Employee Relations in NHS: Challenges and Solutions Report

This report examines employee relations within the National Health Service (NHS), exploring the dynamics between supervisors and subordinates and the impact of various factors. It delves into unitary and pluralistic frames of reference, analyzing the influence of trade unionism and the roles of key players like managers and trade unions in fostering positive relationships. The report also discusses conflict resolution procedures, including conciliation, arbitration, and mediation, while highlighting the role of negotiations in collective bargaining. Furthermore, it investigates the influence of the EU on industrial democracy in the UK, methods for employee participation, and the impact of human resource management on employee relations, providing a comprehensive overview of the challenges and strategies in this critical area. The report concludes by summarizing the key findings and recommendations for improving employee relations within the NHS.

EMPLOYEE
RELATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary and pluralistic frames of reference...........................................................................1
1.2 Impact of change in trade unionism on employee relations..................................................2
1.3 Role of main players in employee relations..........................................................................3
TASK 2............................................................................................................................................5
2.1 Procedures an organization should follow dealing with different conflict situations...........5
Apart from this there are some specific or useful steps are available for resolving conflicts
between investor are stated as follows:- ....................................................................................6
2.2 Key features of employee relations in conflict situations.....................................................6
2.3 Effectiveness of procedures used in conflict situation..........................................................7
TASK 3............................................................................................................................................8
3.1 Role of negotiations in collective bargaining........................................................................8
3.2 Impact of negotiation strategy...............................................................................................8
TASK 4............................................................................................................................................9
4.1 Influence of EU on industrial democracy in UK..................................................................9
4.2 Methods used to gain employee participation and involvement in decision making process
...................................................................................................................................................10
4.3 Impact of human resource management on employee relations.........................................10
CONCLUSION..............................................................................................................................11
RFERENCES.................................................................................................................................12

INTRODUCTION
Employee relations is a term which shows positive and healthy understanding between
supervisors and subordinates at workplace for attaining their similar objectives within given time
frame. Basically, if there is an effective communication between higher and lower authority then
it automatically maintains the environment of an organization by motivating employees towards
their personal and professional goals (Atkinson, 2011). NHS is an institution which is established
by labour party after Second World War whose main motive is to provide health services to
whole society. This report is classified into four parts for explaining roles and responsibilities of
NHS in uplifting domestic as well as foreign consumers by implementing various unions and
movements. In addition to this, assignment is going to highlight the impressive strategies used by
governing bodies for resolving various disputes and conflicts. Apart from this, it will also throw
some light on the influence of European Union on industrial democracy in UK along with
explaining some necessary roles of human resource management in creating positive relationship
in between employees. At last, report will discuss necessary participation of employees in the
decision making process.
TASK 1
1.1 Unitary and pluralistic frames of reference
There are two different kinds of frames which highlighted the mode of thinking,
assumptions and unique attitudes of any individual or team leader towards particular situation.
Therefore, unitary and pluralist frames are mentioned as below:
 Unitary: - According to this frame, employees of the enterprise are having a similar value
and interest. Therefore, if there is emergence of any dispute between higher authority and
lower level then it is unwanted as well as sometime, it must be ignored by leader. Along
with that, labours of an enterprise do not require any trade union as they can easily
transfer their messages to supervisors. Apart from this, managers of an institution wanted
that they must have unitary framework in their organization because it act as a very
indispensable tool in maintaining healthy and friendly relationship between employers
and employees (Hall, 2011). At last, if workers working at a workplace are totally
opposite with each other than dispute may arise which resulted in interruption in
connectivity between members of a company.
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 Pluralistic: - In this frame, employees of an organization are having different values and
interests towards their work. If it occurs in an organization, then there is maximum
chances of conflicts between supervisors and subordinates which influence the overall
success of firm. While comparing with unitary perspective, pluralistic frame is totally
different due to its drawbacks which affect the whole society in various manner (Bach,
2011). Basically, unitary frame provides the best working surroundings as well as high
level of confidence related to work whereas according to pluralistic frame, employees
never accept their rights. They believe in creating conflict situation in an enterprise which
will support them to attain their desired goals and objectives.
By concluding this, it has been understood that both; the frames and method of thinking
are different from each other due to their uniqueness. National health services believes in
adopting unitary frame or mode in their enterprise. Personnel management plays an
indispensable role in the development of organization by managing their work effectively which
will support them in accomplishing necessary objectives and plans in a proper manner.
Supervisors of a selected institution try to get aware about the expectations of their team
members by appointing consultancy team (Kessler, 2011). NHS believes in making impressive
policies in their existing business which will guide them to resolve available grievances in the
organization.
1.2 Impact of change in trade unionism on employee relations
Modifications in labour union have direct impact on relationship between employees due
to their roles and responsibilities towards knowledge and skills enhancement of available
labours. In fact, they believe in promoting involvement of current employees which will support
them in maximizing their pay scale and sometimes, they can also request for healthy working
environment for staff members. Trade union was founded in approximately mid of 18 and 19th
century whose main motive was to protect the interest of employees and labours working in UK.
Most of the labours connected with this movement for providing equal reward as well as healthy
environment to their members (D'Cruz, 2011). Due to increase in worker’s demand, trade union
needs to implement some alternations in labour unionism which is having a direct impact on
labours working in NHS. Therefore, it is conducted due to modification in external factors which
is stated as follows:-
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 Political and legal: If there is emergence of fresh laws, norms and beliefs in NHS then it
automatically has a great impact on employee’s relations effectively. For example, there
are number of policies available which are enacted by advisory bodies for providing
equal opportunities to every employee working in NHS which sometimes create disputes
in between supervisors and labour union. In fact, it arises because organization is failed to
fulfil rules implemented by governing bodies of a nation for protecting rights of
employees which resulted in a conflict connections between employees and employers.
Therefore, it also has a great impact on the revenue of NHS (Noronha, 2011).
 Technological: Emergence of modern technology adopted by an organization resulted in
reduction of labour. Therefore, for overcoming this situation, NHS is trying to use
retrenchment schemes in their enterprise. Meanwhile, whenever this kind of situation
emerges in the association then trade union plays an eminent role in protecting employees
which put a positive impact on the success of enterprise. Employees can also perform
unfair practices for example lockouts which influence gross sales and productivity of an
institution.
Labour union came into existence for reducing distance between administration and
employees. In fact, this union is considered as one of the biggest association across national
boundaries due to its roles and authorities after 1980s. Along with this, it also consists of approx.
7 million individuals whose first and foremost motive is to prevent the interest of their members.
Apart from this, they can also implement some effective schemes for the above stated purpose.
Therefore, at last, it has been concluded that if there is any modification executed in trade
unionism then it will have a great impact on employee’s relations at workplace (Do Paco, 2013).
1.3 Role of main players in employee relations
It is very indispensable for small and large enterprises for maintaining a positive relations
between supervisors and subordinates. There are different types of teams are available in an
organization which are described as follows:-
Role of mangers in employee relation:
Healthy and friendly connection between higher authority and lower level in an enterprise
motive them towards their personal and professional objectives which supports them for
avoiding conflicts between them. Therefore it also guide them to pursue their task in team rather
than individually because not a single person wanted to perform their work alone without any
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discussion. In fact every employees at workplace wanted friends and colleagues for sharing their
ideas and secrets without any hesitation and fear which act as a motivational tool for them as
well as enjoy their job role (Cláudia Nave, 2013). Thus due to healthy surrounding absentee rate
also get reduced and they can achieve their personal and professional objectives in a given time
frame. There are number of roles are available played by manager of NHS for promoting friendly
environment in an enterprise which is stated as follows:-
 Act as a role model :- Every team member get inspired by their leader because for them
he/she act as a role model and get motivated by their life. His or her main obligation is to
create a environment free from any discrimination by minimizing partialities between
staff members. Therefore it will support for encouraging their employees as well as try to
boost their morale.
 Remove confusions :- One of major duty of manager is to remove misunderstanding
between employees for making things more precise and clear for attaining similar
objectives in a proper manner.
 Effective communication :- Proper interaction between supervisors and subordinates in
an enterprise is very much essential for sharing information and different opinions for
corrective decision making process by providing impressive recommendation also to
them (Gupta, and Kumar, 2012).
Instead of this one of major duty is to encourage their team member towards job role
which will support employees for creating competition at workplace.
Role of Trade unions in maintaining employee relations:
Main reason behind establishment of trade union is to maintain positive relationship
between employees of enterprise by creating healthy working surrounding and pay from their
director. It is very essential for every staff member for equally treated with respect at workplace.
Therefore importance of labour union are described as follows: Collective bargaining: It is a process in which negotiation is taking place in between
employers and representative of trade union for discussing about their working
conditions, salaries and wages, rights and responsibilities etc. Therefore it also consider
as a collective employment agreement.
 Unfair practices: This term indicate any fraud, misrepresentation's against customers but
restricted by law of a nation. In fact unfair practices is a work which create a differences
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between employees at workplace for example – discrimination between employees on the
basis caste, community, religion, colour, sex, gender etc.
Role of state in employment relation:
Main objectives of state government is stated as follow :-
 They are responsible to regulate and control maximum level of occupation.
 Make sure for maintaining a stability in prices.
 Liable for preventing exchange rates.
TASK 2
2.1 Procedures an organization should follow dealing with different conflict situations
Business relation between higher authority and employees is an exceptionally uncommon
type of trade. There are number of conflicts emerges at a workplace which is resolved by
managers with the use of appropriate techniques and methods (Kazlauskaite, 2011). NHS is a
very large organization which is mainly believes in removing available diseases across national
boundaries by implementing various useful methods. Along with this,it is an association consist
of a number of employees which increases chances of conflicts in an enterprise.
When number of employees working together then chances of disputes arises so it is very
indispensable to resolve it as soon as possible by considering necessary facts and figures
( Buciuniene, 2011). Therefore here are some principles which is used by enterprise for conflict
resolution is stated as follows:-
Conciliation: Presence of third party which supports individuals to resolver their
issues with mutual understanding.
Arbitration: Parties facing a conflict problem is not going to agree for particular
term and conditions if third party will going to bind them for specific
decisions.
Meditation: Mediators plays a very eminent role in resolving issues by suggesting
best ideas with full active nature.
Higher authority of NHS always full attention on resolving conflict emerges internally
and externally. It is very indispensable to manage it properly for creating a positive atmosphere
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at workplace which sometime encourage employees towards their objectives. Basically it is not
an easy task and it is a procedure which is linked with formal and informal.
Formal Process Informal Process
According to this manages of NHS acquire
help from third party for resolving their
disputes in an organization (Turauskas, 2011).
For example supervisors and subordinates
follow the guidelines from arbitration for
resolving it but after that it is very
indispensable to follow their judgement.
Whereas informal procedure for resolving
issues means they can take help from their
representatives for resolving it as soon as
possible. Therefore in NHS, they made
administrative body for above stated goal.
Apart from this there are some specific or useful steps are available for resolving conflicts
between investor are stated as follows:- Understanding pattern of trouble: First and foremost step is to identify queries of issues
so that problem solver can solve it in a proper manner. Realising issues: It is very indispensable to accept barriers and resolve it as soon as
possible so that higher authority get aware about origin of problem.
 Schemes for eliminating battle: Employer of an organization is going to prepare
effective strategies for resolving issues which will support them for satisfying their
different stakeholders.
Thus various strategies are mentioned below :- Compromising: According to this schemes, both the parties are gong to compromise
without getting fully satisfied with decision. Avoiding: Trying to ignore problems without fighting for it. Forcing: According to this strategy avoiding is not an appropriate solution which means
they want to resolve it forcefully on some specific terms and conditions. .
 Resolving: One of major complex task is to face existing barriers and try to resolve it by
hook or crook (Kim, 2012).
2.2 Key features of employee relations in conflict situations
NHS is a very large organization due to which there are number of circumstances
emerges which create disputes between employees and employer due to their many more role
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played in a decision making process. Basically fights arises between male and female due to
many more reasons. Therefore due to existence of negative relations between employees at
workplace surrounding of an organization get disturbed which resulted in lack of communication
as well as it also influence profitability of a company as well as sales. Along with this, as per
given fighting circumstances there are different features are described as follows:-
Hindering connection between male, female and staff members which are available
in NHS: If there is occurrence of conflict in an enterprise then it may influence their working in
NHS (Park, 2012). One of major reason behind emergence pf conflict is dominating nature of
male workers by raising their voice against female workers due to which they will also complain
related to insufficient allocation of work. Therefore it resulted in a adverse connection among
them as well as they can't able to finish their task and activities in a minimum duration. It leads
to minimum productivity which may affect their goodwill at a marketplace as well as if
customers is not satisfy with their goods and services then they automatically loose them.
Dissatisfied with entity: According to this factor managers of NHS trying to resolve
their circumstances by implementing various ideas and methods. It is very indispensable to
supervisors for resolving conflicts regarding inappropriate work allocation for removing
misunderstanding between workers and superiors. Organization may take initiatives for
improving their productivity with the help of effective methods. Employer of NHS acquire
support of arbitration for above highlighted goal. Therefore workers of an organization need to
follow it correctly by respecting their decisions (Wier, 2012).
2.3 Effectiveness of procedures used in conflict situation
Procedure which is adopted by NHS is very much impressive for their enterprise because
it is applied by selected organization for every dispute circumstances. Therefore for resolving
various barriers an enterprise need to acquire support from process of conflict handling. Thus as
per this effective interaction between employees and employers is very much indispensable for
creating a positive relations between them. Basically this strategy is very much appropriate
because it supports every member of company and provide an opportunity to workers for
expressing their views and opinions on their work which is assigned to them (Meisler, 2014).
Proper discussion is emerges for understanding their hidden points which will be very
helpful for workers because if there is presence of valid reason then problems can be resolved
easily.
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According to given case, they believe in adopting conflict handing process for removing
their issues and obstacles. Therefore for final decision employees of an Enterprise may express
their issues in front of whole team of dispute handling. It means they are liable for giving an
appropriate answer to them (Osman-Gani, 2013).
TASK 3
3.1 Role of negotiations in collective bargaining
Bargaining and negotiation is like a contract between management and employees if they
are not happy with their salaries and other incentives given by the company. The collective
bargaining is process by which worker can meet to employers and discuss all the issues related
with their working conditions. For this purpose a union is needed which is known as labour
union. This union is protect the rights of workers. After union is established whole discussion is
started between the employees and employers which is related to payment act and other labour
act. This method is known as collective bargaining method. This methods is helpful for any kind
of organisation because it quickly solve all the issues and problems related with labour's salary
and working condition. But now this process is changed that means it leads to address by them as
a whole not in individual manner (Hashim, and Ismail, 2013). This process is also increase
motivation of the employees and employers both and also improve communication channel so
worker can communicate to employers about their problems and issues and also can participate
in decision making in the organisation.
When talk about NHS which is largest provider of health services. Working manner of
NHS is also vast and large. Number of workers also high comparison with other enterprises.
Cited organisation can use collective bargaining approach so that they can provide better services
to their customer or patients. NHS can also improve its communication channel so that they can
share any kind of information with the management. If a organisation is adopt collective
bargaining they can improve their decision making process and satisfied needs of their
employees. So basically a proper and appropriate support of this method a employer and
employee both parties get secured and find best path for affairs (Poor, and et. al., 2011).
3.2 Impact of negotiation strategy
Collective bargaining is a agreement between employee and employer which is free flow
agreement by which workers can communicate with their supervisors about problems and issues.
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This work can done with the help of agent where union representative and management
representative come together and discuss the issues which are short listed by their clients. If
unions do not completed which is compromise then it leads to increase the chances of stand off.
It helps to increase mutual understanding between employer and employees and coordination
between them. Along with that fulfilling all employees mutual will it leads to ensure their
stability at work place which is must (Robertson, 2012). By establishing a proper bargaining
strategy at industry it incenses the chances of making data method of production secure
otherwise sometimes this element get breach. If talk about NHS which is the largest provider of
health services have large number of employees. The is vast discrimination between male and
females staff get measured. This is the behind of conflicts between employees and managers and
it directly affect the profitability and sustainability of both. This discrimination is also affect the
patients because if this issue get arise in next few years than it directly reduce the number of
diligent and this also leads to harm their image also.
As per the cited scenario wages is not equally which is given by the organisation to their
workers. This is the major issue and leads to sue against health care also. This is the breach of
equality act under which all employees are equal. National health services is also void this law
under which their all employees salaries are different from each other. This is the big issue in the
organisation. Workers can sue against the organisation which affect the image of the organisation
(Gockel, and Brauner, 2012).
TASK 4
4.1 Influence of EU on industrial democracy in UK
Industrial democracy defines as a cluster of political orientation which are established
for both employers and employees of an enterprise. These activity are executed on the basis of
business entity. Basically this democracy practices supply the various benefits to supervisors
and subordinates for example equal involvement in decision making process like power sharing,
assign essential roles and responsibility among them and many more which comes under overall
system. Apart from this it also going to offer extra profit in equal ratio by ignoring conflicts
between them (Schmidt, 2011) .
All the countries which are a par of a EU is not follow this industrial relationship
practices as business relationship is also known as industrial democracy.
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