Employee Relations Report: UK Trade Unionism and Conflict Resolution

This report delves into the multifaceted realm of employee relations, commencing with an examination of diverse perspectives, including unitary and pluralistic frameworks, and their implications for managing employment relations. It proceeds to assess the impact of changes in trade unionism on employee relationships within the UK, exploring the evolution of trade unions and their influence on workplace dynamics. The report further analyzes the procedures for resolving conflicts, the role of negotiation in collective bargaining, and various negotiation strategies, evaluating their respective impacts. Additionally, it investigates the influence of the EU on employee relations and methods for enhancing employee participation, concluding with an overview of the impact of human resource management on fostering positive employee relationships. The analysis covers topics like the importance of healthy relationships between employees, employers, managers and trade unions, and the role of conflict resolution in maintaining a productive work environment.

Employee
Relations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
A) Implications of perspectives for handling employment relations. ...................................1
B) Assessing the way Changes in trade unionism have affected employee's relationship in
UK. ........................................................................................................................................3
C) Explaining the role of Following important players in employment relation in context of
business...................................................................................................................................5
Task 2...............................................................................................................................................6
A) Explaining the procedures for resolving conflicts ............................................................6
B) Explaining the important features of employees in relation to conflict situation..............8
C) Measuring the effectiveness of the procedures used in solving conflict solution...........10
D) Explaining the role of negotiation in collective bargaining...........................................10
Roles of negotiation in collective bargaining ......................................................................12
E) Analysing the various negotiation strategies and assessing the impact of each strategy 12
TASK 3..........................................................................................................................................13
A) Influence of EU...............................................................................................................13
B) Methods of improving employee participation...............................................................14
c) impact of human resource management...........................................................................16
Conclusion.....................................................................................................................................17
References......................................................................................................................................18

INTRODUCTION
Employees are the significant resource in the organisation so they are required to develop
healthy relationship in firm in order to every individual shares a certain type of relationship with
other members in an organisation. Relationship can be developed between anyone. It can take
place between employer-employees, managers -followers, leader and co-workers etc. It’s
important for enterprise to ensure healthy relationship between its employees as it may have
direct impact on the growth and success of firm. It is essential for workers to maintain good
relationship with other members to deliver effective performance and to carry out their task in
effective manner. Employees spends most of their time at workplace so they can afford conflicts
and issues for long term as this have great effect on their image and performance within the
company. In order to ensure effective relationship the business unit can use Employees
relationship management system.
Employee’s relationship management system refers to the process of managing the
relationship between workers and organisation, among employees. The employees' management
system is to help employees in resolving their various issues and problems that are faced by
them within enterprise. The purpose of this system is allowing workers to collaborate on typical
managerial task with their employees.
The study has focus on the explaining the concept of employees relationship. It aims at
developing understanding about the importance of workers relationship at workplace and
determining the impact of their relationship on organisation success and growth.
TASK 1
A) Implications of perspectives for handling employment relations.
In order to have effective development of the employee relations the businesses need to
focus on overall application of diverse measures. With an effective consideration of framework
and policies the organisations can have sustainable development in respect to have better
employee relations. It has been noticed that for effective understanding of the nature and
significance the businesses firm need to ensure various methods. Classification of methods can
be as Unitary and Pluralistic frame of references (Chen and et.al., 2014). In addition to this, it
can be said that both of the approaches have dependency over different thoughts and views.
However, both frameworks key motive is to have effective development of relationship between
organisation and workforce. The main purpose behind using these approaches is that, they ensure
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in managing the workforce in effective manner that directly leads to carry out business activities
in reliable manner (Mahmood, Khurshid, and Ali, 2017).
Unitary Framework -Unitary approach of employee relation can be adopted by the managers of
where strict actions are need to be taken into account. It is because the approach mainly defines
the authority and power which is accountable at the end of individual who is working at
managerial level. It also reflects that top level management can have diverse applications in
order to employ strategies which are beneficial for employee relations (Chhokar, Brodbeck and
House, 2013). Staff member’s participation is not being referred by managers while having
decision regarding policies. It is also known as process where management focuses on the
uniformity of direction so that work standards can be well maintained. Also, the manager or
individual who is actively involved in action employment is being considered as a responsible
person in terms of overall development. It also reflects the level of commitment and loyalty of
manager towards workplace. It assists in resolving diverse workplace issues and leads to
promptness in employee relations (Brown, Treviño and Harrison, 2005). In this approach the
conflicts has been resolves with mutual understanding between employers and workers. This
approach provides help manger in resolving various problems in peaceful way.
Other than this, unitary approach is considered as method in which management focuses
on diverse values, attitudes and behaviours. In this approach the level of participation between
parties is high as compared to the unitary philosophy. By having a negotiation between parties
like managers and employees the mutual beneficial process can be designed to resolve issue.
However, decisions are often takes in the favour of staff members so that they can be motivated
(Daft, 2014).
The main purpose behind using these approaches is that, they ensure in managing the
workforce in effective manner that directly leads to carry out business activities in reliable
manner. It makes both parties understand about their significance to each other. It means
information about needs of both parties can be shared with each other so that motivated work
environment can be created. With a help of such measures the stakeholders involvement can be
referred because it might also facilitate in resolving conflict situation (Day and et.al.,
2014).Unitary framework is based on values and assumption that workplace conflict is not
expected in manger and employees. This approach states that conflict occurs between two people
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and it is influence by the entrance of other person in disputes. This approach is based on the
assumption that problem is created by third person.
Pluralistic Framework-In this structure Organisation is being categorize into two groups that
are trade union and management. Every group has their own code of conducts and laws.
This framework provides recipient right to freedom of speech. Manager’s role is little enforcing
and commanding. Manager creates different groups, and those union are based on norms and
they have right to choose their union leader. Trade union has to play significant role in
management process (Fullan, 2014). Union leader is considered as a legal representative of trade
workforce union in organisation As per this aspect, concept disputes are resolved with the help
of collective bargaining process. This approach enables employees to make their own decisions
according to their perspective. According to this framework external arbitrator can be appointed
in order to resolve various organisational issues.
The reference of enterprise which can create an impressive relationship between
management and workforce. The top level management should adopt such structure in
organisation so that results can be attained in effective manner (Fuller‐Love, 2006).
On the basis of critical evolution of both approaches, it can be concluded that unitary
approach does not allow any kind of staff involvement but it is only suitable for emergency
situations. As same the unitary philosophy allows negotiation and participation so that better
ways can be identified to resolve the situation.
In Pluralistic approach The business is derivate d into powerful and different sub groups.
Each unit or team member is lawful and loyal and committed to their leader .These two group
are management and trade union.
B) Assessing the way Changes in trade unionism have affected employee's relationship in UK.
Trade union refers to the people working in an organisation comes together in order to
form a group. This union is formed with the objectives to protect the interest of workers from
being exploited by manger or top level management. The purpose of this group includes
providing good as well as safe working environment to employees and to raise voice for
demanding benefits and welfare of staff members (Goetsch and Davis, 2014). The trade union
came into existence in 18th centuries in Britain and various changes were made according to the
need of situations.
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According to the research it has been identified that changes in trade union has great
impact on the employees' relationship with organisation as it also has great impact on the growth
of firm. It has not only has great consequences on employees' relationship but it has also has
effect on the production process of industry. There are various reasons which has led to
emergence of trade union. These were poor working conditions which has made workforce
helpless to raise their voices against unsafe working conditions (Lussier and Achua, 2015). It
was framed with the motive of providing rights to individual in order to demand for safe and
healthy organisational environment, to protect themselves from being discrimination at
workplace, to demand for increase in wages and salaries etc. After changes in trade union many
legal and regulatory structure has been developed. After the modification in trade union it has
become important for manager in company to ensure favourable working conditions, fair wages
and salaries, to establish appropriate working hours formulate welfare policies for workers. This
task is very significant for manger to perform in order to avoid conflicts and problems in
enterprise (Mumford, 2006).
It has been analysed by survey that due to lack of awareness, knowledge the labour class
people working in industry was unable to fight for their rights and they were working in totally
unsafe working conditions. The conditions of employees was very poor in 19th centuries as
compared to 21st centuries (Srivastava, Bartol and Locke, 2006). Formulation of trade union has
made compulsory for all business unit to provide involve employees in various decision making
process and to treat them equally at workplace. Due to the threat of trade union and to eliminate
the situation of conflicts firm are appointing talented and skilled workforce. Now company is
encouraging individual to participate in decision making processes and motivating them to
improve their working efficiency.
Workforce relationship is broad concept. It defines the relationship between employees-
employer, management- workers, it also emphasizes on firm and trade union
relationship .Business kinship refers to the relationship between worker and employer in an
enterprise (Walumbwa and et.al., 2008). It’s essential for industry to develop healthy
relationship with labours and workers in order to avoid situation of conflicts. As this conflicts
and issues may have great effect on the productivity, growth, Profitability and sustainability of
enterprise.
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With the development in trade union it is required by firm not only to maintain good
relationship with internal stakeholders but also develop better kinship with outside parties.
Creating and maintaining effective state of relation with labour is important for the firm as it
assist business unit in promoting and enhancing cooperation between workers and management.
The change is business environment has great impact on the employees' relationship. The
advancement in technology has created barrier for workers to retain their jobs. Due to these
factors many workers have to lose their jobs. This has disrupted the employees' relationship with
organisation (Saini, 2017). The economic factors such as recession, financial crisis has force
enterprise to reduce its employees. These factors have great impact on the salary and wages of
workers. These factors have encouraged union leader to makes various changes (Sahadev, Purani
and Kumar Panda, 2017)
During 20 th century trade union became strong and powerful. In 1901 it was decided by
court that Trade union can b\e sued for conducting ethical activities such as strikes. This conduct
had hinders the relationship between trade union and organisation.
In 1930 it there was decline in rates of industries. As the industries was facing financial
losses due to that the firm has to reduce workers wages and employees salary. They have to
increase working hours of workers in order to enhance their production process. There was strike
by workers and they had asked support from trade union and this type of situation has great
impact on employee relation. At the time of formation of trade union employer and employees
relation were bad, But Trade union has taken very initiative to develop healthy relationship
between employee and employer.
C) Explaining the role of following important players in employment relation in context of
business
In business entity there are basically three main authorities are there those who are
responsible for contributing in various business activities. This main bodies include Employer,
employee and Government. They are the person who have great contribution in achieving
success and growth for company.
 Employers-Employers are the persons who hires the candidate for doing particular job
and achieving enterprise objectives. In returns employees are being paid in form of
wages and salaries for rendering their services to firm. The purpose of human resource
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manager is to assist business in its growth and maintaining company performance. In
order to achieve this the manager has to maintain effective relationship with workers.
Human resources' manager provides communication platform to workers in order to
assist them with to coordinate with other employees working in different department .Manager is
responsible for carrying out various activities in effective manner. In order to get task completed
in effective manner they are being directed by top level manger that creates better relationship
between both of them.
Personal manager can develop their relationship with other workers by participating in
various business processes and by providing their feedback to employees regarding particular
project.
Their responsibility also includes gaining positive results by workers. Manager in order
to attain goals they are required to conduct various activities such as they have to conduct
planning, frame strategies and policies. This functions helps manager in encouraging effective
results from workers and assist them in maintaining good relationship with organisation
members. It is essential for human resource manager to maintain good relationship with workers
in order to encourage them to increase their performance and working efficiency so that
company can achieve its desired goals.
 Employee- They play crucial role in developing and maintaining effective relation with
other members as well as with management. Employees are the people whore are been
selected by employer to perform particular task and they are being rewarded in form of
wages and salaries for making their contribution toward achievement of organisational
goals. If they feel they are being discriminated, their interest are not protected, they take
supports of trade union. Union leader further create pressures on Enterprise to fulfil
workers’ demands and needs. This type of situations disrupts the relationship of workers
with management.
In order to avoid such situations, manger in firm can ensure that interest of individual is
catered by the organisation. In order to maintain better relation it is required by workers to
comply with rules and regulation of the company and to perform their task in effective manner.
It is important for staff to maintain healthy relationship with their employer as they are the
person who can assist individual in improving their performance within firm.
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 Government-The government play less plus effective results in helping business unit in
maintaining organisational relationship with employees. The government frames various
laws and benefit by considering benefit of workers. Complying with such laws and
policies the company can maintain healthy relationship with members. Business activities
are being monitored by government in order to frame various policies to protect the
interest of employees.
 Trade union and employees associations-The trade union states that unity is strength.
Trade union and employees association are formed for employee’s welfare and to protect
the interest of workers. The role of employee leader and union leader is to represent the
members. They take initiative to make healthy relationship between employees and
management. They provide platform to workers to maintain kinship with organisation
(Thomas, Brown and Thomas, 2017)
Task 2
A) Explaining the procedures for resolving conflicts
Conflicts at workplace is almost possible as organisation consist of numbers of
employees belonging to different cultural, values, belief etc. They have different perception and
method of working. Employee’s conflict refers to the situation of disagreement between group of
people or between management and employees. It is essential for manager to develop effective
solution for such problems. As these issues may have great impact on the organisational success
and growth. In case of NHS has faced issues related to the government contract. There are two
types of conflicts that can take place within organisation that is formal and informal.(Bush,,
2008.) In formal conflicts the individual claims against enterprise and in informal conflicts may
occurs between employees. According to the case the conflicts has raised between NHS
employer and government. The reason for conflicts was BMA voted to strike over the continuing
disagreement with government. The reason for conflict between individual and organisation can
arise due to employee claiming against enterprise. Negotiation method can adopted in order to
resolve disputes and this may lead to contract for junior doctors being agreed between contracts
between both parties. It is essential for NHS employees to formulate effective conflict resolution
mechanism. It means the key issue at the workplace of NHS was to not have appropriate
coordination between employees. Employees are not agreed with the norms which is creating
productivity norms. Following procedure can be used by manager in order to resolves conflicts.-
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 Clarify the problem- The clarifying issues is the initial stage. This process also includes
analysing the person who is facing issues. Personnel manager is required to approach the
person and to clarify the actual problem. The problem can also be identified by observing
the situation. This procedure also include asking right question from right persons. This
step also consists of determining the needs of assumptions. Evaluating the information
provided by worker in order to judge that data provided by employees is sufficient for
solving conflict.(Brown, Treviño and Harrison, 2005)
 Developing plan-Plan can be used as a tool to solve various conflicts related issues. It is
also known as conflicts solving strategy. It is required by human resource manger to use
effective and suitable strategy for solving various conflicts. If the strategy is not suitable
for solving conflicts the manger is required to plan combination of strategies. The plan
designed should be matched with the problem. The plan should be such that it could
deliver effective solution for eliminating conflicts. It sometimes happens that plan when
implemented may not work due to change in circumstances considering such situation
the manger is required developing plan for alternative strategy.
 Determining the best solution-After planning for solution the management is required to
conduct meeting with the employees those who are facing issues related to conflicts. In
meeting both the parties are required to decide the appropriateness of plan for resolving
conflicts. If, agreement is made between both parties that objective of meeting is
fulfilled. If, plan is not considered by any one of the stakeholder then it is need to be
reviewed by management.
 Planning for implementing solutions-After finalisation of plan it is required by manger to
identify various factors such as requirement resources, method and time of implementing
plan for resolving solutions. As time and resources can play effective role in
implementation procedure. They also ned to consider situation again before
implementing plan.
 Implementing plan-Once the plan of implementation is framed it need to be implemented
in order to get desired results. (Anderson and Anderson, 2010)
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Evaluating solutions- After implementation of plan it is essential for personnel manager to
evaluate the effectiveness of solution. The effectiveness and appropriateness of solution can be
observes by manger.(Chen and et.al., 2014)
Difference in opinion, views, belief, and attitude may lead to conflicts between
employees. The difference in method of working can be another reason of disputes between
workers. Expectation, dissatisfaction and ineffective as well as unhealthy working environment
may lead to conflicts between group of employees and organisation. Work Place conflicts is a
state of discord caused by the actual or perceived opposition of needs, values and interests
between people working together. Conflicts can take place in many forms in business unit. There
in inevitable clash between management and employees .The reason for the disputes may be
related to distribution of dividend, allotment of work, etc. The other reason for conflicts may be
disagreement among individual, departments and union. There are sub form of conflicts that may
involve rivalries, jealousies, personal clashes, struggle for power and favour. There is conflict
arises within employees between competing demands and needs that individual respond in
different ways. Conflicts that affects enterprise can take place in individual and management,
between employees and group .Conflicts arise between groups are caused due to struggle for
taking control, power, status, resources. Personal conflict involves conflicts between two
individual that could be between manger and employees .The reason for this conflict may be
personal problems such as substance abuse, family problems etc. Organisational conflicts at
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Illustration 1: Process for Resolving Conflicts
Source: ( conflict management at workplace, 2016)

interpersonal level include disputes between peers as supervisor and subordinate. The reason
may be due to incompatibility between the authority and structure of formal enterprise and
personality of human. Intra group conflicts arise due to scarcity of freedom, position, resources
etc.
The formal and informal approach of resolving conflicts are-
 Conciliation-In this method the company can appoint third person for resolving various
disputes.
 Mediation -This method include job of mediator to help organisation to communicate
with employees clearly and negotiate effectively. They do not give legal advice.
 Arbitration-This method includes appointment of arbitrator to resolve various issues.
In mentioned case Arbitrator can be appointed for resolving various conflicts.
No strike agreement- This include the enterprise can conduct agreement with employees that
should include clause related to no strike .This can be done in order to avoid strike that are
facilitated by union in order to demand for higher pay.
Single union agreement- This an agreement where workers agree to be represented by single
union. The advantage of one union is that it make negotiation process simple. This method
prevents the situation of rivalry among union.
Advisory, conciliation and arbitration services-In this method one independent and impartial
enterprise is being selected in order to provide advice to prevent any mis-happening at work
place.
Conclusion
Above information concludes that different kinds of conflicts among employees and
groups can be occurred within organisation which might affect the overall outcome. Sub forms
of conflicts can be classified as rivalries, jealousies, personal clashes, struggle for power and
favour.
B) Explaining the important features of employees in relation to conflict situation
The NHS has taken considerable initiatives in order to solve various conflicts.
Employee’s relation is very crucial aspect for enterprise development. Its assists organisation in
developing and maintaining working environment for both management and workers. The main
reasons, issues, causes and reason for conflict are-
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 Lack of information-The situation of conflict may arises due to lack of important
information by employees. This type of situation occurred when unfamiliar changes are
analysed by worked. The changes that were not been informed by management but they
are being experienced by employees. Various decisions taken by NHS administrative
department that workers feels that it should not be framed can cause conflicts in firm.
 Lack of resources-Lack of significant resources may be the major cause of conflict
among workers. Lack of resources and competition among employees of NHS may lead
to conflicts. If workers considered that due to lack of resources they were not able to
complete their task. In order to protect themselves they will start blaming their co-
workers or for management.
 Personal relationships-as in organisation people belongs to different culture and region
that create lots of differences in employees. The workplace consists of work pressure that
may create personal differences among workers.
 Incompetent management- Incompetent manger can be the reason for conflict in NHS. In
case manager fails to understand the tasks of its subordinate and fails to give right
direction to them. This may lead to ineffective result and this factors have great effect on
the workers' performance as well. At this situation the employees will blame manager for
not guiding properly .Workers may also loose co-dependency on manger. This
circumstances can create tension between both employees and NHS administrative.
 Negotiation: Company might face issue during the negotiation which affects the overall
outcome. It might be possible that during negotiation employees may not be ready to
develop mutual understanding. Also, improper communication during negotiation might
affect the development in negative manner.
 Inappropriate Employer and employees relationship- There are various elements that
have great influence on the NHS management and employees relationship this includes
values, beliefs, perception, behaviour and attitude. Ineffective flow of communication
between various departments may hinders employer and employees relationship.
Employer and employees relationship has great impact on the productivity and on the
quality of product produced by the company. The business entity is required to maintain
proper coordination between NHS and employees so that conflicts can be eliminated.
The organisation can conduct various programs and ensures that both parties are
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participating in the event. This helps them to maintain their relationship and to avoid
situation of conflicts.
 Employees dissatisfaction is high- When conflict grow within NHS, this has directly
influence on the perception and behaviour of individual (Luthans, Sweetman and Harms.
This may give rise to dissatisfaction related to job responsibility, working environment,
salary, company policies and procedures etc. Further, through conflict situation may lead
to demotivation and discouragement in individual. This situation may directly influence
the productivity of company. Various opinion and views occurs-Due to different views and opinion at workplace,
circumstances can be more complicated and complex. Different personnel’s have
different perceptions and opinions related to conflicts. In such situation, manager should
select appropriate as well as suitable strategies and processes for resolving this type of
condition in an employer. (Chhokar, Brodbeck and House, 2013)
The major reason for in above conflict was that BMS has voted for government without
consideration of NHS.
Conclusion
It can be concluded that there are number of factors which might create a conflict
situations within organisation. Lack of knowledge about procedures can also affect the overall
working. Improper coordination within negotiation is also a critical issue which might affect the
business activities.
C) Measuring the effectiveness of the procedures used in solving conflict solution
From the above discussion it has been analysed that various useful and effective methods
were being used by NHS to resolves various conflicts. The method followed by organisation is
effective as it has assisted the firm in resolving various conflicts' situation in effective and
systematic manner .This procedure has allowed enterprise to find the best solutions in order to
overcome conflict situation. (Ferrara and Nunin, 2017)Advantages and disadvantage of using the
procedure are-
 Easy to understand-The procedure used by NHS is easy to implement and can be easily
understandable by workers working in the enterprise
 Low cost process-It is not required by organisation to incur high cost on implementing
process for solving problems.
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 Best solution-This procedure allow business unit to identify the best solution and method
for solving disputes within firm. It will allow NHS, to apply appropriate solution and to
implement solution in effective manner in order to achieve desired results (Daft, 2014)
 Effective process-This is effective process as this include both the parties that are facing
the conflict situation It includes the mutual consideration of both parties regarding the
method for solving conflicts.
The disadvantage of the procedure is that it is difficult to understand its nature and
structure. The various stages involved in the procedure may not meet the requirement of all
group those who are facing issues. This may lead to dissatisfaction in employees and may further
result in dissatisfaction. This is time consuming process as it includes planning stage. Planning
requires lot of resources and it is time consuming activity. This task may lead to delay in solving
conflicts that may result in even more hazardous situation within NHS. The other disadvantage
of this process may be affected by the various internal factors such as availability of resources,
perception of workers, environmental and other cultural factors (Day and et.al., 2014)
Conclusion
Above statements conclude that low cost process and other factors must be referred by
management for effective evolution. Decisions must be taken as per standards and need of
situation so that long term sustainability can be attained.
D) Explaining the role of negotiation in collective bargaining
Collective bargaining is a process of negotiation between the employers and employee or
a group of employees that determines the conditions of employment. It is process of negotiating
the wages and other conditions of employment. In this process the trade or labour union and
groups of employer negotiates over terms of employments.
Negotiation refers to the process of discussing something with someone in order to reach
an agreement. In other words it refers to the bargaining process between two or more parties
seeking to discover a common ground and reaching a solution to settle mater related to conflicts
(Hall, 2017.) Negotiation in Collective bargaining has to play very significant role for
developments and growth of enterprise. It acts as regulatory framework their role is to ensure in
formulating agreement between employees and employers. In relation to the case of Nhs ,
negotiation has been used with the aim to attain agreement regarding Junior doctors. A helpful
role is played by negotiation in procedure of collective bargaining at NHS, BMA and the legal
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authority. Negotiation of collective bargaining process has provided the designed and structured
various agreements that has helped firm in analysing appropriate conclusion (Huang, Jiang, Lie
and Que,2017))
Key concepts
Collective bargaining agreement are those which contains all general terms of employments.
Limitations of agreements- this agreement have many limitations according to federal and state
laws. These limitations of agreements includes:
 Any illegal rights or duties can not be establish in this agreement.
 Agreement is not able to waive any rights and obligation that is not acceptable in law.
 The process is not entirely voluntary.
Bargaining unit and exclusive representations: Majority of employees in the unit must
have to agree on representatives as there exclusive representative. Any employee of NHS is not
bound to be in such agreements (O’Leary, 2017)
National labour relations act: This a law which gives right to employees to collectively bargain.
This act is created by national labour relations board which authorised this rights.
Who are responsible for collective bargaining?
Two parties are responsible for collective bargaining is union and management. As trade
union is work for interests of employees. The negotiation is takes place between workers who
are represented by a union called trade union and employers who are represented by
management. This a work of trade unions to solves the problems and issues of employees for
which they negotiated with management of NHS. These are the rights of employees. The
management on behalf of employer negotiates by providing solutions for the issues of
employees. And then they both after proper negotiation process they agreed on one solution that
is beneficial for employees and to employers (Dubrin, 2015. )
Collective bargaining process
It includes 5 steps
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 Prepare: This phase involves the preparation of negotiation team. It consists of
representatives of both the parties with efficient knowledge and skills. They have first to
determine actual reason to negotiation and understand the issues correctly. Discuss: Parties should have to decide the rules that guides the negotiations. Mutual trust
and understanding is created so collective bargaining is reached .
Propose: This phase involves the issues and the possible solutions to resolve this issue. This
steps involve exchange of messages and opinions between both parties like management of NHS
and employees. Bargain: Negotiations became easy when employers have problem solving attitude.
 Settlement: In this step the parties agreed at on solution after going through the process
of bargaining.
 Shop stewards that is union representatives is an employee of organisation or a company
and also a labour union officials who represents and secured the interests of all
employees of NHS organisations.
 Union officials: they are the union perform process of collective bargaining on behalf the
employees of organisation.
 Employer associations is an association which works for the interests of employers. And
this process have protected both NHS and BMA employer’s interests.
Management plays an important role to represent employers in collective bargaining process and
try to settle issues between employer and employees.
Conclusion
According to analysis, collective bargaining and negotiation are key aspects which assist
in resolving issues. By having proper reference of such valuation the issues can be resolved in
order to lead business to impressive level of success.
E) Analysing the various negotiation strategies and assessing the impact of each strategy
There are three types of negotiation strategies that can be used by NHS are-
1. Avoid being provoked into an emotional response- For instance the negotiator can take
support of various methods such as criticising, challenging, and critiquing process in
order to provoke manager to give emotional response. As this method will be used by
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negotiator to convert situation in his favour. In order to prevent such type of situation the
enterprise can avoid to give response to such persons. In this type of situation NHS is
required to take corrective measures by substituting the other negative side remarks with
more positive interpretation.
2. Don t abandon value creating strategies-The negotiator that has understanding about
significance of collaborating with party in order to create value is sometimes framed
abandon value creating strategies.
3. Use time in activities- The perception of that NHS holds about the dispute settlement
solution may change over time and this may give rise to other disputes. In order to avoid
this the enterprise is required to establish conflict resolution mechanism (Farok and
Garcia, 2015).
4. Exploration- This is the initial stage where two parties share information with each
other .It assists them in developing understanding among them.
5. Bidding- After understanding about each other situational planning to find solution, after
that both parties bid for accomplishing particular offer. If in case bid is accepted then
ideal swifty is concluded.
6. Settling- The ability and skills of both the parties help them to develop plan to settle
place and finally lead to agreement that was being done between NHS and BMA.
(O’Leary, 2017)
Impact of negotiation strategy
Negotiation strategy plays very significant role in making effective relationship between the
employer and employee. Negotiation includes discussion and agreement between NHS
management and employee whenever employee or employee have demand from the
organisation. With the help of effective negotiation, both of the parties can have good and
cardinal relationship with each other. When employee is facing any problem in the venture
related to environment, working culture, compensation, training and development and other
benefits such as Bonus, incentives, medical services etc. negotiation takes place (Fullan, 2014) If
that negotiation is taken in positive way by the employer and problem have been solved in
effective way, then it will create positive perception in the mind of BMA employee. It will help
the employee to accept employer as a good leader and all the authorities and responsibility are
being fulfilled which is given by the employer. Negotiation are of different types such as
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collaborating, compromising etc. employer need to select best negotiation technique according to
the situations and demands of employees. This will help employer and employee to create
cardinal relationship between them. There is rating given by the employee for the employer, if
good rating is given that is state that employer have good leading skills and if good rating is not
given by the employee then it is obviously known that employer is not good in leading people.
This rating is totally dependent on negotiation between employer and employee and rating helps
the organisation to analyse the relationship between employee and employer (Fuller‐Love, 2006)
Conclusion
Above information concludes that there are diverse forms of negotiation activities which are
being employed by businesses. By having an effective consideration of such norms the business
can have positive impact. It helps employer and employee to create cardinal relationship
between them.
TASK 3
A) Influence of EU
It has been noticed that the participation of UK in EU has influenced the working
businesses in diverse manner. It has increased the ratio of industrial democracy which allowed to
have better sustainability. Industrial democracy is very important concept that determines the
democratic practices used by both the employers and employees in business entity. With an
assistance of such values the businesses has effectively advanced the level of engagement among
management and employees. Along with this, it has been witnessed that participation in EU has
advanced the level; of partner based relationship within TUC. EU has focused effectively on the
concept of partner based relation in which number of businesses work together to accomplish a
common goal. It has provided a support to ethical decision making process so that goals and
objectives can be accomplished.
Sharing of roles and responsibilities has also been advanced in desired manner by having
an improved focus on EU participation. In addition to this, it can be said that business
opportunities in terms of European nations has also been enhanced with a facilitation of EU
norms. Ethical work practice and trade activities has been promoted in order to meet the
sustainable values. With the help of this approach, European Union has got success for
development of perfect industrial democracy and industrial relation in the organizations within
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European nations. It has been witnessed that effective reference of diverse international policies
has also been taken into account by the TUC in order to meet the work standards of EU.
(Goetsch, and Davis, 2014.)
However, the UK is continuously having negotiations in terms of EU exit. In this respect,
it can be said that by having a consideration of such aspects the business of TUC might be
influenced in negative manner. One of the side effect of Brixit might be that UK businesses
license to have trade in European nations might be demolished. It will affect the economic
conditions and impact the business development activities of TUC in diverse manner. Along
with this, it may be possible the costing of businesses like TUC may be increased which will
create financial issues. It has been noticed that such measures consideration will create a short
term negative impact on UK businesses. But for the long term context the Brexit might be
beneficial for UK and businesses. It will allow to have advancement in long term work
flexibility so that better opportunities can be attained. However, issue that company may face is
regarding availability of resources and technological development due to in-proficiency in EU.
Support in terms of negotiation will be reduced which might affect the employee relations. It
may be possible that business may not have support from external bodies which will increase the
ratio of employee conflict. According to experts, Negotiation is one of the best strategies that can
easily help TUC in order to solve its different conflicts that are occurring. It means Brexit will
bring issues in terms of employee relation for businesses which might be the biggest issue for
UK. (Landsberg, 2015)
B) Methods of improving employee participation
Employee participation is being considered as one of most essential aspect for every
business firm. By having an effective consideration of measures and methods the organisation
like TUC can have sustainable development. In other words, it can be said that management of
TUC can be adopt an approach of consultation that could increase employee participation. It is
also significant for management to have consideration of diverse practices in terms of decision
making process and further valuable aspects. Classification of methods that a business firm can
refer are classified as consultation, information sharing, pre-decision consultation, financial
participation, etc. (Lussier and Achua, 2015)
In addition to this, it can be said that management of TUC must motivate employees to
provide pre-decision consultation. For example, subject must be shared with members and ask
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them to offer review and suggestions. It will allow making sure that decisions are suitable for
employee needs or not. It will also make employees feel valuable for the organisation and
enhance their morale to have effective participation in terms of development. Consultation can
be acquired in the form of delivering the opinion of worker during various management
decision. It not mandatory to appreciate or assess the suggestion of employees within the
organization. Informal consultation can also be referred by the management in order to ensure
that they are on the right track or not. It will allow bringing effective transformation in process
so that employee relations can be advanced. (Moran, Abramson and Moran, 2014.)
Along with this, it is also being noticed that application of information sharing method
also helps in building trust and employee relation. For example, TUC has achieved its target of
improvement in sales by 30 percent in year 2016-2017. In such situation the management can
arrange gathering and share the efforts that employees has made during the tenure. It will
advance the trust among workers and motivate them to have continuous efforts in process. Such
values can be better outcome so that long term values can be attained. Other information like
changes in policies also need to be shared effectively so that proper measures can be taken into
account.
Other than this, employee relation and participation can be enhanced by motivating
employees through offering monetary benefits. For example, TUC can offer employees a profit
sharing policy by allotting shares. In this, overall collection of financial profit can be distributed
among staff members in terms of shares. It will allow make employees feel like they are working
for their own firm. It will also make them feel motivated and allow them to have effective efforts
in terms of organisational development. It will allow members to ensure that they are offering
correct suggestions to management so that sustainable benefits can be attained. However, the
allocation of roles and responsibilities to employees in special projects is also beneficial because
it offers better values to the motivation. Participation in ownership, participation in collective
bargaining, engagement via control are also methods that allows business firm like TUC to have
continuous improvement in employee relation. (Mumford, 2006)
c) Impact of human resource management
The Harvard Model
The positive impact of the model on the structure of TUC with the following steps :
The situational interest followed by the organisation includes the:
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Workforce type
The management of maximising the performances in the services to fulfil the employer
strategies and the objectives of the organisation is human resource management. The description
of the formal system devised for the management of the people within the organisation with
some responsibilities of a human resource manager such as staffing, employee compensation and
benefits related to the organisation.(Srivastava, Bartol. and Locke, 2006)
Harvard model positively impact on the business functions of TUC because it has been frame for
determines multiple stakeholder objectives within the group. Multiple stakeholder includes
employees, government and community at large. Recognition of the legitimacy determines
through following strategies which impact on TUC:
HR strategy: In this way, TUC need to design their aspects through employee influences,
human resources flows and many other systems. Therefore, it will demonstrate effective
objectives and functions which can be cater through ascertain their work system in systematic
way. As results, TUC has targeted to work in efficient manner through assessing employees
performances.(Townsend‐White, Pham and Vassos, 2012)
HR outcomes: Further, this strategy has been developed to determine commitment, congruence,
competence and costs. As results, targets will be accomplish in systematic way that assists to
find out profitability in TUC. For example, assessment of cost to determines targets and goals in
business unit.
Situational Interest: In this aspect, workforce type, business strategy, management
philosophy labour market, etc. assesses in the TUC which developed for undertake the objectives
in systematic way. In addition to this, technology also developed in the business for ascertain
their effective functioning in business unit.
Long term consequences: Long term consequences accomplish in business through assessment
of effectiveness of the operations and functions in systematic way. Therefore, it will be helpful
to find out the individual performances and social wellbeing that create interest of people within
the business unit. Also, it develops successful objectives that create positive impact on
employees of TUC so that TUC has effective functioning. (Walumbwa and et.al., 2008)
Michigan model
Michigan model describes for matching the business strategy with its HR. therefore, it
assists to grow effective functioning within the organisation. In TUC HR strategy required to
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accomplish objectives enshrined within the business outcomes. This model based on the six
elements such as political forces, cultural forces, economic forces, business strategy, HR strategy
and organisation structure. Main point in this aspect determines to accomplish dominance of the
enterprise. Therefore, objectives and goals are strictly accomplished in systematic way. In the
fact business strategy must be develop through undertake the cost which enhanced by structural
in the systematic way. Performances related with pay and staff reduction so that targets will be
developed in the business. Therefore, it will be enhance profits and revenue in systematic way.
However, TUC also need be developed in systematic way so that targets has been accomplished
in the business. (Why leadership-development programs fail. 2014.)
Human resource management is the process of recruiting and developing employees so
that they can become valuable resource for organisation. The various activities that are
associated with human resource management are job analyses, human resource planning,
framing policies and strategies, training, managing employees, evaluating performance etc.
Human resource management is term that is used to define formal system that are formulated for
managing people within enterprise.
Impact /Influence of HRM on employees
Human resource management has great impact on employees' relationship. Role of
Human resource manager is to create effective working environment in organisation as this has
great influence on employees' relation. Human resource manger should organise various cultural
and group activities that will help workers in developing team spirit. Role of personal manger is
to ensure open communication system as this system has great impact on employees' relationship
.This system will allow employees to maintain their relationship with other members in
enterprise and enable them to coordinate with each other. Various strategy and policies framed
by human resource management has great impact on employees' relationship. Ineffective or
unfair policies may create conflicts between employees. Open communication system allow
them to share their knowledge and skills with other members in business unit. Human resources'
manger conducts training programmes and provides employees an opportunity to learn, gain
knowledge and establish healthy relationship with other workers.
Soft and Hard approach of Human resource management
In organisation human resource management adopt elements of both approaches soft and
hard.
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Hard approaches-Personal manger treats employees just as resources of enterprise. They
facilitate minimum communication between lower and upper level management. Minimum
wages and salaries are given by human resource management to employees. These types of
personal manager believes in retaining power and they are less interested in delegation of
authority as well as responsibility. According to this approach the human resource management
emphasizes on making judgement about employees. This approach focuses on cost effective
workforce. This approach helps management in quick decision making.
Soft approach-This approach as focus on employees. This approach is adopted by human
resources is adopted by personal manger for identifying employees need and demands.This
approach allows human resource management to ensure that each and every employee is
satisfied while working in organisation. This theory states that rewards system have great impact
and influence on employees' performance.
Conclusion
The study has concluded the importance of employee's relation and its impact on the
growth as well as of company. From the project it has been concluded that the effective and
impressive strategy was being used by NHS to resolve various conflicts situations. It has been
concluded that employees' relation plays significant role in the success of firm. Their
relationship has foster the development process in the business.
The assignment has concluded that trade union has contributed a lot in order to protect
the interest and rights of employees. They have raised their voice for fulfilling the demand of
their co-workers. They have given successful contribution in involving workers participation in
decision making process by organisation. This procedure has motivated workers to increase their
productivity and enhance their performance.
The various strategies are being suggested by study which can be used by firm for
solving various disputes. Systematic conflict resolution process has been explained in order to
assist businesses in finding the best possible solution for various problems.
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