Vision: The Journal of Business Perspective, Jun 1, 2015
Tony Bendell, Building Anti-fragile Organisations—Risk, Opportunity and Governance in a Turbulent... more Tony Bendell, Building Anti-fragile Organisations—Risk, Opportunity and Governance in a Turbulent World, Aldershot, UK: Gower Publishing Ltd., 2014, xviv + 228 pp., Price not mentioned (hardback).
Vision: The Journal of Business Perspective, Oct 1, 2005
~ e president of Honda Motorcycles and Scooters India Limited (HMSI), who was also its CEO, had r... more ~ e president of Honda Motorcycles and Scooters India Limited (HMSI), who was also its CEO, had recently chalked out an aggressive expansion plan, which involved making the production capacity of the company's plant (at Manesar, Gurgaon, Haryana, India) triple by the end of 2007-08. Post-expansion, the company would produce 0.6 million motorcycles compared to 0.2 million in 2005; and its total two-wheeler capacity would increase to 1.2 million units from eight lakh· in 2005. He was exploring the options towards building a strategy for a long-term cooperation with the employees, But he had bitter memories ofthe recent past. He looked back at the happenings in the company in the last twelve months, Neither he nor perhaps any of the members in his managerial team could have imagined that workers' seemingly not-so-major grievances could actually lead to a war-like situation. It was not just any ordinary unionization struggle that HMSI workers had recently fought for. The company could not prevent the Union formation, which took place in May, 2005; that too with affiliation to All India Trade Union Congress (AITUC), which was the trade union wing of the Communist Party of India. What was more worrying to him was the damage to the company's image due to the large-scale violence that took place at the Gurgaon Civil Lines area involving its workers and the police on 25th July, 2005. The workers had gone there to seek a more proactive intervention of the state machinery towards reinstatement oftheir colleagues who had been dismissed or suspended by the HMSI management for acts related with union formation, This incident was reminiscent of a police state reflecting barbarism of the type practiced in the feudal era. The CEO would surely not have liked that to happen even to his supposedly "indisciplined" workers. Many happenings of that day were telecast almost live by multiple news channels in India. They were perceived by the management to have done perhaps an irreparable harm to the social existence of the company.
This teaching case is prepared to enable any learning group to analyze relevant issues in learnin... more This teaching case is prepared to enable any learning group to analyze relevant issues in learning environment but not specifically highlight effective or ineffective aspects of a decision or business process. Though the case is real its name Flora Technologies Limited is pseudonym. Real name of the firm is not used, or real names of interviewees or actual dates of events given. This is done for proprietary reasons as the idea is to focus on issues rather than any specific people, firm or date.
RDI, an NGO (non-governmental organization), which is based at New Jersey, USA, started its India... more RDI, an NGO (non-governmental organization), which is based at New Jersey, USA, started its India operations in 1989, and had expanded substantially from then onwards. As part of its income-generating activities, RDI also undertakes projects assigned by other Indian and international governmental and non-governmental agencies. The organization uses its earning for its sustenance and also fulfilling its charitable objectives of facilitating rural development and poverty alleviation involving water supply, skill development, and women empowerment activities in rural areas. However, since 2008 in wake of global meltdown the organization has been facing financial difficulties and maintaining its existing workforce. This case relates to employees retention in the organization, and problems faced on account of reducing its staff size. This case that falls within the realm of employee relations and corporate social responsibility, and raises one fundamental issue that when RDI claims it to...
This teaching case is prepared to enable any learning group to study industrial relations issues ... more This teaching case is prepared to enable any learning group to study industrial relations issues in the context of legal, business and social environmental frameworks and not to highlight any right or wrong decision-making. Reconstruction of this dispute involved studying of over 150 documents involving, inter alia, demand notices, complaints, memoranda, telegrams, proceedings of conciliation meetings, communications including confidential between labour and district officials at various hierarchical levels. Though the case is real, the name Parikshit Steels Ltd. is a pseudonym. Real name of the firm is not used, or real names of interviewees or actual dates of events given. This is done for proprietary reasons as the idea is to focus on issues rather than any specific people, firm or date.
Vision: The Journal of Business Perspective, Jun 1, 2015
Tony Bendell, Building Anti-fragile Organisations—Risk, Opportunity and Governance in a Turbulent... more Tony Bendell, Building Anti-fragile Organisations—Risk, Opportunity and Governance in a Turbulent World, Aldershot, UK: Gower Publishing Ltd., 2014, xviv + 228 pp., Price not mentioned (hardback).
Vision: The Journal of Business Perspective, Oct 1, 2005
~ e president of Honda Motorcycles and Scooters India Limited (HMSI), who was also its CEO, had r... more ~ e president of Honda Motorcycles and Scooters India Limited (HMSI), who was also its CEO, had recently chalked out an aggressive expansion plan, which involved making the production capacity of the company's plant (at Manesar, Gurgaon, Haryana, India) triple by the end of 2007-08. Post-expansion, the company would produce 0.6 million motorcycles compared to 0.2 million in 2005; and its total two-wheeler capacity would increase to 1.2 million units from eight lakh· in 2005. He was exploring the options towards building a strategy for a long-term cooperation with the employees, But he had bitter memories ofthe recent past. He looked back at the happenings in the company in the last twelve months, Neither he nor perhaps any of the members in his managerial team could have imagined that workers' seemingly not-so-major grievances could actually lead to a war-like situation. It was not just any ordinary unionization struggle that HMSI workers had recently fought for. The company could not prevent the Union formation, which took place in May, 2005; that too with affiliation to All India Trade Union Congress (AITUC), which was the trade union wing of the Communist Party of India. What was more worrying to him was the damage to the company's image due to the large-scale violence that took place at the Gurgaon Civil Lines area involving its workers and the police on 25th July, 2005. The workers had gone there to seek a more proactive intervention of the state machinery towards reinstatement oftheir colleagues who had been dismissed or suspended by the HMSI management for acts related with union formation, This incident was reminiscent of a police state reflecting barbarism of the type practiced in the feudal era. The CEO would surely not have liked that to happen even to his supposedly "indisciplined" workers. Many happenings of that day were telecast almost live by multiple news channels in India. They were perceived by the management to have done perhaps an irreparable harm to the social existence of the company.
This teaching case is prepared to enable any learning group to analyze relevant issues in learnin... more This teaching case is prepared to enable any learning group to analyze relevant issues in learning environment but not specifically highlight effective or ineffective aspects of a decision or business process. Though the case is real its name Flora Technologies Limited is pseudonym. Real name of the firm is not used, or real names of interviewees or actual dates of events given. This is done for proprietary reasons as the idea is to focus on issues rather than any specific people, firm or date.
RDI, an NGO (non-governmental organization), which is based at New Jersey, USA, started its India... more RDI, an NGO (non-governmental organization), which is based at New Jersey, USA, started its India operations in 1989, and had expanded substantially from then onwards. As part of its income-generating activities, RDI also undertakes projects assigned by other Indian and international governmental and non-governmental agencies. The organization uses its earning for its sustenance and also fulfilling its charitable objectives of facilitating rural development and poverty alleviation involving water supply, skill development, and women empowerment activities in rural areas. However, since 2008 in wake of global meltdown the organization has been facing financial difficulties and maintaining its existing workforce. This case relates to employees retention in the organization, and problems faced on account of reducing its staff size. This case that falls within the realm of employee relations and corporate social responsibility, and raises one fundamental issue that when RDI claims it to...
This teaching case is prepared to enable any learning group to study industrial relations issues ... more This teaching case is prepared to enable any learning group to study industrial relations issues in the context of legal, business and social environmental frameworks and not to highlight any right or wrong decision-making. Reconstruction of this dispute involved studying of over 150 documents involving, inter alia, demand notices, complaints, memoranda, telegrams, proceedings of conciliation meetings, communications including confidential between labour and district officials at various hierarchical levels. Though the case is real, the name Parikshit Steels Ltd. is a pseudonym. Real name of the firm is not used, or real names of interviewees or actual dates of events given. This is done for proprietary reasons as the idea is to focus on issues rather than any specific people, firm or date.
Uploads
Papers