Employment and Trade Unions Essay

concession on industrial traffic in Bangladesh Submitted To professor Dr. Moniruzzaman Course Teacher Dept c solely(a)ing Administration Stamford University Bangladesh Submitted by Submitted eon Date 10/04/2014 Letter of Transmittal April 10, 2014 Professor Dr. Moniruzzaman De component partment of Business Administration Stamford University Bangladesh. exit Submission of Internship Report. Dear Sir, It is a owing(p) pleasure and privilege to present the typography titled industrial dealings in Bangladesh which was assigned to me as a part for the competition of MBA Program.Throughout the study I stupefy seek with the best of my skill to accommodate as much tuition and relevant issues as possible and tried to follow the instructions as you have suggested. I tried my best to mold this report as much informative as possible. I sincerely look at that it lead satisfy your requirements. I that sincerely believe that this report exit behind serve the purpose of my course (Industrial Relation). I am grateful to you for your guidance and assortment co-operation at every step of my strain on this report. My effort give be reworded completely if it adds value to the research literature. first appearance One of the major functions of human alternative vigilance is to maintain smooth industrial transaction (IR). It is also treated as one of the oldest functions of HRM. It is basically allied with the dealings amidst the employer and the proles in the industry (Singh & Kumar, 2011 3). agree to Weeratunga (20035) Industrial Relations or project Relations, the terms used interchangeably, can be viewed as the interaction among the various(a) interested parties involved in enjoyment. The employer and the employee ar obvious parties.The state, in ensuring a take aim playing field for both sides, provides the well-grounded framework within which much(prenominal) dealings whitethorn take place. In industrial relations, workers argon generally correspond by their stack articulations formed at a lower place(a) chapter 13 of Bangladesh tire Act2006 w presentas employers atomic number 18 represented by their stands such as Bangladesh Employers Federation. HR managers mediate the relationships surrounded by workers and employers though they be ap adverted by the representatives of employers. an new(prenominal)(prenominal) related term is Employee Relations.though both the terms industrial relations and employee relations ar structurally analogous (Decenzo& Robbins, 1999 18), employee relations includes, in addition to industrial relations, such aspects as participative counselling, employee wellbeing, employee increase, employee compensation, employee valueion and health, and the similar (Aswathappa, 2008534). Generally industrial relations compensate the areas such as grapple centres, corporal dicker, settlement of industrial dis commites, grievance handling procedure, role of governing body, unde rtaking laws, courts and tribunals and role of employers.In the context of developing countries, industrial relations has been yieldd by features such as elevated exploitation of workers, low aim of worker engagement in decision making, government and policy-making interferences, high rate of analphabetism of workers, low level of employment, low level of awareness among the laborers regarding rights, laws, and concern sum of moneyism, and low labor productivity (Khan &Taher, 2008 222-23). Industrial relations plays an consequential role in establishing and maintaining industrial res eartha (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, bodied dicker on endure between employer and workmen is prohibited in the public domain enterprises as the government designs changeless pay and benefits for the employees of all public empyrean enterprises (Mahmood, 2008). The limited scope of corporal stealing in the public sector of Bangladesh influences the trade unions to develop network with government, political parties and other powerful bodies in organizing their activities.It hinders effective interactions between the representatives of employers and workers at enterprise level. Though achievement ground pay is considered to have fundamental impact on employee performance (Dessler&Varkkey, 2010 15), it is not at all practiced by the public sector enterprises in Bangladesh. As a result, public sector enterprises in Bangladesh have been incurring huge losses. On the other hand, all types of collective dicker takes place at enterprise level in case of tete-a-tete sector enterprises (Khan, 1996).Mahmood (2008) mentioned that the industrial relations process in the private sector was often macabre by links between private and public sector unions. Objectives a) To explo re the inconsistencys between public and private sector industrial enterprises of Bangladesh with respect to overall status of IR. b) To put forward policy implications of overall return in IR of Bangladesh. Industrial Relations Studies in Bangladesh Khan (1986) studied industrial relations in Bangladesh with special vehemence on trade unionism. mountain totals alternate Union is an organization of workers who have band together to achieve common goals such as protecting the integrity of its trade, achieving high(prenominal) pay, increasing the number of employees an employer hires, and better work conditions. An overdressd association of workers in a trade, group of trades, or profession, formed to protect and further their rights and interests. A group of employees in a particular sector, whose aim is to do with employees over pay, gambol security, operative hours, and so forth using the collective power of the members.The or so common purpose of these association s or unions is maintaining or improving the conditions of their employment. Causes of organizing trade unions proviso of benefits to members professional training, legal advice and representation for members is shut up an all measurable(p) benefit of trade union membership. Industrial action condescension unions may lend oneself strikes or resistance to lockouts in furtherance of particular goals. political activity Trade unions may promote order favourable to the interests of their members or workers as a whole.To this end they may pursue campaigns, squeeze lobbying, or financially support various(prenominal) candidates or parties. Conditions of employment and any grievances are settled through trade unions. talk terms rights Trade unions bargain and ensure the status, rights, bribe and pick outs of workers of the modern world of industry. Contri plainlyion in economical growth Trade unions are growing rapidly in an sparing because of the expansion of business and ec onomical growth. Objectives Trade unions are the only direction to manage, compliant, and take the labour force. Lots of objectives are on that point to organize trade unions.To defend or improve the wages and workings conditions of workers and to remove slightly a change in the economic order. 2. To postureen their (labour) talk terms power collectively 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 written a) To precipitate the number of negotiation. b) To specify work rules, disagreements and grievances to cause the better solution to workers claim. c) To establish the economical communicating between the employers and management to enforce the predictable 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 instead these are changing harmonize to the need of the economy and overall industry. When these objectives are not settled then the rivals are started History of Trade Unions The Pakistan Period (1947-71) -The vitamin E 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 emancipation of association to a considerable extent -In 1982 the array regime banned trade union activities, strikes, and right of freedom of association. Limitations In Bangladesh Trade Unions have a lot of required problems 1. wish of consciousness Trade union are not actually only aware about employees legal rights and duties. 2. Lack of Unity In Bangladesh trade unions are separated for political influence. 3.Lack of cognit ion The workers of Bangladesh dont have ample knowledge about their rights and duties. 4. Political influence In Bangladesh, trade unions work a part of political parties not as a free right livery association. 5. Division of trade union Bangladesh is a orbit where every organization has much trade unions in name only. The overall productivity got down. Suggestions Strengthening bilateral collective negotiate for solving problems quickly and effectively. numerosity of trade union creates the rivals in a union. So it must be chastend. Political involvement must be reduced. arrangement must support financially as trade unions support the worker. Training programs under trade union should be right-hand to develop the skills of the workers. Trade unions function should be make upd and widened throughout the organization. Union leader must be given importance and encourage the members. If combining between workers and management increases, productivity increases. concern must h elp and guide trade unions to settle industrial clashes and crisis. Trade unions forever and a day should demand reasonable thing to the management. . What is a struggle?Academically speaking, industrial gainsay refers to any conflict between employees and employers, between employers and employers and between employers and employees. But in reality, dispute is understood as the conflict between employees and employers. There are three types of Disputes corrective disputes Grievance disputes Industrial disputes According to Industrial Dispute Act, 1947, Industrial dispute kernel 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 any(prenominal) of the prominent causes of industrial disputes may be listed thus Employment The list here includes di sputes over wages, allowances, bonus, benefits, working, condition, unjust dismissals, downsizing of workers, methods of job evaluation, changes in methods of production, non-implement of awards of tribunals, etceteraThe National deputation on Labor remarked though on majority of occasions industrial disputes were based on claims pertaining to the terms and condition of employment, sometimes economic issues of a general feature dominated and, on occasion, purely motives. The causes of industrial disputes can be broadly separate 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, leave and holidays without pay, unjust layoffs and retrenchments.The non economic factors will include victimization of workers, ill intervention by staff members, sympathetic strikes, political factors, undiscipline etc. Wages and allowancesSince the greet of livin g index is increasing, workers generally bargain for higher wages to meet the ascent 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 increase up to 26. 2%. In 2005, wages and allowances accounted for 21.8% of disputes.Personnel and retrenchmentThe military force and retrenchment have also been an important factor which accounted for disputes. During the category 2002, disputes caused by force were 14. 1% while those caused by retrenchment and layoffs were 2. 2% and 0. 4% respectively. In 2003, a similar burn could be seen, wherein 11. 2% of the disputes were caused by force, 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 n umber of disputes caused by indiscipline 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 observed 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 Work vitiate Standing orders/rules/service conditions/safety measures Non-implementation of agreements and awards etc. corporate Bargaining corporate 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 civil rights in the industry, that is, the management should be conducted by rules sort of than arbitrary decision making. It establishes rules which define and clip the traditional authority exercised by the management. immenseness to employees ? Collective bar aining develops a reason 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 team spirit 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 motivate as they can approach the management on various matters and bargain for higher benefits. It helps in securing a prompt and sportsmanlike settlement of grievances. It provides a flexible essence 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 interrupt issues at the bargaining level rather than taking up complaints of individual workers. 2. Collective bargaining tends to promote a intellect of job security among employees and thereby tends to reduce th e cost of labor turnover to management. 3. Collective bargaining 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 establishment of a harmonized industrial climate which supports which helps the pace of a nations efforts towards economic and friendly development since the obstacles to such a development can be reduced considerably. 3. The diversity 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 directly concerned about them.