Tesco Employee Relations: Unitary, Pluralistic Frames Analysis Report

This report examines employee relations at Tesco, focusing on the roles of a newly appointed HR assistant. It analyzes the application of unitary and pluralistic frames in understanding employer-employee relationships, emphasizing the importance of shared goals and the impact of trade unions like USDAW. The report highlights the significance of managers, employees, and trade unions in fostering effective employee relations. It classifies various types of workplace conflicts, including intrapersonal, interpersonal, structural, and strategic conflicts, and explores strategies for conflict resolution such as compromising, avoiding, accommodating, competing, and collaborating. The report further discusses Tesco's policies and initiatives, such as incentives, flexible working hours, employee engagement, various schemes, and improved compensation, to enhance employee satisfaction and improve overall industrial relations.

Employee Relations

INTRODUCTION
Industrial relations in today's term is regarded as alliance between employer and
employee in working in the organisation. Which is concerned with the mental and pragmatic
relationship between workforce. In the given scenario a newly appointed HR assistant of Tesco
has been assigned to examine assistance between employers and workers (Akingbola, 2013). The
examining is based on the laws and polices which are applied in the organisation in order to
imporve the relationship. Different changes that assess trade unionism and employee relations.
The success of business relies on effective relationship between workers and employers.
Different dispute solution mechanism which is applied in the organisation to solve industrial
conflict such as collective bargaining will be discuss. UK industrial labour laws affects the
working environment in the organisation. It meant to protect the rights of workers as well as
organisation so that it work forward for growth and development and not towards unfair business
practices.
Task 1
P1.1
The Unitary Frame
Unitary perspective is a mental of belief, values, behaviour and policies relating to
management and organisation (Park, 2015). The reference is based on the description that
workforce and manpower of Tesco, despite of there responsibilities and roles, must share the
common goals, objectives and targets to achieve success and development. Each and every
worker are committed towards work and contribute in achieving common goals. In unitary
reference conflicts between any person working in the organisation considered negatively and
those who create disputes are treated as dysfunctional and disloyal towards organisation. As an
HR assistant it is one of the role to continuously investigate about the work conditions in the
organisation. This results in the reduction of disputes and proper organisation culture can
cultivate. Thus, the unitary reference believe that there is only one authority in the organisation
i.e. management and those who oppose it, are treated as non existent. The unitary approach is
essential for developing an effective employee relationship in the organisation (George, George
and Wallio, 2017). It lays more emphasis on enhancing employee loyalty and commitment to
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organisation. The unitarist perspective lacks realisation that there are power of inequality
between workers and employers which create different types of conflicts.
The Pluralistic Frame
In pluralistic frame of references the domination of authority is divided into two groups
i.e. management and trade unions. Different groups with their leaders and legal power dominate
specific authority in the organisation. There are various opposing sources of leadership and
attachment in the organisation (Amaeshi, Adeleye and Amao 2014). Trade Unions are legal
representatives of workers, and by helping them in gaining decision making power Trade union
are considered as positive source in the organisation. As a HR assistant of Tesco it has been
identified that Tesco is using unitary approach by treating workers as assets rather than cost. In
pluralistic frame of reference the conflicts are unavoidable due to many inherent competing for
interests. Organisation is composed of many sets of assumption, attitudes and values. The role of
management is more towards influencing and co-ordination and less toward enforcing and
controlling. Unlike unitarist perspective the pluralist theory believes that by delegating authority
can develops an effective employee relations in the organisation.
P1.2
Trade unions are the uninons which are formed to protect the rights of workers and to
maintain positive employee-relations (Ferreira and et.al., 2017). For attraction, growth and
development and to retain membership trade union must accept and bring changes to the
organisation to generate positive employee relations. Trade Union must work and focus on the
needs and satisfaction of workers or employees. If they face any difficulty they can tell it to the
union leader. The resolution of disputes and conflicts between employees and employer can be
solved by negotiation between trade union and organisation. Workers involved in an industrial
disputes at Tesco have rights to contact trade union and on behalf of those worker trade union
will fight against the organisation for their welfare and benefits.
The trade union which assess changes which affect employee relations in Tesco is Union
of Shop, Distributive and Allied Worker (USDAW). The investigation made by assistant HR
clarifies that trade unionism affects employee relations at large context. Employees can resolve
their disputes without going to top management (Xi, Zhao and Xu, 2017). Trade union is moving
forward and changing continuously to increase the efficiencies of industrial relationship. Unions
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are working hard to mandate through the development of workers rights and employment
creation as well as social protection. The unions take initiatives to make sure the income
security, safe working conditions, and skill flexibility for workers. Which not only helps in
retention but also building an effective industrial relations.
Trade unions at Tesco developed their endorsement as team in growth. They develops
their role as an essential stimulant in potential promotion of employees rights (Nazir and et.al.,
2016). Trade union represent organisation industrial relations at international level. They are
becoming influential partners by campaigning rights of labour standards. Continuous changing
and growth in trade unions results in developing an effective industrial relationship in the
organisation. Trade unions accept and work as a change agent in the organisation which enables
the business growth and development. It gives a competitive advantage to the organisation. This
is how the changes in organisation can lead to growth and development to build an effective
industrial relations in the organisation.
P1.3
An effective relationship between employees is important to help in concentrating in their
work and improve their performance (Grant, Wallace and Spurgeon, 2013). Employees must be
satisfied at work and make an effective relationship with each other so that they can work
progressively towards common goal. It is not possible for an individual to work as robot or
machine for infinite number of hours at organisation. He needs people around to talk and share
his views and ideas. As an assistant HR, it has been investigated that there are three main players
whose roles can effect the employee relations at Tesco, those are-
1. Managers- Managers play an important role which affect the employee relations. An
effective manager can lead to growth and development of industrial relations while
manager with inadequate experience can lead to reduction in employee relation. The
manager must not act rudely and should always be accessible to his employees It is
essential that manager assign challenging task to employee as per his skills, knowledge
and experience (Moore and et.al., 2017). The employee engaged in work and if he finds
any difficulty he can co-ordinate with manger or his supervisor. Then it s the duty of the
super visor to guide and direct him so that he can able to achieve his goals. This creates
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an environment of trust and belief which helps in generating an effective industrial
relationship in the organisation.
2. Employees- Relationships are not build on one side. If employer or manager are
contributed towards growth and development than it is the moral responsibilities of
employees to co-operate with them. Tesco provides employees every welfare facilities
which are mandatory by legislation (Stirzaker, 2015). Employees have various rights in
the organisation which help them in building an effective industrial relationship in the
organisation.
3. Trade Unions- Trade unions in the organisation plays an important and more vital role in
the organisation to develop an environment of trust and belief. They not only work for the
rights of the workers but also act as a mechanism to solve industrial disputes. Measures
like collective bargaining is the tool to solve any dispute in peaceful manner. Trade
Unions work for employee welfare, eliminate unfair trade practices, protection of right of
employees, etc. Thus, help in building an effective industrial relationship in the
organisation.
TASK 2
P2.1
Organisation faces conflicts which can be classified as positive conflicts and negative
conflicts. Those conflicts which brings the positive change or growth in the organisation are
termed as positve conflicts, while those conflicts which are arouses from stress, disputes are
termed as negative conflicts (Pulignano and Pulignano, 2017). There are different kind of
situations from which the conflicts get arises in the organisation. Below are the types of conflicts
which arises in the organisation-
Types of Conflicts-
1. Intrapersonal Conflict- It is the type of conflicts which involves an individual thoughts,
values and empotions. The experience takes place in an employee mind about other
behaviours and judge on the basis of that. It can cause depression and distress in work life
of employee.
2. Interpersonal Conflict- The conflict between two persons due to disagreement of
opinions and thoughts (Beck, 2013). For example supervisor may involve in conflict
with his subbordinate.
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3. Structural Conflict- The organisation structure influence the structural conflicts. It
depend upon what kind of structure organisation applies. For example, conflicts in line
and staff structre.
4. Strategic Conflict- Conflict which arises intentionally by management or an individual
who work together to achieve an objectives.
Strategies to Resolve the conflicts
Strategies are developed in the organisation to cope up with those conflicts (Makri and Ntalianis,
2015). As an HR assistant it's one of the responsibiliy to determine what steps are to be taken to
solve conflicts at Tesco. The strategies and procedures which are used to resolve conflicts in the
organisations are as follows-
 Compromising- It provides the management with strategy of to settle the conflict and is
a solution that gives parties which are affected by conflicts the important needs they are
asking for. Avoiding- The managers pretend that no conflict exixts and just ignore the stuff.
Avoiding the conflict can worsen the situations over time. The strategy is used when the
effort to resolve the conflict is not worh a shot. Accommodating- Generally managers use this strategy to resolve the conflicts. They put
their interests last and listen to the need and demand of employees firs. It is cooperative
and helps to satisfy the concern of others
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Illustration 1: Conflict Management Model
(Source: Chand, S., 2015)

 Competing- This style of conflict solving is opposite of accommodating, as in this
strategy a person puts his demand and needs first or before anyone else (Murphy, 2017).
This is generally done by employees in the organisation.
 Collaborating- The strategy of collaborating is just opposite of avoiding. It focuses the
concern of parties involved in the conflicts. Meeting their needs by working together.
This strategy improves the employee relations in organisation.
P2.2
Tesco is always concerned about improving relationship between employees and
employers. The role played by its polices is essential in the growth and devlopment of its work
culture (Akingbola, 2013). Features which are selected for conflict situations are as - Prvoiding Incentives- In a conflict situation where employees performs well but are not
acknowledge by management, employers or manager provides rewards and recognition
to those employees who have performed very well in a certain year. Flexible Working Hours- Organisation develop working hour policy accorfing to the
legislation where they provides flexible working hours to their employees that including
breaks for rest and other purposes. Reward system for efficent performer includes to
leave organisation one hour early. To resolve a conflict situation where employees are
not satisfied with the working hours. Employee Engagement- The other feature that can improve is to engage emloyees of all
departments and get help form them while proposing any new strategy (Park, 2015).
Employees sometimes have complain that they are not getting chance to participate in
management. Thus, by this they will able to reduce their conflict. Providing Various schemes- Giving employees various benefits which can increase and
improve employee relations. For example Tesco offers 10% discount for its employees
and other schemes as well. In a situation where employees are demanding some specific
rewards other than monetary,these schemes are useful to resolve that kind of conflict. Improving Compensation- There is always a kind of situations faced by employees
where they are getting less and working more. In this situation organisation can improve
the pay structure to satisfy employees (George, George and Wallio, 2017). This enables
the a good relations between employees and employers.
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 Recognising Trade Unions- Tesco always tries to avoid trade unions which creates
situations where worker began striking and lockouts. Thus by recognising trade union
in the organisation it can generate an effective employee relationship. This can help in
reducing strikes and create a healthy environment in the organisation.
P2.3
Effectiveness of methods used to solve conflicts are determined by the degree at which
they are able to reduce the conflicts. It is the duty which is assigned to the HR assistant to
evaluate the procedures which is used to resolve the conflicts at Tesco (Amaeshi, Adeleye and
Amao 2014). So that these methods can be used in future if the conflict situations arise. The
evaluation of procedures used in conflicts can be done in following steps-
1. Identification of source - By identifying the source of disagreement between the parties
and clarify the issues which are creating the conflicts within an organisation. By
arranging meeting and discussing the all the issues which are related to the organisation
or management .
2. Securing goals -If both sides have clarified their doubts and issues than we proceed to
second step which is to establish a common goal for both parties (Ferreira and et.al.,
2017). Securing goals for parties and assign them their task and responsibilities, will help
in figure out the level of decrement in conflicts.
3. Organise the meeting- Listening their problems and generating ideas to clarify the issues
is the main motive of the meeting between the employees and employer. They evaluate
the appropriateness of their goals.
4. Identifying the reason for dispurtes- The parties affected by conflict discuss the reasons
why they're involved in the conflicts and the possibilities and solutions to avoid the
conflict situations in future. The issues which can be changed and the possible solutions
for the issues which cannot be changed is been evaluated.
5. Select the appropriate method to solve the conflict- After analysing different alternatives
, parties of conflict came to conclusion and select's the best method suitable to reduce the
conflict (Xi, Zhao and Xu, 2017). By identifying, discussing and determining the
solutions the conflict in the organisation can reduce and healthy relations between
employee and employer can be formulated.
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6. Determine the responsibilities- This is the last step in evaluation of the effectiveness of
method use to reslove the conflicts. By assigning the responsibilities to the employees
and employers and acknowledging them for their work done will reduce the conflicts in
the organisation.
TASK 3
P3.1
An effective and peacful negotiation between the disputed parties is known as collective
bargaining. It is a process in which the representative of working class and representative of
business organisation together meets and discuss the issues and factors which are affecting their
realtions in the organisation (Collective Bargaining. 2017). They negotiate on various demands
and finaly form an agreement in which particular demands of employees and employers is
written. At Tesco the dissatisfaction between workers for any reasons including policies,
practices of manager, etc. are the reasons for conflicts. Negotiation is a part of collective
bargaining, without negotiation collective bargaining will not become possible.
Since negotiations are made for the prosperity of several employees the collective
bargaining always has a collective interest. To start the negotiation process, Tesco invites the
disputed parties and organised a meeting where they discuss on various issues affecting the
industrial relations. In the end they all agreed on certain terms and conditions after negotiating
each and every demand as possible (Nazir and et.al., 2016). This agreement further adds to the
employment contract and violation of the contract may leads to penalties or terminations. The
stages of negotiations are preparations, opening, trading and agreement. These stages are need to
be covered for an effective negotiations. To improve compensation, create more incentive
rewards work, developing workin conditions, etc. are the issues for which the disputes and
conflicts create in the organisation. Thus, the aim of collective bargaining is to organise and
conduct a meeting where these issues are discussed. On the basis of these issues negotiations are
made and they reach to an agreement which help them to meet the desires of workers and
employees.
P3.2
Tesco always works ahed for the fundamental rights and commitment of freedom of
association and collective bargaining. Negotiation strategy impact the efficiency in the
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developing employee relations in the organisation. In relation with protection of worker's
representative, the policy of intolerance of dicrimination at workplace has been initiated by the
management (Grant, Wallace and Spurgeon, 2013). Tesco faces a situation where the employees
are not treated fairly by there superiors and managers, also not saisfy with working hours of the
organisation. The HR manager of the organisation faces difficulties in building employment
relations in the organisation. Thus the top management applied the negotiatio strategy where they
organised a meeting in which the discussion on various issues and factors had been discussed.
Collective bargaining with the employees is successfully done and agreements on the negotiation
has been made (Mooreand et.al., 2017). This results in satisfaction between employees and there
commitment towards the organisation increases. This improves the industrial relations in the
organisation. Tesco is now one of the leading store in UK because of the strategies and policies
which are used to solve and avoid the industrial dispute in the organisation.
Tesco had took several steps to improve the negotiation strategies so that in futuer
whenever organisation faces conflicts situations and disputed conditions, those strategies can be
implemented for the resolution of the disputes (Stirzaker, 2015). This not only increase the
loyaltiy or commitment of employees but also develop and enviornment of an effective relations
and trust between workforce of the organisation.
TASK 4
P4.1
It is defined as an preparations that involves staff members in making of decisions and
sharing of obligations at organisations workplace (Gilman and Raby, 2013). There is huge
impact of European Union on TESCO. So the organisation must concentrate on their
management and the procedure of decision making. Industrial democracy supports in developing
employee relation within the organisation. Legislation from EU motivates role of employee in
organisation's decision making process (Ibrahim and Al Falasi, 2014.). EU has made many rules
for educating employees which can impact TESCO. Due to this involvement of workers in
decision-making of the firm has become crucial. It can positively impact the workers of TESCO.
Following are the impacts of EU on the firm:
Impact of taxation and expending
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In this administration of the organisation gets impacted when the rate are become high
in which the firm have to take care by paying more tax to the government of country. Due to this
financial condition of the organisation gets impacted (Jenkins and Delbridge, 2013). Along with
this that management of the enterprise have to make amendments in current working procedures
to maintain balance. This can also negatively impact the firm.
Effect of rules and regulations made by EU
There are various rules and regulation made by European Union which must be complied
by the organisation. As per EU, written evidence needed to set up working and cost conditions in
28 days of the job start (Kuvaas, Dysvik and Buch, 2014.).
Impact on training and education
EU policies emphasises on training and education of workers. So the company has to
provide training to workers so that they can contribute in decision-making.
P4.2
Management of the TESCO can adopt various approaches for gaining workers
participation and involvement in process of decision-making (Maurer and Chapman, 2013).
These methods will support in making effective decision for the organisation. Following
methods can be used by the enterprise to involve it employees in decision-making: Survey attitude: In this approach administration of the organization can conduct a
random survey which will be focused on finding attitude of every single worker. Along
with this the management will also able to find out that what is restricting its employees
in participating in decision-making process. Observation found form this survey will
support in finding solutions. This method will help the organisation to find our perception
of each worker and their views regarding procedures of the firm. This survey can be
conducted by making questionnaire (Maurer and Chapman, 2013). Quality circle: It is an another method which can be used by the organisation. This
method is used to get over from issues which comes form top- down management
approach. Quality circles are tiny groups of volunteers (Kuvaas, Dysvik and Buch,
2014.). This method support in getting ideas from workers which can help in making
better decisions for the organisation.
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