Employee Relations Report: Key Players and Negotiation Strategies

This report provides a comprehensive analysis of employee relations within an organizational context. It begins by exploring the implications of unitary, pluralistic, and radical frames for conflict resolution, examining how each perspective influences the methods used to manage and resolve disputes. The report then assesses the changes in trade unions and their effects on employee relations, considering the rise and decline of unionism, relevant labor laws, and evolving business environments. Furthermore, it explains the roles of key players in employee relations, including workers, managers, the organization itself, government agencies, and the work community. The report also outlines procedures for handling different conflict situations, highlighting key features of employee relations and evaluating the effectiveness of conflict resolution processes from both parties' perspectives. Finally, the report delves into the role of negotiation in collective bargaining and analyzes the impact of negotiation strategies employed by both parties during conflicts. The report concludes with an overview of the findings and references relevant sources.

EMPLOYEE RELATION

Table of Contents
EMPLOYEE RELATION...............................................................................................................1
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Unitary and pluralistic frames Explaining the implications of each of the perspectives for
the appropriate means through which conflict can be resolved..................................................3
1.2 Assessing the change in trade union have affected employee relation.................................5
1.3 Explaining the roles of the key players in the employees relations......................................6
TASK 2............................................................................................................................................7
2.1 Explaining the procedures an organisation should follow dealing with different conflicts
situation.......................................................................................................................................7
2.2 Explaining the key feature of employee relation..................................................................8
2.3 Evaluating the effectiveness of the process followed from both party.................................9
TASK 3............................................................................................................................................9
3.1 Explaining the role of negotiation is collective bargaining in the conflict...........................9
3.2 Impact of negotiation strategies adopted by both the party in conflict...............................10
TASK 4..........................................................................................................................................10
Coved in PPT (4.1, 4.2, 4.3,).....................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12
Book and Journals.....................................................................................................................12
Online........................................................................................................................................13

INTRODUCTION
In organisation the human resource is very important. Without the human resource the
organisation will not be able to perform their activity. Their are two types of human resource in
the organisation. These are known as the employees and worker (Demirbas, and Yukhanaev,
2011). The employees work with the skill and knowledge using in technical work. The worker
have to perform their activity by the physical way. They both have to manage by the organisation
manager. The human resource is the basic need of the organisation. So the manager is to control
and manage the human relation with each other. Their relation have to be manage by them this
will help in making the development in the organisation. In the organisation they have to make
change according to the need. The change have to be implemented on the employees and worker.
But some time they racist to change. So manager have to manage that for implementation the
change. The manager have to understand nature of the industrial conflicts and there resolution in
the company. This will help in developing the organisation productivity. The manager have to do
the collective bargaining and he have to manage the negotiation or its processes (Saleh, M.,
Zulkifli, and Muhamad, 2010). The manager have to understand the employee participation and
involvement.
TASK 1
1.1 Unitary and pluralistic frames Explaining the implications of each of the perspectives for the
appropriate means through which conflict can be resolved
. In addition to this, unitary concept can be described as an integrated frame work. It is a
type of harmonious system in which administration, top managers and other staff of company
share the common goals and objectives. It has also been noticed that concept of unitary frame
allows to have generalised based solutions so that overall outcome can be accomplished. On the
other side, pluralistic values are being considered as approach which does not provide
information about freedom of expression. Also the formation and development of informal
groups can also be affected. However, managerial team building allows to have improvement in
performance so that goals and objectives can be accomplished.
 Unitarist: The industry have to make the effective relation with the company. They have
to make trust on the employees. The trade union have to make have to make the the trust

of the employees toward the company. This will help in implementation of the change in
the trade union of the industry.
 Pluralist: In the company will make the leader of their union by their choice. The
company have to make relation with the one person only. The person will make their
group. These will make the effective performance in the industry (Frone, and Trinidad,
2012). This will help in developing the relationship in the organisation.
 Radical: This will done for the change in the organisation. In this the change have been
done according to the research that will be done by the company. This will help in
analysing that the change will give the effective result as per the need (Gomes, Asseiro,
and Ribeiro, 2013). The for implicating the change the industry manager have to make
distinction on the change to implement. Then this will be giving the effective trust and
reaction in the industry.
In the company there are financial need. In that need the stakeholder will help in the
company. They will provide the money or shares to the company to perform the task. So
company have to manage the stakeholders in the organisation. By their effect the company have
to make the change. Because according to the stakeholder the economy will get affected. The
economic is the factor which will affect the company for the change. This change have been
done on the industry. In the industry there are trade union (Shuck, Reio,and Rocco, 2011). So for
changing the stake holders have to make the effective relation with the union. So that they will
accept the change. They will help in developing the performance and activity of the company.
1.2 Assessing the change in trade union have affected employee relation
In the organisation the human resource work in the form of the work. There are different
types of department in the signal organisation. Where the worker and employees work. They
make the relationship in between them. This relationship make the unity in them. Then they are
known as the union in the organisation. So the company have to to manage the different types of
union. This will help in making the business activity effective and help in developing the
organisation productivity
As per the need the company have to make the make change in the activity. So change
will be implemented in the all union of the organisation. According to that they have to perform
the activity in the organisation (Koster, De Grip, and Fouarge, 2011). There are so many conflict
can come in changing something. The employees and their union will racist to accept the change

so the manage have to manage that and control them so that they will accept the change in their
activity. This will help in making the company performance effective. This will make the
effective relation in the company also. Majorly the change have been implemented on the trade
union. This is the important part of the organisation (Chand, 2010). This help in making the
market for the company.
There are some phase that helped trade unions to get developed effectively, these are as follows:
 The rise of trade unionism: In the industry there are so many department. They are
different type department and staffs in the industry. In that there are so many employees
in the department. They have to be selected by the company for their performance. In the
trade the employees have been selected as per the skills and knowledge. In this phase the
union have been establishes for the trade.
 Trade union and the law: There are so many employees work in the trade union. They
had make their mutual understating and make the relation with the organisation. This has
created the unity that's why they are known as the trade union. There are some law that
have to be followed by the company for that union (Østergaard, Timmermans, and
Kristinsson, 2011). The union has managed specifically that has helped resolve the
problem in the company trade work.
 Union growth and decline: It is essential to manage rules employed by the union.
Because company have to work accordingly for better trade this helps in making the
market of the company. So the growth of the company have been done by the
organisation. Because this will help in making the development of performance of the
trade union. In this phase the company have make growth of the union and decline the
union in the company.
 Change business environment: As per the need the company have to change the
business environment in the organisation. The change have been implemented on the
employees and their performance. This change have to be don due to the curtain factors.
Because these factors are affecting the company. These factor are political factor,
technological factor, social factor, legal factor and economical factor. This will be
manage by the company (Chaudhary, Rangnekar and Barua, 2011). According to them
the company have the change have to be done according to the need. This will
implemented on the union of trade.

 Industrial relation: The trade work have to be perform in the industry (Carr, Gregory,
and Harris, 2010). So the company have to manage the trade union. The company have to
make the relationship with that trade union. This will make the development in the
environment and in the organisation.
The change is the part of day today life. The company have to be do the change in their
activity according to the environment and trade union values. There are so many factor that have
to be affected in the organisation. According to that factor the company have to make change in
the organisation. The factor can be divided in to two different part these are on the basis of the
environment. The external environment factor are known are covering the factor which do not
come in the boundary of the company. They are not controllable. These are political factor, legal
factor and social factor. The internal environmental factors are covered in the company
bounders. These are controllable and manageable. The internal factors are technology and
economic. According to the external environment factor the internal factor have to be mange and
controllable.
According to the External environment factor the company have to make change in the
internal environmental factor. This will help in developing the organisation. The change will take
some time to get implemented perfectly (Cai, Jo,and Pan, 2011). The change is implemented on
the industry trade union. They will not accept the change directly. For this the industry have to
make the effective relation with the employees. This will take something that have to be covered
in this. By that the industry will make effective relation with the company. These are as follows
1.3 Explaining the roles of the key players in the employees relations
In the industry the trade activity have to be performed. That activity have been perform
by the human resource of the company. These human resource have to be manage. The company
and industry manager have to make the relationship with them. In making the effective relation
there are also many key players that have to be manage. They will also help in making the
effective relation with the company. The key player role in making the effective employees
relations are as follows:
 Worker: These are the person how have to perform the activity in the industry. For that
they have getting the monitory value. There are group of worker they make the unity in
the performance. They will become the union in the. They are the person how have to

accept the change and they are the employees. By the employees the company have to
make the relationship.
 Manager: The manager is the mediator in between the employees and top level of the
company. The manager have to control the employees performance (Silva, Hutcheson,
and Wahl, 2010). They have to make the relation with the top level with the lower level.
They have to make the proper communication in the organisation effectively.
 Organisation: The organisation is the structure or the body in which the employees have
to work. The performance have to be done in the organisation (Verwijmeren, and
Derwall, 2010). The trade work have to bee don in the organisation.
 Government agencies: There are government agencies have make some roles that have
to manage by the company in industry. Government have made some labour law that
have to be manage by the company to make the relation with the labour.
 Work community: Here are group of people they are the leader or the staff they have to
see they performance of the organisation and work of the workers in the company. They
have to set the standard for the work. They will make the help in making the relation with
worker and company.
There are some role that have to be followed in the industry. These are as follows:
 They have to analysis the type of the trade union in the industry.
 The company have to give benefits and some congress the trade union so this will
become the effective relationship.
 The company have to manage the employee association and their performance.
 The company have to make the trade union representative that will help in leading the
union and making the relation with both the party.
TASK 2
2.1 Explaining the procedures an organisation should follow dealing with different conflicts
situation
In the NHS the gunner doctor union have been making problem in performing the task in
the organisation (Dreyer, Hauschild, and Schierbeck, 2010). They are newly appointed to
perform the task. They have some problem in performing that task in the NHS. So they have don

the strike. So the manager have to handled that he will be handling by the tree method on the
basis of the persons these are as follows:
 Single employee: In this method the manager will select one of the employee randomly.
And he will doing the conversation with him and finding the problem of him (McClean,
and Collins, 2011). This will help in analysing every one individual.
 Between employee: From the company the community will go and do the conversation
with any two person . This will help in analysing the different problem of every one. This
will help in motivating in the combined manage in between to (Reb, Narayanan, and
Chaturvedi, 2014). And solving the problem.
 Group of employees: In this the the leader or the top level parties come and find the
problems of the employees. They have to find out the need for which the doctors are
making the strike. Then solving that problem and full filing their need. So that they will
perform effectively.
This will help in analysis the doctors. This will show the problems of their and help in
finding out their situation. This will also help in making the good and healthy relation in between
them. Because by analysing the need of the doctor they will full file it effectively (Ahmad, S. and
Shahzad, 2011). So doctor will go back to work.
2.2 Explaining the key feature of employee relation
Their are so many doctor how have done strike in the NHS. There are some key features
that have to bee perform by them. That will have to bee done effectively. So that they will get the
effective performance in the organisation. The key features of employee relation are as follows:
 Ideological framework: In this the need and wants have to bee analysis then according
to that the idea have to be generated. That idea will help in stooping the s trick of the
doctors. This will help in developing the relation between the doctors.
 Conflict and cooperation: The Hospitals have to see the need of the doctor as per the
need the hospital have to conflict that situation of the strike of the doctor. They will have
to make cooperation with the doctor so that they will leave the strike. This will make the
good relationship and coordination by cooperation.
 Consultation: In this the discussion have been done with the leader of the union of the
doctors. Then they will disuse their wants and company will have to solve it effectively.

This will make the healthy relationship (Hogh, Hoel, and Carneiro, 2011). The leader are
known as the union leader which have been selected by doctors only.
 Negotiation: In this the Union leader will discus about there need the community will be
showing that they can give to the union. Then making the mid way they will make the
relationship.
2.3 Evaluating the effectiveness of the process followed from both party
If the BMA comes they have to identify the need of the doctors. Then analysis that it sod
bee full filed or not. The identification can be don by conversation with the leader or by
conversation with each and every on. But it will take to much time (Ho, 2011). This will help in
identifying problem and getting solve that problem. This will be done effectively for the stopping
of the strike of doctors. Conversation take too much time but this is the effective manner to solve
the problem in this strike. The another opposition is is to conversation with the hole group it will
take less time but this will not full file every one need at the individual level. This will also help
in developing the doctor to their performance.
Their are so many employees that are doctor they need the effective trainings to perform
the activity. There sinner are also not having make relationship with them. The sinners are not
behaving properly with the doctors. So BMA have to identify it and help him to gating the
training because it is essential part to perform the training. They also have to make the healthy
relation between the sinner and gunner.
TASK 3
3.1 Explaining the role of negotiation is collective bargaining in the conflict
In the negotiation the collective bargaining have been depend of the needs of the doctors.
Their leader or representative will go the the commute and discuss with them (Thusyanthy, and
Senthilnathan, 2011). Thy will be doing the bargaining in that discussion on the behalf of the
hole union. Their are some nature and scope of collective bargaining are as follows:
 Role: According toe the role of the doctor the need will be make. The need that have to
bee full that should be related to the role.
 Union official associations: In the Doctors group their should be the leader or the team
how will make the help in conversation to the other community.

 Management: The manager of the doctor should be perfect while they are making the
strike (Ho, L.A., 2011Thusyanthy, V. and Senthilnathan, S., 2011Hogh, A., Hoel, H. and
Carneiro, I.G., 2011).
Collective bargaining process are as follows:
 Institutional agreement for collective bargaining: In this the bargaining have been
done according to the agreement that have been before.
 Local work place bargaining: The bargaining have done for the work place of the
doctors. For their benefits.
 Single table bargaining: In the only one with sit to conversation on the pay or the
coordination between them (Ahmad, and Shahzad, 2011).
This is the process of the collective bargaining. This will help in resolving the problems
of the doctor and stopping the strike.
3.2 Impact of negotiation strategies adopted by both the party in conflict
The negotiation is the part of the employee. He have to do for his life and benefits. But in
this case the negotiation have been don for the training and development. The negation have
been done for the sinner relations and behaver to they. For there negotiation they have to make
the effective negotiation strategy. The strategy will be done effectively by this process:
 Negotiation strategy: Firstly the doctors have to analysis the need what they want in
performing. According to that need they have to make the strategy of the negotiation.
 Preparation of negotiation: The preparing the negotiation and planing for for the
waking the strategy implementation (McClean, and Collins, 2011). Making the leader or
team who will make conversation with them.
 Conducting the case-settlement: Then doing the case conversation and making the dial
with the other party. Then doing the deal with them. The case will get the settlement.
 Discloser of the information: At the end the strike will get stooped and they all will go
back to the work.
This process will make the full filament of the doctors and NHS. This will solve the
problem of the doctors. They will help in getting training and development.

TASK 4
Coved in PPT (4.1, 4.2, 4.3,)
CONCLUSION
Employee relation is very impotent for the industry. This have to manage properly in the industry
for the company performance. Their is the human resource that have to be manage by company.
In the NHS the human resource management was not good. The new gunner level doctor gone to
strike because they are not giving the training to them. They are not giving good behaviour by
their sinner. For that BMA came and analysis the need and problem of them. The doctor make
the union and the team or team leader do the collective bargaining. They negotiation to them.
The EU are influencing the human resource and industry employees.

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