Personal Law Mgt 2.2424543

8/3/2019 Personal Law Mgt 2.2424543

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Introduction to Personnel LawIntroduction to Personnel Law

& Management& Management


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Case examples 1Case examples 1

11 RajuRaju joinedjoined asas anan apprenticeapprentice inin xyzxyz

organizationorganization.. After After completioncompletion ofof hishis

trainingtraining hehe requestedrequested HRHR managermanager totoabsorbabsorb himhim asas anan regularregular employeeemployee whichwhich

hehe declineddeclined.. RajuRaju wisheswishes toto challengechallenge hishis

decisiondecision underunder ApprenticeApprentice act,act,19611961..?will?will

hehe succeed?succeed? AnswerAnswer withwith reasonsreasons


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ObjectivesObjectives

The Apprentices Act of 1961T

he Apprentices Act of 1961 The Apprentices Act of 1961 envisagesThe Apprentices Act of 1961 envisages toto

regulate and control the training ofregulate and control the training of

apprentices and to supplement theapprentices and to supplement theavailability of trained technicalavailability of trained technical

personnelpersonnel for the industryfor the industry. The Act was. The Act was

amended in 1973 to provideamended in 1973 to provide for practicalfor practical

training to the graduate engineers andtraining to the graduate engineers anddiploma holders, thereby improvingdiploma holders, thereby improving

theirtheir employment potentialemployment potential


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Case examples 2Case examples 2

AA statestate govtgovt.. deptdept calledcalled forfor listlist ofof candidatescandidatesforfor certaincertain jobjob vacancyvacancy fromfrom employmentemploymentexchangesexchanges andand atat thethe samesame timetime advertisedadvertised

thethe vacancyvacancy inin thethe newspapernewspaper alsoalso andand laterlateritit selectedselected aa candidatecandidate whowho hadhad appliedapplied ininresponseresponse toto thethe advertisementadvertisement inin thethenewspapernewspaper.. AA candidatecandidate whosewhose namename waswasincludedincluded inin thethe listlist sentsent byby thethe employmentemployment

exchangeexchange wisheswishes toto challengechallenge thethe selectionselectionunderunder employmentemployment exchangeexchange (compulsory(compulsorynotificationnotification ofof vacancyvacancy )) ActAct 19591959 .. WillWill hehesucceed?succeed? AnswerAnswer withwith ReasonsReasons


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Employment ExchangesEmployment Exchanges

(Compulsory Notification of(Compulsory Notification of

vacancies) Act 1959vacancies) Act 1959 ObjectiveObjective

The Act aims to provide for theThe Act aims to provide for the

compulsory notification of vacancies tocompulsory notification of vacancies toemployment exchanges.employment exchanges.


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ThereThere isis nothingnothing inin employmentemployment exchangeexchange

(compulsory(compulsory notificationnotification ofof vacancyvacancy )act)act

19591959 whichwhich compelscompels thethe employeremployer totoemployemploy thosethose personperson onlyonly whowho havehave beenbeen

sponsoredsponsored byby thethe employmentemployment exchangesexchanges


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Case Example 3Case Example 3

PMPM GLASSGLASS FACTORYFACTORY EMPLOYEDEMPLOYED 660660WORKERSWORKERS NN 33 PRODUCTIONPRODUCTION UNITUNIT ACROSSACROSSTHETHE STATESTATE OfOf RAJASTHANRAJASTHAN.. ThoughThough thethecompanycompany claimedclaimed toto havehave greatgreat workwork placeplace inin

realityreality thethe workingworking conditioncondition ofof thethe employeesemployeeswerewere patheticpathetic.. TheThe ventilationventilation andand lightinglighting werewerebadbad.. SinceSince thethe glassglass factoryfactory byby itsits veryvery naturenature waswasproneprone toto occupationaloccupational hazards,hazards, employeesemployeessufferedsuffered fromfrom variousvarious ailmentsailments becausebecause of of

excessiveexcessive exposureexposure toto gasesgases likelike carboncarbonmonoxidemonoxide andand glassglass dustdust ,, whichwhich resultedresulted ininrespiratoryrespiratory diseasesdiseases inin workersworkers

WhatWhat accordingaccording toto factoriesfactories actact areare thethe safetysafetystandardsstandards thatthat havehave toto bebe followedfollowed byby organizationorganization


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Factory Act 1948Factory Act 1948


The main objectives of the Factories Act areThe main objectives of the Factories Act are

to regulate working conditions in factories,to regulate working conditions in factories,

andand to ensure that basic minimum requirementsto ensure that basic minimum requirements

for the safety, health and welfare of thefor the safety, health and welfare of thefactory workers are provided. Besides, thefactory workers are provided. Besides, the

Act envisages to regulate the working hours,Act envisages to regulate the working hours,leave, holidays, overtime, employment ofleave, holidays, overtime, employment ofchildren, women and young persons, etcchildren, women and young persons, etc


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CleanlinessCleanliness

Sec 12Sec 12 Disposal of wastes and effluentsDisposal of wastes and effluents

Sec 13Sec 13 Ventilation and TemperatureVentilation and Temperature

Sec 14Sec 14 Dust and FumesDust and Fumes

Sec 15Sec 15 Artificial humidificationArtificial humidification

Sec 16Sec 16 Over crowdingOver crowding

Sec 17Sec 17 LightingLighting

Sec 18Sec 18 Drinking WaterDrinking Water

Sec 19Sec 19 Latrines and urinalsLatrines and urinals

Sec 20Sec 20 SpittoonsSpittoons


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safety of the workers. They are:safety of the workers. They are: Sec 21Sec 21 Fencing of machineryFencing of machinery

Sec 22Sec 22 Work on or near machinery in motionWork on or near machinery in motion

Sec 23Sec 23 Employment of young children(age 15Employment of young children(age 15--18) on18) on

dangerous machinesdangerous machines Sec 24Sec 24 Striking gear and devices for cutting off powerStriking gear and devices for cutting off power

Sec 25Sec 25 Self acting machinesSelf acting machines

Sec 26Sec 26 Casing of new machinesCasing of new machines

Sec 27Sec 27 Prohibition of employment of women andProhibition of employment of women andchildren near cottonchildren near cotton openersopeners

Sec 28Sec 28 Hoists and liftsHoists and lifts Sec 29Sec 29 Lifting machines, chains, ropes and liftingLifting machines, chains, ropes and lifting

tacklestackles

Sec 30Sec 30 Revolving machineryRevolving machinery


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Sec 31Sec 31 Pressure plantPressure plant

Sec 32Sec 32 Floors, stairs and means of accessFloors, stairs and means of access

Sec 33Sec 33 Pits, sumps, openings in floorsPits, sumps, openings in floors

Sec 34Sec 34 -- Excessive weightsExcessive weights

Sec 35Sec 35 Protection to eyesProtection to eyes

Sec 36Sec 36 Precautions against dangerousPrecautions against dangerous

fumes, gases etc and use offumes, gases etc and use of

Sec 37Sec 37 Precautions againstPrecautions againstexplosives or inflammable dust, gas etcexplosives or inflammable dust, gas etc

Sec 38Sec 38 Precautions in case of firePrecautions in case of fire


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Washing facilitiesWashing facilities

Sec 43Sec 43 Facilities for storing and drying clothesFacilities for storing and drying clothes

Sec 44Sec 44 Facilities for sittingFacilities for sitting

Sec 45Sec 45 FirstFirst aid boxes (150) ( ambulanceaid boxes (150) ( ambulance --500)500)

Sec 46Sec 46 Canteens (250)Canteens (250)

Sec 47Sec 47 Shelters, rest rooms and lunch roomsShelters, rest rooms and lunch rooms

Sec 48Sec 48 Creches (30)Creches (30)

Sec 49Sec 49 Welfare officers (500)Welfare officers (500)

Sec 50Sec 50 Power to make rules to supplement this chapterPower to make rules to supplement this chapter


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hours of work (48 hrs)hours of work (48 hrs)

5252-- Weekly holidaysWeekly holidays

5353-- Compensatory holidaysCompensatory holidays

5454-- Daily hours (9 hrs)Daily hours (9 hrs)

5555-- Intervals for rest (30 min)Intervals for rest (30 min)

5656-- SpreadverSpreadver


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In the appointment letter dated 10 th julyIn the appointment letter dated 10 th july

2008 of Mr x it was stated that he would2008 of Mr x it was stated that he would

be made permanent on completion ofbe made permanent on completion of

probation period of 6 months . Standingprobation period of 6 months . Standing

order came in force on 15order came in force on 15ththAug 2008. MrAug 2008. Mr

y who joined on 20y who joined on 20ththAug was madeAug was made

permenent as probation period in standingpermenent as probation period in standingorder was 3 months.Can Mr X filed a suitorder was 3 months.Can Mr X filed a suit

AGAINSTTHE ORGANIZATIONAGAINSTTHE ORGANIZATION


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Mohan an employee of ABC org assaulted hisMohan an employee of ABC org assaulted his

neighbor last night. Can this be termed asneighbor last night. Can this be termed as

misconduct according to standing order actmisconduct according to standing order act

Mohan assaulted his coMohan assaulted his co--worker sohan outsideworker sohan outside

the factory premises while they were goingthe factory premises while they were going

home. Can this be termed as misconducthome. Can this be termed as misconduct

according to standing order actaccording to standing order act


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Standing Order ActStanding Order Act

The Act requires employers of certainThe Act requires employers of certain

industrial establishments to clearlyindustrial establishments to clearly

define, with sufficient precision, thedefine, with sufficient precision, the

conditions of employment,conditions of employment, i.e.i.e. standingstanding

orders/service rules, and to make themorders/service rules, and to make them

known to the workmen employed byknown to the workmen employed by

themthem


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RAJAN the CEO of poddar limited aRAJAN the CEO of poddar limited a

woollen carpet company claimed hewoollen carpet company claimed he

cannot give minimum wages on account ofcannot give minimum wages on account of

company not earning enough profit. In thiscompany not earning enough profit. In this

act of his is justified.act of his is justified.


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Mr X paid less wages then what isMr X paid less wages then what is

prescribed in Minimum Wages Act onprescribed in Minimum Wages Act onground of less performance or output.ground of less performance or output.

Is it right on his part.Is it right on his part.


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The Minimum Wages Act, 1948The Minimum Wages Act, 1948


The Minimum Wages Act, 1948 envisages toThe Minimum Wages Act, 1948 envisages to

provide minimum statutory wages forprovide minimum statutory wages for

scheduled employments with a view toscheduled employments with a view toobviate the chances of exploitation of labourobviate the chances of exploitation of labour

through payment of very low and sweatingthrough payment of very low and sweating

wages.wages. The Act also provides for the maximumThe Act also provides for the maximum

daily working hours, weekly rest day anddaily working hours, weekly rest day and

overtimeovertime


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Mr . X is found guilty of misconductMr . X is found guilty of misconduct

causing financial loss to the employer . Iscausing financial loss to the employer . Is

it lawful for the employer to deduct theit lawful for the employer to deduct the

amount of loss from the bonus payable byamount of loss from the bonus payable by

him to the employee under the Payment ofhim to the employee under the Payment of

bonus Act.bonus Act.


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The Payment of Bonus Act, 1965 aims atThe Payment of Bonus Act, 1965 aims atproviding for the payment of bonus (linkedproviding for the payment of bonus (linkedwith profits or productivity) to the employeeswith profits or productivity) to the employeesof certain establishments, and for mattersof certain establishments, and for mattersconnected therewith.connected therewith.

The object of the act is to maintain peace andThe object of the act is to maintain peace andharmony between labour and capital byharmony between labour and capital by

allowing the workers to share in theallowing the workers to share in theprosperity of the establishment reflected byprosperity of the establishment reflected bythe profits earned by the contribution madethe profits earned by the contribution madeby the capital , management and labourby the capital , management and labour


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Sohan and his 9 friends remained absentSohan and his 9 friends remained absent

from duty without any information forfrom duty without any information for

continuous 10 days? What amount needscontinuous 10 days? What amount needs

to be deducted from his wages as per theto be deducted from his wages as per the

per the payment of wages Actper the payment of wages Act


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Case example 7Case example 7

Sohan remained in the workplace withoutSohan remained in the workplace withoutdoing any work which was give by thedoing any work which was give by theemployer. Yet he claimed for full dayemployer. Yet he claimed for full day

salary. Is the employer liable to pay himsalary. Is the employer liable to pay himfull day salary or half day salary.full day salary or half day salary.

Sohan wanted to come to the factory butSohan wanted to come to the factory butwas prohibited to enter the premises bywas prohibited to enter the premises bycertain workers who were on illegal strike .certain workers who were on illegal strike .

Can Sohan claim for the wages.Can Sohan claim for the wages.


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The Payment of Wages Act, 1936 wasThe Payment of Wages Act, 1936 was

enacted with the object of (i) regulatingenacted with the object of (i) regulating

payment of wages, imposition of fines andpayment of wages, imposition of fines anddeductions from wages, and (ii) eliminatingdeductions from wages, and (ii) eliminating

all malpractices by laying down wageall malpractices by laying down wage

periods and time and mode of payment ofperiods and time and mode of payment of

wages. The Act, therefore, ensures paymentwages. The Act, therefore, ensures paymentof wages in a particular form at regularof wages in a particular form at regular

intervals without unauthorized deductionsintervals without unauthorized deductions..


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Mr x the CEO of the company deniedMr x the CEO of the company denied

Gratuity to its workman because they wentGratuity to its workman because they went

on an illegal strike and thereby causedon an illegal strike and thereby caused

heavy loss to the company.heavy loss to the company.

Was it correct on his part?Was it correct on his part?


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The Payment of Gratuity Act,The Payment of Gratuity Act,

19721972

The Payment of Gratuity Act, 1972The Payment of Gratuity Act, 1972

envisages to provide a retirementenvisages to provide a retirement

benefit to the workmen who havebenefit to the workmen who have

rendered long and unblemished servicerendered long and unblemished service

to the employer, and have thusto the employer, and have thus

contributed to the prosperity of thecontributed to the prosperity of the

employer. Gratuity is a reward for longemployer. Gratuity is a reward for longand meritorious service.and meritorious service.


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A chowkidar employed in the office ofA chowkidar employed in the office of

P.W.D was murdered during the course ofP.W.D was murdered during the course of

burglary. Can his widow claim forburglary. Can his widow claim for

compensation under workmancompensation under workman

compensation act ,1923.compensation act ,1923.


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The Workmen's CompensationThe Workmen's Compensation

Act,1923Act,1923

It aims to provide workmen and/or theirIt aims to provide workmen and/or their

dependents some relief in case ofdependents some relief in case of

accidents arising out of and in theaccidents arising out of and in the

course of employment and causingcourse of employment and causing

either death or disablement ofeither death or disablement of

workmen.workmen.


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There was a earthquake which took theThere was a earthquake which took the

life of 15 workers who was working in thelife of 15 workers who was working in the

factory at the time when earthquake came.factory at the time when earthquake came.

Can their decendents claim compensationCan their decendents claim compensation


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Case ExampleCase Example

No, because when the accident involvedNo, because when the accident involved

risk common to all humanity and did notrisk common to all humanity and did not

involve any peculiar or exceptional dangerinvolve any peculiar or exceptional danger

resulting from the nature of employment.resulting from the nature of employment.

The employer is not liable.to payThe employer is not liable.to pay

compensation.compensation.


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Mr X who was on duty , had gone toMr X who was on duty , had gone to

canteen to take tea where he dies. Can hiscanteen to take tea where he dies. Can his

widow claim compensationwidow claim compensation


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Yes, Because it has been held that theYes, Because it has been held that the

accidental injury arose in the course ofaccidental injury arose in the course of

employment and that the period of recessemployment and that the period of recess

do not disrupt the continuity ofdo not disrupt the continuity of

employmentemployment


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A workman after completing his shift dutyA workman after completing his shift duty

went to the market near his factory . Onwent to the market near his factory . On

the way back from the market, he receivedthe way back from the market, he received

injuries in an accident. Whether workmaninjuries in an accident. Whether workman

can claim compensation under workmancan claim compensation under workman

compensation act , 1923. Answer withcompensation act , 1923. Answer with

reasons?reasons?


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Doctrine of notional extension.Doctrine of notional extension.

Employment does not necessarily endsEmployment does not necessarily ends

when the tool down signal is given orwhen the tool down signal is given or

when the workman leaves the actualwhen the workman leaves the actual

workshop. There is a notional extension atworkshop. There is a notional extension at

both the entry and exit time and space .both the entry and exit time and space .

The scope of such extension depends onThe scope of such extension depends on

circumstances of a given case.circumstances of a given case.


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The employees of ABC limited are underThe employees of ABC limited are under

contractual obligation to use only acontractual obligation to use only a

particular means of transport. Which sunilparticular means of transport. Which sunil

the workman did not avail and while goingthe workman did not avail and while going

to work place he met with an accident.to work place he met with an accident.

Can he claim compensation.Can he claim compensation.


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Mr Y is workman was in dept and his jobMr Y is workman was in dept and his jobdoes not require him to visit the work shopdoes not require him to visit the work shopwhere production is taking place. Howeverwhere production is taking place. However

one day he went there to meet sohan hisone day he went there to meet sohan hisfriend at the workshop . While he was infriend at the workshop . While he was inthe workshop sohan was working on athe workshop sohan was working on amachine and he deliberately went there tomachine and he deliberately went there to

help him when he was not eligible to do sohelp him when he was not eligible to do soand he met with an accident. Can he claimand he met with an accident. Can he claimcompensation?compensation?


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Doctrine of Added perilDoctrine of Added peril

It contemplates that if a workman whileIt contemplates that if a workman while

doing his masters work undertakes to dodoing his masters work undertakes to do

something which he is not ordinarily calledsomething which he is not ordinarily called

upon to do and which involves extraupon to do and which involves extra

danger he cannot hold his master liable fordanger he cannot hold his master liable for

the risk arising there fromthe risk arising there from


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A joint Enquiry of five workmen of our factory wasA joint Enquiry of five workmen of our factory wasconducted in respect of common charge sheet issued toconducted in respect of common charge sheet issued tothem. On the basis of the findings received from thethem. On the basis of the findings received from theenquiry officer, five workers were dismissed fromenquiry officer, five workers were dismissed from

services. They raised an dispute which was reffered toservices. They raised an dispute which was reffered tolabour court. The labour court framed premilinary issuelabour court. The labour court framed premilinary issueregarding the fairness of the enquiry and passed anregarding the fairness of the enquiry and passed anaward holding that enquiry held is not fair and proper.award holding that enquiry held is not fair and proper.The labour court has also given an opportunity toThe labour court has also given an opportunity to

company to prove the charges.However thecompany to prove the charges.However themanagement intends to challenge the award of themanagement intends to challenge the award of thelabour court regarding the fairness?labour court regarding the fairness?


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Can the award of labour court with regardCan the award of labour court with regard

to preliminary issue of fairness of enquiryto preliminary issue of fairness of enquiry

be challenged in the high court?be challenged in the high court?


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Act 1Act 1, Employment Exchange Compulsory Notification, Employment Exchange Compulsory Notificationof Vacancies Act1959of Vacancies Act1959

Act 2Act 2 The Industrial employment (Standing orders) ActThe Industrial employment (Standing orders) Act19461946

ActAct 3 Factories Act, 19483 Factories Act, 1948 ActAct 4 The Apprentices Act, 19614 The Apprentices Act, 1961

ActAct 5 Child labour (Prohibition and Regulation) Act,5 Child labour (Prohibition and Regulation) Act,19861986

ActAct 6 The Payment of Wages Act, 19366 The Payment of Wages Act, 1936

ActAct 7 The Minimum Wages Act, 19487 The Minimum Wages Act, 1948 ActAct 8 The Payment of Bonus (Amendment) Act, 19778 The Payment of Bonus (Amendment) Act, 1977

ActAct 9 The Payment Of gratuity act, 19729 The Payment Of gratuity act, 1972


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ActAct 10 The Workmens Compensation10 The Workmens Compensation

Act, 1923Act, 1923

ActAct 11T

he Maternity Benefit Act, 196111T

he Maternity Benefit Act, 1961 ActAct 12 Trade Union Act, 192612 Trade Union Act, 1926

ActAct 13 The Industrial Disputes Act, 194713 The Industrial Disputes Act, 1947


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Personnel ManagementPersonnel Management


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TopicsTopics

PERSONNEL MANAGEMENTPERSONNEL MANAGEMENT

PRINCIPLES & PERSONNELPRINCIPLES & PERSONNEL

POLICIE

SPOLICIE

S MANPOWER PLANNING/MANPOWER PLANNING/

RECRUITMENT AND SELECTIONRECRUITMENT AND SELECTION

JOB ANALYSISJOB ANALYSIS

JOB DESCRIPTIONJOB DESCRIPTION

JOB DESIGNJOB DESIGN


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TopicsTopics

INDUCTIONINDUCTION

TRANSFERSTRANSFERS

PROMOTIONSPROMOTIONS LABOUR TURNOVERLABOUR TURNOVER

ABSENTEEISMABSENTEEISM

TRAININGTRAINING DISCIPLINEDISCIPLINE


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TopicsTopics

GRIEVANCEGRIEVANCE

COMPENSATIOCOMPENSATIO

MORALE STUDIESMORALE STUDIES PERSONNEL RESEARCHPERSONNEL RESEARCH


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Avon International a newly softwareAvon International a newly software

development Firm plans to introduce adevelopment Firm plans to introduce a

new HRD Policy to ensure continualnew HRD Policy to ensure continual

development of its Human Resources.development of its Human Resources.

Discuss the various aspects of HumanDiscuss the various aspects of Human

Resource that the company has toResource that the company has to

consider while drafting its HRD Policiesconsider while drafting its HRD Policies


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ABC enterprise is a steel manufacturer whereABC enterprise is a steel manufacturer where

jobs are characterized by intense specialization .jobs are characterized by intense specialization .

This gradually led to high level of dissatisfactionThis gradually led to high level of dissatisfaction

and fatigue among its employees. Discuss theand fatigue among its employees. Discuss thesuitable approach to job design that merges thesuitable approach to job design that merges the

technical needs of ABC enterprise with thetechnical needs of ABC enterprise with the

social needs of the employees?social needs of the employees?


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Job Design is the process of structuring workJob Design is the process of structuring work

and designating the specific activities atand designating the specific activities at

individual and group levelindividual and group level

It determines the responsibility of an employee,It determines the responsibility of an employee,the authority he enjoys over his work, the scopethe authority he enjoys over his work, the scope

of decision making and eventually his level ofof decision making and eventually his level of

satisfaction and productivity.satisfaction and productivity.


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Wonderworld is a leading manufacturer in the textileWonderworld is a leading manufacturer in the textile

industry. However of late it has been experiencingindustry. However of late it has been experiencing

problems of low employee motivation and deterioratingproblems of low employee motivation and deteriorating

levels of employee productivity . It is learnt that thelevels of employee productivity . It is learnt that the

monotonous and routine nature of jobs in themonotonous and routine nature of jobs in the

organization is primarily responsible for the decreasingorganization is primarily responsible for the decreasing

levels of employee productivity. In order to tackle thislevels of employee productivity. In order to tackle this

problem the management at wonderland plans toproblem the management at wonderland plans to

rearrange job activities in such a way that jobs arerearrange job activities in such a way that jobs areinteresting enough to motivate its employees. Discussinteresting enough to motivate its employees. Discuss

the various job design options available to thethe various job design options available to the

management that might help in motivating its employeesmanagement that might help in motivating its employees


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Case Incident 14Case Incident 14

Sourabh was fuming and freeting. He gave hisSourabh was fuming and freeting. He gave hisresignation to kamath His boss and walked outresignation to kamath His boss and walked outof the roomof the room

.Sourabh quit the prestigious job of SAIL as.Sourabh quit the prestigious job of SAIL asMANAGER MATERIAL where he can orderMANAGER MATERIAL where he can ordermaterial worth 25 lakh without nobody priormaterial worth 25 lakh without nobody priorapproval and joined pulp making plant inapproval and joined pulp making plant in

karanatka as AGM material.T

he perkkaranatka as AGM material.T

he perk,designation and reputation of the company,designation and reputation of the companylured him away.lured him away.


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When he joined little did he knew he had to take priorWhen he joined little did he knew he had to take priorapproval to place any order worth even Rs 1 lakh. Heapproval to place any order worth even Rs 1 lakh. Heplaced the order ,materials arrived ,were received , andplaced the order ,materials arrived ,were received , andused in the plant.used in the plant.

Trouble started when the bill came ..The accounts deptTrouble started when the bill came ..The accounts deptwithheld as it was not endorsed by kamath . Kamathwithheld as it was not endorsed by kamath . Kamathrefused to sign as prior approval was not taken from himrefused to sign as prior approval was not taken from him

Sourabh felt humilated and cheated. He decided to quitSourabh felt humilated and cheated. He decided to quit

What went wrong?What went wrong?


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Seema has been late at least three days perSeema has been late at least three days perweek since school started. Initially, she wouldweek since school started. Initially, she wouldcome in, would be very apologetic, and report tocome in, would be very apologetic, and report to

her workstation. Now she just walks in andher workstation. Now she just walks in andsimply goes to work. School has been insimply goes to work. School has been insession for two and a half months now, and hersession for two and a half months now, and hercoco--workers are not pleased. There is obviousworkers are not pleased. There is obvious

tension when the other workers are around hertension when the other workers are around herdue to her attitude and the increased workloaddue to her attitude and the increased workloadon them. What should the manager do?on them. What should the manager do?


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Discipline is employee self control or forceDiscipline is employee self control or force

which prompts him to willingly cowhich prompts him to willingly co--operateoperate

with organizational standards, rules,with organizational standards, rules,

regulations procedures deemed necessaryregulations procedures deemed necessary

for the organization etc.for the organization etc.


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The employee of a manufacturing unit had a problemThe employee of a manufacturing unit had a problemwith their supervisor who was very bossy and rude. Thewith their supervisor who was very bossy and rude. Theresult was increased frustration and an increasedresult was increased frustration and an increasednumber of accidents at the workplace .The supervisornumber of accidents at the workplace .The supervisor

who knew that the subordinates would not be able towho knew that the subordinates would not be able toreport the issue to higher officials saw no necessity toreport the issue to higher officials saw no necessity tochange the behaviour. What do you think is necessarychange the behaviour. What do you think is necessaryfor the organization?for the organization?


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Grievance is a type of discontent , whichGrievance is a type of discontent , which

must always be expressed. A Grievance ismust always be expressed. A Grievance is

more formal in character than complaint. Itmore formal in character than complaint. It

can be valid or ridiculous and must growcan be valid or ridiculous and must grow

out of something connected with theout of something connected with the

company policy or operationscompany policy or operations


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Case incident 17Case incident 17

Preeti Sharma recently joined the design team of PerfectPreeti Sharma recently joined the design team of PerfectMotors. Her initial experience showed that the topMotors. Her initial experience showed that the topmanagement showed no interest at all in the problemsmanagement showed no interest at all in the problemsbeing faced by the design engineers but at the samebeing faced by the design engineers but at the sametime, insisted on high productivity standards. Her earliertime, insisted on high productivity standards. Her earlieremployer had implemented quality circles to resolveemployer had implemented quality circles to resolvework place problems and improve productivity. Shework place problems and improve productivity. Shetherefore inspired her colleagues at Perfect Motors totherefore inspired her colleagues at Perfect Motors toform quality circles so that the problems could beform quality circles so that the problems could be

resolved and productivity improved. Will quality circlesresolved and productivity improved. Will quality circlesserve the purpose? What are the various steps in theserve the purpose? What are the various steps in thedevelopment and working of a quality circle?development and working of a quality circle?


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Quality CirclesQuality Circles

It is defined as a small group of employeesIt is defined as a small group of employeesin the same work area or doing a similarin the same work area or doing a similar

type of work , who voluntarily meettype of work , who voluntarily meetregularly for about half an hour everyregularly for about half an hour everyweek to identify, analyze work relatedweek to identify, analyze work relatedproblems , leading to improvement in theirproblems , leading to improvement in theirtotal performance and enrichment of theirtotal performance and enrichment of theirwork life.work life.

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