This is a Case Study of Conflict Management Course which is named "Akij Bidi Factory". This case is solved by me, A student of Daffodil International University. Hope you will get some help by following my solving of the case.

1. Welcometo
My Presentation

2. Presenter
NAME ID NO
MD. Jahirul Islam Robin 151-11-195

3. Topic
Case Study of AKIJ BIDI FACTORY

4. About Akij Group
 Akij Group was founded in 1950
 Founder Name: Sheikh Akijuddin
 Headquarters : Dhaka ,Bangladesh
 Number of Employees: 50057
 Number of Business Unites: 26
 390 million euros tax payer in 2009
 Turnover was 89 billion tk

5.  Incident was occurred in 2012 at Kustia.
 Two were shot died by Ansar and 35were injured.
 10 workers were bullet-hit.
 Factory was close for an indefinite period
 A meeting was held where DC, SP and different administrations
were presented.
 Company provided 5 lakh tk compensation to the victims.
Akij BIDI Factory Case Review

6. Question No 1
What are the antecedent condition behind this
conflict?
 Unpaid wages of the worker
 Pay hike
 Poor management system
 Management decision
 Lack of communication
 Working hour

7. Question NO 2
What types of conflict is it?
It is an Intra-Organizational Conflict which are part of Industrial Conflict.

8. The causes of Intra-organization conflict
 Employment related causes:
The list of cause’s hair includes conflict over wages, bonus, allowances, benefits, working condition,
adjustment dismissal, and method of job evaluation change in method of production, etc.
 Non recognition of unions:
Conflict that arises when employer fail to recognize a union as a bargaining agent.
 Administration-related causes:
This pertain of ill-treatment and undeserved punishment, verbal abuse, physical assaults, etc.

9. Question No 3
How can you solve this problem?

10. Building Union-Management co-operation
Union-management cooperation is not a passing fad. It is not a news, or even a recent,
development on the American labor relations scene. Nonetheless, interest in this subject
has been growing. It is the pays of this article, first, to clarify the meaning of union-
management cooperation.
 Prior consolation: Prior consolation with union leaders to defuse problems before
they become formal grievances.
 Join study committees: That allow management and union officials to find solution to
common problems.
 Third parties: who can provide guidance and program that bring union leaders and
managers closer together to pursue common objectives?