Employee Relations and Engagement

This assignment delves into the crucial aspects of employee relations and engagement. It examines various factors influencing these concepts, including identity, situational demands, work-life balance, and leadership styles. The assignment analyzes the role of high-commitment work systems, employee empowerment, and human resource practices in shaping organizational commitment and perceived reputation. Additionally, it explores the influence of corporate social responsibility activities on stakeholder value and employee voice behavior.

Employee Relations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Unitary, Pluralistic and Radical Frames of References....................................................1
1.2 Impact of the changes in trade unionism on employee relation.......................................2
1.3 Role of the main players in employee relations TESCO:.................................................3
TASK 2............................................................................................................................................3
2.1 Process which can be followed in dealing with various conflicts....................................3
2.2 Characteristics of employee relation................................................................................4
2.3 Effectiveness of process utilized in disputes....................................................................5
TASK 3............................................................................................................................................6
3.1 Explain the role of negotiation in collective.....................................................................6
3.2 Evaluate effects of negotiation strategy...........................................................................6
TASK 4............................................................................................................................................7
4.1 Impact of EU on industrial democracy in UK..................................................................7
4.2 Methods to gain employee participation in decision making procedure..........................8
4.3 Assess the impact of human resource...............................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Every organisation has some goals and objectives which they have to achieve and it is the
employees through which all the targets are accomplished. They can be considered as assets for
the organisation as they are people who put their efforts to ensure that targets are achieved in
given time period with a specific strategy. Only those organisation has gained success who are
able to maintain good relation with their employees. It is the relationship and coordination with
the management which brings effective outcomes (Newsom, Turk and Kruckeberg, 2012). Tesco
is considered as one of the top company in the retail segment. Management of the organisation
conducts certain activities which increase the moral of the employees thus brining motivation in
them to do work more effectively. This whole report will be dealing with various aspects and
factors highlighting the importance of employee relation in the organisational context.
TASK 1
1.1 Unitary, Pluralistic and Radical Frames of References.
There are various method or ways which can be adopted by Tesco to manage their staff.
Unitary Frames of References: - This briefs that all the organisation works in a single
team with specific goal and a single vision in their mind. With the same interest they work
according to the leader instructions. It is the lack of communication ability and certain policies
which brings disputes among employees and the organisation. According to it, trade unions act
as trouble makers who does not play the positive role and brings more disputes (Bach and
Kessler, 2011). Tesco should focus on developing their employees personal and professional
area.
Pluralistic Frame of References: - It shows a company as the powerful body who is
categorised into various groups. It is the trade unions and management who plays a crucial role
in the delivery of effective work in the company. All the employees are given certain tasks
which they have to perform in order to bring success to the organisation in which they are
working. Management make sure that they have coordination with the trade unions which acts as
legal body who represent the interest of the employees at the work place.

Radical Frame of References: - It shows that the managers act as the agents of the
company or the owners and they try to exploit employees so that they can achieve more profits
(Morris, 2012). Delaying of the salary is one of the activity they do to increase the functional
costs.
1.2 Impact of the changes in trade unionism on employee relation.
Trade unions are the groups which was formed when the employees who are working for
a company feels that their rights are exploited. If they have to influence on the decision making
of the company they all need to come together and set coordination with each other. This will put
direct impact which they need to unite so that they can put forward their demands in far more
better way. They organise certain events in the form of protest against any policies and action
taken by their employers. They may demand hike in the salary, reduction of the working hours
and work load etc. (Klarsfeld and et. al., 2014). This became the legal body in the year 1824 and
from then they have been modifying themselves so that they can adapt according to the working
environment.
When there will be change in the trade unionism it will directly impact the company's
employees. There can be positive as well as negative change depending upon the situation and
the workplace where they exist. They should put efforts in educating and training the
employees about the new laws and legislation which are made by the government in favour of
them. They should know that this will directly impact their motivation and attitude and will bring
a positive behaviour in them. They should create communication platform and bring leadership
skills so that any employee can put forward their demand in front of the top officials. They
should try to work more on the human rights so that people get to know that what are the rights
which they possess. For example; it was the beginning of the 20th century that they have started
protest against their demands they have for the modification in the labour standard. Finally, it
was in the year 1998 when the government came out with the labour standards (Fossum, 2014).
It gave more freedom and empowered them with some rights which is necessary for them at the
workplace. At Tesco, there was a dispute regarding the working condition where they are
working so the trade union raised this issue.
It also observed that due to awareness of the employees and existence of lots of laws and
codes in favour of the employees has impacted the membership of the trade unions and it has
went down drastically.
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1.3 Role of the main players in employee relations TESCO:
In Tesco, employee relations refers to various types of behaviour of employee and
employer during working in specific business environment. It can be affected by performance if
employees attain their target before time than employers will be happy and they will praise them
with rewards, and employee will be happy with employers activities and thus their relation will
be better and vice a versa. HR policies plays a major role here, like if HR allows employee to
contact their superiors freely, then they will feel motivated.
Main Players-
1. State- Laws plays a greater role in developing better relations with the employees as they
made many laws like trade unions and different tax leverages which changes the
behaviour of employers, this also effects employees as they feel anxiety. (Becchetti and
et. al. 2012).
2. Employees- They play a heavier role in employee relations, as their determination and
principles effects the HR, policies, upper level management and supervisors.
3. Human resource Manager- It’s the major responsibility of HR manager to ensure whether
new policies and plans are communicated from top to bottom in overall organization or
not. They can build or lose the strong communications between employee and employers
(Employee engagement Issues in Multinational Companies. 2015).
4. Employee trainer- His role is to communicate all necessary policies which is to be
followed by every employers employee so that in future there are no clashes between
them. And he has to solve every doubt related to job training.
5. Department Head- He is obligated for maintaining sound relationships between
employers and employees. He controls and organizes the relation and solve their major
problem as he observes overall activities of his department.
TASK 2
2.1 Process which can be followed in dealing with various conflicts.
It is the duty and responsibility of the management to analyse the organisation and look
for the conflicts situation which has been addressed (Greenhaus, Peng and Allen, 2012). There
are many chances that if any disputes has been prolonged for longer period of time this will give
bad results and may hamper their growth. So while dealing with various situation certain
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strategies and plan should be adopted. They should not take decision in hast and before taking
any decision all the things should be considered and there impact should also be estimated. In the
case scenario of Tesco this is acting as barrier for them and other situation like the strikes and
etc. has power to bring the growth of the company down.
More Patients:- It is observed that when any decision is taken in hast will increase the
chances of negative outcomes. So it is the responsibility of the HR manager to ensure that a plan
is adopted.
Determining Agreements:- To solve any problem they can negotiate on certain terms
and conditions regarding the disputes (Guest, 2011). Or to solve any issue they can go through
the agreements which the employees signed during the recruitment. They should clear them that
on what basis the company can terminate any employee.
Effective Communication:- It is the best tool to resolve any issue as most of the
conflicts arises due to ineffective communication. They should try to build a communication
platform which will ensure that each employee of the company can easily interact with the
management.
Create Understanding:-With the proper coordination someone can easily handle the
disputes arising in the company.
2.2 Characteristics of employee relation
For the success of firm employee relation plays an important in the organisation. It will
increase the productivity of goods but still there are many services that needs to be imporved .
There are some attributes and traits which assist in resolving problems:
Negotiation- Tesco can attempt process of bargaining for communication of well terms
and policies which coordinate and manage whole organisation scenario in effective manner. The
employee stimulate creates understanding and increase productivity & profitability. It provide
advantages to the firm and help in achieving target goals and objectives (Welch, 2011). It is new
and latest trends that protect the demand and rights of workers in an organisation.
Ideological framework- An argue emerge in the business within external and internal
working environment. The whole process of managers are compete in competitive market and
their main motive is to create situation in respect to task or work, and also increases conflicts
which can create condition of strike that can impact different operation functions running in the
firm. Employers need to provide employees wages for their works and should also provide
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common data and information to their customers. This will lack desired result and create
conflicts situations.
Cooperation- This will help in attaining outcome from all applied policies and plans, firm
should make program patterns (Chang and et. al. 2014). It is the duty of manager to coordinate
with planned pattern. There are some interactive activities and functions which can create
effective connection and also reduce misunderstanding between employees and employers which
bring hurdles in completion of goals.
2.3 Effectiveness of process utilized in disputes
In large organisation, the employees belongs to various culture, religion and age
difference. Hence, the change in different activities, demands, requirements and interest are
preserved in the internal environment. It also ensure that the situation in which they are can help
them in removing miscommunication thus adopting latest techniques and methods which help in
increasing company growth and development. There are various issues and problems which
directly impact on productivity and employees performance. The goal, vision, culture and ability
assisting in achieving firm goal and targets. The organisation can produce many products and
services for their customers so that they can sell and make growth. All employees are responsible
for manufacturing and delivering different types of goods and services to buyers and check
quality in proper manner. To remove obstacles and increase the performance which provide
effective solution to the tesco which are as under:
 To provide wages according to their abilities and also develop opportunities which
determines employees growth and career development.
 The accurate elimination of incentive chance to the employees for growth. Employee
relation help in shaping to improve working environment and create satisfaction among
each workers and also develop their abilities and capabilities which help in training and
development process.
 The reduction in issues and problems from workforce, suggestion procedures and
consultant the effectively by their managers and satisfy all needs and wants of employees
and also remove disputes within an organisation (Men and Stacks, 2013). It affects
positively that help inn take part in decision making process.
The association help in coordinating and cooperating with the firm strategies and policies
that affects on company rules which reduces issues in best manner. This will also assist workers
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by cooperating other managers and fulfil their expectation in term of works or tasks at given time
period.
TASK 3
 3.1 Explain the role of negotiation in collective
 Bargaining
 In Tesco usually this type of situation is rarely faces, as they are employee centric or
give first preference to the company employees in proper manner. This is the reason
company employees are happy and highly motivated. But still if such a situation arises,
tesco follow these negotiation steps:
◦ Preparation- Before negotiating preparation and research of the case is necessary, so
that management can find best result (Bach, 2012).
◦ Opening- The second step is to open a two side table which is one for proposal and
other for respondents.
◦ Trading- Third step includes a transactional not in value or figure but in some agrees
term like management will offer x if employee will agree to y.
◦ Agreement- In final step both parties should be mutually agreed or deal should be
final between employee and employer.
◦ After this agreement made between both the parties, manager should follow another
2 steps:
 Set the wages- In this step manager had to meet with a team including CEO and CFO to
deal the amount for wages. This amount will be assess on the bases of financial
condition and sales trends of the company.
 Benefits- Another step describes the benefits to the labours, sometimes increasing in
benefits help in skip the step of increasing in wages (Saridakis, Muñoz Torres and
Johnstone, 2013). Like for example giving medical benefits and education facilities, they
will stop the labour for not do demand for higher wages.
 This agreed negotiation should be converted into contract so that tesco can avoid
collective bargaining situation for long time period.
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◦ 3.2 Evaluate effects of negotiation strategy
 In an organisation, the recruitment procedure organised and gain negotiation
power with their customers in better manner. HR manager appoint those employees who
have excellent skills and knowledge but they get minimum salary for their works.
TESCO Hr managers can encourage their employees which direct impact towards the
company growth and development. There are certain effects of bargaining and
negotiation procedures which are as follows:
 Negotiate with secrecy manner- TESCO is multinational company which have to be
manage their employees and workers for doing proper work in given time (Peloza and
Shang, 2011). It is that process which satisfy employees for making trust on firm policies
and plans which are safe and secure within an organisation. This will also made
evolution of workers that includes incentives, promotions, other opportunities of
development and growth.
 Reduce conflicts with trade union- Human resources management assist in removing all
required errors and conflicts by managing and providing rights of employees and also
maintain working environment. This is the need of trade union which resolve all required
conflicts.
 Increase abilities- It is the process which assist in maintaining the communication and
making strong relationship with staff members of tesco that will provide them facilities
and reduces all discrimination and development activities within an enterprise.
 Corporation agreements- Human resource manager of firm determines all terms and
policies of contracts in effective manner. It is known as agreements which employees
need to be follows in the company. It will assist organisation for proper discipline in
workplace for each and every authority of the government (Ng and Feldman, 2012). HR
manager finalise and evaluate specific agreement which should impact on employees and
employers growth and also remove conflicts in each situation in proper manner.
 Relationship with community- Firm like Tesco distributed in social problems by the help
of CSR activities which creates higher reputation for an enterprise. Society will assist in
making social affairs by participate in various nation activities. This also help in
reaching those customers who are interested in purchasing products and services. It will
also enhance sales and income of an organisation.
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 TASK 4
◦ 4.1 Impact of EU on industrial democracy in UK
 Currently, there are many process which effects on employees relations in UK
that are as under:
 Decision making- EU enhance employees which help in making effective decision
process by providing rights in the workplace. It will assist in managing and controlling
all the relation of company with employees and build strong connection with them.
There are certain acts and legislations which protect employees rights, they are as
follows:
◦ Minimum office time
◦ minimum wage rate
◦ equal chance to develop and positive impact environment at workplace
◦ Impact of EU on UK Market
 UK is great place which influenced by EU and take decisions in many sources in
which industrial democracy is best example (Marchington and Suter, 2013). This is
important for providing talented employees and their works help in satisfying rights
which enhance places and locations of the business. It is beneficial for that small
business that provide effective result in each manner.
◦ 4.2 Methods to gain employee participation in decision making procedure
 There are some methods which help in reducing conflicts and increase workers
involvement:
 Consultation- TESCO can manage consultation process under their procedures of
employees relation that will maintain and make relationship with them in different
situations. It will assist in avoiding stress within working environment and also boost
their employees working abilities and capabilities in effective way.
 Behaviour survey- There are various types of behaviour which describe point of view,
needs and demand of organisation and also help in performing all activities. Managers
should survey that employees performance are effective for their firm or not in each
manner. It assumes the targets which can be fulfil by workers at same time period.
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◦ 4.3 Assess the impact of human resource
 Human resource management concept says “Human Resource Management was
developed as a US management concept which lays emphasis on the individual worker
and the need to treat people as an assets rather than cost “(Wilkinson 1990; Beaumont
1992). A human resource professional plays a key major key role in attaching the
employees together.
 It impacts employee relations in following ways:
 Policies- In Tesco all employees are free from each other because of human resource
policies. So policies should be made by HR in such a way that employee relation will
become more smoother.
 Behaviour- If HR managers are rude to the employees or they are just feel them
superiors and not listening employees problems than it can effect employees relations.
Employees will feel the huge gap between them and employees which will affect their
performance at work place.
 Absenteeism- If HR is not organizing any fun activities and they are not interacting and
asking employees problem than it can effect their relation and can impact in the form of
quieting the job or highly absenteeism (Employee Relations. 2010).
 Unpredictable results- If the employees have good chemistry with HR and they are
leading them in more prominent way, then their performance will go on increasing day
by day. And this will result in unpredictable outcomes.
CONCLUSION
From the above report, it has been analysed that if TESCO wants to maintain their
position in the market they should maintain better relation with their employees. They should
make sure that each and every employee voice is taken care of and they should engage
themselves in various activities because it will increase the moral of their employees. To solve
various disputes, they can use certain approaches according to the needs.
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Peloza, J. and Shang, J., 2011. How can corporate social responsibility activities create value for
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Employee Relations. 2010. [Online]. Available
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Employee engagement Issues in Multinational Companies. 2015. [Online]. Available
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