Please use this identifier to cite or link to this item: http://hdl.handle.net/123456789/180
Title: THE ROLE OF TRADE UNIONS IN WORKERS' WELFARE AND INDUSTRIAL RELATIONS - A CASE STUDY OF TWO INDUSTRIAL UNITS OF DISTT. SAHARANPUR, U.P. INDIA
Authors: Bhushan, Alka
Keywords: TRADE UNIONS
TRADE UNIONS
WORKERS WELFARE
SAHARANPUR-INDIA
Issue Date: 1990
Abstract: Given an imperfect unregulated labour market where supply greatly outweighs demand* the workers at times have to aocept jobs which offer them low remuneration and poor working condi tions. If this problem is not curtailed, it can lead to exploi tation of workers. The modern industrialisation process creates multifarious labour problems, such as, lengthy working hours, low wages, poor working conditions and inhuman treatment of workers by the employers or management. In this fact alone lie the reasons for the growth and formation of the trade unions. One prime aim of a trade union is to procure for its members what they would be unable to achieve without it. The functions of a trade union are primarily determined by the framework of the organisation it operates in and also on its own strength. Ihe role played by the trade unions in the industries can hardly be overemphasized. Their role is all the more important for the economy of a developing country like India, whose paramount interests in the industrial sphere are increa sed productivity and sound industrial relations. The trade unions are important for the employees and the employers alike. Tne purpose of the proposed study is to assess the role played by the trade unions in workers' welfare and industrial relations. For fulfilling the purpose of the proposed study a micro level study of two units - I.T.C. Ltd., Saharanpur and Lord Krishna Textile Mills,Saharanpur, has been undertaken. iii The study is based on stratified random sampling. The sample size is determined using students •t' test. One hundred and forty workers were selected in I.T.C. Ltd. and two hundred twentyfour workers were selected in L.K.T.M., as L.K.T.M. has a larger work force. The entire work force of L.K.T.M. and I.T.C. Ltd. has been divided into four sectors - Production, Engineering and Maintenance* Transportation and Marketing and other departments. Out of the total sample size the number of samples drawn from each sector is determined on the basis of the relative strength of the departments. In order to study the subject comprehensively the entire work was divided into six chapters. Tne First Chapter enumerates the purpose of the study, the objectives, the hypotheses and the significance of the study. The chapter then states the methodology, the sampling design and the design of the enquiry. The limitations of the study have been mentioned next and lastly, the chapter deals with the background characteristics of the respondents. The Second Chapter comprises the available relevant literature under three parts. The first part deals with the literature which is related to the trade unions. The second part reviews the literature regarding industrial relations and labour welfare. The last part deals with all other relevant literature connected with the topic. looked at the union not only for increasing economic benefits but also for protection and security whenever required. It was found that whenever multiple trade unions existed in an organisation, there tends to be a wasteful expenditure of time and energy by the unions for gaining prominence. These unions give emphasis to the furtherance of their own interests rather than to the interests of the workers. The problem of multiple trade unions may be curtailed if the management adopts the concept of 'one union one unit1 and recognises only the majority union as was witnessed in one of the sample units. Level of job security depends not so much on the nature of the organisation - whether it is public or private - but on the strength of a trade union. A trade union is able to procure a high level of job security for its members if it is united and strong. It was observed that the best way of solving disputes is through collective bargaining. The help of labour machinery provided under Industrial Disputes Act, 1947. should be taken only when mutual agreement is not possible. Harmonious industrial relations are possible only if the workers and the management work in a spirit of cooperation and camarederle. They have to work as two wheels of an industrial band wagon if all round growth of an organisation is to be realised.
URI: http://hdl.handle.net/123456789/180
Other Identifiers: Ph.D
Appears in Collections:DOCTORAL THESES (HSS)



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