Employee Relations : Tesco

Added on - 21 Jul 2020

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Employee Relations
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1.1 Unitary and Pluralistic frames of references..................................................................1P1.2 Transformation in trade union impacts on employee relations......................................2P1.3 Main players role in industrial relations.........................................................................3TASK 2............................................................................................................................................4P2.1 Steps to be followed by the organisation in order to tackle conflict consequences.......4P2.2 Features of employee relations in conflict conditions....................................................6P2.3 Evaluation of effectiveness of steps used in conflict situations.....................................7TASK 3............................................................................................................................................8P3.1 Role of negotiation in collective bargaining..................................................................8P3.2 Impact of negotiation strategy in conflict situations......................................................9TASK 4..........................................................................................................................................10P4.1 Influence of European Union on industrial democracy of United Kingdom...............10P4.2 Modes and steps implemented in Tesco to increase worker participation in management..............................................................................................................................................11P4.3 Human Resource Management and its impact on Employee relations........................11CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................14BIBLIOGRAPHY..........................................................................................................................16
INTRODUCTIONEmployee relations defines the effectiveness in relationship between workers andemployers in an organisation. Healthy relationship in between employees and employersdetermines the growth and development of business (Brewster and Hegewisch, 2017). In thiscontext, HR assistant of Tesco will identify the degree of relationship between employees andemployers working in the organisation. Tesco is one of the largest retail supermarkets in UnitedKingdom which employed thousands of employees in their firm. In the present report, unitaryand pluralistic frames of references will be assessed along with evaluating the impact of tradeunion on employee relations. Further, the steps which management must follow in order to tackleconflict situations in organisation will be highlighted. The key features of employee relations inconflict situation will be evaluated and their effectiveness will be assessed effectively in thisreport as well. Moreover, the role of collective bargaining and negotiation along with theirimpact on conflict will be identified in this report. Moreover, influence of policies of EuropeanUnion on industrial democracy in the United Kingdom will be studied.TASK 1P1.1 Unitary and pluralistic frames of referencesUnitary ApproachThe unitary approach to industrial relations and employee relations is grounded withmutual cooperation, teamwork, individual treatment and shared goals. It refers to the effectiveorganisational culture followed in the organisation (Goldthorpe, 2013). In Tesco, there is unitaryapproach to industrial relations used by the management effectively and efficiently. In this,managers visualise conflicts as temporary aberration, resulting from poor management. Bothemployees and employers cooperate with each other so that common goals and targets can beaccomplished effectively and efficiently. From the analysis of organisation, it was identified thatdisputes and conflicts between unions and managers has been resolved with effective negotiationand collective bargaining strategy (Geppert, Matten and Williams, 2016). Albeit, manyemployees and employers found this approach as seductive, manipulative and exploitative andwhich degrades the psychology of employees and employers. Thus, this implies that unitaryapproach is the strategy of employee relations in which the employees and employers work in1
teams collaboratively so that growth and development of organisation can take place effectivelyand efficiently.Pluralistic ApproachThe pluralistic approach is completely opposite of unitary approach. In this approach, thetrade union acts as employee’s representatives and communicates their demands and issues to thetop level management of organisation (Jacobi, Kastendiek and Regini, 2017). Further, severalother groups formulated in the organisation and they create conflicts and disputes frequently sothat their needs and expectations can be fulfilled. Legitimacy of management’s authority is notautomatically accepted (Approaches To IR,2017). Conflict between the management andworkers is understood as inevitable and in fact, it is viewed as conducive for innovation andgrowth. Thus, in this approach, a strong union is necessary so that the rights of employees can beprotected from exploitation. From the analysis of corporate culture of Tesco, it was identifiedthat management of organisation does not believe in pluralistic approach of industrial relations(Floud, Humphries and Johnson, 2014). The management of Tesco encourages employees toleave the union so that environment of peace and harmony can be maintained effectively andefficiently.P1.2 Impact of changes in trade union on employee relationsTrade union or employee union are formed in the organisation so that their rights can beprotected from exploitations of management. The Trade Union Act 2016 states that the tradeunion is group of employees or employers who work collectively in order to protect their rightsand self-interest can be protected and prevented from exploitations (Lane and Myant, 2016).Trade Unions in the organisation are formulated with the motive to improve corporate cultureand increase employee satisfaction so that organisation can accomplish their goals and objectiveseffectively and efficiently. Generally, trade unions are classified into four main types in theUnited Kingdom which are general, industrial, craft and white collar. General Unions are groupof skilled and unskilled workers performing different tasks in distinct organisations.Industrial Unions are group of workers working at different departments in sameorganisation (Blyton, Hill and Starkey, 2017). Craft Unions are small unions and are group ofskilled workers performing similar kind of tasks in different organisations. White collar unionsare group of professional employees who perform similar jobs in different organisations. In thiscontext, it was identified that the trade union which impacts on corporate culture and industrial2
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