Conflict and Negotiation Assignment-

Submitted by- Shivam Arora

PRN- 20020143061
CASE QUESTIONS-
1. Who do you think are the key actors whose approach and style have contributed to
the present state of employee relations in the MSIL Manesar Plant, and what role
they have played in this regard.
Ans.

 Start Early: When you engage your partner as right on time as conceivable in the
course of events of an arrangement, you show your advantage in building affinity
and investigating choices together. High level administration showed no interest
for this situation and were continually disregarding the requirements and
requests of the specialists which prompted such enormous battles.
 Imagine most pessimistic scenario situations: Perceiving that pomposity could
motivate ridiculous assumptions on the two sides, completely survey the possible
consequences of a delayed strike. The executives was careless on their choices
and rather than paying attention to their issues and resolving their issues they
began ending laborers. The executives ought to consistently ponder the most
pessimistic scenario situations since it is there organization which will endure
misfortune eventually.
 Make a reasonable deal: Set up an initial proposition that is forceful yet not
annoying, and back it up with a convincing contention. Rather than disregarding
their requests over and over, the executives might have atleast made a
reasonable proposition and things would have dialed back after that.
 Keep it cheerful: Preceding arrangements, try not to incite the opposite side with
lawful moves, side arrangements, and different strategies that could demolish
pressures. They ought to have kept up with solid relations with worker's guilds
and the issue would have not upscaled soo much.

2. What led to the IR breakdown at the Manesar plant? How would a wiser leadership
have prevented this dispute from happening?
Ans.
What led to the breakdown-
 Working Conditions: The administration had set up helpless working conditions for
the staff working on the floor. The staff was battling to work during summers in light
of the climate for which they had mentioned for blowers to be set up which was
totally dismissed by the administration. Besides that, the administrators changed the
functioning lines of workers suddenly without having a thought. The supervisors had
negative behavior towards the workers because of which the majority of the
requests by staff were dismissed which established an exceptionally toxic
environment.
 HR Policies: The administration had embraced same HR guidelines and techniques
when contrasted with Haryana plant in the Manesar plant however the functioning
group was totally different in socio economics as the age bunch was totally unique.
 Wage Difference: The compensation difference was exceptionally high between the
temporary staff and permanent staff despite the fact that the work done by the two
of them is same.
 Termination of Mr. Jiyalal: Termination of Jiyalal was the turning point of events in
the Manesar plant.

How could it be avoided-

 Complaint redressal: Having a complaint redressal's to comprehend the issues and
understand workers to encourage them towards finishing their work by giving
essential facilities for the same.
 Industrial Relations: The administration and the prompt administrators should take a
call at having a superior mechanical relations with their workers and change from
dictatorship backgroung to a more paternalistic methodology. With the goal that the
representatives esteemed which will make a better working environment.
 Equal Participation in Trade Union: The administration ought to have equivalent
authority over the trade union so it simply is anything but an association to work
against the administration. With the goal that the administration can discover main
drivers for the issues and address them before its too late
 Proportion of super durable/impermanent representatives: The administration
should take a call at having more long-lasting workers contrasted with transitory
ones as the work done by them is not permanent.

3. What negotiation and dispute settlement strategies could be adopted by the

concerned parties which could have avoided the IR breakdown.
Ans.
Key actors whose approach and style have added to the current situation with employee
relations in the MSIL Manesar Plant

 Higher Management – The administration at MSIL Manesar Plant was indifferent

regarding the requests of laborers association. Even after a few strikes and gripes,
they didn't appear to be restless with regards to the circumstance and couldn't deal
with it full availability. Rules were unbending and working conditions were not great.
 Supervisors : The conduct of directors deteriorated towards laborers after they
began challenging the administration which further warmed the circumstance.
 Union Leader : The methodology of the association chief for this situation is
obviously inappropriate. He showed total eagerness when he requested for the
renounce of the suspension of the specialist Jiyalal who had attacked his
administrator, unequivocally and right away. He even fomented the specialists that
demolished the circumstance. At his position, he might have guided specialists to
have tolerance and sit tight for the justice.
 Workers : As properly said, "where destruction is the intention, solidarity is
hazardous", the solidarity among the laborers gave the certainty and mentality that
they are making the best choice. In was no singular laborer, yet a crowd of thousand
of laborers who assaulted the administration of the MSIL Manesar plant on July'18.
They didn't spare a moment in assaulting the bosses as it would unquestionably
result into their job termination, since they were blasted out with the strength of the
solidarity among them.