Case

Bhavika k. Gholap

Date
29/08/2023

Roll no:
19010

Subject
Human resource management

Course title
Industrial Relations
Prof. Renu Jogdand

Analysis and perceptive about Maruti Suzuki Mansare Violence:

Maruti Suzuki India Limited, previously known as Maruti Udyog Limited is a
subsidiary of Suzuki Motor Japan. The company has always aimed at delivering
quality, affordability, and maintaining growth in the market. It Founded in 1983,
Maruti Udyog Limited had few problems in its labour relationships It was
Launched in India in 1981 as a joint venture between the Government of India
and Suzuki Motors of Japan. At that time Indian four-wheeler market was
dominated by Hindustan Motors. Maruti faced management-worker issues
several times which significantly impacted its production. Maruti Udyog
Limited had few problems in its labour relationships. The locally hired
workforce accepted the Japanese work culture and the modern manufacturing
processes in order to maintained peace and harmony within the organizations
and labour but, it didn’t materialized & cause some serious issues.
Mansar Tragedy July 2012
This is about the labour unrest that took place at the Manesar plant of Maruti
Udyog Limited in 2012. It was evident from the beginning that the core reason for
labour unrest at Maruti is the difference in pay, allowances and assets among the
workers. On the other side, the future of a contractual worker mostly hangs in
uncertainty. On the impending day the decision will be made whether he will be
confirmed as a permanent employee or his contract will be terminated and make him
unemployed for whatever reason. The workers that were under contractual basic had
certain restrictions on their livelihood, because of this a contractual worker has to live
under the shadow of the uncertainty of their future employment.

On The day 18 July 2012 this tragedy happened. Mob attacked supervisors and
managers that they could lay their hands on and in the process a senior human
resource manager was killed, and 100 others were injured including two
Japanese expatriates. Labour unrest has been increasing in the area frequently.
Maruti had witnessed troubles on three occasions in the last one year causing
total production loss about 2400 crores.
Above situation took place because of several factors or reasons, such as wage
disparity between permanent and contractual workers. Uncertainty in the
minds of contractual workers regarding their future as employees of Maruti
Suzuki. There are many trust issues between Hr staff and workers. The workers
perception about hr executives is a major cause of concern, according to them
hr executives were not meeting their demands which results the workers
started taking them granted.

If I appointed as HR Manager I will properly coordinate and give a

common direction to employees even after the transfer of control
in the organization. There is always a fair policy in an organization
in order to maintain harmony among different departments,
employees and workers. Punishment will be applicable for
everyone damaging the goodwill of the organisation and other
committing other types of crimes or any other unethical practices.
There is a fair policy in an organization that acts on both
employees and supervisors. As an HR manager it's my role and
responsibility to listen to the demands of the individual and to
fulfil them with keeping the organisations and individuals progress
intact. By setting up targets and realistic achievements that will can
be achieved which will be acknowledged with promotion, salary
hike or in any other means which will build confidence and trust
among the workers and that in return could show their commitment
and dedication to the company and could be crucial part for the
organisation and for the whole management which could in return
could avoid situations like strikes, I will conduct the monthly
meetings with managers of different departments and head of
workers to discuss the progress and to know the problems faced by
them in order to settle it down with proper communication and
under rules and regulations. Human Resource has become a vital
part for an organisation in today's world with having its own set of
responsibilities as HR is the core for a company with proper
recruitment process and clearing any sort of distortions to moving
the company in the right direction it’s a whole lot of work. To
handle each and every individual from to bottom there are
methods on how to keep the work force intact and motivated.
There are different motivation models such as Maslow Motivation
model, Herzberg 2 factor model that can help me to understand
the motivation needs for the workers. Apart from these methods I
think communication is the key to avoid any kind of problem. I
should be cautious while hiring employees. There will always be a
proper verification check mechanism. If there is an increasing
number of contract workers in core activities with visible wage
difference it will not be encouraged. Lastly for me HR is not just
about recruitment and problem solving. It's about growing
together in the right direction. A proper HR system keeps everyone
together.
Conclusion:
The main problem is arisen is because of the poor decision-making process by
the HR executive and the whole management team. Rather than changing the
Japanese work culture that led to the distortions between the management
and the laborers. The Hr was mainly focusing on each and every individual
problem of labourers through negotiations. That didn't lead to any conclusion
on both sides. The company should have provided or at least fulfilled the basic
demands of the workers. By providing them basic facilities such as clean
washrooms, water coolers and also appropriate working hours (shift timings)
with proper breaks. Also, there are specific communication barriers between
the management and the labour union. It would not be correct to say that one
side was right or wrong; certain things and demands on both sides were
unreasonable and could not have been fulfilled without proper discussions
between both parties. The Hr executive lack in encouraging the workers, by
giving them proper acknowledgements through (wage increases, bonus,
promotions, leaves) So, Mansare tragedy shock the whole nation. It is classic
example as per how hr executive and management team should handle these
kinds of issues and keeping future uncertainties in mind that shouldn’t affect
company welfare and needs of individuals. This case study holds great relevance
to management and provides valuable insights relating to management issues.