Literature Review Matrix Template Reference Author/Date ✓ Solved

Literature Review Matrix Template Reference Author/ Date – (APA

Write a 2–3-page article review in which you discuss the legal issues brought against an employer and how the organization managed to recover from the charges brought against it. An organization's public image is very important. The values and missions of the company serve as a statement to the public regarding how it seeks to operate. The company wants to avoid negative publicity about employment-related legal issues, like discrimination or harassment, because it can have a damaging effect on the organization's reputation. When this occurs, HR practitioners and managers need to identify an effective recovery strategy as soon as possible.

This is important, because the company needs to limit any negative exposure, but also to ensure that the organization is operating according to its values and missions. By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

• Identify the legal issues.
• Discuss the effectiveness of the organization's approach to recovery.
• Describe the organization's strategies for recovery from exposure to liabilities.
• Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.

Conduct research using trusted resources to find an article on a company experiencing legal issues related to workplace discrimination, unfair labor practices, or unethical behavior. This source should also describe the organization's approach to managing and recovering from the charges brought against it. Then, write your review discussing the identified legal issues, the organization’s recovery approach, and your analysis of its effectiveness.

Paper For Above Instructions

In recent years, instances of legal issues related to workplace discrimination have become increasingly prominent in various sectors across the globe. The case of Tesco stores limited, as presented in the overview of the legal challenges faced by the organization, is an insightful example of how legal frameworks interact with corporate governance and human resource management. In this paper, I will discuss the legal issues faced by Tesco, analyze the effectiveness of their recovery strategies, and evaluate whether I would have managed their recovery differently.

Legal Issues Identified

The primary legal issue in the case of Tesco revolves around gender discrimination. The allegation stemmed from the case of an employee who was denied a promotion based on what the organization labeled as her need to care for her children. The decision-maker concluded that her familial responsibilities would hinder her flexibility and availability, ultimately affecting the performance expectations of the role. This situation raises important questions regarding the nature of discrimination, particularly as it relates to gender roles and societal expectations (Lane & Ingleby, 2017).

By denying the employee the opportunity for promotion based on her gender and assumed family obligations, Tesco was accused of violating employment laws designed to protect employees from discrimination. The outcome of the court case, which found that while discrimination occurred, the company’s justification based on operational flexibility was legitimate, creates a complex scenario for human resource practitioners (Sims, 2014). The ruling exemplifies the challenges organizations face when balancing operational needs with fair treatment of employees.

Effectiveness of Tesco's Recovery Approach

Following the legal verdicts, Tesco implemented several recovery strategies aimed at managing the fallout from the discrimination case. One effective approach was the company’s acknowledgment of the relationship that existed with the employee involved in the case. Documentation and transparency about decision-making processes were initiated to prevent further misunderstanding and foster an environment of trust among employees.

Moreover, the organization focused on revising its internal policies regarding flexibility and employee support systems. This approach acknowledges the need for adaptability in work roles to accommodate employees who have both familial and professional responsibilities. Such initiatives were aimed at creating a more inclusive work environment, ultimately enhancing employee satisfaction and reducing turnover (McClelland, Williamson, & Khanfar, 2018).

In the immediate aftermath of the case, Tesco's decision to increase salaries across the board was also a strategic move to mitigate employee discontent and rebuild morale. This compensation adjustment demonstrated the organization’s commitment to addressing potential grievances (Braun et al., 2012). The comprehensive training provided to employees regarding legal rights and discrimination issues highlights an emphasis on prevention, educating employees on how to recognize and avoid discriminatory practices proactively.

Personal Analysis of Recovery Strategy

In analyzing the effectiveness of Tesco’s recovery strategies, it is evident that while some actions were commendable, there is room for improvement. One significant aspect of the recovery strategy lies in the communication and training initiatives. While the training programs introduced by human resources are necessary and beneficial, they must be sustained through regular sessions and updates to ensure ongoing awareness and accountability (Sims, 2014).

Furthermore, I would have taken a more proactive approach by engaging employees in discussions to understand their concerns directly related to workplace policies and practices. Such engagement could expand the recovery process beyond reactionary measures and contribute to building a workspace characterized by inclusivity and mutual respect. Involving employees in policy formation would communicate that their voices matter and help to mitigate potential dissatisfaction or legal challenges in the future.

Conclusion

The case of Tesco stores limited serves as a critical reminder of the importance of following employment laws and creating a corporate culture that prioritizes inclusivity and respect for all employees, regardless of gender. The organization’s journey to recover from the initial legal issues highlights the need for ongoing adaptation of internal policies and practices protective of employee rights. By using proactive communication strategies and continuous education, companies can ensure that they not only comply with legal mandates but also foster a thriving work environment. While Tesco has made significant strides in addressing the aftermath of this case, a commitment to ongoing dialogue and responsiveness will be key to sustainably managing workplace dynamics.

References

• Braun, S., Wesche, J. S., Frey, D., Weisweiler, S., & Peus, C. (2012). Effectiveness of mission statements in organizations - A review. Journal of Management and Organization, 18(4), 430–444.
• Lane, J. A., & Ingleby, R. (2017). Indirect discrimination, justification and proportionality: are UK claimants at a disadvantage?. Industrial Law Journal, 47(4).
• McClelland, B., Williamson, P., & Khanfar, N. (2018). An Analysis of the Relationship between Regulatory Control and Corruption based on Product and Market Regulation and Corruption Perceptions Indices.
• Sims, G. A. (2014). The specter of academic employment: The diversity statement. Diverse Issues in Higher Education, 31(4), 30.