BMP6005 - Stakeholder Influence on Work and Employment Relationship

This report examines the influence of employee relations on various stakeholders within an organization, using Marks and Spencer as a case study. It begins by defining employee relations and its importance, emphasizing the role of positive relationships in enhancing productivity and profitability. The report outlines fundamental employment laws, including the Employment Right Act of 1996 and the Equity Act, and explores the rights, duties, and obligations of both employers and employees. Furthermore, it presents a stakeholder analysis, identifying key stakeholders and their levels of interest and influence. The report concludes by analyzing the impact of both positive and negative employee relations on different stakeholders, highlighting the importance of employee loyalty, engagement, and overall revenue.

BSc (Hons) Business Management (Top up)
BMP6005
The Work and Employment Relationship
Assessment 1
How employee relations can influence the behavior of different stakeholders
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Contents
Introduction..............................................................................................................................2
An explanation of the value and importance of employee relations in application as well as
explanation of the fundamentals of employment law............................................................2
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.........................................................................................................3
A stakeholder analysis for the organisation and analysis of how stakeholder engagement
and contribution can support positive employment relationships..........................................5
An analysis of the impact of both positive and negative employee relations on different
stakeholders............................................................................................................................6
Conclusion.................................................................................................................................7
References..................................................................................................................................7
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Introduction
Employee relation is well-defined as an organization that contribute to make efforts to
develop and maintain the effective relationship with its staff members. In addition to this, it is
basically an industrial relationship among within company to having better staff members.
For concerning contractual with practical and emotional efforts for employee and employers
in objective to maintain better relationship with each other. As per the present study, the
company has been consider Marks and Spencer as it is British based multinational retail
company which was established in in year 1884 and is headquarter in England, United
Kingdom.. As per this report, it covers the value and significance about better employee
relation. In addition to this, there is discussion regarding types, duties and having obligation
for both employees and employers within an organization.. At last it elaborates about that
influence both positive and negative factor of employee relation in various stakeholders.
An explanation of the value and importance of employee relations and fundamentals of
employment law
The better employees relation is defined as efforts put by the higher authorities of
company in motive to develop the positive and string relationship between staff and manages.
Through this it better generates the direct impact and of productivity and profitability of
company (Fodder, Lewis and Bowers, 2020). This is important for company that workplace
must get positive workplace environment and also ensure individual satisfaction level. There
are major assets for an organization that helps to gain more higher growth and success as
well. The value for important about employees relation in given below:
 Handle overall employees grievances and reduce stress level: This is one of basic
and important factor which highlight on full potential in order to met the expectation
of higher education qualification authorities and also attain organizational goals
within set of time period. In perspective of Marks and Spencer their manger need to
ensure that their employees are not have an single doubts or issues which not makes
the negative environment. But with help of effective and good relationship with its
employees the higher authorities usable effective deal enhance higher authority to its
better employees.
 Improves productivity: It is analyzed that when employees are skilled enough and
they are important towards workplace then they put themselves towards potential
order for implement activities and attain organizational objectives (Dockès, 2019).
This determined that an effective relation encourage the staff members to bring new
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ideas and work with full of competencies (Hendrickx, 2018). In perspective of Marks
and Spencer their manager maintain the productivity level by provide them effective
training and development and other managerial activities to increase their efficiency
level effectively.
Fundamental of Employment Laws:
 Employment right Act, 1996: This laws was enhanced by conservative government
of United Kingdom with the objective to better maintain positive way of interest of
employees towards the organization (Garrison, 2019). In addition to this employment
laws involves fair treatment, minimum wages, having limited working hours of
employees and many more..
 Equity Act: According to this act it better developed along with having an objective
to provide equality in workplace. This laws is strictly against discrimination laws and
used within the organization. It also involves equal pay act, race, disability
discrimination act many more. In perspective of Marks and Spencer and its objective
to create positive working environment act as many practices as well as
discrimination.
Explanation of the different types of rights, duties and obligations an employer and employee
in the workplace.
A business organization is divided in various department and having units where it
better involves the employee performing different task as per their skills and abilities. This
each individual in the various and employers and employees of different work together in
order to accomplish desired goals and objectives effectively ( Okorie, 2019).In context to
Marks & Spencer, the rights, duties and obligations of both employer and employees are
mentioned below:
Right and Duties of employers:
 It is duty when they assigned the work to employees and also brief them overall roles
and regulation. In this they provide working healthy and positive working
environment where Marks and Spencer ensures use signals and colors in order to
make their employees potential.
 Employer communicate important issues of employees to the top management so as to
make them feel sense of belongingness in the (Barker and Christensen, 2019).
Obligation of employers:
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 As per the legal obligations it is used duty the employers of the Marks and Spencer to
offers equal opportunities to their employees without any sort of inequality and
partially as this will help them to enhance their skills performances.
 The company must provide a safe working environment for the employees so that
they work comfortably without any fear at the workplace.
 Marks & Spencer also offer orientation programs and seminars for the new joiners so
that they can adapt the environment of the workplace in a better manner.
 The respective company is constantly aiming at the skill development of the
employees so that it can bring on the highest level of efficiency in the organization.
Rights and duties of employees
 Employee agreement: it is highly important for all the employees to abide by the
employee agreement in a proper manner. Also, an employee is entitled to have a
written employee agreement before starting the working with the employers and its
signature or stamp.
 Leaves: Being a part of the firm, it is the right of the employees to get some leaves
and holidays for different purposes such as casual leaves, paid leaves, emergency
leaves etc.
 Health and safety: It is necessary for the employees to take proper care of health and
safety at the workplace and comply with all the rules and regulations made by the
company.
 Cooperate with employer: as a part of the organization, it is vital for the employees to
cooperate with the employer in all the situations based on the OHS department.
Obligation of employees:
 In consideration to Marks & Spencers, its employees are performing all its tasks and
duties specified under its contract of the employment agreement ( Dean and et. al.,
2018).
 The employees of the respective company are following all the rules and regulations
at the workplace specified in the policy of the company.
 The employees of Marks & Spencer are obligated to care for the instruments an
equipment used at the workplace in a proper manner.
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A stakeholder analysis for the organisation and analysis of how stakeholder engagement and
contribution can support positive employment relationships.
Stakeholder analysis is a type of analytical tool which is used by the company in order
to identify the people before the project is started and grouping them based on the level of the
participation and interests and deciding how to communicate the relevant information to the
stakeholders group (Gutfleisch, 2018). The stakeholder analysis of Marks & Spencer is done
below step by step:
 Identifying the stakeholders: the first step is to Start by brainstorming the who is the
stakeholder. Think of all the people who are influenced by your work, have influence
or power, or are interested in the success or failure of your work. The most important
stakeholders for M & S are customers, employees, suppliers, and owners
(shareholders), who have influence, but not directly. As much as four influences are
not prioritized.
 Stakeholder mapping: Now that all project stakeholders have been identified, it's
time to document their needs and analyze their interests and influence. It is important
to assign each position on the grid by classifying the stakeholders according to their
interest in the project and their interest in the results.
1. Interest groups, which occupy the high power and high interest quadrants,
require close control, full involvement and every effort to satisfy them. In this
case, the stakeholders are highly involved in the decision making process
indifferent matters of the company. In context to marks and spencer, owners
2. For those in the high-power, low-interest quadrant, it does enough work to
please them, but not much to bother or annoy them. There interest in company
and its important decision is comparatively less as compared to the above
category.
3. Stakeholders with poor performance and high interest in the quadrant
generally serve their goals. Therefore, stay informed of the progress of your
project. They keep their awareness level high and keep a check on the business
operation of the company in the best possible manner.
4. People in the low energy and low interest rate quadrants require minimal
effort on organization’s part. These are the least interested stakeholders of the
company having the least contribution in the company’s workings.
Importance of stakeholder’s analysis:
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 Shaping the project : Understanding the stakeholder perspective helps identify risks,
requirements, and needs to simplify schedule management. This basically helps in
shaping the project in a better manner.
 Building trust: Stakeholder attitudes have a significant impact on the success of a
project and its associated outcomes. Therefore, it helps in building high level trust to
assure success in the near future.
 Beat the competition: Predicting stakeholder expectations and producing results can
also help the firm to win new projects. This will play a major role in giving a tough
competition to the existing competitors in the market.
 Winning the additional benefits: Knowing who is involved in the project will help
you manage your expenses as needed. This will help the business organization
grabbing the additional benefits of managing the expenses in the most effective
manner.
An analysis of the impact of both positive and negative employee relations on different
stakeholders
Employee relations can be defined as an organizational effort to build and maintain
positive relationships with employees (Rassas, 2020). By maintaining positive and
constructive employee relationships, companies want to keep its employees loyal and engage
more in their work. It is highly important for every organization to have strong and positive
employee relations that will help in running the functions of the company in the most
effective and smooth manner. The impact of positive and negative employee relations on the
different stakeholders are mentioned below:
Impact of Positive relations:
 High level employee loyalty: When the employer overlooks an attitude towards
improving relationships with the workforce (Wilkinson and et. al., 2020). Ignoring
opportunities to improve relationships with employees is not just an economic cost to
employers. But it also undermined their brand image and thus hampered the flow of
new talent. Therefore, employers should always check the feelings of their employees
and whether their careers are progressing.
 Efficient employee engagement: Employee engagement is basically a term used to
define an employer's efforts to keep employees engaged at the workplace. It covers
everything from ensuring better communication in the workplace to regular
appreciation of top performers (Pearce, and et. al., 2019). The workforce they are
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engaged in shows better results and more efficient workflows in the organizations
they serve. In addition, practices for increasing employee engagement ultimately pave
the way for strong employee relationships.
 Increased revenue: positive employee relations help in creating an environment of
high level motivation. The employees of the company are considered as an valuable
asset and the success of the company depends on that. Therefore, when the company’s
employees are motivated they tend to concentrate on achieving the goals of the
company with high level efficiency and the ultimately the revenue of the company
also increases considerably.
Impact of negative employee relation:
 Corporate image: Poor and negative employee relations results in affecting the
corporate image of the company negatively. The performance, enthusiasm and
commitment of unsatisfied employees because of negative employee relations tends to
decline. In other words, the quality of work is significantly reduced. When these
employees leave, their relationships are bad and the company's image is spoiled to a
greater extent.
 Mutual disputes: When the employees will not be havinG healthy and peaceful
relations it will eventually lead to mutual disputes which will affect the environment
of the company in a negative manner. This may result into lower morale, imbalances
in the management and ineffective cooperation. This will ultimately affect the whole
organization, its stakeholders along with its working.
 High recruitment costs: Bad employee relationships mean higher employment costs.
Bad work relationships ensure that most of your top level employees of the company
are likely to explore for opportunities somewhere else (Westerveld and Olivier, 2019).
However, if the relationship with the employee does not improve, their will be more
requirement of the employees because the existing employees will eventually leave
because of the bad working employee relations. Therefore, high amount of
recruitment costs will be incurred putting a pressure on the company’s financial
capacity.
Conclusion
From the above report, it can be concluded that the employee relationships relate to
the prevention and resolution of personally impacting problems that result from or affect
work conditions. The workplace is changing to include more diversity. Different generations,
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different international presences and nationalities. To be productive and competitive,
managers need to attract and retain their best and talented employees by improving their
decision-making and overall skills. In context to Marks & Spencer, the company is having its
major concentration on maintaining its employee relations in a very peaceful manner. Also,
the analysis of all the duties, rights and responsibilities of the employers and employee states
that when the employees of the company comply with all the rules and regulations, it helps
the respective company in maintaining high level effectivity in its business operations. Also,
the stakeholder analysis also helped in understanding the reason behind analysing the
stakeholder’s understandings and requirements in response to all the business related matters.
At last, the impacts of the positive and negative employee relations are analysed in context to
the stakeholders of the company. Therefore, building healthy and peaceful employee relations
help the company to succeed and achieve success.
References
Books & Journals
Fodder, M., Lewis, J. and Bowers Q C, J., 2020. Whistleblowing Detriment and the
Employment Field: Has the Court of Appeal Taken a Wrong Turn?. Industrial Law
Journal, 49(3). pp.397-411.
Garrison, J., 2019. EMPLOYMENT ARBITRATION DISCOVERY REFORM: THE
AMERICAN ARBITRATION ASSOCIATION'S ADOPTION OF INITIAL
EMPLOYMENT AND FLSA DISCOVERY PROTOCOLS±. Dispute Resolution
Journal, 74(1), pp.43-62.
Barker, K. and Christensen, K. eds., 2019. Contingent work: American employment relations
in transition. Cornell University Press.
Gutfleisch, G., 2018. Employment issues under the European Trade Secrets Directive:
Promising opportunity or burden for European companies. European Company Law
Journal, 15. pp.175-181.
Wouters, M., 2019. The classification of employment relationships in Belgium. European
Labour Law Journal, 10(3). pp.198-218.
Rassas, L. B., 2020. Employment law: A guide to hiring, managing, and firing for employers
and employees. Wolters Kluwer.
Pearce, A., and et. al., 2019. Financial toxicity is more than costs of care: the relationship
between employment and financial toxicity in long-term cancer survivors. Journal of
Cancer Survivorship, 13(1). pp.10-20.
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Westerveld, M. and Olivier, M. eds., 2019. Social Security Outside the Realm of the
Employment Contract. Edward Elgar Publishing.
Wilkinson, A. and et. al., 2020. Handbook of research on employee voice. Edward Elgar
Publishing.
Dean, E. E and et. al., 2018. How does employment influence health outcomes? A systematic
review of the intellectual disability literature. Journal of Vocational
Rehabilitation, 49(1). pp.1-13.
Okorie, B., 2019. Redundancy in the Gambia-Striking a Balance between Security of
Employment and Business Efficiency. GLR, 2. p.286.
Hendrickx, F., 2018. Regulating new ways of working: From the new ‘wow’to the new
‘how’. European Labour Law Journal, 9(2). pp.195-205.
Dockès, E., 2019. New trade union strategies for new forms of employment. European
Labour Law Journal, 10(3). pp.219-228.
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