASK 1
1.1 Unitary, Pluralistic and Radical Frames of References.
To manage the staff NHS can take help of the certain approaches that are as follows:-
Unitary Frames of Reference:- This states that an organisation is composed of the
managers and the staff which have the same interest. All of them work to accomplish a single
goal with the collective effort and in supervision of a leader. There are various situations which
can give birth to conflicts and any dispute situation and such conditions comes when there is lack
of communication, due to any protest against any policy and the clash of ego (Harvey, 2012). It
states that the role of trade unions in a business is not positive as they are considered as trouble
makers. NHS aims at developing personal and professional area of the employees.
Pluralistic Frame of References:- According to this an organisation is seen as powerful
and competing sub group and they are the management and the trade union. All of them have
certain personal rules and regulation and functions which they have to perform in order to gain
the goals. Management have the role of influencing and making coordination and the trade
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unions are the legal bodies which raises the interest of employees at a work place. Any conflict
arising will be solved through collective bargaining process.
Radical Frame of Reference:- It states that the working place is the biased area and the
managers are considered as the agents of the owners of the company. They conduct certain
activities which try to exploit the interest of the employees like delay in the salary so that the
workers should not leave them. To increase the profits they cut the cost of the production
through managing the manufacturing procedure.
1.2 Impact of the changes in the trade unionism on employee relation.
Trade Unions are the groups which is formed when the employees working in an
organisation or having same interest come together. They have the aim of rising the voice of
employees and protect their interest at the workplace. They carry out certain operations which is
called as the protest against the biased activities of the management of the company (Rubery,
2015). Hike in the salary, better working condition at the workplace are the prominent demands
which are raised by the trade unions. It was the year 1824 when they got the tag of a legal body
and at the same time staff saw this as a revolution where they can easily contact and
communicate with the management on particular. Trade Union have to regularly brings in them
so that they remain a productive body.
It is analysed that the workplace has changed with change in situation, now the
employees have become more educated and are well aware about the rights they have. Trade
Union should put their efforts in educating the employees through training, research and
communication. To bring loyalty and commitment towards the company they need to learn new
things which will impact their attitudes and the behaviour. They should help them in knowing
various laws framed by the government and the head of the union should exercise certain
leadership skills and communication skill so that he can easily put forward their views in front
of the management. Trade Union should market themselves as the promoter of human rights like
in the 20th century starting they launched certain campaigns for the labour standard. It was there
efforts which has made this possible in year 1998 when government framed certain labour
standard. To be more effective they should collaborate with certain civil society like human
rights, consumer and environment groups. In NHS there has been a dispute where trade unions
were not happy with the working condition given to the workers. So it should be ensured that
there is safe working place and each and everyone should be treated well.
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There has been drastic decline in the membership of the trade unions as it can be analysed
that there has been downward impact of the unions. The reason behind this is that government
has made certain laws like employment protection laws, increase in the small companies and the
mangers are also taking care that the employees are part of the decision making.
1.3 Role of different players in employment relation
In an organisation that interact and have dependency with each other at work place. As no
work cane be carried out without the contribution of employee trade unions employers
association etc. they play an important role in maintaining an effective relation at the work place.
In order to understand the duty of each in establishing an effective connection in the organisation
role performed by each is discussed below:
Employer – The given term refers to the person who appointing employees at the work
place. Therefore, this way they play a crucial role in NHS for maintaining good relation.
Supervisors as perform important function in business they have certain obligation which they
have to consider while performing their duties (Allen and Aldred, 2011). It is their duty to
guarantee that there is sound condition in the organisation so the well being service staff can
work appropriately with no delay. Whatever contentions and question are emerging between the
labourers are likewise overseen by the businesses just. To increase most extreme profitability and
to support the lesson of the representatives they should lead motivational courses and alongside
this they should call diverse medicinal specialists who manage them about specific procedures
which can be utilized to work all the more successfully. With this the workers will put their best
exertion. By following all this a better condition can be established at the work place.
Employees:- It is the obligation of the workforce to take after the guidelines given by
their pioneers and in the meantime they likewise need to obey and stand the standards and
arrangements confined by NHS (Kunju and Jones, 2012). Staff must demonstrate their
enthusiasm for various projects composed by the given organisation. So with these a sound
human connection can be work between the businesses and representatives. It is not possible to
achieve this situation when the work force does not cope up with the rules given to them. Then
again they have full appropriate to raise their voice against any foul play or misconduct done to
them. They can advance their perspectives and proposals before the administration.
Trade Unions: To speak about the enthusiasm of labourers in the business trade union
came into the presence. It is the exchange unions who guarantees that work force show signs of
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improvement compensation and working encompassing. They additionally ensure that
representatives are dealt with appropriately and no biasses is there. Union assumes critical part in
arranging the terms and condition with the businesses and they have extraordinary impact as they
involves lots of members. They watch that no unreasonable practice is identified with works by
the businesses and they likewise help government in encircling work laws as their
recommendation are considered as imperative (Kim, Park and Wier, 2011).
Managers Association: It isn't generally fundamental that the enthusiasm of the
labourers will be considered. Bosses additionally needs that they make an affiliation which join
them so they can manage any circumstance coming in the method for their business. For
instance; different clinics in UK are related with an association which they have shaped so that in
crisis circumstance they can take the assistance of each other to benefit any medicinal office.
They can likewise trade workers to each other with the goal that staff could pick up information
about different things too.
Government: In each nation the present government makes certain regulations which
association like the refereed one need to analyse does their working is going accordingly or not.
They should ensure on the off chance that they are not following tyke work and in the meantime
they are not dealing with well-being and security measures at work environment. With the
reception of the lowest pay permitted by law strategy they can fabricate better association with
the workers.
TASK 2
2.1 Procedures that organisations like NHS can undertake so as to resolve various conflicts.
There are several methods that organisations such as NHS undertakes so as to resolve the
conflicts that has arisen in the organisations. These procedures are applied on a regular basis so
that they do not have to face anything suddenly. In this part basically three types of conflicts
have been considered. Collective dispute is one such kind of dispute that arise in the firms. This
rise due to presence of different kind of aspects such as insufficient and unhealthy physical
environment along with the changes in the terms and conditions of employees as well as
unbalanced work loads etc. In all these situation they arises their voice in the form of strike or
lock outs (Yi and et. al., 2015). It can be seen in the in the case study that conflict has arised
between the NHS employer as well as British Medical Association over the contract of Junior
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doctors which is commencing from October 2013. There are certain issues that are also arised
due to gender discrimination This company apply various procedures to tackle this situation.
First thing is that company can have healthy interactions with the staff members so as to find out
a middle route from the dispute. In this regard HR managers can help as a mediator. Another
type of dispute that arise in the NHS is the Strike which can be seen in the case study as well.
These strikes can be highly dangerous as it makes a huge losses to the company in monetary
senses. It also reduces the image of the company in the minds of consumers. The process that can
be used for tackling this is collective bargaining process. The whole procedure initiates with
selection of appropriate union through secret ballot and after selection. Management has to make
the bargaining with the employee so that they agree on the same notes for this purpose the
employee unions or association s can be helpful so that appropriate conclusions can be deduced.
2.2 Major features of employee relations in the selected conflicting situations
In resolving conflicts the role of the employee relations becomes more important. Fro the
given situation collective disputes is linked with conflicting situations. In the firms such as NHS
the dispute of new contract for junior doctors can create a negative impact. Which may directly
reduce the profitability of the company. Key characteristics in this regard is as follows:
 Hindering the relationship between management and staff members: This situation has
created a very difficult working environment in the workplace. The strikes has been held
in previous few days (Curran and Quinn, 2012). The management is doing various
processes so that they do not has to face this kind of environment but the medical
association has voted on the negative side.
 Hindering the relations with other staffs: Since there is loss of pay days due to these
strikes to the other staffs also those do not have any relation with the strikes. This will
effect the company on the long run as it will reduce the nature of working as a team at all
organisational levels.
 Dissatisfaction with the entity: It is another primary feature of this conflicting situation
in which the staffs gets detached with the company and do not feel that they are working
for their own company. A feeling of dis satisfactions prevails in the minds of the staff
members. This situation will entirely hamper the employee relations within the company
and it may be damaged forever. For resolving this problem the management has to take
many of the decisions that may not be in the favour of their interests.
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2.3 Effectiveness of procedures which can be used in selected conflict resolving
There are several procedures that are applied by the organisation in this regard. One of
the best process that is used in conflict resolving is collective bargaining which is one of the best
dispute handling process. There is many discussions that is taking place between the
management of NHS Employer and the British medical associations within the organisations.
The process of voting was also chosen so as to sort out the different situations and up lifting of
the strike. This process can be helpful in understanding the needs and demands of the staffs
members which can be resolved with effective decision making process. At the time of
discussion staff members can ask their supervisors about the reasons behind the arisen situation
like what is going on the companies mind. Entire situation can be solved if the employee gets
satisfied with the replies they get in regard with their questions (Guery, 2015). This process is
appropriate as the company can interact with large number of people at the same. In the present
case Medical association is not satisfied unless the contract is being renewed. Human Resource
managers will help company in making the such discussions as they have the closest relation
with the employees in the normal days. Dispute handling procedures is highly effective in this
regard. Since the committee for for talking to the medical associations comprises of the people
who poses capability to handling these situations in past hence their chances of resolving the
matter is greater than anybody else.
TASK 3
3.1 Roles of negotiation in collective bargaining during the issues
Collective bargaining is the procedures through which the management reach at mutual
solutions and minimise the effect of the conflict that arises at the work place. It is a better
process as this way interaction between employee and employers take place. Negotiation plays a
crucial role I this process as this way both the parties listen to each other issues and try to rech at
solution where no more harm is suffered by any one party (Li and Yeo, 2011). Different roles
which are present in the process of negotiation are given below:
Helps in reaching at solutions – Whenever any issue assists in NHS process of
negotiation is followed. Doctors or other employees put froward the problems faced by them and
than both the management and employee negotiate so that a solution is received which is
accepted by all (Harris and Ogbonna, 2012).
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Helps in developing the value of collective bargaining – when people from different
caste creed or culture work together conflict situation keep on rising. This way the working of
NHS gets effected and hence the goals are not achieved. It is important for the management that
the work force is kept happy because only than they work with maximum dedication.
Negotiation in this case is helpful as it helps all the parties involve in any sort of inconvenience
to receive the benefits to the extent they are possible (Kim and Wier, 2011). When everyone is
heard and given importance it motivates them and develop the feeling of belongingness among
the workers. Hence the NHS labour turnover ratio also get reduced and effective relation is
developed among the different level of organisation. If negotiation is not utilised for the purpose
of solving issue than top management will dominate over the lower staff and hence this will lead
to the development of conflicts and issues with the given organisation (Psychogios, 2010).
3.2 Impact of various negotiation strategies in relation to the conflict.
The overall impact of the negotiation strategy on the collective dispute related to the
condition of NHS has been analysed. NHS and BMA can use negotiation concept to resolve any
issue coming in their working. Forcing, smoothing, comprising etc. are the certain impacts which
can be useful in this case. Compromising strategy says that any one party has to compromise
with their demands and the they does not need to think about the goals and objectives which they
have to achieve through it (Donovan and et. al., 2016). But this will decrease the moral level of
the employees and will increase the work efficiency. In the case if the doctors who are associated
with the National Health Services (NHS) and British Medical Association (BMA) negotiates
with the government then it could be tough for them to motivates the doctors. Through forcing
strategy all the goals and objectives will be considered at the expense of others. In this the
management will give preference to the personal goals rather than the employee motivation.
This will bring a negative environment if it is used in the collective dispute type of
condition. NHS and BMA will find it difficult to retain their doctors as their moral has gone
down so they will also be not participating in activity. After analysing the situation in the
scenario it is evaluated that smoothing strategies will be most suitable in this context because in
this all the opinion and feedbacks from the experts and the junior doctors will be taken thus
increasing their motivation level. Those who were feeling demotivated will feel that they have
been valued in the organisation. Opinions given by the employees can be used in collective
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bargaining process and better results can be obtained. This all has developed a healthy
environment for the doctors and other employees who are part of the NHS.
TASK 4
4.1 Influence of EU on the industrial democracy in UK
One of the core concepts that have developed over the years in the business firms is the
industrial democracy. It refers to as the type of structure that is present within the firms such as
NHS where staffs are provided with the responsibility of taking important as well as crucial
decisions. These decisions can be regarding the strategic plans or the working culture at the
workplace. It also refers to the procedures that NHS follow so as to listen to its staff members.
European union plays an role of essential players as it has direct impact on the democracy of the
work place in the UK. It has direct influences on the company's industrial democracy as any
legislative decision made by the EU directly impacts the company (Jønsson and Jeppe Jeppesen,
2012). Like it has passed the law or Act regarding the role of staff members in the decision
making process has made companies to make them part of the decision making process. This has
raised the demands of the employees as they have their equal say in the company. This has
created the positive environment in the company. EU unions has also made companies to comply
with the issued guidelines. Further if NHS do not follow this then they have face many problems
like strike, lock outs or sometimes legal actions against the company where it can have to face
heavy losses. On the contrary cultural differences at the national level in terms of democracy
have direct influence on the industrial democracy in the nation (Osman, Ho and Carmen Galang,
2011). For example a multinational company that belong to different nations does not takes staffs
as apart of the decision making body and this aspect can be barely new for it. Which to change in
the working culture and hence managing these can be extremely difficult task and if they do not
follows it then they cannot operate their business in European region effectively. It effects the
relationship of the management and the staff members.
4.2 Compare methods used to gain employee participation and involvement in the decision
making process.
Different methods that can be used by the firm with the objective of gaining employee
participation and involvement in the decision making process (Lendaro and Imdorf, 2012). It
takes consideration about the techniques such as suggestion scheme, consultation, surveys etc.
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Consultation is considered as one of the widely used practice adopted by firms with the objective
of encouraging its employee to be working in the welfare of the firm. As it help them in
participating in the decision making process. In this method managers takes the views of staff
members so that they can present their views and ideas in front of the management. So that
company can enhance its overall performance (Thompson, 2013). It helps supporting the
motivational level of Employees. Attitude surveys can also be used where staffs present their
views on the linked matter. It takes into consideration job performance and evaluation as well as
pay determination. After evaluating the perception of the staff members policies can be
developed in this regard. Suggestion scheme can also be applied in which suggestions are taken
from the staff members who are dissatisfied with the company policies. They feel that they are
also valuable to the company and hence the Employee relations within the company can be
increased. With these methods company can understand whether any decision will work or not
and hence deduce the outcomes of the decision.
4.3 The impact of human resources on the Employee relations
There is a very serious impact of employee relations within the firm. They play important
role in the retention of the employee. The policies and plans that are made by the human
resources department of the NHS will have direct impact on the working of the firm and hence
dictating the relationship between employee and company. HRM has the role of providing
favourable workplace environment. If they do so they can create a matter of faith in the minds of
the workers. This type of surrounding can be developed by acquiring person culture within the
organisation (M. Smith, Stokes and F. Wilson, 2014). For better relationship pluralistic approach
can be beneficial and hence improves the overall performance of the company. This approach
suggests the need of having unions within the organisation. Unitarist approach can also be
advantageous in this regard. In human resource managers can potential measure so as to motivate
and encourages workers. It helps in achieving corporate goals easily.
CONCLUSION
From the above based report it can be concluded that employee relation is an important in
an organisation. As it increases the efficiency of the firm. Employee relations has two frame of
reference and two perspective known as unitary and pluralistic. Employee unions play an
important role in the managing employee relations and so is the role of Human resources
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department in managing it. HRD helps in increasing the motivational level of employee
regarding their faith towards the company and its policies. There are many methods that are used
within the firm to improve employee relations which ultimately helps in resolving the queries
that arises in the firm. It increases the overall capacity of the firm as well as the productivity.
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REFERENCES
Books and Journals
Allen, M.M. and Aldred, M.L., 2011. Varieties of capitalism, governance, and high-tech export
performance: A fuzzy-set analysis of the new EU member states. Employee
Relations.33(4). pp.334-355.
Kunju Kunju Mathew, S. and Jones, R., 2012. Satyagraha and employee relations: Lessons from
a multinational automobile transplant in India. Employee Relations. 34(5). pp.501-517.
Kim, Y., Park, M.S. and Wier, B., 2011. Is earnings quality associated with corporate social
responsibility?.
Li, J. and Yeo, R.K., 2011. Quality of work life and career development: perceptions of part-
time MBA students. Employee Relations.33(3). pp.201-220.
Kim, Y., Park, M.S. and Wier, B., 2011. Is earnings quality associated with corporate social
responsibility?.
Harris, L.C. and Ogbonna, E., 2012. Forms of employee negative word-of-mouth: a study of
front-line workers. Employee Relations. 35(1). pp.39-60.
Psychogios, A.G., 2010. Restructuring the employment relationship in South Eastern Europe?
Total quality-based changes on managers' careers and job security. Employee
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N. Theriou, G. and Chatzoglou, P., 2014. The impact of best HRM practices on performance–
identifying enabling factors. Employee Relations, 36(5), pp.535-561.
Harvey, W.S., 2012. Labour market experiences of skilled British migrants in Vancouver.
Employee Relations, 34(6), pp.658-669.
Rubery, J., 2015. Change at work: feminisation, flexibilisation, fragmentation and
financialisation. Employee Relations, 37(6), pp.633-644.
Yi, X. and et. al., 2015. Variation in career and workplace attitudes by generation, gender, and
culture differences in career perceptions in the United States and China. Employee
Relations, 37(1), pp.66-82.
Curran, D. and Quinn, M., 2012. Attitudes to employment law and the consequent impact of
legislation on employment relations practice. Employee Relations, 34(5), pp.464-480.
Guery, L., 2015. Why do firms adopt employee share ownership? Bundling ESO and direct
involvement for developing human capital investments. Employee Relations, 37(3),
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Donovan, S., and et. al., 2016. Employee voice and silence in auditing firms. Employee
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Jønsson, T. and Jeppe Jeppesen, H., 2012. A closer look into the employee influence:
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Lendaro, A. and Imdorf, C., 2012. The use of ethnicity in recruiting domestic labour: A case
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Thompson, P., 2013. All Change at Work? British Employment Relations 1980‐98, Portrayed by
the Workplace Industrial Relations Survey Series. Employee Relations.
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M. Smith, S., Stokes, P. and F. Wilson, J., 2014. Exploring the impact of investors in people: A
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Employee Relations, 36(3), pp.266-279.
Osman, I., Ho, T.C. and Carmen Galang, M., 2011. The relationship between human resource
practices and firm performance: an empirical assessment of firms in Malaysia. Business
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Online
What are Employee Relations?. 2017. Available through: <https://www.hrzone.com/hr-
glossary/what-are-employee-relations>. [Accessed on 17th October 2017].
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