Value and Importance of Employee Relations in the Workplace

This report discusses the value and importance of employee relations in the workplace, focusing on the case of Marks & Spencer. It covers topics such as the impact of employee relations on employee retention, conflict reduction, productivity, and absenteeism. It also explores the fundamentals of employment law and how it affects the employer-employee relationship. Additionally, it includes a stakeholder analysis and the role of stakeholder engagement in supporting positive employment relationships.

Work and the
Employment
Relationship

Table of Contents
INTRODUCTION...........................................................................................................................3
P1 An explanation of the value & importance of employee relations in application and
explanation of the fundamentals of employment law .....................................................................3
P2 An explanation of the different types of rights, duties and obligations an employer and
employee has within the workplace, various mechanisms for managing the employment
relationship.......................................................................................................................................5
P3 A stakeholder analysis for the organisation and analysis of how stakeholder engagement and
contribution can support positive employment relationships .......................................................8
P4 An analysis of the impact of both positive and negative employee relations on different
stakeholders ...................................................................................................................................9
CONCLUSION ............................................................................................................................10
......................................................................................................................................................10
References......................................................................................................................................10
Books & Journals......................................................................................................................10

INTRODUCTION
Every staff member have specific relationship with their peers, colleagues within the
organization. It is very essential for the organization to have strong relationship among
employees as it assist in enhancing their efficiency and effectiveness in a positive manner. In the
present report, Marks & Spencer is chosen as the base organization which is a British
Multinational organization establish in the year 1884. It is the company mainly deals in clothing,
food as well as home products founded by Michael Marks and Thomas Spencer (Chiu and Wang,
2015). This report cover various topics which includes value and importance of employee
relation. Along with this, it also includes a detailed discussion about rights, obligations and
duties of both employers and employees which assist in performing business functions
effectively. Further more it includes stakeholder analysis and their contribution in employee
relation.
P1 An explanation of the value & importance of employee relations in
application and explanation of the fundamentals of employment law
Employees in the organisation require people to share their ideas, views, happiness and
issues at workplace. A good interactive environment make employees feel comfortable and
satisfied at work. For all these, organisations needs a healthy employee relations in order to
achieve a common goal. In context to Marks & Spencer, some of the importance and value of
healthy employee relations are described in detail which are as follow:
Retaining employees: Employees prefer to leave the organisations if they do not have a
good relationship with other employees of the company. An effective relation between
employees appreciate or influence employees to stay in the organisation for a longer period of
time and remain loyal towards the organisation. Organisation who appreciate the relationship
among manager and the workers are more productive and successful. They did not need to invest
more money in hiring and recruiting of new employees (Jones, Wicks and Freeman, 2017). With
reference to Marks & Spencer, the manager scheduled an informal meeting with employees on
daily basis where they can talk to anyone in the organization and share their ideas and thoughts.
This make employees feel comfortable at work place and builds a strong relationship between
them.

Less Conflicts: If organisation environment is friendly and efficient there is a probability
that less conflicts arise. The employees understands each others point of view when the relation
among them is good. Reduction in conflicts make employees to concentrate on the objectives
and task of the organisation. In context to M & S, they believe that happy employees is always a
productive employees so they give the time to the workers to communicate with each other and
makes a strong relationship among them.
Increased efficiency and productivity: Positive or effective relationship with colleagues
and boss directly leads to increase in the productivity which further leads to increase in revenue
and sales of the company. In context to M & S, they make employees to feel comfortable and
happy in the organisation by conducting activities and events in which every employee has the
right to participate and take decisions (Graban, 2018). These kind of environment make
employees feel satisfied and give their best to attain goals of the company.
Reduced Absentism: Employees are more likely to work and coming office daily if they
have great relation with others employees and workers in the organisation. They did not take
leave on continuous basis and enjoying work of organisation. In context to Marks & Spencer, the
manager set informal sessions for the employees and solve their complaints on daily basis so that
no employee take absent or leave the organisation.
How an organisation improves employee relations
In order to improve and maintain the employee relations in the organisation, Marks & Spencer
used several strategies which is discussed in detail below:
Involve in decision making: Employees feel indispensable and important in the
organizations if there inputs is are considered in decision making by the upper level authorities.
With reference to M & S, the manager give every employee a chance to share their thoughts and
give their inputs in decisions. It increase relations between them and make them out from the
comfort zone.
Assign targets: Employees now a days more interested in knowing what their targets are
and with whom they need to do work with in order to achieve targets. In context to Marks &
Spencer, the manager assign the task between the team members and tell them to equally
contributed their efforts and time towards the objective. This gives workers no choice to work
independently, they need to trust other members and help each other which further leads to a
healthy relationship among employees (Conway and et. al., 2016).

Appreciate employees: Employees feel valued and important when they are appreciated
by the managers and colleagues in terms of incentives, promotion, positive feedback and so on.
With reference to M & S, the manager of the company give suggestion to the employees on a
continuous basis and make them feel valued in the organisation. They sent employees a thank-
you email or card in order to praise then for the work they had done. This helps them in making
good relationship with employees that directly affects company productivity.
Fundamentals of Employment Law: Employment law defines as the rules and
regulations in statute law which establish minimum or less conditions associated to the
employment of persons. Some of these includes minimum hourly wage, minimum working age
and many more. In the present context of Marks & Spencer, it has been said that management
team adopt various employment laws in order to provide benefits to the staff members. Some of
these laws are as follows:
Working Time Regulation, 1998:– It is the law which states that every staff member
need to work according to the decided working hours. This is very essential for an employee to
work as per the decided regulations. In the present context of Marks & Spencer, management
team of the company provide flexible working hour facilities to their staff members. This as a
result enhance the level of satisfaction among employees which provide them growth
opportunities.
Diversity & Equality Act, 2010:– As per this law, it has been analysed that each and
every staff member need to treat equally within the workplace. There might not be any kind of
discrimination among individuals at the organisation on the basis of religion, caste, colour or any
other. Any kind of discrimination within the workplace can create negative impact which affect
the relationship of employees. In the present context of Marks & Spencer, managers does not
consider any kind of discrimination at the organisation and every employee need to be treated
equally.
Employee rights Act, 1996 – It is consider as one of the most essential regulation which
helps in identifying the relationship among employees as well as employers. It defines what
managers expect from their staff members and in return what employers might ask from them in
order to perform their task. It is the regulation which provide right to child care and flexible
working hour benefits to the staff members, so that they can feel safe and secure while working
within the company.

P2 An explanation of the different types of rights, duties and obligations an
employer and employee has within the workplace, various mechanisms for
managing the employment relationship.
Right, duties and obligations of Employer
Rights: There are many right which are present with the employees in the company and they can
be organised by them according to their requirements. With context to Marls and Spencer there
are some rights which are present with the employees as discussed below:
 Right to not experience any type of discrimination or harassments which can happen in
the organisation and have a negative impact on reduction of productivity of employees
(Gatignon-Turnau and Mignonac, 2015).
 Every employee has the right to work in a safe environment and to feel safe, secure while
they are working in the organisation. This will help them in having all the safety hazards
and getting protection from sources such as any type of toxic or dangerous conditions
which may prevail.
 Every employee has the right to get fair wages as compared to other type of wages
prevailing in the similar industry and with regards to similar type of job profiles.
In Marks and Spencer the top management is using fair employment policies for their
employees so that all employees are treated in a equal manner and there is no discrimination
made and employees are treated in a fair and just manner.
Duties: Along with the rights there are various duties also which has to be preformed by the
employees in a regular manner so that they are able to perform their duties according to the
required level. In Marks and Spencer there are certain duties which are impose on the employees
and they have to perform them so as to give their contribution in the company.
 To work in a careful manner and contribute towards achievement of overall objectives if
the organisation as a whole (Graban, 2018).
 To perform their job with the adequate level of competency so that there are no
complaints by the top employers with regards to performance of employees.
 To lay effective communication channels so that employees are able to make adequate
communication with regards to any type of conflicts or grievances which are occurring
with them. This will help in proper functioning of the whole organisation and at same

time will help the employees in resining their level of satisfaction while performing their
job.
Obligations: there are many obligations also by the employees in Marks and Spencer which are
discussed below:
 It is the obligation of employees that they have to perform their job in a careful manner
so that there are no mistakes which are being committed on part of employees while they
are doing their job responsibilities (Griffin, Bryant and Koerber, 2015).
 It is the duty of the employees to follow various instructions which are given by the
management. All such have to be adhered while the duties are being performed in the
course of operations being performed by the employees.
Right, duties and obligations of Employer
Rights: There are certain rights which are possessed by employers in the organization as
discussed below:
 Right to hire employees in the company and also to fire employees in case of any wrong
behaviour or any other circumstances in which employer may feel so.
 Right of confidentiality is also a right in which if certain information is of confidential
nature than that has not to be disclosed by the employer to employees or nay other
stakeholders of t he company.
Duties: There are certain duties which have to be obeyed by employers in Marks and Spencer:
 It is important duty of the employers that they ensure their employees are satisfied and
working in a positive environment. This has a great impact on increasing the overall
productivity of employees in the company. Also, employers should help employees in
maintain a balance between their personal and work life (Harrison, Freeman and Abreu,
2015.).
 Looking after the health and overall safety of employees is also a very important duty
which has to be performed by the employees in the company. This helps in ensuring good
health of employees on increasing the productivity of employees as individuals.

Obligations: In Marks and Spencer there are many obligations which have to be performed by
the Employers also as mentioned below:
 It is a obligation on part of employers that they have to observe all the laws, arguments
and contracts while they are performing their job in the organisations.
 In case of Marks and Spencer it is the obligation for employers that they have to conduct
time to time appraisal of employees for the hard work which is done by the employees.
This is necessary for maintaining the motivation level of employees (Jones, Wicks and
Freeman, 2017).
Managing the employment relationships: It is very essential for organisations that they
are able to maintain effective employee relations: this refers to the manner in which employees
address and talk with other staff members in the organisation. Maintenance of good employee
relations will help in reduction of a various type of conflicts which can occur in marks and
Spencer. All the employees will be performing their duties and obligations in a rightful manner
this helps in boosting up of motivation level and morale of employees in the company. For
achievement of success in the organisation it becomes necessary to have good relations of
employees in the company.
P3 A stakeholder analysis for the organisation and analysis of how
stakeholder engagement and contribution can support positive
employment relationships
Stakeholder analysis: this is a theory which is used by companies to analyse various stakeholders
in the company and the overall impact they have on the operations and functions of company.
 Employees: employees are the most important stakeholders as that are actually
responsible for effective functioning of the company and its operations. In case of Marks
and Spencer the company tries to keep a satisfied workforce so that they are able to work
with high level of morale.
 Customers: customers are the stakeholders who are actually responsible for all the
profitability of a company. All the functions of the company is centralised around
customers. Hence, marks and spacer makes sure that they are able to recognize the needs

and expectations of their customers and then all the operations and functions are in that
direction (Miles, 2017).
 Government: All the companies are operating in the external environment which makes
it necessary for them to adhere to the regulatory framework and rules, regulations which
are being impose by the government on them. Marks and Spencer takes care that all such
regulations and requirements are being fulfilled by them so that the company are able to
work accordance with legal requirements.
Impact of stakeholder analysis on employ engagement: Stakeholder analysis helps in
managing employee engagement and employee relationship as this is the tool which helps the
management of the company in understanding the requirements and needs of all the stakeholders
(Mone and London, 2018). Employee engagement basically refers to a tool which is used by
organisations in so that they are able to engage employee and this helps in driving the
performance if employees towards increasing their overall contribution towards achievement of
objectives. In Marks and Spencer the top management of the company tries to make sure that
they are bale to engage their employees at various different levels.
Employee relations: It is very important for the organisations that they are bale to
maintain effective relation between employees. When all the stakeholders will be managed

effectively in the company then this will help Marks and Spencer in maintenance of relations
between employee and employers positive. At same team relationship between employees at
various level will also be mangled in an effective way.
P4 An analysis of the impact of both positive and negative employee relations
on different stakeholders
There are both positive and negative impacts of employee relation on different stakeholders
which are as follows:
Positive impact: It has been said that one of the positive impact of effective employee
relations is that it will enhance the efficiency of staff members so that they will be able to
perform their task effectively and efficiently. Apart from this it also helps in increasing
coordination among employee which motivates then in order to accomplish their task within
given time frame. Stakeholders will be motivated and encouraged enough to perform their
functionality in an effective manner with the help of which they can attain organizational
objective in an efficient manner (Slack, Corlett and Morris, 2015). In the present context of
Marks & Spencer it has been said that positive impact of employee relation assist them in order
to perform their task more appropriately and effectively. This as a result help them to beat the
competition level available at the marketplace.
Negative impact: On the other hand, negative impact of employee relations is that there
is conflict and disputes arise among the organisation which affects the overall performance of
staff members. Along with this, if there is any kind of negative impact within the organization
then there might be increase in employee turnover ratio. This affects the whole reputation of the
company in a negative manner at the competitive marketplace. In the context of Marks &
Spencer, management team identifies the negative impact of employee relation and try to reduce
them by conducting regular meetings. Along with this, they also provide them task where they
need to do interaction with their colleagues and peers which increases the coordination among
them (Wiggenhorn, Pissaris and Gleason, 2016).
As per the above mentioned, it has been concluded that positive and negative impacts
highly affect the behaviour and performance of stakeholders as they are associated with the
functionality of business enterprises.

CONCLUSION
With the help of above mentioned it has been concluded that employee relation is very
essential within an organization for having positive working environment. With the help of
positive employment relationships staff members feel motivated and perform their duties and
responsibilities in an effective manner. Along with this, stakeholder analysis help in identifying
the contribution made by them in order to develop positive employment relationships among
staff members.
References
Books & Journals
Chiu, T.K. and Wang, Y.H., 2015. Determinants of social disclosure quality in Taiwan: An
application of stakeholder theory. Journal of business ethics, 129(2), pp.379-398.
Conway, E., and et. Al., 2016. Demands or resources? The relationship between HR practices,
employee engagement, and emotional exhaustion within a hybrid model of employment
relations. Human Resource Management, 55(5), pp.901-917.
Gatignon-Turnau, A.L. and Mignonac, K., 2015. (Mis) Using employee volunteering for public
relations: Implications for corporate volunteers' organizational commitment. Journal of
Business Research, 68(1), pp.7-18.
Graban, M., 2018. Lean hospitals: improving quality, patient safety, and employee engagement.
Productivity Press.
Griffin, J.J., Bryant, A. and Koerber, C.P., 2015. Corporate responsibility and employee
relations: From external pressure to action. Group & Organization Management, 40(3),
pp.378-404.
Harrison, J.S., Freeman, R.E. and Abreu, M.C.S.D., 2015. Stakeholder theory as an ethical
approach to effective management: Applying the theory to multiple contexts. Revista
brasileira de gestão de negócios, 17(55), pp.858-869.
Jones, T.M., Wicks, A.C. and Freeman, R.E., 2017. Stakeholder theory: The state of the art. The
Blackwell guide to business ethics, pp.17-37.

Miles, S., 2017. Stakeholder theory classification: A theoretical and empirical evaluation of
definitions. Journal of Business Ethics, 142(3), pp.437-459.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Slack, R.E., Corlett, S. and Morris, R., 2015. Exploring employee engagement with (corporate)
social responsibility: A social exchange perspective on organisational
participation. Journal of Business Ethics, 127(3), pp.537-548.
Wiggenhorn, J., Pissaris, S. and Gleason, K.C., 2016. Powerful CEOs and employee relations:
evidence from corporate social responsibility indicators. Journal of Economics and
Finance, 40(1), pp.85-104.