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Employee Relation of Tesco

   

Added on  2020-07-23

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EMPLOYEE RELATION
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Table of ContentsINTRODUCTION...........................................................................................................................11.1 Unitary and pluralistic frames of references.........................................................................11.2 Changes in trade unionism affected employee relationship.................................................21.3 Main players role in employee relation.................................................................................32.1 Tesco procedures to deal in different conflict situations.....................................................42.2 Key features of employee relation in selected situations....................................................52.2 Effectiveness of procedures adopted in the selected conflicting situations..........................63.1 Negotiation role in collective bargaining..............................................................................73.2 Impact of negotiation strategy in the given situations.........................................................84.1 Influence of EU on industrial democracy............................................................................94.2 Methods used to gain employees engagement and involvement in decision makingprocess.........................................................................................................................................94.3 Assessing impact of human resource management in employee relation..........................10Conclusion.....................................................................................................................................11References......................................................................................................................................12
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INTRODUCTIONEmployee relation is defined as the mutual agreement between employee and employer inan industry. The understanding between both the parties in terms of their concern towards thework culture and work environment. Apart from this to maintain a healthy relationship betweenboth he parties many legal rules and regulations are developed. To maintain a decent businesspractices it is important for the companies to develop a healthy relationship with theirstakeholders in this competitive market conditions. In the present report, Tesco is selected todevelop a better understanding and increase the importance of developing a healthy employeerelation. It is important for the management to provide high quality services to their customerand take care of their needs and generate better relationship to operate in this competitive retailbusiness. This study covers different aspects of employee relations and also states for thecharacteristics of employee relation in different conflict situations and their role in negotiationwith collective bargaining. It also accounts for the human resource management impact onemployee relation.Task 1 1.1 Unitary and pluralistic frames of referencesTesco, has adopted different methods to understand the importance and theircharacteristics of employee relations that include: Unitary and Pluralistic frame of references.Both the approaches are different in their nature and possesses different visions and thoughts, butthey are constantly focusing on developing healthy relationship between employees andemployers working for Tesco(Newsom, Turk and Kruckeberg 2012). To manage the businesspractices and work effectively in a reliable manner the company focus on these approaches and itleads them to have better employee relationship.Unitary approach: In this approach it is stated that power and authority in business marketis in the hands of every individual who possess a position at the managerial level in thecompany. Although, the decision making power and authority are the responsibilities ofthe upper level employees of Tesco, and in strategic affairs employees are not included.Moreover, the approach states that each and every member in the organisation have sameimportance in the team and are with the same purpose. This shows that all the membersin the organisation from top level to lower level of management should be given similar1
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objectives and combine together to achieve them. The power of decision making processis held in the hands of an individual to maintain relation in a professional manner with thehelp of this approach. This generate a better commitment and loyalty among theemployee and maintain a healthy workforce. This approach helps in clearing the conflictsand misunderstanding among the employees and employers in Tesco and generate ahealthy employee relation(Reichheld, and Covey, 2006).Pluralistic approach: In this approach it states that different values, attitudes andbehaviours makes it simpler for the employees and employer to make the workplace amuch better place and develop a healthy relationship. This approach accounts that there ismore than one ruling party in the company and they are free to select their group leaderwho often takes initiatives to take decisions for the staff members(Chand, M. and Katou,A.A., 2007). With these practices the employees are motivated and their needs arerequirements are satisfied. It is necessary to implement a procedure of negotiation todevelop a healthy employee relationship which makes employee feel motivated andimportant in the organisation.Therefore, it is assumed that these two approaches are important for Tesco, so with theinvolvement of upper level management can develop a healthy relation with its stakeholders andgenerate progress efficiently. 1.2 Changes in trade unionism affected employee relationshipThe employee relation is affected with the changing legislations and rules and regulationsin trade unions towards the organisation. Trade unions take care of the legal reforms of theemployees and are developed to make contribution in the relation of employee and employerswho work together in aspect to achieve the same aim. They also take care of providing healthyrelation among them and in favour of their interest regarding pay scale and benefits in relation tomonetary and non monetary. It started in 19th century with new union bodies being developing,although it came into existence in 1824 and generated legislations for employees benefits andmany workers associated themselves with it for achieving fair pay for the amount of work theycomplete for the organisation. With respect to it they understood the benefits from these unionsas they were working to cure different types of conflicts in favour of employees and werefocusing in providing benefits to the workers(Vakola, and Bouradas, 2005). Therefore, there are2
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