You should discuss relations between the employer and employees in the case study.

ASSESSMENT INFORMATION

Assessment 1: Employee relations case study (1500 words)

Weighting: 35%

Deadline: 25^th November 2024 1 pm

You should discuss relations between the employer and employees in the case study. More specifically, you should critically analyse the effectiveness of employee relations and outline what HRM strategies might be used to improve employee relations to meet both the needs of the employer and the employee (i.e., both business outcomes and health and wellbeing of employees)

In undertaking this task, you should consider the following themes:

• How the employer-employee relationship is managed.
• Why employee relations are important from a Unitarist perspective i.e., mutual gains hypothesis and good HRM being good for both the employer and employee.
• The importance of trust within employee relations.
• Employee Voice.
• Employee Engagement.
• Employee Communication – communication channels and influencing styles for more effective employee relations
• Diversity, equity, social justice and inclusion.
• Bargaining and conflict resolution.
• Cross cultural perspective.
• Employee Relations Analytics.

You should discuss how the above HR practices might be used for achieving an improved psychological contract and High-Performance Work Organisation.

In undertaking analysis of employee relations, you should also critically discuss with reference to pluralist, unitarist, and radical perspective 

Case Study on Employee Relations

LinkApp is social media business of 1000 employees. It has been successful in expanding its operations through retention of highly committed staff but more recently staff retention and productivity have decreased.

You are the new HR Director in the company, and you are keen to uncover the causes of the decreased staff retention and productivity. Your research leads to following:

With millions of active users, the platform boasts cutting-edge features and a fast-growing user base. However, the company’s internal culture has not kept pace with its external success. While LinkApp continues to innovate and attract new users, those who work within its walls face a host of challenges that create a tense and unproductive work environment.

1. The Unrelenting Pace and Pressure

At LinkApp, speed is king. The company prides itself on being able to push out updates, features, and new products faster than its competitors. However, this drive for speed comes with an immense cost. The staff is constantly under pressure to meet aggressive deadlines, often with minimal resources and support. Over the years, the company has developed a culture where putting in long hours is not only expected but glorified. Employees who stay late into the night or work through weekends are praised, while those who maintain a healthy work-life balance are subtly viewed as less committed.

This unrelenting pace contributes to a high level of stress and burnout among workers. While initially, many are drawn to LinkApp because of its reputation as a fast-moving, innovative company, they quickly find that the constant grind takes a toll on both their physical and mental health. There’s little room for downtime or recovery, and vacations are often interrupted by urgent requests to deal with last-minute issues or product launches.

The pressure to constantly deliver results has created a fear-driven atmosphere, where many workers feel that taking time off or setting boundaries could harm their careers. This unhealthy culture has led to increasing levels of turnover, as many simply cannot sustain the relentless demands placed upon them. Over time, the company`s high-pressure environment has turned from a competitive advantage into a significant source of dissatisfaction and disengagement among its workforce.

2. Inadequate Leadership and Poor Communication

Another major issue within LinkApp is the inconsistency in leadership. While the company’s upper management is visionary and forward-thinking in terms of the platform’s long-term goals, there is often a clear disconnect between these goals and the everyday operations experienced by the staff. Decisions are frequently made at the executive level with little input from those on the front lines, resulting in confusion and frustration.

Communication across different levels of the organization is often poor. Key decisions, including shifts in company priorities or changes in project goals, are handed down without proper explanation, leaving teams to figure out how to adjust on their own. This top-down management style alienates many staff members, who feel they are left out of critical conversations that directly impact their work.

Middle managers, tasked with executing these high-level decisions, often struggle to provide the necessary guidance and support. At LinkApp, many individuals are promoted into management roles based on their technical skills rather than their leadership abilities. While they may excel at coding, design, or marketing, these managers frequently lack the people skills required to motivate and engage their teams. As a result, conflict resolution is weak, and workers often feel that they are left to navigate challenging situations without adequate support.

This inadequate leadership structure has led to widespread frustration. Teams feel as though they are constantly being set up to fail, with unrealistic expectations and little room for feedback. Without clear direction or support from management, many workers feel unvalued and unimportant, further eroding morale and engagement.

3. Lack of Recognition and Career Development

In addition to the pressures of the workload and the challenges of ineffective management, many workers at LinkApp struggle with a lack of recognition for their efforts. The company has adopted a performance evaluation system that emphasizes results and output, but fails to acknowledge the hard work and dedication behind those results. High-achieving individuals often go unrecognized, while those who are better at self-promotion or managing office politics tend to be rewarded.

This lack of recognition leads to a growing sense of disillusionment among workers. Many feel that their contributions are not valued, and that their efforts go unnoticed by management. This has fostered a culture where people become disengaged, no longer striving for excellence because they do not believe their hard work will be appreciated or rewarded.

Compounding this issue is the limited scope for career growth at LinkApp. Although the company promotes itself as a place of opportunity and advancement, in reality, upward mobility is rare. Promotions are typically based on office politics rather than merit, and opportunities for career development are few and far between. For many workers, there is little incentive to stay with the company for the long term, leading to a revolving door of staff who come in, work hard, and then move on to other opportunities.

4. Internal Competition and Rivalry

At LinkApp, competition is not only reserved for the marketplace—it exists within the company itself. The performance review system, which ranks employees against each other, has created an atmosphere of internal rivalry. Rather than fostering collaboration and teamwork, this system pits colleagues against one another in a race for promotions, bonuses, and recognition.

This environment of competition can be toxic, as workers are less likely to share ideas or support one another. Collaboration becomes a secondary concern, as individuals focus on outshining their peers to advance their own careers. Teams are fractured by internal rivalries, which undermines the collective strength that is essential for innovation and creativity in a tech company.

The result is a work culture where trust is eroded, and staff members become more guarded and isolated in their work. Instead of pulling together to solve problems, they are often working at cross-purposes, further complicating projects and creating unnecessary tension.

5. Workforce Diversity and Inclusion Challenges

Another issue plaguing LinkApp is the lack of diversity and inclusion within its workforce. Despite the company`s public messaging about being an inclusive and progressive employer, the reality inside its offices tells a different story. Leadership positions are largely held by individuals from similar backgrounds, creating a homogeneous culture that stifles diverse perspectives and ideas.

Workers from minority groups often feel marginalized and overlooked for advancement opportunities. Their contributions are sometimes undervalued or ignored, and they face microaggressions or subtle biases that make the work environment uncomfortable. The lack of diversity, particularly in leadership, sends a clear message about who is valued within the company, further deepening the dissatisfaction among underrepresented employees.

Although there are programs in place to address diversity and inclusion, they are often more performative than substantive. Without meaningful changes in hiring practices, promotion policies, and workplace culture, the company continues to struggle with creating a truly inclusive environment.

6. Impact on the Company’s Future

The various challenges within LinkApp’s workplace—high pressure, poor leadership, lack of recognition, internal competition, and diversity issues—have far-reaching consequences for the company’s future. High turnover rates have become a significant problem, as workers leave the company once they realize the culture is not conducive to long-term success. The constant cycle of hiring and retraining new employees disrupts workflow and hinders the company’s ability to maintain consistent innovation.

Moreover, the lack of collaboration and trust among workers has begun to erode the company’s reputation for creativity. Without a strong, united workforce, LinkApp is struggling to keep pace with its competitors in terms of developing new features and responding to user needs. The internal dysfunction is slowly catching up with the company’s public image, as the cracks in its foundation become more apparent.

Conclusion

LinkApp’s  workplace challenges, driven by unrealistic pressures, inadequate leadership, lack of recognition, and internal competition, have created a culture that is ultimately detrimental to both its employees and its business success. If LinkApp hopes to sustain its position as an industry leader, it must address these deep-rooted issues and foster a more supportive, inclusive, and collaborative work environment. Without these changes, the company risks losing not only its talent but also its competitive edge.

You uncover the following statistics relating to employee relations before the change to more autocratic and transactional leadership.

Employee Engagement:

• Employee Engagement Score: 88%.
• Regular employee engagement surveys indicate high levels of job satisfaction, enthusiasm, and commitment.
• Recognition programs celebrate employee achievements, contributing to higher engagement.

Staff Turnover:

• Annual Staff Turnover Rate: 7%.
• Lower staff turnover reflects stability and employee loyalty.
• Employees tend to stay for an average of 5.5 years.

Employee Voice:

• 97% of employees feel comfortable expressing their concerns and ideas.
• Employee feedback is actively sought and implemented in process improvements.

Equity, Equality, and Diversity:

• Gender Pay Gap: 4% (favouring men), well below the industry average.
• Equal opportunities for advancement regardless of gender, race, or background.
• Diverse workforce, with 30% of employees belonging to minority groups.

Fairness and Reciprocal Relations:

• 93% of employees perceive their pay as fair and competitive.
• Conflicts resolved swiftly with a satisfaction rate of 87%.
• A collaborative culture promotes reciprocal relations among employees.

You also uncover the following statistics relating to employee relations with the more autocratic and transactional leadership.

Employee Engagement:

• Employee Engagement Score: 36%.
• Frequent complaints of low morale, disengagement, and lack of motivation.
• No formal recognition programs in place.

Staff Turnover:

• Annual Staff Turnover Rate: 25%.
• High staff turnover indicates instability and dissatisfaction.
• Average employee tenure is only 1.5 years.

Employee Voice:

• 50% of employees feel uncomfortable expressing concerns or ideas.
• Little emphasis on gathering and implementing employee feedback.

Equity, Equality, and Diversity:

• Gender Pay Gap: 30% (favouring men), above the industry average.
• Unequal opportunities for advancement, with disparities based on gender, race, and background.
• A lack of diversity, with only 8% of employees belonging to minority groups.

Fairness and Reciprocal Relations:

• 70% of employees believe their pay is unfair compared to industry standards.
• Conflicts often left unresolved, leading to increased tensions.
• A competitive and individualistic culture hinders reciprocal relations 

Assessment 2: Reflection on developing employee relations knowledge and skills (1000 words)

Weighting: 25%

Deadline: 19^th December 2024 1 pm

You should write a reflection on what you have learned and how you have developed in undertaking the Employee Relations, Practices and Law module. In this reflection, you should make reference to any HRM literature on employee relations that is relevant to your development, and to the CIPD professional map (the CIPD behaviours in particular). The key themes that you should explore in your reflection are:

• How you have developed in terms of understanding and applying ethics within employee relations
• How you have developed in terms of understanding employee voice, employee engagement and job satisfaction, and how you might use these in future employment
• How you have developed in terms of understanding the role of employee relations technology and analytics in HR practice
• How have you developed in understanding and applying the role of coaching, mentoring and consulting
• How you have developed in understanding and applying communication channels and influencing styles for more effective employee relations

In undertaking your reflection, you should demonstrate a commitment to improving your professionalism (based on the CIPD values and behaviours) linked to the employee psychological contract and the High-Performance Work Organisation.

In undertaking analysis of employee relations, you should also critically discuss with reference to pluralist, unitarist, and radical perspectives. The emphasis should be on a critical evaluation, not on self-promotion. Try to identify strengths and weaknesses, and areas for personal development informed by the literature on Employee Relations and the CIPD professional map.

assessment 3: Employment Law Case Study (2000 words)

Weighting: 40%

Assessment will be provided by your Law Lecturer

Assessment criteria and marking standards for the coursework

The following criteria are taken into account in marking the coursework.

Below are indications of the standards for particular ranges of marks above the ‘threshold’ mark.

Return of your work:

Work submitted will be returned to you online through Turnitin.

REASSESSMENT ARRANGEMENTS

If you do not pass on the first attempt, you will be able to resubmit on Turnitin 4 weeks after the official release of marks

LATE SUBMISSIONS

You should aim to submit all coursework by the deadline set.  Meeting deadlines is an essential employability skill, and an expectation for your course.  Should you be unable to submit your assignments on time, one of the following may be available:

• You may submit coursework up to 24 hours after the deadline.  Work submitted within 24 hours of the deadline will be subject to a fixed penalty of 5% of the total marks available (as opposed to marks obtained).  Please note that if you submit both before the deadline and during the 24-hour late period, then the second submission will be marked and 5% deducted. Students submitting at resit will not be eligible to submit 24 hours late.

• You may be able to request an automatic 7-day extension.  You have two opportunities to request automatic extensions in one academic year (one per term).  Follow this link to find out more about how to request an automatic extension.

These rules normally only apply to coursework.  It does not apply to examinations, presentations, performances, practical assessments or viva voce examinations.  If you are unable to take advantage of these opportunities, then you will need to apply for extenuating circumstances, or accept that you will receive a zero mark.

Extenuating Circumstances are circumstances which: 

• impair your examination performance prevent you from attending examinations or other types of assessment, or
• prevent you from submitting coursework or other assessed work by the scheduled deadline date, or within 24 hours of the deadline date

Such circumstances rarely occur and would normally be:

• unforeseeable - in that you could have no prior knowledge of the event concerned, and
• unpreventable - in that you could do nothing reasonably in your power to prevent such an event, and
• expected to have a serious impact on performance

You can make an application for extenuating circumstances by following this link.

RETURN OF WORK AND FEEDBACK

Formal results are ONLY available in UEL Direct, and will be published within 8 working days of the Board, where results are formally confirmed. Any other results are provisional / indicative but not approved.

You will receive feedback throughout your course through the following:

Feedback and students’ marks should be provided within 15 working days of the due date for summative work (i.e. work that counts towards the final course grade) and formative work (i.e. work that is developmental and designed to help you improve).

Whilst feedback will be given on draft/formative work, it shouldn’t be assumed that every aspect will be identified.

ONLINE SYSTEM FAILURES

If you experience a problem submitting your work online, you should notify your lecturer/tutor by email immediately.

Deadlines are not extended unless there are significant systems problems.  If UEL finds that the issue with the system was significant, you will receive an email notifying you of the issue and that you have been given a 24 hour extension.  If you don’t receive any email that specifically states you have been given an extension, then the original deadline has not been changed.