This report discusses the value and importance of employee relations in Tesco, including the fundamentals of employment law. It also explores the rights, duties, and obligations of employers and employees, as well as the impact of positive and negative employee relations on stakeholders.
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Managing Employee Relations
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Table of Contents INTRODUCTION...........................................................................................................................3 Section 1..........................................................................................................................................3 Valueand importance of employee relations in Tesco................................................................3 Fundamentalsof employment law...............................................................................................4 Different types of rights, duties and obligations an employer and employee has within the workplace.....................................................................................................................................6 Advice relating to rights, duties and obligations of the employment relationship......................8 Section 2..........................................................................................................................................9 Stakeholderanalysis....................................................................................................................9 Impactof both positive and negative employee relations on different stakeholders.................11 CONCLUSION..............................................................................................................................11 REFERENCES..............................................................................................................................12
INTRODUCTION Employee relations refer to efforts of the organisation to build and maintain harmonious relations that are free of any kind of possibility of conflicts in employee and employer. This means that an organisation with employee relations program in it ensures fair and consistent treatment to all employees of the organisation, from the side of employees this contribute in their commitment to job and loyalty to organisation. This report will discuss about employee relations in context of its value and importance along with fundamentals of employment law. Later duties, responsibilities and obligation of employee and employer will also be discussed. Followed by this report also involve stakeholders and impact of positive and negative employee relations on the stakeholders. This report will contextualise Tesco for the discussion. Tesco is British Multinational groceries and general merchandise retailer. Company was founded in 1919 and is headquartered at Hertfordshire, England. Company is one of the top retailers in UK and operates in around 9 countries with serving around 6800 locations. Section 1 Valueand importance of employee relations in Tesco Tesco is one of those organisations that have effective practices for employee relations. These practices are used by Tesco to boost engagement of employees in organisation that is one of the very important objectives of every employer concerned with maintaining and practicing employee relations activities (Unsal and Brodmann, 2020). Some other factors that shows value and importance of Employee relations are as follows- Improved Engagement of Employees- This is one of the valuable factor of employee relations in which Tesco can ensure that employees in the organisation are effectively engaged with organisation and as well as their job. Employee engagement is a state in which employees actively participate in their job role that they are able to perform effectively and along with this they are able to contribute in overall organisational performance. Retention of Loyal Employees- Loyal employees are those who are willing to work in favour of the organisation and are loyal and respectful towards organisation. Tesco by maintaining and
employing effective practices for employee relation retain loyal employees in organisation. This is another importance of employee relations. Decrease in workplace conflicts- Workplace conflicts is natural and they cannot be completely removed however with effectivepracticesfor employeerelationscan help in decreasing workplace conflicts. This is another important factor that makes employee relations valuable in the organisation. Decrease in workplace conflict will help organisation in achieving its objectives effectively and also reduces potential negative impact on the work quality in the organisation (Sahoo and Sahoo, 2018). Workplace conflicts in Tesco can also have an effect on customer satisfaction and reduction in conflict ensures positive impact on workplace productivity and overall performance of the Tesco. Increased Job satisfaction- This is another importance of having positive and favourable employee relations. Positive relation with management and with other employees in organisation makes Tesco a happy place for the employees to work for. There are several benefits associated with this in such kind of an organisation employees can share their knowledge and experiences with other employees in order to improve work efficiency of every employee in the organisation. Positive relationship of individuals enhances motivation of the employees and this result in job satisfaction and work efficiency of the employees. This also result in positive work relations a reduced absenteeism of the employees and this reduces negative impact on the productivity that results from absenteeism and employee turnover. Enhance Trust in employee and employer- Trust is important for a feeling of secure and trust also enhance performance of employee. This enhances understanding in employee and employer and followed by this performance also gets improved and feeling of trust is also important. Fundamentalsof employment law Employment law can be defined as collection of rules and regulations that regulate relationship between employee and employer. Several concepts are included in employment law when it comes to managing and maintaining employment in Tesco (Levin, 2017). Fundamental of employment law are- Contract of Employment
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Contract of employment is written statement of employment of employee and employer. This is an agreement that consist of different terms of employee and employer relations, and this is must to be accepted and followed by employee and employer. This contract involves all the terms on the basis of different laws and rules of employment law. This involves conditions for dismissal, termination, resignation and different conditions for employment, that employee will require adhering while working in Tesco. This also involves terms for payment and other conditions. Contract of employment is aimed at protecting and safeguarding interest and rights of employees. Health and Safety This is another fundamental of employment law in which organisations are required to maintain all the conditions in such way that organisation is free of all threats to health and safety of the employees working in Tesco. Health and safety of the organisation is maintained according to Health and Safety at Work etc. Act 1974 (Sappideen, O'Grady and Riley, 2016). This act provides provision and regulations for workplace through which they can ensure workplace is safe for the employees to work in Tesco. There are different regulations and laws for organisation through which they can maintain safety at the workplace and what can be done to prevent threat from hazardous activities. Salary and Wages This is another fundamental of employment law, this fundamental of employment laws is concerned with wages and salaries. There are different rules and regulations that regulates salary and wages that is given to employees in exchange of their services to the Tesco. Salary and wages is important factor of employment and this is why it is considered as fundamental employmentlaw.ThisisgovernedbyNationalMinimumWagesAct1998 andinthis Employment Rights Act, 1996 is also considered as important for regulating and protecting employees’ rights. Different acts regulate different kinds of wages and salaries based on different types of employment. Equality and Discrimination
This is concerned with maintaining equality in organisation, this means that Tesco needs to ensure adherence to equality act 2010, this act consist of regulations according to which Tesco cannot discriminate on the basis of age, disability, gender, marriage, civil partnership, race and religion (Yankovskaya and et.al., 2019). This create basis for anti-discrimination laws and Tesco needs to ensure that equality is maintained in recruitment, employment opportunity and payment and wages in organisation. Different types of rights, duties and obligations an employer and employee has within the workplace Employee and employer both have rights, duties and obligation when it comes to employmentrelationship.Employeeshaverightsthatbecomedutiesandobligationfor employer. Employer also has some of the rights that become duties and obligation for employee. There are different rights, duties and obligations for employee and employer, that are- Rights of employees Fair Treatment and Wages This is one of the important rights of employees, they are authorised to get fair treatment from employees (de Iulis, 2018). This avoid any kind of abuse that employer Tesco, can do over employees, this avoid workplace discrimination. This requires Tesco to ensure that employees get fair treatment that is free of discrimination and they are allowed to work in effective work environment. This means that Tesco needs to ensure fair labour treatment is given to all employees working for Tesco. This ensures that employees are able to work effectively and productively. Unfair treatment affects quality of work of employees, and also affects their motivation and job satisfaction. Fair wages is concerned with allowing adequate and equal and fair wage according to regulations of employment and payment. Safety This is another right of employees this is concerned with getting a workplace that is free of all kind of threats to health and safety of employees. Tesco needs to ensure that employees are safe when they are working and for this they need to ensure availability and maintenance of all kind of equipments for safety and employees are also provided training for safety.
Rights of Employers Right to confidentiality Thisisoneoftheimportantrightsifemployers.Thisisrelatedtomaintaining confidentiality of organisational policies and activities that they can expect from the employees (Pandya, 2019). Employer in order to ensure confidentiality can get Non-Disclosure Agreement signed by the employees. This mainly consists of trade secrets and client related information. Right to implement work-policies This is another right that employer can exercise and this is concerned with creating and implementing different policies for the work that employees are required to follow while working. This means that employer can define code of conduct, working hours, timings, policies for leave etc. Duties and obligations of employees Completing the work they have been hired for This is concerned with completing the work by employees for which they have been hired(Darcy,TaylorandGreen,2016).Thismeansthatemployeesareresponsiblefor completing the work individually for which they have been hired in organisation. Following instructions of the employees This means that employees are required to follow instruction of the employer. This involves their adherence to code of conduct of Tesco, following policies and work guidelines of the organisation. Following all the disciplinary actions and ensuring to avoid any kind of situation that can put themselves or others in danger. Duties and Obligation of Employer Adhering to employment laws
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This is one of the important responsibility and obligation of the employer (de Iulis, 2018). In this employers are required to ensure that their conducts and practices are according to employment laws regarding employees. Giving adequate information to employee regarding their rights in employment contract This is another responsibility that is required to be fulfilled by the employer. this requires Tesco to give all the information to employees regarding their rights in employment and according to their contract. Advice relating to rights, duties and obligations of the employment relationship Law and regulations have defined different rights and responsibilities that employers and employees have for each others. But to maintain effective and harmonious employee relations it is important that employees and employers are willing to go beyond the regulatory requirements. Advice related to this is as follows- Creating psychological contract Psychological contract can be defined as set of promises and expectation that are exchanged between parties regarding an employment relationship. Important element of this is that unlike formal contract these are tacit and implicit (Ahmad and Zafar, 2018). These contracts are based on informal arrangements, mutual beliefs, common ground and perception in the parties. For example, raise in salary and promotions are part of psychological contract. Similarly on the part of employer psychological contract involves expecting hard work and loyalty from employees. Creating and maintaining psychological contract can make effective and important contribution is ensuring effective employee relations. Support in maintaining work-life balance This advice is mainly for the employer, this means that Tesco should contribute and support employeesfor maintaining their work-life balance. This meansthat existence of employee is not limited to being an employee they also have personal and social life. Employer should ensure that they are able to maintain balance in their social and personal life. In order to do this several measures can be taken, for example, flexible working condition, flexible timing, shift working etc. these are some of the examples through which employers can support
employees in maintaining work-life balance (La Barbera and Lombardo, 2019). This will support and contribute in improving employee relations and Tesco will be able to get all the benefits of harmonious employee relations. Giving adequate attention to complaints of Employees In case employee has any kind of complaint regarding practices of Tesco they can express it by issuing complaints. This requires employer to pay adequate attention to employees so that they get answer and solutions for their complaint. Employer when do not pay adequate attention to complaints of employees, this can also affect their mutual trust. Section 2 Stakeholderanalysis Stakeholders are those parties that are capable of affecting decisions and practices of Tesco and also can be get affected by decisions and practices of Tesco. Stakeholders can be of two types that are internal and external. Internal stakeholders are those that work within the organisation and affect and influence its practices and decisions (Eskerod and Larsen, 2018). External stakeholders are those who do not work within organisation yet are capable of influencing and affecting decision of organisation. Importance of stakeholders in an organisation varied on the basis of their power and interest within organisation. This can be measured and analysed on the basis of Stakeholders Matrix. Stakeholder analysis for Tesco is as follows-
Figure1Stakeholder Analysis Matrix This matrix helps in identifying stakeholders and prioritising them on the basis of their importance in the organisation. They can be prioritised as follows- High Power, High Interest These are on highest priority of stakeholders, these are those people and parties that are required t be managed closely and at the same time they are required to keep highly satisfied. In relation with Tesco, all employees and shareholders of the company can be considered as those with high power and high interest. This means that Tesco need to work closely with these stakeholders, they have rights to say in decisions of the organisation and also have high interest with decisions and results of the practices of the Tesco. Specifically shareholders with high stakes and employees on high authorities in the organisation have this priority. High Power, Less Interest This are kept at second priority and Tesco requires making adequate efforts through which they can be kept satisfied. However, more than required efforts are not made for these stakeholders. Concerned with this it can be considered that creditors and government do possess this priority in stakeholders of Tesco (Guðlaugsson and et.al., 2020). This is because their power is high yet their interest is low creditors are required to keep satisfied with regular payments and government is required to keep satisfied by following all the regulations and guidelines.
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Low Power, High Interest Thesearethosestakeholdersthatarerequiredtokeepsatisfiedandensure communication with them in order to ensure no major problem is arising with them. This category involves suppliers, lower level employees, they are required to keep informed about decisions. Low Power, Low Interest They are only required to monitor and extra efforts are not required for these people and parties. For Tesco this involves local communities, pressure groups, these are required to monitored. Impactof both positive and negative employee relations on different stakeholders Positive impact- Communication- When the relationship between the employees are maintained by the management of the company the level of communication is clear between both of them which helps them to offer high level of satisfaction to their customers. This way the communication between the clients will also remain up to the mark and their needs will be heard which will help the team of the company to serve them on the basis of that. Trust- Positive relations between employees means that there will be level of trust established between which is beneficial for the upper level of management such as board of directors and department heads as they can trust their employees and rely easily on them. With the help of this they are given autonomy through which they are allowed to take decisions on behalf of managers which helps management of the company to focus on other areas of work. Ethical Approach- When the relations are maintained with the employees it is easy to make them understand the importance of ethics which helps them to work fairly and follow all the rules. These way
customersofthecompanyarenevercheatedbytheemployeesandtheupperlevelof management is satisfied with it. Resolution of conflicts- In the members of the team conflicts can arise at any topic which can affect the work as until both of them works in coordination work won’t be completed that is why work is affected. This results in decreasing the share of the market which upsets the shareholders of the business. This is why if relations are maintained with employees managers can easily settle the dispute that has happened between them so that they can continue to work and achieve the goals and objectives for the business. Poor Employee Relations- Turnover of employee- If the relations that are maintained with the employees are negative then it will reflect negatively on the company. This is because of the level of employee retention will be decreased because employees will look for another job when they tend to feel that they are not getting respect for their work. Absenteeism of Employees- Employees tend to take more leaves from work when the relations are not properly maintained with them as they begin to lose interest in their work and become lethargic because they know that anything they do won’t be recognized. This will create a bad experience for the customers. With this the company will tend to lose their value in the market and take many customers from them which will stop investors to put money in the business. CONCLUSION On the basis of above discussion it can be concluded that employee relations are very important for successful operations of the organisation and along with this employee also play important role in achieving objectives. This requires that employee relations are harmonious so that employee can contribute their best efforts and bring most effective results. Maintaining
employee relations is also contributed by employment laws and regulations. Concerned with employee relations employee and employer both have some responsibilities and obligations, fulfilling these contribute in ensuring that they are making efforts to maintain their harmonious relations. They along with responsibilities and obligation employee and employer also have some of the rights that they can exercise in relation with their employee relations. This discussion was followed by discussion over stakeholder analysis and impact of positive and negative employee relations in stakeholders.
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REFERENCES Books and Journals Ahmad, I. and Zafar, M.A., 2018. Impact of psychological contract fulfillment on organizational citizenship behavior.International Journal of Contemporary Hospitality Management. Cabrelli, D., 2020.Employment Law in Context. Oxford University Press. Darcy, S., Taylor, T. and Green, J., 2016. ‘But I can do the job’: examining disability employment practice through human rights complaint cases.Disability & society.31(9). pp.1242-1274. de Iulis, C., 2018. Duties And Responsibilities Of The Public Employee. Absenteeism And ResponsibilityForDamamgeToThePublicAdministrationImage.Curentul Juridic.72(1). pp.117-122. Eskerod, P. and Larsen, T., 2018. Advancing project stakeholder analysis by the concept ‘shadows of the context’.International Journal of Project Management/36(1). pp.161- 169. Guðlaugsson,Bandet.al.,2020.Classificationofstakeholdersofsustainableenergy developmentinIceland:Utilizingapower-interestmatrixandfuzzylogic theory.Energy for Sustainable Development.57. pp.168-188. LaBarbera,M.andLombardo,E.,2019.Towardsequalsharingofcare?Judicial implementationofEUequalemploymentandwork–lifebalancepoliciesin Spain.Policy and Society.38(4). pp.626-642. Levin, B., 2017. Criminal Employment Law.Cardozo L. Rev..39. p.2265. Pandya, S.S., 2019. Employer Rights Against Worker Involuntary Servitude.Available at SSRN 3475004. Sahoo, R. and Sahoo, C.K., 2018. Drivers of Cordial Employee Relations: The Study of a State- owned Public Sector Undertaking.Management and Labour Studies.43(1-2), pp.123- 139. Sappideen, C., O'Grady, P. and Riley, J., 2016.Macken's Law of Employment. Unsal, O. and Brodmann, J., 2020. The Impact of Employee Relations on the Reputation of the Board of Directors and CEO.The Quarterly Review of Economics and Finance. Yankovskaya, V.V and et.al., 2019. Some problems arising in ensuring the right to information of employees.Journal of Legal, Ethical and Regulatory Issues.22(4). pp.1-8.