Work and the Employment Relationship - BMP6005 Assessment 1

This report discusses the value and importance of employee relations, employment law, different types of rights, duties and obligations of employers and employees, mechanisms for managing the employment relationship, stakeholder analysis, and the impact of positive and negative employee relations on different stakeholders in context to TESCO.

BSc (Hons) Business Management (Top up)
BMP6005
The Work and Employment Relationship
Assessment 1
How employee relations can influence the
behaviour of
different stakeholders
Submitted by:
Name:
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Content
Introduction
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An explanation of the value and importance of employee relations
in application as well as explanation of the fundamentals of
employment law
p
An explanation of the different types of rights, duties and
obligations an employer and employee has within the workplace.
An exploration of various mechanisms for managing the
employment relationship and make justified solutions for a range of
specific organisational examples p
A stakeholder analysis for the organisation and analysis of how
stakeholder engagement and contribution can support positive
employment relationships p
An analysis of the impact of both positive and negative employee
relations on different stakeholders p
Conclusion p
References p
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Introduction
The employee relationship refers to an organizations attempt to develop and maintain
a positive relationship with its employees. The constant maintenance of constructive
employee relations assists to keep employees loyal and more engaged in their work. For the
following report TESCO Company is taken into consideration. The report will consist of in-
depth understanding relative to relationship between employee and employer along with its
value and importance. In addition to this it will different types of rights, duties and
obligations an employer and employee have within the workplace along with stakeholder
analysis of the chosen organization and its contribution in positively supporting ER.
Moreover, it will analysis the impact of both positive and negative employee relations on
differ stakeholders.
An explanation of the value and importance of employee
relations in application as well as explanation of the
fundamentals of employment law
It is crucial for any organization to have effective and positive employee relations
within their business in order to ensure that their organization performs optimally and all
stakeholders are satisfied (Bičo Ćar and et. al., 2021). Given below is the importance of
employee relationship relative to TESCO:
Reduces organizational conflict:
The effective and positive employee relations assist an organization to reduce the
overall conflict that may arise within a business. In context to TESCO, employee relations
help the manager to reduce the number of potential conflicts among employees by
establishing an open-dialog system to enhance communication.
Increases productivity:
The employee relations help in enhancing the productivity of employee and
management by introducing high level of communication within an organization. In context
to TESCO, it assists management to improve employee productivity by ensuring al their
needs are being satisfied which helps in establishing a string bong between the management
and employees.
Positive work environment:
The employee relations help in establishing a harmonious work place environment by
ensuring employees are treated with respect (Burrows, Jaskiewicz and Deephouse ., 2018). In
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context to TESCO, employee relation assist the management to ensure there is no
discrimination among employees and all are treated as equals.
Increases motivation:
The positive employee relationship instills motivation among the employees of an
organization in an effective manner. In context to TESCO, effective employee relations
enable the management to motivate employees by ensuring that employee’s needs are being
heard and corrective measures are being taken to resolve nay issues they may be facing.
Discussing Fundamentals of employment law:
The employment laws play and essential role as it provides employees with an
appropriate work environment along with ensuring that their rights are being protected. The
employment laws assist in ensuring that their work is valued and compensated accordingly
(Regy and Malini ., 2019). Given below are few fundaments of employment law relative to
TESCO:
Individual employee relations:
Employment laws enable the management at TESCO to ensure all employees are
treated equally without any discrimination in order to establish better relationship between
management and employees.
Wages and remuneration:
The employment laws assists management of TESCO to ensure all their employees
receives adequate wages which are set by the government. This ensures fairness at work
place and keeps employees motivated.
Work conditions:
It enables the management of TESCO to establish and implement necessary changes
required to develop harmonious working conditions for their employees. This helps the
organization to keep their employees satisfied and productive.
Health, safety, and welfare:
The employment laws help Management at TESCO to keep their organization safe
and security relative to employees (Rendtorff ., 2019). It helps them to develop healthcare
and welfare benefits for the employees in case of unseen scenarios.
An explanation of the different types of rights, duties and
obligations an employer and employee has within the
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workplace. An exploration of various mechanisms for
managing the employment relationship and make justified
solutions for a range of specific organisational examples
The rights and duties of both employee and employer moves side by side. Employers
describe most of the things by briefing job expectations, firm’s rules and employee rights to
have safe and admiring working conditions. Employees must also abide to their part by
giving extra efforts, following the rules of company and showing politeness to others
(Butler ., 2018). Following are basic rights and duties they have within the workplace which
are: -
Safe and healthy working conditions –
 It is duty of employer to provide safe and healthy working condition to all
employees thereby taking care of their health. Unhygienic conditions and unsafe
conditions may make them sick which overall effect firm’s working.
 It is right of employees to have proper hygienic as well as safe environment at work
place.
Employers at Tesco make sure they keep their workplace neat and clean so that their
employees remain healthy and it does not affect their overall efficiency.
Respectful and non-biasness treatment –
 It is duty of employers to make working environment biasness and discrimination
free as it is punishable offence whether done on the basis of cast, colour, creed, sex
under various national and international laws.
 It is also duty of employees to keep workplace biasness free as they are one who
may indulge in these activities.
Employers at Tesco make sure that they have constant look out at these issues within
organization and make employee comfortable to report these issues, they impose
penalties and sometime terminate defaulter when found guilty.
Promote an open communication –
 It is a duty of employer to make sure that they communicate in a way with
employees who let them have honest feedback and reviews of organization’s
working environment (Chaudhary ., 2019). As this let them address issue within
organisation properly.
 It is obligation for employee to communicate each and everything which employers
want them to.
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Employers at Tesco make sure that they have proper channel of communication which
keeps grievances of everyone solved.
Inspire and rewards –
 It is the duty of employers to give task with considering ability of employee to
perform that task. Employer should inspire employee by achieving high standards
this will motivate them to follow their leader. They should also give rewards and
recognition to employees as it will boost self-esteem (Dahiya ., 2021).
 It is obligation for employee to make sure that they achieve given task on time as it
may affect profitability of firm and they should consider rewards as motivation to
work hard.
Leaders at Tesco make sure that they inspire their subordinate by work they are doing
and give them rewards as per their work which makes them feel good about themselves.
This overall develops efficiency of company to achieve humongous targets.
Offer career development –
 This is the duty of employers to provide career development opportunities as best way
to motivate employee is to provide them growth in their profession. An employee
work to their fullest when they have personal goals or dream to work towards.
 It is obligation of employee to work in most efficient and best way to get
advancement in his career (Maurya and Agarwal ., 2019).
Employers at Tesco makes sure that they give time to time appraisal to their employees
which make them happy and give them opportunities in their career to grow. This in turn
makes an organization grow and increase their profitability.
An exploration of various mechanisms for managing the employment relationship and
make justified solutions for a range of specific organizational examples.
Tesco is one of the giant food retailers in market which aims to provide its employee
necessary training and tools to accomplish their everyday task efficiently. The employment
relation is a lawful connection between employees and employer. This subside when an
individual do work under definite condition in exchange of monetary compensation. It
should perform evaluation of psychological contract which is unwritten bundle of expectation
of employers from employee that is different from a formal contract. They can use these
contracts as it let employee see values and roles within firm. This psychological contract can
be of two types:-
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 Horizontal – it center on social relationship between employer and employee who
work together for a period of time in exterior of their formal grading.
 Vertical – this is a traditional employer-employee social relationship which follows
proper hierarchy settings of leader and follower. If employers are more into vertical
psychological contract this may lead to more specious relationship between him and
employee because it let less growth of trust as well as commitments.
Various factors which may affect psychological contract can be performance management
system, when leader do not accomplish what he promised, aggressive organizational
activities and justice etc.
Keeping healthy relation with employees in a company is basic for its triumph.
Employees’ relation basically concerned with aiding and solving issue related to
individual that may appear out of or impact working environment. Better employee
relation reveals that employee must feel good about their recognition (Tsourvakas and
Yfantidou ., 2018). Tesco can also manage its employee relation in following ways:-
 Workers want fair and just treatment from employers and managers. Thus
authorities must consider every employee on same page and treat them equally by
avoiding employee nepotism.
 Employers should keep work of employee more dynamic by changing degree of
challenge and should avoid giving monotonous work as it will keep them more
engaging and active.
 Making regular contact with worker, keeping them well versed about firms
policies; future prospect, working etc. make employees feel involved in
organization.
 Compensating employees with competitive salary in industry do not make them
feel exploited instead it let them feel fuller utilization of talent.
A stakeholder analysis for the organisation and analysis of
how stakeholder engagement and contribution can
support positive employment relationships
A stakeholder analysis refers to the process of identifying the necessary individuals
required for the operations of an organization. It involves grouping these individuals to
according to the level of participation, interest and overall influence over the operations and
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determines the most effective way to communicate with them (Seiner ., 2019). The
stakeholder analysis in context of TESCO is elaborated below:
High power, high interest people (Manage closely):
Individuals in this group need to be engaged optimally and great efforts are needed to
keep them satisfied. In context to TESCO, it investors, executives and board members fall
into this group as they are the most interested in business performance and growth.
High power, less interested people (Keep satisfied):
Appropriate efforts are required to keep this group satisfied, but not so much that they
become bored with organizational message. In context to TESCO, their customers and
sponsors fall into this group as they have high power over the organization but less interest in
its operations.
Low power, highly interested people (Keep informed):
Adequate information need to be provides to this group to ensure no major issues
arise. Individuals in this group are helpful with detailed business operations. In context to
TESCO, its suppliers fall into this group as they have less power relative to the organization,
but have high influence of its operations.
Low power, less interested people (Monitor):
The individuals in this group just need to be monitored and do not require high level
of communication. In context of TESCO, it helps desk and customer services fall in this
group as they just require monitoring in order to provide appropriate business direction.
Discussing stakeholder engagement and its contribution to support positive employment
relationship:
The stakeholder engagement refers to the process that enables an organization to
involve individuals who may be affected by the decisions organization makes or can
influence the implementation of its decisions (Triantafillidou ., 2021). Given below is the
positive contribution of shareholder engagement in supporting positive employment
relationship in context to TESCO:
Clear vision:
The stakeholder engagement enables the management at TESCO to provide their
employees with a clear mission and vision by taking into consideration the needs and wants
of all stakeholders of the organization.
Voice opinions:
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The management at TESCO is able to take voices of their employees into
consideration by effective stakeholder engagement. This assists the company in making
effective decisions for the business and its employees (Van Buren III ., 2020).
Understanding needs:
The stakeholder engagement enables the management at TESCO to effectively
understand the needs of their employees which assists them to develop a strong and reliable
relationship between the management and its employees.
An analysis of the impact of both positive and negative
employee relations on different stakeholders
There are both positive and negative impacts of employee’s relations that have and
influence on different stakeholders (Weiss, Schmidt and Hlava ., 2020). Given below is the
impact of both positive and negative employee relations relative to stakeholders in context to
TESCO:
Stakeholder Impact of positive employee
relations
Impact of negative employee
relations
Employees Positive employee relations
such as motivation and
effective communication
help employees of TESCO to
enhance their productivity.
This helps them to be
satisfied and keep their
performance optimal.
Negative employee relations
such as high-level of
conflicts and inadequate
safety at work can impact
employees of TESCO in
decrease their level of
motivation to work for the
organization along with
reducing their profession
growth.
Investors It helps the investors of
TESCO to understand the
needs of the employees for
high performance as well as
the organization. It assists
Negative employee relations
such as lack of
communication can force
Investors of TESCO to
withdraw their investment
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investors to make sure their
investment will give greater
returns.
which can hinder the growth
of their organization.
Suppliers Effective and positive
employee relations allow the
suppliers of TESCO to
efficiently conduct business
with the management as
employees perform optimally
in their task in a given
amount of time.
The suppliers of TESCO can
be affective negatively if
there is zero flexibility
among employees and their
communicating as it will lead
to confusing during supply
and dispatch operations.
Customers Positive employee relations
allow TESCO to offer their
customers the best products
and services possible as they
employees stay motived and
aligned with organizational
goals and objective
Negative employee relations
such as low level of
satisfaction due to safety,
inadequate wages can reduce
the customer’s service of
TESCO. This can reduce the
customer satisfaction.
Board members The establishment of positive
employee relations ensures
the board members of
TESCO that their
organization and its operation
will function in an optimal
manner for high-level of
growth and profitability.
The negative employee
relations can cause board
members to observe
inefficiency in the operations
of the business. This can lead
to them taking actions
against management to
rectify issues.
Trade union Positive employee relations
help TESCO to have good
and effective communication
with trade union relative to
wages and employee safety.
This ensures a harmonious
relationship is established
Negative employee relation
can impact TESCO
detrimentally as it will
hamper their relations with
the trade union which can
cause work strike and fall-out
with employees. This will
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between organization and the
union.
cause loss relative to
productivity and profitability.
Conclusion
From the above report is concluded that, it is crucial for an organization to develop a
positive relationship with their employee in order to be productive and have high-level of
efficiency in business operations. Moreover, the value and importance of employee relations
along with the effect of employment laws on the organization. In addition to this how
different duties of employees and employers affect the workplace of the organization.
Furthermore, it was concluded how stakeholder analysis can assist the organization to
understand and group vital members and how they can have a positive and negative impact
relative to the employee’s relations within the organization.
References
Books & Journals:
Regy, J. and Malini, D.H., 2019. Impact of high performance work practices on employee
engagement in apparel manufacturing and retail firms. Prabandhan: Indian Journal of
Management, 12(2). pp.7-22.
Rendtorff, J. D., 2019. Corporate Social Responsibility, Sustainability, and Stakeholder
Management. In Philosophy of Management and Sustainability: Rethinking Business
Ethics and Social Responsibility in Sustainable Development. Emerald Publishing
Limited.
Seiner, J.A., 2019. Employment discrimination: Procedure, principles, and practice. Wolters
Kluwer.
Van Buren III, H. J., 2020. The value of including employees: a pluralist perspective on
sustainable HRM. Employee Relations: The International Journal.
Weiss, M., Schmidt, M. and Hlava, D., 2020. Labour law and industrial relations in
Germany. Kluwer Law International BV.
Butler, D., 2018. Employer liability for workplace Trauma. Routledge.
Chaudhary, R., 2019. Corporate social responsibility perceptions and employee engagement:
role of psychological meaningfulness, safety and availability. Corporate Governance:
The International Journal of Business in Society.
Dahiya, R., 2021. Enhancing Employee Happiness: Branding as an Employer of Choice.
In Employer Branding for Competitive Advantage (pp. 157-169). CRC Press.
Maurya, K. K. and Agarwal, M., 2019. Perceived Organizational Talent Management and
Organizational Commitment: The Role Employer Branding Attraction Value. IAHRW
International Journal of Social Sciences Review, 7(1). pp.142-147.
Tsourvakas, G. and Yfantidou, I., 2018. Corporate social responsibility influences employee
engagement. Social Responsibility Journal.
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Burrows, S., Jaskiewicz, P. and Deephouse, D., 2018, July. The stakeholder identification
handcuff: the case of Anheuser-Busch. In Academy of Management Proceedings (Vol.
2018, No. 1, p. 12656). Briarcliff Manor, NY 10510: Academy of Management.
Triantafillidou, E., 2021, April. Determinants and effects of employee involvement and
participation practices in multinational Organizations. In INTERNATIONAL
CONFERENCE ON BUSINESS & ECONOMICS OF THE HELLENIC OPEN
UNIVERSITY 2021.
Bičo Ćar and et. al., 2021, June. Industrial Revolution and Employee Motivation Evolution.
In International Conference “New Technologies, Development and Applications” (pp.
624-631). Springer, Cham.
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