Employee Relations in Marks and Spencer Case Study

Employee Relations in mark and Spencer - Case Study ExampleHowever, with fast technological developments and greater linkages amongst various countries well-nigh the world, there was greater competitiveness in the retail sector thus creating a need to lease less adversarial approaches to employee relations. The companionship realised that they had to engage their employees a little more. This led to around of the present supply management practices adopted by the company. The company has tried instituting some sound principles within management but there are still certain problems here and there. (M&S, 2007b)In the past, there were no cases of Sunday trading. Workers in the retail sector counted on the fact that their wager arrangements did not necessitate additional efforts. However afterward introduction of Sunday trading in the UK, there was a need for all retail companies to typeset their employee schedules to suit this change. Marks and Spencer was no exception in resp onse to this change, it created flexible hours for its employees so that it could allow employees to ease their social life with their careers.In the early nineties, near workers within the retail sector used to work for a period of thirty six to thirty eight hours per week. In Marks and Spencer, eighty part of their employees used to comply with this rule. But currently, most workers need to put in more hours in identify to meet demand. M&S have adjusted to this through employment of more workers and through ameliorate employee schedules. (Mellahi et al, 2002)Trade Union ActionsThe TUC is one of the most influential bodies in the United Kingdom especially when it comes to protect workers rights. Marks and Spencer has had to watch out for the activities and protests conducted by some trade Unions. One such example occurred in the year 2001. Marks and Spencer has opened up some stores in different parts of the world including France. The Company had made the decision to close al l the stores in Europe and halt operations immediately. This was one of the most controversial issues the retail giant has ever faced. In a speech made by the TUC everyday Secretary, the Union highlighted the fact that Marks and Spencer were not rightfully faced with financial difficulties in those operations. The Union as well asserted that the closures were simply and endeavour by the organisation to impress City sentiments rather. They believed that the company was not really concerned with issues surrounding profit making. TUC also said that they were trying to protect foreign workers rights in general. Marks and Spencer tends to export their bad employment practices into other countries. The Trade Union brought to the forefront the issue of complacency everyday in M&S stores. The Company had not been very considerate at some percentage point in their firing and hiring processes. These practices are quite common in the UK despite their notoriety. But in some European countr ies like France, these employment practices are quite unlawful. The trade Union spoke about how M&S has been sacking employees without notice in those countries and how it faced the full arm of the law. (Storey et al, 2005)TUC advocated for more dialogue and consultations between employees and employers at all times and not when issues have spiralled out of control. The actions of this trade Union and others have caused M&S to change some of its employment practi