Employee Relations and Stakeholder Engagement in Unilever

This paper discusses the value of employee relations and employment law, types of rights and obligations of employers and employees, mechanisms for managing employment relationships, stakeholder analysis, and the impact of positive and negative employee relations on stakeholders using Unilever as an example.

BSc (Hons) Business Management (Top up)
BMP6005
The Work and Employment Relationship
Assessment 1
How employee relations can influence the
behaviour of
different stakeholders
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Content
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 organisational examples p
A stakeholder analysis for the organisation 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 stakeholders p
Conclusion p
References p
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Introduction
Employee relations can be defined as the working relationship between an
employee and his or her boss. It has been observed that when they work together,
the organization is better able to attain its goals and objectives. The employee
interaction at Unilever is examined in this paper (Kaufman, 2020). It is a consumer
goods multinational corporation based in the United Kingdom. The company
employs roughly 155000 people who are happy to be there. There is debate about
the importance of employee relations in an organization and the regulations that
govern them. This paper examines the rights and responsibilities of both the
employer and the employee. Stakeholders play an important role in the organization;
hence this report includes information about their positive impact. This paper
concludes with an assessment of the negative and positive effects of employee
engagement on stakeholders.
An explanation of the value and importance of employee
relations in application as well as explanation of the
fundamentals of employment law
Employee interactions are critical to an organization's success. It can be evident that
a corporation has a diverse workforce. The work they do is more effective if they are
satisfied and able to develop relationships with their employers. The significance of
employee relations is discussed in the following paragraphs:
More Employee Loyalty: It is vital to highlight that if an employee and
employer have a positive relationship in an organisation, the employee will grow
loyal to the company. They are able to obtain a pleasant working atmosphere in the
organisation, which allows them to work efficiently (Stanitsas, Kirytopoulos and
Leopoulos, 2021). It is recognised that committed employees are an advantage to
Unilever, and that this helps the company achieve its aims and objectives.
Increased Motivation: In any organisation, a healthy working atmosphere is
essential. Employees are motivated to work better when they have positive and
healthy relationships with them. Motivated personnel are considered as assets to the
organisation. Employers at Unilever are known to put in their best efforts in order to
maintain a positive relationship with their staff and keep them engaged. Employees
who are motivated increase the company's production.
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Less change of workplace conflict: It has been observed that if the
company's personnel have good relationships, there are less disagreements. It is
clear that Unilever's employer has the potential to handle employee difficulties and
deliver the finest accessible answer. Employees are more motivated to work
effectively when there are fewer disagreements. Employee motivation is also
influenced by equality at Unilever.
Improves trust and confidence: It has been discovered that having a good
working relationship with your staff increases your trust in them. Trusting your staff
will help you encourage them and achieve your goals and objectives (Mwesigwa,
Tusiime and Ssekiziyivu, 2020). Employees at Unilever are trusted by their bosses,
which improves their performance. Employees must have faith in themselves in
order to be motivated and able to work well.
In the United Kingdom, employment law is designed to protect both
employees and employers in the workplace. It includes discussions on legislation
relating to dismissal, holidays, discrimination, salary, and other topics. It aids in the
maintenance of positive and productive relationships between employees and
employers in the United Kingdom. It clarifies all of the important topics so that people
can function in a healthy setting. An organisation must abide by a number of laws
and regulations. These essential laws assist a business in establishing a productive
relationship between the employer and the employees. The following is a discussion
of the laws that Unilever follows:
The Equality Act of 2010 specifies that all employees in a company must be
treated fairly and equally. There should be no discrimination based on age, caste,
colour, gender, creed, religion, culture, or any other factor (Oke and Fernandes,
2020). Employees at Unilever who work in the same position are paid the same and
given the same opportunities so that they can work efficiently in the company.
The National Minimum Salary Act of 1998 mandates that employees in a
company be paid a minimum wage commensurate with their labour. Employees at
Unilever are paid for the work that they perform. It has also been observed that they
get compensated for additional job performed.
The Health and Safety at Work Act of 1974 mandates that all employees in
the workplace be provided with a safe and healthy working environment. Employees
at Unilever are given sufficient training to ensure that they do not suffer any
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problems. In addition, they are given with sufficient insurance and medical facilities
(Hartmann, 2021).
These are the foundations that help employees and employers maintain
positive and productive relationships. These laws must be adhered to by the
organisation in order for the personnel to be able to function efficiently.
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
Employers' rights
 Employers have the right to expect good performance from their staff.
Employees at Unilever are given work targets so that they can meet their
employers' expectations.
 Furthermore, it is the right of the employer to question employees. Employees
at Unilever are held accountable for all work completed by them (Astrachan
and et. al., 2020). It is clear that the employer has the right to ask employees
any work-related questions.
Employer duties
 It is the employer's duty to pay employees a fair wage for the work they
complete. It is vital to compensate them for their efforts.
 It is also the employer's responsibility to offer a safe and healthy working
environment for his or her employees. It is the employer's responsibility to
ensure the safety and security of employees at work.
Employers' responsibilities
 A fundamental responsibility of the employer is to provide good training to
employees and to improve their work performance. It aids employees in
achieving their goals at work (Malik, Budhwar and Srikanth, 2020).
 It is the employer's responsibility to offer all of the resources required by the
employees at work.
Employees' rights
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 It is the employee's right not to work more than 48 hours per week on
average.
 Employees have the right to equal opportunity at work and to work in a
healthy working environment.
Employee’s responsibilities
 Employees have a responsibility to take reasonable care of their health and
safety at work. They must take the greatest possible care of their health and
well-being while working for the company (Roxas, Rivera and Gutierrez,
2020).
 Employees also have a responsibility to share all work-related information
with their boss. They must also disclose any errors they made while working
for the company.
Employees Duties
 It is the employee's responsibility to observe all of the rules and regulations
established by the company. To work efficiently, the employee must not
breach any rules and must adhere to them.
 Employees must be on time and adhere to the employer's time constraints.
They must work in unison and fulfil the tasks allocated to them in a timely
manner.
Various mechanisms for managing the employment relationship
It is clear that Covid-19 is a challenge that all corporate organisations must
tackle. Employees have reported problems as a result of the lock-down situation.
They were unmotivated, and the company's productivity suffered as a result.
Employer-employee relationships were deteriorating, which had a detrimental
influence on the organisation (Fiore and et. al., 2020). Employee turnover is
increasing, according to the corporation, due to a lack of involvement in the
organisation. Unilever's actions in this case are as follows:
 Employees were given sufficient training so that they would be prepared to
work remotely. Training enables them to operate efficiently and productively at
home.
 They began communicating through online sites. Employer-employee
interaction has improved thanks to the adoption of video conferencing
software. It aids in the re-establishment of relationships, which in turn
motivates employees (Lindgreen and et. al., 2021).
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 The employees were questioned about their difficulties, and an immediate
solution was given to them. Employees can discuss their experiences and
problems in casual meetings, which the company has improved. It aids in the
execution of necessary actions.
A stakeholder analysis for the organisation and analysis of
how stakeholder engagement and contribution can
support positive employment relationships
Individuals who are interested in the organization are referred to as stakeholders.
They have an impact on the company. It is vital to consider all of the company's
stakeholders. The company's stakeholders include both internal and external parties.
 High power, high interest: This is the first quadrant, and it contains the
stakeholders with the most power in the organization. Unilever intends to fully
engage these people and will go to great lengths to ensure their satisfaction
(Sun and et. al., 2020). Because they are really interested, it is vital to share
all of the facts with them. It includes the Unilever Board of Directors, as well
as the government.
 High power, low interest: It's critical to keep the people in this quadrant
happy. These folks have a lot of clout in the firm; therefore, the company can't
keep messaging them. This group includes the company's customers.
Customers have a lot of clout in the company.
 Low power, high interest: All information must be shared with the
stakeholders in this category. These folks are very interested in the
company's information. Employees have little control, but they care deeply
about the company.
 Low power, low interest: These are the stakeholders who are considered as
having low power and being uninterested in the organization. They have less
access to the company's information.
Contribution of stakeholders in employment engagement
It is vital to note that if a company discloses all relevant details to its
stakeholders and analyses them thoroughly, it will reap numerous benefits. The
employee-employer relationship benefits directly. Employees are viewed as essential
stakeholders of the company if all stakeholders of the organisation are provided with
detailed information (Graham and et. al., 2020). The first benefit is that the
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organisation has mutual trust and that employees can trust their coworkers.
Additionally, the relationship improves because there is no stress and all information
is shared with the staff.
Transparency is a mechanism that aids in the successful resolution of
problems. Unilever also has an excellent decision-making process since all parties
are kept informed. Employees also show maturity and growth in their careers
because they are given all of the options (Hu and et. al., 2021). All stakeholders
have a role to play, but supplying them with accurate information aids the
organization's success and achievement of goals and objectives.
An analysis of the impact of both positive and negative
employee relations on different stakeholders
It is crucial to remember that in any organisation, good employee relations are
required. It has been observed that a positive working environment has a direct
impact on stakeholders. It's important to keep in mind that strong and excellent
employee relations benefit all parties involved (Stanitsas, Kirytopoulos and
Leopoulos, 2021). However, if there is a poor relationship among an organization's
personnel, it becomes tough for all stakeholders. Employees' bad relationships
produce a slew of problems, and stakeholders don't want that to happen.
Employees:
 Positive: It has been observed that when there is a positive employee
relationship in the workplace, employees are able to work more efficiently.
They have the ability to operate efficiently.
 Negative: In an organisation, if there is a negative employee relationship.
There will be more disagreements as a result, and staff will be unable to work
successfully.
Employers:
 Positive: A positive employee relationship in the workplace boosts the
company's efficiency. It assists employers in completing tasks in a timely and
efficient manner (Mwesigwa, Tusiime and Ssekiziyivu, 2020).
 Negative: The employers will be dissatisfied with the employees' work. It will
cause internal conflicts and problems that will be difficult to resolve. The
organization's production will suffer as a result of this.
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Customers:
 Positive: If staff and customers have a good relationship, customers will
receive good items. For the advantage of the clients, the personnel will create
extremely effective and efficient products (Oke and Fernandes, 2020).
 Negative: It is expected that customers will not receive high-quality products
and will switch brands, resulting in a negative impact on the company.
Government:
 Positive: If the company's employees have a good relationship, the
government will not interfere and will support the enterprise.
 Negative: The government will meddle in the company's operations. This will
wreak havoc on operations and cause a slew of problems (Hartmann, 2021).
It is stated that a company should make an effort to preserve good employee
relations. It benefits all stakeholders and has a favourable impact on them.
Conclusion
According to the above discussion, the organisation must have solid and productive
relationships. It has been observed that when employers and employees create
relationships, the company's production increases. Employee interactions provide a
variety of advantages, which are highlighted in the paper. This paper discusses the
employment laws that are important to the organisation. In a workplace, the duties,
responsibilities, and rights of employers and employees are explored. Following that,
there is dispersion connected to stakeholder analysis, as well as its impact on
employee relations, which is included in this report.
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