Introduction
Unit 20 Employee Relations Assignment Help Online
The assignment on employee relations is related to the employee relations scenario, which is related to the recognition of the significance of better employee relations in regard to business success, character associated with industrial conflict and resolution methods, collective bargaining and the negotiation method, as well as the participation and involvement of employees’ perception. Additionally, it is necessary to analyse the evolving characteristics of contracts related to trade unionism and to clarify the role of key stakeholders in employee relations.
Task 1
1.1
Unitary frame of reference: It is mostly held by management, who see it as their duty to supervise and guide the workforce toward the accomplishment of both economic and growth-related goals. From the viewpoint of an organisation, an unified frame of reference, in my opinion, refers to the mental process connected to numerous practises, values, attitudes, and presumptions regarding the relationship between management and the organisation. This perception, in my opinion, is founded on the claim that success is focused on, and that all employees of diverse firms, regardless of their various responsibilities, must share a common set of values and objectives.
There are numerous examples when employees of some firms have to struggle with little pay and horrendously unfavourable working conditions in factories. (10 Lancaster) The implementation of mission statements and the measuring of success through the accomplishment of defined objectives, in my opinion, are both examples of how the unitary vision has been striving for expression.
The emphasis on the manager’s responsibility in achieving a win-win situation for the staff and the company when there is the proper alignment of their interests with one another, in my opinion, is a major positive feature linked with the unitary frame of reference.
An industrial organisation is described as a plural society that has a variety of connected but distinct interests and aims that must be maintained in a particular level of stability. From the standpoint of an organisational pluralism frame of reference, it is my opinion that progress is supported by a variety of powerful sub-groups, each of which is devoted to the law, its objectives, and its superiors. There are two main sub-groups that exist in the pluralistic perception: the management and the labour unions.
1.2
Let me first quickly talk about trade unions before I start this evaluation. Trade unions, in my opinion, are organisations that are created, funded, and operated by its members according to their own interests. There are numerous unions that represent workers in a variety of occupations. There are many different tasks that trade unions play, including negotiating terms and payments, providing information, facts, and recommendations, defending the rights of the employer, resolving disputes in the involved organisations, and offering services pertaining to the workforce. (10 Lancaster)
The process of privatising the programme is a huge challenge and is changing how trade unions have operated throughout organisations’ history. The result of this was connected to the idea of specifically affecting the factory workers. There are many people out there who are bearing the weight of pitiful earnings and horrible working conditions in the factories. There are also some indications that some organisations lack the capability of maintaining a strong track record in terms of upholding the rights of trade unions. As a result, many worries have surfaced in the companies in light of these difficult conditions, which has led to notifying these organisations.
I believe that having improved ways to pay employees is necessary. For a worker to reduce the quantity of overtime worked each day, they must earn at least a certain amount of money in order to sustain themselves in their full-time position (Harrell, 2011).
The number of employees departing their jobs to work for new and different companies who they believe will treat them better has increased as a result of these variables’ participation in some organisations and the failure to address them with appropriate solutions.
Regarding some evolving factors, trade unions will continuously play the role of acting as an important partner for enhancing the relationships with the staff by significantly influencing the social policies that will strike a balance between impartiality with regard to people and effectiveness in the markets. Building a sizable organisational foundation is also necessary in order to influence outcomes on both a national and global scale. Kottir (2010)
Social solidity, the need for cooperation, advancing democracy and human rights, as well as numerous difficult global issues, will be impacted by changes taking place in the labour unions of some organisations.
1.3
Workers and labour unions The trade unions, in my opinion, play a key role in keeping employee relations in diverse firms. The trade unions play a variety of tasks that involve negotiating terms and payments, providing information, details, and recommendations, defending the rights of the employees, resolving disputes in the involved organisations, and offering and presenting services to the employees. When employees have questions about a situation and want to get them answered as soon as possible, they should have the right to speak with their supervisors. Hierarchical complications shouldn’t exist because they will lead to conflicts and misunderstandings with the personnel. (Lind, 2014)
Task 2
2.1
The steps that a company like NHS Employer must take when handling various conflict scenarios are described as follows:
Unit 20 Employee Relations Assignment Help Online
Compromise – This important conflict management tactic is related to attaining a compromising scenario and states that the disputing parties should focus on finding a solution based on mutual understanding while giving each side what they need. Although none of the parties get exactly what they requested, they also do not fully lose. Both parties appear to be somewhat frustrated with the issue, yet they quietly come to an agreement.
Avoiding – It is undeniable that different conflict situations are viewed as undesirable; as a result, in some circumstances, people attempt to manage different conflict situations by avoiding them. (1911 Johnson)
Forcing – Since a conflict scenario continues even after being ignored or avoided, the manager may be interested in attempting a more direct method to resolve the disagreement. In order to accomplish that, the management may take into account the idea of forcing the solution, which entails that an individual or group takes the judgments regarding what the outcome should be. (Boone, 2015)
Resolving – By directly confronting the issue and finding a solution, this method is regarded as the most direct and occasionally most difficult way to handle diverse conflict situations. This is regarded as a conflict resolution approach, which is a method of handling conflicts. In order to deal with the crisis scenario, it is necessary to listen to all parties and make an effort to comprehend rather than to criticise. Additionally, both sides must specify the issues on which they are agreeing as well as how they will both profit from any potential remedies. (Boone, 2015) The two sides must consider their distinct emotions and take their time in search of a solution.
Task 3
3.1
Let’s first discuss the element of collective bargaining before moving on to the explanation. It is a collaborative approach to handling both administrative regulation pertaining to work individuals as well as the issue of controlling the working environment. Organizing a trade union allows for discussions about the workplace to take place between bosses and junior employees during collective bargaining. (2012) Baines
Following is an explanation of how negotiations relate to collective bargaining:
Unit 20 Employee Relations Assignment Help Online
Getting ready: A negotiation team was formed, and members from the NHS employer and the BMA were present. They had the necessary information and skills for negotiations.
Conversation – There was discussion between the two sides regarding various issues that would help to direct the discussions, and in connection with that, a mutually reliable environment and understanding occurred as well to arrive at the collective bargaining agreement.
Proposing – In this section, communications are exchanged and the perspectives of NHS employers and the BMA are taken into account. (2012) Baines
Negotiating – Proper bargaining between the two parties is conducted in order to establish a strategy for resolving the conflict situation, and as a consequence, the agreements are created.
Settlement – Following the conclusion of the negotiation process, the British Medical Association and NHS employers come to a consent agreement and have decided to take a collective action.
Conclusion
This assignment discusses the area of employee relations that has to do with explaining the procedures a business must take to deal with various conflicting situations, outlining the key elements of employee relations, and assessing the effectiveness of the procedures NHS employers and the BMA are using. Additionally, the purpose of negotiation in terms of collective bargaining has been explained, and the impact of the negotiation techniques that the BMA and NHS employers will use has been evaluated.
References
Baines, P (2012) ‘EssentLals of Marketing’. Oxford University Press
Baker, R (2010) Implementing Value Pricing. Jchn.1iey&Sons.
Barden. M (201a4 Beautifisi Constraints. John Wilçy & Sons.
Boone, L (2015). Conremporary Marketing. Cengage Learning.
Hairell D, G. (2011). Marketing Intelligence, Simon and Schuster Pub.
Johnson, G (2011) Exploring Strategy, London, FT: Prentice Hall
Lancaster. G (2010). Essea(.k. Management. Taylor 4 Francis.
Lind, P (2014) Monitoring Business Performance. Routledge
Palmer, A (2011). The Business Environment. Mc.-HilLHigher Education.
Stack, L. (2011). The customer code of ethics. Productivity Pro Press
