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.
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
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.
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 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.
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.
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.
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.
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 case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
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Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
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.
1. ““““ScenariScenariScenariScenario of Trade Unions in Bangladesho of Trade Unions in Bangladesho of Trade Unions in Bangladesho of Trade Unions in Bangladesh
Course title
Department of Business Administration
ID
1201010007
1201010091
1201010072
1201010181
1201010249
1201010202
Major: Human Resource Management
Department of Business Administration
Date of Submission:
1
Surma Tower, Sylhet
An Assignment on
o of Trade Unions in Bangladesho of Trade Unions in Bangladesho of Trade Unions in Bangladesho of Trade Unions in Bangladesh
Course title: Industrial RelationsIndustrial RelationsIndustrial RelationsIndustrial Relations
Course code: HRM-406
Submitted to:
Farhad HossainFarhad HossainFarhad HossainFarhad Hossain
Senior Lecturer
Department of Business Administration
Leading University, Sylhet
Prepared by:
Torch BeareTorch BeareTorch BeareTorch Bearer’sr’sr’sr’s
Name
1201010007 Zakiatunnesa Uma
1201010091 Rabeya Rahman
1201010072 Anjomy Akter
1201010181 Mahmudul Hasan
1201010249 Md. Alimuzzaman
1201010202 Masum Hussain
Semester: 11th
Batch: 30th
Major: Human Resource Management
Department of Business Administration
Leading University, Sylhet
Date of Submission: 31 August, 2015
o of Trade Unions in Bangladesho of Trade Unions in Bangladesho of Trade Unions in Bangladesho of Trade Unions in Bangladesh””””
31 August, 2015
2. 2
Contents
Subjects pages
1. Introduction 5
2. History 5
3. Definition 6
4. Trade union recognition 7
5. Why join a union? 7
6. Trade union activities 8
7. Scenario of Garment Industry 8
8. Trade union benefits in the garment industry in Bangladesh 9
9. Causes of organizing trade unions 10
10. Objectives 11
11. From the management’s point of view the objectives as written 11
12. Limitations 11
a) Lack of consciousness 11
b) Lack of Unity 11
c) Lack of knowledge 12
d) Political influence 12
e) Division of trade union 12
f) Wage Inflation 12
13. Impact of trade union on management 12
a) Positiveimpacts 12
b) Negativeimpacts 13
14. Present Scenario of trade union 13
15. Some cases about accident of garment sectors in Bangladesh 14
16. Rana plaza 14
17. Tazrin Fashion 15
18. Suggestions 16
19. Conclusion 17
20. References 18
3. 3
Executive Summary
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.
In perspective of Bangladesh the immediate objectives and activities of trade unions include
protection and promotion of the interests of their members. Regulating the relations between
workers and employers or workers and workers or employers and employers is another
objective of trade unions. Trade Union has become a necessary part but trade union can’t run
properly due to various reasons. These are lack of consciousness, lack of utility, lack of
knowledge, political influence division of trade union. The rate of unionization has increased
in the RMG sector, trade union affiliation is low in Bangladesh compared to many other
developing countries. The main reasons for this are the fall in employment in previously
highly organized sectors, rise of the service sector and increasing flexible types of
employment relationships .Data available indicates fragmentation and contradiction in
membership of employers and workers organizations.
4. 4
AcknowledgementAcknowledgementAcknowledgementAcknowledgement
At first, we are grateful to Almighty Allah for creating us in
such a beautiful country like Bangladesh and also for
controlling our life. For the mercy of Him, we have got such
courage to start this assignment on ““““ScenariScenariScenariScenario of Trade Unionso of Trade Unionso of Trade Unionso of Trade Unions
in Bangladeshin Bangladeshin Bangladeshin Bangladesh””””
After that we would like to give thanks to our honorable
Head of the Department Prof.Prof.Prof.Prof. Dr. Tofayel AhmedDr. Tofayel AhmedDr. Tofayel AhmedDr. Tofayel Ahmed for giving
us the opportunity to study in this subject. We would like to
express our thanks to the librarian of Leading University for all
his help that we have received.
Our respected parents who gave us mental support and
inspiration for our assignment, there is a special thanks for
them.
We also would like to give a lot of thanks to our honorable
course teacher, Farhad HossainFarhad HossainFarhad HossainFarhad Hossain for giving us a wonderful
opportunity to make such an interesting and valuable
assignment and giving us a clear concept about the assignment.
At last but not the least, without the help of our friends
and classmates it was quite impossible to prepare such kind of
assignment. They gave us some necessary information about
this topic which was unknown to us. So, we would like to give
thanks to all of them.
5. 5
Introduction:
From starting of industrial the all economy trade union is the most common figure in a
country. 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
economic importance of trade unions in developing countries is not commensurate
with the size of their membership. The behavior of Bangladeshi trade unions is
characterized by political activism, and momentous strikes, called ‘HORTAL’. There, have
played a crucial part in most political changes in this country. In Bangladesh, the share of the
active population concerned by unionization was officially estimated between 3% and 4 % in
1992. However, this figure is largely irrelevant for an evaluation of their power, as the urban
population was only about 18 % of the total Bangladeshi population in 1995, and virtually no
trade unions exist in the rural sector. Within the urbanite working population, and especially
in the formal sector, the picture is quite different. Almost 100% of the workers and
employees of the public sector are unionized, while one out of six of the wage earners in the
private formal sector are unionized. The aim of this discussion is to provide a simple
theoretical framework for analyzing this dimension of trade union activity, and to test its
main implication in the case of Bangladesh.
History:
The history of trade union movement in Bangladesh date back to early 19th
century when
modern industrial concept entered into the sub-Indian continent. Like many other
movement, the trade union movement also was similar in India Bangladesh. The
number of trade unions which was 411, increased into 1174 in 1971 after the bloody
liberation war and the independence of Bangladesh. Bangladesh Trade Union Kendra
(BTUC) which was backed by the socialist party, it was nationalized after the war
of liberation. Awami league got the governing power and changed the constitutions of trade
union. From that very day political influence was imposed on the trade unions of Bangladesh.
Democratic functions which were backed in the 60’s were changing by the aggression of
ruling party men. Unions were forcibly captured. Political, administrative and managerial
influences make it difficult to work independently for trade unions. From1975-1983, 217
factories were privatized. For that reason there was no influence of trade union on those. But
after all systems, outsider’s influence has made alive the trade unions.
The jute and cotton sectors, which were nationalized in 1971, in the wake of the struggle for
independence, and then privatized to some extent in the 1980s, are the most unionized
sectors. Unions are also important in the transport sector and in various services. As
emphasized by Pencavel (1995), among others, unions in developing countries get their
power from their privileged relationship with political parties and in many cases with the
government. The Bangladeshi trade unions are no exception, and are well known for their
lobbying the government rather than acting vis-à-vis the private sector.
The influence of unions goes beyond the standard reach of industrial relations, and extends
to the political arena. All the political parties, even the smallest ones, exert some control over
6. 6
a trade union. The three main political parties have their own trade union federation, which
accounts for 64 % of the unionized workers. The unions have played an active role in most
major political events of this country, like the massive demonstrations (hartals) that brought
General Ershad down in 1990, or those which pushed the democratically elected government
of Begum Khaleda Zia to resign in 1996. According to the World Bank (2001), an average of
21 full working days was lost annually due to hartals .In the 1980s, and an average of 47 full
working days per year in the 1990s. This report estimates that about 5 % of GDP is lost on
average in the 1990s. Since independence of Bangladesh, no major development took place
in the history of labor legislation till the enactment of the Bangladesh Labor Act, 2006. The
Bangladesh Labor Act, 2006 is a major and comprehensive enactment regarding industrial
relation system-- partly as a response to demand of stakeholders for improving regulatory
framework on trade union and partly by demand for codification of existing labor laws in
order to avoid overlapping and inconsistencies. It brought some significant changes in
industrial relation system. However, the Act has not been able to bring the desired changed
due to its in-built weaknesses, suspension of many labor rights under state of emergency and
lack of institutional capacity to implement the laws. On trade union and partly by
demand for codification of existing labor laws in order to avoid overlapping and
inconsistencies. It brought some significant changes in industrial relation system. However,
the Act has not been able to bring the desired changed due to its in-built weaknesses,
suspension of many labor rights under state of emergency and lack of institutional capacity to
implement the laws. Still in today’s era the trade union of Bangladesh is captured by the
power parties of different interested arena.
Definition
A trade union is an organization made up of members (a membership-based organization)
and its membership must be made up mainly of workers. One of a trade union's main aims is
to protect and advance the interests of its members in the workplace. Most trade unions are
independent of any employer. However, trade unions try to develop close working
relationships with employers. This can sometimes take the form of a partnership agreement
between the employer and the trade union which identifies their common interests and
objectives.
• negotiate agreements with employers on pay and conditions
• discuss major changes to the workplace such as large scale redundancy
• discuss their members; concerns with employers
• accompany their members in disciplinary and grievance meetings
• provide their members with legal and financial advice
• provide education facilities and certain consumer benefits such as discounted
insurance
Different scholars have defined a trade union in different ways. Sydney and Beatrice Webb
have defined a trade union as “a continuous association of wage earners for the purpose of
maintaining or improving the conditions of their working lives”. A trade union is also called
as a labor union. A labor union is an organization of workers who have banned or unified
7. 7
together to achieve common goals such as better working conditions. The trade union,
through its voluntary; bargains with the employer on behalf of the union members and
collective bargain with the employers. This may include the negotiation ofworking conditions like
wages, rules, time, and job security etc. the agreements are strictly negotiated by the union leader
on behalf of the whole trade union with the employers. In some cases nonmember workers
also bargain with the employer.
Trade union recognition
Employers which recognize a union will negotiate with it over members' pay and conditions.
Many recognition agreements are reached voluntarily, sometimes with the help of the Labor
Relations Agency. If agreement can't be reached and the organization employs more than 20
people, a union may apply for statutory recognition. To do so, it must first request recognition
from the employer in writing. If this is unsuccessful, the union can apply to the Industrial
Court for a decision. In considering the union's application, the Court must assess many
factors including the level of union membership and the presence of any other unions. Often,
the Court will organize a ballot among the affected workforce to decide whether recognition
should be awarded. Throughout the process, the emphasis is on reaching voluntary
agreement.
Why join a union?
Some workers join a trade union because they believe that a union can:
• To negotiate better pay
• To negotiate better working conditions, like more holidays or improved health and
safety
• Provide training for new skills
• Give general advice and support
• They believe that there is strength in number and they will be listened to when they in
a group.
• To negotiate a better pay, more holidays and less hours of work.
• To pressurise the employer to provide them with a healthier and safer working
environment.
• Improved benefits for retrenched workers
• To get the benefits of advice, financial support and welfare activities carried out by
Trade Unions.
• Many workers may also join a trade union because there is a closed shop policy.
Union members have the right to be accompanied to a discipline or grievance hearing by a
trade union representative (although trade unions are not compelled to provide this). All
employees, regardless of whether they are union members or not, are entitled to be
accompanied by a work colleague.
8. 8
Trade union activities
When a union is recognized by an employer, members have the right to time off at an
appropriate time to take part in trade union activities. These may include:
• voting in ballots on industrial action
• voting in union elections
• meeting to discuss urgent matters
• attending the annual conference
Scenario of Garment Industry:
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. Probably it started from the Mughal age in the Indian
subcontinent through Dhakai Muslins. It had global reputation as well as demandable
market around the globe especially in the European market.
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. As an
LDC Bangladesh took this chance enjoyed quota & other facilities of them. Thus
readymade garment industry started to contribute in our economy from late eighties
(1977).
The history of the garment industry dates back to 1977 when the first consignment
was exported to then West Germany by Jewel Garments. The number of units,
however, remained a meager 46 until the end of 1983. From a humble beginning the
sector has thus made phenomenal growth over the last two decades, the number of
units growing to around 4500. The RMG industry achievement is noteworthy,
particularly for a country plagued with poor resource endowments and adverse
conditions for industrialization. Exports increased from approximately 32 million US
dollars in 1983/84 to 1.4 billion dollars in 1992/93. In 1987/88, the RMG export share
surpassed that of raw jute and allied products. The figure further rose to 5.7 billion
dollars in 2003/04, representing a contribution of about 75 percent of the country’s
total export earnings in that year. The employment generated by the sector is
estimated to be around 1.5 million workers.
Several factors account for the outstanding successes of the RMG industry in
Bangladesh. At the same time 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. The overall impact of the readymade garment
exports is certainly one of the most significant social and economic developments in
contemporary Bangladesh. With over one and a half million women workers
employed in semi-skilled and skilled jobs producing clothing for exports, the
development of the apparel export industry has had far-reaching implications for the
society and economy of Bangladesh.
9. 9
Trade union benefits in the garment industry in Bangladesh
At the recent, Bangladesh Garment and Industrial Workers Federation (BGIWF) annual
convention, the theme reverberating among the speakers and among the worker audience was
the importance of unionization. One worker-organizer remarked: “There are three things we
must do: educate, organize and demonstrate.” However, what was equally clear from their
speeches was that unionizing workers in Bangladesh is not an easy task. Almost every trade
union organizer that I interviewed had their own story of being harassed, beaten by police or
factory hooligans frightening them or the workers they were organizing from forming unions.
Labor leader Nazma Akter, founder of Sommilito Garments Sramik Federation, in an earlier
interview spoke to me about sexual harassment from owners or their managers, and sadly, at
times from fellow male organizers. Since much of organizing work requires meeting with
workers after work, or in the streets in front of their factory, owners try to disparage the
reputation of female organizers by calling them “bad women” or “prostitutes.”
The challenges to unionization explain the paltry number of unions, in an industry that boasts
4 million workers and over 3500 operative factories. In just last two years alone, 200 unions
registered. But, in contrast, only 2 unions were registered in 2011 and 2012. They formed in
part due to changes in labor law, international community’s focus on Rana Plaza, and the
suspension of trade benefits by the United States. While BGMEA industry representatives
told me that garment owners are not opposed to unions, however, this fails to explain their
strong opposition when workers do attempt to organize. This opposition was recently shown
in the unionization efforts by workers in Designer Jeans.
In 2010, the current government created a separate Industrial police in most police precincts
to regulate, squash unions, and to prevent union leaders from organizing. The collusion of the
police, state with industry interests to prevent unionization makes these organizing efforts a
monumental task, and therefore any bit of success a huge achievement. Recent examples of
Tuba Group workers being attacked by police with tear gas and rubber bullets reveals the role
that police and the state play in preventing unionization, and the violent manner in which
labor demands are responded to. Kalpona Akter, Executive Director of Bangladesh Center for
Worker Solidarity, reminded workers at the convention that they are fighting two powers:
government and owner, so workers need to organize harder.
While the global attention has been on garment workers, there are similar patterns of
discouraging unions in other sectors, notably the rising technology sector. Grameen phone
union organizer remarked, “Whatever industry we are in, we are all same.” Accenture
Employees Union president commended garment worker organizing, and said at the
convention, that they are learning from the organizing that is happening in the garment
industry. In many ways, employers’ benefit more from unions in that they have one entity
with which they need to bargain with workers. Unions were formed to equalize the
bargaining power between employer and workers, but in practice, serve to maintain industrial
peace and minimize industrial disruptions. Ultimately, workers give up the right to strike and
10. 10
seek redress for their grievances though a collective bargaining process which helps
employers to maintain day-to-day functions of their business. While workers surely benefit in
this process, employers have also much to gain from unions. In absence of a mechanism to
redress basic grievances, workers have no choice but to demand their rights in the street.
When workers take to the street, and if they do this for routine grievances, it only creates
disruptions for the employer.
For Bangladesh, unions may help prevent another Rana Plaza, which the industry cannot
afford to happen to crudely protect its economic interests if not concern for the welfare of
fellow Bangladeshi citizens. Unions will be able to raise safety issues and bring those
concerns to the attention of the factory owner before it becomes serious. Of course,
unionization will not solve many issues that workers experience at the workplace, but it could
minimize much of the disputes that seem factory level problems.
In an industry that is primarily women, unionization provides a vehicle by which women can
seek empowerment, said AmirulHoque Amin, president of the National Garment Workers
Federation. Nomita Nath, president of Bangladesh Independent Garment Workers Union
Federation (BIGUF), echoes this point that unions provides women a platform to assert their
labor rights but it also helps them asserts their rights as citizens in society.
With all these benefits to women’s empowerment, workers and even employers, it is
astounding the Government of Bangladesh has not made a proactive effort to remove any and
all obstacles to unionization. This is particularly surprising given its coveted economic
relationship with United States hangs in balance for its failure to demonstrate any genuine
progress on labor rights for workers, including their right to form trade union. Its time for a
sophisticated and humane approach to labor-management relations especially when so much
is at stake from worker’s lives to country’s economic interests.
Causes of organizing trade unions:
In earlier times when industry was on a small scale and the few apprentice and craftsmen
whom the master craftsmen employed usually lived with him, conditions of employment and
any grievances were easily discussed individually or in small groups and quickly settled.
Modern industry is very difficult. It is organized on a large a scale, and the maintenance of
the close direct relation between employee and employer for the settling of differences is
difficult. The status and security which workers had in earlier communities have gone and in
their place they need the protection of trade unions. Considerably, to answer the question why
trade unions are organized; we have to say that, it is created to bargain and ensure the status,
rights, wages and demands of workers of the modern world of industry. Thus modern
industrial policies are complex due to the expansion on business; it is very much needed to
have a group of people or volunteers who actively work for the labor negotiations. So it is
clear that trade unions are growing rapidly in an economy because of the expansion of
business and economic growth.
11. 11
Objectives
Today’s world is globalized. So businesses are also globalized. For this 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. From the workers point of view three important objectivesof
tradeuniontodayareasfollows:
1. To defend or improve the wages and working conditions of workers and to bring
about a change in the economic order.
2. To strengthen their (labor) bargaining power collectively to establish and achieves all their
rights.
3. To dully protect all other interest of the workers.
From the management’s point of view the objectives as written:
1. Toreducethenumberofnegotiation
2. To specify work rules, disagreements and grievances to give the better solution to workers
claim.
3. To establish the efficient communication between the employers and management to enforce
thepredictablestandards.
Limitations
Bangladesh is still known as a third world country. Though it is a poor developing
country, in this country Trade Unions have a lot of unavoidable Problems. Some of those are
discussedbelow:
1. Lack of consciousness:
The major numbers of members of trade union are not actually completely aware about their
legal rights and duties. That is the reason they don’t know the favorable characteristics of
trade unions. That is why in Bangladesh trade unions are not strong enough to complete the need
oftheeconomy.
2. Lack of Unity:
Trade union is actually a unity of the labor force for assuring their need. But in Bangladesh
trade unions are separated for political influence. It is a shock that only for difference in
political view, everyindustryhasatleastthreemajorpartsofasingleunion.
3. Lack of knowledge:
In our country the level of workers is not properly educated. They don’t have enough
knowledge about their rights and duties. In this case trade union could be helpful very much
to develop workers KSA, but the whole level of workers is lack in knowledge. That is why
they don’t feel the need or contribution of trade unions; again trade unions are banged here.
4. Political influence:
The most powerful and deep affecting barrier for the growth of trade union of Bangladesh is
its political environment. Most of the trade unions of Bangladesh is not free from the political
influence. Political leaders use the trade unions for illegal purposes. For this the actual
environment of trade union is not seen in Bangladesh. In Bangladesh, trade unions work a
part of political parties not as a free right saving association.
12. 12
5. Division of trade union:
Bangladesh is a country where every organization has more trade unions in name only. Those
unions are driven by the political leaders of various political parties. So a huge verity of
problem arises in the organizations. The overall productivity got down. Moreover trade union
cannot play its role perfectly. That is why disputes are created and more division are created under
differentpoliticalwings.
6. Wage Inflation:
If unions become too powerful they can bargain for higher wages, above the rate of inflation.
If this occurs it may contribute to general inflation.
Impact of trade union on management:
Every association has impacts in management. Trade union has both positive and negative
impactsonmanagement.
Positiveimpacts:
Trade union plays a major role in creating ideal working conditions. It creates pressure
onmanagementtodoafavorablerosterforworkers.
Trade union always helps management to create better policies for workers and to plan
effectiveproductiontargets.
Labors are treated fairly, only then they will maintain the working standard. Trade
unions negotiate for the standard wage and benefits with the management.
Trade union helps the management to make working environment more
active which increases the productivity as well as the profit.
Political influence’s existence makes the trade union not to interfere in management
decisions.
Trade union is hugely helping the management to cope with the competition by
motivating workers to produce more and implementing management tactics.
Negativeimpacts:
Trade unions creating more positions by the permission of management and
appointing more than need of workers. It’s creating surplus of manpower but not of
productivity.
Trade union of Bangladesh bargains more than they understand because of the
limitations of their knowledge. So it becomes difficult to make any decision by
consulting with the TU. If don’t consult then they strike. It is the backend support of
politics what is creating them more powerful.
13. 13
Trade union is legal and it has the right to discuss with the management. That is why
TU think about its power. When they think they have equal power of management
then clashes are started.
In companies labors are awarded for good work and threatened for bad work. But if
it’s punished then trade union interfere and don’t let to happen the
punishment. So it increases crime of the labors.
Trade union leaders always try to save their interest first then the labor. And it is
always communicated that management body did the wrong. So this unethical
performance creates conflict between TU and managerial body.
For the power of politics trade union always dishonor the management. They don’t
listen to them; don’t obey orders even set their compensations by their own. All is
because of the sick environment of politics of Bangladesh.
Present Scenario of trade union
Compared to the total labor force in the country, the number of trade union members is very
small. From 1,160 trade unions with a membership of 450,606 in 1971trade unions had risen
to 6,835 with a membership of 1,904,567 in 2004. The average membership of trade unions
has declined significantly. Trade union density is 1.12 per cent of the total labor force. The
presence of trade unions in the private export-oriented sectors such as RMG, EPZs, shrimp
exporting firms, finished leather and leather goods is very weak. For instance, although there
are more than 40 unions representing garments workers, the level of unionization among
workers is very poor. Most trade unions in the RMG sector operate outside the factories and
therefore lack active participation of the general workers. A combination of factors such as
lack of enforcement of labor laws, inhibiting legal provisions, and system of contract labor
are responsible for reduced trade union membership in these sectors. The workers belonging
to government sectors, educational institutions, health sector, private security services,
confidential staffs, workers in security printing press, ordinance factory, are still deprived
from the right to organize and do not have the freedom of collective bargaining. Trade
unionism in sectors such as nursing or rural electrifications banned. Government and private
owners also discourage trade unions inclement factories, re-rolling mills etc. Furthermore,
trade union leaders and members are frequently intimidated and harassed by employers and
security forces.
14. 14
Some cases about accident of garment sectors in Bangladesh:
Rana plaza
The collapse of an eight-storey garment factory in Rana Plaza on the outskirts of Dhaka on
April 24th killed at least 400 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. Local police and an industry association had warned that the building was
unsafe. The owners reportedly responded by threatening to fire people who did not carry on
working as usual. Much of the blame lies with Bangladeshi governments of all stripes, which
have made only rudimentary attempts to enforce the national building code, especially
against politically well-connected landlords. With luck, the laws will now be applied, but
nobody expects much.
Western firms can choose to respond in one of three ways. The first is to forget CSR, and
simply exploit labour wherever it is cheapest—counting on consumers back home to ignore
the blood, sweat and tears that went into making that cheap T-shirt or pair of trousers. That
may be the implicit strategy of many smaller firms, but it is hard to imagine any large
multinational being daft enough to proclaim it was doing it.
Second, they could quit Bangladesh and buy from factories in countries where the risk of
deadly industrial accidents is far smaller. For, say, a small up market retailer unable to check
everything that may well make sense. It would remove a risk while putting pressure on
Bangladesh to police health-and-safety rules better. But if large Western firms left in droves,
it would damage not just Bangladesh but also their reputations.
15. 15
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.
The fire was initially presumed to be caused by an electrical short circuit, but Prime Minister
Sheikh Hasina has since suspected that the fire had been arson and an act of "sabotage" due
to the occurrence of previous comparable events. This event and others similar to it have led
to numerous reforms in workers' rights and safety laws in Bangladesh.
The fire, presumably caused by a short circuit, started on the ground floor of the nine-story
factory, trapping the workers on the floors above. Because of the large amount of fabric and
yarn in the factory, the fire was able to quickly spread to other floors, complicating the
firefighting operations. The fire burned for more than seventeen hours before the firefighters
were successful in extinguishing it.
Most of the victims were found on the second floor, where at least 69 bodies were recovered.
Witnesses reported that many workers had been unable to escape through the narrow exits of
the building. Twelve of the victims died leaping from windows in order to escape the flames,
some of which died of those attained injuries after being taken to area hospitals. Some lucky
workers who had been able to escape to the roof of the building were successfully rescued.
The fire department's operations manager Mohammad Mahbub stated that the factory lacked
adequate emergency exits that would have made it possible to escape from the building.
Especially, since the fire broke out in the warehouse on the ground floor and quickly moved
up to the higher floors. Of the building's three staircases, all three led through the ground
floor, making them extremely dangerous and unusable in the case of the ground floor fire.
This left many workers trapped and unable to get safely out of the course of the fire. A crowd
made up of thousands of relatives and onlookers gathered at the scene, causing army soldiers
to be deployed to maintain order. Many of the victims were unrecognizable because of the
severity of the burns. This left families with no choice except to wait for the DNA test results
which could have taken up to six months to receive.
16. 16
Suggestions:
In the context of the world industry, Bangladesh is very younger. So it should follow some
measurements in order to increase its stability of economy. In the light of Japanese and
western trade union concept, some suggestion or steps can be defined to improve and
establish the real trade union culture in Bangladesh. These steps must be taken in both public
and private sectors. These are as follows:
• One Union in One Industry: Multiplicity of unions in the same plant leads to inter-
union rivalry that ultimately cuts at the root of the trade union movement. It weakens
the power for collective bargaining and reduces the effectiveness of workers in
securing their legitimate rights. Therefore, there should be only one union in one
industry.
• Paid Union Officials: Generally, the trade unions avail the services of the honorary
workers due to lack of funds. The practice should be stopped because honorary office
bearers cannot do full justice to the task entrusted to them because of lack of time at
their disposal. Suppose that you are asked to do something in the office, which
requires a lot of responsibility.
• Development of Leadership from Within: It is of crucial importance that trade
unions are managed by the workers, and not by outsiders. Leadership should be
developed from within the rank and file of the workers.
• Recognition of Trade Unions. Till recently, the employers refused recognition to the
trade unions either on the basis that unions consisted of only a minority of employees
or two or more unions existed.
Some others suggestions are:
Strengthening bilateral collective bargaining for solving problems quickly and
effectively.
Multiplicity of trade union creates the rivals in a union. So it must be reduced.
Political involvement must be reduced. A trade union without the control of politics
only can be the way of all solution of the problems of management and worker.
Management must help and guide trade unions to settle industrial clashes and crisis. It
is trade union who has control over the workers. It helps totally to stop strikes and
rivals of workers.
The demand of trade union matters a lot to the economy. If demands are reasonable
and real then it should be worked out. But if it is not, then a strike breaks out. So trade
unions always should demand reasonable thing to the management.
17. 17
Conclusion:
A trade union or Labour union is an organization of workers who have banded together to
achieve common goals in key areas and working conditions. According to The
Bangladesh Labour Act, 2006, workers/employers, without distinction whatsoever shall
have the right to form trade union for the purpose of regulating the relations between workers
and employers or workers and workers or employers and employers and, subject to the
constitution of the union concerned, to join trade union of their own choosing
[Sec: 176, The Bangladesh Labour Act, 2006 / Sec: 3, ILO, 1969].
The trade union, through its leadership, bargains with the employer on behalf of union
members and negotiates with employers. This may include the negotiation of
wages, work rules, complaint procedures, rules governing hiring, firing and
promotion of workers, benefits, workplace safety and policies. The agreements
negotiated by the union leaders are binding on the rank and file members and the employer
and in some cases on other non-member workers.
The industrial relation system is pre-dominantly confrontational in nature rather than
cooperative in Bangladesh. It is characterized by the pre-dominant position of informal
economy, fragmented unions, weak labor institutions, lack of enforcement of labor laws and
conflict ridden employer-employee relations. 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. The main reasons for this are the fall in
employment in previously highly organized sectors, rise of the service sector and increasing
flexible types of employment relationships .Data available indicates fragmentation and
contradiction in membership of employers and workers organizations. Moreover, data on
membership does not reflect the role these organizations play in political and socio-economic
processes and institutions. The promotion of independent trade unions and collective
bargaining can contribute to political and social stability and consequently create more
favorable climate for foreign investment. Several studies of the World Bank and ILO support
the view that freedom of association and collective bargaining contribute to improving
economic and trade performance and have found no negative correlation. Rather, highly
coordinated bargaining accompanied by higher rates of unionization can contribute to
positive economic trends. Trade unions have an important role to play in settling disputes
between workers and management over wages by way of collective bargaining. However,
empirical data show that the experience is far from satisfactory.
18. 18
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