Employee Relations Report: Analyzing Frames, Unions, and NHS Conflicts

This report delves into the multifaceted realm of employee relations, exploring various frames such as unitary, pluralistic, and radical approaches, and their impact on organizational dynamics. It examines the evolution and influence of trade unions, analyzing their role in safeguarding employee interests and shaping workplace policies. The report further investigates conflict resolution procedures within the National Health Service (NHS), dissecting the steps taken to address disagreements and maintain harmonious working environments. Additionally, it assesses the influence of the European Union on industrial democracy in the UK, highlighting methods for employee participation and the impact of human resource management approaches on fostering positive employee relations. The report provides a comprehensive overview of key players, negotiation strategies, and the effectiveness of conflict resolution processes, offering valuable insights into the complexities of managing and optimizing employee relations for organizational success.

EMPLOYEES
RELATION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 The different frames and perspectives for handling employment relations..........................1
1.2 Changes in trade unionism which affected employee relations............................................2
1.3 The role of the key players in employee relations................................................................3
TASK 2............................................................................................................................................4
2.1 Procedures used by NHS to deal with Conflict situation......................................................4
2.2 The key features of employee relations in conflict situation................................................5
2.3 The effectiveness of the procedures followed in resolving this conflict...............................5
3.1 Role of Negotiation in collective bargaining........................................................................6
3.2 Negotiation strategies and assess the impact of each strategy in light of this conflict.........6
TASK 3............................................................................................................................................7
4.1 The influence of the EU on industrial democracy in the UK................................................7
4.2 Methods used to gain employee participation and involvement in the decision making
process.........................................................................................................................................8
4.3 The impact human resource management approach on employee relations........................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Employee relation act as tonic for the organisation as it assist the management in
establish efficiency and effectiveness in the functions of the organisation. Effective employee
and employer relation assist the business in making an easy path way towards its end goals and
objectives. Further, the report will evaluate different frames such as Unitary and pluralistic used
by the firm to determine and maintain appropriate relation with staff members. Moreover, it will
analyze the role trade union and its influence on relation with staff members. The report will
outline the key players involved in employee relation process and it will identify the impact of
regulation of European union industrial democracy of UK. Apart from this it will discover the
process used by NHS to resolve the employee conflict. Thus, the report will recognize the role of
human resource manager in handling issues of employees in order stabilize the functions of
enterprise.
TASK 1
1.1 The different frames and perspectives for handling employment relations.
Employees relation in an organization can be defined by implementing frames such as
unitary, pluralist and radical. These are the approaches which assist the employer in maintaining
appropriate relation with its employees in order to get work done. Further, it is important for the
business to implement the use of every possible technique to enhance the relation of employer
and employee as it is the only motivation which motivates staff in working effectively and
efficiently. The frame are described under:
UNITARY PLURALISTIC RADICAL
In this frame all the employees
work together as a family
therefore its termed is
harmonious system.
In this the function of all the
workers are aligned in one
order towards one common
goals with same level of
interests.
In this the employees are
divided into powerful groups
according to their skills and
capabilities.
In this the role of management
is focused on controlling and
coordination the work of staff
members.
In this approach conflicts is
In this the company
completely formulates its
policies and procedures
according to the situation.
It provides flexibility to
employees and employer in
maintaining appropriate
relation.
The perspective is based on
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It is the best approach which
assist the enterprise in
establishing equality in
organization functions for staff
members.
The motive behind
implementing this approach is
earning loyalty of all workers
and to reduce conflicts
(LuyckxDuriezand De
Witte2010).
resolved by collective
bargaining method which is
beneficial in setting disputes at
one common tangent.
In this the employer is
responsible for guiding and
resolving all the formal and
informal issues of employees.
negotiation and collective
bargaining approach.
1.2 Changes in trade unionism which affected employee relations.
Trade union is the association made by employees in order to fight for their interest and
rights to management and organisation. The concept of trade unionism assist the employees in
resolving their problems and issues at work place. The trade union function is focused on the
adequate facilities and healthy and safe working environment for employees. Further, the
association is direction linked with the management of Enterprise in order to determining the
growth and development of employees. Moreover, the union has its own set of rules and
regulation which are meant to safeguard the interests of staff members. The regulation by trade
union are formulated to make equal distribution of respect motivation, wages among each and
every employee according to their skills and capabilities (Choi, 2011). The policies of trade
union for workers are formulated by organizational framework by negotiating and molding. It
assists the employees in understanding that there is some to look over their formal and informal
problems.
Apart from this trade union are the members who focus on implementing changes in
business operations in order to make easy functioning for employees. The major function of
trade unionism is to establish appropriate working condition for employees in order to enhance
their efficiency and effectiveness in work. Furthermore, with the continuous changes in
technology and strategies is reducing the work of manpower due to which the companies are
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retrenching workers therefore the trade union negotiate and stands for the right of retrenched
workers.
1.3 The role of the key players in employee relations.
Employees: The first key driver of employee relation are employees itself. Employees are
the backbone to organizational functions and the individuals have direct connect with consumers.
Workers understands the changing taste and preference of consumers which assist the
organisation in accomplishing its goals and objectives of serving customer satisfaction and
maximizing profits. Therefore, it is important for the employer to maintain appropriate relation
with staff members (CHUANG and Liao, 2010). In accordance to this the focus of enterprise is
serving employee satisfaction which is done by formulating policies and procedures keeping in
mind the interest of workers which comprise, motivation, appreciation, rewards, incentives etc.
Employees are the asset of the firm and it important for organizations to work in accordance to
employers interest in order to establish work efficient and effectiveness.
Management: The second key player of employee relation in employer. Management
comprises supervisor, managers, and leaders, the objective of all the members in management in
to establish coordination and cooperation between the activities of employees in order to
accomplish organizational goals and objectives. The function of management is to motivate and
guide employees towards work. In this the manager of business focuses on supervising and
understanding the needs and wants of workers. Moreover, there are various activities organized
by management to establish effective communication between employees in order to boost their
morale towards organizational goals and objectives. Apart from this it is important for the
manager to understand and resolve the issue of workers before it turn into hazardous situation for
the enterprise. Coordination efforts of management and employees assist the firm in attaining
goals on time.
Management of organisation: It is the key player which focuses on relationship between
employee and employer. In this the management of organisation focuses on that employees are
getting appropriate work environment with healthy and safe working condition. Moreover, the
organizational management functions is to formulate policies ad procedure keeping in mind the
interest of employer and employees. Coordinating efforts managers and employees assists the
enterprise in stabilizing harmony in work environment. Therefore, the major role of management
in this is to establish both formal and informal relation of employer and employee.
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TASK 2
2.1 Procedures used by NHS to deal with Conflict situation.
 Clarify the disagreement: In this step manager can solve out the problem. British Medical
Association will hear the say of junior doctors. The aim of this step is to solve out the
problem in order to make them work for the benefits of services users. In this the
association will collect the information about disagreement from both sides as per the
conflicts. Hearing situation from both sides will assist the association in making effective
decisions. Further, in this process questioning and understanding will be made to analyse
the perspectives.
 Establish a common goal for both parties: Understanding the situation after clarifying the
sides of Doctor the association will agree on the desire outcome of conflict. In this
process each party who is involved who is under contract with the association. In this
Situation, the manger try to create a common goal for both parties (Federici and Skaalvik,
2012).
 Discuss ways to meet the common goal: In this the association will communicate with all
the parties striking against NHS. Further, After this the association will put forward one
condition of resolving issue which will be on mutual understanding.
 Determine the barriers to the common goal: In this step, both the parties will analyse the
problem and issue which is leading to disagreement. After listing the manager and his
solution both the parties will try to end conflict. Manager will make plan to handle the
issues. Manager will discuss that what situation can change or what can not be changed.
 Agree on the best way to resolve the conflict: In this step, the association will focus
analysing the alternative to resolve the issue and to convince junior doctors to end their
strike. Further, Choosing the best solution is the best way to minimize the loss.
Determining all the information the manager will conclude with perfect solution. Hence,
new policies and rules will formulate with, mutual understanding keeping in mind the
interest of employers and employee.
 Acknowledging the agreed upon solution: In this step, both parties that is association and
junior doctors will aim at fulfilling their role with complete responsibility. Thus, at the
end the solution will have the re-agreement in interest of both employer and employee.
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2.2 The key features of employee relations in conflict situation.
 Difference in opinion: : In an organisation there are different types of workers with their
different mentality. Difference in opinion means difference between two parties views
difference between ideas, opposed aim, arguments, controversy. Disagreement between
two or more than two people. Lack of agreement between two people like in case of
British Medical Association and in junior Doctors.
 High rate of employee dissatisfaction : Growth of organisation is completely depended on
employee satisfaction but as when the company loses focuses on its employees it starts
creating dissatisfaction among employees like in case of British Medical Association and
junior doctors where the employee went on strike the association faced huge loss. The
reason of dissatisfaction is the communication gape between workers and management.
Being underpaid is major reason of dissatisfaction of employee. Poor management and
rigid working hours are the major reason behind employee's dissatisfaction (Shaem
Allamehnd Bajgerani, 2011).
 Ineffective employer and employee relationship: In effective employer and employee
relation is the major reason behind increasing conflicts between employer and employee.
Therefore, it is important for the manager to make effective communication with
employees in order to analyse their problems and issue at initial level. Manager should
try to keep a good relation with his all employees. They have different culture and
mentality. One employee may have simple and straight personality while another one
may be not. Personal problems is also a reason of disagreement and conflict. If employee
has issues outside of the company or the workplace for example family problems, marital
issue.
2.3 The effectiveness of the procedures followed in resolving this conflict
In case of British medical association it is important for the manager to evaluate the
effectiveness of procedures in order to reach end results. The advantages of following in case of
resolving conflicts are as follows: Easy to understand- The process is implemented by medical association as it is very easy
and provides simple understanding over the situation to both the parties. Low cost incurred- using this conflict resolution methods do not involve any cost as it is
a mutual discussion (Bagheri, Matin and Amighi, 2011.).
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 Find best solution- It is the best strategy which assist management in reaching best
alternative after understanding the problems of both the parties.
Following the procedure assits the association in resolving confluict by an systamatic approach.
Therefore, British Medical association needs to adopt suitable passage of communication in
order to understand point of view of Junior doctors.
3.1 Role of Negotiation in collective bargaining
Role of negotiation in collective bargaining: A manager or employer can achieve his
goals with the help of employees. But some time there are many problems with employee and
employer. Some time employee is not happy with his/her salary, work and position. So
negotiation and bargaining is the process to solve out the disagreement between employee and
employer. When employee is not happy with his/her work. Negotiation and bargaining helps to
solve out the disagreement between employee and employers (Marchington and Kynighou,
2012). The goal of negotiation is to reach at solution without any partiality. There is not only
payment issues, working hours, lack of sources, are also included. In the process of negotiation
there are Three steps which are as follows:
 The member of negotiation study the case and research about case deeply.
 In this the association will offer a mutual strategy over the issue to junior doctor, whereas
the doctors will make association understand their point of view.
 In last the parties will agree at one common point for the sake of their own interest. In
this the contract the made again in favour of both parties in accordance to mutual
discussion.
3.2 Negotiation strategies and assess the impact of each strategy in light of this conflict.
In order to eliminate the conflicts between British Medical Association (BMA), National
Health Services (NHS) employer and government, negotiation strategies needs to be
implemented by the government. From the analysis of case, it was identified that juniors doctors
was not satisfied with the termination of contract and they threaten to strike against it. Thus,
various negotiation strategies must be implemented by the government of United Kingdom so
that the conflicts between the junior doctors and government can be sort out effectively and
efficiently. Government needs to reconsider the demand and expectations of the junior doctors so
that strike can be avoided. With the help of collective bargaining, the management of British
Medical Association and employers of National Health Service and government must negotiate
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on the demands so that strikes and conflicts can be eliminated permanently. It is the
responsibility of the government of the country to speak and clarify all the doubts of junior
doctor so that the strike can be avoided. Strike by junior doctors can harm the national economy
of the country and also impacts the people who seeks healthcare services. Thus, the management
and government, together and collectively needs to come to effective conclusion so that strike
can be avoided.
Negotiation Strategies are as follows:
 Taking the things out with mutual understanding of both the parties (McKersieand
Walton, 2015).
 Implementing time tactics
 Using the technique of barter system.
 Communication and analysing the solution with mutual understanding in interest of both
the parties in order to prevent losses.
TASK 3
4.1 The influence of the EU on industrial democracy in the UK
Regulation of European union influence the regulation of UK regulations. The ultimate
objective of European union regulations is to protect human rights. The major reason behind
implementing the EU policies in UK is that it assist the country in stabilizing various
organizational functions. Further, industrial democracy of UK is greatly influenced by the EU
policies and procedures. The regulation of EU are directly focused of employees rights and
benefits. Further, the EU regulation are focused on providing democratic working environment
to employees in which individuals have their own responsibility, authority, and own decision
making power. Moreover, the regulations provide workers to take stand for themselves in case
feeling exploited or cheated. In this the entire industry is liable to follow and compile with all the
legislation regarding employees right. In this the organizations are liable to maintaining and
follow the policies like, minimum wages act, healthy and safe work environment.
On the other hand the impact of separation of EU and UK regulation has impacted the
growth and industrial democracy. The brexit has led to downfall in the growth of countries
economy as it has a strict control over the all the human rights regulation. In accordance UK, is
now focused on formulating its own laws to protect the employment rights but the separation has
revolutionized the economic growth.
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4.2 Methods used to gain employee participation and involvement in the decision making
process
Employees participation in decision making process of organisation assist the company in
making successful decision as workers are more connected to customers in comparison to
manager. Employees understand the needs and wants of customers therefore it is important for
the organization to involve staff in decision making process. Involving employees in making
decision with management assist the company in boosting the morale of workers which assist
them in evaluating their importance in the functions of business (Sensoy, and et.al, 2013).
Further, the decision making process is crucial function due to which all the activities can be
interrupted therefore when involving people in decision making the management makes sure that
there is at-least one individual of every department when formulating decisions. However, in
contrary, determining conclusion to decisions plays a major role in revenue and profit generation
that is why sometimes management formulates decision after taking advice from workers which
is also the best method of involving them as it assist the firm in collecting various alternatives.
The involvement in decision making process can be in various types which are as follows:
Participation at broad level: In this employees represents the concept of industrial
democracy, this is done by enterprise to demonstrate and protect the interest of workers. This
step provides management to understand and resolve at issue of staff at initial level. In this
management focuses on investing various schemes which are concerned with employees
benefits.
Distributing powers: It is technique used by the organization which every individual has
powers according to its skills and capabilities in which the person can share its point of view
regarding business activities, operations and products and services. It is strategy by which the
company is able to analyses its strengths and loopholes which can lead to threat and
uncertainties.
Hence, it is tactics used by the Firm to empower the employees in order to encourage and
boost their morale to improve their work efficiency. In this process the management collects day
to day feedback from workers regarding problems and business operation. Apart front his the
involvement of workers in decision making process establishes an effective communication
between management and employees which beneficial in analyzing problems and risk at initial
level.
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4.3 The impact human resource management approach on employee relations
Human resource manager plays a vital role in maintaining appropriate relation with
employees and the major function of HR manger is coordinate and cooperate with employees in
all their problems. Further, in this HR manager formulates policies and procedures in order to
protect the right of staff member working for organisation benefits. It the responsibility of
manger to understand and resolve the problems of employees in order establish stable working
environment for employees. Further, the ultimate objective of HR in any organisation is to
amend formulate polices keeping in mind the interest of workers. Effective communication
between employees and manager act as tonic for the firm as it assist the management in gaining
loyalty of employees towards organisation (Shuck. and Reio, 2014.).
All the organizational issues are solved by HR manager and are discussed with HR
manager. Moreover, the manager keeps a track over employee's performance in order to analyze
the efficiency and effectiveness of workers in order to attain organizational goals and objectives.
Further, it is the duty of hr manager to report each and every issue which arise with employees to
top management in order to keep every individual aware about the employee's behavior. Apart
from this it is the duty of manager to maintain healthy and safe work environment of for
employees at workplace in order to protect them from hazardous incidents. On the other hand
manager can not neglect issues of employees instead it has to listen to arguments of both the
parties in order to reach end results.
For instance, talking about the leading retailer of UK that is Aldi in which the hr manager
is focused on two objective which are employee and customer satisfaction. Moreover, the
management organize regular training and development session in order to create effective
communication between employees. Hence, the manager of super market do not just sit and
watch employees activities, instead it focuses on understanding the problem of employees at
every level. The management also focuses on motivating workers by offering them various type
of monetary and non monetary benefits.
CONCLUSION
The report summarized the importance of maintaining appropriate relation with
employees. It analysed the tactics and strategies used by the organisation to understand and
resolve the issues of workers. Further, it evaluated the key players such organisational
management employer and employee which are the main drivers in maintenance of appropriate
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employee relation. It analysed the frames used by business to determined the relation with staff
in which it discovered the study of Unitary, pluralistic and Radical perspective which assist in
maintaining different type of relation with staff members. On the other hand, it outlined the
procedure used by NHS to resolve conflicts British medical association and its junior Doctors.
Moreover, the report identified the impact of European union regulations on industrial
democracy of UK which stated that the separation of UK from EU has created a huge downfall
in growth of organisation. The EU laws are enforced in UK to protect human rights but now the
Government has formulated its own regulation due to which there has been a huge change in
employment rights.
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