Employee Relations Report: Analyzing NHS Conflict and EU Influence

This report delves into the multifaceted realm of employee relations, specifically within the context of the National Health Service (NHS) in the UK. It begins by examining various perspectives and frames used in managing employment relations, including unitary, pluralist, and radical approaches, and their implications. The report then explores the impact of changes in trade unionism on employee relations, considering both technological, political, and legal effects. Key players in employment relations, such as employers, employees, trade unions, employer associations, and the government, are analyzed for their roles and influences. Furthermore, the report outlines procedures an organization should follow when dealing with different conflict situations, including single-employee conflicts, conflicts between employees, and conflicts within groups. It examines the key features of employee relations with reference to conflict situations and evaluates the effectiveness of conflict resolution procedures. The role of negotiation in collective bargaining is discussed, along with various negotiation strategies and their impacts. Finally, the report investigates the influence of the EU on industrial democracy in the UK, explores methods for employee participation and involvement, and assesses the impact of human resource management approaches on employee relations.

EMPLOYEE
RELATIONS

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Implications of perspectives or frames as a means for handling employment relations. 1
1.2 Changes in trade unionism have affected employee relations in the UK.........................2
1.3 Roles of the key players in employment relations............................................................3
TASK 2............................................................................................................................................4
2.1 Procedures an organisation should follow when dealing with different conflict situations
................................................................................................................................................4
2.2 Key features of employee relations with reference to conflict situation.........................5
2.3 Evaluation of the effectiveness of the procedures followed in resolving this conflict....6
3.1 The role of negotiation when collectively bargaining as in this conflict.........................7
3.2 Various negotiation strategies and the impact of each strategy in light of this conflict...8
TASK 4............................................................................................................................................9
4.1 Influence of the EU on industrial democracy in the UK..................................................9
4.2 Various methods that are used to gain employee participation and involvement ...........9
4.3 Impact of human resource management approach on employee relations....................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
In current time, every business organisation tries to 0provide better services to its
consumers or service users, so that it can satisfy them in the long term. Medical field is one of
the most crucial sector in the nation as well as all over the world (Ouimet and Zarutskie, 2014).
If there is no good relation between employees and management of organisation, it might harm
all activities and tasks of firm. In the following report, all implications will be discussed which
can be occurred by employment relations handling perspectives. Employment relationship plays
like a game changer for consumers and organisation itself. London Bridge Hospital is one of
leading medical organisation which provides various types of health services to people. There are
some essential persons of hospital who are key players in employment relations. For example,
Employee, employer, government, employer association and trade union. As agreement among
British Medical Association (BMA), NHS Employers and the government has caused contract
related to junior doctors to which doctor went against, So an effective method is required to
resolve this kind of dispute (Odhong and Omolo, 2014). It will lead to harmonised relationship
between employee and firm they work in. European Union is also an important entity in
employment relationship and many methods can be used to involve maximum employees in
decision making process.
TASK 1
1.1 Implications of perspectives or frames as a means for handling employment relations
As doctors are main people of every medical institute, they should be satisfied enough by
management of hospital. There are different approaches so that a good relations can be
established with employees of organisations especially in medical industry (Sevİnc and Xuan,
2015). Some of the crucial frames of references are unitary, pluralist and radical which are
considered as varying perspectives. In unitary approach, conflicted behaviour of particular
employee influences other workers as a problem and management of organisation tries to resolve
this conflict by mutual cooperation between employees and employer. For example, if an
employees is unsatisfied with his work and behave in a negative way, then it will have impact on
other employees' morale. So. To deal with this single person situation, management of firm
adopts unitary perspective to maintain its service delivery fr customers. Pluralist reference
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includes various views for both management of organisation and trade unions as well as
employees. Collective bargaining is an helpful tool in this approach in which several
arrangements are made to finish conflict in employees. The third method to deal with
employment conflict is radical approach or Marxian in which class conflict between employees
that has negative impact on productivity of them. This problem arises when organisation hires
employees only to gain profit. It may lead to demotivation among them and hinder the further
growth of firm as well as workers themselves. So to deal with it, management of hospital or any
other organisation calls for an bargaining which employee can demand for their basic rights and
get rid of this type of conflict (Esfandiari, Ebrahimi and Esmaeilzadeh, 2015). Thus these all
above three frame of references are most useful methods to handle employee relations at
business organisation whether in medical sector or any commercial field. Without these
approaches, employees will face a lot of problems or conflict which will weaken their motivation
to work hard and consequently, it will cause loss to firm in term if service delivery and customer
satisfaction.
1.2 Changes in trade unionism have affected employee relations in the UK
Trade unionism are combination of practices and activities which are executed by trad
unions of United Kingdom. UK government has drafted many legal obligation on the trade
unions which are creating a huge impact on their workings. There are time to time changes in
legislation in trade unions which have negative as well as positive impact on employee relations
at workplace focus on establishing a healthy environment for workers and provide them a secure
atmosphere in the long term (Boston and O'Grady, 2015). As compared to previous time in
industry, all trade unions try to give several benefits to employees related to monitory and non
monitory so that they can be motivated to work hard for organisation in future. As the very initial
changes in trade unions in 19th century which had main purpose of fair pay to employees.
Followings are some effects which have been placed in employee relations in London British
Hospital after changes in trade unionism.
1. Technological effect-As there have been many changes in technology related to
equipments which play a major role in providing health care services to service users. As
more advanced technology reduces number of employees. It had negative impact on
employee relation. To deal with this situation, trade union of the mentioned hospital
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played a role to protect its employees to get their job at fair pay. Consequently, it
enhanced operations of London British hospital but at some cost of employee relation.
2. Political and legal effects-As trade unions have changed their rules and regulations as
per modification in legal aspects, so it also had to be applied on the hospital and its
activities or services. Consequently, higher level management also had to alter its policy
and procedure related to employee relation. For example, it applied some legal acts like
discrimination, equal pay and minimum wages act. These type of acts crested more
healthy atmosphere and motivated to employee to work with dedication for firm in long
term (Greenwood, 2016). Thus there were many changes in legal, political and technical
changes in trade union which had drastic impact on employee relation in industry.
Although trade unions have main purpose to protect worker's right in organisation and
provide to secure work environment to accomplish objectives and goals.
3. Limitations on trade unions: Newly implemented acts has created huge impact on the
trade unions, mainly it has created limitations on them in which they can not protest
much against the higher management.
1.3 Roles of the key players in employment relations
In every business organisation, employment relation is foundation which can increase or
decrease progress of company. For example, if there is any conflict among employees, it may
crest problem for company to operate and deliver the service to consumers. There are some
important players who play a vital role in employee relations ate workplace ( Kaufman and
Taras, 2016). For example, employee, employer, trade unions, employee associations and
government. Their impact can be explained as below.
Employer- They are the people who hire candidate for the business organisation to gain
maximum productivity in future. They try to apply different effective methods to establish
harmonised relationship among employees at workplace. So that they can put their full efforts to
add value to company in future. Another role which is played by employer is that they make sure
that there is no discrimination with any employee based on their skin tone, religion and region.
These efforts can lead to motivation and healthy atmosphere. For example if there is any conflict
or fight between workers, employer or management resolves their issues and prevent the firm
from weak performance.
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Employee-They are key assets to every business organisation who provide product and
services to the customers. If they are not satisfied with work, there might be no better progress
of company in long term (Rayfuse, 2014). Main purpose of employees is to complete every
single task he is assigned with effectiveness.
Trade Unions-These entities protect employees of company from any type of exploitation. For
example, if there is any changes in legal plicy of compnay which harm the employee's right at
workplace. In this situation, trade unions secure them and help in fair pay.
Employer associations-These are also important units which create a strong bond
between employer and employees. They are collective units which include manufacturers, wage
labour and retailers. They try to establish harmony between employer and employee while
bargaining or negotiation on particular dispute.
Government-They are highest controller of employment relations in business
organisation as they make rules and regulation which can make better or bad behaviour of
employees. For example, if government implements discrimination prevention acts, it will enable
the firm to provide justified atmosphere in tern of pay, treatment, promotional process to
motivate them in long term. Thus these above main players play a vital role in establishing a
harmonised employee relationship so that company can gain maximum outcome and provide
quality product or services to customers.
TASK 2
2.1 Procedures an organisation should follow when dealing with different conflict situations
NHS as national health services is one of best business organisation in medical industry
of United Kingdom. As its employers, British medical association and the government had made
a contract after negotiation which was opposed by doctors,it might create some dispute or
conflict among employees in future (Williams-Jones, 2017). So NHS should follow some
effective procedures to deal with these situations. There are three major conflict condition which
can take place like single employee, between employees and with group of workers at
organisation. Followings are procedures which must be adopted by NHS to deal with these.
1. Single employee conflict situation-When a employee is behaving in a negative way which
can down morale of other employees, the national health services should first
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realize the pattern of the problem son that it can act further to resolve their. For example,
management of firm communicates with him and try to apply strategy to resolve his problem.
2. Conflict between employees-This is the sit6uation in which any two workers have
problem with each other and fight while working together in specific task. It will divert
them from main work which may lead to less productivity in term of service delivery to
patients. For example, if doctors in same department have problem with each other then
they will like to attend patients of other one. So to deal with this conflict situation, NHS
should talk to them and apply compromising strategy in which each of them are satisfied
about what they expect and accept other's behaviour to some extent.
3. Conflict in group of employees- As National health services is a he organisation where
many doctors work (Carnmarata, McArthur and Steeb, 2014). If there is any problem of
employee with other worker in group, then the organisation must try to resolve the
conflict as it may risk service users and firm's progress in long term. There are some
types of procedures which NHS can adopt in this situation like formal and informal.
Informal procedure is beneficial for the firm in which employee representatives and
employer representatives communicate without any other person. This procedure has no
fix policy or regulation, instead a friendly agreement is made with consent of both
parties.
2.2 Key features of employee relations with reference to conflict situation
As NHS is one of most popular medical service provider in United Kingdom, it has to
make suer that there is no problem among employees so that they can complete their task with
happiness and satisfaction. Although, this firm make a lot of efforts to establish harmony for its
workers, there are some situations in which they have conflict with each other (Yarbrough and
Yarbrough, 2014). To deal with these conflict scenarios, the mentioned organisation can use
some methods for good employee relations. For example, ideological frameworks, conflict and
cooperation, consultation, negotiation. Some of their features are as followings.
Negotiation- This is one of major feature of conflict situation as it is held when involved
parties try to resolve their problem in term of agreement for future. In this situation both
employees demand their expectation to get rid of conflict with other employee. BMA has used
his delegates to meet with the panel of doctors to know what is the basic cause of conflict. It is a
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better thing because they are having a huge need to identify cause which can help to them to
make an appropriate solutions.
Consultation- As junior doctors of NHS had conflict, there will be consultation provided
by management of the firm so that they can satisfy them and resolve the conflict they have.
Cooperation-This is also an inseparable feature of conflict situation of NHS. For
example, when there is any fight or problematic situation among employees, then management
and employees both try to cooperate with each other to establish harmony at workplace.
Idealogical frameworks-They are beliefs and ideas which are adopted by management
of NHS to deal with conflict situation and resolve it within time.
Collective bargaining- This features is always connected to conflict situation. For
example, all parties involved try to present their expectation to resolve the conflict with other at
workplace.
Dissatisfaction with firm-This is another feature of conflict situation among doctors of
NHS (Hanna, Vanclay and Arts, 2014). When there is problematic behaviour shown by
employees with each other, they gets unhappy with their work. It is due to firm reluctant efforts
to caret healthy atmosphere in organisation. Trainees of BMA was not satisfied with the trainings
and attitude of seniors with them.
Harm in relationship among male and female employees-If there is conflict among
workers, it may lead to the negative situation in which they all will try to avoid each other. This
whole situation may weaken service delivery towards patients or service users in the long term.
2.3 Evaluation of the effectiveness of the procedures followed in resolving this conflict
As National health services tries to resolve conflict among its employees as soon as
possible, it adopts various effective and efficient procedures in different situations. One of main
thing to be considered in procedure by NHS is negotiation. It helps the business organisation to
make a balance between involved parties (Morgan, New and Mc Culloch, 2015). For example, if
any worker has problem with others. It will harm his productivity towards work and
consequently affect service delivery in the long-term. To prevent the organisation for weak
outcome, NHS makes sure that it organises a meeting of employees and give their own opinions
so that they can communicate freely. Along with this benefit, it may be harmful for NHS and its
employee as there is only representative not entire group. There are main two types of
procedures to deal with conflict situations. In formal procedure, issues like salary and ranges of
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pay are discussed so that employees are not dissatisfied with firm and put their efforts. This is
very effective procedure in case of huge cost occurred for firm.
Arbitration is one of most useful procedures which is used to settle dispute in doctors of
National health services. In this methods, the mentioned firm tries to put all involved employees
on middle level where they are agreed to compromise with certain things of opponent (Firth,
2014). Another effective procedure to resolve conflict at workplace is win win approach in
which dispute is well managed by NHS and positive sum strategy is adopted. For example, If all
parties are satisfied with decision and no one is dissatisfied where another strategy is zero sum in
which win lose or lose win which is mostly adopted by NHS.
Conflict management is an effective procedure which is used by the firm to resolve any
type of conflict or dispute among employees or doctors so that they do not stop providing health
and care services and cut their working days. This helps in remove cognitive hurdles while
making agreement related to conflict solution. Informal procedure is also a beneficial procedure
which contributes in establishing friendly atmosphere for employees to show their opinion
freely. Thus all kind of procedures which are followed by NHS help in maintaining its progress
and quality in future.
They have used meeting concept to analyse what the actual cause behind this conflict, it
is effective because it can help to them to maker a better change in the organisation. It helps to
them to make effective solutions to resolve this conflict. They has used root cause solution which
helps to them to create better solution on this work.
3.1 The role of negotiation when collectively bargaining as in this conflict
As in given situation of dispute among doctors of national health services, British
medical association and government, negotiation play a vital role to resolve this conflict situation
to some extent. As loss of working day will have negative impact on service delivery to patients
and overall firm, all parties should bargain to come at mutual agreement (Barsky, 2016). A
collective bargaining is a process in which representatives of all parties negotiate with each
other. A proper negotiation in conflict may play role in various ways as followings.
Enhance the standard of work by employees- As doctors has opposed the contact made
by government, British medical association, they should negotiate with them to modify it to
some extent so that all parties can be satisfied and work will not be affected in negative way. For
example, NHS employees try to improve their work condition and trade unions have motive to
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establish fair pay system. These both efforts will lead to maximum improvement in performance
of company and they will provide their medical care services to patients.
Supports to get a useful conclusion-As attitude of employer and employee cam affect
overall working and productivity of firm, a collective bargaining may helps in getting an average
result which is agreed by both parties. For example, representative of both employee and
employer to talk about issue and get a mutual solution with some modifications.
Improvement in efficiency-Along with easy communication, when employee feel
comfortable to discuss of problem, they can remove further barriers in way to progress in future.
So by negotiation, company can improve its efficiency and provide best services to its consumers
in long term (Dastjerdi and Buyya, 2015). A proper negotiation helps in motivating employees to
work harder as their demands are accepted to some extent.
Strategies-There are various types of negotiation strategies which are used by NHS to
resolve conflict situation among its employees. Unison's is one of major strategies which helps in
establishing cooperation between employer and employees of national health services. If these
strategies are not monitored well then estimated target or solution will not be achieved which
consequently harm existing performance of the firm in future. Negotiation strategies contributes
in protecting workers from violation as every party has opportunity to give its opinion in front of
other opponents.
Bonding creator: Negotiation process helps to create a bonding in the higher and lower
management. As in the case of BMA trainees and NHS, they have used negotiation process
which helped to them to make bonding again in their work.
Communicator: Negotiation process works as a communicator in between the both
parties which can help to them to communicate on their issues in a better manner.
3.2 Various negotiation strategies and the impact of each strategy in light of this conflict
There are many negotiation strategies which are helpful in resolving conflicts among
employees and employer. These are techniques which helps in order to settle any dispute at
workplace and create a healthy atmosphere so that all employee can put their work with
satisfaction in future (Mansour and Kowalczyk, 2014). Some of major negotiation strategies
which are adopted by NHS can be described a followings.
Avoiding strategies-This is one of most useful techniques in which major issue is faced
by firm and plays like barrier to progress of organisation. In this strategy, all those issues which
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are less important for employees productivity are included and company tries to focus on other
major conflicts. For example, work schedule is not as per expectation of employees, then if
management is not in position to alter it, this conflict will be postponed for some duration.
Competing strategies-This is also an effective negotiation strategies in which all aspects
and factors are analysed which have positive impact on business of firm (Kim, Cundiff and Choi,
2015). The main objective of this strategy is to compete with better performance so that it can
maintain its image in medical industry.
Accommodative strategies-This strategy tries to meet financial crises by avoiding huge
turnover and termination. Compromising strategies include agreeing on mid way with consent
of parties to some extent.
TASK 4
4.1 Influence of the EU on industrial democracy in the UK
Industrial democracy is a situation when employer and employee both participate in
decisions. In EU, many nations are forced to follow a healthy relationship in firm by establishing
freedom to give opinion in case if conflict (Korobkin, 2014). It has introduced partner based
relationship at workplace in medical industry so that employee can share power, responsibilities
and authorities in all European countries. After UK exit the Eu, it has independent rules and
regulations regarding industrial democracy in organisation. It has now set new standard related to
work environment while avoiding some less important issues. It will enhance efficiency of firm
as well as its employees. As there are different culture people work in United Kingdom, Eu had
implemented various acts which protect right of workers and make them more valuable for
company they work in (De Witte, Vander Els and De Cuyper, 2015). Thus whole regulation by
EU and UK after exit, many sets of standard have been adopted and work quality has been
improved.
4.2 Various methods that are used to gain employee participation and involvement
There are various methods which are used by NHS to get its employee participated and
involved in decision making process. Most important methods are consultation method and
participation methods which cab be explained as below.
Consultation method-This method is mostly used by NHS which have direct positive
impact on working environment for employee in the long term. In this method, opinion of
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workers is conveyed while taking important decision for firm to progress in future. This is like a
informal way to take view points from employees so that they do not hesitate in participating in
process. For example, when there is problem related to equipments which are important aspects
to be considered to complete any task in medical industry, firm tries to ask employees to give
their opinion and take decision on basis of that.
Group discussion meeting-This is also an efficient method through which the National
health services maximise voluntary participation and involvement of employee in long term. For
example, the manger of firm organises a meeting at regular basis in which all representative of
departments are called and asked for positive and negative ideas about consequence. But a
consistent monitoring is required by high authority of company, without which, there might be
miscommunication among employees and outcome will nit be achieved as desired earlier.
4.3 Impact of human resource management approach on employee relations
HRM is one of most crucial parts of every business organisation which plays vital role in
maintaining harmony among employees of company. The manger of human resource makes sure
that whole functioning of organisation is well executed and no problem among workers while
working together at workplace. This approach helps in establishing fairness in term of wages,
salary, working atmosphere, safety, security and working hours or schedule which have direct
influence on working quality of employees (Lawrence, 2017). Without HRM approach, these all
aspects can not be set and workers might get frustrated in future which may hinder the further
growth of company in long term. For example, NHS conducts HR session time to time to know
if its employees are satisfied with their work or not. This effort will make its people more valued
and they will put more effort to add value of firm in term of quality product or services. Training
an development programmes are organised in human resource approach which sharpen the
current skills of employees so that they can accomplish organisational objectives in future. In
these programmes, workers are encourages to help each other and not to treat other peer with
different attitude. Another impact of this technique on employee relation is that it gives
opportunity workers to provide their own specific opinion to maximise firm's productivity. This
approach helps in avoiding discrimination on the basis of age, skin colour, language, religion,
region and status in society (Kim, 2017). Thus human resource approach has an positive impact
and contributes in harmonised relationship among employees of the firm. It enables organisation
to increase its service quality an delivery.
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