Filling of vacancies If a vacancy occurs in the office of the presiding officer of a labour court, or tribunal, or in the office of the chairman or any other member of a board or court the appropriate government shall appoint another person in accordance with the provisions of this Act to fill in the vacancy. Any vacancy in the office of presiding officer of a national tribunal shall be filled in by the central government in the like manner. Critical evaluation of Compulsory Adjudication The use of compulsory arbitration has raised controversies in India and opinions are widely divided about its utility and efficacy in maintaining industrial peace and securing to the workers their just demands. Nevertheless there does not appear any early prospect of the rigors of compulsory adjudication being relaxed under the existing economic and political condition of the country. The present situation necessitates a critical evaluation of compulsory adjudication.
I will give examples of when the veil of incorporation can be lifted by the courts and statuary provisions such as s.24 CA 1985 and incorporate the varying views of judges as to when the veil can be lifted. Finally I will state whether or not I agree with the given statement.cobd bdr sebdbdw orbd bdk inbd fobd bd. When a company receives a certificate of incorporation it has a 'separate legal personality'. In law the company becomes a legal person it its own right. The fundamental concept to become familiar with when starting up a business is the idea that the business has a legal personality in its own right, particularly when it assumes the form of a limited liability company.
The question posed by the author as to why have the managements and the experts not been able to evolve an appropriate and democratic industrial relations framework that can address the concerns of the workers sheds light on the need to collectively reflect on an effective strategy that would help cope with such problems if they arise in future in other production and manufacturing units. Recent incidents like the violence that took place in Manesar (Gurgaon) suggest a need for urgent reform of Indian labour laws which on the face of it are old-fashioned in nature that point towards the rigid rules on hiring and firing workers which inturn affects the formal sector. This if not tackled in a serious manner will have far- reaching consequences and would discourage investment in India. Thus, I contend that in order to find effective solutions to the issues being dealt with above there is a need to call for reforms in Labour Law for the benefit of both the employers and the employees. There is an urgent need to develop a fruitful mechanism so that labour disputes come to an end by balancing the conflicting considerations in the current scenario.
Like Smith, Marx indicates that the worker’s voice is often ignored. However, Marx’s use of the word “stifled” suggests employers actively discourage employee voice partly because during the “storm and stress of production” they either have more important issues to deal with or consider voice an imposition. Marx views the divergence of interests between the workers and employers as a “struggle” and frames this struggle a... ... middle of paper ... ...anagers need to continuously seek better methods of executing operations strategies of their organizations by ensuring that KM operations support and optimize core operations strategies that they pursue in an effort to realize their strategic mission. Works Cited Bruce E. Kaufman, "Employee Voice before Hirschman: Its Early History, Conceptualization, and Practice," WP 2013-1-4, January 2013 Morrison, Elizabeth. 2011.
Conflicts are inherent and abound to happen since these interests are competing. If they occur, the two parties should strive to resolve them failure to which invites government intervention. A serious conflict might adversely affect not only the business and its employees, but also the general economy. Therefore the government minimizes this by setting rules and regulation to guide and influence this relationship (Budd, Gomez & Meltz 2004). Qantas Industrial Conflict Qantas airways industrial conflict has recently been all over the mass media.
Restructuring is a set of non-marginal changes in the structure of an existing firm's output mix, including the closure some activities, which in turn requires significant non-marginal changes in resource use (Zu, 2009). The effect of globalization brings many changes. It is stated that the system of the previous (old) is no longer efficient in solving increasingly complex problems. Restructuring is done because of the problems in the company that they are not able to grow or produce the proceeds of the company itself. This is also a threat to company because it would make the company closed and they are not able to reproduce again.
However there are criticism of post-bureaucracy for example if a company decides to subcontract due to insufficient supply of workers, this would decrease the workers production which would mean that the company is not flexible thus not agreeing with a feature of post-bureaucracy as well as there would be a key difference between pay. There are many factors encourage companies to move from bureaucracy to post-bureaucracy. For example technology requires companies to work together because they are innovative, a company can be skilled but there is always something the company cannot develop thus networking and sharing information is important. Bureaucracy could not cope with the pace of change; information technology meant that there was more external control allowing informal relationships and a minimal division of labor.
Introduction The purpose of this research is to prove that the employment at will doctrine does not protect the employee population in the United States. The fact that if you look at the way the doctrine is written it protects the employers and firms, and this as a result creates discrimination. This in itself creates an unsafe and sometime unstable work environment because of the potential for high turnover, costly training, and low morale amongst employees. There are certain factors that must be considered within the employee at will doctrine such as union protection, the economy, contracting verses employment, discrimination and the economic stance on the United States is currently in. Employment laws The employment laws that are currently in place for the United States are many; however there are questions that most employees ask when terminated from employment.
Unfortunately, management often underestimates the aspects of cultural differences and people issues, and focus their attention on financial figures, technological advantages, or operational elements (Appelbaum et al., 2003). We saw the hard consequences of neglecting the human side of change with the DaimlerChrysler merger, which initially looked good on paper, but ended up being unsuccessful. Thus, cultural differences and integration efforts are of paramount importance and greatly influence M&A outcomes. The the relationship between cultural differences and performance is complex and a number of scholars contend that rather than cultural differences per se, it is how they are dealt with that matters (e.g. Schweiger, 2002).