Employee Relations: NHS Conflict Resolution and Negotiation

This report examines employee relations within the National Health Service (NHS), focusing on the interplay between employees and employers. It explores the unitary and pluralist frames of reference, analyzing their implications for conflict resolution and organizational culture. The report delves into the roles of trade unions, government, and managers in shaping employee relations, highlighting the impact of legislation and the importance of negotiation. It analyzes conflict management strategies, including discussion, issue specification, and alternative generation, using a case study of wage disputes between the NHS and junior doctors. The report also covers the ideological frameworks and consultation processes in resolving conflicts, providing insights into the key features of employee relations within the NHS and broader implications for workplace dynamics.

EMPLOYEE
RELATIONSHIP

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1................................................................................................................................................3
1.2................................................................................................................................................4
1.3................................................................................................................................................5
TASK 2............................................................................................................................................6
2.1................................................................................................................................................6
2.2................................................................................................................................................7
2.3................................................................................................................................................8
3.1................................................................................................................................................9
3.2..............................................................................................................................................11
TASK 4..........................................................................................................................................12
CONCLUSION..............................................................................................................................13
REFERNCES.................................................................................................................................14

INTRODUCTION
Employee relation management is a information system of the relationship between the
employees and employers. It occupy an important role in the functioning of the organisation and
its mainly defines the culture and structure of the company. It also refers to the efforts which are
undertaken by the management of an enterprise to manage the relationship between the
authorities and employees(Azeem, 2010). It also helps to establishes the way in which the
internal communication takes place and so that the work of employees for achieving the goals
and objectives. Present report is based on National Health Service organisation is taken to
consider the significance of relation between employee and employer. The report covers the
management of the organisation and the process of conflicts resolution. Apart form this, the cope
of collective bargaining and the process of negotiation . Further, it also covers the negotiation
between the junior doctors and government disputes which is based on the case. Moreover, the
presentation on the influence of EU on the democracy of UK. To gain the participation of
employees and involvement there are various methods which are discussed.
TASK 1
1.1
There are two ways of interpreting the employee-employer relationship and the conflicts
in the stated organisation NHS, the unitary and pluralist frame of reference with the implications
of them is mentioned below:
Unitary frame of reference
This frame of reference start with the values and assumptions explains that conflict is not
the proper behave or relation between the employee and manager. In order to achieve success,
member of the stated organisation, must share the same objectives, despite their various roles and
values and goals these all based on this perspective. This approach helps in implementing the
statement of mission and to measure the success from the actual achievement of targeted
objectives(Babalola, 2016). White at the time of arising the conflicts in this frame of reference it
related to the unhealthy relation between the worker and employer. To keep the conflict at
minimum level it is essential to coordinate the relation which is developed between both the
parties. To maintain the environment as positive and encouraging there are some principles
which are regarded as a guideline. The issues between the employee and employer creates a

negative point for the organisation and it leads to decrease in the performance of the company.
Thus, the company is following this approach to reduce the situation of conflicts so that this
principle is use to adopt the flexible policy for the working hours. It opposes by the trade unions
and they are not essential in the enterprise. Thus, their presence in the company should be limited
for taking employees complaints and problems to the top management. As this concept
encourages creative and innovative attitude in the employees.
Pluralist approach
In this approach the organisation is made up of the different sub-groups and powerful
with its legal loyalties and own set of objectives(Dhanesh, 2014). It accepts that conflict is
inherent in the society and can be accommodated by the different institutional arrangements. In
this approach every group works according to their own terms which create the possibility of
conflicts among the various groups. There is a major role of trade unionism as employees and
they make united group so that no trade fair practices can be occurred at the workplace.
1.2
In order to represent the whole workforce before the management of the company so that
the formation of trade union is the main objective. They helps in protecting the right and interest
of employees at NHS. There are some of the common agenda of the Trade union such as
negotiation on wages, timing of work and working conditions of the employees. The functioning
of the union is regulation through the different relevant legislations of nation and the rules and
regulations formulated by the unions. It is the common phenomenon to the witness where the
changes in the legal framework with the change in market conditions which leads to changes in
the internal norms at workplace. There is great impact is experienced by the employee relation in
the stated organisation: Unreasonable Authorization in Trade Union- To make an equal representation of the
workforce before the management if the organisation there is requirement of the basis of
formation of the trade union. It is important to maintain the power and balance of
authority between the trade union and management(Ellerman, 2015). It is proved to be
the detrimental to the interest of parties through any deviation or imbalance. The trade
union is is excessively empowered as they are in the position to dominate the prevalent
the conditions of working so that the interest of the company are bound to be comprised.

To strained the employees relation the decision-making of the organisation is greatly
influenced by the opinion of leaders of the trade union.
 Amendments in Relevant Statutes- Through the various relevant statues of the nation it
regulated the internal operation of a trade union. In this event, an amendment is
introduced in legislation as a variation shall be required to made in the functioning of the
trade unions(Goetsch and Davis, 2014). The law mandates the equality of work and so
that provide equal opportunities to all. The trade union shall oppose the same and so that
impact of this can be felt on the employee relation as the management of the company
fails to abide this law.
It can be critically expressed that the changes carried out over the last few years, the changes
in trade Unionism has affected the relationship between employer and employee to a great
extent. The purpose of trade unions was to take care and ensure welfare of the employees
working in the country. The changes carried out have encouraged employers in the country to
ensure that their staff members do not get exploited in any situations. This has helped in creating
sense of satisfaction among workers and develops more effective relations between employee
and employer.
1.3
There are various connections are originated at workplace among the different groups
who plays an important role in the formation of the employee relations so the in this context the
major key role in the employee relation at NHS is described below:
Government- Government plays a major in different ways by giving their interference in the
discussion of conflicts which take a huge shape after that. There are many conflicts between the
employee and employer or say with the different members of the organisation so that which can
not be solved by the stated organisation. In that condition so many times the matter reaches to
court by which the proper solution can me made. At the time of conflicts the employees go on
lockouts and strikes so this activities are stopped by the army force which is the major
interference. Thus, the main objectives is t6o maintain the peace in the industry by the
government(Hamidifar, 2015).
Trade unions- trade unions are the group of employees who came together to protect the rights
and interest of employees in the situations of unfair trade practices adopted by the employers.

They are formed with an objective to increase the voice against the organisation which might
make pressure on them. By the unionism there are various changes were made in the
organisation such as working hours of employees, timely wages and many other welfare
schemes. Moreover, in order to maintain the personal and professional life of employees there is
flexibility in the working hours of them so that they properly their time to the work. Each
employee of the organisation can have a medium to protect the basic right at the workplace they
are associated with the trade unions.
Role of managers- Managers also play an important role in managing relationships between the
various interest of groups in the organisation(Karanges and et.al., 2015). Every employee of the
enterprise expects a friendly and liberal working environment so that it helps them to socially
connected with the other members of the organisation. In this situations, there are some of the
conflicting issues arise which can affect the organisation and other employees. Hence, it is the
responsibility of manager to maintain the peace and coordinate the work for the common
objectives and goals of the organisation.
TASK 2
2.1
There are some conflicts which have negative impacts and some have positive, the
positive conflicts ways to make changes in the organisation. It has also effect on the internal
environment if the conflicts are continued for the long time. To make this issues at minimum
level it is essential to take strict measures on proper time. Present case is based on the employer
of NHS and British medical association on the issues related to the wages. A the employees have
a demand of high wage so both the parties agreed to make the discussion. There are some
measures which are to be considered by the company to restricts the conflicts which are
mentioned below:
Discussion- Discussion on the issues that are creating form of conflicts is one of the best way to
manage the situation (Mathison and Vinja, 2010). There are many arguments are settled through
discussing the main issue and finding out the solution of that. Thus the stated organisation started
discussing the matter with their junior Doctors so that they solve the conflicts.

Specifying the main issue- both the parties should write down their main agenda of their
discussion so that can be easily achieved while the HR manager make the list of measures which
are to be adopted by them in order to fulfil the demand of employees.
Probable impact- After the discussion, it should be predicted that what are the probable impacts
of the components on the employees and employer of NHS. In case of increment of wages it
requires a considerable energy and time as the budget of the company will be revised. Thus, the
decisions can be take so carefully through the process towards the probable outcomes.
Generation of alternatives- After the impact of outcomes, alternatives are generate in a balanced
way so that both the parties try to take out the solution as it is not give much advantage. For the
problem related to wages both the parties give their views and opinion to make the proper
solution(Milgrim and Bensen, 2015). As the stated organisation does not have to bear the heavy
burden of increased amount of expenditure.
Agreement- After reaching at final solution, it is essential to make a written agreement so that it
can be inferred as the evidence in the future. That material which is contained in the agreement
which is to be read out in the presence of everyone. In case of NHS and their employees the
agreement should be announced in presence of all the employees and employers before
implementing.
2.2
In order to give the explanation of the key features of the employee relation in context of
NHS which is mentioned below:
Ideological framework- In case of NHS, if the increment in the salary of employees is not done
as per their needs so they have given a warning to make strikes. As per the provided case
scenario, the junior doctors in the country were protesting in order to bring new contract within
the country. This framework states the perception of a metal of the group work or an individual.
As per the stated case as the company is not in the favour of increasing the wages of employees
and on the other side the employees thinks their demand is right and reasonable (Mofoluwake
and Oluremi, 2013). Thus, it is depending on the thinking of parties and so that it matters al lot
for the organisation.

Consultation- It is the key element in resolving the disputes among different parties. In the
present case, both parties ready to make a consultation and so that they discussed their problems.
This helps them to take a solution in the form of taking average rate of their salary as a vase for
increment. The case may be referred to the court in case of company would not take the way of
consultation to resolve the issue.
Negotiation- As per the discussion both the parties have make decision which is based on the win
strategy (Mowday, Porter and Steers, 2013). In this case, both the parties are not in the situation
of more favourable conditions or not in much get any advantages of it. Hence, the negotiation is
considered as the proper strategy where all the decisions are taken on the basis of the common
solution. In some of the cases, there is third party who makes unbiased decision for the cases.
The parties involved in conflict included NHS and junior doctors and the issue was
mainly linked with the pay which doctors were getting. After carrying out in-depth research of
the case or conflict situation, it has been identified that the procedure used by junior doctors
cannot be termed as effective. The doctors initially used procedure such as protest to deal with
the situation and this has resulted in affecting the way services were delivered to patients. On the
other hand, the procedure such as negotiation can be termed as more effective in terms of
resolving the issues between NHS and junior doctors.
2.3
In order to resolve the conflict at NHS it is suitable process for the above stated case.
With the help of this, it can increase the motivation level of employees in an effective manner.
By the assistance of the stated process positive and sufficient environment can be devised in the
organisation. NHS has the devised suitable conflict process of management where everything
related to the conflicts as well as the grievances also be managed in an appropriate manner. The
stated process is required to be employed within NHS as it takes into account with the greater
extent (Shahrilnizam, Balakrishnan and Murshamsul, 2015). At the same point it is essential to
make production for the positive results from the issues of the organisation. The decisions of the
company must be taken to consider the view point of employee and employer also. Further, the
stated process helps in enhancing the performance fo employees and increase the potential of
employees.

In addition to this, after both the parties agreed upon the process of negotiation to the
terms and conditions they reached at the solution through the agreement that the average rate of
the employees are taken as the increment in the rate of their wages. So, in this case it can be said
that without make much efforts both the parties are appropriate as they reached to the proper
solution without any losses. Apart from these, stated organisation made their attempt in
restricting employees to do any strikes (Sivalogathasan and Hashim, 2013). Thus, the common
solution also saved the general public from losses and so that they do not have to suffer from any
strike, demand and supply of products in which the company use to deal may have affected
seriously. Thus, the process can assist NHS to edge over competitors. So that it can be stated that
it is beneficial in promoting the level of encouragement among employees for the better aspects
of organisation.
It can be expressed that the procedure which has been followed by both the parties in
provided conflicts situation can be termed as highly effectively. The procedure used was
negotiation in which both the parties resolved the dispute with mutual concern. The long running
of junior doctors has been resolved with the help of intense talks between employer and
employee which was carried out for 10 long days. Furthermore, the act of positive leadership
was also observed during the entire procedure of conflict resolution from both the parties. This
has resulted in carrying out more peaceful settlements and derive the best possible solution to
end up the conflicts between Junior doctors and other parties.
TASK 3
3.1
Collective bargaining refers to the process of negotiation between the employee and
employer as their aim the agreements to regulate the working conditions, benefits and salaries of
workers with compensation and rights. In order to achieve the mutual conclusion, it is considered
as the process in which the management as well as personnel are engaged in carrying out the
discussion on the various issues related to the employment (Supanti, Butcher and Fredline,
2015). The procedure of the collective bargaining plays an important role in NHS. As the
concept of negotiation created great influenced in the process of collective bargaining within the
organisation. In this context, there are the issues which can be seen in NHS such as wages of

employees, equality and working hours. Thus, the role of negotiation in collective bargaining is
described below:
 To make the proper solution to the issue we can develop by the manner with the help of
negotiation (Van Buren, Greenwood and Sheehan, 2011). In the present case, the junior
doctors and BMA have issues related to the salary which is negotiated with the help of
proper discussion and make agreements according to that as the collective bargaining
process is governed by the external laws.
 It has been seen that the process of bargaining is effectively managed as there is problem
between the employer and employee in context of wages so it can be solved through
negotiation as per the set of appropriate rules.
 The employees of the organisation are more committed towards their job and work
environment as the financial rewards are provided to them. For the sharing of view and
opinions of employees as per their interest these all done by the negotiation process in the
collective bargaining(Van De Voorde, Paauwe and Van Veldhoven, 2012). Thus, with
the help of negotiation in proper terms it will increase the productivity of the employees
as there is no solution to this problem.
 To increase the practice of collective bargaining and negotiation through the
empowerment of employees. So that in this organisation, the employees have right to
oppose the contract and which will increase in the strength of employees.
 With the help of negotiation, the disputes of the organisation can be solved as large level
as well as small level of the management. In order to make proper interest of small level
of employees the various issues should be undertaken. Thus, negotiation plays an
important role in collective bargaining which helps in planning and decision could be
made.
As per the provided conflict situation, over 53000 junior doctors who are members of BMA
took the lead and started to protest in the country. Here, the key issues were linked with the pay
which junior doctors were getting in return of the services which they were offering. The issues
were also related to work timing and overnights. Here, the negotiation has played a very

important role in resolving the conflict. It was because of the negotiation carried out; both the
parties were able to find out a good solution to deal with the situation of conflicts.
3.2
In order to solve the conflicts and wins the negotiator always plays and important role. It
is essential to take place the strategy in a systematic manner to have the maximum benefits.
Thus, the strategy must be plan in such way so that it gives maximum outcomes at NHS :
Planning of negotiation- It is the most important requirement towards the negotiation to make the
strategy for conducting successful bargaining(O’LEARY and Pulakos, 2011). The negotiators
should carry all the necessary points in advance to maintain a strong and impacting manner.
Further, they must be active in decision making as the person who represent their part on the
behalf of their group.
Settlement of disputes- Through the process of collective bargaining the disputes can be made
between the employees and managers of the NHS and creating a solution for both the parties. So,
for reaching the solutions the managers and employees have to accept the terms and conditions
and have to made some sacrifice for reaching the solutions.
Disclosure- After the agreements on both the parties for a common solution so the negotiation
should be closed by making commitment for executing next activities. The procedure is for the
closure of the mentioned situation for NHS and so that impose it in the organisation after
approval of both the parties(Azeem, 2010).
In addition to this, the conflict party also go for some of the other strategy which are also
helps in solution of the present condition :
Compromising- Sometimes, it is difficult to make decision as the situation become complicated
so at this time both the parties have to made some sacrifice with their interest and after that make
proper decisions.
Yielding- it is the strategy which is use to make compromise on one point which is not useful for
the party so this will be easier for them to manage the situation and make the right decisions at
the organisation (Babalola, 2016).
According to the case between NHS and Junior doctors, the doctors want that their
salaries and pay to be increased. Furthermore, they were paid with a standard rate for the services

which they were delivering from 7am to 7pm on days which were Monday to Friday. After
carrying out more investigation on the case of NHS V/s Junior doctors, it has been identified that
the doctors were also earning some extra money for the additional services provided after
working hours. The issue or conflict was defused with the help of negotiation which was carried
out between doctors and NHS. The potential impact on negotiation strategy in given case of NHS
V/S junior doctors is that negotiation strategy has played a crucial role in protecting the interest
of junior doctors. Along with this, it has provide both NHS and Junior Doctors with an potential
platform to communicate with each other’s and come up with an more positive solution.
TASK 4
Covered in PPT