Employee Relations Analysis: Strategies and Frameworks at TESCO

This report offers a comprehensive analysis of employee relations, focusing on the context of TESCO. It begins by examining the unitary and pluralistic frameworks, highlighting their implications for employee management. The report then delves into the effects of trade unionism amendments on employee relations, considering political, legal, and technical changes. It analyzes the duties of key parties involved in worker relations, including managers, government authorities, and trade unions. The report further explores the process of dealing with industrial disputes, outlining different types of conflicts and the conflict resolution model. It also evaluates the role of negotiation in collective bargaining and assesses the influence of the EU on industrial democracy and the impact of HRM on employee relations. The report provides insights into strategies for fostering positive employee relations and managing workplace conflicts within a multinational context.

EMPLOYEE RELATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Analysis of unitary and pluralistic framework......................................................................1
1.2 Effects of amendments in trade unionism on relationship with employees..........................2
1.3 Analysis of duties main parties in workers relations............................................................3
2.1 Analysis of process of dealing with industrial disputes........................................................4
2.2 Significant features of relations in a selected conflict situation............................................6
2.3 Analysis of effectiveness of process in particular situation of conflict................................7
TASK 3............................................................................................................................................8
3.1 Main function of negotiation in collective bargaining..........................................................8
3.2 Evaluation of affect of strategy in negotiation on for situation............................................9
TASK 4..........................................................................................................................................10
4.1 Analysis of influence of EU on industrial democracy........................................................10
4.2 Comparison of methods that is to be used to gain employees participation.......................11
4.3 Evaluation of impact of HRM on relationship with employees..........................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Employee relations is considered as industrial relations that describes the relations
between the employers and employees at workplace (Armstrong. and Taylor, 2014). It is also
considered as complex process for managers of the firms to maintain effective relationship with
the workers and provide them motivation to retain in organisation. In this context, analysis of
TESCO to recognise various effective perspective that must be used by the managers in order to
develop positive relationship with employees and regulation of business operations at
international level. Further, Trade union is a recognised as voluntary association of workers
registered under trade union act, act as representative of workers in the organization. Legislations
of European union are also recognised to understand impact of policies on business activities and
employees relations.
TASK 1
1.1 Analysis of unitary and pluralistic framework.
In the competitive environment it is important for the organization to retain their key
performers in the organizations by developing effective relationship with employees. In the
organization, the term employee relations is regarded as industrial relations that is mainly
considered as relationship between the employers and employees related at workplace. It will
also analyse as the way mutual understanding among the workers and employers that is essential
to coordinate the work more effectively (Boons and Lüdeke-Freund., 2013). In this context, as an
HR assistant of TESCO is the responsibility to determine the various perspective that the
manager should utilize to decelop effective employees relations. Mainly there two important
perspective that has been utilized by the firms such as:
 Unitary perspective: In this, the organizations is considered as harmonious and
motivated system where there are positive relations among the workers and smooth flow
of business activities. The main assumption of this perspective is that there is mutual
understanding among the workforce and they always aim at achievement of common
goal. In the context, TESCO is considered as global organization that considers it
employees as its stakeholders and develop various policies to provide motivation to them.
In order to develop effective relations, they recognise the employees and take there
participation in the formulation of various business strategies. Managers in the cited firm
1

has focus towards the workforce that they work for the accomplishment of organization.
In this perspective, there is only a single authority at workplace i.e. management that
formulate strategies and plans in relation of employees as well as business operations.
The other parties like trade unions are considered as unnecessary and disputes are
recognised as disruptive.
 Pluralistic frame: It is another significant perspective in which the organization is made
of two powerful groups i.e. management and trade union. This approach mainly consider
the conflict of interest and disputes among the managers and workers at workplace
(Greenwood., 2013). It is most complicated perspective in which the employers recognise
trade union as member and work with the common objectives of employees welfare as
well increasing the profit of business. In this context, managers in tesco has also faced
this perspective in which trade union is a recognised as voluntary association of workers
registered under trade union act, act as representative of workers in the organization
employees have developed a trade union but it was not recognised by the management.
Trade union are perceived as voluntary representative of workers and always work with
an objective to protect the rights of employees at workplace.
 Further, it can be said the unitary perspective is beneficial for the TESCO and should be
followed by the managers and should develops a positive employees relations. It will
provide benefit to the firm as workers get motivated and work with the perspective of
achievement of common goal.
1.2 Effects of amendments in trade unionism on relationship with employees.
Trade union is a recognised as voluntary association of workers registered under trade
union act, act as representative of workers in the organization. It always provides a major impact
on the decisions of firms and protect the rights of employees at workplace. With the continuous
changes in business environment, there are various changes have been made in the legislations of
unionism by appropriate government. Alteration in this these regulation has directly affected the
employees relations (Cantwell and et. al., 2010). In the middle of 19th century the union
movement was in the control of various moderate new unions. With the changes in time there
various trade unions have been formulated that has affected the relationship of workers with their
firms and also demanded welfare facilities for employees at workplace. Other the other various
amendments that have been take in the unions that have considered and have impact on the
2

employee relations in TESCO. With the continuous changes in macro environmental factors
there are some variations in the trade unionism has occurred that are mentioned below:
 Political and legal changes: As per the implementation of various changes in the
legislation ad rules in the economy directly affects the facts and methods that are directly
relations with employees relationship in TESCO in positive manner. In the present
scenario, government has formulated various polices that are related to provide equal
opportunity to workforce and member that is already not provided by the firms like
TESCO. Further, this type of situation creates conflicts among the employers and the
trade unionisms. This will affect the regulations of business activities in organization
when managers will not follow the legislations implemented by authorities. Moreover,
due to this reason, relationship between the employers and trade will affect and they will
not coordinate with each other to resolve the disputes.
 Technical: It is mainly understood that when the firms adopt any technological changes
at workplace then the workers who are not capable to work with new technology will
resist the change (Zott and et. al, 2011). With the relevance to this, the TESCO is
encouraged to use various practices that are related to retrenchment of employees. In this
type of situations, unions act as protector of employees and influence the workers to stop
the work or create a strike against the management. This type of condition affect the
relationship among the TESCO and Unions. Apart from this, rapid changes in legislation
has also made some pressure on the trade unions and influenced them to focus on
reducing the conflicts at workplace. In order to change the scenario, the employers and
unions are working together with the common goal of providing welfare facilities to
employees and development of positive relationship at workplace.
1.3 Analysis of duties main parties in workers relations.
In modern organization, for maintaining healthy relationship among the employees and
employers is a very difficult task and it is accomplished by a single person. It requires collective
efforts of various parties that exist within the organizations. In addition to this, various
individuals are identified in the cited organization that plays an important role in order to
develop effective employee relations. These important players are:
Managers: In the global organization TESCO, the managers plays significant role towards the
development of positive relationship between the workers and the management (Storey, 2014).
3

It is their duty to develop and appropriate conditions and provide positive atmosphere to staff to
increase their level of motivation and confidence. Apart from this, they play a complex role
towards resolving the problems and consequences that places between the employees at
workplace. By developing various teams and assigning the task that requires coordination they
develop positive relationship among the workers. It is also considered that managers will develop
a healthy competition among the workers for enhancing there performance level at workplace.
They will also provide motivation by recognising key performers and taking the participation
towards completion different business activities. Further, by complying with this type of task,
they will be successful in developing positive relationship among the employees and employers
at workplace.
 Government authorities: In every country, there significant role of government in
formulation of polices that will affect the regulation of business operation (Van Buren,
and et. al. 2010). In this context, the government of UK has developed various
regulations that has to be followed by TESCO in their stores. The government
intervention involves various regulations such as unfair labour practices, minimum wages
act, working hours and health and safety act. Further, not compliance of this laws by
firms will directly affects the situation of firm and they have to face various legal
restrictions. With implementation of such type policies, government will be able to
develop positive relations between the management and employees at workplace.
 Trade unions: From the research, it has been recognised that trade unions also plays a
significant role in motivating employees at workplace and developing effective relations
with employers. In the present scenario, these unions are also focusing on coordinating
with the organization for the achievement of financial growth. Therefore, they will also
develop a positive about the employers in the workers so that they will not create any
disputes and work for the accomplishment of organizational goal.
TASK 2
2.1 Analysis of process of dealing with industrial disputes.
In multinational firms, various critical situation will arise that are to be managed for the
smooth running of business by developing a particular procedure and plans (Haidar, 2012Cooper
and Baird, 2015). Industrial disputes are considered as the conflicts that arise between the
employees or employers related to employment at workplace. Further, there various practices
4

that are to be adopt by management to resolve the situations like lockouts, collective disputes,
strikes etc. In this context, there various types of conflicts are identified that have to be resolved
by TESCO at workplace in order to develop effective employee relations at workplace such as:
 Interpersonal conflict: It is considered as normal issue that occurs between the
members within organization due to difference in perception of dealing with the situation
at workplace.
 Intra personal conflict: These types of conflict occurs within a firm and consider the
involvement of values, thoughts, emotions and principles of an individual,. In TESCO
these type of conflict will arise when an experienced employee will not be provided
promotions against a new employee (Devonish, 2013).
 Intra group conflict: It is also considered as a major conflict that arises between the
members of single team due to some misunderstanding or lack of coordination etc.
 Intergroup conflict: Another type of conflicts that consider the issues between various
teams within the organization that affects there coordination and communication with
each other.
In order to resolve these types of consequences, a model of conflict resolution should be used by
TESCO that is described below:
5

 Accommodating: This is step in the process of conflict resolution take by the managers
of TESCO in which they will provide various monetary and non monetary benefits to the
employees. It will provide motivation to employees an resolve the conflict situation.
 Avoiding: This is the most effective strategy that is used by many organizations to
remove the interference of other parties in conflict such as trade unions. Employers will
simply avoid the conflict and pretend that there is no issue between the workers and the
management. Take various actions without giving any information to workers.
 .Collaborating: By helping the employees and the members in the completion of their
work, employers will reduce the burden of work upon the employees. It will be beneficial
for them to maintain the effective relations and remove any issue related to burden of
work (Bretton and Gold, 2012). Appropriate communication between the employees and
employers will also remove the issues and develops a mutual understanding at workplace.
 Competing: This is considered as win lose approach in the employers will consider the
problem of employees and communicate the role that have to be accomplished by them in
the organization. They will resolve the problems without compromising with employees
and taking various decisions.
 Compromising: This is the also step of conflict resolution model in which the employers
and employees will communicate with each other and arrive at a mutual agreement. In
6
Illustration 1: Conflict resolution model
(Source : Thomas-Kilmann Conflict Mode Instrument, 2017)

TESCO, the managers often resolve conflict with this approach so that it will be
beneficial for firm as well as employees.
Thus, this an effective procedure that should be used by employers of TESCO to develop
positive relationship at workplace.
2.2 Significant features of relations in a selected conflict situation.
In the given scenario, a conflict situation has been selected in order to provide
understanding of effective features of employee relations at workplace. In the organization like
TESCO, there are various disputes have arisen between the male and female employees due to
ineffective delegation of work or inequality at workplace (What are Employee Relations?. 2017).
It is often considered as condition that creates a negative environment at workplace. In relation
to this situation, some key characteristics of employee relations are mentioned above:
 Impact on the relationship between the disputant parties: This conflict situation will
develop an interruption among the communication between the male and female workers
in TESCO. It is also that the Male employees in this situation will raise voice against the
female workers because of improper delegation of work and the female workers will raise
for inequality at workplace. These type of situations will develop a negative relation
among the both the workers in cited firm. Thus, they will not prefer to accomplish the
activities with each other and there will be a decline in productivity of firm. Moreover, it
also provides a direct impact on the customers as they will not serve in appropriate
manner.
 Dissatisfaction: From the analysis, it is also recognised a important characteristic of
workers relationship which related with the situation of conflict. In this context,
employees of TESCO will show their problems against the entity when the employers or
managers will not take effective measures to resolve the predetermined situations of
inappropriate delegation of work or responsibility (The professional body for HR and
people development. 2017). However, this situation will affect the relationship between
both the employees and develops a negative perception for each other.
Further, For improving this relationship in TESCO, managers will formulate an action plan
related to this situation. They will fulfil the requirement of both the parties by analysing there
7

problems and taking a corrective measures that provides them satisfaction such as low burden of
work, removal of discrimination etc.
2.3 Analysis of effectiveness of process in particular situation of conflict.
This analysis is accomplished in order to understand the accuracy of measures that are
implemented by the firm to resolve the conflict situation among the ale and female workers. In
this context, the firm has utilized the conflict resolution model to resolve this issue. In this
procedure, a mutual discussion will be conducted by managers with both the parties at workplace
(Armstrong. and Taylor, 2014). This is the most appropriate step in which the male employees of
TESCO will determine their issues related to interpersonal conflict i.e. inappropriate delegation
of work, to the mangers that are existing at workplace. In the discussion, managers will have to
provide valid justification for arising this situation. If the appropriate reason have been given by
manager then it will satisfy the employee otherwise they will approach to top level management.
Further, there are also some important measures that have taken by managers to resolve this issue
such as:
 Compensation: Most effective action in which the managers will provide proper
compaensation to employees for the completion of extra work or facing problem. In order
to resolve interpersonal conflict TESCO will provide compensation to employees and
motivate them work with mutual understanding at workplace.
 Rewards: In some situations, employees will not satisfy with the monetary benefits, they
also need a positive recognition of the employers. In present scenario, TESCO will also
provide various rewards and recognition to workers on handling the critical situation so
that they get motivation and their performance will increase at workplace.
 Training: It is also recognised as an appropriate resolution for the resolution of
interpersonal conflict among the workers. In some situations, the employees will face
problems as they don't have any experience or knowledge about the work (Boons and
Lüdeke-Freund., 2013). In TESCO, training is analysed as an effective method of conflict
resolution in which the managers will provide equal opportunity to both male and female
staff to increase their efficiency and skills. This will be effective and beneficial for firm
to retain the workers and develops a positive communication as well as relationship.
8

TASK 3
3.1 Main function of negotiation in collective bargaining.
Collective bargaining is a process of negotiations between organization and a group of
workers its main aimed at reaching contracts that regulate working conditions. The involvement
of the workers are normally presented by the leader of trade union for employee favour. The
collective contract reached by these negotiations usually set out wages scale, working timing,
training, safety and health, bonus and rights to take part in the Tesco affairs.
Many of the organizations also used this terms to motivate their employees and improved
there working efficiency for improving productivity with better quality oriented, companies
managers are also interested for this concept and they also motivate to the employee for working
in a right manner (Greenwood., 2013).
Collective bargaining is one of the essentials pillars of social dialogue in Tesco and
below analyse the governance framework for bargaining procedures and systems and the present
situation in practices.
Cooperation and communication between the trade union companies and
management:- This includes matters such as, workers role and responsibility, inform and decide
cooperation with the union: confidently clauses and workers help for trade union activity by
providing them with technical facilities etc.
Employment and working conditions:- This covers matters such as employment
agreement and termination of employee from the Tesco, principles of redundancy rules in
collective repetitiveness, duties timing and working hours and leave schedule.
Bonus and wages:- This covers the system and wage structure, payment for overtime
working and for working on holidays, extra working wages, compensatory working wages, and
severance payments in the event of collective bargaining.
Merit Rating:- This method using by Tesco as an indicator performance. In which every
employee is rated in various aspects such as excellent, good, average and poor from by their
knowledge, ability and skills.
9

3.2 Evaluation of affect of strategy in negotiation on for situation.
From the above analysis, it has been considered that negotiation is a process in which
both the disputant parties meet and discuss the problems or situation that is affecting both the
parties. It will be considered as appropriate when both the parties arrive at mutual agreement and
there will be a win- win situation (Cantwell and et. al., 2010). In this respect, TESCO, various
strategies of negotiation are analysed that will beneficial for resolving the selected conflict
situation. Following points will describe the strategies that have formulated by the employers of
cites firm such as:
 Compromising: In this strategy, managers will not take part in determining the middle
ground with respect to specific situation that is faced by the employees. In order to
resolve the situation one party has to compromise their aims and objectives. There will be
a Win- lose situation among the male and female employees at workplace. In TESCO, for
this type of situation managers will often utilize collective bargaining in order to identify
the specific reason and provide appropriate solution to recognise the problem.
 Forcing: Another strategy of negotiation that is used by firms in which they have the
focus towards achievement of personal goals rather than focusing on the organization
objective. In this scenario, TESCO will use this strategy to resolve this interpersonal
dispute type of situation. This will not be considered as suitable as it creates a negative
environment at workplace. It will not be beneficial for them to retain the key performers
and also affects the business operation of firm as the employees will not work with the
aim of achievement of common goal.
 Smoothing: Most suitable strategy for the firm in which they will provide motivation to
employees by providing importance to their views and opinion towards resolving the
situation. It will support TESCO in removing the negative perception of employees
towards each other.
Further, it can be said that these strategies will provide both positive and negative impact
on relationship between the employers and employees at workplace. It is also provide a clear
understanding that the mangers will apply the smoothing strategy they will be able to resolve this
collective dispute situation.
10