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About this sample
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2 pages /
Buttigieg D.M., Deery S. J., and Iverson R.D. (2014) look at the trade union membership determinants by the frustration–aggression (exit–voice) theory point of view. This theory suggests that when members are satisfied than they actively involved in the trade union movement and when members are unsatisfied with the working style of trade union they leave it. This study examines the correlation between union gratification and two variables: leadership and union loyalty. The style of leadership withal had a direct impact on membership of trade union. Transformational style of trade union leadership involves pride in the organization, motivating adherents and makes available an emboldening workplace. Union loyalty has proposed to be a consequential variable that inspirits voice in the exit–voice model. Loyal members are investing the time/ efforts to present conceptions and implication for change.
Bhattacherjee D. and Peter Ackers (2010), have stated that globalization makes the concept of closed and interrelated national Industrial Relations systems all the time more untenable. Current years have seen most important challenges due to the transmuting authentic world of work to Industrial Relations in India. The authors observed a moribund notice of workers in trade union movement and process of collective bargaining, as the main dynamics of the Indian economy move on the wheels of globalization. However, now the question arises that how far India’s restraining labour legislation have constrained organizational productivity and eventually economic growth, particularly in manufacturing sector.
Dr. TarakeswaraRao S. (2013), made an endeavor towards studying the impact of trade unionism and the grievance handling mechanism in the Andhra Pradesh State Road Convey Corporation (APSRTC) in Srikakulam region. He examines the sundry aspects of Trade Unionism as well as its impact on Industrial cognations in the APSRTC in Srikakulam region. He concludes that since 1991, the transmuting economic paradigm shift occurred in India pretenses incipient challenges to the trade unions activities in the APSRTC in Srikakulam region. The trade unions should be vigilant coalescence of what is germane in the subsisting system and the incipient for the upcoming.
Jain P. (2015), has been made an endeavor to discuss sundry issues concerning labour law reforms in India. She argued that now a day the entire conversation on labour law reforms in India emerges to be commencing on the contradiction of subsisting labour legislation and a little bit be determined to take action to the transmuting production process. She concluded that the Indian labour market is adequately flexible to reduce unemployment and victuals upon the turnover of industrialists.
Comboh M.A.(2014), has stated that generally workplace conflicts are mainly apparent as the dissension in opinions between employers and employees in the organizational settings. He concludes that Industrial relations and collective bargaining both are directly depends upon the negotiations between trade union representatives and employers associations and it acts as the process of resolving conflicts in the industrial premises. In this way, the process of collective bargaining is an apperceived way of engendering a system of industrial regulation. It develops a sense of belongingness and accountability among the employees and trade unions. Thus, collective bargaining avails in protecting a rapid and reasonable resolution of grievances.
Chavare D. T. (2012), explains the concept of Workers' participation in Management as a tool for improving the overall performance of an enterprise by providing an opportunity to workers to take part in the managerial decision- making process. This type of participation in management enhances the sense of self-esteem and being a consequential part of the organizations. WPM not only increases a sense of belongingness but it also creates feelings of responsibility towards the completion of organizational objectives. It additionally acts as an instrument to engender productivity/ quality/ efficiency on the one hand and paves way to harmonious industrial relations on the other.
Dr. Singh P. (2014), says that since 1991 the Govt. of India fixated on twin objectives of expediting growth as well as simultaneously increasing employment openings in both organized and unorganized sectors. Higher growth rates of Indian economy certainly presents more preponderant employment prospects after adopting LPG model of development right from the year 1991. By the avail of this research paper, she made the endeavors to present approximations of economic magnification and involvement of various sectors in it, unemployment and employment approximations, magnification in employment and linkages between economic magnification and employment if any.
Christian Lyhne Ibsen and Maite Tapia (2017), concentrate on two things, first the responsibility of trade unions in globalized labour markets, and secondly on the existing downturn of unions and their renewal in changed environment. In this era of changed circumstances, trade unions are engaged themselves to consummate the desires/ needs and demands of globalized world for survival while at the same time they additionally endeavoring to forfend their traditional strangleholds of collective bargaining and policy-making. If the trade unions want to regain power than they must be, prove their paramountcy as to develop themselves with ancillary institutional frameworks. At the same time, trade unions must be building consolidations with new public movements to equilibrium for the loss of energy assets that has attached to collective bargaining and corporatist policy-making. The authors conclusively conclude that trade unions can be efficacious when they revive their established contention, through political action or demonstrating along global value chains.
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