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Emerging World Trade Regime
1. EMERGING WORLD TRADE REGIME:
Social clause and implications for employee
relations management
2. Agenda
Introduction
Social realities, culture and organizations: Global
perspective (Country perspective)
WTO regime and the social clause
Centre- State vs State-State pulls
Employment security
Labor redundancy
Wage Policy
Social Security
Contract Labor
Child Labor
3. Introduction
Significant changes in social and corporate
world due to WTO regime
Reforms impact upon all HR practices and
trade unions
Intensity depended upon ownership, culture
Indian context:
Reforms treated with suspicion by working class
Political parties too interfering in the process
4. New employment relationship
Employee expectations:
Provide education, training, and skill development
opportunities
Provide education, training, and skill development
opportunities
Involvement in decision making / empowerment
Open communication, mentoring
Challenging meaningful and interesting work
Performance based compensation
5. New employment relationship
Employer expectations:
Assume responsibility for developing and
maintaining skills
Produce positive results and add demonstrable
value
Understand the nature of employers/business
Have customer focus
Work in teams, and take initiatives
Flexibility and commitment
6. Social Realities, culture and organizations
Japan:
Submissive and adaptable nature because
of agri-centred society
Work considered source of moral culture
Work ethics weakened in post World War II
generation
High educational level of workers
Non-confrontational attitude and industrial
harmony
7. Social Realities, culture and organizations
Yugoslvia:
Socialist self-management regime
Workers’ Council elect top managers
Success depends on efficiency of
business enterprises
8. Social Realities, culture and organizations
Indonesia:
Three cultural levels:
Ethnic regional cultural level: tribal group culture
Regional-national cultural level
National-international cultural level: internalized western
values
Top managers prefer paternalistic style of leadership
Collectivistic, short-term oriented
Need vision, less communication barriers
Orientation towards- God, environment, and self
9. Social Realities, culture and organizations
Thailand
Nine value orientations:
Ego, grateful relationship, smooth interpersonal
relationship,
Flexibility and adjustment, religio-physical
orientation
Education and competence, interdependence
Fun-pleasure, achievement-task
Direct confrontations and criticism avoided
Motivation by benevolent, paternalistic type leader
10. Social Realities, culture and organizations
Hong Kong:
Issue of cultural adaptation an issue where
management is not indigenous
South Africa:
Institutionalized racial discrimination part of
organizations
Inclusion of HR planning, career pathing, continuous
learning in HR agenda
Strategically linked HRD needed to overcome labor
market segregation based on race
11. Social Realities, culture and organizations
China:
Respect for age and hierarchy, face and harmony,
group orientation, personal relationships
Confucian traditions and ethos applied to
integrations of labor force
Tradition of thoroughness in work, strict discipline,
credibility, inclusivity of expectations
Paternalism, personalism and defensiveness - a
socio-historical legacy
12. Social Realities, culture and organizations
Taiwan
Four distinct managerial patterns:
The Grassroots type and Mainlander type:
typical of Chinese values
Grassroots type include Japanese features
The Specialist type: includes western logic
of rationalism
The Transitional type: includes both western
and Japanese managers
13. Social Realities, culture and organizations
India
Three types of behavioral dispositions or
ethics:
Personal ethic of helplessness
Organizational ethic of personalized
relationships
Idealized family-centered work ethic
14. Social Realities, culture and organizations
India
Draws from the authoritarian practices in family
Reward system based on negativity and
uncertainty
Family and religious traditionalism emphasis on past
Joint family systems – need to meet obligatory
demands from relatives, friends etc.
Nurturance, universalism, peer leadership
enhances member integration
Synergic and exploitative cultures in large and
small organizations
15. WTO regime in India
A mixed picture
India being the founder member of the ILO, contributed
to the codification of international labor standards
India benefitted from framing its own labor framework
on labor aspects
Indian constitution and labor laws uphold all the
principles evolved in the eight core international labor
standards
16. Social clause & Indian legislation
Social Clause Aspects Indian constitution/legislation
Freedom of association and right to The trade union of act, 1926
collective bargaining
Abolition of forced labor in all its forms Article 23 of the constitution and the
bonded labour system (abolition) act,
1976.
Equal remuneration convention, 1951. The equal remuneration act of 1926 seeks
The four underlying bases for to provide equal remuneration for men
determination of work of equal value and women
are skills, efforts, responsibility and
working condition
Discrimination convention which The constitute upholds equality,
covers any discrimination, exclusion or denounces discrimination and
preference encourages preferential treatment to
disadvantaged groups in the society
Minimum age for employment should The child labour prohibition act, 1986.
ordinarily be 15 and 18 in dangerous
occupations
17. Centre – State vs State-State Pulls
Significant changes in labour laws by states
i.e. trade unions act 1926
Secret ballot for trade union recognition
Secret ballot through tripartite social dialogue
Simplified labour inspection laws (Rajsthan)
Kerala extended full rights to entrepreneurs for
hiring of labor
Implementation has been the weak link
18. Wage policy
Wage policy is main concern in the Indian context
Dearness Allowance is based on the lowest basic wage
indexing which declines as the basic wage rises
Bonus payment governed by the payment of bonus act,
1965
Average real wage rate tends to decline when inflation
rate rises above certain level
Revision of basic wages does not consider labor
productivity and profitability in organization
Economic reforms lead to cost adjustment and wage
flexibility is an important tool
19. SAAT, 1996
South Asia Multidisplinary Advisory Team (SAAT)
Reported by SAAT, government should have several
objectives-
Ensuring minimum level of living
Creating condition for systematic growth of wages
Sustaining appropriate wage productivity linkages
Incorporating appropriate incentives structures
Limiting income inequalities
Minimum wage should be fixed at national level
20. Employement Security & labour
market flexibility
SAAT report indicates that, Indian employment
security system is based on three premises
( Legislations : Industrial disputes Act 1947,
Industrial employment Act 1946 )
Industrial workers – potential victims of exploitation
Protection from exploitation – must come from
government regulations
Income security follows from employment security
Retrenchment (except under certain conditions) in
enterprise employing 100 or more workers requires prior
permission from govt. authorities
21. Labour Redundancy
Sizeable lot of redundant labour due to:
Inapt handling of industrial sickness incidents
Continuance of non-viable enterprises by the
Government for employment protection
Over employment by public enterprises
Introduction of reforms aimed at:
Development of institutions for efficient redeployment
of labour from organized to unorganized sectors
Stimulation of growth of the unorganized sector
Commitment of large resources on the part of
Government
22. Labour Redundancy
Measures
Voluntary Retirement Schemes packaged
with programmes for counselling, retraining
and redeployment
Transparency in the entire system
Self employment: measures for
entrepreneurship training
Unorganised Labour Market
Reforms aimed at income security and
social security
23. Wage Policy
Minimum wages set by Government for unorganised sector
Variations in minimum real wage rates across states and
across occupations
Minimum wage rates revised very infrequently
Revised rates lower in real terms than pre-revision rates
Statutory minimum wages below the poverty-line wages
Actual wages below the statutory wages
Lack of proper indexation
Irregular revisions and weak enforcements
Setting different wages for organized and unorganized
sector
24. Wage Policy
Recommendations for minimum wage
National minimum wage payable to all
unskilled workers irrespective of age and
sex
Fully indexed and above he poverty-line
States to derive minimum wages from
this by using appropriate price indices
25. Social Security
Unorganized sector workers mostly covered under LIC,
General Insurance Corporation of India, National Social
Assistance Programmes and Annapurna
Frequent change in occupations : specific occupation
based programmes rendered useless
Schemes like Annapurna failed due to administrative
and operational problems
Thorough evaluation of schemes in their total structure
Social security partners need to be strengthened with
respect to finance, human resource development,
monitoring and evaluation
26. Contract Labor Act, 1970
Provisions for
Abolition of contract labour in perennial and
permanent jobs
Regulating the contract labour system
Suggested reforms
New dispensations for the wages, safety and welfare
of contract labour
Right to employees to go for contracting without any
restrictions
Labourisation or workers’ financial participation as an
effective remedy
27. Child Labour
India
11.28 million child labourers (1991 census)
40% of the world child labour force
Child Labour (Prohibition and Abolition) Act, 1986:
hazardous industries and activities
Further implementation of national policy and more
advanced reforms such as creation of Child Labour Cells
in each state
Lack effective implementation
Social initiatives and strenghtening of inspection
measures required
28. Discussions
Pre WTO, employees enjoyed lifetime employment,
company sponsored health programmes and
retirement pensions
Post WTO, employees expected to work in multi
faceted teams and update their skills continuously
Restructuring Feeling of job insecurity
29. Recommendations
Acceleration of reforms required
Role of Government important due to legislative
reforms falling under their purview
Extensive controls, large Government sector and
many Government programmes bureaucracy
leading to failure in implementation
Monitoring of reforms by independent regulatory
bodies with greater transparency