HUMAN RELATIONS IN INDUSTRY ROLE TRADE...

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


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


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


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


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


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%


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


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


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%


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


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


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


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


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


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


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%


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


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


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


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%


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%


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


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


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


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


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


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


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


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%


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


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


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


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%


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


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


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


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


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


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


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%


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


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

%


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


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?


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.

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