Employee Relations: NHS, Trade Unions, and Conflict Report

This report provides a comprehensive analysis of employee relations, specifically within the context of the UK's National Health Service (NHS). It examines various frames of reference, including unitary and pluralistic approaches, and their implications for managing employment relationships. The report delves into the impact of changes in trade unionism on employee relations, exploring the roles of key players such as employers, employees, trade unions, employer associations, and the government. It further investigates procedures followed by the NHS in handling conflicting situations, including strategies for single employees and groups of employees, focusing on negotiation and collective bargaining processes. The report highlights the influence of the EU on industrial democracy and methods for employee participation, concluding with an assessment of the impact of human resource management on employment relations. The report uses various academic sources to support its arguments, providing a detailed overview of the complex dynamics of employee relations within a significant public sector organization.

Employee relations

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
1.1. Different frames of references explaining the implication of each of perspective as means
for handling employment relations.........................................................................................1
1.2. How changes in trade unionism affect employee's relation in UK.................................2
1.3. Roles of following key players in employment relationship ..........................................3
PART 2............................................................................................................................................4
2.1 Procedures followed by NHS when dealing with different conflicting situation.............4
2.1 Procedures followed by NHS when dealing with different conflicting situation.............4
2.2 key features of employee relation with reference to conflicting situation.......................5
2.3 Effectiveness of procedures followed in resolving conflict............................................6
3.1 Role of negotiation in collective bargaining....................................................................7
3.2 Negotiation Strategies......................................................................................................8
PART 3............................................................................................................................................9
4.1 Influence of EU on industrial democracy.........................................................................9
4.2. Methods that are used to gain employees participation and involvement in decision
making process ......................................................................................................................9
4.3. Impact of human resource management approach on employment relations ..............10
CONCLUSION..............................................................................................................................11
REFERENCES................................................................................................................................1

INTRODUCTION
Employee relations is an important part of every organisation. It refers to a firm's efforts
to maintain the relationship between the employee and employer. For a healthy work
environment at workplace employee must comfortable with each others. The good relationship
between employee and employer play a vital role in every industrial establishment in terms of
accomplishing the organisational goal effectively. National health care service(NHS) was
launched in 1948 with the aim to care health of public in united kingdom. NHS is one of the
largest public sector organisation in UK. Overall employee of NHS has 14,00,000. The success
of every organisation is depended on their employees(Colvin, 2016). This study present various
type of references which are important for handling employment relations and also define how
changes in trade unions affect employee relations in UK. This report also explain the various
methods which are followed by NHS to solve the different types of conflict situation. This study
also identify the negotiation strategies and their impact on conflicts(Karlsson, F., Karlsson, M.
and Åström, 2017).
PART 1
1.1. Different frames of references explaining the implication of each of perspective as means for
handling employment relations.
In every organisation, good relationship between employee and employer are the major
part of organisation because they contribute together their best efforts towards the success of
organisation. If employment relation are not maintained properly, conflict create automatically
due to misunderstanding between both of them and it will affect the working of every industrial
establishment(Dundon, Cullinane and Wilkinson, 2017).
Unitary and pluralistic frames play an important role in handling employment relationship
Unitary frames
To maintain employment relationship in NHS, this frame follows the assumptions that all
the employees of organisation have same goal, values and objective which is accomplished
through performing different roles by them. In every organisation mainly the conflict is created
due to having different goals and objective to both employee and employer Unitary frames of
NHS creates framework in which employees and management employers work on a common
goals and interest(Guest, 2017). It is also considered the opportunities to employees in terms of
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the involvement in decision making and conflict negotiation actions in NHS which makes
employees more loyal and give their best efforts towards the attainment of organisational goals
and reduce the existence of any conflict with help of mutual understanding between both of
them. In this approach, the focus of management is on controlling and monitoring employees and
their work effectively which maintain employment relations between both of parties(Harney,
Dundon and Wilkinson, 2018). The unitarist approach consists of all members sharing the same
interest and being homogeneous. Third parties are viewed as irrelevant as employees and
employers have a mutual cooperation. NHS use this approach and it depends on their workplace
for strong sense of cooperation between the employer and employee, which allows workers to
focus on the primary aim. This approach while cooperating with employee make use of open
communication that improvises the employee's relation in company and also creates workers
loyalty.
Pluralistic frames
This frames based on the assumption in which organisation is divided into sub groups and
each group have different goals and objective and work with different interest in the achievement
of goals. Sub groups refers as management and trade unions. Management is the representative
of NHS and trade unions represent of workers. Pluralistic frames lays focuses more on
compromising and collective bargaining as it recognises different interests within sub-groups can
cause conflict primarily between the management and trade unions. (Jennings, McCarthyand
Undy, 2017). It emphasises that companies that utilise this practice values negotiation and
coming to an agreeable resolution that benefits both the employees and employers equally. This
procedure ultimately results in the improved employment relationship and engages workers in an
organization(Hayter and Lee, 2018).
1.2. How changes in trade unionism affect employee's relation in UK
Trade union is the association of worker or developed by the group workers with aim of
protecting the worker from the exploitation of employer or organisation. Trade union also help in
improving the working condition of workers.
Main objective of trade union is to protect the interest of employees in an organisation.
There are various changes in trade unions which helps in maintaining better relationship between
employee's and employers. In case of technological changes, this change is always resistance by
employees because it is a challenging task for trainers and it runs from lack of common focus
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this will affect the relationship between both of them by occurrence of conflict. Resistance of
employees can increased in the situation of technological changes that can hamper relationship
with workers(Ishizaka and Pereira, 2016). In such condition, trade union leaders make people
aware with the significance of these changes so that resistance can be minimised and relationship
with staff can be developed.
Changes in legal factor of trade union also affect employment relationship due to
resistance of changes in rules and regulation and working methods of worker. This will create
conflict between management and worker because employees always want to work on the same
method or procedure. If Government Change the wage rate of workers in terms of law wage rate,
in this situation the trade union deal with the management and give their suggestions in the
favour of the workers to the employers and take the middle decision according to the view points
of both parties and these decision will increase the better employment relationship in the
organisation(Jennings, McCarthy and Undy, 2017). Trade union increase the employment
relationship between employee and employer by working with management to resolve the labour
issues through win-win approach in which both side feel satisfy with decision. (Heide and
Simonsson, 2018).
1.3. Roles of following key players in employment relationship
The best level of outcome from employees can be received by healthy relationship with
employees. Employee relationship can be defined by communication between management and
worker to solve conflict's effectively(Kaufman, 2015).
(1) Employer plays an important role in employee's relationship because employer find out work
interest area of worker and provide challenging task according to their interest and specialisation.
Employer also provides performance based incentives and correct wages to their workers which
increase good relationship between employer and employee. If employers do not provide proper
wages according to work to employees then this may create conflict between both of them and
reduce harmonious relationship(Lai, Saridakis and Johnstone, 2017).
(2)Role of Employee in employment relationship is equally important like employer. When
employees are responsible towards the attainment of organisational objective, This timely
completion of work increases satisfaction level of employer and retain better employment
relationship. Employees define their role by producing higher level production in
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organisation(Malik, 2018). Employee also play the role as loyal person and supportive towards
organisational decision for making healthy employment relationship in industrial establishment.
(3) Trade union in the organisation is to maintain good relationship between manager and
worker and also increase interest of worker in work by providing negotiation voice to introduce
management about the employees' requirement and which bring desire conditions closer
together. Trade union also plays an important role in employment relationship by providing help
to employees in grievance handling issues and conflict through individually discussion with
management and find out good decision in terms of the betterment of employees(Lai, Saridakis
and Johnstone, 2017.).
(4)Employer Association is representative of employers in organisation. The main role of
employee association is to provide support and advocate employers in conflict situation and also
deal with trade unions. The main objective of employer association is to maintain good
relationship between employee and employer by creating the healthy organisational culture
which represent collective decision of employers at the time of negotiation process(Thursfield
and Grayley, 2016).
(5)Govt. - Shape employment relation by playing different roles in the organisation. Being as a
major part of employer in their right which make standard set of good employee relationship
practice(Karlsson, Karlsson and Åström, 2017). It also plays a vital role in maintaining employee
relation by providing services like arbitration and conciliation as a peace maker to employee's as
well as employers. Government also play important role in policy making of both employers and
employee's(Williams, 2017). If policies are made by Govt. is favourable to both employees and
employers, these will build healthy employment relations.
PART 2
2.1 Procedures followed by NHS when dealing with different conflicting situation
Single employee
NHS should make efforts in order to convince single employee of British Medical
Association(BMA); to turn off strike by communicating with each and every employee such as
by listening to their problems, by providing them empathy and explaining them about basic
objective of this contract and how this contact is going to benefit each and every person
associated with it. For dealing with single employee to overcome the situation of strike company
will carefully listen to there problems and negotiate with them. This can support them in gaining
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the trust of single employee in the organisation which might help them in removing the situation
of conflict' in the organisation. Moreover, changing perception of employees in a positive way
and encouraging them to stick to contract which has been agreed upon by the NHS, BMA and
government should also be done.
Between employees and group of employee's
NHS will follow negotiation process to overcome the conflict situation which is arising
between employees and group of employees. The first step in this which will be followed by
company is preparation and planning. NHS through planning and preparation will encourage
more communication between employees of BMA so that cultural differences arising between
them because of difference in language, behaviour, attitude and gestures which resulted in
conflict can be reduced. This can be done by motivating and empowering employees to
communicate more so that they can get acquitted with each others culture, language, gestures and
give due respect to each others culture. The second step in process of negotiation will be
definition of ground rules that includes all the terms and conditions of employees and employers
Moreover, NHS could also ensure employees of BMA that no discrimination would be done to
them with respect to differences in culture and ensured them that all employees are equal to
them(Hayter and Lee, 2018). This will result in gaining confidence of employees and influencing
them to stop the strike and continue this contract which would favour all the parties to contract.
The next step which will be followed by in the procedure is collective bargaining and
problem solving. It will help company in negotiating the working salaries, working conditions,
benefits and other aspects. NHS should emphasise on consulting with employees regarding loss
of working hours ; finding out reasons which resulted in loss of working hours and after that
efforts should be made to negotiate with employees to prevent further loss of working hours.
Apart from this, NHS will also attempt to cooperate with group of employees in such a way that
would create a positive environment and will in turn help them to motivate and increase level of
employee satisfaction which will result in junior doctors' dispute over the new contract in
England being resolved.
2.2 key features of employee relation with reference to conflicting situation
Key features of employee relation with respect to conflicting situation are as follows:
Ideological framework
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deological framework prepared by NHS should be fair; which means it should not
discriminate any of the employees on the basis of caste, greed, colour, sex, etc. Apart from this,
efforts should be made to grab attention of all employees by assuring them that their job is
completely secured as well as they would be given attractive benefits from time to time in order
to improve employee relationship(Heide and Simonsson, 2018). Moreover, they should be given
proper training in which they should be motivated to turn off strike and encouraged to improve
employee relationship.
Conflict and cooperation
Conflict has arisen between members of BMA because of disagreement over junior
doctors' contract; which resulted in creation of adverse impact on employee relation as well as it
spoiled the working environment because employees went on strike leading of immense loss of
working hours (Employee relations, 2017). Hence, in order to reduce conflict NHS made efforts
to bring in cooperation which will help in creation of healthy environment through open
communication as well as by motivating the employees through building their morale which will
in turn result in discontinuation of strike.
Consultation
A major part of conflict could be resolved through proper consultation. NHS should make
efforts to consult with employees and try to find out about their problems and make efforts to
solve those problems as it will help in more commitment of employees as well as more
engagement of employees towards the work which would result in turning off strike as it is very
essential to improve employee relation.
Negotiation
Negotiation would help NHS in establishment of collective bargaining as well as
discussion on various agreements which are concerning both NHS as well as members of BMA.
Hence, it will help in coming on such terms and conditions which are mutually accepted by both
parties and will in turn help in development of effective employee relationship. As all the parties
to junior doctors' contract would be satisfied.
2.3 Effectiveness of procedures followed in resolving conflict
Procedure adopted in resolving the conflict helped NHS in making objectives of contract
clear to the members of BMA which resulted in resolving misconception of employees. This was
done through making each and every terms and conditions of junior doctors' contract clear to
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them . This in turn helped in resolution of conflict as now people were clear regarding various
aspects of the contract.
Apart from this, the procedure not only helped NHS in gaining confidence but also
helped in influencing behaviour of members of BMA by explaining them that contact is going to
benefit each and every party to contact and this in turn helped NHS in saving further loss of
working hours.
Moreover, it also helped in motivating employees by building up their morale and
encouraging them to stick to the contract and guiding them that this will not only benefit NHS
but also benefit them as their productivity will increase if they would work rather than focussing
on strike. Thus, resulting in discontinuation of strike(Malik, 2018).
Procedure helped NHS in minimizing cultural differences arising in BMA which resulted
in creation of peace at workplace and in turn helped to stop the strike which had an adverse
impact on continuation of contract.
It also helped NHS in creation of employee satisfaction for the members of BMA as now
they give respect to each others culture which in turn lead to reduced conflict and moreover had
an impact on the strike being resolved. Further, it helped in empowering employees which
resulted in more communication as well as leading to their social needs being fulfilled.
Nevertheless, procedure also helped in developing a positive environment; as the members of
BMA felt that due care and importance is given to their preferences, welfare and well-being and
thus stopped the strike and prevented further loss of working hours. Consulting also helped in
creation of sense of belongingness in the mind of members of BMA which lead to
discontinuation of strike(Malik, 2018). Apart from that, procedure helped in bringing
synchronisation in activities which resulted in employees being satisfied and hence remained
committed towards contract.
3.1 Role of negotiation in collective bargaining
Collective bargaining is a process of negotiation where employees and the group of
employers agree to arrive at a mutually accepted terms and conditions of a contract. On the basis
of negotiation, wage scales of the members of BMA would be established. Wage scales should
be reasonable, so that employees remain satisfied and they would discontinue strike and
contribute towards continuation of contract. Ultimately, leading to good employee relations.
Negotiation would help NHS in determining flexible working hours for employees in order to
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create healthy working environment so that it could benefit them to gain confidence of the
members by showing them that they are concerned regarding their well being, so in return they
should also cooperate with them to continue with junior doctors' contract(Guest, 2017).
Apart from this, negotiation will also help NHS in carrying out collective bargaining
regarding health and safety issues. Efforts should be made to agree on the terms and condition
which are best in favour of health and safety. It has various benefits because employees are the
most important part of an organisation and an organisation can not run efficiently with unhealthy
workers and thus they have to show concern towards the members. Moreover, if NHS will show
members of BMA that they empathise with them then it will somewhere help in improving
employee relation. Moreover, negotiation in collective bargaining would also help NHS to solve
grievances of the employees so as to develop a sense of belongingness in the mind of employees
and they feel connected to organisation. If this happens, then the employees would be motivated
to eliminate conflict and continue with contract.One of the major roles of negotiation in
collective bargaining is that it helps in empowering employees that is NHS should empower the
members of BMA to participate in decision making process as well as to give them autonomy to
make their own choices which would help in creating job satisfaction in the mind of employees
as they would have freedom to take their own decisions and does not have to bind themselves
over decisions taken by others for them.
3.2 Negotiation Strategies
To resolve this conflict, NHS have to use some strategies which are described as under:-
Listen and understand other party's issue and point of view: Listening is a key skill.
To resolve the conflict, NHS should also listen to other side, understand their key issue and hot
buttons and after that formulate an appropriate response on this conflict which is in fever of both
parties. Good negotiation is a result of good relationship. So through maintaining good
relationship NHS and employees can try to gain understanding about what is important to other
side as well, what limitations they may have, and where they may have flexibility in resolving
this(Ishizaka and Pereira, 2016).
Planning: Effective negotiator always walk with a plan. Being prepared is necessary to
host things that you may need to do. Information is crucial for negotiation. NHS have to do
research on this conflicting situation that how this affects employees of organization. Then
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according to that NHS make its negotiable plan than using which offer this conflict will be
resolved.
Be empathetic and positive with opponent: NHS will try to understand interest and
need of employees and build an attitude toward resolve this conflict by making it fair and
consensus. NHS aims in this negotiation process to create most value for both parties and
maximize profit or benefits.
Ask the right question: NHS will ask open ended questions and answer them as well to
employees related to this conflict about assurance, what is there need etc. Treat other party with
respect is necessary so ask questions with respecting them.
Thinking outside the box: Sometimes to solve a problem organizations have to think
something which is different. NHS wants to resolve this conflict so they have to think something
innovative or out of the box through which they can negotiate with employees and restart there
work(Kaufman, 2015).
Set high goals: NHS can set high goals which helps for develop its mission and vision
as well as increase moral and motivation of employees also.
Make Multiple Offers: NHS can make multiple offers to attract its employees for work
or can provide them some facilities which would help to resolve this conflict. If NHS presents its
offer with honesty and justification with there strength and weakness than it will put a positive
impact on employees.
Always try to reach consensus: When conflict will be resolved efforts would be made to
reach on consensus or a general agreement which will help in continuation of junior doctors'
contract between NHS and employees .
PART 3
4.1 Influence of EU on industrial democracy
Industrial democracy is an ideal which includes workers decision making, sharing
authority and responsibility at work place. In some European countries, structure of industrial
democracy have been made in previous but that is not fit well for managers and unions in British
companies. European legislation improve the role of workers in decision making process of
organisations(Willman, 2018).
Influence of EU on industrial democracy in terms of changed their policies such as new
partner based relationship is created by British companies where management and workers work
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towards same goals because of EU influence. Influence of EU on industrial democracy in terms
of increasing the level of participation of workers in decision making which enhance the
contribution of workers towards success of organisation(Williams, 2017).
Changes in industrial democracy after UK exist the EU
Industrial Democracy change after UK exist EU because it includes changes such as NHS
have to provide freedom to employees and also change their internal aspects according to
government rules and regulation to improve collective bargaining process(Thursfield and
Grayley, 2016). The NHS also focus on the development of better relation with the trade union to
make it simple because negotiation is not benefited to only the employees, it has also benefited
to the organisation. It has changed internal aspects to develop structure by collective bargaining.
This may helps to improve efficiency level of worker which is very significant for National
health service organisation(Lai, Saridakis and Johnstone, 2017).
4.2. Methods that are used to gain employees participation and involvement in decision making
process
Involvement of workers in decision making process leads to successful value creation in any
industrial establishment. Highly engaged employee in decision making can produce high quality
care in NHS. Better involvement of employees in decision making process build high level of
trust among the employees which leads to high productivity in organisations(Lai, Saridakis and
Johnstone, 2017).
In suggestion schemes method, NHS can encourage employee to come up with
attractive idea to work on matters such good quality health care and better management.
Developing fully-fledged method can create a healthy work environment and culture in a
company(Ishizaka and Pereira, 2016).
Participation in decision making procedure through total control method, in which
employer give rights to the employees to act as a self management to deal with all aspect of
management such industrial issues in national health service. Hospitals that give autonomy to
staff and clinician, they deliver better care and high quality productivity(Heide and Simonsson,
2018).
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