UGC NET/JRF EXAM, June-2020 Labour and Social Welfare

Trompennars, and Charles Hampeden-Turner (1997) have studies the impact of national culture on organisation cultures by distinguishing corporate cultue along two axes's: equality, hierarchy and orientation to the person-the task. This gives broadly four types of cultures depending on how they think and learn, how they change and how they motivate, reward and resolve conflicts. The four types can be described as follows:

(1) the family;
(2) the Eiffel Tower;
(3) the guided missile; and
(4) the incubator.

Family: A family metaphor for corporate culture implies a traditional head of the household, or "father" figure at the top of the organizational hierarchy. This kind of culture is personal, with face-to-face relationships, while also remaining power-oriented and perhaps even authoritative.

The organizational leader is considered to be in a position of power, given great authority but expected to care for employees like his or her children and act in their best interest. Despite the nature of power embedded within this position, this power is looked upon as intimate, well-meaning, and non-threatening.

Employees desire the leader's approval and this approval, when achieved, is considered a reward in itself. Workers in such organizations work collaboratively like most family members and toward the collective good of the organization or family unit. While there is a definite pressure to perform, this pressure is moral and social rather than financial or legal.

Eiffel Tower: Given its strictly vertical and unidirectional structure, the Eiffel Tower metaphor for corporate cultures represents a bureaucratic division of labour with clearly prescribed roles and functions for individual workers.

Successful planning and implementing of corporate strategy and vision depends on all personnel playing their designated roles and responsibilities. The boss in this kind of a corporate culture just happens to be a person, because essentially this person is a role that could potentially be played as easily by someone else.

Unlike a supposed benevolent family-like hierarchy in the family-style corporate culture, the different levels of hierarchy in an Eiffel Tower culture are clearly defined, and roles, duties, and responsibilities are unequivocally conveyed to you.

Because one's power and authority come from the role one plays within the organization, they do not extend beyond that specific corporate environment. Individual workers are valued for their contributions to corporate goals, but personal relationships are avoided in such cultures, to maintain objective judgment and avoid favoritism.

Guided missile: These corporate cultures work on egalitarian principles but remain impersonal and task-oriented, like the Eiffel Tower-based organizational structures. Guided missile organizations are taskoriented, focus on the end goal, and assign responsibilities to teams or project groups with different levels and kinds of expertise.

These kinds of groups tend to be temporary, and relationships dissipate with the conclusion of the project at hand. Members within these cultures are not affectionate or loyal to each other or their groups. As groups dissolve, members will join other groups to work on new projects.

Changes happen frequently and are easily accepted. Motivations are generally intrinsic and because a number of differently specialized individuals work together on a temporary basis, these cultures tend to be individualistic and performance based.

Incubator: Incubator cultures believe in individual fulfillment and satisfaction from work. They allow individuals to indulge their natural creative selves and provide multiple opportunities for self-expression.

The logic of such cultures is to enable a break from mundane work routines and monotony. Incubator cultures are personal as well as egalitarian. Individuals perform crucial roles as they complete innovative projects and services.

These organizations are typically entrepreneurial, and individuals working here are not constrained by organizational loyalties; rather, employees continue to stay witll the organization based on an emotional commitment to the nature of their work and its potential reach and scope.

As with the guided missile, motivation is intrinsic, and individuals may easily put in 70-80 hours a week because they enjoy what they do and do not consider it work.

The Trade Unions Act 1926 defines trade union "as only combination whether temporary or permanent, formed primarily for the purpose of regulating the relations between workmen and employers, or between workmen and workmen or between employers and employers or for imposing restrictive conditions on the conduct of any trade or business and include any federation of two or more trade union”.

Trade unions are voluntary organisations of workers formed to promote and protect the interests of workers through collective action. Prior to amendment in January 2002, the Act allowed any 7 or more members of a trade union to apply for registration of their union.

After the Amendment only such trade union can be registered which has at least 10 per cent or 100 (which ever is less) members. In no case, a union shall be registered without a minimum strength of 7 members.

Trade Union Act The:

• Trade Union Act, 1926 provides for registration of trade unions of employees and workers, and, in certain respects, it defines the law relating to registered trade unions. The Trade Union Act, 1926 is administered by the concerned State Governments.

• The Trade Union Act, 1926 has been amended and the following amendments have been enforced from 9 January, 2002.

• No trade union of workmen shall be registered unless at least 10 per cent or 100, whichever is less, of workmen engaged or employed in the establishment or industry with which it is connected are the members of such trade union on the date of making or application for registration.

• In no case a union shall be registered without a minimum strength of seven members.

• All office bearers of a registered trade union except not more than one third of the total number of office bearers or five, whichever is less shall be persons actually engaged or employed in the establishment a industry with which the trade union is connected.

Statistical techniques: The earlier techniques-managerial judgement, Delphi technique and work study-provide only a rough approximation of the number of personnel required and are suitable for shortrange demand forecasting.

Long-range personnel forecasting is more amenable to statistical techniques. Some of the widely used statistical techniques are as follows: Ratio-trend analysis: This is the simplest and quickest forecasting technique. With this technique, HR needs can be estimated by studying past ratios and forecasting future trends based on those ratios.

Ratio-trend Analysis: This is the quickest forecasting technique. The technique involves studying past ratios, say, between the number of workers and sales in an organisation and forecasting future ratios, making some allowance for changes in the organisation or its methods..

Payment of Subsistence Allowance: Where any workman is suspended by the employer pending investigation inquiry into the complaints or charges of misconduct against him, the employer shall pay to such workman subsistence allowance at the following rate:

(a) Fifty per cent of the wages which the workman was entitled to immediately preceding the date of such suspension for the first ninety days of suspension; and
(b) Seventy-five per cent of such wages for the remaining period of suspension if the delay in the completion of disciplinary proceedings against such workman is not directly attributable to the conduct of such workman.

In case of any dispute regarding the subsistence allowance, the workmen or the employer may refer it to the labour court having territorial jurisdiction which shall decide the matter after giving the parties an opportunity of being heard and such decision shall be final and binding on the parties.

It is clear from Section 10A of the Industrial Employment (Standing Orders) Act, 1946 that the employer is required to pay subsistence allowance to a workman suspended pending inquiry at the rate of 50 per cent of wages for the first 90 days and at the rate of 75 per cent of wages for the remaining period of suspension, if delay in completion of disciplinary proceedings is not directly attributable to the conduct of the workman concerned.

If under Section 10A(1)(b) of the Act only the words "attributable to" were used, the position would have been different, but prefixing the word "directly" to the "attributable to" makes a drastic difference to emphasis that in order to deny a workman subsistence allowance at the rate of 75 per cent.

The delay should be directly attributable to the conduct of such workman in completion of disciplinary proceedings and not that every kind of delay is covered by the said provision.

Thus, where the delay is due to stay order passed by the court, the workman cannot be denied subsistence allowance at the rate of 75 per cent under Section 10A(1)(b) of the Act.

A firm will demand an input as long as its marginal revenue product exceeds its market price. Marginal revenue product, which in perfect competition is equal to a factor's marginal product times the price of output, is the value of the factor's marginal product:
MRP​🇱​ = MP​🇱​ × Pₓ
The amount that a firm is willing to pay for a factor of production depends directly on the value of the things that the firm produces. It follows that: If product demand increases, product price will rise and marginal revenue product (factor demand) will increase-the MRP curve will shift to the right. If product demand declines, product price will fall and marginal revenue product (factor demand) will decrease-the MRP. curve will shift to the left.

In a boom period, there is no cyclical unemployment. When the economy goes into recession, workers lose their jobs and they have difficulty getting another job because there are too few jobs in the economy at existing wage rates.

Cyclical unemployment is therefore INVOLUNTARY UNEMPLOYMENT. It is involuntary because unemployed workers can't choose to go back to work, because there are no jobs available.

However, all other types of unemployment are examples of VOLUNTARY UNEMPLOYMENT. This occurs when workers refuse opportunities of work at existing wage rates. The NATURAL RATE OF UNEMPLOYMENT is the percentage of workers who are voluntarily unemployed.

Labour matters for legislative deliberations by the central and state governments are included in all the Union, Concurrent and State Lists of the Constitution.

The Union List includes participation in international conferences; regulation of labour and safety in mines and oil fields; industrial disputes concerning union employees; union pension; inter-state immigration; labour in major ports, railways, ports, telegraphs and telephones and air transport; and union agencies and institutions for professional, vocational and technical training.

The Concurrent List includes trade unions, industrial and labour disputes; social security and social insurance; employment and unemployment; welfare of labour including conditions of work, provident fund, employees' liability, workmen's compensation, invalidity and old age pension and maternity benefits; vocational and technical training of labour; labour in factories, boilers and electricity; inquiries and statistics; and economic and social planning.

The State list includes state pension; and relief of the disabled and unemployables.

Child and Adolescent Labour (Prohibition and Regulation) Amendment Act, 2016:

Three decades later, the 1986 Act undergone a major amendment. The Amended Act prohibits employment of children below fourteen years of age in all occupations and processes except where the child helps his family after his school hours or helps his family enterprises.

The Act also prohibits employment of adolescents, namely, who have completed fourteen years of age but not completed eighteen years, in any hazardous occupations.

SALIENT FEATURES OF THE CLPR AMENDMENT ACТ, 2016

(i) It seeks to prohibit employment of children below fourteen years in all occupations and processes;

(ii) It prohibits employment of adolescents (persons who have completed fourteenth year of age but have not completed eighteenth year) in hazardous occupations and processes set forth in the proposed Schedule;

(iii) It inserted for the first time new definition of "adolescent" that means a person who has completed his fourteenth year of age but not completed his eighteenth year in Sec. 2 of the said Act;

(iv) It inserted for the first time new definition of "adolescent" that means a person who has completed his fourteenth year of age but not completed his eighteenth year in Sec. 2 of the said Act; It also prohibits employment of adolescents in hazardous occupations;

(v) It defines "child" to mean a person who has not completed his fourteenth year of age or such age as may be specified in the Right of Children to Free and Compulsory Education Act, 2009, whichever is more;

(vi) It seeks to prohibit employment of children in all occupations and processes except where the child helps his family after his school;

(vii) It has inserted a new Sec. 3A to prohibit employment of adolescents in any hazardous occupations and processes specified in the proposed Schedule;

(viii) Under Sec. 4 it empowers the Central Government to add or omit any hazardous occupations and processes from the Schedule to the proposed legislation;

(ix).It omits Part III of the said Act in view of the prohibition of employment of children below fourteen years of age in all occupations and processes;

(x) By sub-section (1) of Sec. 14 it seeks to enhance the punishment (from imprisonment for a term which shall not be less than three months but which may extend to one year or with fine which shall not be less than ten thousand rupees but which may extend to twenty thousand rupees) to imprisonment for a term which shall not be less than six months but which may extend to two years,

or with fine which shall not be less than twenty thousand rupees but which may extend to fifty thousand rupees, or with both, for employment or permitting any children to work in any occupations or processes in contravention of Sec. 3.

However, the parents or guardians of such children shall not be liable for such punishment unless they permit such children for commercial purposes.