Work and Employment Relationships.

Work and Employment
Relationships

INTRODUCTION
Employees and employee relationships plays a significant role in keeping people within
the organisation happy and satisfied who are attached in day to day operations of the company
and execute all plans developed by management for success and growth. The concept of
employee relations brings in great value and enable the company to develop a competitive edge
through retaining and inducing the best talents within the firm and make them work with their
full potentials as they are motivated enough to work with their best efforts. The factor and
elements of employee relations leads the world of business and the respective organisations
towards success and effective implementation of plans. The approach of maintaining and
developing strong relations amongst employers and employees has a strong influence over
behaviours of people and different stakeholders associated to the firm. Hence, for the present
report Tesco is chosen as the referring organisation. The company deals in retail sector and
working since 1919 when it was founded as small retail shop. Tesco is located and headquartered
in United Kingdom, know as the second largest company in retail sector around the world and
serves to several large markets. The report is focusing on number of aspects related to employee
relations and development as it will be conducting discussion over employment laws and many
other aspects.
TASK 1
Explain the value and importance of employee relations in application to specific organizational
context.
Employees relations is considered and defines as the process by which people are
engaged with management and leaders in effective conversations and builds relations with one
another. The concept of employee relation revolves around developing strong bonds between
employer and employee and reducing the existing conflicts and future changes if any. The
importance of employee relation is elaborated below in context of Tesco Plc (Berkelaar, 2017).
 Increased productivity- Healthy and effective relations with the employees of the
company employer makes worker to be highly engaged in their assigned work and
perform with their full potentials in regards to fulfil company's objectives. The fact that
employee engagement and performance standards induced the productivity of Tesco
automatically enhances.

 Discourage conflicts and fights- Employee relations has the strongest ability to reduce
conflicts in the work environment amongst people and also in between people and
management. The process enable making employee adjust according to the situation and
avoid any restraints which will lead to conflicts. For Tesco, reduced conflicts amongst
people enable the company a change to develop a safe and healthy work place for people
to work in (Reimann, Pausch and Diewald, 2017).
 Reduces absenteeism- Employee relations brings, employee satisfaction with the job
assigned, increase their engagement in company's productivity and majorly help in
increasing their performances in regards to effective working. Hence, another importance
which is significant for Tesco in regards to employee relations is reduced absenteeism
and increasing employee retention ratio of the organisation.
Fundamentals of employment law
The employment law of UK is established with the focus of keeping people that is
workers belonging to separate industries and organisations safe through respective guidelines
and regulations. There are number of act and regulations developed by the government of UK to
safeguard the interest of the employees. These laws and regulations provides different kinds of
rights of the employees in company like safe system of company, equality in relation with salary
and wages, etc. Few employment laws that Tesco has to comply and elaborated as follow
(Atkinson, Mallett and Wapshott, 2016).
 Equality act, 2010- This act embodies various principles which suggests that all
employees of the organisation has the right to be treated equally and in the right manner.
This law prohibits discrimination on certain grounds which are provided under the law
such as race, disability, marital status etc. The act has to be comply by the management
of Tesco that ensures all employees in the organisation are treated equally.
 Job security- Contracts of Employment Act 1963, Redundancy Payments Act 1965 and
the Industrial Relation Act 1971 are the principle act that ensures job security. These acts
constructed to obligate organisations to follow various regulations such as at least one
week notice before dismissal, dismissal must be fair in order to offer job security to
people and employees placed on separate levels as well as positions in the organisation.

In regards to discussion and identification of information in above segment some
suggested steps for Tesco to improve to employees relations effectively within the employer and
employees are:
 The company should comply with all the legal terms and conditions that are presented
by the government which will help them to make their employees comfortable and
equally treated while working and rendering their services to company (Dundon,
2019).
 Efficient training and development session for all the employees and workforce needs
to be presented as per their competencies in order to motivate them and encourage
them.
TASK 2
Explain the different types of rights, duties and obligations an employer and employee has within
the workplace.
RIGHT OF EMPLOYEES AND EMPLOYERS IN TESCO:
Employer Employee
 The first and a major right to be played
by the employers in Tesco is to
construct and implement work policy
according to the demands of company.
The employers can make people punish
and panellised if they do not obey the
rules and policies of the company.
 The rights of employees in Tesco
beginning with the right to chose and
to refuse work in unsafe environment
and with unethical practices. Presently,
in the world employees do enjoys
several rights and having a safe and
healthy workplace to work in is one of
them.
 Every employer has the responsibility
to manage staff in their own ways.
Hence, another right which Tesco and
the employers in the organisation holds
is of warning and punishing employees
if they are going out of their line and
causing harm to the company and its
 Another right which people in concern
with working within Tesco is of equal
rights and opportunities to work and
showcase their talent. Every single
individual in the company has the right
to have all the respective opportunities
which possibly lead them to success

goal attaining process (Adam Cobb,
2016).
and growth with equality in work
environment.
DUTIES OF EMPLOYER AND EMPLOYEES IN TESCO:
Employer Employee
 A major duty and concern of employer
of the organisation like Tesco to keep
company satisfied and filled with
professionals and experts by filling all
vacant positions.
 A major or key duty of employees in
Tesco and ion every other organisation
is to perform assigned activities in
efficient manner and productively.
 Another duty of employer in regards to
the workforce and company is
establishing a safe and equal
environment in workplace which offers
everyone a comforting area to work in
with their utmost efficiencies.
 Another duty of workers in Tesco is to
make sure to comply with all the
instructions and guidelines while
working and completing their assigned
tasks.
 One more duty of employers in Tesco
which they play is of maintaining
employee relations and keeping staff
members motivated and engaged in the
work and other related aspects of work
areas.
 Another major duty of the employees of
Tesco is to maintain a healthy and safe
environment themselves. The
employers are responsible for
developing a safe environment but
employees holds to duty to maintain it
and balance it by earning others trust.
OBLIGATIONS OF EMPLOYER AND EMPLOYEES IN TESCO:
Employer Employee
 One obligation which of employers is
to assign task for which they need to
make schedules and work structures.
 The employees are obligated to work in
favour of company and in the best
manner possible.

 The employer not only have the duty to
offer safe work environment to
employees but also holds the obligation
to protect and respect them (Bornay-
Barrachina, López-Cabrales and Valle-
Cabrera, 2017).
 Following all the instructions, rules and
guidelines is another obligation for staff
in Tesco.
 To establish and adopt appropriate
health and safety measures for Tesco's
employees.
 To know and learn about company
work environment and structure
according to their posts and knowledge.
Psychological contract and support for employee work life balance
Psychological contracts are defined as the promises and relations which are developed
between employer and employee through psychological and emotional understandings. These
form of contracts are of intangible nature that is they are not placed in documents but are
developed mutual concerns and agreements. These type of contracts helps the organisation like
Tesco in improving their human resources in terms of their productivity and focussing on the
skills and performance of the workforce (Lopez-Cabrales and Valle-Cabrera, 2020).
 The company and the management make sure to engage employees and keep people
highly engaged in the workplace and work environment by letting them clear
understanding of what is exactly expected out of them and how they need to perform.
 The company also helps employees make best use of their skills and talent to contribute
to the organisational goals as well as their personal objectives by gaining appropriate
understanding of the given work environment and structure of Tesco while working.
Different mechanisms for managing the employment relationship
Mechanisms for maintain the employment relation
Relationship of employees build a connection between employee and employer of the
company on the basis of employees rights and their duties and also obligations. Companies
rights, duties and obligations are necessary and it is compulsory to maintain by each and every
company member. Numerous mechanism to maintain employment relationship discussed
below-

 Companies employees need equal treatment by company management.
 Main role of the company employees are effective and necessary and this can be done
by providing employees different works and tasks which can make employees attentive
and influential.
 Employees of the company must be appreciated and awarded and for their work and
task completed on time and a best manner.
 Employees must offered good spay which should sufficient and equal.
Tesco provide different offers and benefits to employees so that employment relationship
mechanism make strong with employees which will aid the to establish a strong employees
relationship (Davidson, 2019).
TASK 3
Stakeholder analysis and stakeholder engagement and contribution can support positive
employment relationships within an organisation.
Stakeholders like a entity which includes customer or employees and other social group.
They can be both external and internal. Stake is explained as an interest in company and another
associates. They contain obligations, legal interests, ownership and moral duties and rights and
property interests. Tesco, Stakeholders can influence company but in some cases both condition
happen simultaneously (Prelaz and Švetak, 2017 ).
Stakeholder analysis -It is like a systematic and structured process of identifying and
gathering the quality knowledge and detains to evaluate the interest of stakeholders on
preference when evolving and preparing company policies. In stakeholders analysis, all the
qualities which related to the stakeholders are evaluated and all the decisions are considered
according to the situation. qualities such as interests related to the policies, alliances with various
stakeholders, knowledge of the policy and position of policies. 3 levels of stockholders analysis
given below-
Identification of stakeholders: It is consider as a prominent process before creating and
analysing program and identify who are the beneficial and interested stakeholders. This can be
recognized by acknowledging all the stakeholders which can affect the company. All employees
which taking interest in company those are stakeholders. Tesco company suppliers and

customers, employees , members and other individuals can be a stakeholders. All these
individuals take interest in working of Tesco.
Prioritizing stakeholders: There are many kinds of stakeholders which influence the
working of the company. Its not compulsory that all the stakeholders of the cpompnay have
equal power. To determine which stakeholders are good for Tesco, company require to maintain
the stakeholders on specific grounds (Semenza and Pichault, 2019).
 High power and high interested people: stakeholders are very powerful and
interested and consider on demand when analysing a plan , programs and special
policies. Managers of Tesco need determine stakeholders closely and also
acknowledge stakeholders point of view and suggestions.
 High powered and less interested people: These individual contain very high
power but these people are very less interested in company work. Tesco manager is
need to satisfy them and providing them more priority is not beneficial for Tesco.
 Low power and high interested people: In this, stakeholder contain very low power
after that they are very interested for company work. Tesco require to inform people
form according to time period about the company current plans.
 Low power and less interested people: In this, individuals contain very less power
and they are not very interested for company activities but manager require to control
them to ignore company related issues.

(Source: Stakeholder analysis, 2018)
Understand the requirements of stakeholders: This step cover the behave and nature
of stakeholder in relation to the program, plans and policies. Tesco analysed and communicating
and managing stakeholder of the company and aid in understand the nature of all stakeholders.
High management of Tesco require to recognized the financial and all emotional aspects of
related with stakeholders.
TASK 4
Analyse the impact of both positive and negative employee relations on different stakeholders.
Employee relation contain a effective affect on the work condition of the company It can
both positive or negative based on its efforts that give by members of the company when they
interacting and coordinating with another.
Positive affect of employee relation on stakeholders : Tesco stakeholders includes customers,
employees, government, investors and other members. Positive employee relation beneficial in
maintaining company activities properly. This will get customers focus that will give more profit
( Thomas, 2020).
Illustration 1: Stakeholder analysis, 2018

Negative affect of employee relation on stakeholders: Negative employee relation consider e
that they are not satisfied with each other and other employer. This condition give many issues
such as less productivity and lack of working potential and production and delivery of
commodities will also affected and customer engagement will decrease (Van Buren and Hill,
2019).
Positive and negative employee relationships
All positive and the negative aspects are discussed below-
 The healthy and strong employee relations aid Tesco to ignore all the conflicts and also
evolving the understanding level among all the employees and the employer.
 Tesco can have encouraged and motivated of employees which helps to increase
performance and stakeholders like shareholders are also benefited because of increased
performance of employee improve the profitability and productivity of Tesco.
 Strong employee’s relations help to retain company employees longer period of time in
organization that's why they can effectively implement their projects
Negative employee relations give odd effect on the company and it can create more
conflicts and very critical condition rise to sustain in company.
CONCLUSION
As per the report it is concluded that positive employees’ relation is beneficial for the
company and company can easily sustain in the market. This report identifies many duties, rights
and some obligations of the company employer and employees. If all these duties, rights and
obligations are follow properly then it will give good impact on the growth of the company. A
satisfied stakeholder is beneficial of the company and help to generate more profit and goodwill.

REFERENCES
Books and Journals
Adam Cobb, J., 2016. How firms shape income inequality: Stakeholder power, executive
decision making, and the structuring of employment relationships. Academy of
Management Review. 41(2). pp.324-348.
Atkinson, C., Mallett, O. and Wapshott, R., 2016. ‘You try to be a fair employer’: Regulation
and employment relationships in medium-sized firms. International Small Business
Journal. 34(1). pp.16-33.
Berkelaar, B. L., 2017. Different ways new information technologies influence conventional
organizational practices and employment relationships: The case of cybervetting for
personnel selection. Human Relations. 70(9). pp.1115-1140.
Bornay-Barrachina, M., López-Cabrales, A. and Valle-Cabrera, R., 2017. How do employment
relationships enhance firm innovation? The role of human and social capital. The
InTernaTIonal Journal of human resource managemenT. 28(9). pp.1363-1391.
Davidson, N., 2019. Pre-and post-capitalist labour, work and employment. In Handbook of the
Politics of Labour, Work and Employment. Edward Elgar Publishing.
Dundon, T., 2019. The fracturing of work and employment relations. Labour & Industry: a
journal of the social and economic relations of work. 29(1). pp.6-18.
Lopez-Cabrales, A. and Valle-Cabrera, R., 2020. Sustainable HRM strategies and employment
relationships as drivers of the triple bottom line. Human resource management review.
30(3). p.100689.
Prelaz, L. and Švetak, J., 2017. The Analysis of the Seafares´ Employment Legislation in the
Republic of Slovenia. NAŠE MORE: znanstveno-stručni časopis za more i pomorstvo.
64(2 Supplement). pp.44-48.
Reimann, M., Pausch, S. and Diewald, M., 2017. Work–Family Conflict in Germany:
Psychological Contracts as Part of Employment Relationships in Work–Family
Research. Psychosociological Issues in Human Resource Management. 5(2). pp.127-
153.
Semenza, R. and Pichault, F. eds., 2019. The Challenges of Self-Employment in Europe. Edward
Elgar Publishing.
Thomas, H., 2020. Governing Global Production Networks in the new economy. In The Future
of Work and Employment. Edward Elgar Publishing.
Van Buren, H.J. and Hill, V., 2019, July. Human Resource Management and Hypocrisy: When
Rhetoric Masks the Reality of Employment. In Academy of Management Proceedings
(Vol. 2019, No. 1, p. 17547). Briarcliff Manor, NY 10510: Academy of Management.