Employee Relations in Tesco: Rights, Duties, and Stakeholder Analysis

This report examines employee relations within Tesco, a retail company. It begins by highlighting the value and importance of employee relationships, discussing how strong relationships contribute to employee loyalty, reduce conflict, enhance productivity, increase motivation, and build a strong brand image. The report then delves into fundamental employment laws applicable to Tesco, including the Employment Rights Act 1996, the Equality Act 2010, Labour Law 2020, and Workplace Safety regulations. It also explores the rights, duties, and obligations of both employers and employees, such as providing services, competence, and subordination for employees, and remuneration, safe working environments, and leave provisions for employers. The report further analyzes stakeholder engagement and its contribution to positive employment relationships, and discusses the impact of positive and negative employee relations on different stakeholders. The report emphasizes the significance of maintaining a positive work environment and adhering to employment laws to foster a productive and harmonious workplace.

Employees Relation

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
SECTION -1....................................................................................................................................3
LO1..................................................................................................................................................3
P1 Value and Importance of employee’s relationship within firm..............................................3
P2 Fundamental of employment law...........................................................................................4
M1 Suggestion the way organisation can improve employees relations.....................................5
LO2..................................................................................................................................................6
P3 Different types of right, duties and obligation on employees and employer within
workplace.....................................................................................................................................6
P4 Appropriate advice related to rights, duties and obligation of employment relationships.....8
M2 Psychological contract and support for employees work life balance in relation to rights,
duties and obligation....................................................................................................................9
SECTION- 2....................................................................................................................................9
LO3..................................................................................................................................................9
P5 Stakeholder analysis...............................................................................................................9
M3 Stakeholder engagement and contribution can support positive employment relationship 10
LO4................................................................................................................................................11
P6 Impact of positive and negative employee relations on different stakeholders....................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................12

INTRODUCTION
Manager is responsible for maintaining strong relationship between employer and
employees of firm so that various tasks can be completed within limited time frame and overall
objectives can be achieved. There are various types of rights, duties and obligation that needs to
be performed by both employer and employees for smooth employment relationship. Both
internal and external stakeholder such as customers, employees and management contribute
towards building strong and positive employment relationships. This report is about Tesco which
operates its business in retail sectors provide large varieties of products and services such as
clothing, food and home care. It have discussed about importance and value of employees
relations and fundamental employment law that applies to Tesco. It has also covered information
related to different types of rights, duties and obligation that both employees and employer has
within workplace. At last report has discussed about role of different stakeholders in negative
and positive employment relationship.
MAIN BODY
SECTION -1
LO1
P1 Value and Importance of employee’s relationship within firm
Tesco HR manager have also emphasis on maintaining strong relationship between
employees so that they can be motivated to work co-ordinately towards achievements of
common goals. Strong and healthy relationship between diverse individual provide benefits to
entire organisation such as increase in sales volume, production and profitability (Andrew,
2017). Therefore various points that illustrated value and importance of employee’s relationship
in Tesco are explained below:
Helps in retention of employee loyalty: One of the greatest benefits of strong employee’s
relationship within Tesco is retention of employee’s satisfaction level. Most of the people like to
be socialised so employees that are working in Tesco have strong relationship with each other so
they are motivated to come within firm. Strong relationship has contributed in maintaining
loyalty of employees thus reduces overall labour turnover and chance of absentees in the
organisation. Highly skilled, experienced and knowledgeable employees work with Tesco for
longer period of time that have lead to better performance and increase in profitability of firm.
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Reduce amount of conflict: Another importance and value of strong relationship in Tesco is
reduction in amount of conflict among employees regarding specific task that need to be
followed by each individual (Tsitmideli and et.al., 2017). Most of the individual in Tesco at their
personal level reduces conflict that arise while working thus other employees can easily devote
their time, efforts and energy in completion of their task and achievements of company goals.
Enhance overall productivity of firm: It can be stated that positive relationship between
management and employees of Tesco have lead to increase in productivity thus helps in
satisfying needs of large number of customers that are living across different places. Employees
of firm are happy and satisfied with operation of firm thus they are ready to give their best for
growth and success of enterprise.
Increase motivation level: Open and transparent communication, better relationship lead to
raise morale and motivation level of employees to make optimum utilisation of resources so that
maximum value can be delivered to end users (CYap, 2016). There are several individual that
feel important and valuable for organisation thus they devote their extra energies, efforts for
benefits of organisation.
Contribute in building strong brand image: It is other point that stated about value and
importance of employee’s relationship that is helps in building strong brand image of firm in
competitive market. Strong relationship with Tesco ensure quick and better deliver of qualitative
products and service to end customers thus helps company in gaining competitive advantages.
Satisfied employees of Tesco put efforts to deliver best services and promote company products
so it have attracted existing as well as new customers to be part of firm.
P2 Fundamental of employment law
Employment law is types of law that have been made by government in order to
effectively regulate relationship between employees and employer of firm. It explained about
key information such as what are duties that are expected from employees to be performed by
employer and thing that employer might ask to employees to performed at work so that company
can attained its respective objective (What are duties of employees and employer?, 2019).
Therefore there are various fundamental employment law that apply to Tesco can be illustrated
as follows;
Employment right, 1996: It stated about specific rights of both employer and employees that
are working in firm so that no more confusion or contradiction can be created in future
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circumstances. Tesco HR manager have ensured that all rights are given to employees so that no
complication can be arise or to avoid penalty. Such as HR manager does terminate or dismissal
employees on unfair basis, provide equal right and chance to share their respective feeling and
ideas to others.
Equal Act, 2010: Another law that have been in fundamental of employment law of Tesco is
provides equal opportunities to all individual that are working in enterprise. There should be no
discrimination among worker regarding payment of wages, chance to share their feeling or
opportunity to perform specific task (Kim and Kim, 2016). HR manager of Tesco have treated
each individual equally that have lead to enhance satisfaction and motivation level of employees
that are working in firm.
Labour law, 2020: It have stated about task, duties and responsibilities that need to be
performed by each individual within enterprise for specific period of time in order to get sum of
money. Tesco HR manager has clearly stated in employment contract the task that need to be
completed by specific individual for particular amount of wages.
Workplace safety, 1974: The fundamental of employment law also include necessary
information related to workplace safety and security so that no harm or threat can be caused to
individual that are working in enterprise (Eldor and Harpaz, 2016). Therefore, manager of Tesco
have ensured that various steps are taken in organisation to provide safe, secure and healthy
working environment to employees for their effective performance.
M1 Suggestion the way organisation can improve employees relations
Tesco can improve employee’s relations by stating each task that need to be completed
by specific individual and the way they have to work in team for achievements of objectives.
Various motivation techniques and theory can be used by Tesco manager to motivates and
inspired employees to work as a team for common goals are job design, rewards and encouraging
employees to actively take part in decision of firm(Hejase and et.al., 2017.). Manager can make
use of monetary incentive, good working environment to motivate individual to work hard for
growth and success of organisation. Leaders of company by inspiring more and more people to
work in group or distributing task among specific individual, taking feedback can able to
improve their relation.
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LO2
P3 Different types of right, duties and obligation on employees and employer within
workplace
There are several types of right, duties and obligation that need to be followed by both
employer and employees in workplace so that company can gained competitive advantages.
Some of duties performed by employer and employees of Tesco can be stated as follows:
Duties and Obligation
Services: One of the most important duties of employees is to perform respective task for which
it have been hired within organisation for specific period of time frame. Task or duties that need
to be completed by each individual is clearly specified in employment contract thus they
performed desired action within limited time.
Competence: Another duty of employees is to make optimum utilisation of their capabilities and
skills while performing their respective task (Bryson, Forth and Stokes, 2017). Manager by
continuous supervision and monitoring make ensure that each individual within firm make best
use of their knowledge and capabilities to render its services.
Subordination: It is obligation of employees of Tesco to follow command and order passed by
superior or top management that is lawful and moral and does not cause harmed to other
individual that are working in enterprise.
Duties and obligation of employer
There are certain moral duties and obligation that need to be performed by employer so
that diverse individual can be motivated to give their best for completion of task and
achievements of objectives. Several duties and obligation that are performed by employer of
Tesco are:
Remuneration: It is one of the most essential duties that have been fulfilled by employer of
company which have contributed in retention of highly skilled, knowledgeable employees in the
firm. Employer has paid equal and attractive remuneration, incentive to various employees that
have work for enterprise growth and success in retail sectors.
To provide safe and secure working environment: It is moral duty of employer to provide safe
and secure working environment to employees that are working in enterprise. Employees are
most important resources for any organisation so ensuring their safety and security is one of the
important priorities of employer (What are duties of employees and employer?, 2019). Therefore
6

employer of Tesco by providing safe and secure working environment is able to reduced chance
of injuries and harm to individual thus motivates them to work hard.
Provision for leave: As per employment act it is duty or obligation of employer to provide
several leave such as paid leave, sick leave, and family responsibility leave to employees for
their better health and wellness (Wang, Xu and Wang, 2020). So, Tesco in its employment
contract have specified number of leave that employees can enjoy during particular year.
Rights of both employees and employer
 It is right of employees of Tesco to have safe arrangement while making use of harmful
substances that can adversely affect health and well being of individuals. On the other
hand it is right to employees to punish employees that have make use of technology,
resources or substance that should not be used before prior permission.
 All necessary information important for employees need to be delivered by employer
such as training, amount of wages paid, number of hour they have to work in firm and
safety measure taken by company. At the same time it is right of employer of Tesco to
get information related to actual performance of employees or other that are essential for
enterprise.
 Another right of employees of Tesco to have safe and secure working environment where
they are not discriminated on basis of gender, caste and religion (Fiaz, Su and Saqib,
2017). They have equal rights to get opportunities for growth and development of their
skills and capabilities and wages.
 Both employer and employees of firm have right to access various national and public
holidays for having rest and fun.
 Tesco employees and employers need to provide respect, recognition and reward and
gratitude to each other for their specific presence within enterprise.
 Employer have right to delegate roles and responsibilities that need to be performed by
various individual and ask or punish employees in case they are not able to fulfil their
respective responsibilities. Employers can also ask employees about necessary detailed
that are required for it to be part of enterprise such as mental health condition, address,
bank detailed for fulfilment of company requirements (Bušatlić and Musić-Kilic, 2018).
At the same time employees have also right to get information about enterprise long term
vision and mission.
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P4 Appropriate advice related to rights, duties and obligation of employment
relationships
Various advices for rights, duties and obligation that needs to considered by management
of Tesco for better employment relationship and growth of firm can be explained below:
Good faith: It can be stated that it is moral obligation or duty of employee to be honest towards
other employees and managements thus need not avoid task that caused harm to other or break
relationship (MOHAJERAN, 2017). Therefore employees of Tesco needs to honestly and openly
shared their view, ideas that are best interest of business so that company can easily grow and
expand its operation in competitive market.
It is duty of employer to plan for growth of employees: Employer of Tesco by using
information technology can easily monitor performance and productivity of each employee that
are working in firm. Thus, by using innovative technologies it can planned ways or training
method that can be used for growth and development of skills of employees.
Manager should give right to employees to openly communicate: Tesco HR manager needs
to provide open and transparent working environment to employees to easily communicate or
share their respective feeling so that they can feel themselves important part of enterprise
(Atiyah, 2016). They should also have right to know about future plans and vision of firm so
that they can prepare themselves from various changes.
Employer needs to provide more guidelines: It can be advice to Tesco employer that it should
provide better guideline, direction regarding the way various task needs to be performed within
organisation so that they can get confidence to complete task. Proper guidance and training,
development program organised by firm contributed in minimising amount of errors and
mistakes thus helps in delivering maximum value to customers.
Avoid unethical practices: Both employees and employer of Tesco need to follow ethical
practices while performing their respective function so that no harm can be caused to other
individuals. Employees should avoid activities that can put themselves as well as other people in
danger for long term growth and expansion of firm. They should also do not leak essential data
and information to others as it can adversely impact on company goodwill and brand image in
retail sector.
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Work life balance: Employer need to think strategies that can contributed in effective work life
balances so that they can enjoy their personal and professional life in best possible manner. It is
duty to recruit and retained employees in pandemic situation of Covid -19 for their safety and
security.
Ensure safety and security: Another advice regarding duties and obligation that needs to
consider by employer of firm is that plan new methods that can be used to implement zero harm
within enterprise. Or various method that can be used to make employees feel secure and safe
within firm such as insurance policy, social distancing, danger sign to avoid future accident and
injuries. Break after regular internal, peaceful, friendly and supportive environment are some
other steps or duties that need to be followed by employer of firm. Due to CORONAVIRUS
health of employees are negatively affected so its employer duties to take all crucial measure that
could ensure their health and safety.
M2 Psychological contract and support for employees work life balance in relation to
rights, duties and obligation
Psychological contract is type of unwritten document as it includes set of expectation of
both employer and employees. Therefore it consists of mutual belief and perception of
employees and employer towards each other within organisation. So, one of the duties for
effective implementation of psychological contract and satisfaction of employees needs is better
communication (Zeffane and Melhem, 2017). Both employer and employees by sharing their
respective feeling, ideas and opinion to each other’s is able to understand each other perception
and expectation thus contributed in effective achievements of Tesco goals. Recently , most of
workers expect that they should have flexible working hours so that they can have work life
balance. Due to number of stress at working place they feel tired and in-active to manage their
daily life thus less motivated to be part of such a organisations. Therefore, it is right of employee
to have balance work life at the same time it is duty of employer to give employees various
holidays, time to have fun and enjoyment. Provide good working environment, flexible working
hours so that employees can manage their work life and stay happy, satisfied and motivated to
work for growth of firm.
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SECTION- 2
LO3
P5 Stakeholder analysis
Stakeholder analysis is types of framework that is used to evaluate and analysis interest,
value and participation of each stakeholder within firm. There are various stakeholder of Tesco
such as employees, customers, investors, competitors, suppliers and government that have
different level of participation and interest in the organisation (MOHAJERAN, 2017). Therefore
stakeholder analysis framework is used to indentify key stakeholders that have high interest and
participation within firm so that various action or decision can be taken for benefits of enterprise.
Such as:
High power and low interest: These are types of stakeholders that have more power, position to
influence operation and strategy of firm but are less interest in growth and profitability. Tesco
have such types of stakeholders such as customers and competitors that have huge impact on
performance of enterprise. Like due to change in preference and needs of customers company
have to make changes in its strategy in order to sustain its business. Competitors by launch of
new products can easily attracted new customers so it can influence profitability and sales
volume of Tesco. Therefore both, customers and competitors are neither interested in growth of
enterprise so such types of stakeholders need to be informed about changes and keep satisfied so
that no harm can be caused to firm.
High power, High interest: Stakeholders of firm that have highest power and interest in firm
operation are classified under this head. For examples investors and directors are two
stakeholders that have more power to take appropriate decision for growth and success of firm
(Bryson, Forth and Stokes, 2017). Investors have invest their capital in business for its operation
so they have high interest to get all crucial information such as whether company is earning
profit or not, its actual performance, cost incurred and profit earned during financial year, etc. to
know about return on investment made. Directors are individual that take most important
decision for Tesco and invested some amount of money in share so manage them closely and
work together.
Less power, more interest: There are some stakeholders of organisation that have less power to
take decision for operation of business but are more interested. Such as Employees and suppliers
of Tesco that have more interest to get to know about actual performance of enterprise, overall
10

profitability, market share, brand image and credibility. Employees need all such information to
ensure its future growth and development opportunity in particular enterprise (Fiaz, Su and
Saqib, 2017). On the other Supplier needs information to know that whether company is able to
make payment for various purchased its have made and take decision regarding amount of credit
provided to Tesco. Therefore, both employees and suppliers have less power to influence
decision and activities of firm so they need to be monitors on continuous basis and sufficient
efforts need to fulfilled their requirements.
Less power and less interest: Support service provider and consultancy have less power and
less interest in operation of Tesco so they need to be informed about useful information of firm
for effective function and achievements of goals.
M3 Stakeholder engagement and contribution can support positive employment
relationship
Stakeholders such as employees, management or directors and consultancy can contribute
in building positive employment relationship. Employees in order to grow and enhance their
wages may develop positive relationship with top management. At the same time directors will
take several actions and steps to coordinate or established strong relationship between employer
and employees so that firm can gained competitive advantages in environment (Ashwood, 2017).
Therefore it can be stated that stakeholder engagement and contribution can lead to creation of
positive employment relationship in Tesco.
LO4
P6 Impact of positive and negative employee relations on different stakeholders
There are various parameters which can be understood widely as positive and negative
factors within employee relations which impact various stakeholders profoundly onto wider
paradigms through which Tesco company efficiency goals and values are also impacted widely.
These can be discussed as follows: Employees: Positive employee relations within Tesco company will enable to bring on
wider functional synergy of innovation thinking potentialities and also profoundly
focusing to bring on wide diversity of actions. Positive employee relations boosts
employee morale with new synergy of motivation and functional approaches where
reflectively there are various goals enriched with new working efficiency and new
technical advancement. Leaders and employees work with an integral work parameter
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where relatively there are various functional operations which demand efficient goals
completion and strong work synergy within new quest goals and higher productive quests
which positively builds their relations and commitments towards their roles. Negative
employee relations on other hand however decreases morale and efficiency within their
skills, learning aptitudes and work goals towards diverse actions and keen paradigms of
actions within company production targets (Freudenreich, Lüdeke-Freund and
Schaltegger, 2019).
 Managers: Positive employee relations impact managers positively onto various factors ,
which are one of the most important stakeholders at Tesco as the employees and
managers together are able to work with new relative goals and functional synergy of
actions. Managers when highly working with positive strong employee relations within
company are able to profoundly build on diverse actions and functionally developing
new relative goals of actions. The negative relations with employees may widely
decrease employee and mangers working relations onto wider paradigms, where it will
keenly decline Tesco profits also within longer time period. This may also lower efficacy
and cooperative actions synergy for bringing on new ideas, wider goals actions and to
potentially enhance new creative actions.
 Customers: The positive employee relations within company also profoundly promotes
strong business relations with consumers onto various grounds where diverse functional
standards can be reached by company targets onto wider goals and higher profitability.
The customer goodwill is enhanced when employee relations are strongly built onto new
determinants with efficiency goals and new relative quest is built within consumers
services, as employees are motivated to bring on diverse platforms . Customers as one of
the most important stakeholder within company are widely important for gaining
confidence within functional standards with positive employee relations built on and for
bringing on wider working avenues through which Tesco will be able to bring on new
functional goals, higher creative work thinking avenues. Negative employee relations
decreases customer satisfaction and goodwill for company services as there is wide fact
of decline recognised within consumer’s appreciations and employee services for higher
productivity and new pertaining synergy for new actions of innovations. The negative
12

employee relations will decrease consumer goodwill for Tesco as it will also have wide
decline for rather higher innovative services and factored growth avenues within
working synergy goals (Jabbour, Seuring and Izeppi, 2020).
 Government: Tesco need to adhere to all legal obligations and industry rules for gaining
effective business standards, serving with best services standards for generating
functional working scenarios. Government being one of the most important stakeholder
shall be given high focus within business scenarios by Tesco business parameters which
will avail wider business factors and strengthen stronger synergy which also builds new
working efficiency.
 Shareholders: All shareholders within TESCO shall be given accurate business
informations and focus yielding new working goals among major paradigms which
enable to generate larger goodwill goals. The shareholders shall be given all
informations pertaining onto company resources which leverage stronger technical
exploration paradigms further.
CONCLUSION
From the above discussion and analysis it can be concluded that strong relationship
provide varieties of benefits to company to grow and sustain business for longer period. There
are numerous stakeholder of firm that have respective level of participation and interest in
function or activities of organisation. It is suggested from above report that both employees and
employer need to follow their respective duties, obligation and rights for smooth operation of
business.
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