GLOBALIZATION AND INDUSTRIAL RELATION: QUITE ENTRY OF LABOUR STANDARD
* M.VENKATALAKSHMI **S.KRISHNAKUMARI
ABSTRACT
To understand the range of Industrial Relation challenge that employers and their organizations are likely to face in Asia and pacific during the next decade, it is necessary to appreciate the current as well as historical factors which have shaped and are sharpening such relations in the region. The early ministerial of WTO invariably found the west demanding core labour standards be brought under the ambit of trade negotiations. It is tempting to see this as a victory for India since this country had led the opposition to linking labour standards to trade negotiations.
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Over the last decades, the buyers have laid down the laws regarding the standards that are acceptable and while they were at it they have laid down some environmental standards as well. The buyers typically insert on a global standard market the SA 8000 that have both labour and environmental norms.
Involuntary entry of labour standards in India
Historical perspective
Indian industries practice the Industrial Relation and labour standards as per the requirement of the state and the Central Government. Accordingly, the skills set of employees in the Indian market was as per the industrial set of the domestic market. Industrial Relation and labour standards are shaped by the political, economic and cultural context in each country and are reflected in their particular policies, legal and institutional framework and relationship between Government and social partners. The quiet, but extremely effective, implementations of the link between the labour standards and trade in the world market has several implications for the local economy.
As these core standards include minimum wages, a clean working environment, monitoring of supervisor behavior and setting up of committees to address workers grievances etc.
Impact on Unions
The internationalization of labour standards has also divided into international trade union movement. Indian trade unionists have been willing
Analyse how legislative and regulatory frameworks inform quality standards that apply to the work setting.
Job security, protection of rights, fairness and equality. Training, welfare support and advice on work related issues. The assurance of superannuation payments, WH&S policy induction and control. Awareness of essential checks for employees especially those in the public sector like working with children checks, child protection and duty of care to all. Allowing families to job share and have maternity or paternity leave without loss of position, and finally compensation for injury and sickness rights.
In the early days of trade unionism, there was a direct need for workers to be represented, in areas such
National Occupational Standards apply when creating the syllabus for courses, relevant training, performance management, policy development, etc.
Compliance with legislation. Ensure safety of customers, contractors and staff at all the times. The enjoyment of these standards at the highest levels is a basic human right that should be accessible by each and every worker. Regardless of the nature of their work, workers should be able to
In each working sphere there are sets of regulations and standards. You may find out more information about standards in a code of practice, national occupational standards, regulations, minimum standards.
between the needs of the company and the needs of the employees, and should be enforced in a
Standards. These rules signify the ethical and good standards of the organisation on how to perform; you are also expected to follow in your daily
Employers initially resisted unions as they were seen as a ‘tool of worker power’, and some countries even banned the groups all together (Baoill 2011). Although these restraints have been lifted, restrictions and guidelines have been put in place by government bodies to govern union activity; and employees internationally have the right to form unions (Baoill 2011).
“Globalization means different things to different people,” so therefore individuals have their own standpoints regarding various things. In this case, an issue that has arisen is the allegation of mistreatment of employees in developing countries. Slimline is an apparel manufacturer in Sri Lanka, which does business disparately. The company employs 5000+ employees, whom help produced $50 million worth of apparel annually. In this company, the entry level wages are set higher than the local markets and to mention that some of their employees have undergraduate and graduate degrees. Slimline does not have the typical
The relationship between economic globalization and labor market power provides empirical trends in world average and the world equality through structural bargaining power and associated power, thereby allowing workers to achieve convergence across nations (Mahutga). What labor market power does for economic globalization is that it increases the probability of labor internationalism through two models, namely, the structural model and the institutional model. Beverly Sliver, Tamara Kay, Nita Rudra, and Matthew Mahutga provide different theories and data, breaking down the trends of labor power and labor movement on a global scale.
With globalization,many changes have been brought up in the workplaces that are leading towards more flexibility and enrollment of the employees (Tong Fay and Anil Verma,2002). “According to a survey -unionized workers across Canada earned$5- 28/hour more than non-union workers; Women with unions earned more too and got paid more fairly (Why unions? ,2015)”. Thus ,it gives us an idea what changes are being brought about by the unions in comparison to non-union when it comes to the wage sector. The union workplaces give a chance to the members to bargain for their benefits which includes not only social well being but also the say,the right to speak up about their own views therefore giving them the chance to talk about their problems. The union have been progressed to give a fair wage
Outlining the formal industrial relations systems in India and comparing it to Australian industrial relations systems. Describing the views on how appropriate Indian industrial system is for modern industry and commerce.
With the increase in globalization, there is more communication occurring between people not only of the same culture but of different cultures, making clear communication more difficult with regards to the syntax of different languages. These different cultures all have varied ways of teaching their people with regards to education, societal norms, and their culture as a whole. Cultures may be similar in one value while at the same time, they can be complete opposites in another. It is because of these differences, misunderstandings can occur and can lead to high tension within the workplace. Whether in written or verbal form, this is why you cannot just divulge your thoughts and expect the intent to be understood by the recipient.
On March 7, 2011 The Star, we know that our Malaysia government had decided to recruit more foreign workers from India which around 45,000 people from India. This is to meet the demand by around 13 sectors which currently in shortage of workforce. So, this resulted in many people and The Malaysian Trades Union Congress (MTUC) had strongly opposed the decisions made by government. The Malaysian Trade Union Congress (MTUC) is said as the most representative workers’ organization in Malaysia. Three main objectives emphasized by MTUC: first is to promote the interest of its affiliate unions in order to improve the workers’ economic and social conditions. Second is to ensure the policies are developed and action been taken towards