Employee Relations and Stakeholder Engagement in M&S

This document discusses the value and importance of employee relations in M&S, explains the fundamentals of employment law, explores the rights and duties of employers and employees, and analyzes stakeholder engagement and contribution in supporting positive employment relationships. It also provides a stakeholder analysis for M&S and highlights the impact of employee relations on different stakeholders.

BSc (Hons) Business Management (Top up)
Cohort 3
BMP6005
The Work and Employment Relationship
How employee relations can influence
the behavior of
Different stakeholders
2019/2020
Easter 2020/Semester 1
Submitted by:
Name:
ID:
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Content
Contents
Introduction 1
An explanation of the value and importance of employee relations
in application as well as explanation of the fundamentals of
employment law p
An explanation of the different types of rights, duties and
obligations an employer and employee has within the workplace.
An exploration of various mechanisms for managing the
employment relationship and make justified solutions for a range of
specific organizational examples p
A stakeholder analysis for the organization and analysis of how
stakeholder engagement and contribution can support positive
employment relationships p
An analysis of the impact of both positive and negative employee
relations on different stakeholder’s p
Conclusion p
References p
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Introduction
Employment relation is defined as employers and employees relationship in both
informal as well as formal nature that increase the interaction between them in any working
situation or condition.
Marks and Spencer is a major British multinational retailer with headquarters in
London. It can specialize in selling clothing, hone items and food products. The organization
was founded in 1884 by Michael marks and Thomas in Leeds. M&S currently has established
959 physical stores across UK, including 615 that only sell food items.
This report will discuss about the value and importance of employee relations in
application of employment law. It will describe about the different types of rights, duties,
obligation of both employers as well as employees within organization. Furthermore, it will
discuss about the stakeholder analysis process and identify that how will engage or
contribution in the employment relation. However, this report will describe about the
positive and negative impact of employee relation on different stakeholder in the
workplace.
An explanation of the value and importance of employee
relations in application as well as explanation of the
fundamentals of employment law
Employee relation is a term used to describe relations between employees and employers.
Nowadays, M&S is striving to become faster and transparent company. For that reason, the
focus on the employee communications which is bigger than ever before. The primary goal
of employee relations strategy is to improve the collaboration in the workplace.
Value and importance of employee relation in application
In M&S, employee relation is consider as important part of individual share a certain
relationship between staff members in the workplace. The relationship is warm, good or
bad. It is always supports for creating a healthy communication with each other to deliver
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the best performances. HR manager of M&S have influenced their staff members towards
specific goal and achievement. The entire company benefits show that employees who have
mutually respectful relationship with their employers, which are more likely to be happy,
productive and loyalty in long term growth (Brewster and Holland, 2020). HR manager can
establish the effective relationship between staff members within M&S. it can resolve the
different issues or problem between co-workers with the help of employment laws.
Retain loyal employee: when losing an employee to be competitor can be devastating but
unfortunately, staff members who have not effective relationship between each other. In
M&S, HR manager can provide the facilities so that staff member feels comfortable around
their employers, appreciated. HR manager always encourage their worker with positive
relationship and engage with resolving their problem or issues. In this way, Marks and
Spencer are becoming more successful in global marketplace.
Fewer workplace conflicts: In M&S, when a staff member being around their colleagues,
manager. They are less likely to seek out conflicts (Dakus, 2020 ). A peaceful working
environment is provide the advantage, benefits of creating positive employee relation
between them. In this way, Manager of M&S has been created a healthy working
environment so that engage staff member with each other. In order to increase the
production and sales level of M&S in global marketplace.
Increased productivity: In M&S, employee who has a positive relation with HR manager is
more likely to be production. This is reason why HR manager will try to focus on the
providing the better training session of staff members. Therefore, they can improve their
own skill to put more efforts, achieving the organizational goal and objective. It is useful for
establishing the positive employee relation between manager and employee in the
workplace.
Explain Fundamentals of employment law
In M&S, HR manager is mainly focused on the fundamentals of employment law in which
highly inter-active two part workshop aimed at team members. Manager will be considered
all fundamentals of employment law such as equal opportunities, flexible working hours,
healthy environment, eliminating discrimination on the basis of race, sex, religions and so
on. This will help for establishing a positive environment for employee whereas they feel
comfortable and to do their task in proper manner.
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The Data protection act 2018 used by M&S to protect or secure information of
personal details about customers, employees in global marketplace.
Health and safety law 1974 used by M&S to protect the legislation which is mainly
covered occupational health and safety in organization. This will help for providing the
better health safety of M&S.
Ant-discrimination act 2010 used by M&S that applicable against discrimination,
harassments or victimization in employment.
HR manager will be implementing employment right act 1996, providing the equal
opportunities for staff members towards rights, duties. This will help for establishing a good
relationship between employers and employees at workplace. in some situation, it will be
resolved the queries, issue or problem of employees by employment legislation through HR
manager in M&S. it can be said that employment law plays important role in term of
positive relation between employees and employers.
An explanation of the different types of rights, duties and
obligations an employer and employee has within the
workplace. An exploration of various mechanisms for
managing the employment relationship and make justified
solutions for a range of specific organisational examples
The rights and duties of employer and employee go hand in hand. Typically, employers set
the specific stage by communicating job expectations. In M&S, HR manager have been
setting the employee rights to provide safe, respectful working condition. Employees must
do their task by working hard and always following certain rules and regulations.
Right, duties and obligation of employers
Duties
Safe working condition: In M&S, manager have a responsibility to provide the safe working
condition that comply with occupational safety and health administration standard.
According to bureau of labor statistics, to reduce the injury or death by requiring employers
to mitigate from different hazards.
Non-discriminatory treatment: M&S have been conducted the non-discriminatory
treatment while prohibiting the discrimination under state or federal legislation. According
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to employment act, it enforce civil rights protections in the workplace (Dieuaide and Azaïs,
2020 ).
Whistleblower protection: M&S have monitored the activities of employees and improve
the workplace condition. As per federal whistle blower protection program, it enforces
more than 30 employee’s protection and eliminate the risk related job. In this way, it can be
examined that M&S have a responsibility to promote the unsafe working environment and
convert into positive environment.
Right of employer
Right to fire or hire: The right to employment in M&S that entitlement to hire the most
suitable employee for particular position in organization. An employer’s right include his
choice when selecting the best candidate and fit for job profile.
Confidentiality or non-disclosure: M&S right have to protect the personal information of
client. It is based on the non-disclosure agreement signed by employee. In this way,
organization should protect or secure the personal details of employee and access at any
time, if necessary.
Obligation of employer
The moral obligation of employers is to look out for welfare of their staff members. It ensure
that co-worker must retain the dominant consideration in term of ethical ways, willing to
make a better decision, implement suitable policies. M&S should be loyal to their staff
members and other stakeholder at workplace.
Right, duties and obligation of employees
An employee in M&S is to play an important role that perform the different operations and
functions. In order to increase the production and sales in global marketplace. it would be
smooth change over to new position through employee orientation process at workplace.
Furthermore, there are different duties, right of employee in organization to maintain
overall business performance.
Duties of employee
Development and management: In M&S, employee should be able to manage their
business task. When consider a financial role to record, collect large amount of information
regarding the business processes. Also performing the responsibility for overseeing
enterprise operation and in decision making process (Hodder, 2020). Another way, Main
intention of M&S is to make profit so that employee can use innovative idea for increasing
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the speed and efficiency of business in global marketplace. In M&S, HR manager will engage
with employee to find out the innovative idea in business growth and development.
Work for goal: The primary duty of employee is to work for specific goals which assist in
reaching the objective. In M&S, employee and manager should work together to set up all
essential goals that help for increasing business production. Afterwards, staff member to
keep track or monitor the progress of goal and associated with manager regarding the
current status.
Rights of employee
Healthy and safe work environment: According to health and safety act at workplace, M&S
must provide the better working environment so that employee can do their task in proper
manner. In M&S, HR manager offer the better facilities and service of their potential staff
members.
Flexible working hour: Although, there are chances that M&S may want an employee to
devote towards their work. In this way, organization has to pay staff members on the basis
of their working hours. Each and every employee have a right to work within fixed hours
during working day, slightly depending on the business.
Obligation of employee
The obligation of employee have giving a full day work so that company will pay according
to them. It is important for employees to follow all rules and regulation of M&S so that
maintain the coordination between employees and employer (Holden and Baker, 2019). In
marks and spencer, employee have a moral duties to consult with manager regarding
business operation and function.
From above discussion, it has been justified that employment relationship depend
upon the coordination between employers and employees at workplace. it should be
considered all essential rights, duties and obligation to maintain the better relationship in
employee and employer in M&S.
A stakeholder analysis for the organisation and analysis of
how stakeholder engagement and contribution can
support positive employment relationships
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Stakeholder analysis for M&S
A stakeholder analysis is based on the process of identifying the different people
before the project begins, grouping them according to their levels of participation
(Stakeholder analysis. 2018). Sometimes, it may influence the HR manager to involve with
communication each of different stakeholder groups throughout (Kaine, Flanagan and
Ravenswood, 2020).
Main stakeholder for M&S are employees, suppliers, customers and shareholders.
These are performing the different tasks within organization but their influence is not as top
of priority. Customers, suppliers and government are becoming consider as external
stakeholders, employees. The potential consumers are mainly focused on the business to
impress. This is the reason without client a business would not have able to them
conveniently as possible.
The consumer of M&S want to fair priced product as well as service, so that they
able to get them as conveniently. It is not option for clients where they can achieve the
desirable goal and objective. At that time, employee will need to make sure that all
transactions are easier for client with full of protection. On the other hand, distributor or
suppliers are establishing the communication with M&S owner regarding product as well as
service.
By using power-interest grid model, M&S use this model to explain the approach for giving
the prioritized stakeholders.
 High power- M&S has a higher power interest because stakeholder are helping
decision makers and impact on the overall business success.
 Low power- it keep this individual adequately informed and talk about to ensure all
essential issue or problem of stakeholder in M&S.
Stakeholder contribution and engagement support positive employment relationships
In M&S, A company brand is primarily the source of its competitive advantage, set of
strategic resources of enterprise. Different internal as well as external stakeholder that
always engaged with the business operation and function. Thus, it will be managed to meet
stakeholder requests in brand development (Kaine, Flanagan and Ravenswood, 2020). It is
necessary to take into consideration relationship between different stakeholders of M&S.
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Different key stakeholder relationships and capacity to innovate new idea which help
for M&S in term of growth and development. The contribution of stakeholders within
business process that support for creative positive employment relation between
management and other co-worker’s. It may support for enhancing the entire business
process of M&S to establish a good coordination with both internal as well as external
stakeholders. The positive enterprise result calls as harmonious relationship between
different stakeholders. Employees are critically way to engage with client and identify their
positive as well as negative experience of particular product or service. Sometimes, it is
majorly insight into increase the positive customer experience through aligned human
resource.
For Example- In M&S, employee (internal stakeholder) can communicate with
customer (external stakeholder). This will help for contribution to engage with various
stakeholders. In order to create a positive relationship between them. In this way, it can be
analysed that stakeholders plays important role in M&S to establish the positive
employment relation.
The positive attitude of employee will create a healthy working environment. Thus,
M&S is more likely to be emotionally and intellectual committed towards organization
success.
An analysis of the impact of both positive and negative
employee relations on different stakeholders
The relationship among staff members plays an important role in identifying the future of
organization. In M&S, each and every staff members must respect each other and come to
help other in context of organization goal or objective (Valenduc, 2019). In some situation,
staff members do not enjoy healthy relationship among themselves, which directly affecting
on the entire business production and sales in marketplace.
Positive Impact of employee relation on stakeholders
Increased productivity: employee who have a positive relationship with other colleagues
and manager in M&S. stakeholder can handle the entire business work smarter and more
efficiently. It is likely to put best efforts and get involved in the organization’s projects. It
help for increasing the production, sales and performance in term of business growth or
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development. Different stakeholder such as employee, supplier which may establish the
better coordination with potential consumers. In order to provide the accurate information
regarding product and service. A strong positive employee relation always inspiring or
motivating other stakeholders to engage or interact with client. In order to resolve their
queries in proper manner.
Enhanced motivation: A positive employee relation have enhanced the motivation among
stakeholder in organization (Valenduc, 2019). it help for increasing benefits, advantage of
good employee relations. M&S with engaged with employees, experience up higher
productivity and profitability. This can be possible when positive employee relation
influence stakeholder to improve business performance in marketplace. It make sure that all
staff member feel free to appreciate their colleagues regarding business activities. In M&S,
HR manager will provide the personalized feedback and express interest in their work.
Heightened staff member’s loyalty: A positive employee relation influencing the
stakeholder to adapt the current working culture or environment. in this way, they can free
to perform the business activities. This is mainly occurred when employee overlook their
stand for ties with workforce. In this way, it is positively way to impact on the stakeholders
for establishing better coordination with other colleagues.
Negative Impact of employee relation on stakeholders
There are certain way to negative impact of employee relation on stakeholder:
Customers are also considered as stakeholders too, especially if they rely heavily upon good
and service. In this way, it would be considered employees as stakeholder for providing the
benefits, advantage in context of improved performance or moral duties.
Job security: A negative employee relation affected on the stakeholders by enterprise
decision on the basis of job security (Valenduc, 2019). It continually make risky business
decision which is not only harm company as well as employee relation. It could cause staff
members to take interest in the business activities.
Corporate culture and internal stakeholders: employee job satisfaction, fulfillment are
considered as decision on business partner. Generally, employee can perceive of himself
with M&S to the tied on particular payment. The culture that will create by M&S which may
directly impact on the stakeholders. The relationship between employees are developing
conflict regarding the policies and procedures.
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Conclusion
In above discussion, it has concluded that Employment relation plays important role
in the organization in which developed an effective relationship between both
employers and employee’s relationship in context of informal and formal nature. It
help for maintain or control the complex business situation effectively and efficiently.
In this report, it has summarized about the value and importance of employee
relations in application of employment law. It can be determined the various rights,
duties, obligation of both employers and employees within organization for managing
current business activities. It has been discussed about the process of stakeholder
analysis, which always support for contribution in the positive employment relation.
However, it can identify the positive and negative impact of employee relation on
different stakeholder in the workplace.
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References
Brewster, C. and Holland, P., 2020. Work ‘or’employment in the 21st century: its impact on the
employment relationship. In The Future of Work and Employment. Edward Elgar Publishing.
Dakus, K., 2020. From Ringing to Impinging: The Intrusion of Technology into the Employment
Relationship. Appeal: Rev. Current L. & L. Reform. 25. p.27.
Dieuaide, P. and Azaïs, C., 2020. Platforms of Work, Labour, and Employment Relationship: The
Grey Zones of a Digital Governance. Frontiers in Sociology. 5(2).
Hodder, A., 2020. New Technology, Work and Employment in the era of COVID‐19: reflecting on
legacies of research. New Technology, Work and Employment.
Holden, J.T. and Baker III, T.A., 2019. The Econtractor? Defining the Esports Employment
Relationship. American Business Law Journal. 56(2). pp.391-440.
Kaine, S., Flanagan, F. and Ravenswood, K., 2020. Future of work (FoW) and gender. In The Future
of Work and Employment. Edward Elgar Publishing.
Valenduc, G., 2019. New forms of work and employment in the digital economy. In The
deconstruction of employment as a political question (pp. 63-80). Palgrave Macmillan, Cham.
Online
Source: Stakeholder analysis. 2018. [online] Available through:<
https://www.mindtools.com/pages/article/newPPM_07.htm >
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