Work and the Employment Relationship

Work and the
Employment
Relationship

Table of Contents
INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
Discuss the value and importance of employee relations in application as well as explanation of the
fundamentals of employment law......................................................................................................3
Explain different types of right, duties, & obligations of an employer & employee has within the
workplace..........................................................................................................................................3
Examine the various mechanisms for managing the employment relationship..................................5
Examine the stakeholder analysis for the organisation and analysis of how stakeholder engagement
and contribution can support positive employment relationships......................................................6
Examine the analysis of the impact of both positive and negative employee relations on different
stakeholders.......................................................................................................................................7
CONCLUSION.....................................................................................................................................9
REFERENCES....................................................................................................................................10
Books & Journal:.............................................................................................................................10

INTRODUCTION
Organisation and its culture is changing with rapid scale. It has become important to
maintain of relationship with the employees to get the work done in proper way. Employee
relations is defined as organisational efforts and thinking to develop and create positive
relationship with the employees. Aldi, a supermarket brand headquartered in Germany. This
report includes different types of right duties and obligations and employer employee has at
workplace, different types of mechanism for managing the employment relationship,
stakeholder analysis and analysis of impact of both positive as well as negative impact on
various stakeholders. It has become important to maintain this relationship so that goals and
objectives are achieved within a period of time. The chosen company deals in consumable
and non-consumable goods at larger scale. Employment law or affects the employee relation
with organisation at deeper level and which shows that it is important to be aware about such
laws and legislations.
MAIN BODY
Discuss the value and importance of employee relations in application as well as explanation
of the fundamentals of employment law
Employee relations are essential in organisation as they a help in achieving desired goals
within a period of time. At workplace they are used in most effective manner so that work is
been break down into simplex procedures. With the present of healthy employee relations it
provides and increases the productivity of business by by giving them efficient employees.
Many entities conduct research and analysis so that behaviour of both the parties is being
considered properly (Carollo, 2019).
Employment law within the organisation is essential has in this it governs the
employer and employee relationship. Moreover, these laws help in prevention from
discrimination, promote healthy and safety work culture, also help in prevent work disruption
of work due to the internal or external disputes. Employment law include various things such
as labour relations, immigrations, minimum wage, social security, employee benefits etc.
With the changing period of time this implement law have been also changed according to the
industrial sector and market situations (Goldberg, 2019). Also we help in managing balance
as well as relationship between the employee and employer. So in relation with Aldi, they
also focus on employee relations and employment law which helps them to increase and
enhance their efficiency level of business.

Explain different types of right, duties, & obligations of an employer & employee has within
the workplace
In an organisation both employee and employers play vital role at workplace. They have
different types of rights duties field in proper manner. It is essential and duty of the HR to
make ensure that both have knowledge of their responsibilities and rights so that at the time
of emergency situations they do not face any issues. The HR manager of company is
responsible for providing detailed information and other rules and regulations to the
employees as well as employers so that they work with proper understanding (Kavanagh,
2017).
Responsibilities of employees
 The main duty of employees is to do the work for which they were hired by employer.
 To completely understand the importance of work at workplace so that it is been
carried out effectively.
 Furthermore, another duty is to be aware about the risk eliminates them-selves from
the danger.
 To respect and obey instructions of their employer and irritable that these structures
which are been given are correct.
Employer’s responsibilities
 Employers need to understand the employee’s behaviour at workplace so that
correct measures are being used to motivate them.
 Another responsibility is that employer should pain salary incentives bonus to the
employees for there were contribution within the organisation.
 Employer should also ensure employees working for the entity are in safe
condition or not. (Jennings, 2017).
Employee’s rights
 Employees have the right to free or take action against any discrimination or
harassment of all types.
 And other right to have a safe workplace which is free from dangerous substances
which are toxic or any other occurrence of hazards.
 They also have a right to get the fair for their work done or performance.
 Family and medical leave act- This provides right to the employee that employer
should allow them to take leave for any medical situation or family for which
employee need to have worked for at least 12 months.
Employer’s rights

 Employees have the right to force for the overtime to the employees only at
emergency situations.
 Employees also have the right to establish a dress code within the organisation which
depicts company's culture and goodwill.
 Another right is that employees can terminate the contract between the employee and
organisation depending upon the situations or factors.
In relation with Aldi, they considered the rights and obligations of employer as well as
employee at workplace with proper considerations and which results in elimination of
problems and issues. Manager of the organisation making sure that both the parties work
under there are rules and regulations so that functions and operations related to work on
context are carried out effectively. It is necessary to be aware about the rights and duties it is
necessary to explore the workplace so that environment within the business is being
understood properly and examined. Moreover HR of the company needs to be active
regarding the employees as a less employer’s responsibilities and their rights (Brewster,
2019).
Examine the various mechanisms for managing the employment relationship-
It is important to managed implement listed so that conflicts are reduced and other
activities of organisation are completed within a period of time. It is a serious mask which is
needed to be carried out with appropriate methods of techniques. Employment relationship is
a broader and wider concept which requires a smart analysis of business
management/environment and employees which results in making decisions correctly during
the process (Mullen, 2017). It is necessary for entities to use the mechanisms and different
methods so that relation between the employer and employee remain for longer period of
time and through which productivity of organisation in increases (Von Bergen, 2017).
So there are various practices through which relationship could be managed and are
discussed below-
 Horizontal relationship- In organisation it is important to connect with employees in
both personal as well as emotional way. Employee interactions at workplace are
necessary and are mostly influenced by the business environment. In context to Aldi,
manager of the farm manages the employee’s relationship by creating importantly for
them to connect with each other, an effective communication channel between the
team and members, etc.
 Expectations setting- In this mechanism expectations of employers need to be on
hold during the process so that ineffective communication is being done between the
new team members so that appropriate rules and regulations hot set which will clear
the relationship and it will be easier to manage.

 Way of working- In a team it is necessary to established and effective way of
working so that goals are achieved without facing any problem. Based on the
employer's experiences and team values objectives they need to explain and discuss
the way of their working at workplace. For example- In relation with the selected
entity, they firstly discuss the way of working to the many employees so that they
become familiar with the work environment (Venugopal, 2019).
 Freedom of expression and flexibility- Another mechanism is for managing the
employment relationship is that organisation need to be flexible as well as allows
employee and team members to enjoy the freedom of expression where they can
express their thoughts and ideas without any fear. Also, flexibility will help the
employees to work without any under pressure or work load.
So after analysing the about paragraph and mechanisms for managing the implements
listed it has been seen that it is a time consuming process but need to be carried out with
proper internal analysis and appropriate decision making. Furthermore, through these above
stated mechanisms new ideas and thoughts also generated to maintain a positive relationship
among the employees. In relevance with the chosen enterprise they always conduct co-
curricular activities and other programs through which they engage the workforce to the
organisation effectively (Krahnke, 2016).
Examine the stakeholder analysis for the organisation and analysis of how stakeholder
engagement and contribution can support positive employment relationships
Stakeholders are the integral part of our organisation who affects the work
environment at deeper level. Stakeholder analysis is defined as process of analysing and
identifying the people who are important to the business according to their level of interest
participation etc. It is needed to be aware about the stakeholder who affects the entities
functions and operations at higher level. In relation with the Aldi, they also have stakeholders
which are customer’s owner’s investor’s employees etc.
Types of stakeholders-
 Customers- These are those types of stakeholders which have interest in organisation
regarding receiving the quality of products and services at affordable prices.
 Owners- These are stakeholders who have interest within the organisation of earning
more and more profit and maximizing the market share growth.
 Investors- These have stake of earning higher rate of interest and return.
 Government- These are also to be considered as stakeholders because they have
interest in organisation motive of earning higher taxes and to enlist how the project of
program are being managed.
 Influencers- These are those people who has the ability to influence the listen to
process during the project such as leaders, trade union leaders, lobby groups etc. They

also have a major role in project initiating as well as competition and affect the
process at larger scale.
All the about stated stakeholders are essential and affect the business activities
functions and operations at deeper level as they are interconnected with decision making
process of entity. Moreover, they deliver and implement effective strategies as elastic for
the project and plan which is used by enterprise with proper considerations.
Purpose of stakeholder’s analysis
 To analyse the organisational key players- Analysis of stakeholders their main
purpose is to help the organisational key players who handle the projects functions
and operations. By prior analysing these key players, it will enhance the chances
through which extensible knowledge and support will be gain during the project.
 To analyse the conflicts or problems earlier- Without implementing a proper
stakeholder analysis it is not possible for team or employees to understanding
importance of the project or task assigned.
 To gain early alignment among all stakeholders on plans- As the stakeholder
analysis done they will also help in listening answer less examining how will be
working during the project. This will help in building the effective team on the basis
of stakeholder’s decisions. Through this it will be easy to achieve the goals as well as
objective with those people (Morris, 2019).
It is necessary for project managers to conduct a stakeholder analysis so that an effective
communication and support is being examined so that project is being carried out
appropriately. The deeply analysis done effectively it will be easier for project to get succeed
and achieve the all positive result. The manager of being selected enterprise is responsible for
conducting the proper stakeholder analysis so that all the decisions and other activities related
with the project or any other task all assignments are being carried out with appropriate
measures. Stakeholder have a wider contribution in managing and maintaining the positive
employment relationships as they help in analysing the important factors as well as
implement effective decision making in the critical projects which is beneficial for the
organisation. Also, they develop positive employment relationships by understanding the
employees and their work in well organised manner (Lim, 2017).

Examine the analysis of the impact of both positive and negative employee relations on
different stakeholders
Employees and stakeholders both are essential part of entity which is responsible for
achieving the goals and objectives. It is important to analyse and understand the behaviour of
employees so that positive & negative impact on stakeholders are being analysed. It is
responsibility of the manager to analyse the employee relation impact so that risk and errors
are eliminated in near future. So, employee relation and their impact on different stakeholders
are listed below-
Owners-
Positive impact- Employee relation
 Employee relation have positive impact on owners as they help in maintaining
ethical approach of doing business and clearly specify the expectations amongst the
each and every individual (Ji , 2017).
Negative impact-
 When employee relations are negative owners have to face many problems such as
lack of communication, exceeding of errors and issues etc.
Customers-
Positive impact-
 When employee relations are maintained customers are able to achieve the total
satisfaction and they get quality of service (Wang, 2020).
Negative impact-
 If employee relations are not managed customers do not receive appropriate service
and product & also they deliver negative feedback to the organisation.
Government
Positive impact-
 When these relations are maintained hand managed by the organisation they have a
person become through which government is able to examine to project and program
in appropriate way.
Negative impact-
 There are problems and conflicts within relations than government has to implement
new rules and regulations which is expensive procedure for them.
Influencers-

 Positive- During the employee relations influencers are able to make the difference
effectively with mutual cooperation.
 Negative- A distorted employee relation will results in breakdown of coordination
and understanding between management as well as influencers.
So, from the above paragraph it has been examined that employee relation has impact on
different stakeholders in both positive as well as negative way. It is essential to analyse these
impacts so that decisions are taken accordingly with correct measures. By focusing on
employee relations organisation is able to increasing productivity and for the profitability of
the business at larger scale. Therefore, all the decision making process and other procedures
is needed to be done by examining the positive and negative impact of employee relations so
that resources and manpower are used at optimum level. Positive Employee Relations is
managed through effective HR procedures, HR strategy and the careful management of the
bargaining/ engagement relationship with employees (Sterling, 2017).

CONCLUSION
After a brief analysis of a report it has been concluded that work and employment
relationship are most important part of business which are responsible for achieving the
mission and vision appropriately. The present report gives brief discussions about
stakeholders and analysis, responsibilities and rights of both employees as well as employers
towards each other and organisations. Also, appropriate knowledge is required to conduct
appropriate stakeholder analysis so that results are achieved in positive manner. Managers are
always needed to be active as well as aware about the people who are important and their
interest within enterprise so that this will give them insight knowledge about the people who
are capable of handling and managing the project as well as relations. Employee Relations is
a practise which focuses on both the individual and collective relationships in the workplace.
The practise focuses on managers, training and supporting them to nurture trust-based
relationships with their teams. In doing so, the intention is to generate a positive work culture
which improves the overall productivity and output of a business, as well as it benefits the
employee’s personal well-being

REFERENCES
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Morris, 2019. Managing across Organizational Boundaries: The New Employment
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Wang, X., 2020.East-west expatriate employment relationship: a multi-foci perspective of the
psychological contract(Doctoral dissertation, University of Glasgow).
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Ji , 2017. Staking reputation on stakeholders: How does stakeholders’ Facebook engagement
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Sterling, 2017. Assessing the evidence for stakeholder engagement in biodiversity
conservation.Biological conservation,209, pp.159-171.
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