“A STUDY ANALYSIS OF STRIKE ACTION AND ITS EFFECTIVENESS IN ACHIEVING UNION AIMS.”
issue 3

“A STUDY ANALYSIS OF STRIKE ACTION AND ITS EFFECTIVENESS IN ACHIEVING UNION AIMS.”

Archana P Kamble

Department of Business Management,

Jhulelal Institute of Technology.

Dr. Swati Rahate

Assistant Professor, Department of Business Management,

Jhulelal Institute of Technology, Nagpur

ABSTRACT:

Strikes are the most significant aspect of industrial conflict. Strike action also called labour strike or industrial action is a work stoppage caused by the mass refusal of employee(s) to work. A strike usually takes place in respond to employee grievances. Strike became important during the Industrial Revolution, when mass labour became important in factories and mines. In most countries, they were quietly made illegal, as factory owners had far more political power than workers. Most western countries partially legalize striking in the late 19th or early 20th century’s .Strike action has helped in the achievement of trade union objective. Strike results from too many basic maladjustment, inequality and economic turbulence.

Key words: Strike, Effectiveness, Union aims.

Introduction:

The most popular and spectacular word is heard in the industrial sector is “strike” and it is as old as the industry itself but continues to be one of the highly popularized and the least studied social phenomenon of the percentage. A strike is not merely reported but highly dramatized so as to arouse public resentment. It is of deep concern for the reaction which it creates in the minds of the public who is little aware of the nature of the problem and its background and its consequent effect on those who are seriously connected with and affected by it. The industry plays a vital role in building the economic system of any society. Industrialization led to the inevitable things namely, the investment of large capital and massive employment together with intense form of employee and employer relationship this in turn led to the type of confluents. The doctrine of supply and demand governed the employment relations. The employer was in a dominating position freely exercised his authority and virtually dictate wages and other conditions of services resulting industrial and social ills to develop. The first ‘strike’ took place in a Textile Mill in Bombay on the question of wages in the year 1877 and it would appear that at this point of time workmen in India gradually had some realization of the strength which lies in unity, and here after strikes took place increasing numbers. At this stage, trade union has taken its roots in Indian soil.

Objective of study:

  1. To identify the causes of employees disputes.
  2. To find out the tools of achieving union demands from government.
  3. To identify the effectiveness of strike action in achieving union aims measured against the regular occurrence of strike actions.

Research methodology:

  1. Primary data
    Questionnaires:-Questionnaire is of popular means of collecting data, but is difficult to design and often require many rewrites before an acceptable questionnaire is produced.
    Interview:-This technique is primarily used to gain an under. I encouraged the respondent to talk freely.
    Sample size: 50
  2. Secondary data
    All methods of data collection can supply quantitative data or qualitative data may often presented in tabular or graphical form. Secondary data may actually provide enough information to resolve the problem being investigated.

Data Analysis and Interpretation:

Table 1. Age distribution

The table shows that, the distribution of age in the company is  20% at the staff is between age of 20 to 30 years, 42% are in the age of 31 to 40 years, while 38% are in the age of 41 and above.

Table 2.Jobstatus

The table show that ,the  distribution of Job status in the company  is  Junior staff  34.00%, Senior staff  62.00%  and Management only 4.00%

Table 3. Length of service

The table  show that,  couple with the fact that the companies has been operating for over 20 years there have been change in staff composition and size of its workforce.

PRESENTATION AND ANALYSIS ACCORDING TO KEY QUESTIONS

These question analyzed are drawn from the questionnaire which is included at the appendix of this work. The question analyzed are those relevant and more related to the purpose of this research study.

Que. 1. Do you consider the presence of trade union in your company as important?

Table 4.

The table show that, 76%  of the staff consider the presence of trade union as important in the company while 24.00% don’t consider the union’s presence.

Que. 2 Do you think that trade union influence the policy making and implementation in your company?

Table  5.

The table shows that, 62% are of the opinion that trade union actually do influence the making and implementation of policy in the company while 38% say, that trade  union do not policy and implementation.

Que. 3. How often does the management consult with the union on issue of steps to improve the working condition of worker and improve?

Table. 6

The table shows that, 44% of the staff is of the opinion that management consult often with the union on the issue of the condition of worker and implementation of operation while 34% argue that this consultation is very often and 22% are of the opinion that management does not consult with the union on issues. The percentage that says that management consult often with trade union on these is 78% while 22% are the opinion that management does not consult with the union on such issues.

Que. 4.How would you describe the union management relationship in your company?

Union–management relationship has helped both parties achieve their aims and objective effectively thereby bringing about a Win – Win situation.

Table 7

The table shows that, 32% response is that management union relationship is very good, 56% say the relationship is good and 12% say that it is poor.

Que.5. Do you think the objective of trade union will be achieved in your company if there is         Cordial relationship between union and management as partners in progress?

Table. 8

The table shows that, 88% response to the alternative yes, that the union objective can be achieved if union and management are in cordial relationship as partner in progress while 4% and 8% chose the no and don’t know as response.

Que. 6. Do you think that activities of trade union will enhance efficiency of worker in your organization?

Table 9.

The table shows that, 76%  of the staff are of the opinion that trade union activities enhance worker efficiency in the company. Interaction with some staff help to ascertain that union activities especially those that tend to raise the wage or salary of worker, increase the morale as well as their general welfare enhance their efficiency.

Que. 7. What measure does the union employ to settle grievance and dispute between workers and management?

Table 10.

The table show that,  88%  are of the opinion that trade union use constructive dialogue with management in order to settle dispute and grievance between the worker and the management. Since 88% is the highest percentage in the measure used by union to settle grievance and dispute between worker and management, it shown that collective bargaining instrument in the company is very open and functional.

 FINDINGS:

  1. Most of the employees are consider the presence of trade union as important in the company, while 24.00% staff doesn’t consider the union’s presence.
  2. The 62% employee says that trade union actually does influence the making and implementation of policy in the company while 38% say, that trade union does not policy and implementation.
  3. The 44% of the staff are of the opinion that management consult often with the union on the issue of the condition of worker and implementation of operation while 34% argue that this consultation is very often and 22% are of the opinion that management does not consult with the union on issues. The percentage that says that management consult often with trade union on these is 78% while 22% are the opinion that management does not consult with the union on such issues.
  4. The 32% response is that management union relationship is very good, 56% say the   relationship is good and 12% say that it is poor.
  5. Most of the response to the alternative yes, that the union objective can be achieved if union and management are in cordial relationship as partner in progress. While, 4% and 8% chose the no and don’t know as response.
  6.  The 76%  of  the staff are of the opinion that trade union activities enhance worker efficiency in the company Interaction with some staff help to ascertain that union activities especially those that tend to raise the wage or salary of worker, increase the morale as well as their general welfare enhance their efficiency.
  7. The 88% are of the opinion that trade union use constructive dialogue with management in order to settle dispute and grievance between the worker and the management. Since 88% is the highest percentage in the measure used by union to settle grievance and dispute between worker and management, it shown that collective bargaining instrument in the company is very open and functional.

CONCLUSION:

The purpose of this work is to examine nature and impact of strike action in the achievement of trade union objectives. A case study of Mahindra and Mahindra Company

The research work is also aimed at providing methods and techniques that can be use to increase industrial l harmony and enhance achievement of trade union objective in the organization with emphasis on

In the course of this work, the objectives of the study raised researched question on what trade union is all about.

The study objective, question if the existence of trade union influences the policy making and implementation the organization.

The study whether the, harmonious industrial relation between worker and management is as a result of smooth achievement of trade union goals and objective in the organization.

 The study also identified problem and inadequacies of parties in industrial relation concept.

The methods of gathering date were through primary and secondary sources. The primary sources were through administering of questionnaires and interviews.

In finding of data presentation and analysis, it was discovered that as long as the needs of the union are meet which is by questing a better working environment for workers.

In Mahindra & Mahindra Company, Trade Union and management of the organization cooperates to raise the level of productivity in the organization.

 The activities of the trade union have significant relationship on the achievement of union objective. Trade union activities influence the making and implementation of the management policies in the organization. There would be increased productivity if the union and management work together as partners in progress.

REFERENCE

  • A.M. Sarma. Srike and Lockout 1997,
  • Dr. AliceJacob Director (A.P) for the Indian Law Institute Bhagaward Road, New Delhi, 1987
  • Arya V.P.“StrikesLocksandGheros”(Oxford,andI.B.H.PublishingCo., Calcutta)1972
  • D.N.VohraRelatingtoLawstrikeandLockout, LabourLawPublishers, 1960, 1963.
  • D.N.Vohra.TheLawrelatingtostrikeinLock-outLabourLawPublishers 1978
  • Dr. Avtar Singh.“Industrial    dispute Act 1947, the publishers Editional Board.2002
  • Dr. Miss Alo Dinshaw Shaff . “The carcilition & Aritrations oflndustrial Dispute in India} the popular Book Dept,Bombay

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