PPMOB ASSINGMENT-2

[RISHABH_DIV-A_PRN.1182200153]

CASE STUDY

The case study focuses on the HR problems faced by Honda Motor Cycle & Scooters India
(HMSI). The case discusses the various reasons which led to the dispute between the
management and employees of HMSI. It elaborates the incidents, which led to the strike at
the company that resulted in HMSI workers being severely beaten up by the police. Labour
strife and the management's inability to deal with it effectively had resulted in huge losses
for the company due to the fall in the production level at the plant. In addition to this, the
company also received a lot of negative publicity as newspapers and TV channels gave wide
coverage to the violence of the action.
ISSUES :
Q1) Understand and note the factors that lead to labour unrest at a factory. In your
opinion what is the impact of such incidents on the Organizational Culture?

Since the higher authorities refused to consider the wishes and demands of the workforce,
which was a major oversight on the part of the authorities, the worker saw management
action as oppressive and draconian. The policies implemented in the workplace were not
designed with Indian work atmosphere mind. Above all, the workers had no relation to the
higher authorities by which they might tell them of their grievances and demands; instead,
they were silenced even before raising their concerns. Workers wanted to form a union to
discuss this problem, but management went to great lengths to make to prevent this from
happening. The timesheet for washroom breaks and already been updated by the
management. Because of the high wages, no one was compensated by the Payment of
Bonus Act 1961, and the majority of employers were not covered by the state insurance Act.
This is a disease that should be detected and eradicated as soon as possible. As a result, it is
critical to settle such complicit rather than turning it into a political crisis that concerns not
just the business but the nation as a whole. Furthermore, since the life of a labourer in the
industrial world is challenging. Their lives in major cities have been mechanised and
stressful. Life has little significance or intent for an everyday worker in a big city. The
tyrannical application of computer technologies has degraded a wage labourer to the role of
a small cog. The majority of the complainants raised by workers are legitimate. However,
not only the corporation, but also the government, should take action to change their
situation. Strikes should also be kept to a minimum for the sake of the country’s
development.
Q2) If you were representing the organisation what steps from a management

angle must be adopted to prevent labour unrest at the workplace and how will you

recognize the importance of good decision making?

Making labour unrest can be harmful for management, that they suffer loses. So it is very
important to keep happy and satisfied to the labour, since they are the people due to which
an organisation earn goodwill as well as a good position in the market. In a management
there should be a person who has a good leadership skills, that he could build a trust over
management and would always agree to the decisions taken by the organisation. The
person who organise the management should build a good and healthy relation with every
persons weather the person is of higher lower positioned also give them stand to fight for if
any wrong done to them. They should always be appreciated for their good work.
If I were representing an organisation, wanting to prevent the labours to be unrest would
take certain steps

 Consider employee safety.

Workers who see their employers are doing everything possible to keep the staff
safe and healthy feel more valued than workers who see evidence that they are on
the losing side of a cost-benefit analysis. The prevention of strike and lockout
sometimes comes down to the basics — instilling workers with the feeling that they
are respected. If there is a need to cut costs, this is never the place to do it.
There must be an ongoing process that monitors safety conditions and a response
program in place when something is discovered that can cause an injury, illness or
death, provide some securities which will help them in difficult situation,

 Practice empathy.
Some people make great executives but are unlikely to create effective resolutions in
labour disputes. If labour unions sense that management simply doesn’t care, they
may take a similar stance, leading to time- and money-wasting stalemates.
Organizations that practice empathy and keep their finger on the pulse of their
workers are much more likely to be successful in bringing divides and creating
solutions that work for everyone involved. Trained mediators can also play an
integral role in helping to solve complex or heated disputes.

 Maintain a positive attitude.

Approaching a potential strike as a problem to be solved, rather than a battle to be
won, will help companies begin negotiations effectively. Wayne Ranick, director of
communications for United Steel Workers (USW) International, told Thomas that
workers want to be respected for the contributions they make to the company’s
overall success.
What they don't want is to be considered a “bottom-line cost” when they are the
ones creating the actual product. Arrogant attitudes from management can easily
stir resentment and discontent.
 Allow for worker autonomy.
Advanced technologies can be extremely helpful in ensuring work continues at the
expected quality and quantity levels without relying on micromanagement. As King
noted, workers prefer to feel that they are in control of their day-to-day jobs.
It’s also important to keep in mind that employees don’t work for money only. They
also work for what the iconic psychologist Abraham Maslow called “self-
actualization” — the realization or fulfilment of one’s talents and skills. Helping your
employees achieve this or least helping them work toward it can go a long way in
boosting overall employee satisfaction. There should be no individual consideration,
they should always think about the goodwill of the management.

 Provide employees with the information they need.

When entering into labour disputes, many employees will assume that they are
getting a significantly worse deal than their peers in similar industries.
Avoid being defensive, though, and approach this in a clear, professional manner.
One of the best ways to end a strike is to listen first, gather the information you
need, and then come back with potential solutions. Avoiding hasty decisions will
benefit your business in the long run.

 Consider appearances.
Perks like executive dining rooms, giant offices, and luxurious company cars are now
considered old-fashioned excesses — and are often a source of worker resentment.
In fact, one of the best strategies that businesses can adopt to avoid industrial action
is often the easiest: engaging with workers.

There are regular reports of Silicon Valley CEOs working out of cubicles to be closer
to employees, and many higher-ups stress the importance of getting on the front
lines at their businesses. CEOS at some companies, such as Netflix, have touted the
importance of engaging closely with their teams.