organisation
Content
Global management schools:
Management education gained real impetus in 20th century marked by globalization
and liberalization and rise of good number of transnational corporations.
Internationalization of labour market, commodity market and capital market created
incredible opportunities for all by offering choices at the competitive prices, raising
quality of life and aspirations, expanding service sector and providing decent
employment to millions of youth. Information and communication technologies
revolutionized the way we conduct business.
These developments ensured a great demand for professionals. BSchools turned up in
a big way across the globe to enable a cadre of business leaders and managers with
appropriate knowledge, skills and attitude. Business education helped in developing
intelligent strategic planning and action, longterm perspective, corporate culture,
standards of excellence, effective leadership across the organization, team spirit,
objective decision making, standardization of processes and systems. Notable entrants
in Management education include IMD Switzerland (1990), Hong Kong UST
Business School (1991), China Europe International Business School (1994), Said
Business School at Oxford University (1996) and Indian School of Business (1996).
Grievance handling:
The management schools across the world are keen to provide a positive and
supportive working environment for all of its employees, and as such will take every
step to resolve issues in the workplace quickly and efficiently, at the lowest possible
level.
The grievance procedure is not a substitute for good daytoday communication where
employees are encouraged to discuss and resolve daily working issues. Many
problems can be resolved informally if channels of communication are kept open and
work well. If problems cannot be resolved informally a grievance may be raised and
will be investigated as quickly as possible so that it can be resolved within a
reasonable timeframe.
The management school will deal objectively and constructively with all grievances,
and employees who decide to use the procedure may do so with the assurance that the
matter will be considered fairly and in confidence. However, it must be recognised
that it is not always possible to resolve grievances to everyone’s satisfaction.
The management school that formal grievances can have a serious detrimental effect
on employees and relationships at work, whether they are upheld or not, and will
provide appropriate support to any employee involved in a grievance process from the
outset to help minimise any impact.
All employees are expected to adhere to the Universities across the globe’s Dignity
and Respect Policy, and may refer to the Dignity and Respect procedure when
considering making complaints in certain circumstances.
Management schools in india:
Management education in India formally began in 1953 at the Indian Institute of
Social Welfare and Business Management (IISWBM) –the first BSchool established
by Government of West Bengal and Kolkata University. However, a few institutions
like Tata Institute of Social Sciences (1936) and Xavier Labour Research Institute
(1949) had already started training programmes for managers in personnel function
well before the formal launch of first MBA programme at IISWBM. IISWBM
experiment of offering twoyear, fulltime MBA programme was followed by Delhi
University (1955), Madras University (1955), Bombay University (1955) and Andhra
University (1957). A few other institutions like Administrative Staff College of India
Hyderabad (1956), All India Management Association (1957), and National
Productivity Council (1958) were established to promote excellence in management
practices, research and education.
Private sector entered the Management education domain after liberalization of
economy in 1991. Despite stringent regulatory framework, there was a spurt of private
Bschools in the country offering Post Graduate Diploma in Management. A number
of industrial/corporate houses floated their trusts or educational societies to launch B
Schools. According to statistics available on the website of AICTE, there were 1608
MBA programmes and 391 PGDM programme in the country by 2009. The
phenomenal growth story of B Schools continues albeit with lessor sparkle. While
the number of BSchools is said to be about 4000, number of MBA aspirants has
declined quite significantly over last three years. As a result, many Bschools have
failed to constitute full class in 2011 whereas there has been dismal response for
sectoral programmes like International Business, Insurance, Banking & Finance, etc.
A number of Bschools, especially those located in remote areas, are likely to close
down their shops in the near future due to poor response from students for admission
and corporates for placement. Even aspiring faculty members are reluctant to join
such institutions.
Grievance handling:
The Grievance Procedure aims at settlement of grievances of permanent employees,
other than supervisors and fresh employees on probation, in the shortest possible time
and at the lowest possible level. It is a threestage procedure with an appropriate
grievance form for each stage.
•
Individual grievances and complaints shall not be discussed at any level other than
that specified in this procedure except that, if the Union so desires, such cases may be
put up for discussion at the Central Works Committee.
•
Policy matters and their interpretation shall not be discussed at any level except with
the top management. The Union, however, can take up such matters at the Central
Works Committee.
•
Representations for the redressal of grievances from employees to the various
authorities either directly or through the Union, when their cases are pending with any
Works Committee, are not conducive to the working of those committees. Hence, no
representation will be entertained for discussion at any level of the management if the
case is already referred to and pending with any Works Committee, until the same is
either disposed of or withdrawn from the Works Committee.
•
In exceptional cases, however, involving grievances of a number of workmen other
than routine grievances or questions of principle or policy or any other important
matter where immediate action is necessary, the Union may take up the case with the
appropriate level of management. In cases of importance the President of the General
Secretary of the Union may ask the management for a joint enquiry.
Auro university:
AURO University has been established with the idea of imparting quality education to
all. In its endeavour to deliver education for the real world AURO University will
encourage, empower and enable the students to unlock their potential. The programs
offer a deep understanding of the business challenges facing today's emerging and
mature global markets. All students benefit from the learning opportunities and a very
high quality interaction with faculty members. The programs that we offer meet this
century’s challenge of globalization and complexity. They are planned with the most
innovative educational concepts and taught by a team of leading faculty, all
recognized in their respective domains with the application of latest cuttingedge
business theories.
Grievance handling:
1. An aggrieved employee shall first present his/her grievance verbally or
in writing to the concerned head of the department. The HOD is
required to furnish the answer within 48 hrs of the presentation of
grievance.
2. If the employee is not satisfied with the answer , he/she can approach
to the concerned officers appointed by management for that purpose
directly .The officers must give his/her answer within 3 days of the
presentation of the complainant(s).
3. If the employee is not satisfied with the answer , he/she can approach
to the “Disciplinary and Grievance Redressal Committee” which shall
evaluate the case and make its recommendations to Principal within
seven days of presentation of the case. The employee would be
communicated the recommendation preferably within 3 days.
4. If the committee fails to take the decision within the stipulated time or
the employee is not satisfied with the decision, he/she can an appeal
for revision to management. Management is supposed to communicate
its decision within seven days of employee’s revised petition.
5. If the employee is unsatisfied with the management’s decision, he/she
may refer to Affiliating University and/or Directorate of Technical
Education and/or All India Council for Technical Education and/or
Labour Court / Arbitration.
Management education gained real impetus in 20th century marked by globalization
and liberalization and rise of good number of transnational corporations.
Internationalization of labour market, commodity market and capital market created
incredible opportunities for all by offering choices at the competitive prices, raising
quality of life and aspirations, expanding service sector and providing decent
employment to millions of youth. Information and communication technologies
revolutionized the way we conduct business.
These developments ensured a great demand for professionals. BSchools turned up in
a big way across the globe to enable a cadre of business leaders and managers with
appropriate knowledge, skills and attitude. Business education helped in developing
intelligent strategic planning and action, longterm perspective, corporate culture,
standards of excellence, effective leadership across the organization, team spirit,
objective decision making, standardization of processes and systems. Notable entrants
in Management education include IMD Switzerland (1990), Hong Kong UST
Business School (1991), China Europe International Business School (1994), Said
Business School at Oxford University (1996) and Indian School of Business (1996).
Grievance handling:
The management schools across the world are keen to provide a positive and
supportive working environment for all of its employees, and as such will take every
step to resolve issues in the workplace quickly and efficiently, at the lowest possible
level.
The grievance procedure is not a substitute for good daytoday communication where
employees are encouraged to discuss and resolve daily working issues. Many
problems can be resolved informally if channels of communication are kept open and
work well. If problems cannot be resolved informally a grievance may be raised and
will be investigated as quickly as possible so that it can be resolved within a
reasonable timeframe.
The management school will deal objectively and constructively with all grievances,
and employees who decide to use the procedure may do so with the assurance that the
matter will be considered fairly and in confidence. However, it must be recognised
that it is not always possible to resolve grievances to everyone’s satisfaction.
The management school that formal grievances can have a serious detrimental effect
on employees and relationships at work, whether they are upheld or not, and will
provide appropriate support to any employee involved in a grievance process from the
outset to help minimise any impact.
All employees are expected to adhere to the Universities across the globe’s Dignity
and Respect Policy, and may refer to the Dignity and Respect procedure when
considering making complaints in certain circumstances.
Management schools in india:
Management education in India formally began in 1953 at the Indian Institute of
Social Welfare and Business Management (IISWBM) –the first BSchool established
by Government of West Bengal and Kolkata University. However, a few institutions
like Tata Institute of Social Sciences (1936) and Xavier Labour Research Institute
(1949) had already started training programmes for managers in personnel function
well before the formal launch of first MBA programme at IISWBM. IISWBM
experiment of offering twoyear, fulltime MBA programme was followed by Delhi
University (1955), Madras University (1955), Bombay University (1955) and Andhra
University (1957). A few other institutions like Administrative Staff College of India
Hyderabad (1956), All India Management Association (1957), and National
Productivity Council (1958) were established to promote excellence in management
practices, research and education.
Private sector entered the Management education domain after liberalization of
economy in 1991. Despite stringent regulatory framework, there was a spurt of private
Bschools in the country offering Post Graduate Diploma in Management. A number
of industrial/corporate houses floated their trusts or educational societies to launch B
Schools. According to statistics available on the website of AICTE, there were 1608
MBA programmes and 391 PGDM programme in the country by 2009. The
phenomenal growth story of B Schools continues albeit with lessor sparkle. While
the number of BSchools is said to be about 4000, number of MBA aspirants has
declined quite significantly over last three years. As a result, many Bschools have
failed to constitute full class in 2011 whereas there has been dismal response for
sectoral programmes like International Business, Insurance, Banking & Finance, etc.
A number of Bschools, especially those located in remote areas, are likely to close
down their shops in the near future due to poor response from students for admission
and corporates for placement. Even aspiring faculty members are reluctant to join
such institutions.
Grievance handling:
The Grievance Procedure aims at settlement of grievances of permanent employees,
other than supervisors and fresh employees on probation, in the shortest possible time
and at the lowest possible level. It is a threestage procedure with an appropriate
grievance form for each stage.
•
Individual grievances and complaints shall not be discussed at any level other than
that specified in this procedure except that, if the Union so desires, such cases may be
put up for discussion at the Central Works Committee.
•
Policy matters and their interpretation shall not be discussed at any level except with
the top management. The Union, however, can take up such matters at the Central
Works Committee.
•
Representations for the redressal of grievances from employees to the various
authorities either directly or through the Union, when their cases are pending with any
Works Committee, are not conducive to the working of those committees. Hence, no
representation will be entertained for discussion at any level of the management if the
case is already referred to and pending with any Works Committee, until the same is
either disposed of or withdrawn from the Works Committee.
•
In exceptional cases, however, involving grievances of a number of workmen other
than routine grievances or questions of principle or policy or any other important
matter where immediate action is necessary, the Union may take up the case with the
appropriate level of management. In cases of importance the President of the General
Secretary of the Union may ask the management for a joint enquiry.
Auro university:
AURO University has been established with the idea of imparting quality education to
all. In its endeavour to deliver education for the real world AURO University will
encourage, empower and enable the students to unlock their potential. The programs
offer a deep understanding of the business challenges facing today's emerging and
mature global markets. All students benefit from the learning opportunities and a very
high quality interaction with faculty members. The programs that we offer meet this
century’s challenge of globalization and complexity. They are planned with the most
innovative educational concepts and taught by a team of leading faculty, all
recognized in their respective domains with the application of latest cuttingedge
business theories.
Grievance handling:
1. An aggrieved employee shall first present his/her grievance verbally or
in writing to the concerned head of the department. The HOD is
required to furnish the answer within 48 hrs of the presentation of
grievance.
2. If the employee is not satisfied with the answer , he/she can approach
to the concerned officers appointed by management for that purpose
directly .The officers must give his/her answer within 3 days of the
presentation of the complainant(s).
3. If the employee is not satisfied with the answer , he/she can approach
to the “Disciplinary and Grievance Redressal Committee” which shall
evaluate the case and make its recommendations to Principal within
seven days of presentation of the case. The employee would be
communicated the recommendation preferably within 3 days.
4. If the committee fails to take the decision within the stipulated time or
the employee is not satisfied with the decision, he/she can an appeal
for revision to management. Management is supposed to communicate
its decision within seven days of employee’s revised petition.
5. If the employee is unsatisfied with the management’s decision, he/she
may refer to Affiliating University and/or Directorate of Technical
Education and/or All India Council for Technical Education and/or
Labour Court / Arbitration.
