Individual Report: Employment Relations Analysis at Aston Martin

This report provides a comprehensive analysis of employment relations within Aston Martin, a British luxury car manufacturer. It begins by outlining the importance of employment relations and fundamental employment laws, emphasizing the significance of employee engagement and loyalty. The report then delves into the rights and duties of both employers and employees, exploring the psychological contract and mechanisms for effective employment relationship management. A stakeholder analysis of Uber is included, examining their contributions to building positive employment relationships. Finally, the report assesses the positive and negative impacts of employment relationships on stakeholders, and the role of employee relations in conflict resolution, providing a holistic view of employment dynamics within these organizations.

bmp6005 Individual Report

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK1.............................................................................................................................................1
Importance and fundamental employment laws of Aston Martin...............................................1
TASK2.............................................................................................................................................3
Rights and duties of employer & employees, psychological contract and mechanism for
employment relationship management.......................................................................................3
TASK3.............................................................................................................................................5
Stakeholder analysis of Uber and their contribution in building positive employment
relationships within the firm.......................................................................................................5
TASK4.............................................................................................................................................7
Positive and negative impact of employment relationship on stakeholders and impact of
employee relations on conflict resolution of Aston Martin........................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Employment relationship is refers as the formal link or relation between employers and
their employees that plays prominent role in effective operation of activities and processes within
organisations that has an impact on goal achievement of business (Brockmanand 2020). This is
created on the basis of mutual agreement between employees and employer towards work to be
done under the assistance and supervision.
Aston martin is British manufacturer that is developed in 1913 by Lionel Martin &
Robert Bamford with its headquarter based in Gaydon, UK. The company is independent
manufacturers of luxuries sports cars and grand tourers and provides luxury, comfort and rich
heritage with its products and services.
This report is based on the topic “employment relations”. Importance and fundamental
employment laws of Aston Martin are defined with essential rights and obligations of employees
as well as employers. Further analysis of stakeholder and their contribution and engagement
within organisation, positive and negative impacts of employee relation on business stakeholders
are considered within the report.
TASK1
Importance and fundamental employment laws of Aston Martin.
Employee Relation -It is defined as when organization's make efforts to maintain a
constructive state with their employees. It makes the individual's to become more engaged
towards work and creates company loyalty in them. By maintaining a healthy relationship which
makes them more happy and leads to contribute more into firm (Cafferkey and et. al., 2019). HR
department supervises them hence resolves their disputes and other grievances. They also
manages conflicts and takes adequate steps to apply them into workplace which makes employee
more effective.
Importance of Employee Relation - It plays a vast role in every company as it makes
worker more productive. Managers develops a healthy relationship which their team which
generates employee engagement, satisfaction, retention, advocacy and empowering their
members. Thus it creates employees performance efficient which leads to increase growth of the
business and their profitability. Good management creates effective relationship between
employee and a employer which makes an sound environment for them. Companies with a well
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structured administration tends to enjoys increase in revenue and productivity. Employers can
also provide appropriate feedback to make them worker harder to achieve the set goals.
Employee relation makes the staff understands the vision and mission of organization which
creates brand awareness and visibility. Open communication makes them feel involved and
secured about their job. They makes them to manage their work thus forms effective decisions to
attain their own goals.
Fundamental Laws of employment - It is the set of laws that regularize relationship
between a employee and employer. In context of Aston Martin they have fair fundamental laws
of employment to increase employee retention which makes them contribute more to
organization (Chen and et. al., 2020). Company has formulated various laws which will be
further elaborated below :
 Forced Law – Aston Martin has a direct rule for physical abuse towards employees. It
defines that any kind of abuse into workplace will not be tolerated which makes the
working environment more healthy and safe for their workers.
 Freedom of Association and collective bargaining - Company respects employees
freedom of association within a trade union. It further states that it will work effectively
with recognized trade union representations to assure that are protecting employees
interests.
 Health and Safety- It is a mandatory factor for all individual's to contribute more
towards creating a harmless working environment to meet general standards. This is
important to protect organization's reputation and check no workers can end up in a
unsafe circumstance (Chen, Chen and Yang, 2019).
 Harassment - Company has a zero-tolerance policy for harassment and bullying within
workplace to give the workers reassurance that if something happens firm will guard for
their interests and protection.
 Anti-Corruption – Aston Martin Conducts all of its exercises with morality and honesty
which leads to create a fairly professional environment for individuals. All transaction in
the organisation must be made under the rule of integrity thus any form of bribery is not
acceptable within workplace.
 Discrimination – It provides equal opportunities to all the members and is against any
kind of discrimination amongst employees.
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As per the above discussion organization's shall implement effective fundamentals law of
employment to create employee satisfaction and loyalty towards the company. Organizations
have to enforce effectual laws to generate individuals trust and loyalty to increase the
productivity. Important laws to be implemented to make business run for the long-term is forced
law which means any kind of abuse will not be supported within the workplace which will
encourage employees to give their best to the company.
TASK2
Rights and duties of employer & employees, psychological contract and mechanism for
employment relationship management.
Employer: It is refers as the person or enterprise in private, government, non-profit and
business sector that holds the responsibility of higher and pays of personnel in exchange of their
work. Right and obligations of employers of Aston Martin are explained below:
Rights: Employer have variety of rights over employees or staffs such as- right of hiring
or employed someone, delegating responsibility and authority, managing and controlling
behaviours & performances of other, right to dissolve, terminate contract of employment due to
unethical act or behaviour within organisation (De Prins, Stuer and Gielens, 2020). For instance
employer of respective firm has an right to hire and fire employees, terminate their contract in
case of founding a employee engaged within fraud, criminal activities or some other.
Duties & obligations: Employer have some duties and obligations also towards their
employees or subordinates. These obligations includes provide minimum wages & salary to
employees, providing safety and healthy working conditions, giving them necessary
compensation for boosting their performance or productivity. Employer is also liable for
accomplishment of business objectives as per the setting standards within specified time. For
instance it is the responsibility of employer of respective business to give compensation if and
employee injured at work place due to lack of proper safety measures.
Employee: An individual that is employed or hired by other person or organisation for
work with coordinates and cooperation towards achievement of common objectives in return of
wages & salary. Employees have various rights & duties towards their employer are discussed
below with respect to Uber Technologies Inc.
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Rights: Employees posses the right to take remunerations and benefits for their immense
contribution within goals achievement. There are also some other rights of employees includes
health & safety, minimum wage and salary in return of work done by them, essential leaves such
as- sick & emergency, maternity & paternity leaves, paid holidays for enhancing moral.
Duties & obligations: On the other side employees have some duties and responsibilities
towards their employers or organisation. It is the responsibility of employees to report their
seniors for work done by them, liability to follow the rules and norms of business, working with
required capacity & efficiency, responsibility to follow instructions of seniors and working with
mutual co-ordination and cooperation so as to achieve business objectives.
Psychological contract for supporting employees work-life balance:- Psychological
contracts or agreements are defined as relationships between employees & employer with respect
to mutual expectations of them with each other. These psychological agreements plays
prominent role in helping employees and employees to balance effectively between their rights
and obligations (Laundon, Cathcart and McDonald, 2019). In terms of respective organisation
designs psychological contracts in order to support employees for accomplishment of tasks and
duties with their own skills and expertise. As per this contract roles are assigned with some
authority and responsibility that leads to effectiveness in employee performance as well as
achievement of business goals.
Mechanism for employment relationship management:- In terms of respective
organisation different method and techniques are used to manage employment relationships in
effective manner so as provide a support to business objectives. These methods are explained as
follows:
 Convey all about roles and duties:-At the process of recruitment respective
organisation should required to presenting favourable and unfavourable aspects of
a job in order to provide realistic job preview. This will clear employees what are
the rights and obligation of them within the organisation which helps in effective
management of employment relationships.
 Communication:-Another important method used by respective firm to
communicate human resource policies and core values of business to new joiners
indicate them towards expected performance standards in such a way that ensures
quality, customer services that reflects the requirement of flexibility.
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 Training & development of employees:- It is also an significant methods used by
respective organisation in terms of managing employee relationships. For the
purpose mangers and leaders of respective organisation should provide suitable
training & development of employees for enhancing the knowledge and expertise
of employees.
TASK3
Stakeholder analysis of Uber and their contribution in building positive employment
relationships within the firm.
Stakeholder analysis:- It is defined as the process of identifying and analysis people
before starting of a project, dividing employees within groups as per their skills and interests,
communicate the objectives of business with stakeholders, influence and encourage them for
accomplishment of business objectives (Li, Rees, and Branine, 2019). In terms of Aston Martin
following are the stakeholders of business that has an immense contribution towards
achievement of business goals:
 High power, high interest: These are the significant and most crucial
stakeholders of business such as- suppliers, IT experts, ministry of infrastructure
& water management. In terms of respective organisation it is important to take
care of the interest and expectations of these stakeholders who has immense
contribution within project.
 High power, low interest: In this category stakeholders comes who has deep
interests within the project. For example employees and customers. In terms of
Uber Technologies Inc. it is very important for business inform these stakeholders
regarding development of project and satisfy their interest and appreciate them for
contribution within organisation.
 Low power, high interest: This includes transport providers who has not much
interest within organisation. In terms of respective organisation shouldn't focus on
these stakeholders, it is not necessary to fulfil their expectations and interest.
Timely informed them and monitoring them in order to taking care about that they
are not facing a problem.
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 Low power, low interest: The last type of organisation's stakeholders are those
who have less interest within the project (Men and Yue, 2019). For instance
training manager, car-computers, general public etc. Aston Martin should not
exercise control and monitoring over these stakeholders. Taking care of their
interest is important for successful implementation of a plan.
Stakeholder contribution within organisation so as to support employment
relationship :- Stakeholders are important people in any organisation who give immense support
and contribution towards achievement of business objectives. These are the valuable resources of
respective organisation that have deep interest within the projects and activities of business that
leads to effectiveness and efficiency of company. Stakeholders of respective enterprise includes
enantiomers, shareholders, employees, governmental parties, suppliers and some more that plays
prominent role in successful accomplishment of tasks and duties (Mira, Choong and Thim,
2019). There are various points that explain the support and contribution of stakeholders within
employment relationships so as create positive environment within accomplishment of projects
and objectives of business. In context of Aston Martin stakeholders contribution creates positive
impact that are considered as follows:
 Stands for rights of employees: Stakeholders can get a chance to raise their
voices for their rights and benefits. This helps in securing and protecting their
interest and relies their emotional burden at workplace.
 Ensuring clarity: Another important aspect in respect of respective organisation it
helps in clarifying the vision and objectives of business among key influencers of
business.
 Formulating effective relationships: It helps in building effective and better
relationship between organisation and employees that leads to friendly and
healthy environment within firm.
 Timely accomplishment of results: Another important benefit of stake holder's
contribution within respective organisation is that it ensures achievement of
business objectives and getting timely results.
 Minimising the risk: Above contribution of stakeholders creates opportunity to
minimise or reducing the risk within organisation and improves governance of
business.
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 Collaborating with business partners: Stakeholder contribution plays prominent
role within organisation in terms of creating effective relationships with partners
and build business collaborations.
TASK4
Positive and negative impact of employment relationship on stakeholders and impact of
employee relations on conflict resolution of Aston Martin.
Stakeholders are important part of organisation that has an vital impact on achievement
of business goals that contributes to effectiveness in business results and outcomes (Poon,
2019). In respect of Aston Martin theses impacts are considered as follows:
Positive impacts of stakeholders on employment relationship:- Stakeholders has deep
interest within every project and objectives of organisation that reflects their immense support
within accomplishment of business objectives. In terms of Aston Martin following are the
positive impact of employment relationship on stakeholder:
 Satisfy needs of customers: Effective contribution of stakeholders define the
capabilities of organisation in terms of timely accomplishment of tasks and
objectives. This reflects effective functioning of business without any barriers that
makes firm enable to satisfy needs and wants of its customers. This helps in
getting customer loyalty and rising the profit of respective organisation.
 Attracting shareholders or investors: Another benefit or significant impact of
stakeholders on employment relationship is it helps in increasing the brad image
of organisations and effective position within market. This helps in getting
shareholders and investors attention. It has significant impact on respective
organisation in terms of making effective relationships with shareholders and
investors and retaining them for long term.
 Improving performance and behaviours of employees: It is another positive
impact of stakeholders of respective organisation in context of their employment
relationships with organisation and employees. It helps improving the skills and
knowledge of employees which leads to improvement in overall process of
organisation through motivating & encouraging them with different benefits and
remuneration.
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Negative impacts of stakeholders on employment relationship:- Stakeholders are
crucial part of business that has an immense contribution and support in accomplishment of
business goals (Sharma, 2020). But, on the other hand it has some negative impacts on the
performance of business. These negative impacts of stakeholders in employee relationship of
respective business are considered below:
 Generating internal conflict: In context of respective organisation lack of
essential interactions between employees with its management creates situation of
internal conflicts that affects the behaviours and performances of employees. This
leads to negative position of business.
 Negative impact on brand image: Lack of suitable communication between
management and subordinates regarding objectives and goals of business leads to
interrupt of brand image within the market.
 Rising customer dissatisfaction: It is very important to constant and effective
functioning and operation of business objectives for satisfying the needs and
expectations of customers. Lack of proper manufacturing and production rising
the dissatisfaction of customers.
Impact of employment relationship in conflict resolution:- In terms of resolving
internal conflict between employees it is significant to involvement of employees within decision
making process of organisation so as to realise them as a part of business (Sommerfeldt, Yang
and Taylor, 2019). Appreciating employees for better performance and accomplishment of
business objectives is essential in order to motivate and encourage them for working hard. In
terms of Aston Martin leaders and mangers are responsible for boosting the moral of employees
that leads to reach highest potential possible. This helps in making effective relationship between
employees.
CONCLUSION
From above report it is concluded that there are some rights & duties of employees and
employer with one another , psychological contracts are made to balance between these right and
obligations. Stake holder has an prominent impact within organisation in context of building
effective employment relationships within firm. Moreover, impact and influence of employment
relationship in conflict resolution of firm are immense support for organisation that helps in
successful management and operation of activities and process of respective business.
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REFERENCES
Books and Journals
Brockman, P., Luo, J. and Xu, L., 2020. The impact of short-selling pressure on corporate
employee relations. Journal of Corporate Finance. 64. p.101677.
Cafferkey, K. and et. al., 2019. Perceptions of HRM system strength and affective commitment:
the role of human relations and internal process climate. The International Journal of
Human Resource Management. 30(21). pp.3026-3048.
Chen, T. and et. al., 2020. The impact of organizational support on employee
performance. Employee Relations: The International Journal.
Chen, T.K., Chen, Y.S. and Yang, H.L., 2019. Employee treatment and its implications for
bondholders. European Financial Management. 25(4). pp.1047-1079.
De Prins, P., Stuer, D. and Gielens, T., 2020. Revitalizing social dialogue in the workplace: the
impact of a cooperative industrial relations climate and sustainable HR practices on
reducing employee harm. The International Journal of Human Resource
Management. 31(13). pp.1684-1704.
Laundon, M., Cathcart, A. and McDonald, P., 2019. Just benefits? Employee benefits and
organisational justice. Employee Relations: The International Journal.
Li, S., Rees, C.J. and Branine, M., 2019. Employees’ perceptions of human resource
management practices and employee outcomes. Employee Relations. 41(6). pp.1419-
1433.
Men, L.R. and Yue, C.A., 2019. Creating a positive emotional culture: Effect of internal
communication and impact on employee supportive behaviors. Public relations
review. 45(3). p.101764.
Mira, M., Choong, Y. and Thim, C., 2019. The effect of HRM practices and employees’ job
satisfaction on employee performance. Management Science Letters. 9(6). pp.771-786.
Poon, T.S.C., 2019. Independent workers: Growth trends, categories, and employee relations
implications in the emerging gig economy. Employee Responsibilities and Rights
Journal. 31(1). pp.63-69.
Sharma, D., 2020. Employer-employee relations: A judicial perspective. LBS Journal of
Management & Research. 18(1). pp.17-24.
Sommerfeldt, E.J., Yang, A. and Taylor, M., 2019. Public relations channel “repertoires”:
Exploring patterns of channel use in practice. Public Relations Review. 45(4). p.101796.
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