Managing Employment Relations

This document discusses the importance of employee relations in organizations and focuses on the case of International Organic Foods (IOF). It covers key employment issues faced by employees, relevant employment legislation, and a relevant case study. The report highlights the impact of positive employee relations on productivity and loyalty.

Managing Employment Relations
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Table of Contents
INTRODUCTION...........................................................................................................................................3
MAIN BODY..............................................................................................................................................3
Describe the key employment issues.......................................................................................................3
Explain the relevant employment legislation...........................................................................................3
Describe a relevant case..........................................................................................................................4
CONCLUSION.......................................................................................................................................4
REFERENCES............................................................................................................................................6
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INTRODUCTION
Employee relations is define as the process in which organization tries to build positive
and strong relations whit its workforce (Kersley and et.al., 2013). Employee relationship
management refer as the process which helps companies in establishing interaction with its
employees and also helps in maintaining effective relationship with them. The organizational
management is responsible for ensuring positive relation with work force with the motive to
develop healthy and safe working environment. The report is based on the employment relation
of International Organic Foods (IOF) which is based in Chelsea, London. Faiza Khan is the
employee of the organization who is working as cashier and is shifted to meat counter due to her
religion believes, so she is facing problem and not comfortable with the working environment.
The topic covered in the report are employment issues faced by employees of the company,
relevant employment legislations and the relevant case study.
MAIN BODY
Describe the key employment issues
Employee relations is very important in the organization as strong and positive relation
helps in increasing the productivity and profits of the company (Morrow, 2011). The
organizations which focus on establishing good relations with employees invest in employee
engagement and tries to retain its efficient employees which helps in enhancing the productivity
and loyalty. In context of International organic food, Faiza khan is facing following issues-
 Low motivation and job satisfaction- Faiza khan is facing problems at workplace
because she belong to Muslim religion. She use to work at cash counter as cashier and
later shifted to meat counter just because she follow her religion and were headscarf.
Moreover she has been forced not to wear headscarf at workplace as it will denote her
religion which is not beneficial for them. As many customer did prefer to visit places
where Muslim employees are working, thus it will affect their business. Moreover she is
not comfortable while serving pork. In her religion serving pork or consuming pork is not
allowed that is they consider it as bad practice. She is been told to serve pork in which
she is not comfortable and it is against her religion and beliefs. Such practices at work
place lead to low motivation and job dissatisfaction among the employees.
Explain the relevant employment legislation
Employment legislation is term as the concept which focus on the right of the workforce
and regulates the relationship between employers and employees (Prieto and Pérez-Santana,
2014). The primary motive of employment legislation is to provide safe and healthy working
environment to workforce where employees do not face any difficulty and injustices. The
employees too have right to take step against the unfair activities and practices that are taking
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place in the organization. In context of Faiza Khan here are some relevant employment
legislation-
 Equality Act 2010- This act has been formulated with the motive to protect the
employees from unfair activities in the workplace. In the case of Faiza Khan the unfair
practices is done on the bases of religion which she follow. She belong to Muslim
religion and company want her not to reflect her religion at workplace. She is not been
treated equally as other employees of the company (Bolino, Valcea and Harvey, 2010).
Furthermore, according to equality act she has the right to be treated equally at work
place disregarding her age, disabilities, gender, religion and beliefs.
 Right to complain or protest about work- This act has been formulated by parliament
of United Kingdom where it provide right to the employees to complain or protest about
the work against the unfair and not acceptable practices. In the case of Faiza Khan, she
has been forced by the management not to follow and reflect her religion at workplace.
Due to this her job role has been changed and is not getting work as per her capabilities.
Moreover she was not comfortable while serving pork to its customers. Such activities
where she has been forced to do which she don’t want to do leads to dissatisfaction.
 Equal Opportunity 2010- An equal opportunity policy is the part of equality act and
according to this act the employees enjoy equal growth opportunities at workplace.
Basically on the bases of skills and abilities job roles should be assign to employees
regardless of their gender, religion, age, etc. In context of Faiza Khan she has been shift
to other job role just because she belong to Muslim religion that is she has been degraded
from her role. She is not getting opportunities on the bases of her skills and experience
(Fugate, Prussia and Kinicki, 2012).
Describe a relevant case
Here a one similar case that has taken place in year 2006 and is known as Achbita v G4S
Secure Solution NV. Ms Achbita , a Muslim girl is been working with G4S organization in
Belgium as the receptionist. In the first 3 years of her job she did not wear headscarf at
workplace that is she wears it outside the workplace. But with the time due to her religion
believes and reasons she intended to wear headscarf all the time whether it be workplace or not.
The company has not allowed her to wear headscarf at workplace as it is their company policy
which is not at all mentioned in the policies of company. Due to this she has been fired from job
in year 2006. The girl took action against injustices and fought case in court against
discrimination on religion bases and got the justices.
CONCLUSION
From the above study it has been concluded that there are various factors which effect the
employee relations. The human resource management within the company is responsible to
establish and maintain strong relations with the employees. The employee engagement and good
relation helps in retaining the efficient employees and increases the productivity of the company.
Moreover strong and positive relation with employees helps in reducing the conflicts and other
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issues within the workplace. The happy and satisfied employee always tries to improve its
performance and work more effectively and efficiently. Transparency in the communication
helps in minimizing the chances of conflicts and misunderstanding among the employees and
employers.
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REFERENCES
Books & Journals
Kersley, B. and et.al., 2013. Inside the workplace: findings from the 2004 Workplace
Employment Relations Survey. Routledge.
Morrow, P.C., 2011. Managing organizational commitment: Insights from longitudinal
research. Journal of vocational behavior. 79(1). pp.18-35.
Bolino, M., Valcea, S. and Harvey, J., 2010. Employee, manage thyself: The potentially negative
implications of expecting employees to behave proactively. Journal of Occupational and
Organizational Psychology. 83(2). pp.325-345.
Fugate, M., Prussia, G.E. and Kinicki, A.J., 2012. Managing employee withdrawal during
organizational change: The role of threat appraisal. Journal of Management. 38(3).
pp.890-914.
Prieto, I.M. and Pérez-Santana, M.P., 2014. Managing innovative work behavior: the role of
human resource practices. Personnel Review.
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