Indian Journal of Industrial Relations: Economics & Social Dev.

Indranil Bose ¹, R. K. Mudgal ²

Affiliations
1 Department of Management Studies, Lal Bahadur Shastri Institute of Management & Technology, Bareilly 243001, IN
2 Teerthanker Mahaveer University, Moradabad 244001, IN

Abstract

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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Indranil Bose ¹, R. K. Mudgal ²

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

Abstract

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.

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Indranil Bose ¹, R. K. Mudgal ²

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

Abstract

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.

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Indranil Bose ¹, R. K. Mudgal ²

Affiliations
1 Western International College, University of Bolton-UAE Academic Centre, AE
2 Teerthanker Mahaveer University, Moradabad 244001, IN

Abstract

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.

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Indranil Bose ¹, R. K. Mudgal ²

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

Abstract

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.

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