...workers represented by a union. Industrial relations are basically the interactions between employers, employees and the government, and the institutions and associations through which such interactions are mediated. The term industrial relations have a broad as well as a narrow outlook. Originally, industrial relations were broadly defined to include the relationships and interactions between employers and employees. From this perspective, industrial relations cover all aspects of the employment relationship, including human resource management, employee relations, and union-management (or labor) relations. Now its meaning has become more specific and restricted. Accordingly, industrial relations pertains to the study and practice of collective bargaining, trade unionism, and labor-management relations, while human resource management is a separate, largely distinct field that deals with nonunion employment relationships and the personnel practices and policies of employers. The relationships which arise at and out of the workplace generally include the relationships between individual workers, the relationships between workers and...
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...Consultant Report 1 2 Introduction 2 Human Resource Theories and Current Market Place Trends 5 Human Resource Theories 5 Current Market Place Trends 9 Strategies To Be Implemented For The Next Ten Years 11 Recommendations 12 Conclusion 13 References 14 Consultant Report 2 17 Introduction 17 Human Resource Theories and Current Market Place Trends 19 Human Resource Theories 19 Current Market Place Trends 22 Strategies to Be Implemented For the Next Ten Years 24 Recommendations 26 Conclusion 28 References 29 Consultant Report 3 32 Introduction 32 Human Resource Theories and Current Market Place Trends 34 Human Resource Theories 34 Current Market Place Trends 38 Strategies to Be Implemented For the Next Ten Years 40 Recommendations 41 Conclusion 42 References 43 Consultant Report 1 Introduction The term ‘trade union’ is referred as an association which includes variety of members consisting of both workers and union leaders among others, integrated to defend and endorse the universal interests. Trade union acts as a weapon for the labourers or workers to fight for their own rights against the management of an organization. The prime objectives of a labor union may include bargaining about wages and provisions of working circumstances, legalizing the relations in between workers and owner, taking necessary actions for implementation of the policies of communal bargaining, elevating new demands on behalf of the employees and finally...
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...Commercial policy Origin of Commercial Policy Ricardo in 1817 proposed the theory of comparative cost advantage which brought out the capacity of one nation to produce more of a good with the same amount of input than another country. To prove Comparative cost advantage in India arises due to a billion people having advantage in production of goods or services that require large amounts of labor. Factors like ability to speak English, low labor costs due to large workforce, cheaper internet, and telephone communications add to the advantage. International trade cycle The commercial policy adapts a change as per the changing international trade cycle. The international trade shows stages like emerging exports with mass production followed by foreign competition and finally competition from imports. 1. Exports May be only manufacturer of new product Overseas customers learn of product, export market develops 2. Foreign production Export volume grows Production technology becomes stable Reduced costs for transportation Exports diminish 3. Foreign competition Foreign manufacturers gain experience Compete in export markets 4. Import competition Foreign producers obtain economies of scale Compete in quality and undersell domestic company in domestic market. Due to this dynamic business setting, the trade policy has to emerge and adapt it self to international demands and cause economic development. Comparative advantage theory of David Ricardo was...
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...Academy of Management Review 2003, Vol. 28, No. 3, 447–465. THE CROSS-NATIONAL DIVERSITY OF CORPORATE GOVERNANCE: DIMENSIONS AND DETERMINANTS RUTH V. AGUILERA University of Illinois at Urbana-Champaign GREGORY JACKSON Research Institute of Economy, Trade and Industry We develop a theoretical model to describe and explain variation in corporate governance among advanced capitalist economies, identifying the social relations and institutional arrangements that shape who controls corporations, what interests corporations serve, and the allocation of rights and responsibilities among corporate stakeholders. Our “actor-centered” institutional approach explains firm-level corporate governance practices in terms of institutional factors that shape how actors’ interests are defined (“socially constructed”) and represented. Our model has strong implications for studying issues of international convergence. Corporate governance concerns “the structure of rights and responsibilities among the parties with a stake in the firm” (Aoki, 2000: 11). Yet the diversity of practices around the world nearly defies a common definition. Internationalization has sparked policy debates over the transportability of best practices and has fueled academic studies on the prospects of international convergence (Guillen, 2000; Rubach & Sebora, ´ 1998; Thomas & Waring, 1999). What the salient national differences in corporate governance are and how they should best be conceptualized remain hotly debated...
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...(2007) ARTICLE Econo-physics: A Perspective of Matching Two Sciences Yuri YEGOROV Institute for Advanced Studies, Stumpergasse 56, A-1060, Vienna, Austria, and University of Vienna, Department of Industry and Energy, Brünner Strasse, 72, A-1210, Vienna, Austria. E-mail: yegorov@ihs.ac.at Abstract The present article marks some potentially fruitful dimensions of economic research based on principles of economic theory but using more analogies with physics. Molecular structure of society with its different states, principles generating spontaneous order different from “invisible hand”, social analogies of the concepts of temperature and pressure in physics are investigated. Some analogies between phase transitions in physics and transition between different social regimes can reveal the areas of stability of liberal regimes as well as possibility of spontaneous emergence of different social orders. A possibility to expand neoclassical economics to capture Marxism and nationalism in a formal mathematical framework is also discussed. Keywords: economic structures, origin of order, econo-physics, socio-physics. 1. Introduction This article is methodological. It focuses on economic and social questions that are rarely touched by economic theorists despite their obvious importance for our understanding of economic processes in the world. No fully formalized model will be proposed here. Instead, the focus will be on interaction between economic elements and emergence of structures...
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...DOING BUSINESS IN CHINA: The Human Rights Challenge CONTENTS I. INTRODUCTION China: World Economic and Manufacturing Centre Why Are Human Rights so Important for International Business? Chinese Legislation: Gap Between Theory and Practice p. 3 p. 4 p. 6 II. SPECIFIC ISSUES AND RECOMMENDATIONS 1. Freedom of Association, the Right to Form and Join Trade Unions, and Collective Bargaining 2. Working Conditions 3. Discrimination 4. Forced Labour 5. Forced Evictions 6. The Rights of Children 7. The Right to Freedom of Expression and Information p. 8 p. 12 p. 16 p. 20 p. 23 p. 26 p. 29 p. 32 p. 33 p. 34 p. 37 III. GENERAL RECOMMENDATIONS TO COMPANIES IV. CONCLUSION V. LEGAL STANDARDS AND SOURCES VI. CONTACT ADDRESSES 2 I. INTRODUCTION China: World Economic and Manufacturing Centre Over the years China has become one of the largest economies in the world and the manufacturing centre of the world. Since the seventies, China has sought joint venture partners and encouraged technology transfer through foreign investment. Chinese firms are successfully manufacturing products on behalf of numerous foreign companies. The Chinese government provides massive contracts to foreign firms in order to build up the infrastructure required for its industrialization. Many companies establish distribution networks in China in order to benefit from the large home-market and increasing purchasing power of Chinese consumers. Last but not least, in 2008 China organized the first...
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...have two essential characteristics: they are made in advance of the actions to which they apply, and they are developed consciously and purposefully. (They may, in addition, be stated explicitly, sometimes in formal documents known as "plans," although it need not be taken here as a necessary condition for "strategy as plan.") To Drucker, strategy is "purposeful action'"; to Moore "design for action," in essence, "conception preceding action."^ A host of definitions in a variety of fields reinforce this view. For example: • in the military: Strategy is concerned with "draft[ing] the plan of war . . . shap[ing] the individual campaigns and within these, decid[ing] on the individual engagements."-^ 12 CALIFORNIA MANAGEMENT • in Game Theory; Strategy is "a complete plan; a plan which specifies what choices [the player] will make in every possible situation.'"* • in management; "Strategy is a unified,...
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...the programme. Director Directorate of Distance Education Alagappa University Karaikudi, Tamilnadu. MBA PAPER 4.33 INDUSTRIAL RELATIONS SYLLABUS UNIT 1 Industrial Relations: Concept – Definition – Significance – Objectives – Scope – Approaches – Principles of good industrial relations – Role of State, Employers and the Unions in industrial relation. UNIT 2 Trade Unionism and Industrial Relations: Labour movement – Concepts – Trade union movement – Development of trade unionism in Indian – Functions and problems of trade unions. International Labour Movement – International Confederation of Free Trade Unions (ICFTU) – World Federation of Trade Unions (WFTC) – International Labour Organisations (ILO) – Origin, history, objectives and functions. UNIT 3 Industrial Disputes: Meaning – Causes – Forms – Industrial relations machinery – Joint consultation – Works...
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...3122-prelims.qxd 10/29/03 2:20 PM Page i International Human Resource Management 3122-prelims.qxd 10/29/03 2:20 PM Page ii 3122-prelims.qxd 10/29/03 2:20 PM Page iii second edition International Human Resource Management edited by A n n e - Wi l H a r z i n g J o r i s Va n R u y s s e v e l d t SAGE Publications London l Thousand Oaks l New Delhi 3122-prelims.qxd 10/29/03 2:20 PM Page iv © Anne-Wil Harzing and Joris van Ruysseveldt, 2004 First published 2004 Apart from any fair dealing for the purposes of research or private study, or criticism or review, as permitted under the Copyright, Designs and Patents Act, 1988, this publication may be reproduced, stored or transmitted in any form, or by any means, only with the prior permission in writing of the publishers, or in the case of reprographic reproduction, in accordance with the terms of licences issued by the Copyright Licensing Agency. Enquiries concerning reproduction outside those terms should be sent to the publishers. SAGE Publications Ltd 1 Olivers Yard London EC1Y 1SP SAGE Publications Inc 2455 Teller Road Thousand Oaks, California 91320 SAGE Publications India Pvt Ltd B-42, Panchsheel Enclave Post Box 4109 New Delhi 100 017 British Library Cataloguing in Publication data A catalogue record for this book is available from the British Library ISBN 0 7619 4039 1 ISBN 0 7619 4040 5 (pbk) Library of Congress Control Number...
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...completion of the programme. Director Directorate of Distance Education Alagappa University Karaikudi, Tamilnadu. MBA PAPER 4.33 INDUSTRIAL RELATIONS SYLLABUS UNIT 1 Industrial Relations: Concept – Definition – Significance – Objectives – Scope – Approaches – Principles of good industrial relations – Role of State, Employers and the Unions in industrial relation. UNIT 2 Trade Unionism and Industrial Relations: Labour movement – Concepts – Trade union movement – Development of trade unionism in Indian – Functions and problems of trade unions. International Labour Movement – International Confederation of Free Trade Unions (ICFTU) – World Federation of Trade Unions (WFTC) – International Labour Organisations (ILO) – Origin, history, objectives and functions. UNIT 3 Industrial Disputes: Meaning – Causes – Forms – Industrial relations machinery – Joint consultation – Works...
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...Fundamentals of human resource management African Studies Centre / University of Groningen / Mzumbe University African Public Administration and Management series, vol. 2 Fundamentals of human resource management Emerging experiences from Africa Josephat Stephen Itika Published by: African Studies Centre P.O. Box 9555 2300 RB Leiden asc@ascleiden.nl www.ascleiden.nl Cover design: Heike Slingerland Photos: Evans Mathias Kautipe Printed by Ipskamp Drukkers, Enschede ISSN 2211-8284 ISBN 978-90-5448-108-9 © University of Groningen / Mzumbe University, 2011 To all those who believe that African countries, organisations and people have a contribution to make in the meaningful adaptation and application of Eurocentric concepts, theories, assumptions, principles, techniques and practices and in anticipation that such contributions will liberate African managers from mismanagement and inefficiencies. Preface This book is not just one of the many introductions to Human Resource Management that are published, year after year, for use in HRM classes. Authors of those introductions face many challenges, such as the need to produce something that is both theoretically sound and practically valuable, or to find a way to integrate discussions on a variety of topics into one comprehensible teaching tool. The author of this book took up those challenges by, on the one hand, closely following the conventions that HRM scholars all over the world adhere to with regards to the demarcation...
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...How ‘fair’ are wage practices along the supply chain? Global assessment in 2010-111 Daniel Vaughan-Whitehead 2 SUMMARY Worrying global wage trends around the world as well as poor wage practices along the supply chain – both exacerbated by the economic crisis – have led to increasing concerns over wage issues. This paper is aimed at identifying how ‘fair’ would be wage practices along the supply chain. For this we first propose to define ‘Fair wages’ through a new approach, the ‘Fair wage approach’, aimed at providing CSR actors with a coherent set of fair wage dimensions and indicators. This new approach is then applied in a large-scale exercise carried out on wages in more than 100 suppliers in Asia and complemented by three case studies in China. This exercise carried out in 2010-11 provides first hand and most recent information on wage practices among suppliers. The results identify a number of wage problems along the supply chain, and also confirm the need to address wage issues using a broad spectrum of different ‘fair wage’ dimensions, including living wages, minimum wages, prevailing wages, social dialogue, the payment of working hours and the evolution of wages in accordance with prices, enterprise performance and changes in technology and human capital. Paper prepared for the Better Work conference, 26-28 October 2011, Washington DC. Data have been collected through the 2010 auditing process of the Fair Labor Association (FLA). I would like to thank Kenan Ercel, Patrick...
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...Comparative Country Studies Country Factbook Comparing the IT industries of Ireland and Portugal Instructor: Mr. Ritsema Date: 12.03.2015 Group 2.03 Niklas Binter S2555611 Josef Richarz S2535688 Table of Content: 1. Introduction 2. Methodology 2.1 Prime Theories and Approaches 3.2.1 Hofstede´s model of national culture 3.2.2 Porter´s diamond 3.2.3 Porter´s five forces of competition 3.2.4 The PESTEL framework 3.2.5 National Innovation Systems 3.2.6 Varieties of Capitalism Framework 2.2 Data Collection 3. The IT Industry 3.1. Description of the IT-Industry 4. Country Comparison 4.1 Macro- Level Indicators 4.1.1 Geographic Indicators 4.1.2 Demographic Indicators 4.1.3 Macro- Economic Indicators 4.2 Historical Developments relevant to the IT industry 4.3 Socio Cultural Conditions 4.3.1 Cultural Systems 4.3.2 Level of Education 4.3.3 Labor Market Regulations 4.3.4 Protectionism of Intellectual Property 4.3.5 Tax Regulations 4.4 Market/ Industry Conditions 4.4.1 Bargaining Power of Buyers and Subsidiaries 4.4.2 Bargaining Power of Suppliers 4.4.3 Threats of New Entrants 4.4.4 Competitive Rivalry 4.5 Other Contextual Conditions 4.5.1 Related and Supporting Industries 5. Major Findings of Comparison 5.1 Conclusion 5.2 Trends 5.3 Recommendation 1. Introduction In general, factbooks are conducted by...
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...| Walt Disney Company in Shanghai & Tokyo | Operation in Asia II Region | | | Joanne JohnsonEnes TastanLucia ValadezStanley WoodardKeller Graduate School of ManagementHR584 Managing International Human Resources Instructor: Jack HuddlestonJune 17, 2012 | Contents EXECUTIVE SUMMARY 2 LAWS AND REGULATIONS 3 DEMOGRAPHICS 5 CULTURE AND LANGUAGE 8 ECONOMIC, POLITICAL, AND CURRENCY FACTORS 13 LABOR RELATIONS 15 HRM POLICIES, PRACTICES, AND TRENDS 17 CONCLUSION 24 REFERENCES 26 EXECUTIVE SUMMARY Walt Disney Company has had a strong presence in the Far East since the 1930’s when Snow White and the Seven Dwarfs was shown in Shanghai theaters and with the founding of a local subsidiary in Tokyo in 1959. Today, Disney is a market leader in home based and theme park entertainment in the Asian market. The firm is currently exploring a production facility in either two of the hub cities of Tokyo and Shanghai. In this paper will review the demographics, culture, political, economic, and applied HR practices in China and Japan. China and Japan are both economic powerhouses with homogenous cultures, with distinct political and economic structures. The Chinese culture has more Confucian ideals that are more collectivist in nature, while the Japanese culture emphasis harmony and saving face communication. The Chinese manipulation of its currency and increasing dissent among workers puts the nation in higher political risk; moreover the Chinese...
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...Human beings are social beings and hardly ever live and work in isolation. We always plan, develop and manage our relations both consciously and unconsciously. The relations are the outcome of our actions and depend to a great extent upon our ability to manage our actions. From childhood each and every individual acquire knowledge and experience on understanding others and how to behave in each and every situations in life. Later we carry forward this learning and understanding in carrying and managing relations at our workplace. The whole context of Human Resource Management revolves around this core matter of managing relations at work place. Since mid 1980’s Human Resource Management (HRM) has gained acceptance in both academic and commercial circle. HRM is a multidisciplinary organizational function that draws theories and ideas from various fields such as management, psychology, sociology and economics. There is no best way to manage people and no manager has formulated how people can be managed effectively, because people are complex beings with complex...
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