• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

The Potential for Conflict in Tesco's Human Resource Management

Extracts from this document...


The Potential for Conflict in Tesco's Human Resource Management Unfortunately, it was forbidden by Tesco to give me particular information about the potential for conflict in its human resource management. This is because; other competitors may be able to use such details to withstand a greater chance of attracting more customers in the same market. However, in any large organisation conflict is inevitable. Basically, the resources that can be devoted to this area are limited and everyone wants a large share of them. The following shows the main areas for conflict: Human Resources may conflict with other functional areas, such as administration, marketing, finance, sales, Training and development, recruitment and Selection, and research. Marketing may demand more employees that have better qualifications and skills, they may need staff with specialist skills and expertise; therefore further training may be needed, or high wages that human resources may not be happy to pay. This will relate to Tesco's training and development as they will provide the training that is needed. Human resources may want to give their staff additional training to improve performance, morale, or even to promote within Tesco, but this will cost money and time. ...read more.


The staff union and the finance department may also have conflict. Finance may suggest that some staff may have to be dismissed due to Tesco losing too much money through staff wages. The staff union may disagree as well as the Human Resources department. Human Resources will feel that in the future Tesco will have to recruit again due to the profit argon increasing, repeating the recruitment process and this may result in losing more money. Unions will be unhappy due to fellow employees being dismissed, and may de-motivate staff and lower work output. The finance department- the finance department may demand more workers, recruitment and selection will have the task of finding these workers, this will be costly. The finance department could also decide that their staff may need additional training this will cost time, and replacement workers to fulfil their job roles, and money form the training and development department. Human resources may not want to fund the training or supply extra workers, as they may feel that it is not needed as the staff have high performance rates. Departmental rivalry - The managers of Tesco's human resource department have the extremely difficult job of deciding which areas of the business gets the benefits of staff training and development. ...read more.


This can cause managers to argue whether the employees of the business should be given more responsibility or whether they should be told what to do, how to do it and to do it in a certain amount of time. Appraisal - This is the most common cause of conflict in any large or medium sized business including that of Tesco. Employees sometimes wish to be left alone to get on with their job instead of being told how good they are at doing it (they may feel like they have someone behind their shoulder keeping an eye on them all the time). Therefore such employees will be against the idea of an appraisal system in the organisation. There is always the potential for conflict in Tesco whether an appraisal system is in use at the company. Employees may feel that they are working much harder than what the manger(s) recognises and may feel like they deserve more appraisal causing disputes and disagreements. Also other kinds of disputes may tend towards that of favouritism or victimisation. Staff workers of Tesco could be jealous of those who may look to be favoured by the employer(s) and could feel victimised due to a lack of attention. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Functional Areas of Tesco

    * Interviews; Tesco use this type of communication after the job centre communication to find a best suited person for a pacific job at Tesco. * Internet; Tesco use this to give people at home a chance to read up on Tesco; who they are; what they do; what aims they have and so on.

  2. The purpose of the coursework is to produce an analytical report on how a ...

    What are important in the study of motivation are the key names that have influenced not only Boots' approach to management, but also the majority of other organizations. Four major theories have remained at the forefront motivational techniques and each one is linked to a different style of management.

  1. Ownership and location of Tesco and McDonalds

    * A set percentage of your profit will go to the franchiser and you will have to buy your equipment and products from them. * You have to stick to the business' core activities. For the franchisor * They do not have full control over the organisation. Ownership of Tesco.


    When Sainsbury's require labour, they mention it in their corporate plans. The wastage rate used at Sainsbury's is used to measure the total number of employees leaving an organisation in a given period of time, usually a year. It is calculated in percentage terms using the formula: Labour turnover= Number

  1. Shareholders - Tesco

    This computer can be paid for over a certain period of time and it is interest free. This is a very good offer as most people that are employed at Tesco are students as they can be paid cheaply and will be interested in this offer as students do not have much money and need computers.

  2. Managing Human Resources in Marks & Spencer.

    By doing this Marks and Spencer are saving money and recruiting internally takes less time than recruiting externally. However, if the job on offer is highly specialised then it is unlikely that there are any suitable candidates that match the criteria.

  1. Employees are a business's most important assets; this is why they created the Human ...

    However, because the zoo is a charity, it only has a limited budget and so money is always an important factor. * Need for training and constraints of time. The more experienced and knowledgeable the workers the better and quicker they can do their job.

  2. Analysis of a Contract Specific Organisation

    Text below has some good bits but may be too woolly Because the key to success in today's business environment is to focus on your core competencies, Drivers Jonas is committed to the idea of outsourcing. When our customers outsource we take on the responsibility for a number of supporting services of their organisation.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work