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INDEPENDENT UNIVERSITY BANGLADESH

CASE STUDY: A WORRIED CEO


Submitted To:
Course Instructor: Dr. Mir Mohammed Nurul Absar Nahid
Course ID: HRM380
Course Name: Industrial Law and Relation.

Prepared By:
Group Name: Motivator
Members:
Shaheen Sultana : 0721119

Sabbir Ahmed Quaderi : 0711003

Zahidul Islam : 0711056

Ahmed Shamir Sakir : 0821008

Md. Mohtasim Motaleb : 0821252

Chowdhury Jubayed Hossain : 0721024

Submitted on: 2nd July, 2010.


Table of Contents

Acknowledgment........................................................................2
Introduction..................................................................................3
Company Profile..........................................................................3
Situation Analysis........................................................................4
Problems and Analysis...............................................................4
Solution According to BLA- 2006.........................................6
Conclusion.....................................................................................7
Acknowledgment

This is to say thank you to our instructor Dr. Mir Mohammed


Nurul Absar Nahid who has given is the opportunity to work on
this case and all the help and support you gave us while the
preparation of this report. This case has helped us to understand
what kind of problems can occur in an organization and what we
can do in such situation which has been a lot important to get
some basic knowledge. And as it is our first case analysis we hope
any mistakes will be overseen
Secondly, thank you to all group members for your corporation
and unity in this report formation.
Introduction
Industrial relation is concerned with the relationship between
management and worker and the role of regulatory mechanism is
to resolving any indutrial despute. From the managements
perspective it is unethical on the part of management to take
advantage of the helpless of the workers and exploit many people.
And on the part workers it’s unethical to call upon illegal strikes
and give less priority to the organizational goals. The two main
reason of industrial despite in any organization is scarcity of
resources and miss-communication. In M. Feeds the reason is
miss-communication between employers and workers.
Company Profile

The Company on which this case study is based is M. Feeds


which is situated in Bangalore. Mr. Sudarshan is the Managing
Director, Mr. Setty is the Factory manager and Mr. Sridhar is the
HRD management. This is company had two trade unions one
was of Gowda and his team and other was Subbu and his team.
Situation Analysis

At the beginning of 1987 which Gowda and his team were


elected as after which was the first event of wrecking of the
M.Feeds. There were partiallity done by management such as the
supporting the Sabbu and his team for the programme they
organised and management used to not like the Gowda and his
teams attitudes and activities. There were other events like Sabbu
and his team demanded for the negotiation with them. Other
issues like physical bout between Gowda and Sabbu, their
suspension and which further leaded to a strike of three months.

These all desputes caused lost of costumers.

Problems and Analysis

1. Managements partiality: Management supported the other team


other then CBA where according to the Chapter 13 of Bangladesh
Labor Act- 2006 section: 202(24) that CBA has to represent all
the activities of workers but they supported the other trade
unions program without CBA.
2. Management dislikes CBA: Management is suppose to support and
accept all rights of trade unions as CBA is the worker agent. But
instead they disliked CBA. This caused certain kind of difference
between the workers, which may even has to break the unity
between workers.

3. Conflicts between CBA and other TU: Because of certain


support from the management we can Sabbu got the chance to
get in conflict with CBA head Gowda.

4. Lack of co-operation between CBA and Management: the


whole case shows at different point how CBA and management
had no corruption. Management supported the other trade union
for the program without informing CBA and according to BLA-
2006 chapter 13 all strike has to be declared but they did not
declare. When Gowda was called for inquiry, Gowda did not co-
orporate.
Solution According to BLA- 2006
The responsibility of Hr manager is to manage the workers and
establish satisfaction in the mind of workers. When there is
conflict then the workers blame the employer and the employer
blames the worker. But this is true that who creates problem its
only they who can find the solution. And to resolve all these
problem can be only solved by proper implementation of labor
laws.

1. According to Section 202(24) any forum or program will be


represented by CBA.

2. CBA is the only legal representative to discuss with


management to draw their demand.

3. Chapter 13; 202(24) they have to give notice or declare “strike”


have to inform DL before 7 days.

4. Solution According to BLA- 2006

5. The union representative must be purposeful but reasonable.

6. Relationship between both parties should be bona-fide.

7. Al-though both party shouldn’t do anything which affect the


existence of organization.
Conclusion
The success factor of any company is the way the company
manages and satisfies it is employee and workers to attain the
goals of the company. And all employees and workers should
understand that their demands are not superior to the survival of
the organization. M. Feeds have lost most of its customer so it can
re-establish its marketing department and appoint new factory
manager and HRD manager.
Industrial relation is process by which human beings and their
organization interact at their work place. So if there is no proper
interaction conflicts and deputes arises.