Understanding The Goals Of Trade Unions

Trade unions signify individual workers when they have a problem at work. If an employee feels he's being unfairly treated, he is able to ask the union rep to help straighten out the issue with the director or company. Unions also offer their members legal representation. Normally this is to help people get financial settlement for work-related incidents or to assist individuals who have to take their company to judge.

Negotiation is where union staff, discuss with management, the issues which have an effect on people employed in an organization. There may be a notable difference of judgment between management and union users. Trade unions make a deal with the employers to find out a remedy to these variations. Pay, working time, holidays and changes to working tactics are the kinds of issues that are negotiated. In lots of workplaces there's a formal agreement between the union and the company which claims that the union gets the right to work out with the workplace. In these organizations, unions are said to be accepted for collective bargaining purposes.

Voice in decisions influencing workers

The monetary security of employees is determined not only by the level of wages and duration of their employment, but also by the management's personal plans which include selection of employees for lay down offs, retrenchment, advertising and copy. These policies immediately affect personnel. The evaluation criteria for such decisions may well not be good. So, the treatment of unions in such decision making is a means through which staff can have their say in the decision making to guard their interests.

Member services

During the last few years, trade unions have increased the range of services they give their members. Included in these are:

Education and training - Most unions run classes for their participants on employment protection under the law, health and safety and other issues. Some unions also help participants who have left college with little education by offering classes on basic skills and classes resulting in professional certification.

Legal assistance - As well as offering legal services on work issues, some unions give assist with personal things, like cover, wills and debt.

Financial savings - People can get discounts on mortgage loans, insurance and loans from unions.

Welfare benefits - Among the first functions of trade unions was to look after members who struck hard times. A number of the elderly unions offer financial help to their people when they are ill or unemployed.

3. 2 Functions of Trade Unions

Trade unions perform lots of functions in order to attain the objectives. These functions can be broadly labeled into three categories:

(i) Militant functions,

(ii) Fraternal functions

3. 2. 1 Militant Functions

One set of activities performed by trade unions brings about the betterment of the position of their participants with regards to their employment. The purpose of such activities is to ensure adequate salary secure better conditions of work and occupation and get better treatment from employers, etc. If the unions neglect to accomplish these seeks by the method of collective bargaining and discussions, they adopt a strategy and set up a attack with the management by means of go-slow tactics, strike, boycott, gherao, etc. Hence, these functions of the trade unions are known as militant or preventing functions. Thus, the militant functions of trade unions can be summed up as:

To achieve higher pay and better working conditions

To improve the status of personnel as part of industry

To protect labors against victimization and injustice

3. 2. 2 Fraternal Functions

another set of activities performed by trade unions is aimed at rendering help its participants in times of need, and increasing their efficiency. Trade unions try to foster a spirit of co-operation and promote friendly relationships and diffuse education and culture amongst their associates. They take up welfare steps for bettering the morale of staff and generate self confidence among them. They also arrange for legal assistance to its members, if possible. Besides, these, they embark on many welfare methods for their customers, e. g. , institution for the training of children, catalogue, reading-rooms, in-door and out-door games, and other recreational facilities. Some trade unions even embark on publication of some journal or journal. These activities, which might be called fraternal functions, rely upon the availability of funds, which the unions raise by membership from users and donations from outsiders, and also on their qualified and enlightened command. Thus, the fraternal functions of trade unions can be summed up as:

To take up welfare procedures for bettering the morale of workers

To generate self-confidence among workers

To encourage sincerity and self-discipline among workers

To provide opportunities for campaign and growth

To protect women employees against discrimination

3. 3 Need for Trade Unions

The presence of a solid and identified trade union is a pre-requisite to industrial peace. Decisions considered through the process of collective bargaining and negotiations between company and unions are usually more influential. Trade unions play an important role and are helpful in effective communication between your staff and the management. They offer the advice and support to ensure that the distinctions of judgment do not become major issues. The central function of a trade union is to symbolize people at work. But they likewise have a wider role in protecting their interests. In addition they play an important educational role, managing courses for their members on a variety of matters. Seeking a healthy and safe working environment is also dominant feature of union activity.

Trade unions help in accelerated pace of economic development in lots of ways as follows:

By assisting in the recruitment and selection of workers.

By inculcating self-discipline among the workforce.

By enabling negotiation of professional disputes in a logical manner.

By helping cultural adjustments. Personnel have to adjust themselves to the new working conditions, the new guidelines and policies. Employees coming from different backgrounds may become disorganized, unsatisfied and frustrated. Unions help them in such modification.

Trade unions are an integral part of society and as such, have to take into consideration the countrywide integration as well. Some important public responsibilities of trade unions include:

promoting and retaining national integration by minimizing the number of industrial disputes

incorporating a feeling of corporate public responsibility in workers

achieving professional peace

3. 4 Known reasons for Getting started with Trade Unions

The important pushes that make the employees join a union are as follows:

1. Greater Bargaining Power

The individual worker possesses hardly any bargaining power when compared with that of his company. If he is not satisfied with the income and other conditions of occupation, he can leave the job. It isn't practicable to regularly resign in one job after another when he is dissatisfied. This imposes a great financial and psychological burden after the employee. The better course for him is to become listed on a union that can take concerted action resistant to the employer. The danger or actuality of the strike by way of a union is a robust tool that often causes the employer to accept the needs of the personnel for better conditions of work.

2. Minimize Discrimination

the decisions regarding pay, work, transfer, promotion, etc. are highly subjective in characteristics. The personal relationships existing between your supervisor and each of his subordinates may effect the management. Thus, there are likelihood of favoritisms and discriminations. A trade union can compel the management to formulate employees procedures that press for equality of treatment to the personnel. All of the labor decisions of the management are under close scrutiny of the labor union. It has the result of lessening favoritism and discrimination.

3. Sense of Security

The employees may become a member of the unions for their belief that it is an effective way to secure sufficient protection from numerous kinds of risks and income insecurity such as automobile accident, injury, disease, unemployment, etc. The trade union secure retirement great things about the personnel and compel the management to invest in welfare services for the benefit of the individuals.

4. Sense of Participation

the employees can take part in management of things affecting their hobbies only when they sign up for trade unions. They are able to impact the decisions that are used as a result of collective bargaining between your union and the management.

5. Sense of Belongingness

Many employees sign up for a union because their co-workers will be the users of the union. Sometimes, an employee joins a union under group pressure; if he will not, he often has a very difficult time at the job. Alternatively, those who are members of any union feel that they gain value in the eye with their fellow workers. They are able to also discuss their problem with' the trade union leaders.

6. Platform for home expression

the desire for self-expression is a fundamental human drive for many people. All of us wish to reveal our emotions, ideas and viewpoints with others. Similarly the personnel also want the management to listen to them. A trade union provides such a discussion board where the feelings, ideas and ideas of the workers could be discussed. Additionally, it may transmit the emotions, ideas, viewpoints and complaints of the personnel to the management. The collective voice of the personnel is listened to by the management and present due factor while taking insurance plan decisions by the management.

7. Betterment of relationships

another reason behind employees joining unions is that employees feel that unions can match the important dependence on adequate equipment for proper maintenance of employer-employee relations. Unions assist in betterment of relationships among management and workers by solving the problems peacefully.

3. 5 Trade Unionism in India

The trade unionism in India developed quite slowly and gradually when compared with the western countries. Indian trade union movement can be split into three phases.

The first stage (1850 to1900)

During this phase the inception of trade unions took place. During this period, the working and living conditions of the labor were poor and their working time were long. Capitalists were only interested in their efficiency and profitability. Furthermore, the pay were also low and general financial conditions were poor in sectors. In order to control the working hours and other service conditions of the Indian textile laborers, the Indian Factories Action was enacted in 1881. As a result, work of child labor was prohibited.

The progress of trade union movement was slow in this period and down the road the Indian Factory Function of 1881 was amended in 1891. Many attacks occurred in the two decades pursuing 1880 in all industrial towns. These strikes educated workers to know the power of united action even though there was no union in real terms. Small organizations like Bombay Mill-Hands Connection came up by this time.

The second period (1900 to 1946)

This period was seen as a the development of arranged trade unions and politics motions of the working category. Between 1918 and 1923, many unions came into existence in the country. At Ahmedabad, under the instruction of Mahatma Gandhi, occupational unions like spinners' unions and weavers' unions were shaped. A strike premiered by these unions under the leadership of Mahatma Gandhi who turned it into a satyagrah. These unions federated into commercial union known as Textile Labor Association in 1920. In 1920, the First National Trade union organization (The All India Trade Union Congress (AITUC)) was proven. Lots of the leaders of the organization were market leaders of the national Movement. In 1926, Trade union regulation developed the work of Mr. N N Joshi that became operative from 1927. During 1928, All India Trade Union Federation (AITUF) was made.

The third period started with the introduction of impartial India (in 1947). The partition of country afflicted the trade union movement especially Bengal and Punjab. By 1949, four central trade union organizations were operating in the country:

The All India Trade Union Congress,

The Indian National Trade Union Congress,

The Hindu Mazdoor Sangh, and

The United Trade Union Congress

The working course motion was also politicized such as political parties. For instance Indian countrywide trade Union Congress (INTUC) is the trade union arm of the Congress Get together. The AITUC is the trade union arm of the Communist Party of India. Besides individuals, white-collar employees, supervisors and managers are also planned by the trade unions, for example in the Banking, Insurance and Petroleum market sectors.

3. 6 Trade unions in India

the Indian labor force contains 430 million staff, growing 2% each year. The Indian labor market segments consist of three sectors:

The rural employees, who constitute about 60 % of the labor force.

Organized sector, which uses 8 per cent of labor force, and

The urban informal sector (which include the growing software industry and other services, not included in the formal sector) which constitutes the others 32 % of the labor force.

At present there are twelve Central Trade Union Organizations in India:

All India Trade Union Congress (AITUC)

Bharatiya Mazdoor Sangh (BMS)

Centre of Indian Trade Unions (CITU)

Hind Mazdoor Kisan Panchayat (HMKP)

Hind Mazdoor Sabha (HMS)

Indian Federation of Free Trade Unions (IFFTU)

Indian National Trade Union Congress (INTUC)

National Forward of Indian Trade Unions (NFITU)

National Labor Corporation (NLO)

Trade Unions Co-ordination Centre (TUCC)

United Trade Union Congress (UTUC) and

United Trade Union Congress - Lenin Sarani (UTUC - LS)


Table Showing Expansion of Trade Unions and Membership is following below

Growth of trade unions and membership

3. 7 Industrial Connection Policy

Prior to 1991, the commercial relations system in India sought to control issues and disputes through high labor legislations. These labor laws and regulations were protective in mother nature and covered an array of aspects of office industrial relationships like laws on health and security of labors, layoffs and retrenchment plans, industrial disputes and so on. The basic purpose of these regulations was to safeguard labors. However, these protectionist procedures created an atmosphere that led to increased inefficiency in companies, over employment and incapability to introduce efficacy. With the arriving of globalization, the 40 calendar year old insurance plan of protectionism turned out inadequate for Indian industry to stay competitive as having less flexibility posed a serious danger to manufacturers because they had to contend in the international market.

With the arrival of liberalization in1992, the professional relations policy started to improve. Now, the coverage was tilted towards employers. Employers opted for workforce reduction, created regulations of voluntary pension schemes and versatility in place of work also increased. Thus, globalization helped bring major changes in commercial relations plan in India. The changes can be summarized as follows:

Collective bargaining in India has largely been decentralized, however now in industries where it was not so, are also facing stresses to check out decentralization.

Some market sectors are cutting occupation to a substantial extent to cope with the home and overseas competition e. g. pharmaceuticals. Alternatively, in other market sectors where in fact the demand for job is increasing are experiencing work growths.

In the expansionary market there's a clear lack of professionals and skilled labor.

The quantity of local and business level unions has increased and there is a significant decrease in the effect of the unions.

Under pressure some unions and federations are putting up a united entrance e. g. bank.

Another trend is that the employers have started to push for inside unions i. e. no outside affiliation.

HR guidelines and varieties of work are appearing including, especially in multi-national companies, multi-skills, varying compensation, job rotation etc. These new regulations are difficult to put into action instead of old methods as the institutional create still must be changed.

HRM is seen as an essential component of business strategy.

Training and skill development is also acquiring attention in several industries, especially banking and information technology.

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