human relations in industry role trade...
TRANSCRIPT
CHAPTER V
HUMAN RELATIONS IN INDUSTRY - ROLE OF
TRADE UNIONS
5.1 Introduction
5.1.1 Human Elements in Trade Unionism
5.1.2 Age and Sex
5.1.3 Religion
5.1.4 Educational Qualifications
5.1.5 Membership Pattern
5.1.6 Organisation of Unions
5. 1.7 Grievances
5.1.8 Motivation in Joining a Trade Union
5.1.9 Present Attitude of Workers Towards Trade Union
5.2 i>emocracy in Trade Unions
5.2.1 Election of Trade Union Leaders
5.2.2 1 rade Union and Democracy
5.2.3 C oncept of Workers Participation
5.3 C ollective Bargaining
5.3.1 Collective Bargaining as a Method of Wage Fixation
5.3.2 Satisfaction in Wage Increment
5.3.3 Collective Bargaining and Economic Aspect
5.3.4 Collective Bargaining and Redressal of Grievances
5.4 Sectarian Considerations
5.4.1 Unions Attitude Towards Management
5.4.2 Management's' Sectarian affiliation and Relationship with Workers
5.4.3 Sectarian Leaders' Direct Influence on the Workers
5.4.4 Workers' Sectarian Consideration to the Management
5.4.5 Sectarian Affiliation Influences the Workers in their Participation in Trade Union Activities
5.5 Uneven Growth and Small size of Unions
5.6 Financial Weakness of the Union
5.7 Multiplicity of Unions and Inter union Rivalry
5.7.1 Strike
5.8 Leadership Issue
5.9 Politicisation of Unions
5.10 Labour Absenteeism
5.10.3 Concept
5.10.2 Causes of Absenteeism
5 . Conclusion
The tone and calibre of an organisation to a great extent depend upon
the management of human resources. Human relations is a vast subject, as
vast as the world itself In the several aspects of human relations, we are at the
moment concerned with the problem of human relations in industry. But it is
obvious that human activity in any particular field cannot remain unaffected
by the impact of activities in the several other spheres. No particular field of
human relations can, therefore, be considered in isolation of the rest. Human
relations in general during any given period is, therefore, bound to reflect the
sense of values of the people at that period.
With the advent of modem methods of mass production in industry, by
resorting to the use of more and more machines, the human factor in industry
began to lose its importance. This has led to a maladjustment of relations
and, in consequence, human relations in industry has become a problem
5.1.1 Human Elements in Trade Unionism
A trade union, unlike other organisations consists only of human
elements, completely devoid of materials or machinery and has goals that
subserve the interest of its constituents. As such , the strength and
effectiveness of the union mainly depends on its members.
Membership is the most important determinant of the strength of a trade
union. It is only the membership of a union on which depends its financial
resources, its area and scope of activities, its power and prestige and its success
or failures in organising the labour movement. Increase in the membershp
means progress and prosperity for the union activities. Thus, the membership
is the soul of a union. However, it is not the number of members in a union
alone that actually decide the strength of a union always. Affiliation to a strong
leading political party may help a union win goals even though the membership
may not be large.
It is intended here to provide some measures of the extent of
participation and find out the relationship between the degree of participation
and some aspects of the social background of the workers. In chapter 1V the
researcher had already referred to the factories selected for the sample study
and its setting.
One can think of numerous aspects of the social and personal
background that might be relevant in the factors that influence the degree of
workers' participation in union activities. Here it is pointed out that some
important factors which are highly influence workers' participation in unions,
and make some observations on the basis of the information available to the
researcher regarding the unions and workers at the sample sectors. In the final
analysis , it is necessary to examine how far trade union participation is
affected by these environmental factors in relation to each other.
5.1.2 Age andSer
We would expect union participation to bear some relation to a
workers' age . Young workers who are at the initial stage of their career may
be cautious to avoid displeasure to their employers.
Table 5.1
Sex of the Respondents
Majority of the workers are males (91.6%) and only small minority of
8.4% are females. This is an indicator of the nature of work in the sample
sectors. It also shows that female workers have not so far reached a stage where
they can equal their male counter part at least in some of the industrial sectors.
Trade Union
ClTU
INTUC
Others
Total
Source: Primary Data
Male
118
96.6%
74
83.6%
3 7
94.6%
229
91.6%
Female
4
3.4%
15
16.40/0
2
5.4%
21
8.4%
Total
122
48.8%
89
35.6%
39
15.60/0
250
100%
5.1.3 Religion
An observation is made to analyse whether religion becomes an
important factor for the workers in participation in union. The findings of the
study are given below
Table 5.2
Religion of the Respondents
Source: Primary Data
The social composition of our respondents indicate that near to the half
of them are Hindus (49.1%) and (48.8%) are Christians. In view of the lower
number of Muslim workers employed in the sectors, their proportion in the
present study is low. So also is the case of other minority communities.
Kottayam district is dominated by Christians hence their representation is
higher, only slightly less than the Hindurepresentation. Muslims taking up
employment in th~s part of the country is very rare as they concentrate mainly on
business and hence a very low percentage of Muslim workers are covered under
the sample survey.
5.1.4 Educational Qualifcations
A question was put forward to the workers in order to understand the
relevance of education of workers in making them members or non members
of union
Opinion of the workers was sought on the statement, "illiteracy among
workers is an impediment in the effective working of Trade union". Their
responses are given in the table. Most workers see illiteracy as a major
impediment to effective hctioning within trade unions. Nearly eighty seven
percent of the respondents in the sample felt so.
Table No. 5.3
Opinion regarding the importance of education
Source: Primary Data
This means that the workers, irrespective of union affiliation, are
conscious of the importance of proper education for the effective hnctioning of
any union. Further, education may help the workers in their career
advancement. It will add lustre to their social status. Workers will have a clear
understanding of their problems and their solutions if they have a certain level
of education. They will be able to understand their leadership and perceptions
of the management. This will make the role of trade unions easy, Vulnerability
to exploitation also will be greatly reduced if workers are well educated. Large
majority of workers of all unions are sensible enough to understand the
importance of education for the working class.
The question whether "illiteracy among workers was exploited by union
leaders was put to employees". The results are tabulated below.
Table No. 5.4
Source: Primary Data
More than 75 percent of workers of all unions agreed and majority of
them strongly, that illiterate workers are being exploited by union leaders.
This is because of lack of dedication and sincerity among union leaders. This
points to the need for proper education of the working class which is the
lasting solution to the problem. Government can take some useful steps in this
direction, if necessary with the help of social organisations. Purging of union
leadership may prevent exploitation of workers to some extent.
A great majority of workers are aware that their union leaders are
exploiting their ignorance.
Education helps create awareness on the part of the workers in the
environment around them. Many workers cannot afford formal education or
given the system as it exists, they are unable to utilise it to their advantage.
While the government has workers education schemes and the trade unions in
some cases added their own contribution to the specific requirement of the
workers. Such educational schemes are meant to enhance the workers
knowledge of their work environment and to inform him fully about the issues
that concern them, particularly with reference to their rights and relationship,
procedure and systems that exist in the work place for redressal of grievances,
workers participation scheme and so on.
5.1.5Memhership Pattern
Workers are motivated to join a trade union by a variety of reasons. The
earliest study to ascertain workers' motivation to join the unions was conducted
by Vaid. ' The study concluded that three sets of motivations led workers to join
unions, namely worker rules, socio-psycho-politcal and economic. Similarly,
Dayal and shamna2 studied five Bombay based unions and found that the major
reasons for joining the unions were to obtain security of employment and
economic benefit. The initial motivations with which the workers join the union
also influence the relationship between the workers and the union. sheth3
described the belief and attitudes of workers towards trade union and its
activities. He concluded that the social background of the workers of the factory
and the idiom of the traditional Indian society which they used in understanding
their work in the factory and relationships with the employers first precluded
and then hindered their association with the trade union.
A question was asked in order to understand the pattern of membership
in different unions.
Table No. 5.5 Trade Union Membership - Whether Voluntarily Joined
On a study of the membership pattern among employees it was found
that out of 250 workers (97.2 %) became members of unions voluntarily
while only 2.8% were found to have become members of unions by influence
of others. Out of 250 members 122 (48.8%) belonged to CITU and 89
(35.6%) belonged to N U C while 39 (1 5.6%) belonged to other unions.
The above information is graphically represented below.
Trade
Union
CITU
INTUC
Others
Total
Source: Primary Data
Yes
118
96.4%
88
98.8%
3 7
94.7%
243
97.2%
No
4
3.6%
1
1.3%
2
5.3%
7
2.8%
Total
122
48.8%
89
35.6%
39
15.6%
250
100%
El Yes
ClTU INTUC Others
Opinion
Figure 5.1 Trade Union Membership - Whether Voluntarily Joined
"Can you rank the unions in the order of preferences on the basis of the
usefulness to the labourers?". This c~uestion was asked to the workers for their
opinion. Their responses are given below
Table No. 5.6
Preferences on the basis of the r~sefulness of the trade unions
Source: Primary Data
Trade Union
CITU
INTUC
Others
'Total
AlTUC
l
.g%
-
14
36.4%
15
5.9%
ClTU
121
99.1 %
3
3.8%
5
12.1%
129
52.0%
IN'I'UC
-
-
84
93.7%
1
3 .O%
8 5
33.9%
BFIS
-
1
1.3%
G
15.2%
7
2.7%
Others
-
l
1.3%
13
33.3%
14
5.4%
Total
122
48.8%
8 9
35.6%
3 9
15.6%
250
100%
Most members of CITU seem to join the union after ascertaining their
utility for them. That is mostly the case with INTUC members also. It is
probably members of other unions who exhibit lesser faith in their own unions.
Though there is no denying the fact that political leaders who organised and
nurtured trade unions in the early stages of trade union movement, it appears
that there is too much of meddling by politicians now-a-days in the affairs of
trade unions. The bargaining power of the union is very much related to the
strength of the political party to which the union is affiliated and whether
that party is in power or in opposition, for each trade union issue.
5.1.6 Who Orgunised Unions
To the question "who organised the unions"? the reply of the
managerial personnel is analysed below.
Table 5.7
Opinion of Managerial Personnel about Organising Trade Unions
Opinion
Workers themselves
I I
According to majority of managerial personnel, the unions are
organised by political leaders fiom outside.
No.
20
Political leaders fiom outside 1 30
Total
Percentage
40%
60%
Source: Primary Data
50 100%
It 1s observed that there will be remarkable improvement in this position
when the workers become more educated and leaders emerged From within the
industry. However, there is remarkable improvement From the position during
the immediate post-independent era.
5.1.7 Griei~ances
In their working lives, employees occasionally have cause to be
uncomfortable or aggrieved either about certain managerial decisions, practices
or service conditions. The question then is whether this particular symptom or
feeling is given any attention or is ignored altogether. To a large extent the
approach will be governed by several variables such as the style of
management, size of the enterprise, level of education of the workforce,
technology of the plant and the extent of unionization of the workforce. In a
dcmocratic society it is accepted that employees should bc ablc to cxprcss their
dissatisfaction, whether it be a minor imtation, a serious problem, or a
difference of opinion with the supervisor, terms and conditions of employment.
Nature of grievance: - A grievance may be submitted by a worker, or several
workers, in respect any measure or situation which directly affects, or is likely
to affect, the condition of employment of one or several workers in the
organization. Where a grievance is transformed into a general claim-either by
the union or by a large number of workers-it falls outside the grievance
procedure and normally comes under the purview of collective bargaining.
From a study conducted by chandra4 the causes of employee grievances
are management practices, union practices and personality traits5.
On the above situation another question was asked to them whether the
trade unlons were essential for the workers to get their grievances redressed
and the following responses were obtained.
Table 5.8
Trade llnions are Essential for the Redressal of the Grievances of the
Workers
Source: Primary Data
Opinion
Yes
No
Total
52% of the respondents gave the reply as 'No' and 48% of the
respondents gave replay as 'Yes'. From the above analysis it is observed that
the managerial personnel are of opinion that trade unions are not essential for
the workers to get their grievances redressed. In spite of the disadvantages that
managers, may be having in dealing with trade unions and their leaders a good
number of managers, though not majority, are of the opinion that a trade union
as an organisation of the workers may be good for the industry. From the
No
24
26
50
-
Percentage
48%
52%
100%
point of view of the management itself, it is found that majority of them did
not think trade unions essential for the redressal of workers' grievances.
May be when the labour reaches the heights Gandhi contemplated,
i.e., when labour and capital acquire a status of equality in full sense it may be
possible to dispense with trade unions. Till such time trade union as an
organisation of workers may be essential for redresssal of grievances of
workers though a simple majority of managers do feel othenvise.
5.1.8 Motivation for Joining a Trade Union
Many researchers have attempted to discover the co-relation of union
participation in order to find out what makes some union members and some
others not. Most studies, Indian as well as foreign, have found that demographic
variables are important correlates of trade union participation. It depends on the
category of employment. A prominent feature of the analysis is that category of
workers employment was found to have statistically significant association with
their union participation.
The study of union participation and its correlates thus reveals that there
is no statistically significant association between demographic and job related
variables. Only union related variables, viz., respondents, union of membership
and their level of identification with the unionims, were significant correlates of
union participation. Consequently, it is apparent that workers associated with
the leftist union are more committed to trade union participation. Hence it is
seen that ideologically committed union members alone can be expected to
have sustained participation in trade unions. In this context the unions play an
important role in shaping the individuals attitudes. Constant ideological
indoctrination and education of the work force is thereby a crucial responsibility
of the union, which more often than not, is neglected.
The motivations stated by the respondents for joining a particular union
are presented in table 5.9.
Table No. 5.9
Motivation in Joining a Trade Union
Religious considerations do not at all seem to influence in motivating
Trade Union
ClTU
INTUC
Others
Total
any person in joining any trade union. Political forces being the controlling
Source: Primary Data
Political believes
73
' 60.0%
57
64.6%
20
5 1.7%
1 SO
60.3%
Sectarian consideration
17
14.1%
7
7.7%
8
20.7%
32
12.8%
Religious consideration
-
-
-
-
-
-
-
Others
32
25.9%
25
27.7%
I I
27.6%
68
26.8%
Total
122
48.8%
89
35.6%
3 9
15.6%
.
250
100%
force for getting things done for the unions , may be the workers think that
their political belief will be the right basis for joining unions. But there are
other factors also for about 27% workers. The highest percentage joining
unions on the basis of political belief is in the CITU
5.1.9 Present Attitude of Workers towards Trade Union
In order to understand workers' present attitude towards trade unionism
members of different trade unions were asked whether they approved of the
present fhctioning and activities of the trade unions
Table No. 5.10
Opinion of Workers towards Present Functioning of Trade Union
[ T r s d e n i o n I Yes No Total l I l
CITU
Others
Total
9 1
18
47.4%
Source: Primary Data
162
64.5%
3 1
2 1
52.6%
122
39
15.6%
88
35.5%
250
1 0O'Yo
J
While the ClTU mcmbcrs recorded high approval ratings, i t has bccn
slightly less in the case of the IN'I'UC. Those belonging to other smallcr
unions wcre dissatisfied with their ~irlions current performance
The opinion expressed may be in relation to the performancc of thc
other unions rather than on the basis of the levcl of satisfaction received for
redressal of the grievances through their own unions. Activity and inactivity
of trade unions are related to the party in power and the affiliation of thc
union also.
It may bc noted that thcrc is maximum approval of the prescnt
functioning of unions among the ClTlJ membcrs.
ClTU INTUC
Opinion
Others
Figore 5.2
Opinion o f Workers Towards Present Functioning o f Trade Unions
5.2 Democracy in Trade Unions
Trade Unions in India, as elsewhere intend to be essentially
democratic in policy making , structure , administration and control. They
have faced the complex problems of granting adequate organisational authority
to union officers and at the same time preserving freedom for discussion and
criticism by their members. Their belief of zealous members and union
leaden that ends justify the means has often encouraged compromises with
internal democracy. Members have to fight against personal ambition and
narrow self interest of a few persons in a group, sometimes without success, to
prevent gangsterism and racket in their unions. Pressures to confonn are as
notable in unions as in other forms of democratic organisations.
To ascertain how far democracy was acceptable to them in trade union
matters two questions were put to workers.
5.2.1 Election of Trade Union Leaders
Whether trade union leaders must be selected on the basis of democracy.
Table No. 5.1 1
Election of Trade Union Leaders
Source: Primary Data
Trade unions are workers'organizations, for the workers by the workers
aimed at welfare of the working class. It may be able to function effectively
on the basis of cooperative principles of all for each and each for all.
Therefore election of union leaders in democratic principles giving each
member his respective role may be most apt.
5.2.2. Trade Union and Democracy
The constitution of India, 1950, decided to make India "a Sovereign
democrat~c republic". Later, in 1954, we accepted the overall goal of socialist
pattern for reconstruction of our society. These two concepts of democracy and
socialism can be merged into one phrase-" democratic Socialism".
Democracy und Socialism
The main ideas connected with democracy are (a) equality (b)
sovereignty of the people. (c) recogmtion of the principle of the majority rule,
and (e) freedom to share in decision making. The democratic ideas have been
accepted in the state policy, which also accepts the socialist pattern of society
meaning " that the basic criterion for determining lines of advance must not be
private profit, the social gain, and that the pattern of development and the
structure of socio- economic relations should be so planned that they result not
only in appreciable increase in national income and employment but also in
greater equality in incomes and wealth.. . . . . The accent of the socialist pattern
of society is one of the attainment of positive goals, the raising of living
standard, the enlargement of opportunities for all, the promotion of enterprise
among thc disadvantaged classes and the creation of a sense of partnership
r,6 cc among all sections of the community . Democracy, it has been said, is a way
of life rather than a particular set of institutional arrangements. The same could
be sald of the socialist pattern"7.
Industrial democracy is a narrower but more constructive term than
"democracy". Basically, it is associated with economic democracy and means
democracy within industrial plants. As the Encyclopedia of social sciences
(1968) observes; it is a micro democracy in which the member of the political
community, the polites, is replaced by a member of an economic community,
the worker. In its ultimate form, industrial democracy calls for self-
government by the workers in a plant.
In India, industrial democracy has been accepted, in the second five
year pian, as "a prerequisite for the establishment of a socialist society". The
industrial policy resolution (1956) firther asserts: " In a socialist democracy,
labour is a partner in the common task of development and should participate in
it with enthusiasm. There should be joint consultations and workers and
techmcians should, wherever possible, be associated progressively with
management".
Concept of Workers Participation
The concept of worker participation in management is closely linked to
the ideals of democracy and socialism and on the basis of labour management
collaboration. The underlying principles of democracy and socialism, llke
equality, participation in decision making, social gain and recognition of the
majority decision are applicable to workers participation. According to this
concept, decisions are not to be taken unilaterally, but by both the parties after
mutual discussion. Each party should have the faith in the bona fides, implicit
trust in the words and promises given and full recogrution of the rights and
claims of the other party.
"The growth of trade unions in our country has highly influenced the
democratic life of the nation". This statement was put for the opinion and
opinions are summarised below.
Table No. 5.12
Trade Union and Democracy
Though the birth and bringing up of bade union movement took place
in the context of nationalist movement which imbibed a democratic culture and
outlook in the post independent era trade unions started supporting and
supplementing the political processes in the country which are by and large
democratic. Trade unions as well as political parties have gained out of this
long relationship.
Trade
Union
CITU
lNTUC
Others
Strongly
agree
64
52.3%
3 3
37.0Yo
1 5
39.5%
Total B 44.7% 112
Agree
53
3.1%
50
55.6%
19
Source: Primary Data
47.4%
48.2% 122
No
opinion
5
4.6%
4
4.9%
4
10.5%
5.7% 13
Disagree
-
-
2
2.5%
-
-
.9% 2
Strongly
disagree
-
-
-
-
1
Total
122
48.8%
89
35.6%
39
2.6%
0.4% 1
15.6%
100%
250
5.3 Collective Bargaining
Collective bargaining is an important part of the industrial relations
machinery. Negotiations about working conditions and terms of employment
between an employer, a group of employers or one or more employers
organisations, on the one hand, and one or more representatives of workers'
organisations on the other with a view to reaching agreementX The process is
collective because issues relating to terms and conditions of employment are
solved by representatives of the employees and employers in groups rather
than as individuals. The term' bargaining' refers to evolving an agreement
using methods like negotiations, discussions, exchange of facts and ideas,
rather than confrontation. The process of collective bargaining is bipartite in
nature, ie., the negotiations are between the employers and employees, without
a third party's intervention. The objective of collective bargaining is to come to
an agreement. ~landers' identifies the distinctive nature of collective bargaining
to be basically a political institution in which the rules are made by the trade
unions of workers, employers and corporations/organisations.
Collect~ve bargaining has been recognised in our system of industrial
relations machinery in principle but in practice there seems to be a preference
for adjudication. The general feeling is that collective bargaining has so far
had little success mainly because of absence of a recognised bargaming
agent.
5.3.1 Collec.tir?e IIJargaining as a Method of Wage Fixation
A s~gnificant feature of collective bargaining agreements is the wages
that will be paid for the work done by the employees. The unions' concern as
well as that of the management is the criteria utilized in wage negotiations. In
actual fact the union is rarely involved in setting the original job rates; this is
done by the management".
In India, collective bargaining as one of the methods of wage fixation
has been adopted in many industries. Most of the agreements are at the plant
level, though some significant industry level agreements have also been
concluded. The number of long-term agreements are also on the increase-in the
range of two to five years. Since the Industrial Disputes Act 1947, which
governs the relations between management and workers in industrial
establishments, does not provide for recognition of a trade union as a sole
bargaining agent, collective bargaining has been more frequent in industries
where there arc majority unions.
Apart from dealing with issues relating to wage matters, collective
agreements cover a wide range of aspects of employment from recruitment to
retirement.
Procedural rules of collective bargaining regulate the behaviour of both
the trade union and the management to co1lective agreements or contracts
enabling them to establish their rights and obligations, define each others status
and to make, interpret and enforce agreements or contracts. As a species of
functional self, government, collective bargaining makes self-determination of
conditions of employment possible. The basic elements in collective bargaining
are:
1 ) A code of discipline to both managerial personnel and workmen
2) h accepted procedure for the recognition of trade union as a bargaining
agent.
3) A proccdure for joint consultation and identification of factors to be
negotiated, and
4) A grievance redressal machinery or procedure''.
In Kerala, three distinctive types of collective agreements have been
identified
(a) Industry-wide settlements reached under the auspices of the industrial
relations committee. (b) Negotiated settlements related between managements
and workmen on specific matters of dispute, often with the help of conciliation
mediators and or arbitrators, and (c) agreements reached directly between
parties over a negotiating table covering a wide range of issues in industrial
relations.
According to the Industrial Disputes Act 1947 a settlement means "a
settlement arrlved at in the course of conciliation proceedings and include a
written agreement between the employer and workmen arrived at proceedings
where such agreement has been signed by the parties there to in such manner as
may be prescribed and a copy there of has been sent to the appropriate
government and the conciliation officer." Apart from settlements reached in this
manner, other settlements reached under the auspices of industrial relation
committees and long term settlements are also legally binding and then there
are consent awards passed by tribunal or labour court after hearing the parties
concerned and ensuring that necessary justice is done.
In Kerala the process of collective bargaining starts when a hade union
expresses its desire to have a discussion with the management on the basis of a
demand letter or a notice. Taking the letter as a charter of demand, the
management initiates negotiations with the union If a bipartite settlement
cannot be reached after protracted negotiations the parties may admit the matter
under negotiations to conciliation.
Two distinct stages in the evolution of collective bargaining have been
identified in Kerala. Firstly, labour and management used the instrument of
collective bargaining for annual settlements of issues like bonus and DA. For
such limited bargaining, the workmen were assisted by leaders who mastered
the technique of collective bargaining. And the development marked the second
stage where both labour and management were convinced of the need to draw
up long- term agreements.
The matters relating to s e ~ c e conditions of workmen were taken up by
the industrial relations committee (IRC) constituted by the government of
Kerala and, as a result of the deliberations of IRC an industry wide settlement
under section 12(3) of the Industrial Dispute Act was reached in the presence of
the labour Commissioner, Trivandrurn, on 5- 10- 1987.
The success of collective bargaining in Kerala, as every where else, is
conditioned by a number of factors like the structure of management and the
trade union movement, the competence and dexterity of leadership and the
nature and scope of law. State policy in general, the legal machinery of
industrial conciliation, the consolidated trade union movement and enlightened
movements have all contributed to th~s success. They are increasingly using
economic data in support of proceeding of each bargaining session is
maintained and circulated before the subsequent stages are reached. in a few
enterprises, in order to encourage honest negotiations, representatives of labour
and management engage in what in generally described as ''information
sharing" " problem sharing" or "idea sharing". This is possible only where very
good management - workers relations prevail".
5.3.2 Satisfnction in Wage Increment
When asked whether they were satisfied with the wage increments
attained through collective bargaining table below gives the details.
Table No. 5.13
Satisfaction in Wage Increments
It is found that by and large employees are satisfied about the wage
increase secured through collective bargaining. It may not be possible to satisfy
all sections of' workers in wage matters.
In the past, salary and wages have been one of the most important, if not
the only item of concern to employees especially unionized employees. Wage
packages were settled through the mechanism of collective bargaining by way
of Charter of' Ilemands provided by trade unions. Relative wages in the
unionised sectors are higher than in the ununionised sector. However, these
higher wages are also due to other various economic factors that favour
unionized sector compared to ununionised sector in each industry group.
Among the factors that are responsible for higher wages are size of the firms,
Trade Union
ClTU
N U C
Others
Total
Source: Primary Data
Yes
86
70.4%
58
65.4%
27
69.4%
171
68.5%
NO
36
29.6%
3 1
34.6%
12
30.6%
79
3 1.5%
Total
122
48.8%
89
3 5.6%
39
15.6%
250
100%
capital intensity, productivity and surplus. The analysis of these factors shows
that there is a strong relationship between wages and productivity and positive
CO-relationship between wages and capital intensity, size of the firm and surplus
per worker It 1s seen that size of the firm is an important factor which
influences their wages.
There are variations between the different types of industries. Not only
are there variations in terms of the average wages between one industry and
another but also between similar jobs f?om one industry to another. It is also
noted that there are wage differences for the various skills from industry to
industry.
In developed countries, norms or guidelines for wage increases in line
with productivity increase are indicated. The emphasis has also been to give a
little more to the lower paid categories. In India, we have no guidelines and
wage increases are the result of a combination of factors like profitability,
productivity, increases in cost of living, union bargaining strength and
government regulations.
5.3.3 Collective Bargaining and Economic Aspects
'Collective bargaining usually deals only with economic aspects of
workers.' In order to understand the views of the workers on the above
statement the researcher put some questions before them. By analysing the
following table we can understand their opinion.
Table No. 5.14 Collective Bargaining Deals with Economic Aspects Only
About 55 per cent of members belonging to all unions had the opinion
that collective bargaining deals with economic aspects only. But 37.5 percent
workcrs arc clearly disagreeing to it. Usually collective bargaining may result
in a package deal. Only economic aspects of the deal may be highlighted.
Some of the aspects which may not have direct tinancial implication may
have a lot crf indirect financial implications. Workers may focus their
attention on them only whcn their specific attcntion is drawn to them.
A good percent of employees of all unions disagreed that only economic
aspects were considered in collective bargaining.
A question was put to 250 employees of various unions whether long
term settlements formulated through collective bargaining increased workers'
facilities. It is summarised in table 5.15.
Trade Union
ClTU
W I U C
Others
Total
Source: Primary Data
Strongly Agree
4 1
33.9%
27
30.0%
I l
28.9%
79
31.7%
Agree
28
22.9%
2 1
23.8%
10
23.7%
59
23.3%
No opinion
10
8.3%
4
5.W?
4
10.5%
18
7.5%
Disagree
3 8
3 1.2%
3 5
38.8%
1 1
28.9%
84
33.5%
Strongly disagree
5
3.7%
2
2.5%
3
7.9%
10
4.0%
Total
122
48.8%
89
35.6%
39
15.6%
250
100%
Major~ty of workers of all unions agreed that collective bargaining
brought about improvements in safety measures. The highest percentage of
agreement on this point comes from workers belonging to other unions.
Improvements may be the result of legislations, public sector industries with
less vested personal interest and collective bargaining together.
Majority of workers of all unions also agreed that collective bargaining
reduced work load and provided more rest period for the workers. This is
one of the gains of collective bargaining for which all the unions want to
take credit. Exploitation in this area was prevalent for a long period in the
history of our country's industry. This is one of the factors which improved
the quality of work and health conditions of the workers and hence beneficial
for thc industry workers.
According to majority of workers of all unions, collective bargaining
could not sccurc for workers more paid holidays. The percentage of ClTU
workers so feeling are higher than those in other unions. This is a genuine
grievance of the working class in India as workers in western and other many
countries are enjoying more paid holidays though the latest trend, especially
in the USA, 1s othenvise. The priority of this item may be lower in the
bargaining tablc and that may be the reason.
Majority of workers of all unions agree that a lot of improvements in
welfare measures have been brought about through collective bargaining
(60 %). Those disagreeing to the above are the members who feel that much
more improvements are yet to be brought about. History of our industry will
reveal that few improvements in welfare measures were brought about except
through collective bargaining.
5.3.4 Cnllecti~w Burguining and Redressul of Griel~unces
To a question whether collective bargaining was the best method for
securing prompt and fair redressal of grievances, out of 250 employees a huge
majority of 242 (96.7%) gave an a rma t ive reply whle 8 (3.3%) gave a
negative reply. Out of 122 (48.8%) ClTU members 120 (98.4%) agreed that
collective bargaining was the best method while only 2 (1.6%) felt that it was
not. Out of 89 (35.6%) INTUC workers 85 (95.2%) were in favour of
collective bargaining while 4 (4.8%) was against collective bargaining. Out of
39 ( 1 5.6%) members of other unions 37 (95.8%) expressed in favour of
collective bargaining, while only 2 (4.2%) expressed against collective
bargaining as the best grievance redressal machinery.
This proves that a great majority of employees have full faith in
collective bargaining as the best form of grievance redressal machinery. It
may also go to prove that workers want peace, but at the same time they are
not prepared to forego their rights.
ClTU INTUC Others
Opinion
Figure 5.3
Collective Bargaining and Redressal of Grievances
5.4 Sectarian Consideration
By and large, the trade unions were not affected by the virus of
communalism. Efforts were made on some isolated occasions to establish
unions on communal. and religious lines. They did not succeed , for which a
certain amount of credit must be given to the government, for they refused to
recognise unions formed on a communal basis. Workers of all castes,
communities, and religions have as a general rule worked together in non-
communal unions. Caste, communal or religious differences did not affect any
of the struggles that they had to wage against their employers . Membership
is open to all, and there is no discrimination on any occasion between
members on grounds of caste, community, religion or sex. In this respect trade
unions have set a model which others could copy with advantage
S.4.1 Unir>ns Attitude fowurds Management
To a question whether some of the unions in their factory are pro-
management the respondent's replies are detailed in the table below.
Table No. 5.16 Union's Pro- management Attitude
Highest percentage (88.5%) of workers of INTUC feel that some of the
36.3%
unions are pro-management. Though lesser, a large percentage of workers of
all other unions also agree that some unions are pro-management. This is a
Source: Primary Data
44.8%
trend more prominently observed among workers and the unions during
recent times. There is a tendency to find fault with other unions also. This
12.1%
often leads to rivalry among unions leading to multiplicity.
5.8% .9% 100%
.i.4.2 Munugment's Secturian A.ffiliution and Relutic~nship with the Workers
The question was put whether the caste and sectarian affiliation of the
management is a factor that affects the relationship between the worker and the
trade unions, to250 employees of various unions. Their responses are as
follows
Table No. 5.17
Management's Sectarian Affiliation and Relationship with the Workers
About two-third workers of CITU agreed that management's sectarian
1 32.8% 1 24.8%
aff~liat~on affects the relations between workers and unlons About SO percent
of workers of INTUC and other unions also agree to that. This eventually
Source: Primary Data
17.6%
reflects the general attitude of lNTUC workers towards religion which means
the figure of 52 percent may indicate an uneasiness of INTUC members to
20.4%
judge on matters related to religion. It seems that CITU members see a strong
4.41% 100%
impact of caste and religion in the relationship between the workers and
management. The reason for this could be that, assuming that the effect was
considered to be a negative, CITU workers are generally more hostile in their
ideological conditions towards caste and religion.
5.4.3 Sectarian I,eaders' Direct Influence orz the Workers.
Sectarians leaders directly influenced the workers belonging to the same
sect The ahovc statement was put forward for the opinion of worker
Table No. 5.18
Sectarian Leaden' Influence on the Workers of the Same Sect
Trade I Strongly Union Agree
Others
On the question of sectarian leaders influence on the workers of the
same sect 113 of workers of all unions agree while another 1/3 have no
opinion and the last 113 of workers are against it. This shows that workers
have no clear picture on this issue.
Agree
20
16.5% CITU
13.2%
19
15.6%
3
7.9%
No opinion
39
32.1%
Source: Primary Data
18.0%
5
13.2%
Disagree
30
24.8%
32.9%
16
39.5%
Strongly disagree
14
11.0%
27.6%
Total
122
488%
12
31.6%
8.3%
3
7.9%
100%
39
15.6%
5.4.4 U'orkers ' Secturiun Consideration to the Munugement
In order to understand the attitude of the managerial personnel's opinion
regarding sectarian consideration a question was put to them. The analysis of
the responses is given below.
"Based on your experience do you find that the workers belonging to
your rellglon or sect are considerate to you compared to others"?
Table 5.19
Opinion regarding Workers' Sectarian Consideration to the
To the above question 90% of the respondents replied No and 8% did
Management
not give any oplnlon and 2% replied as Yes.
Opinion
No opinion
Total
It 1s observed that sectarian considerations have no significant
influence on the working class of the present day. It is probably the experience
Source: Primary Data
No.
1
45
4
50
of the workers that standing united with the working class will pay more
Percentage
2%
90%
8%
100%
dividend than taking a pro-management stand on consideration of sect.
No opinion 8%
Yes
2%
E! No
I3 No opinion -
No
Figure 5.4
Workers Sectarian Consideration to the Management
5.4.5. Sec furinn A ffificltion lnJlucnce.s the Workers in their Purticipu lion in
Trade Union A ctivities
Another question was asked to the mangers whether sectarian
affiliations influence the workers in their participation in trade union activities.
The analysis are given below.
Table 5.20
Sectarian Affiliation influence the workers in their participation in trade
union activities
Opinion
Yes
No
Total
Source: Primary Data
No .
7
4 3
5 0
TO
14%
86%
100
Out of S0 respondents, 43 replied as No and only 7 replied as Yes.
From the above answer it is clear that sectarian afiliations are not at all having
any influence on the workers in their participation in trade union activities.
This is probably an unbiased opinion of managers on the loyalty of the
workers towards their unions. Large majority of managers seem to certify that
communal 'considerations do not seem to weigh upon the workers in their
participation in trade union activities. It is in a true spirit of concern for
working class that most workers engage in trade union activities.
Main Problems of Trade Unions In Kottayam District
The following are the main problems of the trade unions in
Kottayam district.
1 . Uneven growth and small size of unions.
2. Financial weakness
3. Multiplicity of unions and inter union rivalry
4. Leadership issue
5 . Politicisation of unions
5.5 Uneven Growth and Small Size of Unions
Since independence the number of trade unions and membership of
trade unions have been increasing. It shows the popularity of trade unions
among the workers. Several factors have contributed a great deal to this. Firstly
the industrial relations policy of the Government confined the advantages of the
machinery set up for settlement of industrial dispute to members and officials of
registered trade union only. Secondly, the political parties and the federation
have encouraged the workers to join trade unions. Thirdly, certain provision of
the labour law provide special privileges to the members of a registered union
only. Lastly, the formation of employer's associations also strengthened the
union activities because unions realised that by united power they will be able
to encounter the employers.
Increase in the number of trade unions also shows that the average size
of the individual registered unions is declining. The Trade Union Act of 1926 is
itself respons~ble for the formation of small size unions. It provides "any seven
or more members of a trade union may, by subscribing their names to the rules
of trade union and by other wise complying with the provisions of this Act with
respect to registration, apply for registration of the trade union under this Act".
The other reason for this decreasing membership is the affiliation of trade
unions to the central federation with different ideologies.
5.6 Financial Weakness of Unions
The day-to-day work of a union is looked after by office bearers, more
particularly by the general secretary who is usually the chief executive. Some of
them may be full-timers depending upon the financial resources of a union.
Union work has now become a full time job, not for one but for many more.
The main job is to keep contact with members, look in to their grievances and
difficulties, make representations about them and try to secure for them as much
relief as possible. Once a year also it becomes necessary to prepare a fresh
charter of demands and place it before the employer or employers. The charter
must be supported by facts and figures. They must be collected from a variety
of sources. That requires a good deal of time and work. A union will retain the
confidence and following of workers only if it succeeds in securing for them
additional benefits and concessions fiom time to time.
A union needs a well equipped office. It may also need, as it's work
expands, economist, statisticians, journalists and public relations men. Unions
in industrially advanced countries have all such men on their staffs and it is
with their help that they are able to place before their employers a well
reasoned case in support of their member's demands. Unions in other
countries will have to equip themselves in a similar fashion in order to secure
similar reasons.
All these need money and money can and must come only from
members. Membership fees must be levied at a sufficiently high rate. Members
do not grudge paying high fees if they find the union rendering them good
service
Financial weakness is another important problem of trade unions. The
average income of the bade unions has been low, not because of the poverty of
the workers but because of certain other factors, namely
1. Workers are apathetic towards trade unions and do not want to contribute a
part of their hard earned money due to lack of rapport with leadership who
do nothing to avoid their alienation.
2. Under conditions of multiplicity of unions, a union interested in increasing
membership figures usually keeps the subscription rate unduly low and does
not collect even that subscription regularly.
3. The commitments of workers towards trade unions are very limited. Some
of the methods by which the finances can be improved are increasing
membership, raising the membership fee, receiving donations, controlling
expenditure etc. However , all these methods may not be practicable under
all the circumstances. It depends upon the environment surrounding the
union functioning
The insufficiency of funds is the main reason for the deplorable
conditions of many a small union which adversely affect their working. In
order to understand workers' attitude about the finances of the trade unions a
question was asked to them whether they are paying subscriptions regularly.
The responses are given below.
Table No. 5.21
Membership fees by the workers
Trade I Regularly I Occasionally I Never Total Union I I CITU 120 2 - 122
Others
The percentage of workers not paying subscription to the unions is
Total
negligible, the table shows. It may be the smaller size of the unions, low
3 6
92.1%
subscription rates resulting fiom competition to attract membership and poor
Source: Primary Data
214
95.9%
management of funds that leads to financial stringency. Unions will be able to
2
5.3%
undertake constructive activities like education and welfare only if the
9
3.6%
financial position 1s sound
1
2.6%
Membership fees are low and in actual practice even those low fees are
39
15.6%
1
0.5%
not paid regularly. Financiql position of unions is therefore unsatisfactory. With
250
100%
poor finances and with no security which recognition alone can provide, unions
show no inclination to undertake constructive activities like education and
welfare
Another statement was put forward to the workers. "Financial
soundness of a trade union is a prerequisite for the success of a trade union."
Table No. 5.22
Financial Soundness of Trade Union is a prerequisite
Others 19 3 2 - 39
39.5% 47.4% 7.9% 5.3% - 15.6%
Trade Union
CITU
I I I l I I I Source: Primary Data
Strongly Agree
59
48.2%
Total
Over 90% of the employees are aware of the importance of financial
soundness of a bade union. Working class almost as a whole agree that
Agree
51
41.8%
104
41 5 %
financial soundness of trade union is a pre-requisite for the success of a trade
union. Flnanc~al soundness is the proof of the organisational strength of the
No opinion
7
5.5%
123
49.2%
union and of its independence. A union without financial soundness may have
to lean either towards the management or towards some outside agency like
12
4.8%
political parties. Activities of the union as well as welfare measures to be
Total
122
48.8%
Disagree
5
4.5%
adopted by trade unions which make their presence and existence felt needs a
Strongly disagree
- -
I I
4.4%
-
- 250
100%
lot of money. The success of the trade union is always related to its financial
standing.
lrrespectlve of the cause, it is not safe to start an agitational programme
when the financial position of the union is not sound. The responses are given
below the table.
Table No. 5.23
Financial so~~ndness o f ctnion while going for a strike
23.1% 12.2% 25.3% 2.6% 100%
Source: Primary Data
About 60 percent of workers agree that it is not safe to start an
agitational programme when the union has no sound financial position. About
one third members of CITU are disagreeing to it. They are in favour of strike
irrespective of the cause and without regard for the financial status of union.
Some of them never want to question the wisdom of their leaders, it appears.
However, for the conduct of strike, for providing help to workers,
thrown out of employment and unable to find alternate source of income and
in case of prolonging of strike financial soundness of the union will be a very
relevant factor.
In order to understand the views of the union members regarding
keeping the ~ndependence of the union wlule lending and taking money from
outside agencies, a question was asked whether they agreed to the flow of
funds from inside the union and from outside the union and the responses are
tabled below
Table No. 5.24
External Financing of and by Unions
17.2% 13.7% 28.6% 11.0% 100%
Source: Primary Data
Regarding flow of funds from unions to outside and from inside to
unions the unions are sharply divided. While majority of ClTU workers are
agreeing to it, highest percentage of INTUC members are disagreeing to it
though on the whole only 46.7 per cent are agreeing to it. This is a very
crucial issue in the political and industrial scene of our country. Flow of hnds
from industries and even trade unions to politicians during times of election is a
very common matter. But a lot of rottenness in the democratic culture of this
country has resulted from t h ~ s single development. The land of unholy
alliance and the resulting corrupt practices is an area of constant concern for
the statesmen of the country.
It can be observed that there is maximum disagreement among INTUC
members to the idea of flow of funds from inside the union and from outside.
5.7 Multiplicity of Unions and Inter union Rivalry
Multiple unions are mainly the result of political outsiders wanting to
establish unions of their own, with a view to increasing, their political influence
albeit in urban areas'. The different political view among the workers and their
unions and also opportunism of trade union leadership are largely responsible
for the multiplicity of the trade unions in Kottayam district. Political divisions
among the ranks of the union leadershp and membership lead to multiplicity of
unions both at the grassroot and national levels. The trend of multiplicity of
unions develops small size of trade unions which undermines the strength and
solidarity of the workers in many ways.
A situation of multiple unionism is said to prevail when two or more
unions in the same plant, industry or occupation try to assert rival claims over
each other, and function with overlapping juri~diction'~.
Multiunionism not only affects the organisational structure of unions; it
also tends to make industrial relations unstable. However, it has both positive as
well as negative impacts; multiunionism is considered essential for the healthy
growth of trade union movement. It initiates a sprit of competition and prevents
unions from adopting undemocratic practices. The sense of competition keeps
thc leadcrship alcrt and dynamic. Conscqucntly, mcmbcrs of thc tradc unions
get better services and more benefits.
Politicisation of trade unions resulting from multiplicity of trade unions
creates a lot of problems in the industrial relation system. Another problem is
intra union rivalry. In practically every important industry or industrial centre,
there are parallel and competing unions. Rival unions are functioning
everywhere.
The present study found that multiplicity of trade unions has created a
lot of problems. These related problems are intra union and inter union
rivalries among trade unions, increasing more political influence among trade
unions . developing militant attitudes among trade union leaders, tendency to
avoid collective bargaining process by the employers, developing unhealthy
competitions in collective bargaining agent election, developing unstable law
and order situation through inter union rivdries, absence of concerted efforts
for improving labour management relations and productivity etc. There is no
doubt that the management will make capital out of multiplicity of unions. I t is
in fact only the management that will gain out of multiplicity of unions in any
industry
In order to estimate workers views on multiplicity of unions several
questions were asked to them. On an analysis of their replies the following
findings were made . They are given in Tables 5.25 to 5.33
"lnter Union Rivalry will always help the management in prolonging
settlement of issues". This proposition was placed before the members of
various unions. Their opinions are summarised below.
Table No. 5.25
tnter union rivalry helps the management in prolonging the
settlement of issues
Source: Primary Data
More than 97 percent members of all unions agree that interunion
rivalry will always help the management in prolonging the settlement of
issues This is because when rivalry grows the collective strength of the unions
is lost. The bargaining power of the unions will be lost. It will take time for
reaching an amicable understanding between / among rival unions
themselves. The management can make capital out of it. Its tactics may be to
retain the divided status of the unions.
As most of the members of all unions seem to know management
tactics and the ~mportance of unity they can exercise caution and vigilance
to ensure unity which may be the very purpose and meaning of their collective
existence. The union leadership also should be vigilant and careful to avoid
developing of rivalries.
Another question on which opinion of workers was sought was
whether "multiunionism divided the bargaining power of the union". The
replies received are classified below.
Table No. 5.26
Multiunionism Divide the Bargaining Power of the Union
Source: Primary Data
Workers are unanimous in aflinning that multiunionism divide the
bargaining power of the unions. Existence of unions have no effect unless
they, the unions and workers, stand united. More than 91 percent of all workers
have come out clearly against multiunionism as they know clearly about the
bad effects of multiunionism. Management can exploit the workers by siding
with some of the unions and opposing the stand taken by some other unions.
Here again most of the members of all unions have agreed to the proposition
that multiunionslm divided the bargaining power of the union.
"In multiunionism none of the union will seriously take up the cause of
the workers" This Issue was discussed with 250 member of various unions
The results are as follows.
Table No. 5.27 In M~~ltiunionism None of the Unions will take up the Cause of the
Workers Seriously
Source: Primary Data
Nearly one third of workers are disagreeing to the above stand of the
majority. May be because some of the unions according to them fight for the
cause of workers whether there is multiunionism, single unionism or
biunionism. It may be noted that maximum workers agreeing to the statement
belong to NTUC
Employees were asked whether "management in their factory favoured
multiunionism.
Table No. 5.28
Attitude of Management towards Multiplicity of Unions
About SS percent of workers of all unions agree that management
favour multiunionism. Those agreeing to the above are more than 60 percent
among CI'TU workers. Those disagreeing are 35 percent among INTUC
workers While the general trend among management is to favour
28.6%
Source Primary Data
26.4% 12.8% 27.3% 4.8% 100%
multiunionsm on the principles of divide and rule, there may be managements
which take a balanced attitude that a strong and united trade union will
smoothen their workers.
To a question whether "in case of multiunions the management would
show partiality or discriminate among the unions" the replies are tabled below
Table No. 5.29
Discriminative Attitude of the Management
More than 62 percent of workers feel that management will take
discriminatory attitude in case of multiunionism. Among INTUC members
the percentage I S 67. Partiality or discrimination and the resulting rift among
workers comes very handy and convenient for some management waiting for
such a climate. It is for the working class to realise these bad effects of
multiunionism and not become prey to such temptations. They should stand
united and refuse to be exploited.
Another issue on which the opinion of the workers was sought is
whether "mulitunionism facilitated management making the unions fight
among themselves"
Table No. 5.30
Multiunionism Facilitates the Management Making the Unions Fight
A v q large majority of workers of all the unions, 87 percent agree that
multiunionism facilitates making the unions fight among themselves. If there is
only one union there is no question of any fight and if there are only two
unions both the unions will behave in a responsible manner. But in case of
multiunionism, there will be rivalry and fight and management also will find
sorting out of issues difficult. Sometimes fight among unions and delaying
tactics will prove effective to save certain situation and management may not
hesitate to resort to these. In a united union, the management cannot easily
use these tactics to exploit the working class.
It may be noted that all the members of various other unions gave their
opinion on the question of management abetting fight among the unions. Over
92% of them either agreed or strongly agreed to this as one of the evils of
multiunionism. This may be their own wild conclusion based on their
membership or experience in various unions.
To the question whether "single unionism, double unionism or
multiunionism was suited for promoting worlung class interest", the replies
given are classified below.
Table No. 5.31 Uniunionism or Multiunionism in promoting Workers' interest
Source: Primary Data
It is observed that 73.5 percent workers of all unions favoured double
unionism in promoting workers interest. More than 24 percent favoured single
union, while a small minority of 2.2 percent favoured multi-unionism. Single
unionism will result in concentration of power in the hands of a few leaders.
Workers will have no choice. Healthy competition for securing better working
conditions and welfare measures will be the result in the case of two unions.
The unity and strength of the working class also will not be lost as in
multiunionism
Irrespective of any trade union affiliation all working class mostly
favoured two union system and only a very small minority favoured
multiunionism.
Multlpliclty of unions is a problem that most industries and trade
unions are facing but "the emergence of more than one union has very much
helped the growth of trade union movement in Kerala"
Table No. 5.32
Multiplicity of Trade Unions Helped the Growth of Trade Unionism in
Kerala
Source: Primary Data
Most of the members of all unions have the feeling that the idea of
single union 1s not workable though the evils of multiunionism are more
Having tmo unions is the ideal situation
The results in table No 5. 33 , 5.34, 5.35 and 5.36 show that workers in
general trrespectlve of unton membership and party aflil~at~on are agalnst
multiunionism and mostly favour biunionism. Just by agreeing that maximum
growth of trade unions took place at a time when multiplicity of unions
flourished the workers may not be supporting multiplicity of unions. It may
be a tryst with history that these two (growth and multiplicity) should
coincide
In order to evaluate the opinion of the managerial personnel regarding
multiplicity of unions for the better management-labour relations a question
was asked and the following responses are received
Table 5.33
Multiplicity of unions and management -labour relations
Trade Union
One Umon
Two Unlons
Source: Primary Data
Multiple Unions
Total
I t is observed that none of the managerial personnel favours multiple
No
20
3 0
unionism. In multi-union situations at the plant level, the problem of inter
- - - - -
Percentage
40%
60%
-
union rivalry frequently poses a managerial problem. Disagreement among
-
unions to technological change, rationalisation, automation or terms and
conditions of employment cause work stoppage. Sometimes one union agrees
50
while the other does not, for a variety of reasons. These rifts are also due to the
100% J
rivalry among leaders, or to differences in strategy to be adopted or to
differences in ideology. A clash of personalities and egos also plays its part.
Another factor is the political linkage with unionisation. Unions through
their collective action are organisations concerned with the interest of a
particular class. Hence they are also concerned with the distribution of power.
Since distribution of power and decision malung is llnked with the political
process, the interrelationship between politics and unionism is part of this
process whlch is perpetual. Both political parties and unions have a vested
interest in each other as the effect of their actions and strength is of interest to
each other. Unions have a stake state in the political process and the decisions
that will change or restructure the balance of power within their society.
Multiple unionism also leads to multiple enrolment in unions and non-
subscribing members, causing delay or failure to get recognition.
The primary role of a union is to protect the workers and to channelise
their efforts into more rational directions so. that the viability of the plant is also
enhanced. The effect of having multiple trade unions both at the macro and
micro levels serves only to weaken the workers' power base while at the same
time negatively affecting the viability of the plant.
Multiunionism, like multiparty system in our politics, has come to stay
whether we like or not. Only time can prove whether this is a passing phase.
The study has shown that majority of workers, leaders and managers are
favouring double-union, system though small minority favoured multiunionism.
Workers in general are conscious of the evils of mutliunionism like interunion
rivalry, intra union rivalry, management using the technique of divide and rule,
prolonging solution to issues, reduction in bargaining power etc. They are also
aware of the managements attitude towards multiunionism by way of
discrimination. tactics like delaying, abettement of fight among multiunions In
spite of these the management also are in favour of two unionism considering
their problems involved in dealing with multiple unions, single unionism being
an impractical proposition. However, no one can undervalue the role
multiunionism has played in taking the trade union movement in our state to the
present heights and the awareness it has created in the work force. The present
level of awareness seem to have taught the worker that tmo union system is
ideally suited for our conditions.
5.7.1 Strike
In addition to mutual accusations , rival unions sometimes go to the
extent of obstructing the nonnal conduct of trade union activities on different
levels. A union does oppose a stnke by a rival on various grounds , example, of
the strke being unnecessary, uncalled for, against the interest of the workers
and being, antinational etc. Viewing this point the researcher put some
questions before the workers in order to understand their views about stnke.
Whether all workers should jointly participated in the joint strike
organised by all trade unions for the redressal of worlung class grievances. The
analysis are given below.
Table No. 5.34
Opinion of the Workers regarding Redressal of their Grievances
Source: Primary Data
The percentage of workers agreeing are as high as 98.7 and out of them
58.8 percent strongly to the question whether all workers should jointly
participate in the joint strike organized by all trade unions for the redressal of
working class grievances. While coming to crucial questions of redressal of
grievances workers seem to forget their differences and stand united. The
purpose of their coming together as a union will be defeated if they do not
fight unitedly for such causes affecting all.
It may be noted that the workers are unanimous that all workers and
unions should unite together for redressal of their grievances
In a strike action for legitimate and just cause, not even a rival union
should rehain fi-orn i t
Table No. 5.35 Strike for a Legitimate Cause Even Rival Union should not
Refrain from it
Almost 98 percent of workers agree that even a rival union should not
55.3%
refrain from a strike that is for a legitimate cause. This may be an indication
that nearly all the workers are conscious of the need for unity for the success of
Source: Primary Data 42.5%
a trade unlon actlon. Any union refraining from strike action may become
unpopular with the workers if they do not join hands for a legitimate cause
1.8%
Though strike 1s to be resorted to only when all other methods fail, it should
be total, to yield results.
- 0.4% 100%
Here again workers have a strong feeling that they should always stand
united
Workers were asked whether the strikes organized by one of the unions
are bound to fail because the other unions oppose them.
Table No. 5.36
Strike Organised by one Union Fails due to the Opposition of Other
About 88 percent workers of all unions agree that strike organised by
one union fails due to the opposition of other unions. This once again
indicates tlie need for total unity among workcrs for rnakiny strike aet~on a
success. A sect~on of the opposing workers increases the bargaining power
of the management. Strike which is the sharpest weapon in the armoury of
Unions
Trade lJnion
CITU
1mc
Others
Strongly Agree
58
47.7%
3 1
34.6%
15
Agree
5 1
42.2%
47
53.1%
17
l 395%
Source: Primary Data
42.1%
115
46.1%
Total
No opinion
5
3.7%
7
7.4%
5
104
41.7%
13.2%
17
6.6%
Disagree
8
6.4%
4
4.9%
1
2.6%
13
5.3%
Strongly disagree
-
-
-
1
- Total
122
48.8%
89
3 5.6%
39
2.6%
1
0.4%
15.6%
250
100%
trade unions should be used with utmost care and with consent of all. Goals
will elude the group of working class until total unity is achieved
"Strikes cause considerable financial hardships for the workersm This
statement was put for the opinion of the workers
Table No. 5.37
Strike Causes Economic Hardships to the Workers
More than 91 % of workers agreed that strikes caused financial hardship
to workers.
Workers from all unions unanimously agree with the great majority
that strikes , cause economic hardships to workers strikes being on 'no work
no pay' basis. Maximum hardship is expressed by members of unions other
Trade
Union
CITU
INTUC
Others
Total
Source: Primary Data
Strongly
Agree
55
45.0%
34
38.3%
14
36.8%
103
41.2%
Agree
53
43.1%
5 1
56.8%
23
57.9%
127
50.4%
NO
opinion
9
7.3%
1
1.2%
1
2.6%
11
4.4%
Disagree
3
2.8%
2
2.5%
-
-
5
2.2%
Strongly
disagree
2
1.8%
1
1.2%
1
2.6%
4
1.8%
Total
122
48.8%
89
35.6%
39
15.6%
250
100%
than CITU and INTUC. In our country it is not easy to get an alternate job
when workers go on stnke. The wage levels also do not allow for
accumulation of savings to last a long strike. Contribution to fighting fund also
makes the worker poorer. It is only the help from strong and established unions
or the political party to which the union owes allegiance that comes to help.
Financial stability of the union as well as worker is a prerequisite for the
success of a strike
"The trade unions should organize strikes only when all the other
methods fail" To the statement the responses are given.
Table No. 5.38
Organise Strike only when all Other Methods Fail
Almost all unions are unanimous that strike should be the last resort.
More than 99.9 percent of workers of all unions agree that stnke should
be organised only when all other methods fail. The reasons are easy to find in
tables 5.40, 5.41 and 5.42. As this is the last weapon, the strike action must
yield success. Failure of strike means failure of working class in total. It will
lead to failure of leadership also and may be to failure (winding up) of the
industry too. If the strike does not click it may turn to be a destructive step.
So, as a rule, strike should be resorted to only if all other methods fail and
only if all workers unitedly stand for it.
Strike is the last weapon in the armoury of trade unions and i t is made
use of cautiously after exhausting all other avenues. The study has revealed that
the working class in Kerala is well aware of this. The supreme importance of
unity of working class for the success of any strike action and the need for
eliminating any differences of opinion, whether it be about economic hardships
likely to result or it be a failure of a strike due to non-participation of one union
or more in the past have to be sorted out patiently, cannot be underestimated.
Politicisation of our trade unions is so much so that majority of workers would
strike work for political reasons even if it involves financial loss. They are not
so keen to go for strike on economic issues. Gandhiji's advice that workers
should take up alternative jobs during strike period for financial relief did not
find practical application here due to various reasons. The success or otherwise
of any strike depends not only on the rights of the workers, but also on the
nobility of their purpose, the attitude of the management and governmental
agencies as well as on public sympathy. The history of strikes in Kerala and
their dissolution has taught the present generation of workers a lesson that
strike is not the panacea for problems of the worker. This is clear from the
responses of majority of workers.
5.8 Leadership Issue
Another important problem of trade union is 'outside leadership'. "The
controversy about outsiders in a union is as old as the Act itself (Trade Union
Act, 1926) , perhaps, even older" notes the National Commission on Labour. l 3
It says further . "Neither the nature of the controversy nor its keenness has
changed in the past forty years".'4 By definition, an outsider is a person who is
an office bearer of a trade union but not actually employed or engaged in an
industry with which the trade union is connected. But the tern has attained,
over a per~od of time or more specific meaning that of a political man.
According to Welner , "The leading trade union workers , with a few
exceptions , come from political parties and do their trade union work as part
of their political work.""
Writers on Indian trade unionism are vehement and almost unanimous
on the evils of outside leadership. According to them, most of the evils of
present day trade unionism are the consequences of outside leadership,
though the work done by them in the past was of great value. In this context
an analysis is made to understand the views of the workers regarding outside
leadership. The responses of the workers are summarised in Table 39 to 43
Opinion was asked as to "to whether leadership kom outside will
hamper the hade union movement ?" The responses are given below.
Table No. 5.39
Outside leadership will hamper the trade union leadership
More than 49% workers of all u ~ o n s agree that outside leadership
hamper the hade union movement. About 59% of the INTUC members and a
slightly lower pcrccntagc mcrnbcrs of other unions ayrcc to the statement.
Nearly majority of workers desire that trade unions should grow from within so
Trade
Union
CITU
INTUC
Others
Total
Source: Primary Data
Strongly
Agree
24
19.3%
21
23.8%
1 1
27.0%
56
22.1%
Agree
25
20.2%
3 1
35.0%
12
29.7%
68
27.0Yo
No
opinion
22
18.3%
12
13.8%
6
16.2%
40
16.4Yo
Disagree
3 5
28.4%
24
26.3%
5
13.5%
64
25.2%
Strongly
disagree
16
13.8%
l
1.3%
5
13.5%-
22
9.3%
Total
122
48.8%
89
35.6%
3 9
15.6%
250
100%
that they can have leaders who know and understand the workers problems.
Then the trade unions may give priority to the interest of workers. With due
regard for the supreme sacrifices of trade union leaders who came from politics
one may submit that the trends observed among trade union leaders who came
from present day political scene reveal that they hardly have any regard for the
interest of the workers. They come for union works with the sole motive of
safeguarding their self interest. They seem to have no hesitation to join hands
with unscrupulous management and make some of the workers their
scapegoats. This is probably what alienated workers from their politician
leaders and made them desire for a change.
The question was asked whether professional trade union leaders are
necessary for the growth of trade union activities
Table No. 5.40
Professional trade union leaden are necessary
I Union
Others t-
- Strongly Agree No Disagree Strongly Total
Agree opinion disagree 45 60 7 7 3 122
36.7% 49.5% 5.5% 5.5% 2.8% 48.8%
I I I I I I
Total 34.8%
88
Source: Primary Data
45.4%
113
6.6%
16
9.7%
24
3.5% 1 00%
9 250
The highest percentage of ClTU members opting for change to
professionalism in trade unions goes to show that they are prepared to accept
the winds of change. The need of the hour for meaningful existence of trade
unions is introduction of professionalism in the leadership cadre. The
traditional politician leader can not analyse the full implications of trade union
dynamics to effectively utilise it for the welfare of the working class.
Specialised and trained personnel to give dircction and guidance to workers as
onginally contemplated by Gandhl will work with dedication for the upl ihent
of the worlang class. Workers may be witnessing h i t s of professionalism in
almost all areas of growth and development. Workers naturally want similar
fiuits in their organisation too.
Another question was "whether more dedicated leaders originated from
within the Industry".
Table No. 5.41
Dedicated leaders originated from within the industry
~p
Source I'r~mary Data
lronically the highest percentage of workers (71%) belonging to CITU
feel that dedicated leaders originated from within the industry while percentage
of all other union members agreeing to that view are 63. The quality of CITU
leaders who came up from within the industry may be better than outside
leaders on comparison with other unions
In ordcr to save trade union movement and industry morc and morc
professional trade union leaders with commitment either from within the
industry or from professionally managed institutes should take the reins of trade
union movement
"Outside leaders never go to the core of the trade union problems. They
have their selfish interest only." The above statement was put forward to the
workers for their opinion. The responses are given below.
Table No. 5.42
Outside leaden never go to the core of the trade union problems
Source: Pr~mary Data
While two third of workers of all unions agree that outside leaders do
not go to the core of trade union problems only 57% CITU members agree to it
and sizeable number 3 1% are disagreeing to it .This may be an expression of
the affinity between some of outside leaders and workers in CIW. W C
and other union leaders do not seem to have cultivated such affinity as the
worker seem to express by a big majority in favour of the statement.
Those who join the trade union movement as leaders from politics may
be having their own personal interest or their party's interest uppermost in their
minds. Interest of the workers is secondary to the above. So they may not go to
the core of the trade union problems. 'They may not go for any step that may be
in conflict with the interest of the party even if i t may be beneficial to the
workers. They may never study the problems of the unions except to the extent
of the party's interest. Therefore real and' lasting solution to the trade union
problenls may not emerge from the stand taken by such leadership. That may be
why majority of workers support leaders fTom inside.
Members do not welcome outside leadership. Opinion of the workers
were sought on this statement.
Table No. 5.43
Members do not Welcome Outside Leadership
Only a minority of 39.5% of workers agree to the statement that
members of trade unions do not welcome outside leadership. Nearly 50% of
them are disagreeing to it.
It may be noted that maximum members disagreed with the proposition
that members do not welcome outside leadership. It is probably the nature of
activity and priorities of some of the outside leaders that make some of them
unpopular among workers. For example as seen from table 5.42 workers have
a feeling that they do not go to the core of the trade union problem. From table
Total
122
48.8%
89
35.6%
39
15.6%
250
100%
Source: Primary Data
Trade
llnion
CITU
INTUC
Others
Total
-
Agree
25
20.2%
13
14.8%
7
1 8.4%
45
18.0%
Strongly
Agree
28
22.9%
20
22.2%
6
15.8%
54
21 .5%
No
opinion
13
11.0%
11
12.3%
3
7.9%
27
11.0%
Disagree
44
35.8%
42
46.9%
19
47.4%
105
41.7%
Strongly
disagree
12
10.1%
3
3.7%
4
10.5%
19
7.9%
5.39 one can observe that majority of workers agree that out side leadership
will hamper trade union movement. These are expressions of fears in the minds
of the workers possibly resulting from their own experience or experience of the
workers around them. Thus it may not be that workers are openly coming out
against leaders from outside. They are standing up for the protection of their
own interest There is no reason to think that workers will be against leaders
from outslde, if they take up the cause of workers seriously and protect their
interest keepmg their political or selfish interest as secondary. The workers will
welcome any leaders who will truly protect their interest and stand by them in
times of need.
5.9 Politicisation of Unions
From the outset the trade union movement was closely associated with
politlcal movement. In the first place, the leaders of the two movements were
common. "Political influence on trade unions is traced back to the
independence movement; both movements were closely related."'" This inter
l~nkmy prevailed at lower levels and individual unions as well.
Secondly the unions that political workers developed tended to adopt
the politlcal colour and orientation of its particular leader or sponsor. This
gave nse to the growth of unions associated with various political parties and
groups. The conflict in the political field between parties and groups was
~ncv~ti~bly transferred to the tradc union ficld. This led to the fragmentation
of unions, the growth of Congress unions and Communist unions and Socialist
unions, not only in the same local area in an industry but also in some cases
in the same factory or establishment.
"A close relationship is observed between trade unions and politics both
in developed as well as developing co~ntries."'~ In Great Britain, the
relationship between the British Trade Union Congress and the Labour party is
well known and in fact, the British Labour party is a creation of the British
Trade Union Congress which still continues to provide the bulk of its finances
and membership. Similarly. all over the European continent, the trade unions
draw their inspiration from political parties and are controlled and guided by
them "In the Communist countries, the relationship is still more intimate and
it is often said that in these countries, the trade unions have no existence
independent of the communist parities of those countries. In the newly
emerging independent nations also, whsther in Asia or in Afnca political
parties have sought to organise trade unions and maintain their control over
them." " "?he reason for this close relationship between the unions and
political parties is that both are concerned with the distribution of power and
decision making at the government level."" Political parties organise activities
on a competit~ve basis and try to acquire and enjoy power through the periodic
elections held on the basis of adult franchise. Strategically located organised
and relatively educated industrial workers constitute a very important source
of strength in the acquisition of political power in these political parties.
Consequently, the political parties scramble among themselves to establish
closer ties with the working class through their organisations. it is also said
that trade unions can be considered as the cradle of political leadership. It
gives them sufficient opportunity to acquire the leadership skills. In a sense,
unions are institutions for training a democratic leadership.
Since the trade unions are interested in (a) promoting economic and
other interests of the working class(b) safeguarding their own organised goals
and (c ) promoting and protecting the interest of the leaders, it becomes
necessary for them to establish some kind of relationship with the governmental
agencies, l'rade unions always tried to influence the various organs of the
government either directly or indirectly. Their interest in political parties is
partly to influence the formulation of the government policy and its
implementation.
In India the history of the trade union movement bears a good testimony
for the close linkage between trade unions and the political parties. I t is partly
due to the fact that the Indian trade union movement was nurtured and
developed by the political leaders of the country as a part of the national
movement for independence. Pattabhiraman observed that " The clay of
unionism is possibly an effervescent industrial labours sculptor chiselling in to
shape have certainly being members of political parties"z". Even afier the
attainment of independence, the factors that brought about a close affinity
between the trade unions and political parties under conditions of foreign rule
had not disappeared. The basic problems regarding the creation of new social,
political and economic order in the country have come to the forefront and still
continue to agitate the minds of all politically conscious people. Different
political parties wme forward with different ideologies and programmes of
political action in an attempt to achieve the new order. These include such
issues with which the working class is ultimately concerned and, therefore, has
to play an active role in the determination of the final outcome of the class of
different ideologies as a basis for social reorganisation. This reorganisation
would affect the workers not only as the citizen of the country but also as the
main producers of wealth. Hence, the trade unions as working class
organisation are deeply involved in political programmes. Crouch has observed
" even to the most causal observer of the Indian trade union scene, it must be
clear that much of the behaviour of Indian unions, whether it be militant or
passive behaviour, can be explained in political terms".
In the light of this background, an attempt is made to analyse the extent
of pol~tical involvement of workers under study and its implications are
analysed in table 5 . 44 to 5.53.
Table No. 5.44
Politicians had given strong leadership to Trade Unions
A question was put to the group whether politicians had provided strong
leadership for trade unions and had given them a direction. The replies given
are summarised. I t can be observed from the table that more than 69% of the
workers accept and acknowledge the role played by politicians in providing
strong leadership to trade unions. There is no denying the fact that Indian
unions grew up side by side with national movement for independence
sponsored by politicians and social reformers. They have thereatter, succeeded
in securing significant gains for the working class. It may be observed that 78%
CITU members are of opinion that politicians have given strong leadership and
Total
Source: Primary Data
21 1%
82
32.3%
31.6%
93
36.8%
10.5%
34
13.6%
21.1%
34
14.1%
15.8%
7
3 2%
15.6%
250
100%
have given a direction to the trade unions. The response need not necessarily
mean the present attitude of the workers towards the role being played by the
politicians. It can be found from : the following tables that workers are by
majority expressing that trade unions can be made more effective without
political affiliation and an indigenous workmg class can emerge only when
trade unions are not affiliated to political parties . This probably represents
the present true stand of the workers towards leadership from politicians. I t
seems that gone are the days when politicians could lead the trade unions as a
mission with a vision
"Unlons led by politicians in the opposition parties will have better
fighting power". This proposition was put forward to members of different trade
unions for their opinion.
Table No. 45 Unions led by politicians of the opposition party have better
fighting power
Source: Primary Data
Majority of workers expressed a feeling that unions led by politicians
belonging to opposition party have better fighting power, the feeling being
maximum with CITU members, lesser with TNTUC members and least among
members of other unions.
Trade union actions have very often been used as a political weapon and
trade unions have often used it to topple the government in power. The fact is
admitted by parties which have tasted governmental power and power of
opposition. This has percolated the grass root levels and is reflected in the
replies.
This can be seen as a negative and destructive effect of the alliance
between polltics and trade unions. In a positively democratic polity it should
have been the ruling party that should take up the cause of working class.
Once in power, the politicians see reality and out of power they fight for what
is not reality. This game of the politicians is slowly being understood by
working class.
Information elicited from a section of the employees belonging to
various unions as to whether "political allegiance of the management would
influence the attitude of the employees".
Table No 5.46
Whether Political Allegiance of the Management w o ~ ~ l d Influence the
Attitude of the Employees
It can be noticed that among all unions more than 91% of the employees
either agreed or strongly agreed to the statement.
A large majority of workers of all unions irrespective of political
affiliation agree that political allegiance of the management would influence
the attitude of workers.
However, possibilities are that majority will go to political party with
opposing ideology. Most of the workers seem to have developed a feeling that
they can gain anything from management only through confrontation and fight.
Fighting spir~t may be more with the party opposing the one to which the
Trade
IJnion
CITU
INTUC
Others
Total
Source: Primary Data
Strongly
Agree
49
40.4%
3 2
36.3%
17
44.7%
98
39.6%
Agree
62
50.5%
49
55.0%
20
50.0%
13 1
52.0%
No .
opinion
9
7.3%
7
7.5%
1
2.6%
17
6.6%
Disagree
2
1.8%
-
-
1
2.6%
3
1.3%
Strongly
disagree
-
.
1
1.3%
-
I
0.4%
Total
122
48.8%
89
35.6%
39
15.6%
250
100%
management owes allegiance . a s seems to be another unhealthy trend that
gradually developed between politics and trade unions through years of their
existence. This spirit of competition between capital and labour is an
impediment to progress of industry, needing immediate arresting. Mutual
trust should take its place.
Whether "the trade union movement can be made more effective and
beneficial for the workers if the trade union was without political affiliation"
Table No 5.47
The Trade Union Movement can be made more Effective and Beneficial
for the Workers if the Trade Union was without Political Affiliation
Total
Source: Primary Data
31.6%
89
35.5%
42.1%
85
34.2%
5.3%
12
4.8%
15.8%
47
18.9%
5.3%
17
6.6%
15.6%
250
100%
A high percentage of workers belonging to all unions have expressed a
feeling that trade union movement can be made more effective and beneficial
for the workers , if unions are without political affiliation. It may be noted that
out of the minority, disagreeing to the above, the highest (31%) percentage
belongs to ClTU, showing the strong attachment of some of them staunchly to
the political leadership. But the average worker of all unions seem to have
got disgusted with the intrusion and overindulgence of the politicians into
trade unions. In the current scenery of political instability and 'musical chair'
sort of government, workers might have started feeling that a separate free
and united existence of the workers free from the clutches of crooked
politicians alone can work effectively for the benefit of the workers. Workers
might have realised by experience that most of the politician-leaders have
their own ulterior motives and workers interest would always become
secondary to that.
"When the political party to which some of the trade unions are
affiliated come into power they would lean towards the management".
Table No. 5.48
When the trade i~nions affiliated to some of the political parties come into power they would lean towards the management
Source: Primary Data
Trade
Union
CITU
INTUC
Others
Total
A large majority of workers belonging to all unions agree that trade
unions affiliated to some of the political parties lean towards the managcmcnt
when that party comes into power.
This again probably is an unhealthy result of the alliance between
politics and hade unions. This kind of developments can lead to division in a
union as at lest some members of the union will oppose joining hands with the
management. As the shift of loyalties among political parties and unions may
not match the thinking of individual workers, out of different unions,
Strongly
Agree
49
40.4%
3 9
44.3%
16
42.1%
1 04
42.0%
Agree
37
30.3%
3 8
43.0%
16
44.7%
93
37.2%
No
opinion
16
12.8%
5
5.1%
1
2.6%
22
8.4%
Disagree
20
16.5%
6
6.3%
4
10.5%
30
11.9%
Strongly
disagree
-
-
1
1.3%
.
-
1
.4%
- Total
122
48.8%
89
35.6%
39
15.6%
250
100%
maximum disagreement (16.5%) is among CITU workers as at least some of
them may be insisting on the strong ideological base of their union.
Our claim that democracy has taken deep roots in this country seems
to be a myth. This might be the feeling of the working class as reflected by
their responses to the statement.
"The trade unions which are affiliated to the opposition parties usually
become hostile to the management".
Table No.5.49
The Trade Unions which are Affiliated to the Opposition Parties usually
become Hostile to the Management
1 30.0% 1 22.5% 1 22.5% 1 21.6% 1 3.5% 1 100% 1 Source: Primary Data
According to more than fifty percent of workers, trade unions afftliated
to opposition parties usually become hostile to the management. Traditionally
a feeling has developed among workers and unions that hostility to
management and fight with management are the hallmarks of trade unionism.
So they may be considering that afliliation to opposition party union may find
more utility in continuing the fight. This may be the result of the not so
liberal stand of the management in releasing benefits to the working class in
the early trade union actions. More than 22.5% of the workers have not
expressed any opinion on this matter because of the difficulty in aniving at a
conclusion in a situation where the ruling and opposition parties exchange their
roles very frequently. About 25 percent workers are opposing this stand
taken by the majority and their percentage is 30 among INTUC workers.
This may be because they are able to continue their allegiance to management
even when they come to opposition. They generally do not develop hostility
towards management probably due to the classic connections between large
sections of the management and the Congress party. However, hostility to
management seems to be what makes unions popular with militant workers
Trade unions and management should develop mutual trust and
harmony and a sense of conciliation as against the present policy of
confrontation if their motto is progress and prosperity of the industry and the
working class. This calls for shaping of a mental frame that Gandhiji had
been striving to instill in them -both in workers and management.
To a question whether party interest, workers interest or a compromise
between party tnterest and workers interest would prevail in case of a conflict of
interest between party and worker, the replies are summarized in the table
below.
Table No.5. 50
Leader wo111d lose his leadership position if he goes against the direction
The pattern of reply by workers of all unions show that workers may be
very well conscious of the dominance of the political parties in the trade
union leadership. The very fact that they acknowledge this may be an
indication of how disgusted they are with the present remote controlled
system of the politicised trade unions leadership. Workers may welcome a
change in the structure of trade unions where independent dedicated workers
with no political allegiance or affiliation would lead them. If their allegiance is
of the political party
Trade Unions
ClTU
INTUC
Others
Total
Source: Primary Data
No
24
19.3%
19
19.0%
10
26.35
5 1
20.4%
Yes
98
80.7%
72
81.0%
29
73.7%
199
79.6%
Total
122
48.8%
89
35.6%
39
15.6%
250
100%
towards the workers and industry, trade union movement in our country will
move towards the right direction
An indigenous working class can emerge only when trade unions are not
affiliated to political parties. This statement was put forward for the opinion of
employees belonging to various trade unions
Table No 5.51
An indigenous working class can emerge only when trade unions are not
affiliated to the political parties
The percentage of CITU workers agreeing to the statement are 62.9 and
INTUC workcrs are 7 1.6 and other union members are 7 I . This may be
because the hold of the political party to which the CITU is affiliated is more.
32.6%
Source: Primary Data
34.8% 14.5% 14.5% 3.5% 100%
However the unions from which maximum members favour discontinuance
of affiliat~on may be the worse victims of political affiliation or they may be
the members who had witnessed the evil effects of affiliation of unions to
political parties.
The desire expressed by the workers for freedom from control by
politician leaders and the affiliation of political party despite their positive role
and sacrifices during the early stages of growth of trade union movement
probably gives an indication of how disappointed the working class is about the
present role of the politicians in the trade union field. Multiplicity of unions
styled after political parties and the wrangle of power by politicians and their
eagerness to grab and possess the tremendous force of trade unions often turn
trade union elections into a battle field. The ordinary worker member seems
to express a strong desire to get himself freed from all these. He wants to
remain a worker in peace, enjoying the h i t s of united organisation, it appears.
It is to be seen how the labour and capital will translate into action their
desire to free the industry from politicians. How the governments headed by
politicians w~ll react to these demands of the main factors of production
depends the hture of industry in our country.
To the question whether "workers should participate in a strike
organized for promoting political causes". The replies are tabled below.
Table No 5. 52
Workers s h o ~ ~ l d Participate in a Strike organised for Promoting
Political Causes
Source: Primary Data
The percentage of workers who agree that workers should participate in
strike organised for promoting political causes is less than 44 percent. Those
against such strikes are more than 37 percent and those indifferent are 18.9
percent. Majority of workers from CITU (55%) are in favour of strikes for
political causes. This shows that political forces may be having more
influence on CITU. The leadership of CITU may be more politicised. It can
be observed that among INTUC workers those opposing stnke for political
causes are more than those favouring it. It appears that the leaders of the
union are allowing more political freedom for member workers
The responses of the workers seem to show clearly that their sections
of the workers who opposed the politicians and trade union leaders make them
puppets. For them their own welfare and working conditions are probably
more important than the political causes politicians want to promote through
workers strike.
The study shows that workers are sharply divided on the issue of
participating in strikes for political interest.
In order to understand the opinion of the managerial personnel regarding
intrusion of politics into trade unionism a question was asked to them whether
trade unions are mainly concerned with the promotion of the interest of the
political part~es to which they are affiliated rather than the interest of the
workers. Following are the responses
Table 5.53
Political parties - their own interest vs. workers' interest
Managerial personnel are very much keen about the intrusion of
politics into trade unionism. It may be easier for them to deal with politicians
No
%
Source: Primary Data
No
21
42%
Yes
29
58%
Total
50
100%
who may be more flexible than inside leaders who may never sacrifice the
interest of workers.
5.10 Labour Absenteeism
One of the important labour problems in Kottayarn district is labour
absenteeism.
5.1 U. I Concept
Absenteeism is the absence of employees from work without any prior
notice. The number of workers who are scheduled to work and the number of
workers who are actually available for work would give the figure of
abscnteclsni. Absenteeism refers to workcrs absence from 111s rcyular task, no
matter whatever be the cause. The labour department has given a different
definition of absenteeism. According to the labour department, absenteeism rate
is defined as the total man shifts lost because of absentees as percentage of total
number of man shifts scheduled.
f h e reasons for absenteeisms are many and individual workers may
absent themselves for different reasons. Absenteeism affects the workers as
well as the employer. The loss is definitely two fold. Firstly, there is a distinct
loss to worker because the irregularity in attendance reduces his income when
"no work no pay" is the general rule. The loss of the employer is still greater as
both discipline and etficiency suffer. It is therefore important that every
organization must analyse absenteeism in its organisation and find out the cause
and also try to find out the ways and means to reduce it or to eliminate it.
Peculiurifies oJA bsen feeism
I . Absenteeism is higher among young people than among older. Young men are
generally found to be irregular for various reasons, sense of 'irresponsibility,
restlessness etc.
2. Absenteeism is generally higher in the night shitts, particularly among the
married people. Workers dislike night shift because these conflicts with their
social lives as well as manied lives.
3 . Absenteeism is higher in larger concerns than in small ones. In the small
concerns there is a personal relationship between the employers and the
employees which goes to reduce the extent of absenteeism. In big concerns
there is no personal relationship between the employer and the employee and
the employee may be frequently absent from duty because of his sense of
alienation and lack of commitment,
4. Absenteeism is the lowest on the pay day. The level of absenteeism is
comparatively high immediately after pay day when workers either feel like
having a good time or in some other cases return home to their village to make
purchase for the family and to meet them.
5. It was found that the extent of absenteeism is comparatively high immediately
after the pay day when the workers feel like having a "good time".
C(11crrlrrrio1r c!/Krrfc ofAh.scnfcci.vtn
For calculating the rate of absentcclsm, two factors arc taken Into
consideration. One is the number of workers scheduled to work and the second
is number actually present.
A worker who reports for any part of a shift is to be considered as present.
A worker is to be considered scheduled to work when the employer has work
available and the worker is aware of it and when the employer has no reason to
expect, well in advance, that the worker will not be available for work at the
specified time.
~ o r m u l a ~ ' for calculating the rate of absenteeism.
Number of total manshifts lost Rate of absenteeism = - X 100
Number of total manshifts scheduled
Man days lost or Percentage of absenteeism = X 100
Man days availabe
5.10.2 Causcs of A bsenfccism
To minimize absenteeism, i t is necessary to determine its extent and
causes. To facilitate, this, proper records should be kept by every department for
various causes of absenteeism by such divisions as age, sex, days of week and
classes of jobs. It should be noted that it is almost impossible to give a list of
cxact reasons and their percentage.
Generally, the following rcasons account for abscntccisrn
I . Lack of interest and irresponsibility is one of the common causes of
absenteeism.
2. ARer pay-day hangovers observed generally among alcoholics is
another reason.
3 . Attitude of mind caused by environmental and sociological factor
may condition some to develop a feeling of irresponsibility about
going to work.
4. A miscellaneous group of causes would include such factors as bad
weather, lack of transportation, search for another job, personal
business and friends visiting from distant locations.
5 Industrial accidents and occupational diseases briny about
absenteeism, depending upon the nature of the process and
machinery used.
6. Bad working conditions-the working conditions exerts its effect on
the worker so that the psychological strain to which he is subjected
is substantially greater. This reduces the capacity to work and
thereby increases absenteeism.
7. Managerial attitude
The attitude of the management also contributes to absenteeism. A
traditional manager treats workers as hirelings. While an enl~yhtened
management treats them as human beings. This difference in behavior leads, in
the formcr situation to high absenteeism and in the lattcr situat~on to a closc
a.finity wit11 the organization, the result being lower absentecisrn
Though absenteeism i s not a new problem, if not taken care of at the
right time, i t can spread like an epidemic, creating disciplinary as well as
production problems. Therefore, understanding the problem of absentceism is
as important as any other problem in an industry
The reasons for absenteeism are listed out as per the responses from the
questionnaire and the frequency of such reasons are givcn i n the graph.
[m Laziness and irresponsibility
H Sickness Ill Work load
Night Shift
€3 Home needs
H Rain
Reasons
Figure 5.5
Workers responses regarding Reasons for Absenteeism
As the problem of absenteeism is deep rooted, the complete cure is a
remote possibility. At the same time, the problem of absenteeism in the
corporate sector is not a new one, nor has it changed radically over the years.
Absenteeism disrupts work schedules, increases costs and decreases
productivity. It is a chronic problem in any organisational setting. Information
regarding the nature and extent of absenteeism would help the management in
taking required action to remedy the situation. At the same time, attitude of the
management towards absenteeism is also of utmost importance.
In order to measure how far absenteeism among permanent workers had
influenced the management in their personnel policies and practices question
was put to the managers of different organizations as to whether when the
permanent workers retire they were recruiting new ones in their place.
Table No 5.54
When the Permanent Workers Retire do you like to Recruit New
Ones in theirplace?
I Managers opinion I Numbers I Percentage 1 Yes
No
Source: Primary Data
30
20
100 Total
60%
40%
50
Majority of the managers are of the opinion that new ones should be
recruited in the place of permanent workers. This shows the faith and
confidence of the managers in their workers and in the continuance of the
system. The manager opposing this may have different or adverse experience
with their workers
Table No 5.55 Do you find that it is Advantageous to your interest to Maintain only
Casual workers instead of Permanent Workers?
Source: Primary Data
Managers opinion
Yes
No
~ o t a l
The huge majority of managers opposing maintenance of causal workers
only instead of permanent workers points to the fact that no industry can be run
by causal workers alone. The core of any industry is the permanent loyal and
experienced workers. Without them no casual worker can perform any
productive duty So it is absolutely necessary that there should be permanent
worker also though a few casual workers may be advantageous and in the
interest of the industry.
Numbers
6
44
50
Percentage
1 2%
88%
100
5.1 1 Concl~~sion
Trade union is a form of human association for the attainment of
common purposes of its members. Maximisation of common human happiness
is the chief purpose of this organisation. It grows out of human need for co-
operation. Outstanding anthropologists admit that co-operation is the natural
tendency. As an organisation giving extension of democracy trade unions have
varied social, political and economic implications. Trade unions shape the
workers attitudes, outlook and approach towards industry and management and
vice versa. The study also reveals the role of politics in trade union, the way in
which workers' interest are defended, trade union funds are managed and how
multiunionism is resulted. The role of leaders politics in management-labour
relationshp and interunion rivalry also are studied. The affiliations and
actions of unlons seem to have led at least some of the workers to a state of
lethargy leading even to absenteeism. Thus a trend to defeat the purpose of
common human happiness seem visible. The total dynamics seem to be
changing. The human relahons in industry are very much wanting.
References
I . Vaid K.N . "Why workers join unions"? /trdIan .lor~rnal of lndri.s/ri~ri I(elrliotis,
Vol. l , (2) October, 1965, pp. 208-230.
2. Dayal lshwar and Baldev Sharma, Muriagernetlf of Trade Ilriiorf.~, Shri Ram
Centre of Industrial Relations, New Delhi, 1976, p.49.
3. Sheth N.R., "Trade Union in an Indian Factory: A Sociological Study",
Ecotlomic and Political Weekly, Vol. 12 (29 and 30) 1960. pp. l 159-1 166.
4. S.Chandra. Grievance procedure: A Survey of practices irz iridt(strirs In India,
Hyderabad, Administrative Staff College of India, 1968, pp.50-60
5. H.J. Chruden and A.W. Shermon, Personal Management is Cincinnati Ohio:
Southwestern Publishing Company, 1963, pp.433-435.
6. Third Five Year plan, pp.4-6
7. Ibid
8 . international Labour Off~ce, Colleclive Bargaitring; A Workers ' /.;drrccr/iotr
Marrtlal, Geneva, 9' impression, 1973, p.3
9. A. Flanders (ed.) Colieclil~e Bargaining Penguin Books, Middlesex, England,
1969, p 4 0
I O.W.C. Rondle and M.S. Wortman (Jr), Collective Bargaining: 1'rinciple.s and
Pracfices, Boston, Houghton Mifflin, 1966, p.308
1 1 .International Labour Review, 1961 October, p.273
12.Pramod Varma, Manugen~ent oflndt~strial Relations, Ahammadbad, Vora
Prakashan, 1979, p. 148.
13.Ministry of Labour, Ihe Xeporl of the National ~,'ommI.s.sion on Laho~lr, New
Delhi, 1969, p227
15.R.D. Agganval, Political Dimensions of Trade Unions, in Uynan~ics of 1,nborrr
Relation, New Delhi, Tata MC Graw Hill, 1972, p.58
16.V. V. Giri, Lahour l'roblems in Indiati Industry, Bombay, Asia Publishing
House , 1972, p.5
17.Ramanujan G., "Social Responsibility of Trade Unions", F;conomic Times, I oh August, 1980, p.4
Ig.Pattabhiraman, Political lnvolvemenl of Indian Trade [Jnions , Sterling
Pziblishers, Delhi, 1967, pp. 125-160
19.lbid, p. 162
20.Ralph James, "Politics and Trade unions in India", Far Easlerrr S?~rvey, March
1958, p.41
2 1 . K K. Ahuja, I'ersonnel Managemenl and lndus~rial I<elalions, Kalyani
Publishers, New Delhi, 1990, p.96.