Questions:
1. What happens if grass-cutters get more than gas cutters?
2. Evaluate the pros and cons of the approach of both the management and union in this incident.
3. List the lessons learned. Suggest a way out of the problem at hand.
1) The pay has to be related to productivity, i.e., the contribution that an employee makes to the value added for the organization. Now, if this present situation is allowed to carry on, the technical staff will revert to methods like a slow-down to vent out their feelings. Ultimately, it may happen that management has to increase their salary as well. Hence, no gain is happening in the end for management - what they gained from grass cutters' promise is lost to gas cutters under pressure.
2) Due to this ignorance on the management's part, unions are now divided. Managing one union is easier than two.
3) Lesson learned: keep the economics of labor relations in mind while negotiating - how should we divide the pie depends not only on the strength of members but also on how their contribution is and how their competencies are valued. The supply and demand factors would come into play.
These are common-sense implications. I am not an expert in IR though. 😄
From India, Lucknow
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11. What happens if grass-cutters get more than gas cutters?
2. Evaluate the pros and cons of the approach of both the management and union in this incident.
3. List the lessons learned. Suggest a way out of the problem at hand.
1) The pay has to be related to productivity, i.e., the contribution that an employee makes to the value added for the organization. Now, if this present situation is allowed to carry on, the technical staff will revert to methods like a slow-down to vent out their feelings. Ultimately, it may happen that management has to increase their salary as well. Hence, no gain is happening in the end for management - what they gained from grass cutters' promise is lost to gas cutters under pressure.
2) Due to this ignorance on the management's part, unions are now divided. Managing one union is easier than two.
3) Lesson learned: keep the economics of labor relations in mind while negotiating - how should we divide the pie depends not only on the strength of members but also on how their contribution is and how their competencies are valued. The supply and demand factors would come into play.
These are common-sense implications. I am not an expert in IR though. 😄
From India, Lucknow
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Hi Seema, Good Try. If you could be lil bit more precise, it would have been better. Preet
From India, Bangalore
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From India, Bangalore
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Hi Preet, I am more of an "overview" person. Specifics cannot be given as I am not experienced in this area. Maybe other senior persons/ experts can enlighten us. thanks seema
From India, Lucknow
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From India, Lucknow
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Hi Seema, Don’t get disheartened. We also don’t know many things. We should try our best to answer, and it will give more knowledge to enhance. Nothing wrong in your answer. Preet
From India, Bangalore
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From India, Bangalore
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Dear Sangeetha,
Greetings!
Go for Collective bargaining: Where trade unions are able to operate openly and are recognized by employers, they may negotiate with employers over wages and working conditions....
Rgds,
John N
From India, Madras
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Greetings!
Go for Collective bargaining: Where trade unions are able to operate openly and are recognized by employers, they may negotiate with employers over wages and working conditions....
Rgds,
John N
From India, Madras
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Hi John,
Yes, this is a good option. CB can put trust back in both sides. Also, one can look at performance appraisal based on productivity and competency. That should make the process more transparent and fair to all involved.
Thanks
From India, Lucknow
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Yes, this is a good option. CB can put trust back in both sides. Also, one can look at performance appraisal based on productivity and competency. That should make the process more transparent and fair to all involved.
Thanks
From India, Lucknow
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Hi all, Anymore answers? Sangeetha you can announce the answer and the winner by 12 PM today. Preet
From India, Bangalore
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From India, Bangalore
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Hi Revathi, You can’t vote as it was fixed on time bound, and the time limit was closed long back. Preet
From India, Bangalore
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From India, Bangalore
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Hi all,
Only Seema has given a reply to all of the questions, and John has just provided a reference. Therefore, I believe Seema should be the winner. What is the viewpoint of Lavanya & Preet?
If Seema is the winner, then she can post a question.
Sangeeta
From India, New Delhi
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Only Seema has given a reply to all of the questions, and John has just provided a reference. Therefore, I believe Seema should be the winner. What is the viewpoint of Lavanya & Preet?
If Seema is the winner, then she can post a question.
Sangeeta
From India, New Delhi
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Hi Sangeeta,
Thank you for announcing me as the winner. However, I would like to know your perspective on the problem given.
My question is:
How does an HR manager decide on the expatriate compensation? What factors would she take into consideration while designing a good pay package for this category of employees?
Thanks,
Seema
From India, Lucknow
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Thank you for announcing me as the winner. However, I would like to know your perspective on the problem given.
My question is:
How does an HR manager decide on the expatriate compensation? What factors would she take into consideration while designing a good pay package for this category of employees?
Thanks,
Seema
From India, Lucknow
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