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Ebm640 asst nikhilkhurana
Ebm640 asst nikhilkhurana
Ebm640 asst nikhilkhurana
Ebm640 asst nikhilkhurana
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Ebm640 asst nikhilkhurana

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BUSINESS IMPORTANT

BUSINESS IMPORTANT

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  • 1. SUBMITTED BY: NIKHIL KHURANACOURSE CODE: EBM 640FACULTY: DR. SHAMSHER SINGHASSIGNMENT 2
  • 2. A.) Some of the measures or stages been reebok for human rights are firstly the reebok human right production are been introduced and that are taken by1.Non retaliation policy-Factory works to speak with Reebok staff without fear.2.Non-discrimination-Non- discrimination in hiring and employment practices.3.Working hours/overtime .not work more than 60 hours per week.4.Forced or compulsory Lab- Reebok will not work business with business that isindulge inforced or compulsory.5. Fair wages for the worker to ensure basic needs for worker and family.6. Child Labour -Reebok will not work with business a partner that useslabour lower thanthe age of 14 or 15.7. Freedom of association-rights of employees to establish and join organisation of theirchoosing. Employees will be respected and will give leverage to organise and bargain effortcollectively.8. Safety and health.Now some of the actual steps been taken Reebok asked China’s subcontractors not to employ child labour. Reebok tied up with lawyers committee for human rightsto closely monitor withhuman resource development staff with video camera, fax machine and computer. In 1995 ,Reebok made sure that people below 15 are not employed in the working facilities in Sialkot and also put a label to certify.(MANUFACTURE WITHOUT CHILD LABOUR) In 1997, Reebok launched a million dollar project in the name reebok education system to Pakistan. Workers system association was developed in Indonesia to handle complaints and grievances and to ensure immediate actions In 1998, Reebok conducted seminars in Indonesia for organizing for organizing union and collectively bargaining.
  • 3. B.)Now let’s see, below as per what Reebok preached or mentioned in theirHuman right’s production standards whether they were able to adhere to thator not.1. Non retaliating-Complaint boxes were put to fire by the company managementCritical evaluation-Reebok should have investigated the cause of workers for not using thecomplaint boxes.2. Non-discrimination –Problem faced by Chinese women such as drinking, suicide andmental disturbances.Workers ratio as per women and men were 10:1.Reports of sexualharassment was also reported by the activists.Critical evaluation – To offer equal opposite rights to women and men. Pay workers the basicsalary what they deserve.3. Work hours – Low workers in kong toi , had to work 86 hours per week not because theyhad to but they had no option.Critic – Reebok should have abide by the Chinese labour law and would permit to quit their job ifthey want to. Pay in complaint as per Chinese labour law.4. Fair wages –Dongguan Province, legal wages was $ 1.93 per day but they were paid $1.20and $1.45.Legal monthly income $42.17 but they were actually paid $30 to $42.Critical evaluation –Legal requirement for insurance premiums was not filed and even fair wageswere neglected in six factories.5. Freedom of association –trade unions were not allowed to be set up thereby violatingrights. Chinese trade union was not followed and they were deprived of the 2% wages of thetotal work force.6. Safety and health-constant exposure to toxic and fumes. Workers were also exposed tohigh temperature.Criticalevaluation-Reebok must offer a list of all factories man in China with names and allow NGOdirect access into factories for investigation.The question that arises is why Reebok can make sure that the products are of the utmostquality and follow the standards ; whereas human rights are not been preferred enough orwhy are there so much loopholes which cannot be filled. The question arises as per whypeople are not given what they deserve; forget about the benefits and the perks but theusual human rights.
  • 4. C. YES, there were other measures to tackle the problems of human rights violation and mentioned below in a paragraph format is the answer what actually was the solution or whether or not there was a solution or not.Now what happened was Reebok did realise the content and the context of the problembeen faced in the Chinese factories. So, they started to negotiate between the factorymanagement and the ACFTU for several months. And Reebok was also fixed in a dilemma asthey cannot get directly involved with the workers and the management decision of thefactories. However one thing they could elect personnel in a fair manner belonging to eachof seven departments of the factories. And on top of that, elections were conducted for theunion chairman’s post; all in a fair manner. They also inspected all these factories timelyannounced and unannounced. But in spite of efforts that is been continued by Reebok,there still are some loose strings attached to it. As we all know people work for profit, weare talking about the Chinese factory management team. They have fooled Reebok in thepast and are really sophisticated, cunning, and have other attributes and capability to foolthem again.

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