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Case study on mul

Rosy barik (311sm1003) Richa kumari (311sm1010) Shaikh moinuddin (311sm1014) Sobhijit naik (311sm1015) Yugal singh (311sm1024)
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TRADE UNION
Trade union is a continuing long term association of employees formed and maintained for the specific purpose of advancing and protecting the interests of members in their working relationships. Trade Union Act (1926): The Act deals with the registration of trade unions, their rights, their liabilities and responsibilities as well as ensures that their funds are utilized properly.
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CRITERIA FOR RECOGNITION OF TU


1. Where there is more than one union, the union claiming recognition should have been functioning for at least one year after registration. Where there is only one union, this condition would not apply. 2. The membership of the union should cover at least 15% of the workers in the establishment concerned. 3. A union may claim to be recognized as a representative union for an industry in a local area if it has a membership of at least 25% of the workers of that industry in that area. 4. When a union has been recognized, there should be no change in its position for a period of two years.
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5. Where there are several unions in an industry or establishment, the one with the largest membership should be recognized. 6. The local unions if they have more than 50%of the membership can be given recognition to represent their grievances. 7. Only union which observe the Code of Discipline would be entitled to recognition
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Trade union establishment


Trade union would be established with prior conditions: 1. Members of the trade union to be nominated with consent of both workers and management. 2. The leader of this union would be appointed by the management.

HISTORY OF MUL
Maruti Udyog Limited (MUL) was established in February 1981, though the actual production commenced in 1983. During 2007-08, Maruti Suzuki sold 764,842 cars, of which 53,024 were exported.

In all, over six million Maruti Suzuki cars are on Indian roads since the first car was rolled out on 14 December 1983. Maruti Suzuki offers 14 models, Maruti 800, Alto, WagonR, Estilo etc.
Cars similar to Marutis (but not manufactured by Maruti Udyog) are sold by Suzuki in Pakistan and other South Asian countries. In the year 2010-2011 the net sales was 361,282 million rupees.
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Recent STRIKE at mul


JUNEReason- Workers at Manesar plant, Haryana went on a 13 day strike demanding for the recognition of new labor union(MSEU). Cockroaches and dead flies found in the food in the hurried lunch-break that workers earn in the canteen km from the working station. The tea was without tea leaves or sugar in the 7 minute break. AUGUST Manesar worker begun their initial strike after refusing to sign a discipline agreement ordered by company accusation of sabotage. OCTOBER More than 10000 worker of MUL along with other 7 near by factories stood for demanding an immediate settlement to the issue of targeted contract workers
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Post Strike effects


JUNE 1) 13-days strike demanding the recognition of the MSEU at the Manesar plant on 2011. 2) Production loss of 12,600 cars, valued at about Rs 630 crores. 3) One days wage cut of Rs.1500, two days Rs.2200, three days cut of Rs.7-8000 is implemented, so that almost the total months wage is cut. JULY 1) Production stopped for a day at the same plant because of strike by some workers. AUGUST 1) Reported 12.74 per cent fall in sales for August to 91,442 as compare to the sale of 1,04,791 units in the same month last year. SEPTEMBER 1) Loss suffered is estimated at about 8,550 units, valued at 8 about Rs 425 crore.

losses
Fall in demand Loss in output Block of production

Fall in shares
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Key success factors of mul


Quality advantage Give a buying experience like no other. Quality service across 1036 cities. One stop shop. Low cost maintenance advantage. Lowest cost of ownership. Technological advantages.
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FUTURE CHALLENGES
Perception change Growing competition of compact cars Rise in petrol price can channelize customers concentration in cheaper fuel sources. Aging Modification
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Solutions
IDENTIFIED REASONS OF THE CONFLICT.

1.
2. 3.

Establishment of separate union


Code of Conduct- Following standards of manufacturing. Basic sanitary enhancements demanded by the workforce.

ADOPT CHANGE PROCESS THEORY


Unfreezing Change through cognitive restructuring Refreezing Improved hygienic conditions at workplace reduces employees dissatisfaction
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THANK YOU

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