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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