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1 – 9 of 9However, after Singapore's independence and separation from Malaysia on 9 August 1965, the PAP leaders were forced to change their vision of Singapore as part of Malaysia to…
Abstract
However, after Singapore's independence and separation from Malaysia on 9 August 1965, the PAP leaders were forced to change their vision of Singapore as part of Malaysia to Singapore as an independent nation, which they had earlier rejected. In other words, the PAP leaders had to “reinvent” Singapore to ensure its survival.
Compensation refers to “all forms of financial returns and tangible services and benefits employees receive as part of an employment relationship” (Milkovich & Newman, 1999, p. 6…
Abstract
Compensation refers to “all forms of financial returns and tangible services and benefits employees receive as part of an employment relationship” (Milkovich & Newman, 1999, p. 6). A more specific definition is provided by Edwin B. Flippo, who has defined compensation as “the adequate and equitable remuneration of personnel for their contribution to organization objectives.” He identifies its three components as: basic wage or salary (to attract qualified candidates); variable compensation (to motivate job performance); and supplementary fringe benefits (to retain talented staff) (Flippo, 1984, p. 281). Table 6.1 identifies the functions of these three components of compensation.
There are ten universal principles of United Nations Global Compact in four areas namely human rights, labour, environmental and anti-corruption, and this chapter will explore the…
Abstract
Purpose
There are ten universal principles of United Nations Global Compact in four areas namely human rights, labour, environmental and anti-corruption, and this chapter will explore the sixth principle of labour standard on elimination of discrimination in employment and occupation, in particular the doctrine of constructive dismissal in Malaysian labour relations. Constructive dismissal is creating a new challenge in labour relation in Malaysia.
Methodology/approach
This chapter specifically analyses some of the constructive dismissal awards and its implication to labour relations in Malaysia. The methodology employed in this chapter is the analysis of case laws using criterion-based sampling from the Industrial and Superior Court awards on constructive dismissal.
Findings
There has been an increasing number of awards on constructive dismissal made by the Malaysian Industrial Court over the last nine years. From the year 2009–2013, the Industrial Court has made 663 awards on constructive dismissal, mostly against employers. With compensation awarded to each employee amounted to as much as 24 months of back-pay salary plus a month’s pay for every year of service, employers can no longer neglect this pressing issue.
Research limitations/implications
The concept of constructive dismissal falls within the purview of section 20 of the Industrial Relations Act 1967 in Malaysia. Constructive dismissal is a ‘deemed dismissal’ if an employer is guilty of a breach of the employment contract which goes to the root of the contract. It arises when a workman terminates his/her contract of employment and considers himself/herself discharged from further obligations because of the employer’s conduct.
Practical implications
With a good understanding of the constructive dismissal awards, it is expected that organizations will manage and treat their human resources as their greatest assets and prevent constructive dismissal claims from taking place. This will eventually help to improve and maintain harmonious labour relations. This chapter is likely to provide insights into the Malaysian labour relations environment for international business operations.
Originality/value
In the context of Malaysian labour relations, studies on constructive dismissal are limited as it is considered as a new area and a specific area of study. This chapter therefore hopes to fill the existing gap in the literature, to highlight some of the recent awards and lessons to prevent constructive dismissal claims from taking place and generally to contribute to the constructive dismissal literature.
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In 1983, Charles T. Goodsell reviewed the depictions of bureaucracy in popular culture and academic writing in the United States and concluded that bureaucracy was viewed as “a…
Abstract
In 1983, Charles T. Goodsell reviewed the depictions of bureaucracy in popular culture and academic writing in the United States and concluded that bureaucracy was viewed as “a hate object.” He wrote:Bureaucracy, then, is despised and disparaged. It is attacked in the press, popular magazines, and best sellers. It is denounced by the political right and left. It is assaulted by molders of culture and professors of academia. It is castigated by economists, sociologists, policy analysts, political scientists, organization theorists, and social psychologists. It is charged with a wide array of crimes, which we have grouped under failure to perform; abuse of political power; and repression of employees, clients, and people in general. In short, bureaucracy stands as a splendid hate object. (Goodsell, 1983, p. 11)