Value and Importance of Employee Relations
An Explanation Of The Value And Importance Of Employee Relations In The Application As Well As An Explanation Of The Fundamentals Of Employment Law.
An explanation of the different types of rights, duties and obligations an employer and employee has within the workplace. An exploration of various mechanisms for managing the employment relationship and make justified solutions for a range of specific organizational examples.
Stakeholder analysis for the organization and analysis of how stakeholder engagement and contribution can support positive employment relationships.
An analysis of the impact of both positive and negative employee relations on different stakeholders.
Employment and work bond is stated as a legal link between the employees and employers. It also exists when the person attempts to perform the work of services in certain conditions. The relationship between work and employment is mainly stated to be done in return for a concrete remuneration. Therefore, while accelerating the importance of the assigned report, a commitment to performing for benefiting the organization is illustrated. The paper executes the importance of employee relations and the behavioural influence on the stakeholders. A productive employee influences others, and a mentorship program is implemented to have a proper growing process. Apart from that, the paper also identified the influence on stakeholders by stakeholder analysis, and it states that employees happen to be primarily affected by the stakeholders. The employees share a concrete concern, and the entire importance of the stakeholders has been assessed. Stakeholder analysis and its implication to the fundamental laws with specific implementation to Tesco has been given. Apart from that, employee relation with the three parties has been observed, and it mainly includes the employees, employers, and party. The decision of the work management has affected the concern of important stakeholders, and it abbreviates the employer association and trade unions. Lastly, a conclusion will be included that can lead the readers to have a complete understanding of the discussion. The work management and enhancing the economic wellbeing of all employees share a common concern in the long run. Apart from that, the administration’s decision affects the enhancing importance of all stakeholders.
An explanation of the value and importance of employee relations in the application, as well as an explanation of the fundamentals of employment law
The relation of employee is measured and enhanced being pertinent in addressing a healthy work environment. The secret of a successful business depends upon a good relationship, making the employees more confident. According to Shan and Tang (2020), with a good relationship with line managers and employees, approach management is created, and it discusses the development and training needs. A healthy relation or rather employee relation reduces the basic problem of absenteeism at a concrete workplace. The individuals have been serious about the work, and it feels like to come to the office daily.
Fundamentals of Employment Law
On the other hand, certain factors help analyze valuable and important employee relations. Thus, the main factor states that there can be several issues that an individual cannot take the decision alone. Guidance and advice are necessary to accomplish organizational goals (Poon 2019). For instance, Tesco treats employees with care about their wellbeing. The approach appears to be quite optimistic, which helps to protect the employees. On the other hand, the company’s values mainly state that the organization should be a happy place, and it becomes a place where the workers work together as a concrete family. This tends to have a focus and a concentration to avoid unnecessary stress and tension.
The main purpose of employment law is legislation, and sometimes, it expresses collective agreements with government policy. Further, Wang, Albert and Sun (2020) has stated that increasing wages is unrelated to restraining the inflationary pressure. In order to increase productivity, promotion is required that distributes a fairer income. The basics of employment law regulate the prior relationship between the employees and employers. It enhances to govern the employers to have an expectation from employees and do the rights at work. Therefore, the importance of employment law happens to support the balance of employers and employees equally. It tends to provide economic stability and gives the employers the right to have a free operation of the business. Apart from that, a strong and fair treatment is necessary that treats the employees to not have any discrimination, harassment, or exposure of a worker. The fundamental of employment law is providing legal protection to the employees and having an employer’s relationship with the business. The primary objective of the fundamental law exposes social justice and its distribution in society based on opportunity and equality (Garcia et al., 2019).
An explanation of the different types of rights, duties and obligations an employer and employee have within the workplace. An exploration of various mechanisms for managing the employment relationship and make justified solutions for a range of specific organizational examples
The employee rights and responsibilities within an employees’ stage to duty of all workers to install a safe and healthy system for better living in the long run. The employees in a firm enhance to carry out the work in a way that is quite safe for others. Further, Hassanein et al., (2020) has stated that when an organization has been taken into account, both the employers and employees have responsibilities, rights, and duties. All the responsibilities and duties enhance the group’s look forward to the concrete maintenance. Apart from that, the roles and responsibilities of a firm claim the right to wages, employment terms, and equal opportunities, conditions are necessary to be abided by. The different types of responsibilities and rights of an employee and employers at a workplace claim to provide a safe and healthy environment for the employees. It is the prime duty of an employee to have a safe environment, and the workplace that exists should be built for better execution. Duggan and Carbery (2020) has voiced that the workplace tends to create safe arrangements for harmful substances, chemicals, or dangerous products. Therefore, specific regulation is required for storing, and each of the substances should be followed.
Types of Rights, Obligations and Duties of Employer and Employee
The most important one happens to be the basic necessities for employees and employers, and it details all the facilities for proper engagement in the workplace. Inequalities in the workplace have to be based on workplace discrimination, abuse, and harassment. On the other hand, Awan, Kraslawski and Huiskonen (2018) has stated that dressing and activity for any individual workers varies and the freedom and right of any employee addresses according to beliefs and tradition. Therefore, an employee’s rights within an organization state to have the break time, fixed working hours, safety and a healthy work environment, saying no to work on particular holidays and weeks off, medical facilities. The availability of all company resources paid leaves and the right to ask for unfair termination has to be the duly responsibilities for the members of an organization for better growth. The various mechanisms required for exploring employee relationship management have to be mandated. Thus, a positive employee relationship is better off, and it portrays the importance of discrimination in the payment for the workers. Several strategies are required in addressing employee relations. Thus, Jiang and Luo (2018) have stated that key pillars towards employee management are key.
Dive insight is considered to be the first strategy inherited by different organizations that keeps a meaningful company culture. The managers play the key role in managing the company’s culture, and it states to have complete independence with an appreciation as well. HR can be instrumental in having a well-developed and strong managing instinct. Apart from that, Bogers and Lyngsie (2018) has opined that out of 700 employees, 10% of the rated employees’ experiences employee relationship management. The key pillar attempts to be a connection, impact, appreciation, meaning, and impact. It justifies those employees enables them to feel that meaning and an impact are necessary for the workplace and to have a concrete appreciation. Thus, the companies must exhibit a strong company culture, and the influence of company culture directs the employee experiences. For instance, Tesco optimizes two ways of communication with employees to maintain employee engagement. Employee engagement is considered the key tool to attract the retain staff, support the workers, and run an annual survey for progressing positively. Hence, Makadok and Barney (2018) has stated that a low barrier to participation relies upon two-way communication, and it facilitates two-way communication for digital technology for optimizing the process. On the other hand, the anonymous response has identified the key issues for local or central action.
Mechanisms for Managing Employment Relationship
Stakeholder analysis for the organization and analysis of how stakeholder engagement and contribution can support positive employment relationships
Organizational strategy or analysis of stakeholder is termed as the process with a identified organizational stakeholder. All interest, assessing the influence and how it has impacted a firm, formulates the managing relationship strategies in a firm. For instance, creating a list for everyone affects the company project and relies upon the influence of the project or the company. Thus, stakeholder analysis for an organization is considered a process in identifying the organizational interest and stakeholder actions. Thus, Raum and Sanaei (2022) has stated that assessing the influence claims that an impact of an organization formulates the strategies in managing the relationship. Therefore, at the strategic level, the organization enhances to conduct a broader view of the stakeholder relationship, and it possesses the informed strategy making for an overwhelmed identification of objectives and setting ways accordingly.
On the other hand, Serravalle and Thrassou (2019) has portrayed that at a strategic level in any organization, or rather in an administration level, the manager has to take the concrete stakeholder analysis with the division and manages for better motivation, a commitment of key, cohesion of all the key stakeholder groups. Henceforth, equality among the stakeholder management is considered quite relevant towards programs and projects. Further, the aim of stakeholder analysis is quite predominant, and it happens to be managed with particular eyesight towards the shareholders’ financial returns. The fundamental towards the stakeholders enables to think of the interest of all the stakeholders are taken, and it takes into account. Thus, Muli (2019) has processed that the need of each stakeholder happens to be managed and understood for maximizing the value of all organizations.
Concerning the discussion, to analyze the stakeholder engagement, it is necessary to adopt the management methods, and the best techniques enhance to gather all information and recognize the stakeholders. In this technique, Wehn et al., (2018) has stated that stakeholder engagement has contributed to building a positive employment relationship in the managerial organization of Tesco. The benefits of stakeholder engagement state that business is all about relationships. A successful organization like Tesco needs to be constantly aware of moving forward and hold back the creation of the stakeholder map. Therefore, the strategy has outlined the suggested approach for the stakeholder analysis and entitles its benefit. In this current situation, Lumpkin and Bacq (2019) has proclaimed that education and effective decision making gleans towards positive management of employee relations. Therefore, addressing the communication directly with the stakeholders provides new insights. Apart from that, trust is the utmost key that manages the positive relationship within the mentioned firm. Thus, engaging with the stakeholders ultimately saves time, and it shows that companies with risk management enhance identifying the potential risks.
Justified Solutions for Organizational Examples
Therefore, in the end, engagement with the individuals and groups manages to cooperate with a key, and it improves the accountability of Tesco and the external environment. Torelli and Furlotti (2020) has voiced that transparency is quite important, and to have clear outcomes, analyzed steps has to be managed for effective relationship management.
An analysis of the impact of both positive and negative employee relations on different stakeholders
An impact of good employee bond happens to be positively impact the company’s growth and increase its revenue. People attempt to feel motivated and engaged within a workplace for doing an excellent job with concrete revenue. Thus, in this situation, Yoon and Chung (2018) has stated that both positive and negative climate of an employee relation happens to have high levels of employee involvement, engagement, and commitment. It enhances to improve the business outcomes and contribute towards employee wellbeing. The organization and the wide set of stakeholders include the employees, community, general public and government agencies. Henceforth, Fernandez and Sarria (2018) has proclaimed that positive aspect of employee relations with enhanced perception and strengthens the corporate communication for fostering the management practices.
Therefore, the stakeholders attempt to have a greater impact, and the positivity of employee relations sustains the firm’s overall production. One of the main aspects that need to be discussed states that an employment relationship should be strong healthy with the employers, and the entire company benefits from the mutually respected relationship and the employers happen to be loyal, happy, productive in the long run. Therefore, the positive sources of employee relations on different stakeholders of Tesco address the more efficient, motivated, and productive employees. It states to lead towards having an increase in the production level. On the other hand, Arasanmi and Krishna (2019) has opined that negative impact on the organizational stakeholders has retained the quality impacts. The subordinate psychological performances enhance poor relationship management, leading to stress.
Therefore, through the discussion, it has been portrayed that the negative and positive impact of employee relations on different stakeholders of the firm exclaims the advantageous employee commitment and the major reason has grown that shows that an increase in employee commitment holds up the organizational level. Apart from that, the disadvantage of employee relation states the manager-employee boundary with a communication complexity. Further, Lu (2022) has stated that the resurgence of stakeholder capitalism enhances the primary business management and its forecast in creating a sustainable value for the wider society and generating profits for the shareholders. According to Su and Swanson (2019), the stakeholder management of Tesco enhances a concrete impact on the business, and it focuses upon the different levels of influence on the business operations. The primary stakeholders happen to be the central purpose of an organization, and the major players happen to contribute to the entire success in the long run. It enhances to be both internal and external, and the chief executive of the board of directors formulates the planning and exercising accordingly. Therefore, it has stated that all these requirements lead to prior job satisfaction, and it relies upon the improved services and increased turnover of all employees in the long run.
Conclusion
From the above discussion, it can be concluded that the entire purpose of the study escalates the perceived relationship between the employers and employees in managing the employment relationship in Tesco. The findings in the entire paper have handled the level of job satisfaction, and regarding conflict management, employee empowerment involves the positive effect of the concrete stakeholder analysis. Apart from that, the realization of employee relationship management enhances the reinforcement, and the relationship helps in building the relationship between the employee suggestion, and it forecasts the job satisfaction with high attention to the performance, development, and growth. Despite all the facts stated, the main feature enhances the implementation of the development and growth escalates the importance of the positive ailments in the long run.
References
Arasanmi, C.N. and Krishna, A., 2019. Employer branding: perceived organisational support and employee retention–the mediating role of organisational commitment. Industrial and Commercial Training.
Awan, U., Kraslawski, A. and Huiskonen, J., 2018. Governing interfirm relationships for social sustainability: the relationship between governance mechanisms, sustainable collaboration, and cultural intelligence. Sustainability, 10(12), p.4473.
Bogers, M., Foss, N.J. and Lyngsie, J., 2018. The “human side” of open innovation: The role of employee diversity in firm-level openness. Research Policy, 47(1), pp.218-231.
Duggan, J., Sherman, U., Carbery, R. and McDonnell, A., 2020. Algorithmic management and app?work in the gig economy: A research agenda for employment relations and HRM. Human Resource Management Journal, 30(1), pp.114-132.
Fernández-Guadaño, J. and Sarria-Pedroza, J.H., 2018. Impact of corporate social responsibility on value creation from a stakeholder perspective. Sustainability, 10(6), p.2062.
García, G.A., Gonzales-Miranda, D.R., Gallo, O. and Roman-Calderon, J.P., 2019. Employee involvement and job satisfaction: a tale of the millennial generation. Employee Relations: The International Journal.
Hassanein, R.A.A., Al-Qassas, S.A., Tir, F.N.A. and Abu-Naser, S.S., 2020. Artificial neural network for predicting workplace absenteeism. International Journal of Academic Engineering Research (IJAER), 4(9).
Jiang, H. and Luo, Y., 2018. Crafting employee trust: from authenticity, transparency to engagement. Journal of Communication Management.
Lu, H., Liu, X. and Falkenberg, L., 2022. Investigating the impact of corporate social responsibility (CSR) on risk management practices. Business & Society, 61(2), pp.496-534.
Lumpkin, G.T. and Bacq, S., 2019. Civic wealth creation: A new view of stakeholder engagement and societal impact. Academy of Management Perspectives, 33(4), pp.383-404.
Muli, A.N., 2019. Strategic Financial Evaluation And Analysis Of Tesco And Benedict Co.
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.
Raum, S. and Rawlings-Sanaei, F., 2022. WCM: A web content?based method of stakeholder analysis. Methods X, 9.
Serravalle, F., Ferraris, A., Vrontis, D., Thrassou, A. and Christofi, M., 2019. Augmented reality in the tourism industry: A multi-stakeholder analysis of museums. Tourism Management Perspectives, 32, p.100549.
Shan, C. and Tang, D.Y., 2020. The value of employee satisfaction in disastrous times: Evidence from COVID-19. Available at SSRN 3560919.
Su, L. and Swanson, S.R., 2019. Perceived corporate social responsibility’s impact on the well-being and supportive green behaviors of hotel employees: The mediating role of the employee-corporate relationship. Tourism management, 72, pp.437-450.
Torelli, R., Balluchi, F. and Furlotti, K., 2020. The materiality assessment and stakeholder engagement: A content analysis of sustainability reports. Corporate Social Responsibility and Environmental Management, 27(2), pp.470-484.
Wang, W., Albert, L. and Sun, Q., 2020. Employee isolation and telecommuter organizational commitment. Employee Relations: The International Journal.
Wehn, U., Collins, K., Anema, K., Basco-Carrera, L. and Lerebours, A., 2018. Stakeholder engagement in water governance as social learning: lessons from practice. Water International, 43(1), pp.34-59.
Yoon, B. and Chung, Y., 2018. The effects of corporate social responsibility on firm performance: A stakeholder approach. Journal of hospitality and tourism management, 37, pp.89-96.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
