How Employee Relations Can Influence the Behaviour of Different Stakeholders

This report discusses the values and importance of employee relations, fundamentals of employment law, and different rights, duties, and obligations of employers and employees in the context of Unilever. It also includes stakeholder analysis and an evaluation of the impacts of positive and negative employee relations on different stakeholders.

How employee
relations can influence
the behaviour of
different stakeholders
Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Values as well as importance of employee relations along with fundamentals of employment
law applied to entity...............................................................................................................1
Different kind of rights, duties addition to obligations which are with employer and employee
along with suitable advice related to duties, obligations and rights.......................................3
Stakeholders analysis along with analysis related to the ways in which stakeholder
engagement along with contribution can support employment relations at workplace in
positive manner......................................................................................................................7
Analysis of impacts of positive along with negative employee relations on distinct
stakeholders............................................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Employee relationship is defined as process of managing relations by management of
companies within their workforce which results into positive working environment. It could be
described as multidisciplinary areas that defines various methods to manage complex
interrelations between seniors, workers, trade leaders and (Aloisi, and De Stefano, 2020). In
current times it has become very necessary for employers to maintain strong employee
relationship in order to operate business operations smoothly, productively and efficiently. In the
following report Unilever company has been taken to understand impact of employee
relationship on various stakeholders behaviour. The selected company is a leading multinational
organisation which deals on international level and has its headquarter in London, England. The
report discusses about importance and value of employee relationship along with fundamentals
of employment law, various rights as well as obligations to responsibilities of worker in
company. Furthermore, this report also contains overall stakeholder analysis for respective
company and evaluation of optimistic and negative influences of worker relationship on different
stakeholder.
MAIN BODY
Values as well as importance of employee relations along with fundamentals of employment law
applied to entity
Employee relationship is defined as demonstrative, applied, physical and contractual
relationship that workers maintain among them at different stages of a firm. This helps them in
making their bond stronger among superior authorities and co-workers. Employee relationship
becomes stronger when they identify and resolve conflicts along with measuring morale as well
as providing them support. In current times every company pat their focus on implementing
strong employee relationship by creating positive working environment for their workforce. In
case of Unilever, there are various components which helps in determining value and importance
of employee relationship at workplace. Provided below are some points that will define value
and importance of employee relationship:
Reduce conflicts: Strong employee relationship results into more positive and productive
working environment for employees within company (Harsh and Prasad, 2021). For instance, in
case of Unilever, healthy relationship within workers is very important as it reduce the chances
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of conflicts and misunderstandings among them. This allows them to have effective
communication between them and leads to make some adjustments which could assist them in
understanding opinions of each other.
Enhance productivity: Healthy working environment within a workplace leads to more
productivity among employees and they put their all efforts to accomplish organisational
objectives. It increases the motivation among employees to work together with morale of
completing given assignment with high efficiency. In case of selected company, its values and
importance of employee relationship is reflected through its investment in various programmes
that represent enhancement in productivity that also improves profits for organisation.
Employee loyalty: If employees are provided with positive working environment than it
will reflect drastic modifications in their loyalty and turnover rates. In case of respective
organisation, productive working environment motivates employees to remain loyal that results
in improved retention of personal which reduces several costs such as recruitment, training,
sourcing and others. It is also very essential for company to maintain healthy working
environment to employees so that it could decrease absenteeism issues and making them loyal
towards company.
Fundamental related to employment law
Employment law is described as assortment of legislations which are essential to be
executed for sustaining strong relationship between employees and companies. It is defined as
wide part which includes factors related to relationships except negotiation process which mainly
included in labour law and communal bargaining. There are several fundamentals that are
associated with employment law which are being executed by managers of Unilever company in
its overall department. These employment laws are explained below in detail:
Workplace safety law:
Workplace safety law: This law states that it is very essential for companies to provide safety
for their employees at workplace. It is necessary for senior authority or managers to keep
working environment healthy, safe and positive for (Audenaert, George, and Decramer,
2019).king case of Unilever, HR department implements this law to protect employees from
discrimination and other toxic situations so that they could feel safe. They provide all safety
measures and take all the precautions necessary for safety of employees.
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Minimum wages law: This employment law states that all the employees have right to
claim minimum wages from their employers. According to this law it is essential for
organisations to pay around €6.15 2 employees aged between 18 to 20, people who are aged
between 21 to 24 must be given around €7.70 and individuals who are about the age of 25 years
should be provided with approximately €8.21. In terms of selected company, its manager provide
minimum employment wages to the workers working in the company in order to maintain
positive workplace environment.
It is recommended to the executives of Unilever that they must include workers in decision
creation process, encourage effective communication, make them feel appreciated, provide them
with rewards, offer profession development opportunities, encourage healthy work balance life
and implement strategies to eliminate (Florek, 2020Valenduc, 2019). When all these factors will
be implemented by the selected company then it could be able to improve employee relationship
in a very active manner.
Different kind of rights, duties addition to obligations which are with employer and employee
along with suitable advice related to duties, obligations and rights.
Various applications, responsibilities and rights of company and worker are mentioned below:
In a company, employees and employers have several type of rights duties and obligations. In
case of Unilever, some duties, rights and obligations are explain below:
Employers
Rights: Following are the rights of owners of Unilever:
• It is the right of the company to claim hard work from its employees. In terms of selected
company, it is right for the firm to expect full dedication of its employees in
accomplishing desired objectives.
• The another right of employer includes executing work policies at workplace. In case of
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respective company, it is it’s right to implement suitable workplace policies according to
the demand of situation and conditions (Boella and Goss-Turner, 2019).
Duties: Some of the responsibilities that are within managers of Unilever are below:
• One of the major duty of employer includes providing wages to employees on time. In
case of selected company, it is its duty to pay employees according to their performance
at workplace.
• Another duty of employer includes ensuring that all the provider resources are being
utilised by the employees. In terms of respective company, it is its duty to monitor that all
equipment are being used by employees in very useful manner.
Obligations: Owner of Unilever have subsequent obligations:
• One of the applications of employer involves delivering correct information at workplace
to every employee in a proper manner. In context to selected company, it is essential for
firm to provide accurate information without any miscommunication among its
workforce (Liu, Zhang and Fang, 2021).
• Another application of employers include maintaining records of workers in a very
systematic manner. In case of selected company, it is necessary for the firm to keep data
of employees perfectly.
Employees
Rights: Succeeding are specific rights of employees that are elaborate in Unilever:
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• It is right of the employees working in the selected company to demand for wages
according to their performance on time.
• Another right of employees include equally paid by the employer. The respective
company is required to pay all the employees equally without any discrimination based
on gender, caste, religion or any other aspect.
Duties: The responsibilities of Unilever Workers are discussed underneath:
• The primary duty of employees working in Unilever include obeying all the rules and
regulations implemented by the company according to the employment contract.
• Another duty of employees of Unilever switch to put maximum efforts in accomplishing
desired organisational objectives in order to gain profitability for the
company(Nechanska, Hughes and Dundon, 2020).
Obligation: Obligations that are in workers of Unilever are below:
• Employees of the respective company are obliged to follow all the instructions provided
by their senior authorities.
• Employees are also obliged to inform company about any misconduct happening in the
company. In terms of selected company, employees are obliged to provide every detail
related to any uncertainties at workplace.
Advices related to rights, duties and obligations of employment relationships
Executives of Unilever are suggested to guard workers and create healthy workplace
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environment by implementing effective business strategies such as continues feedbacks,
delegating tasks, conveying roles and responsibilities of employees. In addition, there are several
circumstances that the firm is experiencing such as shared values, continuous learning and
others. It is essential for all the employees to have certain duties, rights and obligations which
needs to be fulfilled by employer. In case of Unilever, provided below are some suggestions
Rights: Company should have right to motivate employees in order to create positive
work environment through implementing strong employee relationships. For instance, in order to
build work life balance in the respective company it is essential to maintain or organise all the
activities systematically by the senior (Fenech, Baguant and Ivanov, 2019). The company needs
to involve employees in decision making process and encourage them to participate In Group
discussions. In terms to workers, it is advised to follow all the terms and conditions implemented
by company in order to maintain work life balance.
Duties: The respective company is advice to follow their duties in order to provide
employees a healthy working environment along with resolving all the conflicts arise among
them. For instance, if the company faces any uncertainty situation that could impact business
operations, then it must take all the necessary actions to prevent that. In addition, it is advisable
to employees to perform their duties with perfection and loyalty.
Obligations: It is recommended to the selected company to take all the required action at
the time of any uncertain situation or accident. For instance, the company is obliged to take a
person met with an accident to the nearby hospital as soon as possible. Furthermore, it is
advisable to employees to avoid risky working places show that take it remain safe while
working.
Evaluation of psychological contracts
Psychological contracts are defined as unwritten collection of expectations that represents mutual
beliefs, informal applications and other factors between employees and employers. In terms of
Unilever, it is being observed that psychological contracts play a very vital role in representing
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values, beliefs and other factors that are required to be adhere by it and its employees. With the
assistance of this agreement, worker could build strong work life balance and development of
effective communication occurs which results in adhering all duties, rights and obligations at
distinctive levels.
Stakeholders analysis along with analysis related to the ways in which stakeholder engagement
along with contribution can support employment relations at workplace in positive manner.
Stakeholder analysis is defined as a tool which is implemented by companies in order to identify
key individuals proceeding to implementing project, making team, level of participation and
interest which determines their involvement at workplace. By utilising stakeholders analysis
framework, senior authorities of Unilever could determine and evaluate requirements of all the
employees working in a particular project or within firm. Grade of stakeholder analysis in
context of the selected company is provided below
LEVEL OF INTEREST
LEVEL OF
POWER
HIGH LOW
HIGH Owners Government
LOW Employees Customers
According to the above mentioned grid, components related to power level and interest
level are being taken to complete stakeholder analysis. The important stakeholders which are
involved and provide maximum contribution in supporting positive employee relationship in
context to the selected company are mentioned below
High power, High interest: This is stakeholder represents owners and management of
Unilever. These individuals have high power and high interest in all the business activities
conduct in the company. It has been observed that they make contributions through executing
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their decisions and involved themselves with other people in order to share information or
opinions. They also put their contribution in resolving issues related to workplace which results
in developing employee relationships.
Low power, high interest: This category of stakeholder analysis represents employees
who have less power and high interest within a company. In terms of selected company, its
employees have high interest and performing all the provided tasks and responsibilities but
posses low power because they do not have any right to take decisions. These stakeholders
involve themselves in all the activities and operations by contributing their efforts in order to
accomplish organizational objectives which results in developing positive employee relationship
at workplace.
High power, low interest: It is index of stakeholder an analysis represents government
which have less interest but high power in impacting business operations of Unilever. The
government could influence business operations through implementing laws related to working
standards that must be followed by the company and its employees.
Low power, low interest: This index of stakeholder analysis includes customers who
plays essential role in business. In terms of selected company, its potential customers have low
power and low interest in business practices implemented by the company (Steijn and Giauque,
2021). They are only interested in buying offered products by the organization in the market. In
addition, they contribute in supporting employee relationship within a company by making
buying decisions and giving them positive feedback.
Analysis of impacts of positive along with negative employee relations on distinct stakeholders.
Employee relations influence various stakeholders in different manner which could impact
business operations of a company. Below mentioned our analysis of impacts that positive and
negative employee relations have on different stakeholders in terms of Unilever
Customers: It is referred as important stakeholder which have huge impact on to business
operations of company. Some of the impacts that employee relation have on customers of the
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selected company are being evaluated below
Positive: Positive employee relationship results in coordination among employees and
employer under which they gave all products demanded by the customers without any delay that
results in satisfactions of consumers that keeps them retained with the company (Yang and
Basile, 2018). It would result in providing positive feedback and they will remain happy with the
services provided by the company.
Negative: Negative employee relationships impact on demands of customers because of
which they might switch to other firms who offer similar products with additional facilities and
features. It could impact on interest of customers and they will be unhappy with the service
which results in negative feedback by them.
Owners and managers: These are represented as those stakeholders who are responsible
to organise and manage all the necessary business activities and provide guidance to employees.
Negative and positive impacts that employee relations have on these stakeholders are mentioned
below
Positive: Positive employee relations Represent that owners and managers have provided
them correct guidance in order to accomplish desirable goals. It influence in execution of
policies and other factors on time show that all business operations are executed promptly.
Negative: Negative employee relations impacts drastically on the implemented policies
that could restrict working growth and development of the company.
Employees: These are considered as essential stakeholders of a company who contribute
in large banner in accomplishing maximum objectives that results in higher productivity
(Andersson, 2019). In context of Unilever, positive and negative impacts of employee relations
on employees are explained below
Positive: Positive employee relations influence on improving productivity, loyalty and
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boost the morale of employees to achieve targets effectively. It also assist them in resolving their
conflicts and walk together for a specific goal.
Negative: Damaging employee relations influences employed capabilities of staffs and
also discourage them. In addition, employees also start leaving the company because of negative
working environment which results in higher number of absentees that could impact growth of
company.
CONCLUSION
From the above discussion it has been determined that worker relations play very important role
within a company. Improving productivity, conflict reduction and enhancing member loyalty are
some of the values and important factors associated to employee relations. Employment laws
fundamentals which are important and must be implemented by the company includes minimum
wages law and workplace safety law. There are certain rights, duties and obligations that that are
required by the employer and employees to follow as well as executed within a company. It has
been observed from stakeholder analysis the different stakeholders could be positively or
negatively impacted by employee relations.
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REFERENCES
Books and Journals
Aloisi, A. and De Stefano, V., 2020. Regulation and the future of work: The employment
relationship as an innovation facilitator. International Labour Review, 159(1), pp.47-69.
Andersson, R., 2019. Employee communication responsibility: its antecedents and implications
for strategic communication management. International Journal of Strategic
Communication, 13(1), pp.60-75.
Audenaert, M., George, B. and Decramer, A., 2019. How a demanding employment relationship
relates to affective commitment in public organizations: A multilevel analysis. Public
Administration, 97(1), pp.11-27.
Boella, M.J. and Goss-Turner, S., 2019. Employee relations. In Human resource management in
the hospitality industry (pp. 307-318). Routledge.
Fenech, R., Baguant, P. and Ivanov, D., 2019. The changing role of human resource
management in an era of digital transformation. Journal of Management Information
and Decision Sciences, 22(2), pp.1-10.
Florek, L., 2020. Temporary Employment and the Employment Relationship. In News Forms of
Employment (pp. 193-201). Springer VS, Wiesbaden.
Harsh and Prasad, A., 2021. Employment relationship and organisation capability: a conceptual
framework. International Journal of Business Innovation and Research, 24(3), pp.397-
416.
Liu, L., Zhang, C. and Fang, C.C., 2021. Effects of health-promoting leadership, employee
health on employee engagement: employability as moderating variable. International
Journal of Workplace Health Management.
Nechanska, E., Hughes, E. and Dundon, T., 2020. Towards an integration of employee voice and
silence. Human Resource Management Review, 30(1), p.100674.
Steijn, B. and Giauque, D., 2021. Public Sector Employee Well-Being. Managing for Public
Service Performance: How People and Values Make a Difference, p.221.
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.
Yang, J. and Basile, K., 2018. The impact of corporate social responsibility on brand equity.
Marketing Intelligence & Planning.
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