Purpose This paper aims to show that the experience of workers on the margins of international business is akin to the funeralesque. The funeralesque is understood as the appropriation of the value generated by workers across the production networks of international business. Design/methodology/approach Drawing from the engagement with crematorium workers, the narratives of workers are articulated, describing the insecurities and injustices experienced by them. The authors draw from six-month-long qualitative engagement with seven workers in a crematorium in Ahmedabad, India. Findings The experience of marginal subjects provides important insights into how international business, in conjunction with states, structures inequality for marginal subjects. Precariousness, social exclusion, low wages and subjectivities of humiliation are the experiences of marginal subjects. The reproduction of marginality in globalising cities is an important element of the funeralesque through which extraction and re-distribution of value across international networks is legitimised. Practical implications In understanding international business as the funeralesque, the authors demystify the power relations constituted by it. The authors provide a metaphor for dethroning the legitimacy of international business and indicate that its modern practices are similar to the practices of value appropriation that occur in a funeral. Originality/value The authors develop the metaphor of the funeralesque to gain insights into the experiences of workers on the margins of international business. The authors are, thus, able to theorise the underbelly of globalising cities in a poetic, subversive way.

This colloquium serves as a conceptual and experiential platform to stage the insights generated on the case method by the faculty who have taught and/or trained at the Indian Institute of Management, Ahmedabad (IIMA). It comprises three sections titled Contexts (including Technology and Culture), Institutions, and Futures. The institutions comprise IIM, Ahmedabad, IIM, Bangalore, and IIM, Indore though the primary focus remains on the curricular and pedagogical innovations at IIMA. The insights on the future of the case method in India that emerged from the colloquium are the following: The availability of information and communication technologies in the emerging milieu is not a threat but an opportunity to reinvent the method; this, however, requires breaking from the ‘classical method’ in order to innovate. The changing demographics of the classroom necessitate a greater appreciation and sensitization to how cultural differences can affect the receptivity to the case method. The written analysis of cases (WAC) was and will continue to remain the site for introducing the case method to the incoming students of the Post-Graduate Programme (PGP) at IIMA. Communication skills can be taught effectively if a performative dimension is built into the case discussion through role plays. Many of the cases used in the IIMs reflect the ethos of a socialist, pre-liberal era of the Indian economy. There is a pressing need to develop cases that reflect the economic developments of recent times. The case method will continue to be the mainstay of the forthcoming PGPX (PGP for executives) at IIMA since the greater work experience of the participants will make it possible to combine ‘inductive and personalized’ forms of learning. An examination of the barriers to effective case teaching and writing at IIM, Bangalore reveals that a formal review process may help to increase the standard of cases and teaching notes. The institutionalization of the case method in a new IIM requires enormous efforts on the part of both individual faculty (with prior exposure to the method) and the institute as a whole. The learnings from the experiment at IIM, Indore are relevant to understanding what is at stake in the replication of the method in a new institution. The Socratic Method is not synonymous with the case method; it is not the instructor�s task to invoke the dialectical method in response to an ‘inner voice,’ but an attempt to facilitate the learning process. The method persists despite adverse conditions in many institutions. Questions of form remain more important than content in teaching through this method since it helps to negotiate the gap between ‘management reality’ and ‘methodical management.’ The method should move from a mere ‘post-mortem’ of a business situation to a dynamic orientation and facilitate active learning through the realization of the dictum that ‘the past is in the present as in the future.’ The case method will continue to structure the education of managers in the future despite changes in the nature of competition, the organizational environment, etc. However, it may be necessary to supplement the case method with field-based projects to generate the habit of decision-making; this will also make the learning contemporary for the participants.

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PurposeExtant literature shows that employee voice has ambiguous effects on organizational outcome. Especially because employee voice challenges the status quo, it can attract retaliation and lead to silencing of the employee. Thus, rather than producing change, employee voice can lead to increase in workplace tensions. On the other hand, employee voice also has positive consequences such as building a partnership-based culture between supervisors and employees. The purpose of this article is to reconcile these contradictory findings by reinforcing voice as having a deliberative dimension which fosters a harmonious dialogue around workplace issues.Design/methodology/approachWe surveyed 628 managers working in organizations across different industrial relations contexts in India. Managers working in different sectors were chosen so that we could examine the consequences of employee voice across contexts with differing trade union strengths. We adopted a Structural Equation Modeling (SEM) approach to test the effect of employee voice on environment for innovation.FindingsWe find that trust in senior management and relationship between employees and their supervising managers mediate the relationship between employee voice and environment for innovation. The findings in the article do reconcile an important dilemma about employee voice. Earlier studies have argued that employee voice is a mechanism for engaging with the dissatisfaction that employees may have in their workplaces. Our study indicates that when deliberative elements are incorporated into employee voice it is no longer merely a means for addressing dissatisfaction but constructively contributes to positive organizational outcomes such as environment for innovation.Research limitations/implicationsThe effects of employee voice on environment for innovation can be understood more clearly by adopting a longitudinal research design. The findings of this article are limited by the cross-sectional frame of research design adopted. The scale that is developed for employee voice needs more validation in other international contexts.Practical implicationsThis study provides a framework through which employee voice can be shifted from adversarial frames of reference to harmonious and partnership-based forms of engagement. This also has the potential to transform the role of trade unions inside organizations and build a more collaborative edifice between multiple stakeholders. Another implication is that when voice is seen in a deliberative fashion it can lead to improved environment for innovation.Originality/valueThe purpose of this study is to contribute to reconceptualization of employee voice by contending that deliberative issues are an important part of transforming the status quo. Consequently, the patterns of deliberation structure constructive partnerships between different organizational stakeholders who may be perceived as having hostile relationships with each other. This study reconciles previous findings which suggested that employee voice can have negative consequences such as retaliation by suggesting that positive consequences of employee voice are contingent on its deliberative component.

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