Published date:Aug 18 2019

Journal Title: KnE Social Sciences

Issue title: FGIC 2nd Conference on Governance and Integrity 2019

Pages:1254–1270

DOI: 10.18502/kss.v3i22.5123

Tarnima Warda Andalibtarnimawarda.andalib@usm.mySchool of Management, Universiti Sains Malaysia, Georgetown, 11800, Pulau Pinang, Malaysia

Mohd Ridzuan DarunFaculty of Industrial Management, Universiti Malaysia Pahang, Lebuhraya Tun Razak, 26300 Gambang, Pahang, Malaysia

This paper re-engineers the ‘industrial relationships between the leaders and the employees (RLE)’ model in the Bangladeshi manufacturing companies, where labour management, supply, and demand of workflow and workers, employee’s conditions and rights are significant factors. Researchers have pondered the ‘industrial relationships between leaders and employees’ component as part of ‘human resource management’ and have adept the integration by using soft systems technology, where this component’s codes are associated with employees’ rights protocols of ‘Universal declaration of human rights (UDHR), ‘International labour organisations (ILO) and ‘Bangladesh labour act 2006’ (BDL). Here, qualitative method’s multiple case studies are applied with purposeful sampling to choose twelve cases (12) and eighty-seven (87) participants’ for in-depth interviews, which are transcribed and coded methodically in NVIVO. Here, re-engineered ‘industrial relationships between leaders and employees model’ is the outcome. The concept of integration is novel, which is an addition to the knowledge of literature and the advancement of ‘industrial relationships between leaders and employees’ model.