Thanks for giving analysis of the latest incident on labour-union relationship. This kind of analysis helps the young and upcoming HR professionals.
Nevertheless, I some different take on your analysis. You have not written anything wrong per se but then the analysis appears to be biased towards one party i.e. management. There is less equanimity in the analysis.
The heading of your post is "Bajaj Auto Strike Analysis-Being Tough Pays Sometimes". Yes, management can be tough and it is this very toughness brings the growth. In your heading word "sometimes" is quite important. Why Bajaj Auto's management could show "toughness"? Was it because of their sound management practices? This question has not been not analysed. Many times management has lot of skeletons in their own cupboard. They cannot take tough stand lest the skeletons could start tumbling out.
Secondly, the strike has been withdrawn. Is it tactical retreat by the labour union? Has a lid been put on a simmering cauldron? In that case there is every possibly of lid blowing off with far greater force as the pressure builds. However, this aspect has not been studied in your post.
Thirdly, the analysis did not give example of opposite i.e. how management has shown unwarranted "toughness" and it boom rung on them.
On 22-07-2012, you have given post in this forum titled "Maruti Violence:Issues Need To Be Addressed". The analysis was quite impartial. Neither it was tilted towards management nor towards labour union. However, in the above post this balance view is not seen.
By the way, pilots and other staffs of Kingfisher Airlines have not been paid salary for more than a year. Our erudite management professionals or labour matter experts, why none of them came to their rescue? Why the labour laws are silent? Why the law or labour ministry is silent? None of the professional body of HR like NHRD or NIPM has come forward and filed Public Interest Litigation (PIL) on their behalf! Why experts speak or squeak quickly and favourably on behalf on mighty and not on behalf of weaker side?
Sir, neither you have felt a need to write a small post for the harried staffs of Kingfisher. Hope you get time to do that albeit belatedly.
Dinesh V Divekar
From India, Bangalore
It would mean that an oppressive, exploitative and unfair management can win if it plays tough.
This kind of celebratory attitude will only breed discontent disharmony.
Rather than the management's response, it would be worthwhile to examine whether the demands made were justified and fair ??
It was not a struggle for regularization of services, parity of pay or any issue which has been pressing for years or kept in in the back burners.
There can not be anything better than a three year Wage-revision, in a scenario where it is even ten years. Moreover, forcing it ahead of schedule when it would have started in a few months, in itself is unfair. Also, the demands put up do not seem justified prima-facie.
Rather than "acting tough" which sounds like media trying to whip-up sensationalism; it is more apt to consider it as, standing up against unjustified demands.
Since this is a "lose-lose" scenario, management too can not be credited with a win.
The query put forth by Dinesh Divekar, is much more pertinent and has far reaching consequences and thus merits more concern and attention.
"By the way, pilots and other staffs of Kingfisher Airlines have not been paid salary for more than a year. Our erudite management professionals or labour matter experts, why none of them came to their rescue? Why the labour laws are silent? Why the law or labour ministry is silent? None of the professional body of HR like NHRD or NIPM has come forward and filed Public Interest Litigation (PIL) on their behalf! Why experts speak or squeak quickly and favourably on behalf on mighty and not on behalf of weaker side? "
Strangely, there has been a total silence on this issue.
From India, Delhi
Otherwise I do not see any toughness here.
The Union was irrational, unjust, unreasonable and went over the top. Whereas, the Management was right, good in law and firm with clarity from the beginning. Of course, remember that the Management's strategic stand was easy due to the Union's overconfidence and unjustness aimed at probably earning some quick brownie points from its members.
The outcome is as expected. The lessons to be learnt here are:
1. Trade Union militism days are over.
2. Employer and employee need to partner each other than just trying to earn off each other.
3. When on the right side of law, ethics and business practices the management can afford to be firm and withstand pressure tactics and strike.
4. An organisation needs to have sustaining power financially and recourse to alternate production faciliities to withstand for long periods like 50 days in this case.
5. MSME's face a huge disadvantage here which should be understood, appreciated and addressed effectively & appropriately.
From India, Mumbai