An assignment on EMPLOYEE RELATION

1. An assignment on
EMPLOYEE RELATION
Submitted to Submitted by

2. Contents
Introduction.......................................................................................................................................4
1. Understand the context of employee relations against a changing background ..................................4
1.1 Unitary and pluralistic frames of reference ...............................................................................4
1.2 Assess how changes in trade unionism have affectedemployee relations...................................5
1.3 Explain the role of the key playersin employee relations...........................................................5
2. Understand the nature of industrial conflict and its resolution...........................................................6
2.1 Explainthe proceduresanorganization(NHSemployer) shouldfollowwhendealingwith
different conflict situations .................................................................................................................6
2.2 Explain the key features of employee relations with reference to the above conflict situation .....7
2.3 Evaluate the effectivenessof proceduresfollowedsofarfrom bothpartiesinthisconflict
situation.............................................................................................................................................7
3. Understand collective bargaining and negotiation processes.............................................................8
3.1 Explain the role of negotiation in collective bargaining asin the above conflict. ..........................8
3.2 Assessthe impactof the negotiationstrategiesadoptedbybothpartiesinthe above conflict
situation:............................................................................................................................................8
4. Understand the concept of employee participation and involvement.................................................9
4.1 Assess the influence of the EU on industrial democracy in the UK...............................................9
4.2 Compare methodsusedtogainemployeeparticipationandinvolvementinthe decisionmaking
processinorganizationsconsideringmethodsthathave gainedpopularityinrecentyearsandwhich
have declined...................................................................................................................................10
4.3 Assess the impact human resource management approach has had onemployee relations.......10
Conclusion:......................................................................................................................................11
References.......................................................................................................................................12

3. Executive summary:
Everyorganizationshouldmaintainahealthyrelationwithitsemployeesastheypredicts the level of
productivity,returnoninvestmentaswell asthe cost of operation.The satisfiedemployeesproduce
more efficientlyandacceleratethe developmentof the rate of revenue.The companiesshouldestablish
the industrial democracytoensure the rightsandobeythe regulationforcedbythe EuropeanUnion
that will helpthemtoregulate the employee relationproducingthe higherlevel of laborproductivity.

4. Introduction:
Anyorganizationmostlybasedonthree typesof resources suchas,capital resourceslike machineries,
financial resourceslike bond,stocksetc.andmostimportantone isthe humanresourcesor the
employeeswhoare involvedinthe company.Employee relationreferstothe workrelatedrelation
betweenthe employerandthe employee tobe ingoodtermthat will helpincrease the productivityand
the organizational goal.Itaimsat resolvingthe problemandissuesinvolvinginthe workthatcannot be
solvedbythe employee alone.Itistoughto maintaingoodterminemployee relationone byone thus
the companiesoftendeal withthismatterthroughunionorgroup.Asthe level of productiondepends
on the laborproductivitythe companyhasto ensure abetterrelationwiththe employees.
1. Understandthe context of employee relations against a changing
background
1.1 Unitary and pluralistic frames ofreference
Unitary perspectiveassumesthe whole organizationasone unitwhere all the employeesare the
memberof that unit.All the membersof thisunitworkforone objective.If there isanyconflictbetween
the managersand the employee itinfluencesthe total team.Itcreatesproblemnotonlytotasks related
to thembut alsoto the tasksof others.Itis not expectedbythe organizationtostretchanyconflictfor a
little bitmore time.The peace andunityatworkplace increase the productivityaswell asthe
satisfactionof the sub-ordinates.Itislike anonmonetarymotivational tool thatisexpectedbyall
employeesaswell asthe managers.Companiesmaintainthe unitaryrelationtocreate an interpersonal
communicationwiththe employees.One focus,one effortone loyaltyhelpsthe employeesnotto
distractor confusedbecause of the conflictbetweengroupandthe management.Sometimesfew
companiesdon’tallow the tirade unionoremployeegroupbecause the grouppossessesapowerto
take part in decisionmakingprocessthatisnotalwaysacceptable.
On the otherhand the pluralisticperspective dividesthe employeesintopowerful anddifferent
subgroups.The groupspossesssome additional lawful loyaltyandrespecttothe teamleader.There are
twomain sub-groups,suchas,the managementandthe trade union.The managementandthe trade
unioncommunicate eachotherthrougha formal way.Anyproblemrelatedto the employeethe
managementdealswiththe trade union.The trade unionresolvesitonbehalf of the employee,onthe
otherthe trade unionperformsasthe messengerinlieuof the employees.The employeesexpresstheir
demandandall mattersthrough the trade uniontowardsthe management.Inmostof the large
companyusesthe pluralisticframestoregulate andsolve the employeerelation.

5. 1.2 Assess howchanges in trade unionism have affected employee
relations.
Trade unionsrefertothe associationof the employeeswhichisorganizedtoprotectthe rightsof the
employeesfromthe deprivationof the employers.Theyalsotendtoensure the betterworkplace forthe
employees.Sincethe early20th
centurythe trade unionhave gainedastrong influenceonthe
organizationandbecome anavoidable stakeholderof the organization.The trade unionhastoface
numeroustroublessince the birthandseveral timeshastofighttoensure itsrightagainstthe court
also.The adventof factorysystemgave birthof the trade unionismactuallyasthe industrialrevolution
confinedthe workforce fromfieldtothe mills.In1901 the court haddeclaredthatthe trade unionshave
to be responsibleforthe lossanddamagesoccurredbecause of the protestor claims.Asduring1920
the coal miningindustrieswere goinginvogue the employersstartedtominimizethe wagesof the
workersfromnextyear.In1926 the employerscutthe wagesas well asincrease the workinghoursthat
couldnot be acceptable forthe workers.Thusitresultsina great revolutionforthe employeesthrough
a strike ledbyA. J.Cooke witha slogancalled“Nota pennyof the pay, nota minute onthe day.”They
strike at midnighton3 May 1926. Some workershave to dedicate theirlivestogainthe rightsof others
whichare still remindedwithgreatrespectasTHE MAY DAY or THE WORKERS’DAY. In fact afterthis
revolutionthe trade unionhaddrawnanattentionandbecome a powerful unit.Itstartedtoworkas a
mediumof communicationbetweenthe employersandthe employeestoensure abetterrelation
amongthem.Thoughit was formedtoprotectthe employeesfromexploitationnowadaysitplays
several rolesrelatedtothe welfare of the employees.Laborrelationisinternal termof the organization
that deals withthe mostimportantasset,the humanpowerof the organization,describingthe
relationshipbetweenthe managementandthe sub-ordinates.Italsonotedasmanagingthe
relationshipbetweenthe managersandthe trade unions.The qualityof work,maintainingindustrial
dispute,ensure healthyrelationshipamongthe ownersorthe managersandthe employeesare the
objectivesof laborrelationship.The gradual improvementof the trade unionhelpthe organizationto
deal withthe employeesall together.
1.3 Explain the role of the key players in employee relations.
There are some majorpersonswhoplaya vital role inemployeemanagement.First,the human
resource managershouldbe considered.The humanresource departmentdealswiththe factorsrelated
to the employee andensure the rightsandinterestof them.The HRmanager designsthe job,create
workplace plan,manage the dispute amongthe employeesaswellasbetweenthe employersand
employee.all the planningof HRMincrease the candor,respectandthe responsibility.The HRmanager
managesthe productivityof laborprovidingenoughandappropriate motivationandperfectleadership.
Next,we cantalk aboutthe employee trainee inplayingimportantrole toensure employeerelation.
The employee trainee isthe personwhotrainsthe employeetoincrease theirskillsandexperiencesto
improve the qualityof jobaswell asthe skill of the employee.The trainernotonlyprovidestoimprove
the skillsbutalsoteachthe workplace manner.The financial managercomesnextinthisterm.The
financial mangercontributestothe employee relationprovidingthe financialinformationandcreatinga
financial relationwiththe employees.He providesthe correctinformationtothe employee if tere is

6. anythingtoargue withthe employee withthe financial termwiththe employee.The CEOalsoplaysan
importantrole inemployeerelationprovidingthe additional facilitiesandgrantingthe demandoof the
employeeorhelptomanagingthe conflictamongthe employersandthe employeeaswell asthe
internal negativerelation.Theydecide promotionanddemotionof the employeeandconsiderthe
otherrewards.The CEO is hasthe supreme powerinmanagementboard;all the permissionsare
approvedbyhim.Thusto say any organizationconcentratesalottoensure a healthyandprofitable
relationwiththe employees.
2. Understandthe nature of industrial conflict and its resolution.
2.1 Explain the procedures an organization(NHS employer) should
followwhen dealing with different conflict situations
The Britishmedical associationandNHShave toface a problemwiththe juniordoctorsastheyhad
strokeddisagreeingwiththe government.Todiminishthisdisputethere happenedacontractbetween
the employee (juniordoctors) andthe governmentinOctober2013. But the dispute didnotactually
end;thusthere was anotheragreementinMay2016. Still the dispute isnotoverastheyare planning
for newstrikesandsuspendingbecause of unavoidable reasons.The BMA and the NHS shouldgo
througha perfectprocedure toeliminatethisconflictandsatisfythe juniordoctors.The procedure may
be like the following-
At firsttheyneedtofindoutwhythe dispute hascreated.There maybe several causessuchas,training
managementinefficiencythatregardsthe indifference of trainertotrainthe employees;the unfair
treatmentwithemployeeliketodiscriminateamongthemorexploitthemmentallyandfinancially;the
poor communicationsystembetweenthe employersandthe employee or the management,itcauses
whenthe exchange of informationmoodisnotreliable;riskyworkingenvironmentthatharmsthe
employeesandcancause a drasticphysical andthe mental hazards;unsolvedproblemof the past;
leadershipproblemlike poorinterpersonal communicationbetweenleaderandthe sub-ordinates;
harassmentinthe workplace,boththe male andfemale employeescanbe harassedinthe workplace
that create a mental pressure andphobiaamongthe employees.Thenmanagersshouldidentifyhow
the conflictcan be solved.Itissometimesregardedasthe managers’actiontosolve the conflict.There
are manywaysto endthe dispute like- regularreviewthe jobdescription,create awayto employeesto
opentheiropinionaboutanymatterof the employees,ensurethe securityof the workplace byreducing
the riskof accidentinriskyworks;attentivelylistentothe demandandsayingof the employees.The
managercan arrange the way to take the employeerecommendationinthispurpose,remove the
workplace harassment.Afteridentifyingthe wayhow tosolve the managerwill findthe wayhow to
implementthe solution.The managercandiscusswithHR inthisrespectas the HR has a direct
communicationwithemployeesandtheyknow the demandof the employees. He canalso talkto the
employeerepresentativeasitisnot possible totalkwitheachemployee.The representative iswell-
knownaboutthe way howto satisfythe employeesforthe longtime.The managerscankeepthe
documentof relatedeventtothe employee conflictwithproperandactual descriptionthatwill helpher

7. to analyze sthe situationincool mind.He can make a formal compliantif the situationisextreme and
out of control and the mangeralone cannot solve the probleminsidethe house.
2.2 Explain the key features of employee relations withreference to
the above conflict situation
The employee relationmeansthe bodywhichconcernsaboutthe internal relationof the employeesand
the employers.Fromthe previousdiscusswe have known aboutthe dispute inBMA and NHS.In this
dispute there mustbe twoor more partiesas well thisdisputehasthree partiessuchasthe
government,the BME,NHS andthe juniordoctors.Theypossessacollectiverelationwhichisaffected
by anymisdeedof anysingle party.The collective relationmeansthe relationbetweenemployers
association,the trade unionandthe governmenttocontrol thisrelation. The conceptof employerand
employeerelationisverydynamic,multi-dimensional andcomplex.Itchangeswiththe othersituation
that has an impacton the relationnotonlyinbetweenthe employerorthe employee butalsoalong
withthe governmentandoftenotherstakeholders.Itcoversregulated,unregulatedaswell asthe
individualrelationship.Thisconceptchangesalongwiththe economicandsocial institutions.There isa
cleardifference betweenthe HRMand the employeerelationasthe HRMdealsto selectthe right
employeeatthe rightjob andretainhim.On the contrary the employeerelationdeals withoverall
employeesafterjoininganditmaintainsjustahealthyrelationandapositive imageof the employers
towardsthe employee.There some special featuresthathasprovenhelpfultothe BME to minimize the
conflictsuchas, the organizationof worksof the juniordoctoraccording to the properjudgment.They
are concernedaboutthe acquisitionskill andtheyare tryingtoimprove theirskill.The organizationcan
arrange propersecuritysystemtoensure the mental andphysical safetyof the employees.Most
importantlythe payscale of the doctors shouldbe consideredaccordingtothe capabilityof the
organizationaswell asthe organizationhasto arrange propercompensationpackage tosatisfythe
doctors.
2.3 Evaluate the effectiveness of procedures followedso far from both
parties in this conflict situation.
Dispute ininworkplace showsthe inconsistencyof the organizationaswell asthe lackof understanding
betweenthe employerandthe employee.The conflictresultsintothe decrease inthe rate of labor
productivityandoverall productionlevelof the organizationwhichisneverpreferableforthe company.
Because of thissituationnotonlythe BME andthe juniordoctorsare sufferingthe patientsare alkso
sufferingbecauseof theirfrequentstrike.Itcreate a negative image of the organizationaswell asthe
employees.The BMEcan use fewtoolseffectivelytosolve thisacute problem, thatare-
 Improve the non-monetaryfacilities:if the companydoesnithave the abiulitytoincrease the
pay scale,itcan arrange some additional amenitiesforthe doctorsthat can comfortthemto
workin.
 Liquidate some restriction:the companyshouldreleasesome restrictionthusthe doctorscan
covertheirfinancial needsthroughotherways,

8.  Creatinga openopinionoption:theycanallow the doctorsincrucial momenttotake decision.
Some reliabilitywill helpthe employeestoassume animportantperson.
 Listenattentivelytothe problem:the BMEhas to considerthe interestof the employeeand
acquire themattentively.
 Ensure workplace safety:the companycanarrange the future securityif the employee.Itmaybe
the life insurance oranyotherretirementannuities.
 Arrange chancesto improve the doctors:the companycan arrange campaignsandtrain the
employeesinfieldwithjoy.
The most importantfactoris to increase the payscale as the firstand foremostdemandof the
employeesistoincrease the payscale.
3. Understandcollective bargaining and negotiationprocesses
3.1 Explain the role of negotiationin collective bargaining as in the
above conflict.
Collectivebargainingiswaytonegotiate betweenthe employersandthe employeesbasedonthe terms
and conditionof workandmost especiallyonthe wage andpayscale.Workplace,workinghoursare
alsoonce big factorsbut nowit isnot that importantafter1926. Negotiationcreatesasense towards
the employeesandasense of self-respectandresponsibilitybetweenthe employerandthe union.
Because of negotiationthe employerfacesthe unionanddiscussabouttheirneedsanddemands;then
considersthe factorsandthe abilityof the companytodetermine how muchof theirdemandcanbe
grantedprofitablyaccordingtothe capabilityof the company.The negotiationenhancesthe labor
productivityasthe satisfiedemployeesproduce more thanthatof dissatisfied.Moreoverthe satisfied
employeescanmaintainthe qualityof the productthatcuts the cost of productionaswell.There isa
disadvantage of negotiationalsolikethe employerslose theirfreedomtotake anydecisionrelatedto
the employee management.The employershave toconsiderthe opinionof the trade uniontosecure
the rate of productivity.Aneffectivecollective bargainingprovidesmore strengthtothe trade unionas
well asresponsibility.Inthe processof bargainingthe managementhearseveryindividual workerthat
helpsthe managementtoassume the actual situationandtoodecide onthe basisof the true condition.
Thus itbecomeseasiertosatisfythe individual employeesthrough the solutionof the dispute.The BME
can arrange a collective bargainingtoresolvetheircurrentproblemof lowerpayscale.
3.2 Assess the impact of the negotiationstrategies adoptedby both
parties in the above conflict situation:
The current conflictof the BME causesbecause of the increasingworkinghoursof the juniordoctors
withthe incrementof salary.The doctorshave to workon Saturdayextrahours.The additional
workloadof the doctorsis not actuallypreferable asthe levelof paymentisnotreasonable.The
dissatisfactionof the juniordoctorresultsinthe higherweeklydeathrate of the patentsaswell asthe

9. qualityof the service isdecreasing.Aswe have seeninthe reportthatthere wasa contract in 2013 but
it wasnot that satisfactoryasthe organizationincreasesthe salaryaswell asincrease the workinghours
and workload.Moreoverthe attemptof the organizationtoincrease the service of sevendaysand24
hoursaccess to diagnostictest,pharmacies,therapiesaddtothe workload.
There are twotypesof negotiationsuchasnegative andpositive.Whenthe resultsof negotiationbring
a positive resultforthe bothpartyit iscalledthe positive negotiation.Onthe contrarywhenthe results
produce negative impactonanyparty itis calledthe negative negotiation.The negotiationprocess
includesfive stepssuchasthe preparationandthe planningwhichcoversthe analysisof the current
situationanddemandalongwithwhatdecisioncouldbe favorable forthe company;the secondone is
to define the groundrule thatisto define the core rulesthatshouldbe unchangedatanyrate; the third
stepisto clarifyand justifywhere the companyclarifytheirpositionandjustifythe demandsof the
employees;the fourthone istobargainwhichismajor part of negotiationwherethe employersface the
employeesandresolvethe problem;now the laststepisto implementthe decisiontakeninthe
bargaining.The juniordoctorsassociationhasgone throughthe negotiation several timesthoughthe
resultswere notalwayspositive.The BMEcannot lessentheirworkloadincreasingthe level of payment.
Thoughin 2014 the doctorswere agreeduponthe new contract but the additional pressure of work
forcesthemto protestagain. The contract has redefinedagainin2016 but the problemisstill unsolved.
To get ridof thisproblemthe general hospitalsare followingseparaterulestosatisfytheirdoctor
throughdecreasingworkloadandmanagingthe patienttofollowthe offersthat helpsthe doctorsto
performtheirdutyinshorttime.
4. Understandthe concept of employee participationand involvement
4.1 Assess the influence ofthe EU on industrial democracy in the UK.
EuropeanUnionusesmanypoliciestomanage the businessandthe organizational internal functions
such as the trade policy,employmentpolicy,recruitingpolicy,andenvironmentmaintainpolicy,
employeetrainingpolicy,healthandsafetypolicy,employee relationshipmaintainpolicy.All of these
policiesinfluence the democracyof the employees.The policieshave assuredthe safetyof womenat
the workplace the workforce isnowmore dynamicandresourceful.Theyhave improvedthe livingand
the workingcondition,eliminatesthe discriminationwhichacceleratesthe workplace democracy.They
intendtosecure the humanrights,fairremuneration,fairworkinghours,improvementinliving,
freedomof associationandcollective bargaining.The powerof European Uniontodetermine the rules
and regulationthatregulatesthe workplace isincreasingdayafterdaysince the midof 1990. Trade
policyisthe otherderivativesof UN that pointthe level of freedomof anorganizationaswell asan
employee.Anorganizationmayengage ininternational businessthroughthispolicy.Industrial freedom
can be measuredbyhealthandsafetypolicyalso.The more the safe workplace isthe more the
democracyremains.

10. 4.2 Compare methods used to gain employee participationand
involvement in the decisionmaking process in organizations
considering methods that have gained popularity in recent years and
which have declined.
There are variousprocessestoinvolvethe employeesindecisionmakingprocess.Thoughthe
participationof the employee indecisionmakingprocessinstill notacceptedtoall organizationithas
proventoincrease the productivityof the company.The popularprocessof involvingthe employee in
decisionmakingprocessare-
 At boardlevel:itisalsoknownas industrial democracywhichrefersoprocesswhere the
representativespresentsthe issuesandfactorstowardsthe board topjudge and investin
employeebenefitscheme.
 Throughownership:oftenthe organizationissuesshare forthe employeetoencourage thewm
to for the profitabilityof the company.astheybecomeashareholdertheypossessthe righto
take part in decisionmakingprocess.
 Throughcollective bargaining:inthe collective bargainingthe managerslistenthe opinionof the
employeesbeingpresentandtake themintoconsidertotake any majordecision.
 Suggestionscheme:oftenthe organizationarrangedaprogramto get suggestionandopinionof
the employeestoanycritical situationsuchas the fieldworkersof marketingknowsbetter
aboutthe customerpreference thusthe managerof marketingcantake the suggestion
regardingtomarketingfromhim.
 Throughcomplete control:oftenthe companyleavesthe control of the workersonthe trade
union,andthenthisassociationworksasthe HR management.
 Jobenrichment:the managercanredefine the jobdescriptionandaddsome more liabilitiesto
take part in decisionmakingprocess.
These are commonmethodsto involve the workersindecisionmakingprocess.
4.3 Assess the impact human resource management approachhas had
on employee relations
Human resource managementisthe inseparablepartoemploymentrelationasthe HRMcollectsthe
rightemployee atthe rightplace andtrain themto workefficiently;andretainthem.The employee
relationstartsafterthe joininginthe organization.Withoutthe HRMemployee relationisnotpossible.
The organizational behaviorandthe employee relation dependonthe humanresource management.
The trainingand the developmentprocessof the HRMhelpsthe employee relationtoensure ahealthy
relationshipamongthe employeeandthe employer.The workplace planningplaysthe majorrole in
employeerelation.Whenthe organizationknowsthe abilityof the employee itcanpersuade themto
performat theirbestprovidingenoughmotivationwhichcreatesagoodpositive relationamongthem.
The job designcreatesasense inthe mindof the employee tobe responsibleandpowerful,thoughhe

11. has to workmore.The designincreases the candor,respect,integrityandmutual understandingthat
improve the employee relation.
Conclusion:
By managinga healthyrelationwiththe employeethe managercancut the cost of operationincreasing
the level of productivity.The satisfiedemployeesare the assetof the organization.Onthe contrarythe
depressedemployeesare the riskforthem.

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