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Industrial Relations: Assignment

The case examines an industrial dispute between the management and employees of Toyota Kirloskar Motor Private Limited (TKM) in India. There was a history of strikes and disputes due to issues like increased working hours from 8 to 12 hours without proper breaks or an increase in wages. In 2005, 15 employees were suspended and 3 were fired, leading to another strike. In 2006, there was a flash strike to demand reinstatement of the 3 fired employees. With support from trade unions, the employees were able to voice their demands. Eventually, the lockout was lifted on February 20, 2006 after intervention from the state government's labor commission.

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64 views5 pages

Industrial Relations: Assignment

The case examines an industrial dispute between the management and employees of Toyota Kirloskar Motor Private Limited (TKM) in India. There was a history of strikes and disputes due to issues like increased working hours from 8 to 12 hours without proper breaks or an increase in wages. In 2005, 15 employees were suspended and 3 were fired, leading to another strike. In 2006, there was a flash strike to demand reinstatement of the 3 fired employees. With support from trade unions, the employees were able to voice their demands. Eventually, the lockout was lifted on February 20, 2006 after intervention from the state government's labor commission.

Uploaded by

Alan K Raju
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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INDUSTRIAL

RELATIONS

ASSIGNMENT
“Industrial Dispute”

DONE BY:
SHIVANI ELAYIDAM
BBA 3 YEAR
INDUSTRIAL DISPUTE IN TOYOTA

INTRODUCTION:
The case examines the industrial relations problems at
Toyota Kirloskar Motor Private Limited (TKM), an Indian
joint venture between Japan based Toyota Motor
Corporation and Kirloskar Motors. The case discusses the
various reasons, which led to the dispute between the
management and the employees of TKM. It elaborates the
incidents, which led to the strike and lockout at the
company.
DISPUTE:
Toyota Kirloskar Motor Private Limited (TKM) is an
company that came into existence from 1997 and it
started its production operation in 2000, TKM had had a
history of disturbed relations between the management
and the workers. It included many strike and disputes like
the strike and lockout. The first strike at TKM began in
April 2001, and it went on for about two days. The second
one was in June the same year. In 2002, the company
decided to call the workers in two shifts to meet the
increased demand for the company's cars. The first shift at
TKM started at 8 AM and ended at 4 PM. The workers in
this shift were asked to work overtime for four hours
between 4 PM and 8 PM.
On 2005 the employees demanded hike in wage as there
was extension in the working hours, in between the strike
15 employees were suspended and 3 were fired from the
company. The management showed false reason for that
action they told that the employees had misconducted in
work place and had attacked the superiors. After the
problem the management had increased the wage 15%.
In 2006 the workers had a flash strike for the other 3
employees who had lost their job in 2005. The employees
had blocked the road, they had threated to blow LPG
cylinders, block the movement of the manufacturing of the
vehicles also they stopped the production, and the strike
illegal this time. They had mishandled the works who
were not part of the same.
In 2005 TKMEU AND CITU they both were very supportive
for the employees and the involvement of them had
resulted in an aggravation between the employees and
management and the management had made some
employees to stand against the trade union. But the trade
union had constantly supported the employees for justices
and with their support the employees managed to put
forward their demands.
In end of dispute was in 2006 both CITU and TKMEU had
supported the employees to fight against the management
to bring back the fired employees to job. On 5 February
2006 again the employees raised their voice and managed
to seek the attention of the management. On 9 February
2006 the management and the trade union
representatives were asked to present before the Deputy
Labour Commission, the order was by the state
government. On 20th February 2006 the result was
published and the management had to lift the locket.
CONCLUSION:
In my point of view, the major factors of the industrial
dispute was the unrest of labours in the work place, rude
and strict attitude of the management, poor performance
of the workers, increase the working hours of workers
from 8hrs to 12hrs, no increase in wages, no breaks during
the shift to use washrooms, dismissal of the workers,
involvement of external parties etc.
To maintain the industrial peace both the employees and
the management have to move in a mutual understanding ,
healthy relation must be maintained, a declaration stating
the disciplinary rules and work ethics at workplace should
be taken from the workers before joining, there should be
a regular meeting happening between the worker union
members and management discussing various issue and
grievances of the workers , employees could be called in
different shifts in order to avoid overtime of the
employees and overtime should not be made mandatory it
should be made volunteer and if this overtime should be
compensated optimally or rewarded, Proper break time,
lunch time should be maintained.
The case help us to understand the factors that lead to
strikes and lockouts at a factory and the impact of such
happenings on the employees and the company, study HR
policies adopted by organizations to prevent labour unrest
at the workplace. Examine the role played by the top
management in ensuring peaceful working environment
and analyse the role of external parties such as trade
unions political parties etc in disturbing the working
environment in a company.

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