...Employees conflict of interest towards in the organisation 1) Introduction The topic that we have chosen is employees’ obligation to the employer, for that we intended to focus on employees’ conflict of interest based on practices or corporate governance in malaysia. We choose this topic, because it is the major problem occurring in most of the companies nowadays which harm the business reputation and corporate image. conflict of interest is a situation where a conflict arises between public duty and private interest. 2) Outline of the term paper 1.0 | Review on misconduct related to conflict of interest in the context of labor law and industrial relations in malaysia. | 2.0 | What is conflict of interest | 3.0 | How conflict of interest relates with labor law and industrial relations | 4.0 | Types of conflict of interest and related cases - misuse of position -acceptance of gift - using company’s confidential information | 5.0 | Sources of conflict -internal source -external source | 6.0 | Employees’ liability and obligation to disclose conflict of interest -who can make disclosure -what can be disclosed -To whom the disclosure should be made | 7.0 | Options on diciplinary action performed by employer (dismissal) | 8.0 | Conclusion | 3) Conclusion At the end of this term paper, it will be useful for everyone to understand what employee’s conflict of interest is and how it is related to employment act 1955 in which employer...
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...ASIA E UNIVERSITY EXECUTIVE BACHELORS IN MANAGEMENT (HRM) ASSIGNMENT INDUSTRIAL RELATIONS Q2. What is the role of the Ministry of Human Resources in the industrial relations system? Who are the parties involved in the industrial relations system? The scope of Ministry of Human Resources in the industrial relations system encompass employee and workers state of safety, health and welfare and human resource matters such as training, employment, labour rights and industrial relations. It includes the PERKESO (Pertubuhan Keselamatan Sosial), PSMB (Pembangunan Sumber Manusia Berhad), JTM (Jabatan Tenaga Malaysia), JKKP (Jabatan Keselamatan dan Kesihatan Pekerja). The role of the Human Resources Ministry is to encourage harmonious relationships between employers and employees in the interest of the nation’s productivity. The objective of Human Resource Ministry in the industrial relations is: • To protect the welfare of the employees-safety, and rights • To promote good employer-employee relationship through a stable and peaceful Industrial Relations system • To equip the unemployed with basic industrial skills and to improve the skill level of the workforce • To assist in maximizing country’s manpower resources through manpower planning • Department of Labour, Peninsular Malaysia, Sabah and Sarawak-enforces Employment Act 1955, Workmen’s Compensation Act 1952, Wages Council Act 1947, Young Persons Act 1966, Employment Restriction Act 1968...
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...organized by labor unions. In light of the weakened economy, the effectiveness of labor unions has come into question and is at the forefront of many news stories. Collective bargaining is a responsibility of the labor unions in which the writer of this post is the most familiar. This topic was chosen as a result of academic curiosity and an interest in developing a better understanding of the role of labor unions and collective bargaining in other countries. Explanation of Collective Bargaining In the United States the idea of collective bargaining has changed as labor relations between employees and employers have evolved and improved. In the past the idea of collective bargaining was not widely understood and there were opposing opinions on how to define collective bargaining. Chamberlain (1944) identifies two of these definitions: 1) “the process of arriving at an agreement as to terms and conditions of employment between a single workman and his employer, where the workman is represented by a labor union of which he is a member.” 2) “the arbitral decisions in which no negotiation may be involved”. In the first definition opponents may argue that the process was not collective. However, if the second definition is applied it could be argued that no bargaining occurs. Today, the definition has evolved to a more widely accepted definition as defined by Ball, Geringer, Mcnett, and Minor (2013) as “the process in which a union represents the interests of workers bargaining...
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...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 (Gedajlovic & Shapiro, 1998; O’Sullivan, 2000; Pedersen & Thomsen, 1997; Prowse, 1995; Shleifer & Vishny, 1997; Thomsen & Pedersen, 2000). In most comparisons researchers contrast two...
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...21169290 Student No - 21169290 Dr. Ian Steers Employment Relations May 2012 Critically assess the proposition that the government should not intervene in the employment relationship CONTENTS Introduction…................................................................................................................................2 Structured Antagonism….............................................................................................................2 Government Intervention…..........................................................................................................3 Power…..........................................................................................................................................3 Unfair Dismissal….........................................................................................................................4 The Working Time Directive.........................................................................................................5 The National Minimum Wage Act.................................................................................................6 The Psychological Contract.........................................................................................................7 Conclusion.....................................................................................................................................8 References…..........................................................
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...January 1798, in Paris France. He was born in the shadow of the French revolution and as modern science and technology gave birth to the industrial revolution. During this time, European society experienced violent conflict and feelings of alienation. Comte spent most of his life developing a philosophy for a new social order amidst all the chaos and uncertainty. He rejected religion and royalty, focusing instead on the study of society which he named “sociology”. He broke the subject into two categories: i. Forces holding the society together(social statics) ii. Those driving social change(social dynamics) Comte wrote so many books which contains the outline of his thought such as: i. Positive philosophy(1830 -42) ii. System of positive policy(1851 -54) iii. Religion of humanity (1958) Comte gave birth not only to a specific methodology of studying knowledge and also analyzed the evolution of human thinking and its various stages. He developed a unilinear theory of evolution. According to Comte, individual mind and human society pass through successive stages of historical evolution leading to some final stage of perfection. The principle developed by Comte in the study of human thinking presumes gradual evolution and development in human thinking and it is known as the law of three stages of thinking. Comte’s law of three stages represents that there are three intellectual stages through which the world has gone through this process but groups, societies...
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... theories included: • Social Solidarity (Al-‐Asabiya): o A force that unites people with one another that subsequently leads to the formation of a state. o People, when combine their minds and forces, create solidarity amongst themselves, which is social solidarity. o Al-‐Asabiya is the emotions of similarity that keeps the people of a group united together having a common effective action. o The uniting force is highest in this relation. a spirit that is shared by another great social philosopher – Emile Durkheim. o The state decides conflicts of the group. o The group that achieves social solidarity becomes an invincible force that cannot be subjugated. o While studying the tribes, he said that the force of solidarity is what’s keeping tribes strong, as it is what brings power and authority to the tribes. o The more luxury they gain, the more weakened this force may become. Without the force of unity, they...
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...Trade Unions in the RMGs sector of Bangladesh: A Case Study Prepared By MD. Osman Dhali Roll – 51 Session 2009-10 B.B.A. 16th Batch Department of International Business Faculty of Business Studies University of Dhaka Supervised by Abu Hena Reza Hasan Professor Department of International Business Faculty of Business Studies University of Dhaka Date of Submission: 05/08/2014 Letter of Transmittal 05 August, 2014 To Department of International Business Faculty of Business Studies University of Dhaka Subject: Submission of ‘Trade Unions in the RMGs sector of Bangladesh: A Case Study’ Dear Sir/Madam, Here is the paper on ‘Trade Unions in the RMGs sector of Bangladesh: A Case Study’. This has been prepared as a part of B.B.A. program under University of Dhaka. I would be happy if you read the report carefully and I will be trying to answer all the questions that you have about the study. I have tried my level best to complete this study meaningfully and correctly as much as possible. If you need any clarification about any issue of this paper, I will be pleased to assist you. Sincerely, ----------------------------- MD. Osman Dhali Roll – 51 Session 2009-10 (B.B.A. 16th Batch) Department of International Business Faculty of Business Studies University of Dhaka Table of Contents Executive Summary 1 Chapter 1 3 1.0 Introduction 3 1.1 Introduction 4 1.2 Background of the study 4 1.3 Research Aim and Objectives 5 ...
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...the work place provided to the people on the job. QWL programs is the another dimension in which employers has the responsibility to provide congenial environment i.e excellent working conditions where people can perform excellent work also their health as well as economic health of the organization is also met. The quality of personal life is always reflected in professional life and vice versa. Now a day to retain the employees in the organization providing healthy QWL is the key factor. In earlier times QWL means only job enrichment. In addition to improving the work system, QWL programs usually emphasize on development of employee skills, the reduction of occupational stress and the development of more co-operative labor-management relations. The components of Quality of Work Life may vary from organization to organization, individual to individual but some of the basic components are – 1. Free communications – open communication in the organization with the co- workers is the vital factor that ensures good quality of work life. It leads to more of informal communication between co-workers and subordinates during the rest hours of the organization. 2. Reward system – reward is related to monetary or non monetary rewards eg- incentives, movie tickets, family health insurance, sponsoring the education of children etc.any kind of reward given to the employee promotes good quality of work life. 3. Employee job security - job security is the one vital...
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...Reviewer for Social Science 1 A. Introduction Behavior * manner of conducting one’s self * action and response to stimulation * response to the environment Behavioral Sciences * deals with human action and seeks to generalize human behavior in society Psychology * Science of mind and behavior * Behavior and mental process are interwoven Sociology * Science of the society, social institutions and social relationships * Study of human society and social interaction Anthropology * Study of human beings and their ancestors through time and space and in relation to physical character, society and culture. * Cultural anthropologist [culture] * Linguistic anthropologist [language] * Archeologist [material artifacts] * Biological anthropologist [origin and evolution] Science * System of knowledge covering general truths [scientific method] Scientific Method * Procedure for the systematic pursuit of knowledge Social Research * Done to gain a body of information which helps us understand behavior and society Quantitative Research * Numeric data and precise statistical analysis Qualitative Research * Nonnumeric information is used to describe * Done as they happen Experiments * Research situation designed to elicit some sort of behavior Field Research * Observe events as they occur * Non-participant observation [without interaction] * Participant observation [with interaction] Surveys ...
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...completion of this week, you will be able to: 1. Discuss the employment relationship between workers and the company. 2. Discuss how employers can exist without unions but unions cannot exist without employers. 3. Identify reasons why workers unionize. 4. Discuss why unionization is declining in the United States. 5. Analyze the difference between the public sector labor relations and private business. Introduction to this week's topics: Labor relations is the set of processes and activities unions and employers develop and use to clarify, manage, reduce, and resolve conflicts between employees and their representatives while accommodating the various goals of each. The practice of labor relations is governed by contracts negotiated by and agreed to by both parties. Contracts are renegotiated periodically to take into account changing goals and objectives of both parties and changes in the economy and society. Within larger employers that operate several establishments, labor relations will differ depending on what is produced in each establishment and whether different unions represent employees in different establishments. Employers would like complete freedom to alter the terms and conditions of employment in their workplaces, as necessary, to maximize returns on investments and achieve organizational goals. While labor is somewhat mobile, with workers able to move between employers as opportunities occur, it is less mobile than financial capital. They...
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...Many management consultancy firms – both large and small – have built substantial businesses by translating the concept into frameworks, methodologies and prescriptions. And, not least, academics have analysed, at considerable length, the meaning, significance and the evidence base for the ideas associated with SHRM. The central idea – broadly stated – is that while for much of the industrial age, ‘labour’ was treated as an unfortunate ‘cost’, it became possible to view it in an entirely different light; as an ‘asset’. Economists and accountants routinely classified labour as one the main ‘variable costs’. Accordingly, procedures and managerial systems were aligned with this view. Labour was seen as plentiful and dispensable. Little thought was given to its recruitment, little investment was made in its development, and the modes of ‘industrial discipline’ were based on direct command and control mixed occasionally with the strictures of performance related pay. ‘Hire and fire’ was a common term. In these circumstances, conflict was expected and industrial relations officers were employed in order to negotiate ‘temporary truces’ (otherwise known as collective agreements). These were considered successful...
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...INDUSTRIAL RELATION Directorate of Distance Education MBA Paper 4.33 ALAGAPPA UNIVERSITY KARAIKUDI – 630 003 Tamilnadu Dear Learner, Greeting from Alagappa University We extend a very warm welcome to you as a Student of Distance Education of Alagappa University. We appreciate your interest in enrolling for MBA Programme. The Programme content is designed to broaden the business acumen, administrative capacity and sharpen the analytical skill of the student. You are instructed to go through the course materials carefully and thoroughly to have better understanding of the subject. You are advised to attend the Personal Contact Programmes to have better clarity on the subject. At the end of the each unit, the review questions are given to enable you to prepare for Examinations. The Model Question Paper is given at the end of the course material for reference and practice. We wish you all the best in your endeavour for successful 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...
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...INDUSTRIAL RELATION Directorate of Distance Education MBA Paper 4.33 ALAGAPPA UNIVERSITY KARAIKUDI – 630 003 Tamilnadu Dear Learner, Greeting from Alagappa University We extend a very warm welcome to you as a Student of Distance Education of Alagappa University. We appreciate your interest in enrolling for MBA Programme. The Programme content is designed to broaden the business acumen, administrative capacity and sharpen the analytical skill of the student. You are instructed to go through the course materials carefully and thoroughly to have better understanding of the subject. You are advised to attend the Personal Contact Programmes to have better clarity on the subject. At the end of the each unit, the review questions are given to enable you to prepare for Examinations. The Model Question Paper is given at the end of the course material for reference and practice. We wish you all the best in your endeavour for successful 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...
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...universities was a regular feature of German student life, and some students served long prison sentences for their political activism. As a law and philosophy student at the University of Berlin, Marx joined a political club that advocated political democracy. Very soon after receiving his doctorate, however, his ideas went beyond mere political reform. His future friend and collaborator Friedrich Engels introduced him to socialist and communist ideas, i. e., to ideas which progressed from mere political to social and economic reforms. For the rest of his life Marx dedicated himself to the project of radically restructuring modern industrial society along socialist and communist lines. In time he became the single most important theoretician and prominent leader of a growing international labor movement. Since Marx participated in the Revolution of 1848 as an influential newspaper editor (in a revolution that was defeated by the monarchists, and the defeat of which led scores of liberal Europeans to emigrate to the United States and elsewhere), he found it preferable to leave the stifling and backward conditions of his fatherland and to go into exile. He spent the rest of his life in London, the powerful center of advanced capitalism and modern industry. As one of the organizers of the international working class movement he found that most labor radicals had all sorts of moral misgivings about capitalism, and a number of utopian ideas of an ideal society of the future, but no solid...
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