INTRODUCTION

GROUP-1ROLL NO.-111-121

INTRODUCTION

WHAT IS TRADE UNION?

Under Trade Union Act 1926, It is an organization made up of members and its membership must be made up mainly of workers.

It can also take part in the form of partnership agreement between the employer and the trade union.

FORMATIVE STAGES OF TRADE UNION:Trade Union has to pass through a very difficult and hostile period in the initial years.

The employers wanted to crush them with iron hands.

When the union gained strength they started confronting.

Employers were forced to accommodate, tolerate and hesitatingly accept them.

Then came the period of understanding and industry in collective bargaining

The desired state is the Fusion Stage

It is the stage where joint efforts were required to be made for union management co-operation and partnership.

TYPES OF TRADE UNIONVoluntary trade union

Statutory trade union

VOLUNTARY TRADE UNION RECOGNITION:

It is the common way a union can gain recognition for collective bargaining purposes is by the employer simply agreeing to recognize it voluntarily.

As an employer, there is nothing to stop you from voluntarily agreeing to recognize one or more trade unions.

STATUTORY TRADE UNION RECOGNITION:This only applies where the employer, together with any associated employers, employs 21 or more workers.

The union's request must: a) clearly identify the union and the bargaining unit b) state that the request is made under the Employment Relations (NI).

To achieve higher wages.

better working conditions.

Militant functions:To raise the status of workers

Fraternal functions

To generate self confidence among workers.

To encourage sincerity and discipline.

To provide opportunities for promotion and growth.

To protect women workers against discrimination.

Social functions:Welfare activitiesEducationSchemePublication of periodicalsResearch

objectives

Wages and salariesDisciplinePersonnel policiesWorking conditions

TOWARDS THE TRADE UNION MEMBERS:

To make the workers aware of their rights and duties, settle the disputes through negotiation.To guarantee a fair deal and social justice to workers.To safeguard the working conditions and health of the workers.

Role of trade union in industrial relations

Trade or labour unions have been around since the 1930s to resist through equal bargaining power the domination of employers over employees and to represent workers interests in the employment relationship. It is through union efforts that workers benefit from better pay and working conditions, and that they are treated with dignity and respect at work. The importance of trade unions cannot be overstated even though membership has been on a steady declineCollective Bargaining : Labour unions developed to grant employees equal bargaining power with their employers, who traditionally had the ability to exclusively set the terms and conditions of work and pay.Employee Welfare : Unions have successfully fought for better terms and conditions for workers. They represent workers interests and have secured a variety of benefits, such as higher wages for unionized employees, work-life balance characterized by reasonable work schedules, job security and protection from arbitrary action by employers. Unfair Practices : Labour unions check the unfair labour practices of employers. Legislation : Unions also play a key role in developing labour laws and regulations for effective worker protection. The unions initiate the push for regulation in areas that concern employees in the workplace.

( Protect & advance interests of its members in work place)THEORIES ON TRADE UNION.

1) REVOLUTIONARY THEORY:

2) EVOLUTIONARY THEORY:

S. H. Slitcher 3)THEORY OF INDUSTRIAL JURISPRUDENCE

Frank Tannenbaum4)REBELLION THEORY

5) THE GANDHIAN APPROACHClass collaboration rather than class conflict and struggle

Growth Of Trade Unions In India Trade unions in India, as in most other countries, have been the natural outcome of the modern factory system. The six phases of trade union movement in India are as follows: A. Pre-1918 Phase B. 1918-1924 Phase C. 1925-1934 Phase D. 1935-1938 Phase E. 1939-1946 Phase F. 1947 and Since. A historical account of the various phases of trade union movement in India is presented now: A. Pre-1918 Phase: The setting up of textiles and jute mills and laying of the railways since 1850 paved the way for that emergence of industrial activity and, in turn, labour movement in India. The first labour agitation,, started in Bombay in 1875 to protect against the appalling conditions of workers in factories, especially those of women and children and appealed to the authorities to introduce legislation for the amelioration of their working conditions. As a result, the first Factory Commission was appointed in Bombay in the year 1875 and the first Factories Act was passed in 1881 B. 1918-1924 Phase: The phase 1918-1924 is considered as the era of formation of modem trade unionism in the country. The trade union movement got momentum just after the close of the World War I. The postwar economic and political conditions contributed to the new awakening of class consciousness among the workers. This led to the formation of trade unions in the truly modem sense of the term. As a result, Ahemedabad Textile Labour Association (1917),; the Madras Labour Union (1918),; Indian Seamens Union, Calcutta Clerks Union; and All India Postal and RMS Association were formed.

C. 1925-1934 Phase:

The communists split the Trade Union Congress twice with their widening differences with the left-wing unionists.

Another split in AITUC took place in 1931 at its Calcutta session when the extreme left wing broke away and formed a separate organization, namely, the All India Red Trade Union Congress.

Another important feature of this period was the passing of two Acts, namely, the Trade Unions Act 1926 and the Trade Disputes Act, 1929.D.1935-1938 Phase:

The Indian National Congress was in power in seven provinces in 1937. This injected unity in trade unions. As a result, the All India Red Trade Union Congress affiliated itself with the AITUC in 1935. After three years in 1938, the National Trade Union Congress (NTUC) also affiliated with the AITUC. Other factors that contributed to the revival of trade unions were increasing awakening among the workers to their rights and change in the managerial attitude towards trade unions.E.1939-1946 Phase:

Like World War I, the World War II also brought chaos in industrial front of the country. Mass retrenchment witnessed during the post-World War II led to the problem of unemployment .This compelled workers to join unions to secure their jobs. This resulted in big spurt in the membership of registered trade unions from 667 in 1939-40 to 1087 in 1945-46.

F.1947 and Since:

The Congress socialists who stayed in AITUC at the time of the formation of INTUC subsequently formed the Hind Mazdoor Sabha (HMS) in 1948 under the banner of the Praja Socialist Party. Subsequently, the HMS was split up with a group of socialist and formed a separate association, namely, Bhartiya Mazdoor Sabha (BMS) which is now an affiliate of the Bhartiya Janata Party (B JP).

Years after, the communist party split into various fractions forming the United Trade Union Congress (UTUC) and the Center of Indian Trade Unions (CITU). At present, there are 8 central trade union organizations. Of these, four major federations with their national network are:All India Trade Union Congress (AITUC) Indian National Trade Union Congress (INTUC) Bhartiya Mazdoor Sangh (BMS) Centre of Indian Trade Unions (CITU)

RECOGNITION OF TRADE UNION Idea to negotiate and bargain with employers Recognition as Bargaining Agent Eases negotiation

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State legislations like Maharashtra Recognition of Trade Union and Prevention of Unfair Labour Practices Act 1971, Madhya Pradesh Industrial Relations Act, 1960 and other states like Gujarat, Andhra Pradesh and Orissa etc. have gone for such legislations.

The Trade Union Act, 1926,the only Central Law, which regulates the working of the unions, does not have any provision for recognition of trade union.

Rights of Recognized Trade Unions the right to raise issues with the management ability to put up a notice board on the premises for union announcements ability to hold discussions with employees at a suitable place within the premises right to discuss members grievances with employer ability to inspect before hand a place of employment or work of its members

EMPLOYERS ASSOCIATIONEmployers Organisations are formal groups of employers set up to defend, represent or advise affiliated employers and to strengthen their position in society at large with respect to labour matters.

STRUCTURE OF EMPLOYERS ORGANIZATIONS

Local Organizations: Serve the interests of local businessmen operate through the local chambers of commerce. Example: The Bombay Mill Owners

Regional Organizations: Consultancy service Take care of training, safety and welfare Specific committees for specific region Example: Employers Federation to South India

Central Organizations:apex bodies governing the affairs of several regional, local associations better coordination

PROBLEMS RELATED TO TRADE UNION IN INDIA

The problems of trade union in India are:

lack of balanced growthLow membershipPoor financial positionInter-union rivalry

Lack of able leadersLack of recognitionOpposition from employersIndifferent attitude of the members

MEASURES TO STRENGTHENTRADE UNION

The measures to strengthen trade union are:-United labour frontEfficient leadershipTraining Amendment of the act

FUTURE ASPECT OF TRADE UNIONS

For some twenty years now, it has been common to refer to a crisis of trade unionism. What the future holds for labour movements or indeed, whether they even have a future seems increasingly uncertain.

UNION IN THE PAST

The history of trade unionism around the world, dating back more than two centuries, is striking for its diversity.

PRESENT TRADE UNIONS

The changes since the 'heroic' years of union expansion are by now all too familiar, and require only brief recapitulation. The stability of national industrial relations systems founded on the triangular relationship of unions, employers and governments has been undermined by a series of external challenges, usually identified under the label of 'globalization'.

THE FUTURE OF TRADE UNIONS : WHO, WHAT AND HOW?

Whose interests do trade unions represent? How are interests represented? which interests are represented?

CASE STUDY:THE TOYOTA RECALL CRISIS

INTRODUCTION AND SITUATION ANALYSISToyota built a world class brand reputation based on its quality.National attention began to focus on Toyota's quality problems.Toyotas strong corporate reputation had buffered the company at the start of the crisis.The crisis presents a case to examine the media coverage.

METHODSThe brand index survey is conducted over the internet using an opt-in panel of the public.This survey tracks public perceptions in various areas.The online survey provided a list of automotive brands and then presented two questions.Approximately the same number of responses was obtained for Toyota each day from Monday through Friday including holidays.

RESULTSResearch questions are addressed by exploring different types of persuasive information's to predict time trends of public.All these documents on Toyota were scored as being pro-, con-, or neutral in their ability to persuade the public to change opinion. Thus the AP newswire had a much larger proportion of negative stories. With three time trends over the 113 weeks of the study, there were a total of 339 data points for the estimation of constants in the model.

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