In the modern times industries can survive only if they bring a change management ,There should be organizational changes and also with dynamism gradual change we cannot cope up with leaping nations to grab the world market yesterday it is U.S.A today Japan tomorrow,Korea Singapore Germany will be striving to lead – where are we? Unless we change that to with zeal and dynamism,existence of industries will be at stake.
The dynamics of change include
In this we will concentrate how technology and Industrial Relations are going to move.
Increasing international economic interdependence has disturbed traditional IR arrangements in several broad ways.
Firstly,such arrangements have normally been confined to the circumstances created by national markets;but globalization has fundamentally changed,and considerably expanded, the boundaries of the market place. In this respect,the extent of information flows made possible by new technology is building inter-enterprise networks around the world,is calling into question the traditional boundaries of the enterprise and is eroding current IR arrangements.
MNC's are the primary driving force for change. They are organizations that engage in FDI and own or control productive assets in more than one country (Frenkel and Royal 1996a:7). They are creating very complex international production networks which distinguish globalization from the simpler 6 forms of international business integration in earlier periods. As producers of global goods and services (notably,in the area of mass communications),centre’s of networks and large employers, MNC's have an impact extending far beyond urban centers in the countries in which they are located. In addition to the activities of MNC's, many locally-based enterprises, of varying sizes, in many countries are using information technology to focus on the demands of international (and domestic) "niche" markets in a way which is contributing to a growing individualization and decollectivism of work.
Secondly, globalization has disturbed the status quo between "capital" and "labour" in each country, in the sense that capital is significantly more mobile in an open international environment, while labour remains relatively immobile (here it should be noted that, under globalization,international labour migration is continuing, but, proportionately to the rate in the1970's, has not increased - see World Bank 1995: 53. This can place "labour" at a relative disadvantage, in that "capital" can now employ "labour" in different countries, at lower cost and on a basis which can prejudice the continuing employment of workers in the originating country.
Thirdly,globalization is having a contradictory impact on IR.It is accelerating economic interdependence between countries on an intra- and inter-regional basis and encouraging similarities in approach by individual enterprises in competitive markets. This may lead to some convergence in industrial relations arrangements around the world.At the same time, there is clear evidence of resistance towards convergence, based on particular national and regional circumstances (eg,in Europe and Asia).
When computerization was contemplated at Life Insurance corporation of India – Mount Road madras office few years before all the workers and staff came out to the streets saying we will not allow computer to enter our office – It will enter on our dead body only – Such fierce resistance was there in the L.I.C against technology advancement of course today – even the lowest paid may be having a computer in their house .When this is the problem of technology and 1.R we have to approach it continuously in a humanitarian reassuring way.
This is seen in change of designation also up to car, jeep, small dumpers the person who drives it are called drivers New technological equipment,big haulers, shovels the person who drives them are called operators this small difference in nomenclature improve the relations and they feel elated.
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Industrial Relations Management Tutorial
Introduction Of Industrial Relation Management
Concept And Determinants Of Industrial Relations And Its Position In India
Managing Industrial Relations Changes, Industrial Relations And Productivity
Changing Technology, Effective Communication And I.r Management Structure
Indian Culture, Industrial Relation International Labour Organization
Trade Union Legislation
Multiplicity Of Trade Unions
Industrial Relation Management And Management Of Trade Union
Ir Strategies - A Discussion
Worker Development And Worker’s Participation
Grievance Handling Machinery
Collective Bargaining – An Overview
Collective Bargaining In India
Collective Agreements In India
International Labour Organisation And Labour Council &constitutional Provisions
Labour Administration Machinery Of The Central Government
Industrial Relations And Its Contemporary Trends
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