BSc BMP6005: Analysing Employee Relations and Stakeholder Behaviour

This report examines the influence of employee relations on stakeholder behavior, focusing on Unilever as a case study. It explains the value of employee relations, fundamentals of employment law, and the rights, duties, and obligations of employers and employees. Various mechanisms for managing the employment relationship are explored, along with a stakeholder analysis of Unilever. The report analyzes how stakeholder engagement supports positive employee relations and assesses the impact of both positive and negative employee relations on different stakeholders, highlighting increased involvement, higher retention rates, and improved revenue generation as positive outcomes.

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:
ID:
Content
Introduction 1
1

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
2

Introduction
The employment relationship is referred to the situation where employees and
employer work together. It is required to develop positive relation so that
organisation can develop mutuality and trust among employees. Inter dependency
between employees enhance their creativity and eliminate misunderstandings and
confusions. Employment relationship can work as a legal link which binds diversified
employees altogether (Aloisi and Gramano, 2019). This report is based on Unilever
which is consumer goods multinational company. It was founded in 1929, 2
September by Lever brothers. It is headquartered in London, England and offer
products worldwide. The three main divisions which are classified by Unilever are
home care, foods and refreshments and personal care. This report will include
discussion about importance and value of employee relation along with the
explanation of fundamentals of employment law. Different duties, rights and
obligations are explained in context to employee and employer. How to manage
employment relations is discussed in this report by giving justified solutions.
Stakeholder analysis is carried out along with their engagement. The impact of
employee relation on stakeholder is also discussed in this report.
An explanation of the value and importance of employee
relations in application as well as explanation of the
fundamentals of employment law
Employee relations is important in an organisation as it improves the overall
productivity and performance. It develops better coordination between employees
which results in achievement of individual as well as collective goals. Employees and
managers willingly support each other which develop positive working environment.
It is important to focus on the needs and requirements of employees so that they get
motivated in order to perform operations in appropriate manner (Baran and
Czerniak-Swędzioł, 2020). Unilever understand the behavior of their employees and
provide them benefits according to their preferences as well as performances. They
have developed effective employee relation policies so that they can retain their
employees for longer period of time. It improves the commitment and loyalty among
customers towards organisation. This results in further growth and development of
an organisation. Unilever divide equal responsibilities and authorities among
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employees according to their abilities which lower down stress and burden. This
develop better relations as it eliminates discrimination and partiality which is
essential for growth of employees.
For example, Unilever also focuses on the training and development session
of their employees which develops their overall personality. Fundamental of
employment law involves legal rights and duties of both employees and employers. It
is responsible for growth and success of overall organisation by developing healthy
relations with each other (Bulun Tokkas, 2021). Unilever believes in equity and
diversity which promotes healthy work environment. The safety and well being of
employee is priority of Unilever which increase the rate of employee engagement in
an organisation. Fundamental of employment law improves the overall culture of
workplace which satisfy the behavior of their employees. Satisfied employees tend to
achieve targets in appropriate manner which is most essential positive factor.
In order to follow fundamentals of employment law, Unilever focus on the
feedback and reviews of their employees on regular basis. Managers communicate
with them about plans and procedures which develops better connection between
them. It is highly essential to maintain transparency between employees and their
respective organisation so that they can carry out operations in appropriate manner
(de Resende Chaves Júnior and et.al., 2020). Unilever provides some flexibility to
their employees in terms of working hours so that they can maintain their required
productivity. Different opportunities are given to them so that they can improve their
personality which contributes in their growth and development.
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 organizational examples
Organizations have to focus on the requirements of their employees on daily
basis so that they can develop employee friendly workplace. Unilever formulate
policies and rules for each and every employee in equal manner without any
discrimination. They protect the rights and interests irrespective of their religion, age,
race and gender. Unilever provides fair remuneration and right to privacy to all the
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employees which boost their morale. Their are some of the rights, obligations and
duties of employer are mentioned:
Fixed working hours: Every organisation should fix their working hour to a
particular extent so that employees can maintain their appropriate schedule
(Devereux and Wadsworth, 2021). Unilever offer rights to their employees that they
can work in particulate shift according to their preference. They pay extra amount as
incentives and compensations for extra working hours of employees.
Medical claim facility: It is important to provide medical claim facilities for
accidents and miss happening at workplace. Unilever takes this duty in serious
manner and provides safe environment to their employees which is free of threats
and risks. They provides necessary precautions so that they can minimize and
prevent accidents in appropriate manner.
Paid leaves: Organizations have to provide paid leaves to their employees so
that they can enjoy some flexibility. Employees can claim for those leaves according
to their schedule which maintains their efficiency and effectiveness. Unilever
provides various types of leaves such as privilege leave, sick leaves, mandatory
festive leaves, maternity leaves, etc.
Obligations, rights and duties of employees are as follows:
Discipline: It is the most important duty of employees that they maintain
appropriate discipline in an organisation (Gall, ed., 2019)(Kaufman, 2019).
Employees of Unilever ensures that they follow all the rules and regulations so that
they can can eliminates disturbances and chaos. Employees should become
responsible for their actions so that overall organisation can enjoy benefits. Proper
guidelines and policies should be followed so that discipline can be maintained.
Give and take relationship: Employees should respect their employers against
benefits which they get from them. Unilever ensures that they maintain a proper
decorum where each and every individual respect each other and follow all the rules
and regulations. It maintains appropriate trust and loyalty between employee and
employer.
There are various strategies are used by number of organizations which
maintain appropriate employee relation. Unilever uses some of those strategies
which are mentioned below:
Promote open communication: It is recommended that organizations should
allow their employees for two way communication which involves employees and
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employers. Unilever arrange meetings and sessions so that they can allow their
employees to provide their thoughts and reviews which improves employee relations.
Inspire and rewards: Employees tend to contribute their efforts in positive
manner when their achievements are recognized. It inspire them in order to achieve
goals and targets in proper manner (McCabe, 2018). Unilever provides various types
of rewards on the basis of their performance. It develops healthy relation which
improves the productivity directly. Unilever have established different categories of
rewards including bronze, gold, silver, etc.
Offer career development: Better opportunities motivate employees to higher
extent which is essential to built healthy relationships. Unilever provides attractive
opportunities to their employees according to their expertise which is positive factor.
The talents of employees are recognized which shows them better and improved
career path. Unilever offer various mentorship programs which develops new talent
and skills.
A stakeholder analysis for the organisation and analysis of how
stakeholder engagement and contribution can support positive
employment relationships
Stakeholder analysis refers to the process of evaluation and identification of
different stakeholders of an organisation. The interest and demands of stakeholders
are also analyzed so that organisation can fulfill them in best possible manner.
Unilever categorize and group their stakeholders according to their participation,
influence and interest (Micheli, 2020). They focus on maintaining proper interaction
and communication with them on regular basis so that they requirements can be
analyzed in effective manner. Stakeholders provides support and guidance to
organisation so that they can effectively accomplish their goals and targets. Unilever
give number of benefits to their stakeholders which increase the rate of engagement
towards organisation. It directly create great impact on the rate of employee
relationship due to their effective involvement. The stakeholder contribution support
positive employment relationships in number of ways such as decision making. They
provides qualitative and quantitative statistics which ensures accurate decisions.
Employees carry out operations effectively by eliminating mistakes and errors which
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develops better relationships. Relevant insights are provided by stakeholders which
are essential for the achievement of targets.
It prevents the delays of operations and projects which is essential for building
positive image in front of others. Positive contribution of stakeholders provides
guidance and road map to employees for better operations. The quality of operations
can be improved with the help of statistics provided by the stakeholders in given time
period. Unilever have retained their employees in organisation for longer period of
time which lower down the cost of hiring new candidates (Rincon-Roldan and Lopez-
Cabrales, 2021). It maintains the financial budget of an organization which is
essential for further growth. Unilever have number of stakeholders including
suppliers who provides equipment and raw material. It is necessary to maintain
healthy relations with them so that they can provide resources without any
disturbances. Getting appropriate resources on time develop interest of employees
in order to contribute their efforts. Involvement and contribution of stakeholders
provides better opportunities to build better employment relations. Unpredictable
surprises can be easily eliminated as stakeholders provides better evaluation of
external business environment.
Risk can be effectively managed with the positive contribution of stakeholders
which maintains accuracy. Operations can be carried out is smooth manner by
preventing threats. Employees become more responsible and accountable which is
positive factor for the expansion of business. Unilever maintains better goodwill and
trust in front of their employees by developing healthy relations with them. It
increases the engagement of individuals as well as groups so that they can give
creative ideas. Unilever innovate various new products and services with the
improved employment engagement. It attracts large number of customers which
directly adds to their revenue generation. Stakeholders provides various
collaborative approaches which involves each and every individual in the projects
and procedures. Innovation is the key to success and growth which can be
effectively supported by involvement of different stakeholders.
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An analysis of the impact of both positive and negative
employee relations on different stakeholders
Employer and employees enjoys various benefits with the help of employee
relations as it maintains better connection with their stakeholders. The revenue
generation rate can be easily increased due to the effective employee relation on
their respective stakeholders. Unilever experienced higher growth as employee
relations provides number of opportunities. The impact of positive employee relation
on stakeholders are mentioned below:
Increased involvement: Enhanced employee relation is responsible in the
involvement and contribution of stakeholders. Due to the higher involvement
organizations can easily increase the rate of profitability (Smejkalová, 2019).
Unilever have captured large market area with the positive impact of employee
relation. They provide ideas and creative thoughts to an organisation so that they
can accomplish their targets and objectives. Positive involvement increase the rate
of productivity and performance by guiding employees.
Higher retention rate: Stakeholders tend to contribute more efforts in an
organisation due to positive impact of employee relations. It assist organizations in
sourcing funds, materials and equipment in better manner. Unilever can carry out
operations according to the prescribed guidelines and rules so that they can prevent
risk and threats. All the stakeholders stay in touch with organisation for longer period
of time which builds positive brand image in the market. In order to retain
stakeholders, Unilever also provides various benefits and rewards to them so that
they can develop better relations.
Along with the positive impacts, there are various negative impacts of
employee relations on stakeholders. Unilever faces challenges in satisfying the
requirements of their stakeholders. There are number of negative impacts which are
mentioned below:
Compensation issues: It is one of the most common negative impact of
employee relations on stakeholders of organization. Unilever failed in providing
appropriate compensation to their stakeholders which disturbs their relations.
Regular incentives and compensations engage stakeholders for longer period of
time. It is important to focus on the requirements so that stakeholders also provide
equal benefits to their respective organisation. The decisions should be formulated in
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appropriate manner which can provide positive results. In order to maintain healthy
relations it is important to contribute equal efforts towards the establishment of
stakeholders.
Stock options and profit sharing: Several time stakeholders don't feel valued
due to less and inappropriate profit sharing. Increased employee retention can affect
the options which are provided to stakeholders. It lower down their confidence which
should be focused on prior basis. Stakeholders of Unilever should be the important
part of their profit sharing so that they can engaged in organisation for longer period
of time. Number of stock options should be provide so that they feel valued and
worthy.
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Conclusion
From the above report it can be concluded that establishment of healthy
relations at workplace is equally essential. It provides large number of benefits in
order to achieve success and growth. Organizations can minimize their negative
operations with the help of increased contribution of their employees. Working
environment can be easily improved in positive manner by maintaining healthy
relations at work place. All the rules and regulations should be followed in proper
manner so that they can eliminate issues and problems. This report discussed about
importance of employee relation at workplace and explanation of fundamental of
employment law along with the appropriate suggestions for their improvement.
Different types of duties and obligations are discussed in context to employees and
employers. Different ways are given in which employee relations can be managed.
Stakeholder analysis carried out and the impacts of positive employee relations are
discussed in this report. Both negative and negative impact of employee relations
are discussed in context to stakeholders.
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References
Aloisi, A. and Gramano, E., 2019. Workers without workplaces and unions without
unity: Non-standard forms of employment, platform work and collective
bargaining.
Employment Relations for the 21st Century, Bulletin of
Comparative Labour Relations,
107.
Baran, K. and Czerniak-Swędzioł, J., 2020. Reflections on the Protection of
Employment Relationship of Trade Unionists under the Amended Trade
Unions Act. In
New Forms of Employment (pp. 299-318). Springer VS,
Wiesbaden.
Bulun Tokkas, S., 2021. Effect of the Death of Parties on Individual Labour Law in
Employment Relationship.
Selcuk Universitesi Hukuk Fakultesi Dergisi,
29,
p.179.
de Resende Chaves Júnior and et.al., 2020. Evidences of the Employment
Relationship in the Era of Digital Platform Intermediation in the Braziliam
Labour Law: Cartography of Independence, Subordination and
Dependence.
Subordination and Dependence (August 31, 2020).
Devereux, H. and Wadsworth, E., 2021. Work scheduling and work location control
in precarious and ‘permanent’employment.
The Economic and Labour
Relations Review,
32(2), pp.230-246.
Gall, G. ed., 2019.
Handbook of the Politics of Labour, Work and Employment.
Edward Elgar Publishing.
Kaufman, B.E., 2019. A theoretical framework for labour, work and employment
research. In
Handbook of the Politics of Labour, Work and Employment.
Edward Elgar Publishing.
McCabe, D.M., 2018, July. Employee Rights and Justice in the Employment
Relationship–A Competitiveness Perspective. In
Competition Forum (Vol. 16,
No. 2, pp. 9-12). American Society for Competitiveness.
Micheli, F., 2020. When work is not enough. How negative decisions on international
protection applications affect the employment relationship of asylum seekers
in Italy and Germany.
Rivista del Diritto della Sicurezza Sociale,
20(1),
pp.169-184.
Rincon-Roldan, F. and Lopez-Cabrales, A., 2021. The impact of employment
relationships on firm sustainability.
Employee Relations: The International
Journal.
Smejkalová, L., 2019.
Pracovněprávní vztahy z hlediska optimalizace mzdových
nákladů: Employment Relationship in Terms of the Optimization of Wage
Costs (Doctoral dissertation, Brno University of Technology).
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