The employee or employment relations are mainly concerned with the managing as well as maintaining the relationship of employees (Tansel and Gazioglu, 2014). It involves managing the pay-work bargaining of the employee and dealing with the practices of employment, their terms, and conditions, the issues which are arising from the employment in addition with providing a voice to the employees and communicating with employees (Valizade et. al., 2016). It is the approach or method which is adopted by the employer or manager to manage and deal with their employees either collectively through their trade union or individually (Tews et. al., 2015).
In the following context, there will be a detailed discussion on the different perspectives related to employee relations as well as the impact of changing the national and global environment on employee reaction.
In the concept of the employee relation, managing relationship with the employee, employers, trade union, as well as government on regular basis are a complicated and compelling area of study. There are mainly three perspectives of employee relation which are unitarism, pluralist, and radical which represent the different perception of workplace relations (Bratton and Gold, 2017). These perspectives also explain the statements, actions, the behavior of employers and trade unionists for example conflict in the workplace, the role of unions and job regulation vary differently (Scott, 2015). Based on the employment relation structure in UK cover in the following points:
The perspective of unitary is based on the assumption that the organization can be as an integrated as well as harmonious whole with the idea of “one happy family”, where the management of organization and other members of staff share a common purpose as well as emphasizing the mutual cooperation among them (Zhang et. al., 2014). They have a set of common values, objectives, as well as interest. Moreover, the unitarism has a protective approach, where its demand on the loyalty of all employees which are being primarily managerial in its prominence as well as application. For unitary perspective, there are two main essential implications reducing from this. The first one is, the dissatisfaction expression of employees, as well as a difference with management, is perceived as an irrational activity. The conflict may create a bad impact on the organization and should be curbed through coercive means. Secondly, it is related to the trade union which is regarded as unnecessary since the loyalty between the employees and organizations which are considered as mutually exclusive. This conflict is perceived as disruptive which result in a communication breakdown. Therefore, the unitary perspective is a simple theoretical; device which is mostly used to identify the climate of industrial relation within the specific types of organization which covers both historically as well as currently (Johnstone and Ackers, 2015).
In the concept of pluralism, the organization is apparent as being made up of powerful as well as divergent sub-groups, each group represent with their own legitimate loyalties as well as their own set of leaders and objectives (Siebert et. al., 2015). The two predominant subgroups are trade union and management. The main assumption of pluralist perspective is that the individuals in the organization are divided into different groups which have their own aims, interest, as well as leadership. These interest as well as aim often conflict as well as compete with another group which creates tension within the organization that most of the management is facing. In the pluralist approach, the organization sees the conflicts between the manager and worker for interest and disagreement (Guest, 2017). The conflict of management-employee is both the inevitable and rational. Consequently, the management role would less depend on enforcing and controlling, as they move towards the persuasion as well as coordination. A trade union is perceived as legitimate representatives of employees. The perspective of Pluralist admits that the workers have constancies to organizations, other than their own management as well as the trade union is a legitimate source of these constancies (Harney, Dundon and Wilkinson, 2018).
The Marxist perspective mainly focuses on the fundamental division of interest between labor and capital. According to the Marxist perspective, the conflict in employment relationship reflects the structure of society. This approach has a broader scope which mainly emphasis on the importance of collective action as well as the organization explained in them of mobilization theory. When the belief of Marxist perspective changes then the society and organization will also change (Kaufman, 2018). The Marxist perspective argued the weakness and contradiction of the capitalist system which may lead to the revolution and the ascendancy of socialism over capitalism. In the social conflict, the economic inequalities exist specifically within the arena of industrial relation and industrial conflict. There is some assumption of Marxist that the change in society can lead to class conflict as, without such struggle the society would stop following, inequalities also cause conflict in class which arises in the distribution of economic power in the society. According to the Marxist perspective, the conflicts are structural as well as essential (Williams, 2017).
Tesco is one of the leading company in the retail industry of UK as well as the company is being a highly significant retailer at the global level. The company is operating in twelve countries and spread their root globally. Tesco manages approximately 500,000 people as an employee in their company worldwide. Therefore, the employee relation in the company Tesco plays a significant role. To compete in the competitive market at the global level, Tesco needs to concentrate on the performance of the company as well as need to satisfy them to retain for long-period. Tesco adopts the concept of two-way communication in which the employer listens to the issues of the employees and then acted on the answer. The employees saw the improvement as well as receive a regular communication which enhances as well as improve the relationship between employees and employer (Moon, Uskul and Weick, 2018). The employee relationship plays a significant role in the performance of the organization. The importance of employee relation is explained in the below points:
The efficient employment relation in Tesco directly affected the productivity of Tesco. In the recent, the company has now spread their branches at the global level. It cannot be possible for the company without the performance of the employees. The employees of Tesco are highly satisfied which enhance the productivity of the company as well enhance the overall performance of the company as greater level. It has been said that when the relation between the employer and employee are great, then employees of the company tend to be more satisfied and thus end up being more productive at work when the employee is more productive then the overall productivity of the company will enhance (Padma and Wagenseil, 2018).
The employee relations in an organization boost the level of loyalty among employees to a greater extent. Tesco creates a pleasant as well as productive work employment which has drastically affected the loyalty of the employees. Increase in the loyalty among the employees of the Tesco increases the chance of retention in the company. It has been analyzed that 80% of employees in Tesco are filled by their existing team members. Therefore, the efficient management of employment relation in Tesco increases the loyalty among the employees which directly affect the overall performance of the company.
The employees of Tesco always feel motivated because of efficient employment relation adopted in the company. The company always give importance to their employees and try to resolve their issues in a limited time period which motivate their employees to work efficiently and effectively in the company. The employer of Tesco always gives importance to the issues of employees which is the main reason of the employees to remain in the organization. The efforts of the company always lead to a better possible working environment which motivates the employees to work in a more efficient manner. This trait helps the company to enhance their overall performance of the company in an effective manner.
There is some sort of issues occur within the organization which an individual cannot take the decision alone, they need guidance as well as advice. Before implementing any plan, Tesco evaluates the pros and cons of an open forum where the employees of the company get opportunities to express their opinion freely. It helps the company to enjoy the good relation as well as a bond between each other in the company. They work together as a family which makes the healthy environment in Tesco. Therefore, the employees of Tesco help in resolving issues of each other which increase the productivity of the company in an effective way (Mandal, 2017).
A healthy employee relation in the organization discourages the conflicts as well as fights among the employees of the company. The company Tesco maintain a healthy employee relation in their company. The coordination between employees and employer help them in reducing the conflict among them which encourage a healthy working environment in Tesco as well as discourage conflicts and fights within the organization which enhance the performance of every individual in the company and collectively increase the performance of the company as well (Goswami and Agarwal, 2015).
The employee relation affected the company at a greater level. The employees of Tesco are more serious towards their work as a comparison to other companies as they feel like coming to the office on regular basis. The employees of Tesco do not take frequent leaves as well as start enjoying their work. Due to the healthy employee relation, the employees of Tesco reduce their complaints against each other as well as try to give their best. Thus, the employees more concentrate on their work rather than on clashes or issues which decrease the absenteeism within the company and increase the productivity as well as the performance of individuals which affect the overall performance of the company.
With the help of employment relation, the issues of the employees are resolved in a prominent manner in Tesco which make them more satisfied as well as motivated towards their work. Any employees will feel motivated if company value their issues as well as take action on that. Tesco has set up a separate department of employee relation in which the employees feel free to discuss their issues. The issues are mostly resolved by the department of employee relation or promptly action been taken against the issues. Therefore, the employees of Tesco feel more confident towards their company that enhances the productivity of the company.
Conclusion
From the above, it can be concluded that employee relation plays a prominent role in the success of any business due to the reason that employees are the main keys to success in the organization. Therefore, the satisfaction of employees is the main focal point for the companies. To maintain a healthy relationship among the employee as well as the employer, the employee relation department has been set up in many companies. The employee relation manages the pay work bargaining of their employees as well as managing their issues. There are mainly three kinds of the perspective of employee relation such as unitary perspective, plural perspective as well as Marxist perspectives. Organizations adopt different perspectives according to their situation. The incidents of global as well as national changes created a great impact on the employee relation; it damages the trust as well as confidence among the employees which directly affected the productivity of the big companies. One of the leading companies Tesco prominently plays a vital role in the employee relation. The employees of Tesco are highly satisfied which increase the productivity of the company, increase retention ratio as well as decrease absenteeism of employees. The company is able to deliver a healthy working environment for the employees which are the key success for Tesco.
References
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