Bargavi,
It's really good to know about this case study. It really shows one thing: labor laws are always about labor welfare and improving management productivity. However, here at MSL, they have implemented laws that do not provide welfare for the labor. The tragedy is that the government is not involved at any part.
Thank you.
From India, Chennai
It's really good to know about this case study. It really shows one thing: labor laws are always about labor welfare and improving management productivity. However, here at MSL, they have implemented laws that do not provide welfare for the labor. The tragedy is that the government is not involved at any part.
Thank you.
From India, Chennai
Dear Bhargavi,
Your efforts are commendable. The incident in MSL was a real lesson for the HR fraternity, highlighting the importance of HR rising to the expectations and emotions of the lower strata of the workforce. It is crucial to adapt and modify age-old policies and practices to ensure that all employees are taken along towards a better standard of living.
Thank you.
Best regards, [Your Name]
From India, Mumbai
Your efforts are commendable. The incident in MSL was a real lesson for the HR fraternity, highlighting the importance of HR rising to the expectations and emotions of the lower strata of the workforce. It is crucial to adapt and modify age-old policies and practices to ensure that all employees are taken along towards a better standard of living.
Thank you.
Best regards, [Your Name]
From India, Mumbai
Dear Friends,
I have gone through this case study many times and tried not to comment on it, but whenever I check, it comes up, so I am compelled to say a few words.
Firstly, the facts and figures mentioned are doubtful. Secondly, MSL is far better in all spheres of management than most Indian companies. Thirdly, the practice of contract labor is an accepted fact in Indian industries, and unnecessary and illogical demands, labor unrest, and biased labor laws are responsible for this practice.
As a whole, I feel the writer is biased against MSL, and the case study is too one-sided.
Thanks.
From India, Delhi
I have gone through this case study many times and tried not to comment on it, but whenever I check, it comes up, so I am compelled to say a few words.
Firstly, the facts and figures mentioned are doubtful. Secondly, MSL is far better in all spheres of management than most Indian companies. Thirdly, the practice of contract labor is an accepted fact in Indian industries, and unnecessary and illogical demands, labor unrest, and biased labor laws are responsible for this practice.
As a whole, I feel the writer is biased against MSL, and the case study is too one-sided.
Thanks.
From India, Delhi
Thanks, Bhargavi. This case study is very informative. It is useful for all HR professionals. The government has initiated action against this issue. However, government officials have not taken any action against that organization because money plays a role.
From India, Chennai
From India, Chennai
Dear Bhargavi
I have gone through your article and my observations are as under.
1. It is the prerogative of the management to decide the ratio of permanent workers vs. contract workers. So long they are paying the minimum wages and the facilities required as per law there is nothing wrong. In fact this practice is followed by most of the Navaratna companies of Govt. of India. The difference of wages of the permanent workers and the contract workers is also there in these companies and it is substantial.
2. There was a dispute as cited in the article between the supervisor and the worker which is common in the Industries. The issue is whether the industrial unrest was because it was not handled properly or other reasons. It apparently appears that the cited dispute may not be the correct reason there may be other reasons also.
3. As an HR specialist one should not only present the case, but also identify the problem and suggest solutions considering the practice in various industries. The article is not exactly case study; it is report of the incident at MSL.
4. It is requested that you consider the existing industrial scenario and then present the article because there are some interesting comments which are as follows
a. Permanent workers’ productivity is not high as that of contract workers. Why it is so?
b. In the article itself it is mentioned that the reasons for escalation of conflict was due to low wages, poor working conditions and large number of contract workers. How do you justify these whether the wages were lower than the permanent workers or minimum wages. What way the working conditions were poor? In a shop floor permanent and contract workers both have to work then how the conditions differ when the shop floor is same. How large number of contract workers matter. Are you suggesting that all these workers should be made permanent? With this prescription the labor dispute may be solved for the time being but the company will be dead. If it is a viable solution then giant PSU don’t do this.
c. Can you cite in India a company where union activities have boosted up productivity or have improved the conditions of the workmen?
5. I think in our system there is no proper check and balance either for the workmen/ Union or the management. Both try to exploit when they get an opportunity. Sometimes we are only responsible for this type of situation some HR managers just to show the efficiency or the saving made by them towards the cost to company curtail the benefit management is willing to give to its employees.
From India, Vijayawada
I have gone through your article and my observations are as under.
1. It is the prerogative of the management to decide the ratio of permanent workers vs. contract workers. So long they are paying the minimum wages and the facilities required as per law there is nothing wrong. In fact this practice is followed by most of the Navaratna companies of Govt. of India. The difference of wages of the permanent workers and the contract workers is also there in these companies and it is substantial.
2. There was a dispute as cited in the article between the supervisor and the worker which is common in the Industries. The issue is whether the industrial unrest was because it was not handled properly or other reasons. It apparently appears that the cited dispute may not be the correct reason there may be other reasons also.
3. As an HR specialist one should not only present the case, but also identify the problem and suggest solutions considering the practice in various industries. The article is not exactly case study; it is report of the incident at MSL.
4. It is requested that you consider the existing industrial scenario and then present the article because there are some interesting comments which are as follows
a. Permanent workers’ productivity is not high as that of contract workers. Why it is so?
b. In the article itself it is mentioned that the reasons for escalation of conflict was due to low wages, poor working conditions and large number of contract workers. How do you justify these whether the wages were lower than the permanent workers or minimum wages. What way the working conditions were poor? In a shop floor permanent and contract workers both have to work then how the conditions differ when the shop floor is same. How large number of contract workers matter. Are you suggesting that all these workers should be made permanent? With this prescription the labor dispute may be solved for the time being but the company will be dead. If it is a viable solution then giant PSU don’t do this.
c. Can you cite in India a company where union activities have boosted up productivity or have improved the conditions of the workmen?
5. I think in our system there is no proper check and balance either for the workmen/ Union or the management. Both try to exploit when they get an opportunity. Sometimes we are only responsible for this type of situation some HR managers just to show the efficiency or the saving made by them towards the cost to company curtail the benefit management is willing to give to its employees.
From India, Vijayawada
Dear Bhargavi,
Thank you for sharing the MSIL insider information. It was worth reading, and such occurrences should not happen if they are real.
I have been in the HR profession for more than 20 years and have worked in MNC companies. In my experience, reputable and progressive companies never act against their workers. They understand that human resources are crucial for their sustainability and development.
In top companies, certain elements can often provoke unrest among workers for personal vendettas or political gain. Let me share an incident from my career: a female employee was sexually harassed by her male colleague. The affected woman secretly reported the incident to HR. The HR department then called the man, issued a serious warning, and provided a disciplinary notice. However, after 15 days, the same man spread false information about the management and its functioning. He gathered a group of people, started threatening the HR department on other issues, and eventually led to a total strike. It was challenging to regain control of the situation. This case is just one example, and there are many similar instances. Therefore, it is essential to consider both sides of an argument before making decisions on any issue.
From India, Chennai
Thank you for sharing the MSIL insider information. It was worth reading, and such occurrences should not happen if they are real.
I have been in the HR profession for more than 20 years and have worked in MNC companies. In my experience, reputable and progressive companies never act against their workers. They understand that human resources are crucial for their sustainability and development.
In top companies, certain elements can often provoke unrest among workers for personal vendettas or political gain. Let me share an incident from my career: a female employee was sexually harassed by her male colleague. The affected woman secretly reported the incident to HR. The HR department then called the man, issued a serious warning, and provided a disciplinary notice. However, after 15 days, the same man spread false information about the management and its functioning. He gathered a group of people, started threatening the HR department on other issues, and eventually led to a total strike. It was challenging to regain control of the situation. This case is just one example, and there are many similar instances. Therefore, it is essential to consider both sides of an argument before making decisions on any issue.
From India, Chennai
Dear Bhargavi,
I do agree with Mr. Anil Arora and Mr. Ravimurgan. As outsiders, without knowing the facts, we can't comment or apply our notions about any such organization, people, or practices. Although we all have sympathy for whatever happened, we must refrain from doing so. Moreover, being knowledgeable and well-versed in IR Laws actually helps a lot in such situations because laws and systems, if used correctly, can do wonders and prevent such possible situations. Also, please be careful when posting such case studies or your personal views on any bigger platform as not everyone appreciates direct conclusions. Therefore, I must say that you should put or write your purpose or objective of this case study, sources, and references, etc., as correctly suggested by Mr. Anil. Please do some more homework on the same. I hope you will not take any suggestions from Cite members personally, as it is our responsibility to guide, advise, and express our convictions to help each other.
Regards,
JYOTI
From Japan
I do agree with Mr. Anil Arora and Mr. Ravimurgan. As outsiders, without knowing the facts, we can't comment or apply our notions about any such organization, people, or practices. Although we all have sympathy for whatever happened, we must refrain from doing so. Moreover, being knowledgeable and well-versed in IR Laws actually helps a lot in such situations because laws and systems, if used correctly, can do wonders and prevent such possible situations. Also, please be careful when posting such case studies or your personal views on any bigger platform as not everyone appreciates direct conclusions. Therefore, I must say that you should put or write your purpose or objective of this case study, sources, and references, etc., as correctly suggested by Mr. Anil. Please do some more homework on the same. I hope you will not take any suggestions from Cite members personally, as it is our responsibility to guide, advise, and express our convictions to help each other.
Regards,
JYOTI
From Japan
Dear Bhargavi,
I would like to thank and appreciate all of your efforts for sharing the valuable information related to the labor dispute that happened at MSL. I would also like to emphasize the importance of labor welfare. We need to understand their needs and act accordingly. Only focusing on a win-win situation in negotiations may not contribute to a long-lasting and healthy industrial relationship and peace. This case study was truly informative.
Diptiranjan Das
From India, Keonjhar
I would like to thank and appreciate all of your efforts for sharing the valuable information related to the labor dispute that happened at MSL. I would also like to emphasize the importance of labor welfare. We need to understand their needs and act accordingly. Only focusing on a win-win situation in negotiations may not contribute to a long-lasting and healthy industrial relationship and peace. This case study was truly informative.
Diptiranjan Das
From India, Keonjhar
Dear All,
It is a total shame for all HR professionals that many popular organizations are using contractual staff in the HR department, despite knowing very well that under the Contract Labour (Regulation and Abolition) Act of 1970 and its rules of 1971, organizations cannot engage in core activities. Therefore, I believe all HR professionals are responsible for the violation of labor laws.
From India, Mumbai
It is a total shame for all HR professionals that many popular organizations are using contractual staff in the HR department, despite knowing very well that under the Contract Labour (Regulation and Abolition) Act of 1970 and its rules of 1971, organizations cannot engage in core activities. Therefore, I believe all HR professionals are responsible for the violation of labor laws.
From India, Mumbai
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