Trade unions are organizations formed by workers to collectively bargain with management to improve working conditions and protect worker interests. This document discusses the history, objectives, functions, and current state of trade unions in Bangladesh. It notes that while trade union rights are constitutionally protected, implementation remains a challenge, with low unionization rates in the private sector. Overall, trade unions play an important role in Bangladesh but continue facing issues like weak financial positions, outside influence, and lack of recognition from some employers.
A trade union is an organization of worker who have come together to achieve common goals such as protecting the integrity of its trade, improving safety standards, achieving higher pay and benefits such as health care and retirement, increasing the number of employees an employer assigns to complete the work, and better working condition. Trade unions are the controller of the labor force of an industry which works for the betterment of the country’s trade by ensuring the right of the labor force. The trade union, through its leadership, bargains with the employer on behalf of union members and negotiates labor contract with employers. The most common purpose of these associations or unions is "maintaining or improving the conditions of their employment. This may include the negotiation of wages, work rules, complaint procedures, rules governing hiring, firing and promotion of workers, benefits, workplace safety and policies. Unions may organize a particular section of skilled workers like craft unionism a cross-section of workers from various trades or attempt to organize all workers within a particular industry. Trade unions traditionally have a constitution which details the governance of their bargaining unit and also have governance at various levels of government depending on the industry that binds them legally to their negotiations and functioning. Trade unions try to develop close working relationships with employers. Globalization businesses are expanding rapidly for that reason the workforce in the industries are increasing hugely. To maintain the whole work force alone by the management is a very tough job. Trade unions are the only way to manage, compliant, and control the labor force. Lots of objectives are there to organize trade unions.
Despite some progress in advancing the agenda on aid effectiveness for development results,
trade unions contend that much more needs to be done if the Paris Declaration/Accra agenda for action processes are to move significantly forward in terms of real development effectiveness.
Given the shortcomings of the neo-liberal paradigm that has dominated development policy-making and caused persistent poverty and a huge decent work deficit, trade unions call for a
more comprehensive development paradigm that shifts from aid to development effectiveness.
Development effectiveness is defined by trade unions as the generation of positive social
outcomes in terms of decent work, social protection, social dialogue, respect for human and
trade union rights, gender equality, environmental sustainability, and the enjoyment of decent livelihoods and well being by all. To achieve development effectiveness, trade unions call for the adoption by the Fourth High Level Forum of a Busan Declaration on Development
Effectiveness which should address three major goals:
I) Achieving development effectiveness,
II) Realizing the commitments made on aid effectiveness, and
III) Supporting trade union and CSO’s as development actors in their own right.
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trade union
,
functions
,
characteristics of trade union in bangladesh
,
tread union importance
,
how leadership can be developed
,
trede union functions
Industrial relations are the relationship between management and employees or among employees and their organization. Industrial relation deal with either the relationships between the state and the employers and the workers organization or the relation between the occupational organizations themselves. The ILO uses the expression to denote such matters as freedom of association and the protection of the right to organize, the application of the principles of the right to organize, and the right of collective bargaining, collective agreements, conciliation and arbitration and machinery for cooperation between the authorities and the occupational organizations at various levels of the economy.
The term Industrial Relations refers to relationship between Management and Labor or among Employees and their organizations that characterize or grow out of employment. Theoretically speaking, there are two parties in the employment relationship labor and management. Both parties need to work in a spirit of cooperation, adjustment and accommodation. In their own mutual interest certain rules for co-existence are formed and adhered to. Over the years, the State has also come to play a major role in Industrial Relations one, as and initiator of policies and the other, as an employer by setting up an extremely large public sector.
A trade union is an organization of worker who have come together to achieve common goals such as protecting the integrity of its trade, improving safety standards, achieving higher pay and benefits such as health care and retirement, increasing the number of employees an employer assigns to complete the work, and better working condition. Trade unions are the controller of the labor force of an industry which works for the betterment of the country’s trade by ensuring the right of the labor force. The trade union, through its leadership, bargains with the employer on behalf of union members and negotiates labor contract with employers. The most common purpose of these associations or unions is "maintaining or improving the conditions of their employment. This may include the negotiation of wages, work rules, complaint procedures, rules governing hiring, firing and promotion of workers, benefits, workplace safety and policies. Unions may organize a particular section of skilled workers like craft unionism a cross-section of workers from various trades or attempt to organize all workers within a particular industry. Trade unions traditionally have a constitution which details the governance of their bargaining unit and also have governance at various levels of government depending on the industry that binds them legally to their negotiations and functioning. Trade unions try to develop close working relationships with employers. Globalization businesses are expanding rapidly for that reason the workforce in the industries are increasing hugely. To maintain the whole work force alone by the management is a very tough job. Trade unions are the only way to manage, compliant, and control the labor force. Lots of objectives are there to organize trade unions.
Despite some progress in advancing the agenda on aid effectiveness for development results,
trade unions contend that much more needs to be done if the Paris Declaration/Accra agenda for action processes are to move significantly forward in terms of real development effectiveness.
Given the shortcomings of the neo-liberal paradigm that has dominated development policy-making and caused persistent poverty and a huge decent work deficit, trade unions call for a
more comprehensive development paradigm that shifts from aid to development effectiveness.
Development effectiveness is defined by trade unions as the generation of positive social
outcomes in terms of decent work, social protection, social dialogue, respect for human and
trade union rights, gender equality, environmental sustainability, and the enjoyment of decent livelihoods and well being by all. To achieve development effectiveness, trade unions call for the adoption by the Fourth High Level Forum of a Busan Declaration on Development
Effectiveness which should address three major goals:
I) Achieving development effectiveness,
II) Realizing the commitments made on aid effectiveness, and
III) Supporting trade union and CSO’s as development actors in their own right.
,
trade union
,
functions
,
characteristics of trade union in bangladesh
,
tread union importance
,
how leadership can be developed
,
trede union functions
Industrial relations are the relationship between management and employees or among employees and their organization. Industrial relation deal with either the relationships between the state and the employers and the workers organization or the relation between the occupational organizations themselves. The ILO uses the expression to denote such matters as freedom of association and the protection of the right to organize, the application of the principles of the right to organize, and the right of collective bargaining, collective agreements, conciliation and arbitration and machinery for cooperation between the authorities and the occupational organizations at various levels of the economy.
The term Industrial Relations refers to relationship between Management and Labor or among Employees and their organizations that characterize or grow out of employment. Theoretically speaking, there are two parties in the employment relationship labor and management. Both parties need to work in a spirit of cooperation, adjustment and accommodation. In their own mutual interest certain rules for co-existence are formed and adhered to. Over the years, the State has also come to play a major role in Industrial Relations one, as and initiator of policies and the other, as an employer by setting up an extremely large public sector.
Industrial Relations and Trade Unions
Concept of Industrial Relations - Factors affecting industrial
relations, the importance of Industrial Relations, Collective
bargaining;
International Labour Organisation: Genesis, development and
dimensions, aims, and objectives, Organs of the International
Labour Organisation; Role of the Trade Unions in Modern
Industrial Society of India - Trade Union of Employers and
Workers, their forms and types in India.
Industrial Relations Systems - Industrial Relationsmanumelwin
An industrial relations system consists of the whole gamut of relationships between employees and employees and employers which are managed by the means of conflict and cooperation.
introduction to trade unions
trade unions characteristics
objectives of trade unions
how trade unions are financed
how trade unions recruits its members
why employees join trade unions
functions of trade unions
trade union structure
Weakness/challenges/problems facing trade unions
Measures to strengthen trade unions
Advantages of trade unions to workers, employeer and society
criticism of trade unions by employer
Industrial Relations and Trade Unions
Concept of Industrial Relations - Factors affecting industrial
relations, the importance of Industrial Relations, Collective
bargaining;
International Labour Organisation: Genesis, development and
dimensions, aims, and objectives, Organs of the International
Labour Organisation; Role of the Trade Unions in Modern
Industrial Society of India - Trade Union of Employers and
Workers, their forms and types in India.
Industrial Relations Systems - Industrial Relationsmanumelwin
An industrial relations system consists of the whole gamut of relationships between employees and employees and employers which are managed by the means of conflict and cooperation.
introduction to trade unions
trade unions characteristics
objectives of trade unions
how trade unions are financed
how trade unions recruits its members
why employees join trade unions
functions of trade unions
trade union structure
Weakness/challenges/problems facing trade unions
Measures to strengthen trade unions
Advantages of trade unions to workers, employeer and society
criticism of trade unions by employer
Trade Union Overview: "Trade Union" means any combination, whether temporary or permanent, formed primarily for the purpose of regulating the relations between workmen and employers or between workmen and workmen, or between employers and employers, or for imposing restrictive conditions on the conduct of any trade or business
Trade unions are formed to protect and promote the interests of their members. Their primary function is to protect the interests of workers against discrimination and unfair labor practices.
International Journal of Humanities and Social Science Invention (IJHSSI)inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Trade Unionism, Trade Union, Trade Union in India, Trade Union Act 1926, Trade Union History, Trade Union Movements in India, Trade Union Definition, Trade Union Objectives, Trade Union Characteristics, Trade Union Functions, Problems of Trade Union, Concept and Meaning of Trade Union, Labour's social security, Indian Labour Problems and Legislation
Human Resource Information System: A study on Telecommunication Industry of B...Masum Hussain
In today’s organizations Human Resource is considered as one of the key resources of business organizations. The transaction processing layer of information system (IS) in human resource function deals with routine activities like attendance recording and payroll calculations. The operational level activities also include maintaining the employee records which is used as a basis for strategic layers. With the growing importance of human resource management and increasing size of the organizations, maintenance of employee related data and generating appropriate reports are the crucial aspects of any organization. The Human Resource Information System (HRIS) is a collection of men, tools, procedures and software to perform various business tasks at various levels in the organization. Many organizations have separate MIS departments which are involved in maintaining records, performing transactions, report generations and consolidation of the important information which will be supplied to the various levels of the management. MIS has three basic levels: operational, middle management and top management where the information is passed from bottom to top. This report is an attempt to design an information system for Bangladesh telecommunication industry, which involves attendance capturing & recording system which will be used in monitoring the staff, control over the irregularities and reporting to the top management and show how it is useful in decision making. This paper is an attempt to highlights the role of information systems in Human Resource Management and show how it helps in taking management decisions related to management function especially for the top management.
Today, the world has undergone massive changes: the Internet bubble has come and gone, and emerging countries such as China and India have become prominent global users and providers of ICT equipment and services. Struggling to emerge from the financial crisis, developed economies are striving to return to higher levels of growth and competitiveness while fighting stubbornly high unemployment rates, especially among their youth. Both emerging and developed economies are focusing on innovation, competing globally for talent, resources, and market shares. Information flows and networks have spread across borders in ways that could not be imagined before the onset of the Internet, the global adoption of mobile telephony and social networks, and the rapid growth of broadband. Business models have been redefined, the workplace has been redesigned and entire functions of society (education, health, security, privacy) are being rethought. Apart from these HRIS has various advantages and the most crucial is the employee retention as employees as themselves crucial for the organizations; it is also ratified by all that an HRIS blunt the edge of staff attrition by providing HR officers with the information they need.
Managing team and organizational conflictMasum Hussain
In our culture, we reflexively tend to think of the term “conflict” in the negative. When we discuss conflict in the business world, we speak of it (often unwittingly) as a diminishing force on productivity, an ill that only compounds the difficulties of a job, and an element that needs expunging if companies are to achieve their goals. Normally seen as the byproduct of a “squeaky wheel” rather than a natural derivative of business itself, conflict is a force that causes short-term anxieties, and many view “fixing” ongoing conflict as synonymous with “eliminating” it.It is commonplace for organizations today to work in teams. Whether they be leader-driven teams or self-directed teams; the hope is that productivity, creativity, and results will be greater in a team environment. While this is a proven approach, any time you bring together people from differing backgrounds and experiences, it is inevitable that conflict will occur.
Every organization encounters conflicts on a daily basis. The conflicts cannot be avoided, but it is possible to manage them in a way that we recognize them on time. It is necessary to continuously track the organizational signals which point to their existence. If we do not react duly, this can lead to the situation that the conflict itself manages the organization. One of the more important determinants of productivity, efficiency and performance, and finally job contentment is also the conflict as an independent variable of organizational behavior. By systematic research of organizational behavior we want to make a positive influence on dependent variables, but first we have to understand and get a good insight into individual elements of organizational behavior. By this paper we want to brighten the meaning of conflict on the organization, the conflict process and possible conflict management styles. We will show the relationship between the level of conflict and the impact on the organizational performance.
Managing team and organizational conflictMasum Hussain
In our culture, we reflexively tend to think of the term “conflict” in the negative. When we discuss conflict in the business world, we speak of it (often unwittingly) as a diminishing force on productivity, an ill that only compounds the difficulties of a job, and an element that needs expunging if companies are to achieve their goals. Normally seen as the byproduct of a “squeaky wheel” rather than a natural derivative of business itself, conflict is a force that causes short-term anxieties, and many view “fixing” ongoing conflict as synonymous with “eliminating” it.It is commonplace for organizations today to work in teams. Whether they be leader-driven teams or self-directed teams; the hope is that productivity, creativity, and results will be greater in a team environment. While this is a proven approach, any time you bring together people from differing backgrounds and experiences, it is inevitable that conflict will occur.
Every organization encounters conflicts on a daily basis. The conflicts cannot be avoided, but it is possible to manage them in a way that we recognize them on time. It is necessary to continuously track the organizational signals which point to their existence. If we do not react duly, this can lead to the situation that the conflict itself manages the organization. One of the more important determinants of productivity, efficiency and performance, and finally job contentment is also the conflict as an independent variable of organizational behavior. By systematic research of organizational behavior we want to make a positive influence on dependent variables, but first we have to understand and get a good insight into individual elements of organizational behavior. By this paper we want to brighten the meaning of conflict on the organization, the conflict process and possible conflict management styles. We will show the relationship between the level of conflict and the impact on the organizational performance.
Organizational change in transition periodMasum Hussain
As the Greek philosopher Heraclitus (525 – 475BC) pointed out: change alone is unchanging. Nowhere is this truer than in corporate North America. Globalization; quantum leaps in technology; mergers and acquisitions; shifting markets and client demands; and, significant changes in the workforce make changing to survive a strategic imperative. All organizations need to have a greater reach, be in more places, be aware of regional and cultural differences, and integrate coherent strategies for different markets and communities. (Kanter, 1999) Failure to change, to change rapidly enough, or to make the right changes, has turned corporate giants into subsidiaries, seemingly overnight. With change having been a constant for over 2500 years, why are businesses still so bad at managing it? Why do so many change initiatives wither and die leaving only confusion and mangled processes in their wake? This paper explores some of the reasons corporate change programs fail and offers some ideas as to how organizations institutionalize change to become a constantly evolving success story.
Influence of Work-life balance in employee’s performanceMasum Hussain
Despite the popularity of work-life conflict as a topic of academic and practitioner debate, and the mounting prevalence of work-life balance practices in organizations around the world, research on the organizational effects of such practices is not well integrated. Competing demands between work and home have assumed increased relevance for employees in recent years, due in large part to demographic and workplace changes such as rising numbers of women in the labour force, an ageing population, longer working hours, and more sophisticated communications technology enabling near constant contact with the workplace. In response to these changes and the conflict they generate among the multiple roles that individuals occupy, organizations are increasingly pressured to implement work practices intended to facilitate employees’ efforts to fulfil both their employment- related and their personal responsibilities. While there is no one accepted definition of what constitutes a work-life balance practice, the term usually refers to one of the following: organizational support for dependent care, flexible work options, and family or personal leave.
Influence of Work-life balance in employee’s performanceMasum Hussain
Work–life balance is a concept including proper prioritizing between "work" (career and ambition) and "lifestyle" (health, pleasure, leisure, family and spiritual development/meditation. This is related to the idea of lifestyles choice. The work–leisure dichotomy was invented in the mid-1801s. Paul Krassner remarked that anthropologists use a definition of happiness that is to have as little separation as possible "between your work and your play". The expression "work–life balance" was first used in the United Kingdom in the late 1970s to describe the balance between an individual's work and personal life. In the United States this phrase was first used in 1986 The business case for work-life balance practices, as espoused by many organizations, rests on attracting better applicants and reducing work-life conflict among existing employees in order to enhance organizational performance. This review of the literature provides some evidence for the claim regarding recruitment, but there is insufficient evidence to support the notion that work-life practices enhance performance by means of reduced work-life conflict. We suggest that the business case may therefore need to be modified to reflect the number of additional routes by which work-life balance practices can influence organizational performance, including enhanced social exchange processes, increased cost savings, improved productivity, and reduced turnover. The impact of these processes may, however, be moderated by a number of factors, including national context, job level, and managerial support.
Influences of Poter’s five forces model in an industryMasum Hussain
Porter’s Five Forces model is a powerful management tool for analyzing the current industry profitability and attractiveness by using the outside-in perspective. Within the last decades, the model has attracted some criticism because of the developing Internet economy. Due to an increasing significance of Digitalization, Globalization and Deregulation, the industry structure of the ‘Old Economy’ changed fundamentally. The ‘New Economy’ is not comparable with the ‘Old Economy’, which is the basis of the Five Forces model. Moreover the last decades have shown that Information Technology became more and more important. Nowadays Technology is one of the most important drivers for change and not only important for the implementation of change. Today new technology is one of the most important drivers for change. Furthermore Porter also couldn’t take the growing significance of ‘Government Deregulation’ into account. In 1979 the government was able to regulate the market by defining and enforcing “property rights and the rules of competition”. In the past 20 years, governmental influence on industries decreased steadily. Therefore the most of the concerned industries (airlines, communication, or banking industry) were able and constrained to search for alternatives and to structure their business in a new way.
The purpose of business is to make money. However, the profit motive is sometimes viewed as less than virtuous because it emphasizes self-interest. Nevertheless, self-interest is not the same as selfishness, which emphasizes one's own interests at others' expense. Self interest is simply a concern for financial reward and is arguably necessary if society is to be maximally productive and efficiently allocate its resources. Business is an inseparable and embedded part of the society. In addition to its economic role in society, business also has several other roles and responsibilities towards society viz. responsible conduct of business activities while pursuing economic gains; the social and environmental responsibilities of the business towards its stakeholders; and business’s contributions that would benefit the society at large. Companies around the globe are recognizing the importance of engaging in Corporate Social Responsibility (CSR) that is crucial to their survival and growth. It is evident that when an organization integrates appropriate CSR practices in its strategy that embed the societal and environmental concerns, these practices undoubtedly bring tangible benefits to the business along with a sustainable competitive advantage.
The rate at which employees leave a company and are replaced by new Employees. One of the critically challenging issues in business world. Estimated probability that employees will stay or leave the organization. May triggered by - quits, attrition, exits, mobility, migration, succession. Obstacles toward achieving organizational objectives. Delay in innovation process & weak service consistency. Increasing pressure for the current employees in organization & Reflects poor organizational image. Overall bad impact on organizational performance & effectiveness.
Importance of information system in raising public awareness about domestic v...Masum Hussain
Across the globe, information system tools have helped fuel social movements. Information system has been shown to strengthen social actors’ ability to challenge and change power relations in society, providing platforms for debate, reflection, influencing and mobilizing people. To better understand the potential of information system to engage especially young people in efforts to prevent domestic violence the Partners for Prevention regional project, Engaging Young Men Through Information system for the Prevention of Domestic violence’ which supported information system awareness campaigns designed to raise awareness and motivate young people to take action to prevent domestic violence has revealed practical lessons from three awareness campaigns on the effective use of information system tools for violence protection.
Use of technologies in the banking sector of BangladeshMasum Hussain
Among the financial service industry, the banking sector was one of the first to embrace rapid globalization and benefits significantly from technology development. The technological revolution in banking started in the 1950s, with the installation of the first automated bookkeeping machines at banks. This was well before the other industries became tech savvy. The first Automated Teller Machine (ATM) is reported to have been introduced in the USA in 1968 with only a cash dispenser. Automation in banking have become widespread over the past few decades as banks quickly realized that much of their labor intensive information-handling processes could be automated the use of computers. Against this background the paper examines the technology driven banking services reference to the present and future of Technology driven banking in Bangladesh.
Use of technologies in the banking sector of BangladeshMasum Hussain
Among the financial service industry, the banking sector was one of the first to embrace rapid globalization and benefits significantly from technology development. The technological revolution in banking started in the 1950s, with the installation of the first automated bookkeeping machines at banks. This was well before the other industries became tech savvy. The first Automated Teller Machine (ATM) is reported to have been introduced in the USA in 1968 with only a cash dispenser. Automation in banking have become widespread over the past few decades as banks quickly realized that much of their labor intensive information-handling processes could be automated the use of computers. Against this background the paper examines the Technology driven banking services reference to the present and future of Technology driven banking in Bangladesh.
Importance of information system in raising public awareness about domestic v...Masum Hussain
Across the globe, information system tools have helped fuel social movements. Information system has been shown to strengthen social actors’ ability to challenge and change power
relations in society, providing platforms for debate, reflection, influencing and mobilizing people. To better understand the potential of information system to engage especially young
people in efforts to prevent domestic violence the Partners for Prevention regional project, Engaging Young Men Through Information system for the Prevention of Domestic violence’
which supported information system awareness campaigns designed to raise awareness and motivate young people to take action to prevent domestic violence has revealed practical
lessons from three awareness campaigns on the effective use of information system tools for violence protection.
Role of compensation practices on employees’ motivation: A study on Prime Ban...Masum Hussain
Workforce today is more expressive about their needs. Employees desire the best of everything competitive salaries, comfortable & inspirational lifestyles, job security, career enhancement options, work-life balance, and so on. Competition for talent is ever increasing and organizations need to have well-defined philosophies and strategies to help them develop innovative ways of tapping intrinsic motivation of employees by engaging their hearts and minds. The focus should be given on how managers are able to implement these types of motivation into their specific work place. This will show how motivation is important to all industries, and how it can change and impact the amount sales a bank performs. Motivated employees will in turn create a successful bank.
Development of internet technology in BangladeshMasum Hussain
Bangladesh is a developing country of South Asia with a huge population of 160 million living within a small geographical boundary of 1,47,570 square kilometers. Bangladesh is popularly known as one of the most densely populated countries of the world where the density rate is 1015 per sq. km. So it's a great challenge for the Bangladesh government to feed up the increasing population as the cultivable lands are decreasing day by day. Moreover providing cloths, accommodation facilities, giving education and health care facilities to the people which are the primary duties of the government are also becoming difficult for the increasing population. Apart from these being a developing country the government can't also affords to set up new industries and create employment opportunities for the people. So it's very difficult for the country to compete with the rising economic powers in the global arena with the burden of this population. But it's a matter of concern that there is no chance of decreasing these problems in upcoming days rather these are turning into a devastating shape. Proper and planned utilization of internet technology can be a nice solution in this regard. Somebody may be surprised to hear this. They may argue that how it's possible to change the overall scenario of the country through using internet technology. Rather they may show the logic against this theory and say that use of technology will accelerate unemployment problems of the country, high cost is involved to use this and expert knowledge is required to avail this facility of modern science. But the reality doesn't match with their imagination. Here I'll try my level best to prove the fact that use of internet technology can be a great medium for the sustainable development of the country through logical explanation from different points of view.
The story behind the first concerted effort to make financing accessible to the world’s poorest is the stuff of folklore. Befitting the goal of poverty alleviation, the setting for this early experiment was a time of great tragedy in Bangladesh, one of the poorest countries in the world. A small country in the Indian subcontinent with a population of 130 million, a gross national product (GNP) per capita of about $300 and a literacy rate of only 38 percent for those over 15 years of age, 1 Bangladesh experienced drought and famine in 1974 that killed 1.5 million people (Macfarlane 2002). Having recently completed studies as a Fulbright scholar in the United States, Professor Mohammad Yunus was lecturing on economic theory at Chittagong University and growing increasingly frustrated at his inability to ease his neighbours’ suffering.
Understanding barriers to youth entrepreneurship as a career choice for youthMasum Hussain
People say this is the age of business as it is backed by sophisticated technologies, blessed by loads of relevant information. & in this business age the young people are leading from the front as entrepreneurs. Wherever you go from Silicon Valley to Middle East young talents are making significant marks in creating new businesses even sometime more efficiently than the older experienced people. Think of Mark Zukerbourgh, or Michael Yung, they are shaking the world with their innovational business ventures, & people like them are at speed in growing. Different studies provide proof that the young people are the greatest contributors in the arena of business.
Sylhet is a division & a major city of North Eastern area of Bangladesh. This city is rapidly growing than the other cities of this country because of her peoples increasing purchasing power as the area is booming with business projects, a lots of liquid money is in the hands of the peoples as a result of remittance provided by the people living abroad. As we know many people of this area lives in different wealthy country of the world mainly in the United Kingdom (as we know in London there is a town named ‘ Bangla Town’ mainly inhabited by the Sylheties) & middle east many families have enough money in hand almost all the time. Problem with the Sylheti’s is that though they have money they are not interested in investing them in the country for business purpose as most of them are risk averse , & do not know the ABC of business.
Walton Hi-Tech Industries Ltd. is the one and only manufacturer of multi-staged Refrigerator, Freezer, Air Conditioner, Television and Motorcycle technology and is treated as one of the sophisticated manufacturing plant in Bangladesh and South Asia. R.B. Group (Parent Company) is one of the top business groups in the country operating with a great reputation since 1977. Walton has become a sensation all over Bangladesh and in the world of electronics, electrical and automobile industries.
Corporate Social Responsibilities and Managerial EthicsMasum Hussain
Ethical theories and principles bring significant characteristics to the decision-making process. Although all of the ethical theories attempt to follow the ethical principles in order to be applicable and valid by themselves, each theory falls short with complex flaws and failings. However, these ethical theories can be used in combination in order to obtain the most ethically correct answer possible for each scenario. For example, a utilitarian may use the casuistic theory and compare similar situations to his real life situation in order to determine the choice that will benefit the most people. The deontologist and the rule the rights ethical theory when deciding whether or not to speed to make it to the meeting on time. Instead of speeding, they would slow down because the law in the rights theory is given the highest priority, even if it means that the most people may not benefit from the decision to drive the speed limit. By using ethical theories in combination, one is able to use a variety of ways to analyze a situation in order to reach the most ethically correct decision possible. We are fortunate to have a variety of ethical theories that provide a substantial framework when trying to make ethically correct answers. Each ethical theory attempts to adhere to the ethical principles that lead to success when trying to reach the best decision. When one understands each individual theory, including its strengths and weaknesses, one can make the most informed decision when trying to achieve an ethically correct answer to a dilemma.
The World Bank was created at Bretton Woods in 1944 to lend to European countries to help them rebuild after World War II. It was the world's first multilateral development bank, and was funded through the sale of World Bonds. Its first loans were to France and other European countries, but soon lent money to Chile, Mexico and India to build power plants and railways. The Bank came into formal existence on 27 December 1945 following international ratification of the Bretton Woods agreements, which emerged from the United Nations Monetary and Financial Conference (1–22 July 1944). It also provided the foundation of the Osiander-Committee in 1951, responsible for the preparation and evaluation of the World Development Report. Commencing operations on 25 June 1946, it approved its first loan on 9 May 1947 (US$250M to France for postwar reconstruction, in real terms the largest loan issued by the Bank to date). Its five agencies are:
• International Bank for Reconstruction and Development (IBRD)
• International Development Association (IDA)
• International Finance Corporation (IFC)
• Multilateral Investment Guarantee Agency (MIGA)
• International Centre for Settlement of Investment Disputes (ICSID)
The World Bank's activities are focused on developing countries, in fields such as human development (e.g. education, health), agriculture and rural development (e.g. irrigation, rural services), environmental protection (e.g. pollution reduction, establishing and enforcing regulations), infrastructure (e.g. roads, urban regeneration, electricity), and governance (e.g. anti-corruption, legal institutions development). The IBRD and IDA provide loans at preferential rates to member countries, as well as grants to the poorest countries. Loans or grants for specific projects are often linked to wider policy changes in the sector or the economy. For example, a loan to improve coastal environmental management may be linked to development of new environmental institutions at national and local levels and the implementation of new regulations to limit pollution. The World Bank Institute is the capacity development branch of the World Bank, providing learning and other capacity-building programs to member countries. Two countries, Venezuela and Ecuador, have recently withdrawn from the World Bank. It is stated that it is also an observer on the United Nations Development Group.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
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All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
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4. Trade Union
Trade union is an organization of workers which is formed
to improve the condition of workers in the organization
and also for collective bargaining with the management.
It talks about three relationships.
They are relationship between the:
• Workmen and workmen
• Workmen and employers
• Employers and employers.
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5. History of trade union (Contd.)
The predominance of employer-employee relation is associated with
rise of modern industry and large production units .The great
transformation which ushered in the industrial society began in Great
Britain in the latter half of the 18th century. During the 19th century,
the movement spread to a dozen of the other countries .
The Pakistan Period (1947-71)
• The East Pakistan Trade Unions Act, 1965 was
enacted repealing the Trade Unions Act, 1926.
• The Labor Disputes Act, 1965 was enacted.
• Industrial Relations Ordinance, 1969 was enacted
integrating the above two Acts.
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6. History of Trade Unions (Contd.)
Bangladesh Period (1971-onwards)
1. Government of Bangladesh declared a labor policy in 1972. The right
to strike and collective bargaining in the nationalized industries was
prohibited for six months by Presidential order no. 55 in May 1972.
2. In 1973, the right to strike and lockout, as granted by ILO, 1969 was
withdrawn.
3. In 1974 Act completely suspended the democratic rights of workers
by prohibiting trade union activities such as strikes, lock-outs,
collective bargaining.
4. The military regime of 1975 imposed restrictions on the rights of
collective bargaining.
5. The Industrial Relations (Amendment) Ordinance, 1977 liberalized
the Rights of Freedom of Association
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7. History of Trade Unions
6. The Labor Policy of 1980 restored the right to freedom of association to a
considerable extent
7. In 1982 the military regime banned trade union activities, strikes, and right of
freedom of association.
8. Full trade union activities were restored by the democratic government in 1991.
9. In 2006, an updated, consolidated and unified version of labor laws was enacted.
10. During the Emergency in 2007-2008 that lasted for 23 months, trade unions and
collective bargaining were prohibited and the determination of collective
bargaining agent could not be made.
11. However, full trade union activities were restored by the democratic government in
2009.
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8. Scenario of Garment Industry (Contd.)
1. Bangladeshi Garment Industry is the largest industrial sector of the
country. Though the history of Readymade Garment Industry is not
older one but Bangladeshi clothing business has a golden history.
2. After industrial revolution in the west they were busy with
technological advancement & started outsourcing of readymade
garments to meet up their daily demands. Many LDC’s took that
chance & started readymade garment export at that markets.
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9. Scenario of Garment Industry
3. The history of the garment industry dates back to 1977 when the first
consignment was exported to then West Germany by Jewel Garments.
4. Several factors account for the outstanding successes of the RMG
industry in Bangladesh. At the same time
5. The tremendous success of readymade garment exports from
Bangladesh over the last two decades has surpassed the most
optimistic expectations. Today the apparel export sector is a multi-
billion-dollar manufacturing and export industry in the country.
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10. Some cases about accident of garment sectors in Bangladesh (Contd.)
Rana Plaza tragedy
The collapse of an eight-storey garment factory in Rana Plaza on the
outskirts of Dhaka on April 24th killed at least 1,135 people and
injured many more. It was probably the worst industrial accident in
South Asia since the Bhopal disaster in 1984, and the worst ever in
the garment industry.
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11. Some cases about accident of garment sectors in Bangladesh
Tazrin Fashion
The 2012 Dhaka fire broke out on 24 November 2012, in the Tazreen
Fashion factory in the Ashulia on the outskirts of Dhaka, Bangladesh.
At least 117 people were confirmed dead in the fire, and over 200
were injured, making it the deadliest factory fire in the nation's
history.
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12. Principles of Trade Unionism
Trade unions function on the basis of three fundamental
principles.
• Unity is strength.
• Equal pay for equal work or for the same job.
• Security of service.
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13. Features of trade unions
1. It is an organisation formed by employees or workers.
2. It is formed on a continuous basis. It is a permanent body and not a
casual or temporary one.
3. It is formed to protect and promote all kinds of interests –economic,
political and social-of its members. The dominant interest with
which a union is concerned is, however, economic.
4. It includes federations of trade unions also.
5. It achieves its objectives through collective action and group effort
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14. Objectives of Trade Union
To improve the economic lot of employees by securing for them better wages.
To secure better working conditions for the workers.
To secure bonus for the employees from the profit of the concern,
To resist schemes of the management which reduce employment, e.g.,
rationalization and automation.
To secure welfare of employees through group schemes which give benefit to every
employee.
To protect the interests of employees by taking active participation in the
management.
To secure social welfare of the employees.
To secure organizational stability, growth, and leadership.
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15. Functions of Trade Unions (Contd.)
Militant Functions. One set of activities performed by trade unions leads to
the betterment of the position of their members in relation to their
employment. The aim of such activities is to ensure adequate wages, secure
better conditions of work and employment, get better treatment from
employers, etc.
Fraternal Functions. Another set of activities performed by trade unions
aims at rendering help to its members in times of need, and improving their
efficiency. Trade unions try to foster a spirit of cooperation and promote
friendly relations and diffuse education and culture among their members.
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16. Functions of Trade Unions
Another broad classification of the functions of unions may be as follows
Intra-mural activities. These consist of those functions of the unions that lead to
the betterment of employment conditions such as ensuring adequate wages and
salaries, etc. for which the methods adopted may be collective bargaining,
negotiations, strikes, etc.
Extra-mural activities. These activities help the employees to maintain and
improve their efficiency or productivity, e.g., measures intended to foster a spirit
of cooperation, promote friendly relations, and diffuse education among members
and various other types of welfare measures.
Political activities. Modern trade unions also take up political activities to achieve
their objectives. Such activities may be related to the formation of a political party.
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17. Motivation to Join Unions (Contd.)
• Greater Bargaining Power. The individual employee possesses very little bargaining
power as compared to that of his employer. If he is not satisfied he can leave the
job.
• Make their Voices Heard. The desire for self-expression is a fundamental human
drive for most people. All the workers wishes to share their feelings, ideas and
opinions with the management to listen to them.
• Minimize Discrimination. The personal relationships existing between the
supervisor and each of his subordinates may influence the management. Thus,
there are chances of favoritisms and discriminations.
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18. Sense of Security: The employees may join the unions because of their belief
that it is an effective way to secure adequate protection from various types of
hazards.
Sense of Participation: The employees can participate in management of
matters affecting their interests only if they join trade unions.
Sense of Belongingness: Those who are members of a union feel that they gain
respect in the eyes of their fellow workers. They can also discuss their problem
with’ the trade union leaders.
Motivation to Join Unions
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19. Structure of Trade Unions
Plant level Unions: This comprises the unions in one organization or
factory where only seven members are required to form a union.
Local Level federations. The local trade union federation holds
together the plant level unions at the local level in a particular craft and
industry.
Regional level federations. These are the organizations of all the
constituent unions in a particular state or region.
National federations. These are national level bodies to which plant
level unions, local unions or regional level unions may get affiliated.
These are the apex bodies at the top of the structure.
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20. Demography
Bangladesh with 160 million people is listed as the 7th largest country
population. 25% of the population is considered urban. 4% of its
population is over 65 years of age.
Economy
Bangladesh is ranked 47th by GDP and its GDP per Capita is $1300
and is ranked 196th. External debt is $316.7 per $ 1000 GDP.
Poverty and inequality
Bangladesh has the 2nd highest % population below $1 a day income
in the region after Afghanistan.
Human Development
Human Development Report (2014) ranked Bangladesh 142 among
177 countries which is consistent with medium human development.
Bangladesh at a glance
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21. 1. Active Labor force is estimated at 58 million (aged 15 and over) with
38% women of total workforce.
2. Youth (aged 15–29) account for 41 per cent of the working-age
population.
3. The unemployment rates are higher among females (7 per cent) and
youth (8.1 per cent).
4. By sector, agriculture accounts for 48.1 per cent of employment,
services account for 37.4 per cent and manufacturing and other
industries account for 14.5 per cent.
5. The population growth rate 1.48% and estimated literacy rate is 56%
6. GDP growth rate 6.2% and rate inflation 1.6%
7. Only 28 per cent of workers had a written contract or appointment
card.
Labour force of Bangladesh
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22. Trade union movement started in Bangladesh early 19th century when
modern industrial concept entered into the sub-continent
Trade union plays a significant role to protect workers rights in Bangladesh
Trade union rights are not adequately protected in Law/Employers are not
respected Labour Law or Trade Union Rights
The Bangladesh constitution provides for freedom of association; in order to
register
- Unions must at least 30% of the workers representation of an
enterprise
- Must obtain authorization from the government
- The Registrar may also cancel the registration with Labour
Court approval
Trade union situation in Bangladesh (Contd.)
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23. Trade union situation in Bangladesh (Contd.)
In general, only current employees can be union members, which mean that
the loss of a job also leads to the loss of union membership
The trade unions are very strong in Bangladesh, although only 3.5 percent of
the workforce is unionized, but most of the unions are limited to the public
sector or state-controlled enterprises.
The private sector is less unionized and trade unions are practically banned
from the Export Processing Zones (EPZ), as the EPZ is exempted from
certain labor laws.
About 1.8 million of the country's workers belong to unions, out of a total
workforce of approximately 58 million.
Most of the federations are financially weak and don't have in-house
development programmes for the activists. Education level of the workers
are not in a satisfactory level. Offices are not equipped with modern
communication system.
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24. There are three tier structure of trade union in Bangladesh
Basic Union: This is the main union formed by the direct participation of the
workers Grass root level.
Industrial Federation: It is the body of unions from the same industrial sector. It
deals with common problems and demands of the sector. Basic unions within the
sector are its members.
National Federation: National Trade Union federation consists of basic unions
irrespective
of job categories.
Total number of registered trade unions in Bangladesh
Trade union structure
Categories Total number of
unions/federations
Number of unions
included
Number of members
Basic union 5,242 - 2,069,614
Industrial federation 108 721 640,221
Garments federation 26 80 50,149
National federation 32 1,264 1,263,665
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25. Membership
Potential membership : 57,100
Actual membership : 52,800
Thereof women : 17,277
Baseline information on membership
Textile: Male : 29,120 Female : 1,605
Garments: Male : 6,403 Female : 14,147
Home workers: Male : - Female : 1,525
Gender distribution in decision-making structure (female Percentage)
Federal level 16%
Union level 10%
Branch level 3% – 5%
Bangladesh textile & garment workers
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26. Bangladesh has ratified almost all ILO conventions related to human
fundamental needs except conventions 138.
Although Bangladesh has not yet ratified conventions 138, but government
has already formed a committee to make a door to ratify the convention
The convention 187 has yet to ratify by the Government of Bangladesh
Bangladesh Textile & Garment Workers League having a long journey to
push government for ratification of convention 29, 182
The trade union is continuing its pressure to ratify 138 & 187 to uphold the
labour standard in the country
ILO conventions
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27. Eight Core Rights (ILO)
1. Forced on Compulsory Labour.
2. Freedom of Association.
3. Right for Collective Bargaining.
4. Equal Remuneration.
5. Abolition of Forced Labour.
6. Discrimination in Employment.
7. Minimum Age for Employment.
8. Worst forms of Child Labour Convention.
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28. Problems & weaknesses of Trade Unions (Contd.)
Uneven Growth. The trade unionism in Bangladesh is characterized by uneven
growth, both industry-wise and area-wise.
Limited Membership. The number of trade unions in Bangladesh has increased
considerably. But this has been followed by the declining membership per union.
Indifferent Attitude of Workers. The attendance at the general meetings of the
unions is very low. Under such circumstance, trade unionism cannot be expected to
make much progress.
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29. Problems & weaknesses of Trade Unions
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Outside Leadership: Outsiders (politicians, intellectuals and professionals ) who
have no experience of work in industry continue to dominate the trade unions to
advance their personal interests.
Financial Problems. The financial position of the trade unions is weak because
their average yearly income is very low and inadequate.
Multiplicity of Unions. There exist several trade unions in the same establishment.
The multiplicity of unions is the result of outside leadership and labour laws.
30. Criticism of Trade Unions
Lack of education makes the workers narrow-minded, and prevents them from
taking long-term views.
Trade unions may not welcome rationalization and improved methods of
production for the fear of losing job.
When labor unions strike because of illogical grounds, incalculable losses occur
to producers, community and the nation.
They create artificial scarcity of labor by demanding that only union personnel
should be employed.
By undue insistence on the payment of standard rates of wages, they have only
leveled down the earnings of the efficient workers.
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31. Suggestions for the development Unions (Contd.)
• One Union in One Industry: There should be only one union in
one industry otherwise multiplicity of unions may weakens the
power for collective bargaining.
• Paid Union Officials: Paid union officials should be employed
who are persons of proven integrity.
• Development of Leadership from Within: Leadership should be
developed from within the rank and file of the workers.
• Recognition of Trade Unions. Till now, the employers refused
recognition of the trade unions.
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32. Suggestions for the development Unions
1. Strengthening bilateral collective bargaining for solving problems.
2. Multiplicity of trade union creates the rivals in a union.
3. Political involvement must be reduced.
4. Organization must support financially as trade unions support the
worker.
5. Training programs under trade union can be helpful to develop the
skills.
6. Trade union’s function should be increased and widened.
7. Union leader must be given importance and encourage the members.
8. If trust between workers and management increases, productivity
increases.
9. Management must help and guide trade unions to settle industrial
clashes.
10. Trade unions always should demand reasonable thing to the
management. 32
33. Conclusion
Although in recent times the rate of unionization has increased in the RMG
sector, trade union affiliation is low in Bangladesh compared to many other
developing countries.
-Trade unions have an important role to play in settling disputes between
workers and management over wages by way of collective bargaining.
-Bangladesh should also start practicing like Japanese trade union which
has a single union for single enterprise. There is no conflict, no unfair means
and no strikes in productivity and the growth of the overall economy.
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