Employee Relations Report: Analysis of Employee Relations at Tesco

This report provides a comprehensive analysis of employee relations, focusing on the context of Tesco, a major UK supermarket. It begins by exploring different frames of reference, such as unitary and pluralistic perspectives, and their implications for employee relations. The report then assess...Read More

Employee Relations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ..........................................................................................................................................1
1.1 Different frames of reference explaining the implications of each of the perspectives .......1
1.2 Assess how changes in trade unionism have affected employee relations in the UK..........2
1.3 Explain the roles of the key players in employment relations..............................................4
TASK 2............................................................................................................................................5
2.1 Procedures an organisation should follow when dealing with different conflict situations 5
2.2 Explain the key features of employee relations with reference to this conflict situation......6
2.3 Evaluate the effectiveness of the procedures followed in resolving this conflict.................7
TASK 3............................................................................................................................................8
3.1Explain the role negotiation plays when collectively bargaining as in this conflict..............8
3.2 Identify various negotiation strategies and assess the impact of each strategy in light of
this conflict..................................................................................................................................9
TASK 4............................................................................................................................................9
4.1 Influence of the EU on industrial democracy ......................................................................9
4.2 Methods used to gain employee participation and involvement in the decision making
process ......................................................................................................................................10
4.3 Assess the impact human resource management approach has had on employee relations
...................................................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
.........................................................................................................................................................1
.........................................................................................................................................................1

INTRODUCTION
In recent era, employees relations provides guidelines, resolutions and consultation
techniques to company for resolving issues and obstacles in effective and efficient manner.
Further, healthy employee relationship helps in development of better communication between
supervisors and employers, correctively take action or decision, planning and so more. Due to, it
is required to be develop healthy relationship as well as should try to maintain effective working
environment for workers (Bach and Kessler, 2011). Additionally, this report will discussing
about different type of frames of references as well as will elaborating their better implications.
In this light, how the trade unionism have impacts on employees relations in UK, also it will be
defining in a significant manner. Further, in the development process of employee relationship,
in which some key players are participate that will be explaining. Apart from this, there will be
defining different solutions or sources for resolving issues and conflicts from company.
Additionally, role of negotiation and collective bargaining will be demonstrating. In this last, will
be elaborating how EU (European Union) affects on industrial democracy, how employee
relationship helps in decision making process as well as how human resource management
impacting on employee relations. Apart from this, there are TESCO has been chosen as a
organisation it is largest supermarket of UK (Høyrup and et. al., 2012)
TASK 1
1.1 Different frames of reference explaining the implications of each of the perspectives
At this time, every business firm seeks to be develop and maintain healthy working
environment in organisation. Due to, workers will significantly perform their tasks as well as
attain their decided targets in effective and efficient manner. Further, employee's working
performance and working surrounding co-related with each others. It assist to increase
productivity and profitability of a individual organisation. Better and effective employee
relationship assist to increase mutual understanding between employees and employers. But due
to, unhealthy surrounding and discrimination nature may be create conflicts and obstacles within
the organisation. These kind of negative situations might affects on working quality and
performance. Therefore, TESCO believes in to effectively conduct motivational activities and
functions for employees so they can easy to interact with superiors as well as can share their
issues and problems. Furthermore, there are two type of employee relationship frames like
1

Unitary and Pluralistic. Both these methods and techniques assist to develop mutual
understanding between employees and employers as well as aids to reduce conflicts from
company. Hence, these frames are explaining in the context of TESCO such as follows:
In the context of Unitary frame, as per this aspect all organisational powers and rights
have only in a one person, who can also known as owner of the company. This individual person
regulate and control their business firm as per their rules and regulations. Due to, all over
employees does not have any rights and powers to take any kind of decision regarding any
situation of the company (Edwards, Sengupta and Tsai, 2010). Hence, one of the main objective
or aim behind this aspect is to develop mutual understanding between employers and employees
as well as remove discrimination nature from organisation. With the help of this method, will
significantly develop coordination among workers and superiors due to they will perform their
task within unity and loyalty.
Another frame is Pluralistic, basically this method based on beliefs and norms of
employees. Due to, while implementing this aspect in organisation must be effectively consider
norms, values, culture, environment, ethics, views, ideas and so more. Additionally, in this
aspect trade unions of UK plays significant role because they are working for employee welfare.
Due to, trade unions helps to develop mutual understanding between employees, remove
discrimination nature as well as increase their motivation and confidence level in effective and
efficient manner.
1.2 Assess how changes in trade unionism have affected employee relations in the UK
Changes in trade unions are directly impacts on employee relations. Basically, trade
unions can be carried out as a society which is working for employee welfare (Pyman and et. al.,
2010). In which all members of trade unions are unite together for selected and individual
objective is that to provide protection, improving pay scale and develop equality between all
over employees. Further, in the mid of 19th century, all trade unions of UK was under control in
Moderate new model unions (Too many strikes and you're out: unpopular trade unions need to
tread carefully, 2017). Hence, in 1824 trade unions were become legal in this year large number
of employees were present at firm within the objective of get minimum salary as per the working
hours as well as without any discrimination nature. In the other words, different alternatives or
changes happened in trade unions which have been impacts on employees relations in TESCO.
2

Further, variances in trade unions are affected by macro environment factors which are represent
under follows:
Illustration 1: Trade unions membership level in UK
(Source- Samuel, 2017)
 Political and legal: Implementing of new rules and legislations in economy of UK,
which directly affects on employee relationship of TESCO in a significant style.
Therefore, government of UK has regulated and introduced some important polices and
rules for employees which is linked with providing equal opportunity and protection to
supervisors. Without legislations and rules might be develop conflicts and issues between
employees and employers. Thus, this kind of situations may be reduce profitability and
production of company (Donaghey and et. al., 2011).
 Technological: At this time, it is one of the important aspect fro every organisation
because every company seeks to be adopt new techniques and tools in their working
environment. Due to this, consequently reduce demand of employees. Therefore, in this
situation trade unions plays significant role because its working as a protector of workers.
Hence, when employee does not have jobs or works in this situation they like to prefer
lockout and strike. Both these aspects badly impacts on profitability and productivity of
organisation. Due to, it is necessary for every business firm must b manage and
understand their employees in effective and efficient manner.
3

1.3 Explain the roles of the key players in employment relations
To maintain and develop healthy relationship between employees and employers of firm
it is not easy for company. Because a individual person cannot significantly able to develop
mutual understanding and employee relationship (Budd, Gollanand and Wilkinson, 2010)
Therefore, several types of key players are participate in complying relationship which are shows
under follows:
 Managers: Basically, managers of the company plays significant role in the context of
developing employee relationship between employees and employers. Thus, managers of
the company have one of the major responsibility is to provide better working
environment to workers so that they can significantly perform their decided tasks.
Additionally, their duty is to develop healthy competition among employees in order to
enhance their motivation and confidence level towards their work. In the other hand, it is
required to be conduct some effective motivational activities and programmes for
employees. Because it helps to develop mutual understanding and healthy relationship
within the organisation. Moreover, this can be assist to attain goals and objectives of the
company in a significant way. Basically, managers of the firm have several rights and
powers as well as they know should to be deal with their employees also how to deal with
strike and lockout of company (Welch, 2012)
 Government agencies: Government of UK has introduced and regulated several polices,
legislations and rules which significantly followed by TESCO in its working
environment. Basically, it includes different laws or legislations such as child labour,
minimum wage rate, fixed working hours, equality act, anti-discrimination act, safety and
security and so more. All these legal rules and regulations helps to building healthy
relationship between employees and employers. Also it assist to increase sales and
profitability of firm in effective and efficient manner (Van Buren and Greenwood, 2011)
 Workers: In this context, workers have major duty is to perform their tasks within
loyalty and better quality which assigned by employers of the firm. Additionally, they
have responsibility is to significantly follow rules an regulations in while performing
tasks in organisation which introduced and enacted by management of TESCO. Further,
all workers must be take participate in different motivational programmes and activities
so they can encourage their working performance and quality. In this addition, this can be
4

negatively impacts on organisation when employees does not follow rules and regulations
in effective manner. Due to, it is necessary for every business firm must be manage and
develop healthy employee relationship. Apart from this, while developing employee
relationship in organisation must be effectively consider all these three aspects. Basically,
mutual understanding and healthy relationship assist to increase profitability and
profitability of firm (Saridakis, Muñoz Torres and Johnstone, 2013)
TASK 2
2.1 Procedures an organisation should follow when dealing with different conflict situations
In the company, different type of procedures and methods must be follows when dealing
with several conflicts and issues such as strike, collective dispute and lockouts. In the content of
collective disputes, it can be occur by different reasons such as ineffective relationship,
unhealthy environment, wrong work allotments, term and conditions etc. In these situations,
employees can raise their voice against organisation and will significantly develop negative and
conflicting situation for TESCO.
Therefore, conflicts can be develop when assigns simple rights and responsibilities to
female workers in organisation (Holland and et. al., 2011). This type of situation or conduction
might be develop conflicts and obstacle within the enterprise between employees and employers.
Thus, for dealing with these kind of issues and problems within company TESCO seeks to be
adopt different procedures and methods, due to they can effectively resolve their disputes in a
systematic manner. Before starting process in effective manner must be carried out a discussion
within the organisation after that will significantly find out appropriate solutions to resolve them
due to, it will be referred to executive director of human resource manger of TESCO. In order to
this, maximum 6 days limit allotted to HR manager for taking corrective and appropriate
decision for resolution issues and problems within effective and efficient manner. Thus, these
kind of disputes and problems are settle down within a systematic process. If with the help of this
process does not resolve problems then TESCO can be used different different procedure for
solving obstacles and disputes of organisation (Storey and et. al., 2010).
In this light, strike is another one dispute for organisation that can be take place within
effective entity. Sometimes, it may be happen TESCO have to face these kind of negative
situations and problems. Thus, employers have responsibility is to take corrective action and find
5

out appropriate solutions to resolve issues in a systematic style. This type of situation developed
due to some reasons such as when management of the firm does not provide flexible working
environment to employees as well as seeks to be extra works by workers without paying extra
benefits to employees. Due to, this kind of situations directly impacts on on staff members and
management of firm. Further, in order to resolve strike of company so that can be adopt
collective bargaining process.
2.2 Explain the key features of employee relations with reference to this conflict situation
As per above defined problems and issues of company that have been linked within
collective disputes. Further, in the content of TESCO there have dispute between male and
female employees due to the ineffective allocation of task (Kersleyand et. al., 2013). These type
of negative situations or conditions through develop negative environment between superiors and
supervisors. Additionally, also these affects profitability and productivity of firm. In this light, as
per the decided and selected negative situation of TESCO, it includes some key characteristics of
employee relationship which represent under follows:
 Hindering the relationship between male and female workers that are represent in
TESCO: In the organisation, conflicting and negative situation may affect relationship of
male and female staff members as well as impacts on their working performance. Female
and male employees of TESCO regularly raise voice against organisation regarding
ineffective allocation of tasks to them. Further, these situations and conditions affects on
employee relationship and their understanding level. Thus, it is required to be effectively
allot works and tasks to employees as per their capabilities and skills so that they can
significantly perform their task (Shah and Ghulam Sarwar Shah, 2010)
 Dissatisfied with the entity: This is another one dispute of selected organisation in
which female and male employees are dissatisfied within management system of TESCO.
Also it can be understand when management of TESCO does not effectively allocate
works to employees as per their capabilities, so that raise conflicts and problems within
staff members. Thus, this kind of situation will negative impacts on male and female
relationship. In this light, arbitrator plays significant role in solving issues and conflicts
of firm in effective and efficient manner. Apart from this, negative situations and
conflicts of company may be reduce profitability and productivity of firm due to it is
6

necessary to be resolve them with the help of appropriate solutions (Upchurch and
Marinković, 2011).
2.3 Evaluate the effectiveness of the procedures followed in resolving this conflict.
The effectiveness of process of TESCO helps to measured and identified collective
disputes from conflicting situations. For resolving organisational issues, company has taken help
from dispute handling procedure. Basically in which managers and employees take effective
within the company. In this stage of this process, managers of TESCO can share their opinions
and views with each others linked with ineffective allocation of work to female ad male
employees.
Furthermore, at the time of discussion staff members can ask managers of TESCO major
reason behind the developed conflicts and collective disputes. Thus, this conflicting situation of
firm can be resolved if employees of organisation agreed with provided reason by managers of
TESCO. In the other hand, if staff members are does not agree within the given reason after that
situation or problems will be referred to HR executive of organisation.
Therefore, with the help of this process significantly resolve issues and problems and its
positively impacts on company as well as staff members. For solving issues and conflicts in
effective manner, 6 days limit given to HR executive by the company. In this limited period have
to find out appropriate solution (Gilland Meyer, 2013). In the last stage of this process, collective
disputes in the organisation which occurred by some basic reasons that will be presented by staff
members or employees of firm so that will be handled by a effective team. Additionally, this
procedure adopted by the TESCO for resolving issues and problems within effective and
efficient manner. It helps to develop healthy environment in organisation also assist to create
mutual understanding between male and female employees.
In order to this, all conflicts and problems of company must be resolve in a systematic
manner. Because with the help of effective process can systematically understand basic reason
behind the development of collective disputes after that significantly choose appropriate
solutions for resolving them. It assist to increase profitability and productivity of the firm
(Colgan and McKearney, 2012).
7

TASK 3
3.1Explain the role negotiation plays when collectively bargaining as in this conflict.
Collective bargaining refers to, it is a process in which a group of workers considered
negotiations with employers of firm within the concept of employment. Basically, it can be
carried out as positive process in which staff members and employers can systematically discuss
together with business enterprise. In the context of collective bargaining process workers can
select stop step ward. It s one of the most important aspect for company as well as for employees
of the firm. With the help of this process, workers or staff members can significantly represent
their views and problems front of top management of company. It aids to increase mutual
understanding with employees and employers (Van De Voorde, Paauwe and Van Veldhove,
2012). Further, it directly helps to resolving conflicts ad obstacles of company with better
solutions as well as it assist to provide favourable environment to staff members so that they can
significantly perform their work. Collective bargaining can be known as a effective process
because it assist to solve issues and problems in a systematic manner due to company will easily
achieve their targets. Further, several roles of negotiation which is represented in collective
bargaining process which are discussed under follows:
 Negotiation helps company in terms of reaching a effective conclusion: In the context
given scenario, workers negotiate with employers of the firm basic objective behind this
is that find out better solution for resolving issues and problems in effective manner
which faced by workers. Further, with the help of negotiation process workers and
employers will significantly develop healthy relation as well as systematically
communicate with each others regarding issues and problems. So this process assist to
find out appropriate solutions for resolving collective disputes which being faced by
workers within organisation.
 Negotiation assists in enhancing effectiveness of the collective bargaining process:
Collective bargaining process has one of the basic and important aim is to resolve issues
and problems with better solutions. With the help of this process, staff members can
easily share their issues and problems to top management of the organisation. So, within
the workplace increase mutual understanding and healthy relationship between
employees and employers (Mishra, Boynton and Mishra, 2014). Further, employers are
significantly discuss with their male and female employees about ineffective allocation
8

of works. Therefore, collective bargaining process assist to increase overall working
performance and effectiveness of them. So they they can systematically perform their
tasks and attain their targets in systematic way. Part from this, collective bargaining
process plays significant role in every organisation because it assist to resolve issues and
problems within smart ideas and solutions. Also it helps to develop healthy environment
within the enterprise.
3.2 Identify various negotiation strategies and assess the impact of each strategy in light of this
conflict.
Basically, negotiation is the way in which systematically manage and resolve conflicting
situation within smart ideas and solutions. In order to this, different type of negotiation strategies
and method discussed in effective and efficient manner. Basically in which includes some basic
activities such as forcing, smoothing, compromising and so more. In the context of
compromising strategy, in this stage managers or top management does not take participate in
solving middle level issues and problems which faced by employees of the organisation. In this
method a individual person has to be compromise with their objectives and goals. Apart fro this,
is conflicts and issues like collective disputes in this situation company will select collective
bargaining process for solving obstacles and collective disputes of firm within a effective and
efficient manner (Marchington and Kynighou, 2012).
Negative environment and collective disputes impacting on employee's working
performance and their quality. So, it is necessary to systematically resolve them. In the context of
TESCO, there has been given situation of this organisation in this condition is is not easy to
motivate employees towards their task as well as does not allot more works to them. In the other
hand, negotiation process helps to provide better and healthy environment to workers as well as
helps to resolve collective disputes, problems and issues within effective solutions.
TASK 4
4.1 Influence of the EU on industrial democracy
Industrial democracy can also known as a effective structure in which includes business
enterprises where workers are significantly responsible to take corrective decision within the
workplace. European union is directly affects on industrial democracy in UK. Basically, at this
9

time, European union regulated and enacted their own rules and legislations which has be to
followed by employees of the organisation in effective and efficient manner. Further, industrial
democracy of UK significantly comply with guild lines issues and problems. If company does
not follows rules and legislations of industrial democracy then it have adverse impacts on
organisation such as strike and lockout by its employees (Pendleton and Robinson, 2010).
Therefore, cultural differences within different nations directly impacts on industrial
democracy in the country either positive or negative. For example, a organisation belongs to
different different nations in which company does not significantly focus on decision making
process. In the other hand, European union had enacted different rules and regulations which has
to be followed by every organisation if they does not follows, so that have adverse impact on
company and which can be done by its employees or staff members.
4.2 Methods used to gain employee participation and involvement in the decision making
process
Different type of method and techniques can be used in employee participation and
involvement in decision making process. It helps to achieve organisational goals and objectives
in effective and efficient manner. Basically it includes some considers techniques and method
such as attitude survey, suggestion methods, consultations and so more (Farndale and et. al.,
2011) .
Further, consultation can be carried out as an effective and important method which
adopted by the business firm for achieving organisational goals and encourage employee's
decision making process in effective and efficient manner. In this method, provide several
opportunities to staff members in to orders to represent their ideas and views on the front of top
management of the organisation. So they can improve their working performance and style in
appropriate manner. Basically, it helps to improve motivation and confidence level of employees
so that they can perform their tasks within workplace and attain their goals and objectives.
Apart from this, attitude survey in this method encourage to all employees of the
organisation so they can take participate in different business activities as well as can easily
share their views and ideas. This method can be considered as a performance evaluation
procedure of employees. Thus after knowing the perception and expectations of employees then
organisation can carry out different changes in existing polices and working style of company.
10

In this last, suggestion scheme is the last method or technique in which organisation can
increase motivation and confidence level of employees or its staff members. Additionally,
employees will significantly take participate in decision making process as well as they can
easily share their views and ideas within top management of organisation. Apart from this, all
these techniques or methods provide a effective base to all employees of the organisation so staff
members can effectively interact with top management of organisation as well as significantly
resolve issues and problems.
4.3 Assess the impact human resource management approach has had on employee relations
Human resource management is a effective and important concept for every organisation,
basically its directly impacts on employee relationship due to this staff members can easily
retained who are working in welfare organisations (Frenkel, Sanders and Bednall, 2013).
Furthermore, also it can be said that rules and polices developed by the human resource
department of TESCO which directly impacts on employees and employers relationship either
positive or negative in nature. Thus, when organisation provides better and effective working
environment to workers so that their motivation and confidence level consequently increased and
they significantly perform their works.
Healthy environment can be developed by different methods and appropriate culture
which is adopted by mangers of the organisation. Thus, better culture and surrounding helps to
increase motivation level of staff members as well as enhanced their working performance.
Hence, selected employee relationship perspective which adopted by HR department of cited
organisation it impacts on employee and employers relationship. For better and effective
employee relationship development business firm can be used pluralistic frame. With the help of
this method can significantly improve working performance and motivation of staff members.
Apart from this, if company adopt unitary employee relation frame so with the help of this can
systematically developed and maintained employee relationship within effective and efficient
manner. In order to this, human resource management helps to manage and develop healthy
employee relationship so that they will significantly perform their task. Additionally, it assist to
resolve issues and problems with the help of smart solutions.
11

CONCLUSION
From the above mentioned report it has been concluded that actual importance of
employee relationship within the organisation. Further, it has become more necessary for every
firm to develop better relationship between employees and employers, so staff members can
carried out their operations in effective and efficient manner. In this addition, employee relation
strategies aims and objectives can be attained easily. Thus, TESCO has been provided better
services and facilities to their customers as per their requirements by its staff members. It assist
to increased profitability and productivity of business organisation. In the other hand, TESCO
has been adopted unitary and pluralistic employee relation methods within organisation for
increasing working performance as well as for maintaining employee relationship in a significant
style.
12

REFERENCES
Books, Online and Journals
Bach, S. and Kessler, I., 2011.The Modernisation of the Public Services and Employee Relations:
Targeted Change. Palgrave Macmillan.
Budd, J. W., Gollan, P.J. and Wilkinson, A., 2010. New approaches to employee voice and
participation in organizations.Human Relations.63(3). pp.303-310.
Colgan, F. and McKearney, A., 2012. Visibility and voice in organisations: Lesbian, gay,
bisexual and transgendered employee networks.Equality, Diversity and Inclusion: An
International Journal.31(4). pp.359-378.
Donaghey, J. and et. al., 2011. Reconceptualising employee silence: problems and
prognosis.Work, employment and society.25(1). pp.51-67.
Edwards, P., Sengupta, S. and Tsai, C. J., 2010. The context-dependent nature of small firms’
relations with support agencies: A three-sector study in the UK.International Small
Business Journal.28(6). pp.543-565.
Farndale, E. m. and et. al., 2011. The influence of perceived employee voice on organizational
commitment: An exchange perspective.Human Resource Management.50(1). pp.113-
129.
Frenkel, S., Sanders, K. and Bednall, T., 2013. Employee perceptions of management relations as
influences on job satisfaction and quit intentions.Asia pacific journal of
management.30(1). pp.7-29.
Gill, C. and Meyer, D., 2013. Union presence, employee relations and high performance work
practices.Personnel Review.42(5). pp.508-528.
Holland, P. and et. al., 2011. Employee voice and job satisfaction in Australia: The centrality of
direct voice.Human Resource Management.50(1). pp.95-111.
Høyrup, S. and et. al., 2012.Employee-driven innovation: A new approach. Palgrave Macmillan.
Kersley, B. and et. al., 2013.Inside the workplace: findings from the 2004 Workplace
Employment Relations Survey. Routledge.
Marchington, M. and Kynighou, A., 2012. The dynamics of employee involvement and
participation during turbulent times.The International Journal of Human Resource
Management.23(16). pp.3336-3354.
Mishra, K., Boynton, L. and Mishra, A., 2014. Driving employee engagement: The expanded
role of internal communications.International Journal of Business Communication.
51(2), pp.183-202.
Pendleton, A. and Robinson, A., 2010. Employee stock ownership, involvement, and
productivity: An interaction-based approach.ILR Review.64(1). pp.3-29.
Pyman, A. and et. al., 2010. Industrial relations climate, employee voice and managerial
attitudes to unions: An Australian study.British Journal of Industrial Relations.48(2).
pp.460-480.
Saridakis, G., Muñoz Torres, R. and Johnstone, S., 2013. Do human resource practices enhance
organizational commitment in SMEs with low employee satisfaction?.British Journal of
Management.24(3). pp.445-458.
Shah, N. and Ghulam Sarwar Shah, S., 2010. Relationships between employee readiness for
organisational change, supervisor and peer relations and demography.Journal of
Enterprise Information Management.23(5). pp.640-652.
13

Storey, D. J. and et. al., 2010. Linking HR formality with employee job quality: The role of firm
and workplace size.Human Resource Management.49(2). pp.305-329.
Upchurch, M. and Marinković, D., 2011. Wild capitalism, privatisation and employment
relations in Serbia.Employee Relations.33(4). pp.316-333.
Van Buren III, H. J. and Greenwood, M., 2011. Bringing stakeholder theory to industrial
relations.Employee Relations.33(1). pp.5-21.
Van De Voorde, K., Paauwe, J. and Van Veldhoven, M., 2012. Employee well‐being and the
HRM–organizational performance relationship: a review of quantitative
studies.International Journal of Management Reviews.14(4). pp.391-407.
Welch, M., 2012. Appropriateness and acceptability: Employee perspectives of internal
communication.Public Relations Review.38(2). pp.246-254.
Online
Too many strikes and you're out: unpopular trade unions need to tread carefully, 2017. [Online].
Available through: <http://www.telegraph.co.uk/news/2016/08/10/too-many-strikes-
and-youre-out-unpopular-trade-unions-need-to-tr/>. [Accessed on 28th September,
2017].
14

15