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Essay / Research Paper Abstract
This 5 page paper looks at industrial relations in India considering the way that they are influence by the politics and general culture. The political influence in considered by looking at legislation and controls and the cultural impact is assessed using Hofstedes cultural dimensions model. The bibliography cites 6 sources.
Page Count:
5 pages (~225 words per page)
File: TS14_TEIRindia.rtf
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Unformatted sample text from the term paper:
history regulated by the state. Legislation such as the Workmens Compensation Act 1923 which provides for compensation for employees injured at work, the Industrial Disputes Act 1947 which
banned strikes but provided for the referral of disputes to tribunals so that they could be settled by adjudication, an act that was passed to ensure continued supplies. Other
acts that have been important are the Industrial Employment Standing Order Act 1946 and the Trade Unions Act 1926 (Kazi and Townsend, 2002). These acts may be relativity old, and
passed during a very different time, when India was still in British hands, but they are still in effect today (Lexis, 2009) The approach has generally been a paternal
approach, where the state is ensuring that there are sufficient provision of the employees, when looking at the culture and dimensions of the power distance relationship as defined by Hofestede,
this may be further appreciated in terms of the suitability for this approach,. The Workmans Compensation Act 1923 places an obligation on employers to protect their employees. This act makes
it was responsible for the provision of safety equipment in order to reduce the number of accidents in the work place (Kazi and Townsend, 2002). In addition to this, where
an employee is injured at work the employer has an obligation to provide adequate medical treatment. Under certain circumstances employing it has also been made liable to pay compensation for
injuries sustained, or diseases contracted1, during the course of their employment (Kazi and Townsend, 2002). This is an interesting approach, as the compensation which history to be paid does not
require that to be the presence of any measure of negligence on the part of the employer, nor is the amount of compensation payable in lines to the degree of
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