Employment and Trade Unions Essay

Assignment on industrial Relations in Bangladesh Submitted To professor Dr. Moniruzzaman Course Teacher Dept Business government activity Stamford University Bangladesh Submitted by Submitted Date Date 10/04/2014 Letter of Transmittal April 10, 2014 Professor Dr. Moniruzzaman Department of Business Administration Stamford University Bangladesh. Subject Submission of Internship Report. Dear Sir, It is a great pleasure and privilege to present the report titled industrial Relations in Bangladesh which was assigned to me as a part for the aspiration of MBA Program.Throughout the study I nominate a bun in the oven essay with the best of my cognitive content to accommodate as much information and relevant issues as feasible and tried to follow the instructions as you have suggested. I tried my best to make this report as much informative as possible. I sincerely believe that it will satisfy your requirements. I all the same sincerely believe that this report will serve the purpos e of my personal line of credit (Industrial Relation). I am grateful to you for your guidance and kind co-operation at every(prenominal) step of my endeavor on this report. My effort will be reworded except if it adds value to the research literature.Introduction One of the major functions of human resource worry is to maintain smooth industrial trans meet (IR). It is likewise interact as one of the oldest functions of HRM. It is basically allied with the relations among the employer and the plumpers in the industry (Singh & Kumar, 2011 3). According to Weeratunga (20035) Industrial Relations or Labor Relations, the terms used interchangeably, can be viewed as the interaction in the midst of the unlike interested parties involved in drill. The employer and the employee ar obvious parties.The state, in ensuring a train presenting field for both(prenominal) sides, provides the legal frame survive at bottom which much(prenominal) relations may take place. In indust rial relations, workers argon generally represented by their divvy up marrows formed infra chapter 13 of Bangladesh Labor Act2006 whereas employers are represented by their connecters such as Bangladesh Employers Federation. HR managers mediate the relationships between workers and employers though they are decreed by the representatives of employers. An otherwise related term is Employee Relations.Though both the terms industrial relations and employee relations are structurally akin(predicate) (Decenzo& Robbins, 1999 18), employee relations includes, in addition to industrial relations, such aspects as participative management, employee well macrocosm, employee cultivation, employee compensation, employee security measures and health, and the like (Aswathappa, 2008534). Generally industrial relations cover the areas such as trade unions, joint bargain, settlement of industrial bitternesss, grievance handling procedure, mapping of government, proletariat laws, courts a nd tribunals and role of employers.In the context of developing countries, industrial relations has been influenced by features such as utmost exploitation of workers, low level of worker participation in closing making, government and political interferences, high rate of illiteracy of workers, low level of employment, low level of sensory faculty among the laborers regarding mightys, laws, and trade unionism, and low labor productiveness ( khan &Taher, 2008 222-23). Industrial relations plays an classical role in establishing and maintaining industrial democracy (Monappa, 2004 9) and it is the key to improve productivity in industrial enterprises (Aswathappa, 2004 534).Human resource management can play vital roles in enhancing cooperative and friendly industrial relations. In Bangladesh, collective dicker on pay between employer and workmen is prohibited in the state-supported sphere enterprises as the government designs uniform pay and benefits for the employees of all m ankind sector enterprises (Mahmood, 2008). The limited scope of collective dicker in the commonplace sector of Bangladesh influences the trade unions to develop ne bothrk with government, political parties and other flop bodies in organizing their activities.It hinders effective interactions between the representatives of employers and workers at enterprise level. Though slaying based pay is considered to have significant impact on employee surgical operation (Dessler&Varkkey, 2010 15), it is not at all practiced by the usual sector enterprises in Bangladesh. As a essence, public sector enterprises in Bangladesh have been incurring huge losses. On the other hand, all types of collective bargain takes place at enterprise level in case of clannish sector enterprises (Khan, 1996).Mahmood (2008) mentioned that the industrial relations process in the private sector was often disturbed by links between private and public sector unions. Objectives a) To explore the differences betw een public and private sector industrial enterprises of Bangladesh with respect to general status of IR. b) To put forward policy implications of overall improvement in IR of Bangladesh. Industrial Relations Studies in Bangladesh Khan (1986) studied industrial relations in Bangladesh with special emphasis on trade unionism. alternate Unions throw Union is an organization of workers who have band together to achieve common goals such as protecting the ace of its trade, achieving higher pay, increasing the number of employees an employer hires, and better working conditions. An organized association of workers in a trade, group of trades, or profession, formed to protect and notwithstanding their rights and interests. A group of employees in a particular sector, whose aim is to do with employees over pay, job security, working hours, and so on using the collective post of the members.The most common purpose of these associations or unions is maintaining or improving the co nditions of their employment. Causes of organizing trade unions Provision of benefits to members professional training, legal advice and representation for members is still an authorised benefit of trade union membership. Industrial action Trade unions may enforce strikes or resistance to lockouts in furtherance of particular goals. semipolitical activity Trade unions may promote legislation favourable to the interests of their members or workers as a whole.To this end they may pursue campaigns, under(a)take lobbying, or financially support individual candidates or parties. Conditions of employment and any grievances are settled through trade unions. negociate rights Trade unions bargain and visualize the status, rights, payment and demands of workers of the modern world of industry. Contribution in scotchal increment Trade unions are growing rapidly in an economy because of the involution of business and economical growth. Objectives Trade unions are the only instruction to manage, compliant, and temper the labour force. Lots of objectives are there to organize trade unions.To fight or improve the engrosss and working conditions of workers and to bring more or less a change in the economic order. 2. To force-outen their (labour) bargaining power jointly to establish and achieve all their rights. 3. To dully protect all other interest of the workers . And from the managements point of view the objectives as compose a) To reduce the number of negotiation. b) To specify work rules, disagreements and grievances to give the better resolve to workers claim. c) To establish the efficient communication between the employers and management to enforce the certain standards.To enhance the overall organizational effectiveness workers can also be sometimes inspired to form and organize trade union. In fact, objectives of a trade union are not defined sooner these are changing according to the need of the economy and overall industry. When these objectiv es are not settled then the rivals are started History of Trade Unions The Pakistan Period (1947-71) -The atomic number 99 Pakistan Trade Unions Act, 1965 was enacted repealing the Trade Unions Act, 1926. -The Labor Disputes Act, 1965 was enacted. -Industrial Relations Ordinance, 1969 was enacted integrating the above two Acts.The Industrial Relations (Amendment) Ordinance, 1977 liberalized the Rights of Freedom of Association -The Labor Policy of 1980 restored the right to excusedom of association to a considerable extent -In 1982 the military government activity banned trade union activities, strikes, and right of freedom of association. Limitations In Bangladesh Trade Unions have a lot of unavoidable problems 1. Lack of consciousness Trade union are not actually completely aware about employees legal rights and duties. 2. Lack of Unity In Bangladesh trade unions are disconnected for political influence. 3.Lack of knowledge The workers of Bangladesh dont have exuberant knowle dge about their rights and duties. 4. Political influence In Bangladesh, trade unions work a part of political parties not as a free right saving association. 5. Division of trade union Bangladesh is a realm where every organization has more trade unions in name only. The overall productivity got down. Suggestions Strengthening bilateral collective bargaining for solving problems apace and effectively. Multiplicity of trade union creates the rivals in a union. So it mustiness be reduced. Political involvement must be reduced.Organization must support financially as trade unions support the worker. Training programs under trade union should be helpful to develop the skills of the workers. Trade unions function should be increased and widened throughout the organization. Union attraction must be given importance and encourage the members. If trust between workers and management increases, productivity increases. Management must help and guide trade unions to settle industrial cla shes and crisis. Trade unions always should demand reasonable social occasion to the management. . What is a dispute?Academically speaking, industrial dispute refers to any contrast between employees and employers, between employers and employers and between employers and employees. But in reality, dispute is dumb as the conflict between employees and employers. There are three types of Disputes disciplinary disputes Grievance disputes Industrial disputes According to Industrial Dispute Act, 1947, Industrial dispute means any dispute or difference between employers and employers, or between employers and workmen, or between workmen and workmen, which is connected with theemployment or non-employment or terms of employment or with the conditions of labour of any person.Causes of Industrial Disputes both(prenominal) of the prominent causes of industrial disputes may be totaled thus Employment The list here includes disputes over allowance, allowances, bonus, benefits, wo rking, condition, unjust dismissals, downsizing of workers, methods of job evaluation, changes in methods of production, non-implement of awards of tribunals, etc.The National Commission on Labor remarked though on bulk of occasions industrial disputes were based on claims pertaining to the terms and condition of employment, sometimes economic issues of a general character dominated and, on occasion, strictly motives. The causes of industrial disputes can be broadly classified into two categories economic and non-economic causes. The economic causes will include issues relating to compensation like wages, bonus, allowances, and conditions for work, working hours, repudiate and holidays without pay, unjust layoffs and retrenchments.The non economic factors will include victimization of workers, ill discourse by staff members, sympathetic strikes, political factors, undiscipline etc. recompense and allowancesSince the cost of living index is increasing, workers generally bargain for higher wages to meet the rising cost of living index and to increase their standards of living. In 2002, 21. 4% of disputes were caused by demand of higher wages and allowances. This percentage was 20. 4% during 2003 and during 2004 increased up to 26. 2%. In 2005, wages and allowances accounted for 21.8% of disputes.Personnel and retrenchmentThe personnel and retrenchment have also been an main(prenominal) factor which accounted for disputes. During the twelvemonth 2002, disputes caused by personnel were 14. 1% while those caused by retrenchment and layoffs were 2. 2% and 0. 4% respectively. In 2003, a similar trend could be seen, wherein 11. 2% of the disputes were caused by personnel, while 2. 4% and 0. 6% of disputes were caused by retrenchment and layoffs. In year 2005, only 9. 6% of the disputes were caused by personnel, and only 0. 4% were caused by retrenchment.Indiscipline and violenceFrom the given table, it is evident that the number of disputes caused by indiscipli ne has shown an increasing trend. In 2002, 29. 9% of disputes were caused because of indiscipline, which rose up to 36. 9% in 2003. Similarly in 2004 and 2005, 40. 4% and 41. 6% of disputes were caused due to indiscipline respectively. During the year 2003, indiscipline accounted for the highest percentage (36. 9%) of the total time-loss of all disputes, followed by cause-groups wage and allowance and personnel with 20. 4% and11.A similar trend was spy in 2004 where indiscipline accounted for 40. 4% of disputes. BonusBonus has always been an important factor in industrial disputes. 6. 7% of the disputes were because of bonus in 2002 and 2003 as compared to 3. 5% and 3. 6% in 2004 and 2005 respectively. Leave and working hours Leaves and working hours have not been so important causes of industrial disputes. During 2002, 0. 5% of the disputes were because of leave and hours of work while this percentage increased to 1% in 2003. During 2004, only 0.4% of the disputes were because of leaves and working hours.The miscellaneous factors include Inter/Intra Union Rivalry Charter of Demands do work Load Standing orders/rules/service conditions/safety measures Non-implementation of agreements and awards etc. incorporated Bargaining incorporated bargaining includes not only negotiations between the employers and unions but also includes the process of resolving labor-management conflicts. Thus, collective bargaining is, essentially, a recognized way of creating a system of industrial jurisprudence.It acts as a method of introducing genteel rights in the industry, that is, the management should be conducted by rules rather than arbitrary decision making. It establishes rules which define and restrict the traditional authority exercised by the management. Importance to employees ? Collective bar aining develops a sense of self respect and responsibility among the employees. It increases the strength of the workforce, thereby, increasing their bargaining capacity as a group. Collective bargaining increases the morale and productivity of employees.It restricts managements freedom for arbitrary action against the employees. Moreover, unilateral actions by the employer are also discouraged. Effective collective bargaining machinery strengthens the trade unions movement. The workers feel motivated as they can approach the management on various matters and bargain for higher benefits. It helps in securing a expeditious and fair settlement of grievances. It provides a flexible means for the adjustment of wages and employment conditions to economic and technological changes in the industry, as a result of which the chances for conflicts are reduced.It becomes easier for the management to resolve issues at the bargaining level rather than taking up complaints of individual workers. 2. Collective bargaining tends to promote a sense of job security among employees and thereby tends to reduce the cost of labor turnover to management. 3. Collective ba rgaining opens up the channel of communication between the workers and the management and increases worker participation in decision making. 4. Collective bargaining plays a vital role in settling and preventing industrial disputes.Collective bargaining leads to industrial peace in the country 2. It results in presidency of a harmonious industrial climate which supports which helps the pace of a states efforts towards economic and social development since the obstacles to such a development can be reduced considerably. 3. The discrimination and exploitation of workers is constantly being checked. 4. It provides a method or the regulation of the conditions of employment of those who are without delay concerned about them.