Labor Mgmt Relation-821

8/3/2019 Labor Mgmt Relation-821

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Asad Hussain MBA HRM Roll No.508195455

ALLAMA IQBAL OPEN UNIVERSITY

ISLAMABAD

ASSIGNMENT NO. 2

ON

Labor Management Relations (821)

Topic:-

Models of labor management

relationsSUBMITTED BY_ ASAD HUSSAIN

SUBMITTED TO SIR MUHAMMAD WASEEM HAYAT SB.

ROLL NUMBER 508195455.

MOB. NUMBER 03335174447.

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ACKNOWLEDGEMENT

All praises to Almighty Allah, the most Gracious, the most

Beneficent and the most Merciful, who enabled me to complete

this assignment.

There is always a sense of gratitude one expresses to others for

the helpful and needy service they render during all phases of life.

I have completed this assignment with the help of different

personalities. I wish to express my gratitude towards all of them.

It gives me immense pleasure to express my deep regards and

sincere sense of gratitude to Syed Basir Ali Shah, Assistant

Director, CDA, Islamabad for his support which helped me

throughout my assignment.

I would also like to thank my teacher MR. MUHAMMAD

WASEEM HAYAT SB for steering my confidence and capability

for giving me insight into assignment by giving me exposure to

the arena of competitive and real world.

Lastly I would like to thank my parents and friends for their

constant support during the duration of my training.

Thank You One and All

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ASAD HUSSAIN.ROLL NO.

508195455.MBA (HRM).

EXECUTIVE SUMMARY

This assignment is a research-oriented activity, which representsboth the theoretical and practical implication of the topic. In the

first section of this assignment, I explain the theoretical aspect of

the topic and all major parts has been explained which are

involved in the Labour Management Relation Models. For

empirical study, I select Capital Development Authority and

analyze the models one which the CDA management and Labour

Union based in CDA.

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CONTENTS:

TITLE PAGE... 1

ACKNOWLEDGEMENT 2

EXECUTIVE SUMMARY.. 3

CONTENTS..... 4

INTRODUCTION 5

HOW INDUSTRIAL RELATION SYSTEM OPERATE. 6

MODELS OF LABOUR MANAGEMENT RELATIONS 6

ONE TO ONE MODEL. 6

TRANSACTIONAL MODEL 7

CASE STUDY.. 10

INTRODUCTION.. 10

HIGHER MANAGEMENT OF CDA.. 11

TRADE UNIONS IN CDA 12

TRADE UNIONS ROLE IN CDA. 12

LABOUR MANAGEMENT RELATION MODELS IN CDA.. 13

MERITS. 13

DEMERITS 13

RECOMMENDATIONS 14

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Introduction:-

The field of industrial relations is also called labor relations.

The process by which human beings and their organization

interact at the work place,

More broadly, in society as a whole to establish the terms and

condition of employment.Labor relations can take place on many levels, such as at the

regional level, national level etc.

The distribution of power amongst these levels can greatly

shape the way an economy functions.

Finally labor relations is a system in order to emphasize the

interrelations among persons, organizations, and standard in

the industrial environment.

Each workers have their own problems

Difficult to manage each worker

All complaints/problems combine collectively

Appoint representatives

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HOW THE INDUSTRIAL SYSTEM OPERATE?

Functions of Labor Management Relations

Economic

Legal

Social

Models of labour management relations:

A model is a mental construct with which people organize their

thoughts about a topic. When we consider labor management

relations, we usually think about a single company dealing

with a single local union. This is of course a model. The figure

below show the management of a company.

One to One Model

Management

GovernmentTrade Union

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This company is dealing with Trade Union which represents

company As employees. The line between the company and

the union has arrows pointing both ways and indicates thateach side influences the other. Also, the absence of any other

organizations or lines indicates that the relationship between

company A and local No. 100 is all there really is to know

about the system of labour management relations indicated

here. The above figure represents a model, in that is identifies

the parties involved, indicates their relationships as

insignificant.

Transactional Model

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Customers of

Company A

Stock holders in

company A

Employer Association to

which company A

belong

Other local unions

with which company

A has dealing

Management of

Company A

Government of

regulatory bodies

Employees of

Company A

Union Local No.

100

Companies in which

company A has plants oroffices

Management of acompany

Trade Union(CBA)


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In above figure we examine the web of relation ships involving

company A. we see that company A has responsibilities to its

stockholders and customers as well as to local no. 100. It also

has relationships with other companies through an association

to bodies. It has commitments to the communities in which it

operates; and it has responsibilities to other unions with which

it deals.

This is more accurate model of the relationship of company A to

local No. 100 because it shows that the company must also

deal with these other groups on issues that affect local No.

100. for example in considering where to give into wage

demands by local No. 10 or to take a strike, company A must

consider the impact of its choice on its customers, it stock

holders, the communities in which it operates, its non

unionized employees, and the other unions with which it deal.

Often the strong preferences of one or more of these groups

will determine company As decision.

A local union is also involved in a web of relationships. Figurebelow shows that local No. 100 must consider in its own

activities the views of its national union, other unions, the

community in which it is located, its political friends (whom it

should not embarrass by its activities), other companies with

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which its contacts (if any), and the management of company A

it self.

Figures 2 & 3 together constitute an alternative model to Figure

01. the alternative is much more complex and shows that

there are many more factors involved in the relationship

between company A local no. 100 than just the two

organizations alone. As such, the more complicated model is

generally a more accurate reflections of reality.

The model in figure 01 may be referred to as a one to one

model. The few situations in which it applies in reality are not

difficult ones to analyze. Most often, however, labour relations

are of the type diagramed in figure 02 and 03.

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Management of

Company A

Other companies

with which local

deals

National Union

Union Local 100

Political friends ofthe local union

Community in which

the local is located

Other unions


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Case Study

Introduction

The Capital Development Authority (CDA) came into existence on

June 14, 1960, first by an executive order issued on June 24, 1960

entitled the Pakistan Capital Regulation, which was then

superseded by the CDA ordinance issued on June 27, 1960.

The CDA Ordinance constituted the Authority, laid down its

charter and defined its power, duties, functions and

responsibilities. Initially the administration of the Authority and its

functions were handed responsibility to a board consisting of

three members: the Chairman, Financial Advisor and one other

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Member with the commissioner Rawalpindi acting as an ex-officio

Member. With time, experience and added responsibilities, the

CDA board is now composed of the Chairman and Members of

Planning, Finance, Administration, Estate, Environment and

Engineering. Each member is in charge of various directorates

comprising highly qualified, experienced and capable

professionals in various fields and disciplines.

Major Objectives of CDA:-

City Maintenance.

Citizens Satisfaction.

Availability of indispensable necessities.

Further expansion of city with the passage of time, making

amendments to meet requirements of that time.

To keep city and its environment clean.

Acquire land and undertake works in "Specified Area".

Planning and execution of development schemes.

Procure plants machinery instruments and materials

Enter into contracts.

Carry out studies, surveys and research.

Removal of any works obstructing in scheme

Higher Management of CDA

Chairman Mr. Imtiaz Inayat Elahi

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Member Finance Mr. Saeed-ur-Rahman

Member Administration Mr. Syed Mustafain Kazmi

Member (P&D) Mr. Syed Tanveer Hussain Bokhari

Member Engineering Mr. Abdul Jabbar MalanoMember Environment Mr. Mazhar Hussain

Member Estate Mr. Sultan Mohammad Farooqi

Trade Unions IN CDA

Trade Unions Role in CDA

Collective bargaining with management

PASHAHAGROUP

CH. YIASINGROUP(CBA)

MANAGEMENT OF

C D A

MUZDOORDOST

GROUP

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Struggle for employees benefits

Fund raising

Resolve issues related to workers

Employees and Employers Relationship

Negotiating Tool of the employees with CDA management

Wages and Salaries

Working Conditions

Discipline

Personal Policies

Welfare

Labour Management Relations Models in CDA

Merits

Trade union work for employees benefits

Job security

CDAManagement

Stockholders

Trade union

Govt.Regulatory

Bodies

Customers

Employees Communities

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Demerits

Discrimination among employees.

Political pressure

Multiple Unions

Union Rivalry

Low Finances

Un-educated union leaders

Diversified Workforce

Conclusion

Models of Labor Management Relations plays a very important

role, whether it is one to one model or any other model.

Proper implementation of the models effect labor management

relations, i.e if the models is good in every aspect then the

environment will be good or vice versa.

Recommendations

Discrimination should be avoided at every stage

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Labor Mgmt Relation-821

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