Employee Relations at Tesco: Influencing Stakeholder Behavior

This report examines the influence of employee relations on stakeholder behavior within Tesco, a multinational general product retailer. It discusses the value and importance of employee relations, the basics of employment law, and the rights and obligations of both employers and employees. The report also explores the concept of the psychological contract, various mechanisms for managing employment relationships, and how stakeholder engagement can support positive employee relations. Furthermore, it analyzes the impact of both positive and negative employee relations on different stakeholders, including employees, employers, customers, and investors, highlighting the importance of maintaining a healthy and productive work environment.

How employee
relations can
influence the
behaviour of
different
stakeholders

Contents
INTRODUCTION...........................................................................................................................3
TASK-..............................................................................................................................................3
The value and importance of employee relations in application to specific organizational-......3
The basics of employment law that apply to specific organizational-.........................................4
The different types of rights, obligations, and obligations that employers and employees have
in the workplace...........................................................................................................................5
Psychological contract and support for employee-......................................................................6
Various mechanisms for managing the employment relationship-.............................................6
Analyse stakeholder engagement and contribution can support positive employment
relationships-................................................................................................................................7
The impact of both positive and negative employee relations on different stakeholders-..........8
CONCLUSION-..............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Employee relationships are the efforts of an administration to build and keep good relationships
with its worker. Organizations want to support their employees loyal and occupied more in their
work by keep positive and creative employee relationships. The human resources department of
an administration normally manages the attempt of relationships with employees some
organizations have the role of a devoted employee relationship manager. The regular
responsibilities of an employee relationship manager are to act as a supporter between the
employee and the manager, and employee issues as fair compensation, beneficial welfare, and
decent work-life balance.(Aslam, et.al., 2021) Consider advice on creating or creating policies.
This report is prepared on Tesco which is a multinational general product retailer. The company
operates through multi format stores and online. Which operate stores in various formats, such as
large and small stores, and one-stop stores, and the sizes and ranges of products .This report
consist its employee and employer relationship within the organisation. Later discuss about the
value and importance of employee relations basics of employment law that apply to specific
organizational. the report also explain the different types of rights, obligations, and obligations
that employers and employees have in the workplace.
TASK-
The value and importance of employee relations in application to specific organizational-
The whole organization build strong and healthy relationships with their employers. Tesco
Survey that employees have a in return humble relationship with their employer may be
favoured, more loyal, and more bearing in the long run. Unluckily building this type of
relationship is not as easy as it sounds. If organisation are considering get together the
relationship with your employees, there are several reasons to go on this.
Retain Loyal Employees-
Suffer an worker to a rival may be disrespectful, unfortunately, department no longer have an
friendly courting with their employers are much more likely to leave the organisation. When a
worker feels easy going round their employer, and satisfying, they're some spacing much more
likely to stay loyal. If an organisation listen and full fill the natural demands then every
employee give best performance and stay loyal to organisation if organisation stay loyal to
employee.(Boudlaie, and Boghosian, 2018)

Fewer Workplace Conflicts-
When someone enjoys being with their superior in organisation, they desire less struggle on
workplace. A peaceful workplace is just one of the many benefits of a strong employee
administrator relation. If workplace has recently been at the area of a resistance, you need to re-
evaluate relationships with the employees. Whereas organisation have strong employment bond
with employee and have good relationship.
Increased Productivity
Employees who have a positive relationship with their superior are likely to be more bearing, and
the more productive the more gainful the company can generate.(Dhir,and Chakraborty, 2021)
When employees are prepared to work, they will do their best and more likely to have a personal
interest in the project they are working and achieve the organisation goal in effective and
efficient manner.
The basics of employment law that apply to specific organizational-
Labour law is an orbit of law that adjust employment relationships. Company has multiple
employees, the company may apply labour law. This exist for both state and federal law and
covers many different issues with the common goal of protective worker's rights.
Employment Act-
Tesco take care of its interior leading which make balance for equal pay for equal work case,
needy that thousands of current and past employee. Labour law is implemented to ensure that
both employers and employees are protected. These laws provide for dismissals, leave, wages,
discrimination and more to protect the rights of workers while protecting the interests of
employers and maintaining a fair relationship between them. Employment laws can look
involved and different. This is especially true for entrepreneurs who need employment law in
carrying out and growing their day-to-day operations. Finally, there are labour laws many to
protect companies, explaining their obligations to employees and the protection of business
owner.
National minimum wages Act-
The minimum pay worker should get depends on his age and whether there is an learner. The
national minimum wage is the minimum time unit pay that almost all workers can receive. The

national living wage is higher than the national minimum wage it doesn't matter how small the
employer is, they have to pay the correct minimum salary.(Hlaing, 2020)
Health and safety Act-
Industrial Safety and Health Act is the main law governing activity health and safety . There are
also important regulations that are an inbuilt part of workplace health and safety management.
Enforcing these regulations does not have to be a difficult, time-consuming and costly issue.
Health and Safety Law guide for an summary of key policies and procedures. Which understand
what to do to keep work environment healthy, safe and impressionable.
Protecting the health and safety of customers and colleagues is a shared responsibility of all at
Tesco. priority is to carry out each business with the consideration for the safety of the people
and communities serve and those who work for organisation. There are different regulatory
security obligations in different places of business, but they are not the only ones. Thousands of
people interact with company every day, so security standards must be the highest.
The different types of rights, obligations, and obligations that employers and employees
have in the workplace.
Rights of employees- Workers rights employees are legally secure in different ways, In the
employment aspect, and employees have right they can get a daily salary for a fair working day
and at least earn the minimum wage. so that they can spent for their self needs also get a written
agreement from profession for the safety purpose of workplace sufficient break holiday.
Earnings should be paid so that they can motivate themselves by thinking that if company is
providing them that you should give your best work in a safe and mannerly atmosphere, free
from danger, bullying and favouritism.
Responsibilities-
Employees are responsible for performance duties according to the employment written
agreement which also seem at work on time . Be loyal to employer and not to expose content
for the safety purpose and company. customers, employees and employers and make sure that
they are not aggressive or discriminative against other employees in the organisation inside the
workplace regulation. (Horstmann, 2018)
Rights and Responsibilities of Employers-
The employer has the right to keep back the employee's salary for any unpaid leave taken and
even terminate the employment relationship if the employee remains absent without notice. The

employer may, with the help of a labour professional, take legal action against an employee who
violates any of these rights.
Responsibilities-
Make sure that workplace is safe and running conditions are healthy. Give suitable training and
preventive clothing equipment to employees. Give employees holidays and vacations.
Physiological state, Relationship, Maternity leave, pay standard wages. The employer's duty to
protect the health, safety and well-being of employees and others who may be affected by their
business.(Kang, and Sung, 2019)The employer must do everything reasonably possible to achieve
this. This means ensuring that workers and others are protected from potential harm and
effectively manage the risks of injury and health that can occur in the workplace. Employers
have an a health and safety responsibility to assess workplace risks. A risk assessment should be
performed taking into account all risks that may harm the workplace.
Psychological contract and support for employee-
A psychological contract is a written, intangible statement that describes an informal promise,
belief, and understanding that defines relationship between an employee and employer. The term
psychological contract refers to an individual's expectations, beliefs, ambitions, and obligations
recognized by an employer and employee. Visual image from psychology and organizational
behaviour provide employers with powerful reasons to pay attention to the human side of
employment relationships. The concept of psychological contracts explains the employer's
employee expectations and assumptions, but this concept has been studied in the main from the
employee's view. Psychological contracts are different from legal employment contracts, which
provide a limited reality of employment relationships. A legal contract is a contract that is
usually signed in writing about the mutual formal obligations.
Various mechanisms for managing the employment relationship-
Promote open dialogue, use software to get rid of embarrassment, reduce errors, promote healthy
work-life balance, provide career development, inspire and reward, and the ratio of positive and
negative action focus on the mission and values of companies.
Stakeholder analysis-

POWER INTEREST GRID.
High power – High interest- They have the biggest impact in a firm because they have the
power of taking decision in an organization. Hence, a management should closely manage
their expectations. Investors are known to be the most important stakeholders in Tesco
because they have invested money and time into the growth of the business.(Lyons, and
Bandura, 2019).stakeholder have the biggest power in their hands thay have power to take
the decision for the organisation and show the high level of interest in investment.
High power – Low interest- These stakeholder need to be kept satisfied by an organization
even though they aren't interested but they yield power. They should be dealt with carefully
as well because they can use their power in a wrong way that can harm an organization. An
employee is a kind of stakeholder that can effect tesco. For avoiding this they provide
security of employment, promotions, rewards etc to the workers. These are stakeholder who
have power but they are not interested on this filed they are happy with job profile and
routine.
Low power- High interest- A management should adequately informed and ensure that no
major issue is arising in an organization to these stakeholder. A customer's are those who
purchase the goods and services produced by tesco. To tackle this fear tesco provide high-
quality products which have good value for their money. Stakeholders who have low power
to make any decision regarding the organisation. But they shows the high interest regarding
m,management .
Low power- low interest- An organization should informed these kind of stakeholder about the
projects periodically, but don't entertain them to much. Government always want tesco to do
well because through this tesco will be able to pay more taxes and create job.(*OO, 2019)
stakeholder have low power and interest I the case of government because government
influenced the whole market according to them.
Analyse stakeholder engagement and contribution can support positive employment
relationships-
Tesco's mainly point toward competitor assets and represent the general strategical resources of
a company. brand is a special type of intangible asset that is most important quality of a
company business concern because of its economic importance. Long standing financial standard
for guess future business success are no longer sufficient. In state for management to be able to

meet the content of stakeholders in brand development, it is necessary to believe the
relationships and relationships between all stakeholders in the brand name. A self-balancing
performance record is advanced management tool given that shows an administration vision
through a set of measurable strategic and plan of action and objectives.
It provides modality that helps in improve performance by reduction of employee turnover,
recruitment, and training monetary value.(Rujie, et.al., 2019) Categorization of workforce by level
of loyalty. There is delivery of the guidance on allotted time and money more effectively and
efficiently to human resources development program that have the superior impact on
engagement. Analyse customer values and supply relation on employees determinant the
delivery of a positive customer experience.
The impact of both positive and negative employee relations on different stakeholders-
Employee relationships are activity that focus on both personal and joint relationships in the
workplace. The practice focuses on managers and trains and supports them in encouragement
trust-based relationships with their teams. It aims to improve the overall productivity and
performance of the organization and create a positive workplace culture that benefits the
personal well-being of employees. As an employee relationship specialist, our values are
represented by positive employee relationships.(Sandhya, and Sulphey, 2020)
The impact of positive relations on stakeholders
Communication continuous and intense where employment procedures especially complaints
and disciplinary action, negotiation style based on mutual necessity, HR culture based on market
success. The hiring process is designed to address the challenges of employment relationships,
and at some element all employees will have trouble with them. This can be due to the behaviour
of union, hiring managers, applying company policies, cut off ambitions, and many other
reasons. Even the most perfect organization can make troubled employees feel alone, isolated,
discouraged, and frustrated.
Good employee relationships are impelled by effective HR practices, consistent HR strategies,
and careful management of negotiation conflict relationships with employees and unions.
The management of industrial relations is a matter of strategy. The most appropriate working
relationship as required by your business strategy should be one that creates commitment to the

goals of the organization, allows employees to determine with the organization and to be
productive. higher in helping the organization's goals. At its most effective level, positive
employee relations can assistance a manager's growth by providing clear processes for manual
labor complaints, discipline, etc., as well as ensuring that managers are trained in their best
practices.
The impact of negative relations on stakeholders-
Starting a business is difficult. It's even difficult to build a business where all stakeholders
benefit from your actions or the actions of your business unit of measurement. A stakeholder is
anyone who is affected in some way by business. Attendant parties are not necessarily
shareholders, although shareholders are related parties.
Customers are also interested parties, specially if they trust heavily on your product or company
to purchase the items they use on a regular basis. Considering an employee as a stakeholder can
also benefit the organization in the form of improved psychological state and performance.
Employee Compensation Issues-
Employees are also influenced by your business decisions, depending on how those decisions
affect the safety of their work. Continuing business decisions that are at high risk of losing
profits can jeopardize employee employment security. This allows employees to retire if they are
interested in your decision and feel that they are doing something that is harmful to the company
in the long run.
Corporate Culture and Internal Stakeholders-
Employee job satisfaction and achievement also depends on your decision as a business owner.
How employees perceive themselves in the company depends not only on salary and
employment stability, but also on other factors such as corporate culture. The culture you create
for your company influences the socialization of employees and how they perceive themselves as
part of the organization.
Profit Sharing and Stock Options-
Employees who are offered a benefits package that includes stock options have an additional
interest in the company and its finances. Employees as shareholders are stakeholders who are
influenced by business decisions in a way that affects the profitability and profitability of the
company.

CONCLUSION-
This report tells about the employee's relation and how it influence the relation with different
stakeholders. Also discussed about the employee relationship and the values and importance of
the employee relationship within the organisation. If debate is initiated about the employee
relation it is necessary to mention rights duties and obligation of employee and etc. At last it is
being discussed about the impact on stakeholders by an employee relation in through various
statements.
REFERENCES
Books and Journals
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satisfaction in banking? A study from the perspective of employee characteristics. The
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marketing on employee turnover intentions with the mediating role of organizational
commitment. Commercial Surveys, 15(86-87), pp.29-44.
Dhir, S. and Chakraborty, T., 2021. Does the perceived efficiency of the HR department matter
in influencing satisfaction and employee performance?. International Journal of
Productivity and Performance Management.
Hlaing, I., 2020. The Effect of employee empowerment on job satisfaction at selected insurance
companies in Yangon (Doctoral dissertation, MERAL Portal).
Horstmann, D., 2018. Enhancing employee self-care. European Journal of Health Psychology.
Kang, M. and Sung, M., 2019. To leave or not to leave: the effects of perceptions of
organizational justice on employee turnover intention via employee-organization
relationship and employee job engagement. Journal of Public Relations Research, 31(5-
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Lyons, P. and Bandura, R., 2019. Self-efficacy: core of employee success. Development and
learning in organizations: An International Journal.
OO, Z.M., 2019. EMPLOYEE MOTIVATIONAL FACTORS IN SMALL & MEDIUM
INDUSTRIAL DEVELOPMENT BANK (Doctoral dissertation, MERAL Portal).
Rujie, Q., Houqiang, Z., Ye, L. and Kan, S., 2019. Perceived Organizational Valuing of
Creativity and Employee Creativity: The Effects of Employees' Self-expectations for
Creativity and Creative Personality. Management Review, 31(12), p.159.
Sandhya, S. and Sulphey, M.M., 2020. Influence of empowerment, psychological contract and
employee engagement on voluntary turnover intentions. International Journal of
Productivity and Performance Management.