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Bose, Indranil
- Trade Union Participation in Leather Industry in Kolkata
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Authors
Affiliations
1 Department of Management Studies, Lal Bahadur Shastri Institute of Management & Technology, Bareilly 243001, IN
2 Teerthanker Mahaveer University, Moradabad 244001, IN
1 Department of Management Studies, Lal Bahadur Shastri Institute of Management & Technology, Bareilly 243001, IN
2 Teerthanker Mahaveer University, Moradabad 244001, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 48, No 2 (2012), Pagination: 202-216Abstract
Leather industry is one of the high employment generating industries in India. As per one estimate the sector can generate about 6 million direct and indirect employment by the end of 2015. Trade unionism is a common practice in many of the leather manufacturing organizations. The trade union formation shows a great deal of variations from small, medium to large organizations. In the small and medium leather organizations trade unions are functioning under the industrial union banner whereas in large organizations unions are mostly organization specific. This paper attempts to study different factors like union loyalty, union instrumentality, 'them and us' attitude, workplace collectivism etc. as the determinants of trade union participation in the organized leather industry in Kolkata.
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- Factoral Influences on Workers' Job-Satisfaction in Kolkata Leather Units
Abstract Views :200 |
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Authors
Affiliations
1 Department of Management Studies, Lal Bahadur Shastri Institute of Management and Technology, Bareilly, Uttar Pradesh, Pin-243001
2 Teerthanker Mahaveer University, Moradabad 244001, IN
1 Department of Management Studies, Lal Bahadur Shastri Institute of Management and Technology, Bareilly, Uttar Pradesh, Pin-243001
2 Teerthanker Mahaveer University, Moradabad 244001, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 47, No 4 (2012), Pagination: 645-656Abstract
Several factors can influence a person's level of job satisfaction such as pay and benefits, perceived fairness of career progression, quality of working conditions, leadership and social relationships to the job etc. In the leather industry in Kolkata regular workers are heterogeneous in terms not only of demographic features,but also of their job-profile, organizational affiliations, earning and their preference factors towards job-satisfaction etc. This paper attempts to analyse the prominent factors causing job satisfaction among the regular employees (including supervisory staffs) in the organized leather industry in Kolkata by the application of appropriate statistical techniques like Varimax method of rotation of factors, correlation matrix, Kaiser-Meyer-Okin measure of sample adequacy (KMO), Factor analysis etc.References
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- Employee Relations Climate in Leather Industry in Kolkata
Abstract Views :177 |
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Authors
Affiliations
1 Teerthanker Mahaveer University, Moradabad & Senior Assistant Professor, Lal Bahadur Shastri Institute of Management & Technology, Bareilly 243001., IN
2 Teerthanker Mahaveer University, Moradabad, Uttar Pradesh, IN
1 Teerthanker Mahaveer University, Moradabad & Senior Assistant Professor, Lal Bahadur Shastri Institute of Management & Technology, Bareilly 243001., IN
2 Teerthanker Mahaveer University, Moradabad, Uttar Pradesh, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 49, No 1 (2013), Pagination: 13-21Abstract
This study has been conducted on the two leather manufacturing units of Kolkata employing more than 400 workforce comprising both supervisory and workmen. The study analyses the employee relations climate existing at various levels. The study also identifies the employee attitudes which determine the employee relations in the sample leather units of Kolkata. It is concluded that working conditions, level of supervision, communication, worker participation, inter-personal relationship etc. induce the employee relation climate in the surveyed units. The paper further concluded that by improving these factors, a conducive climate can be achieved.- Industrial Relations in the Transnational Business Scenario: An Overview
Abstract Views :190 |
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Authors
Affiliations
1 Western International College, University of Bolton-UAE Academic Centre, AE
2 Teerthanker Mahaveer University, Moradabad 244001, IN
1 Western International College, University of Bolton-UAE Academic Centre, AE
2 Teerthanker Mahaveer University, Moradabad 244001, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 51, No 3 (2016), Pagination: 351-358Abstract
In the pursuit of business excellence, the transnational corporations have aggressively adopted the practice of off-shoring of production and operations. In response to this development transnational industrial relations scenario have experienced continuous evolution from ‘Rules Model’ (1990-2000) of employee relational connectedness to ‘Bargain Model’ since 2000. Though both the models are fundamentally different in their approaches, yet a spirit of mutuality is looming large in the contemporary situation governing industrial relations in transnational business environment. This is a conceptual paper based on extensive literature survey on the back-ground, development and future development in the industrial relations practice under transnational business framework.- Changing Perspectives of Employment Relations in the Globalized World: A Critical Review
Abstract Views :218 |
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Authors
Affiliations
1 Dean, School of Business, Western International College, University of Bolton, UAE Academic Centre, Al Hudaiba- Bareraat, AE
2 Teerthanker Mahaveer University, Moradabad, 244001, IN
1 Dean, School of Business, Western International College, University of Bolton, UAE Academic Centre, Al Hudaiba- Bareraat, AE
2 Teerthanker Mahaveer University, Moradabad, 244001, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 52, No 1 (2016), Pagination: 50-57Abstract
The increasing liberalization of international trade has been accompanied by a significant expansion of the activities and complexity of multinational corporations (MNCs), which now combine multinational ownership with control over multinational value-adding activities. MNCs appeared to have adopted either an ethno-centric or a polycentric approach to manage employee relations globally. However since the globalization, a tendency to drive the global convergence of employee relations practices based on either the best practice, high performance value adding or the least control model have become more preferred options. It is found that the power shift is fast changing towards the MNCs. This paper attempts to review the relevant literature and highlight the changing paradigm of employee relations approaches by MNCs, their mutual relationship with trade unions etc.- Green HRM Practices in Private Health Care & Banking Sectors in India
Abstract Views :316 |
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Authors
Affiliations
1 School of Business, University of Bolton, UAE Academic Centre, Ras Al Khaimah, AE
2 Mittal School of Business, Lovely Professional University, Phagwara, Punjab 144411, IN
1 School of Business, University of Bolton, UAE Academic Centre, Ras Al Khaimah, AE
2 Mittal School of Business, Lovely Professional University, Phagwara, Punjab 144411, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 53, No 1 (2017), Pagination: 48-58Abstract
The concept of green HRM has emerged with the initiation of Green Movement, the rapid growth of which was witnessed during 2000-2010 in almost all industries across India. In the present study, 139 respondents from the private sector banking and 116 participants from the private sector health care organizations of 6 different organizations from each sector were surveyed through a structured questionnaire on the relevant green HRM issues and practices from two major cities of India, viz. Kolkata and Delhi. The study is intended to evaluate the effectiveness of different Green HR practices in terms of cost-benefit, employee engagement and reachability and employer branding perspectives, as practiced in these organizations.References
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- Flexible Staffing Practices in Dubai:A Study with Reference to Atkinson’s Model
Abstract Views :172 |
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Authors
Affiliations
1 School of Business, WINC, University of Bolton-RAK Academic Centre, Al-Hudaiba-Bareraat, Ras Al Khaimah, AE
1 School of Business, WINC, University of Bolton-RAK Academic Centre, Al-Hudaiba-Bareraat, Ras Al Khaimah, AE
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 52, No 4 (2017), Pagination: 609-620Abstract
Peripheral staffing, also known as flexible staffing has emerged as a strategic choice for most of the organizations across the globe. Though, a few researches have come-up with new ideas, the significance of the contribution by Atkinson has remained the main guiding framework in the specific domain. The present study attempts to evaluate the observations of the 165 middle level executives employed in six medium scale organizations in three main industries, located in Dubai, the financial and commercial hub of the Middle East. Recommendations have been developed and further scope of expansion of research has been empirically suggested.- International Employment Laws, Standards, Recommendations & HRM
Abstract Views :271 |
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Authors
Affiliations
1 School of Business, University of Bolton Ras, Al Khaimah Academic Centre, AE
2 School of Management Studies, Narula Institute of Technology, Agarpara, Kolkata-700109, IN
1 School of Business, University of Bolton Ras, Al Khaimah Academic Centre, AE
2 School of Management Studies, Narula Institute of Technology, Agarpara, Kolkata-700109, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 53, No 3 (2018), Pagination: 404-409Abstract
Compliance with regulatory needs and framing an appropriate legal system have emerged as one of the major challenges in recent times. Not only the different legal systems practiced in various parts of the world such as common law, civil code and religious law but also the employment standards and recommendations propagated by international organizations are being considered for developing countries by HR leaders. Supranational binding regulations and extra-territorial laws have become growingly significant over time to influence regulatory frameworks, policies and practices in international HR. In spite of many developments and multiple influences on international labor and employment regulations, challenges of adjustments due to commercial diplomacy have posed biggest threats to the interests of the working populations globally.References
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- Balanced Scorecard (BSC) In Retail Banking in UAE:A Study on Sustainability
Abstract Views :257 |
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Authors
Affiliations
1 University of Bolton, UAE Academic Centre, Al Hudaiba-Bareraat, Ras Al Khaimah, AE
2 Usha Martin Education & Solutions Limited, India PS Srijan Techpark, 4th & 5th Floor, DN - 52, Sector - V, Salt Lake City, Kolkata 700091, IN
1 University of Bolton, UAE Academic Centre, Al Hudaiba-Bareraat, Ras Al Khaimah, AE
2 Usha Martin Education & Solutions Limited, India PS Srijan Techpark, 4th & 5th Floor, DN - 52, Sector - V, Salt Lake City, Kolkata 700091, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 54, No 1 (2018), Pagination: 66-78Abstract
Organizational performance measurement has become more challenging since it is done through constant evolution of business environment. The present study has been done on the retail banking division of Emirates NBD Bank, which is the largest banking organization in the gulf region. Analysis of data collected through a survey based questionnaire from 45 managerial employees of the retail banking division has revealed mixed opinions and identified the areas on which further improvement is required for sustainable growth and improvement in the selected performance indicators. The result shows that the bank executives are equally engaged in designing and implementation of balance scorecard.References
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- Pay for Performance in Private Sector Higher Education Institutions in UAE
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Authors
Affiliations
1 School of Business,University of Bolton, Academic Centre, Ras Al Khaimah, Al-Hudaiba Bareraat,, AE
2 Heritage Business School,994, Madurdaha Chowbaga Road, Anandapur, Kolkata 700107, IN
1 School of Business,University of Bolton, Academic Centre, Ras Al Khaimah, Al-Hudaiba Bareraat,, AE
2 Heritage Business School,994, Madurdaha Chowbaga Road, Anandapur, Kolkata 700107, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 54, No 2 (2018), Pagination: 347-360Abstract
UAE has higher education institutions and universities from several countries, each of them practicing different systems of educators’ compensation. The present article studies the nature of pay-for- performance in UAE’s private higher education sector and evaluates the employee perception of the role of pay-for-performance in encouraging the performance. The study has considered the feedback of 144 educators from 5 major categories of the higher education institutions in UAE. Data analysis and hypotheses testing have been through standard statistical tools such as Kolmogorov-Smirnov with Lilliefors correction and Shapiro-Wilk test, Kruskal – Wallis H test, Mean-ranks and Mann- Whitney test, spearman correlation, regression analysis etc. The research has found that pay-forperformance is not considered as a replacement to regular pay hike.References
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- Reward Program, Job Satisfaction & Employee Engagement:An Empirical Study
Abstract Views :381 |
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Authors
Affiliations
1 School of Business, University of Bolton, Academic Centre, Ras Al Khaimah, AE
2 Compensation & Benefits Lead,MEA at Mondelçz, Dubai, AE
1 School of Business, University of Bolton, Academic Centre, Ras Al Khaimah, AE
2 Compensation & Benefits Lead,MEA at Mondelçz, Dubai, AE
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 55, No 1 (2019), Pagination: 86-104Abstract
Worker engagement is a trait that measures a representative’s dedication to a given association that they work for. Regardless of different types of engagements utilized by different managers, employee execution remains a range of worry among different associations. A survey was organized on 148 respondents which caught the respondents’ profile and information important to all the study variables. The standard statistical tests have been performed on the data. The measurable investigation demonstrated that there is a note worthy relationship between the gender-based orientation, age, experience and acknowledgment programs. The study suggested that associations ought to give development and improvement chances to their workers in endeavors to upgrade their ability and execution.References
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- Job Satisfaction of the Service Sector Marketing Professionals in UAE: A Selective Study
Abstract Views :133 |
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Authors
Affiliations
1 Dean, School of Business, IN
2 Lecturer, School of Business, University of Bolton, Academic Center, Ras Al Khaimah, AE
3 Program Director & Professor, Indus Business Academy, IBA Indirapura Campus, Lakshmipura, Bangalore-560082, IN
1 Dean, School of Business, IN
2 Lecturer, School of Business, University of Bolton, Academic Center, Ras Al Khaimah, AE
3 Program Director & Professor, Indus Business Academy, IBA Indirapura Campus, Lakshmipura, Bangalore-560082, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 55, No 4 (2020), Pagination: 681-695Abstract
Employee job satisfaction plays a significant role in achieving business goals of organizations. This study attempts to demonstrate various aspects which enhance the employee job satisfaction, particularly aiming the expatriate marketing professionals in several service sector industries such as banking and finance, retail and hospitality sectors in Ras Al Khaimah, UAE. The study has been conducted on a selected sample of 250 respondents. Standard statistical tools have been used to get a primary picture from the responses obtained through a structured questionnaire. The analysis of the data reveals that on most of the parameters majority of the respondents have chosen to reply positively. However, a detailed analysis of the industry- wise response patterns of job satisfaction shows clear differences in opinion.Keywords
No Keywords.- Change Management Theories: A Study on COMAIR, South Africa
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Authors
Affiliations
1 Dean, School of Business, University of Bolton, Academic Centre, Ras Al Khaimah, AE
2 Assistant Professor, Department of Business Administration, Mohanlal Sukhadia University, Udaipur, Rajasthan, IN
1 Dean, School of Business, University of Bolton, Academic Centre, Ras Al Khaimah, AE
2 Assistant Professor, Department of Business Administration, Mohanlal Sukhadia University, Udaipur, Rajasthan, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 56, No 3 (2021), Pagination: 480-491Abstract
Change could be conceptualized and categorized into two ways. The first is the rational and strategic process approach in which organizations identify the need for change and design an action plan to implement change. The second is the evolutionary selection in which the organizations chose to resist the change happening around them. COMAIR Ltd., a leading airlines company based in South Africa has initiat ed l argescal e changes i n structure, process and operations during the 1980s, which continued in 1990s and early 2000. The initiatives have been found to be ev ol ut i onary i n nat ure. The present article has attempted to analyze the change process at COMAIR from the viewpoint of popul ar c hange manageme nt models.References
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- Workforce Partnership & Representation in the Non-unionized Organizations: Some Emerging Trends
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Authors
Affiliations
1 Dean, School of Business, University of Bolton, Academic Centre, Ras Al Khaimah, AE
2 Director-Academic & New Programs, Universal Business School, Kushivili, P O Gaurkamath, Vadap, Karjat 410201, Dist. Raigad, Maharashtra, IN
1 Dean, School of Business, University of Bolton, Academic Centre, Ras Al Khaimah, AE
2 Director-Academic & New Programs, Universal Business School, Kushivili, P O Gaurkamath, Vadap, Karjat 410201, Dist. Raigad, Maharashtra, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 57, No 1 (2021), Pagination: 66-71Abstract
With the growing informalization of the workforce, workers’ representation through trade unions have witnessed a dynamic down-turn in recent years. The trend started since late 1990s, became widespread across the globe since then. One of the dominant tendencies that have become growingly visible in this context is the emergence of non-unionized organizations. In this evolving situation, a few research findings have identified different possibilities through which employees’ voice and representation can be ensured. The dominant recommendations have been identified as adopting multi-channel model of employee representation, using partnership route through a consultative approach, experimenting with distributive new management model etc. The present article has discussed these emerging dimensions of employee voice representations in the non-unionized organization scenario from different research perspectives.References
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- Availability & Efficacy of Healthcare in Smaller Indian Cities
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Authors
Affiliations
1 Associate Professor and Head of the Department, Invertis Institute of Management Studies, Invertis University, Bareilly, IN
2 Dean, School of Business, University of Bolton, Ras Al Khaimah, AE
3 Independent Researcher, IN
1 Associate Professor and Head of the Department, Invertis Institute of Management Studies, Invertis University, Bareilly, IN
2 Dean, School of Business, University of Bolton, Ras Al Khaimah, AE
3 Independent Researcher, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 57, No 3 (2022), Pagination: 412-429Abstract
There is a conspicuous gap between the healthcare services available in the big cities and those in the smaller cities in India. The perceivably superior healthcare institutions are located in the bigger cities. The paper examines the concerns and perceptions of the people regarding the availability and efficacy of healthcare services in smaller cities juxtaposed to those available in the bigger cities. The data was collected from respondents from across five different cities of India using a structured questionnaire. Questions were asked to gauge the perception of the residents of smaller cities about the quality of diagnosis (of simple and complex ailments), medical testing services and imaging facilities in the smaller cities as opposed to those in the bigger cities.References
- Bajpai , U ( 20 1 4 ) , “Ownership Pattern of Healthcare Facilities in India: Is the Public Sector Doing Enough?” Healthcare Review, 20 (3): 201-15.
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- Mudur, G. (2003), “India Plans to Expand Private Sector in Healthcare Review”, British Medical Journal, 326 (7388): 52.
- Raina, S.H. & Bhatt, R.L. (2018), “Healthcare Provisions and Challenges”, World Review of Entrepreneurial, Management and Sustainable Development, 14 (3):143-60.
- Sengupta, M. & Trivedi, B. (2014), “Quality Deliveries and Priorities in Private Sector Healthcare”, Journal of Health Services, 19(1) :78-89.
- Singh, V. & Narayan, K. (2003), “How Patient Perceives Private Healthcare?”, Journal of Healthcare Policy, 23(2): 4312-20.
- Sharma, S. (2018), “Healthcare Paradox in India: A Policy Discourse Is Needed?” Journal of Health Economy, 14 (4: 165-70
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- Thayyil J., Mathummal C.J., & Rao, B. (2013), “Challenges of Healthcare Penetration in Rural India: An Empirical Study”, International Journal of Social Science Research, 27 (1): 290-311.