An overview

Collective Bargaining Presented by Prasun Sengupta

Content

Wto problem Globalisation effect on companies 10 point hr Manager behavior Ntpc social responsibility Plantation industry child labour (with ILO standard) Tata tea work culture Conclusion
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WTO PROBLEM
Indias economic concerns were not attended to properly One factor where India may have gained considerably was the issue of TRIPS (TradeRelated Intellectual Property Rights) China has also been accused repeatedly of dumping recycled products on the world, India included

Globalisation effect on companies

some of the industries in the developed nations, including the US, which are to be a model for the developing nations in regard to compliance with ILS, are themselves often found flouting the standards. Some of the negative impact would be inequality and lack of solidarity, increase in autocratic management, high rate of labour retrenchment, increase in labour unrest, strikes, lockouts and other industrial disputes, overall decline in the informal sectors

10 point HR

While the 'old' or traditional 'system of Industrial Relations' still exists, some new featured have made their appearance The Global Compact's ten principles in the areas of human rights, labour, the environment and anti-corruption enjoy universal consensus and are derived from: The Universal Declaration of Human Rights The International Labour Organization's Declaration on Fundamental Principles and Rights at Work The Rio Declaration on Environment and Development The United Nations Convention Against Corruption The Global Compact asks companies to embrace, support and enact, within their sphere of influence, a set of core values in the areas of human rights, labour standards, the environment, and anti-corruption:

CONT..

Principle 1 : Business should support and respect the protection of internationally proclaimed human rights; and Principle 2 : Make sure that they are not complicit in human rights abuses. Labour Principle 3 : Business should uphold the freedom of association and the effective recognition of the right to collective bargaining; Principle 4 : The elimination of all forms of forced and compulsory labour; Principle 5 : The effective abolition of child labour; and Principle 6 : The elimination of discrimination in respect of employment and occupation. Environment Principle 7 : Business should support a precautionary approach to environmental challenges; Principle 8 : Undertake initiatives to promote greater environmental responsibility; and Principle 9 : Encourage the development and diffusion of environmentally friendly technologies. Anti-Corruption Principle 10 : Business should work against corruption in all its forms, including extortion and bribery.

Manager behavior

One is the traditional method of carrot and stick. Tempt with rewards on performance and behaviour that is desirable and threaten to punish if performance and behavior is not desirable. The second method requires no skill. The subordinate, on his own initiative, responds to the legitimate instructions of the senior and puts in his best to the assignment The third is the situation where the subordinate is impressed with and has a high regard for the senior, because of his expertise or his fairness and decency as an individual and as a manager. This ability to influence emerges out of the personal qualities of the senior concerned, and is unrelated to the extent of authority vested in the official position
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Ntpc social responsibility

Most of NTPCs 20 operating power stations are located in remote rural areas which are socioeconomically backward and deficient in the basic civic amenities. NTPC, as responsible corporate citizen has been addressing the issue of community development in the neighbourhood areas of its stations, which had been impacted due to establishment of the project. While, this has been initially administered as part of resettlement and rehabilitation effort, NTPC recognized its social responsibility to continue community and peripheral development works

Plantation industry child labour (With ILO standard)

The plantation industry, like some exceptional organised industries in India, has done away with some of the worst forms of labour practices long ago. For example, child labour, forced labour, inequality in remuneration and discriminatory labour practices were rampant in the plantation industry.

CONT
paying labour wages lower than minimum wages, defaulting even the statutory payments like provident funds and gratuity to workers, working hand in glove with trade union leaders for carrying out discriminatory labour practices, not adequately taking care of the health and safety of the workers. child labour is still a harsh reality in a few organised industries and almost in all unorganised informal industries in the developing countries. Why?

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Tata tea work culture

The Tata group companies are governed by a set of codes of conduct, which put in force some stringent stipulations that make regulatory compliance mandatory. One of the conditions is that a Tata company shall provide equal opportunities to all its employees without any discrimination whatsoever

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CONTD

There are a lot of the model programmes started by the Tata group companies to improve the lot of their own employees and the surrounding communities as well. One such is the programme of link workers implemented by Tata Tea, the worlds largest integrated tea company. It is a proactive scheme of volunteer training for community development and social welfare among its employees. The link-workers are a select group of volunteers from among the 57,000 permanent employees of Tata Tea, who serve as a bridge between the management and the working community in matters related to health, welfare, socioeconomic issues and labour issues
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Conclusion

In the pursuit of business interests, many industrial houses forget their social responsibility but here is an exception. One of the founding-principles of corporate social responsibility of the House of Tatas is that what comes from the people should go back to the people in manifold proportions. It is very apt to quote late Jamsetji Tata as a concluding remark: We do not claim to be more unselfish, more generous or more philanthropic than other people. But we think we started on sound and straightforward business principles, considering the interests of the shareholders our own, and the health and welfare of the employees the sure foundation of our prosperity.
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