Industrial Relations meaning and Definition. Objectives of IR.

Meaning And Defination Of Industrial Relation

The term ‘Industrial Relations’ comprises of two terms: ‘Industry’ and ‘Relations’.
“Industry” refers to “any productive activity in which an individual (or a group of
individuals) is (are) engaged”. By “relations” we mean “the relationships that exist
within the industry between the employer and his workmen.”. The term industrial
relations explains the relationship between employees and management which stem
directly or indirectly from union-employer relationship.

The concept of industrial relation has been defined using various terminologies , but in
the strictest sense , it is essentially the relatinship between the management and
labour. The full concept of industrial relation is organizationand practiceof multi –
pronged relationship -between labour and management , unions and labour , unions
and manangement in an industry.

Dale Yoder defines it as a “ whole field of relationship that exist because of the
necessary collaboration of men and women in the employement process of an industry
.”

A good industrial relation contributes towards improvement in production and smooth

functioning of the organisation.

According to the International Labour Organization (ILO), “Industrial Relations deal

with either the relationship between the state and employers and workers
organizations or the relation between the occupational organizations themselves.”

Every organization strives to induce good industrial relations. To ensure industrial

peace and avoid laobur unrest like strikes, gheraos, demonstrations, slogan shouting,
work stoppages etc.; healthy work relationships must exist for the development and
promotion of harmonious labour-management relations which has become very
important in the modern industrial society.
Objectives Of Industrial Relations

1. Uninterrupted Production and Increased Productivity:

The objective of IRs is to keep the production process/ services running so that target
of production / services set by organization is attained and also to increase
productivity to -enable the organization to grow and develop.

 2. Less/Zero Conflict:

If, better industrial relation is established both management and workers develop
mutual understanding and put in best efforts to resolve disputes through bilateral
discussion, negotiation. So, conflicts are minimized if, not reduced to zero.

 3. Industrial Peace and Harmony:

The sound industrial relations bring industrial peace and harmony while unsound
industrial relations create situation/ climate of disharmony, industrial unrest and
conflict.

4. Contented and Committed Workforce:

The objective of industrial relations is to create a contented and committed workforce
by way of increasing their wages, providing fringe benefits, social security measures,
opportunities to develop, grow etc. This is done through establishment of healthy
industrial relations.
5. Dynamic Workforce:
Sound industrial relations create a dynamic workforce to get acquainted with the
changing scenario, to know the organization needs, demands, place in the competitive
race and to help the organization to survive, grow and develop. IR policies, procedures
are framed to give emphasis on workers’ involvement, participation in decision
making process, to develop competencies through training, education, counselling.

 6. Management of Organizational Complexity:

In view of liberalization, privatization and globalization (LPC) organization has to
face a tough competition as multinational companies (MNCs), transnational
companies (TNCs) occupy a place in the market. For producing quality product and
also variety of products different sophisticated machines, devices with complicated
operation processes are installed, which need workforce to accept changes, update
knowledge, skill.
Sound industrial relations through developing human relations, understanding, mutual
confidence and enriching knowledge, imparting training to enhance the level of
competence and skill, manage the organizational complexities.

7. Developing Trade Unions:

If union leaders, active members are educated, aware of changing environment,
position of the organization where rank and file work and also rights, duties and
responsibilities of the workers, most of the workers’ problems are solved by
themselves. So, it is one of the objectives of IRs is to educate trade union people and
to support and develop them to act as real trade unions for the right cause of the
workers and for growth and development of the workers and the organization as well.

 8. Cordial Human Relations:

One of the objectives of IRs is to promote employer employee relations i.e. human
relations through effective interaction and communication process. Organization
philosophy, climate, management approach, style of functioning facilitate to develop
mutual understanding,
mutual faith between boss and subordinates.

9. Educating Workers:
Because of illiteracy, ignorance workers are unable to judge the specific situation,
issues and give consent or agree to take recourse to action which is unjustified,
unwarranted and uncalled for. IRs’ objective is to educate the workforce, to develop
their skill, ability to perceive the situation rightly, to make them aware of their
strength and weaknesses so that they can negotiate their grievances, issues, problems
with their boss and can resolve them.

 10. Promoting Trust, Creativity and Cooperativeness:

Sound industrial relations create a conducive and congenial climate in organization
which promotes trust, creativity and cooperativeness amongst the workers.
Under such organizational milieu, workers develop a feeling of ‘belongingness’, ‘we-
ness’, ‘together-ness’ which drive them to undertake any job for making things
happen. Workers become loyal, committed, particular about their job role, and make
no/less wastes, accident. Labour turnover rate, absenteeism rate are reduced.
 Explain in detail perspective of Industrial Relations .

Perspectives on Industrial Relations

Industrial Relations is a set of phenomena operating both within and outside the workplace,
concerned with determining and regulating the employment relationship. Scholars have
described three major theoretical perspectives or frameworks, that contrast in their
understanding and analysis of workplace relations. The three important perspectives on
industrial relations are generally known as Unitarism, Pluralism and Marxism. Each offers a
particular perception of workplace relations and will therefore interpret such events as
workplace conflict, the role of unions and job regulation differently.

The three major perspectives on Industrial Relations are;

1. Unitary Perspective

In unitarism, the organization is perceived as an integrated and harmonious system,

viewed as one happy family. A core assumption of unitary approach is that
management and staff, and all members of the organization share the same objectives,
interests and purposes; thus working together, hand-in-hand, towards the shared
mutual goals. Furthermore, unitarism has a paternalistic approach where it demands
loyalty of all employees. Trade unions are deemed as unnecessary and conflict is
perceived as disruptive.

From employee point of view, unitary approach means that:

 Working practices should be flexible. Individuals should be business process

improvement oriented, multi-skilled and ready to tackle with efficiency whatever
tasks are required.
 If a union is recognized, its role is that of a further means of communication between
groups of staff and the company.
 The emphasis is on good relationships and sound terms and conditions of
employment.
 Employee participation in workplace decisions is enabled. This helps in empowering
individuals in their roles and emphasizes team work, innovation, creativity, discretion
in problem-solving, quality and improvement groups etc.
 Employees should feel that the skills and expertise of managers supports their
endeavors.

From employer point of view, unitary approach means that:

 Staffing policies should try to unify effort, inspire and motivate employees.
 The organization’s wider objectives should be properly communicated and discussed
with staff.
 Reward systems should be so designed as to foster to secure loyalty and commitment.
 Line managers should take ownership of their team/staffing responsibilities.

2. Pluralistic Perspective  
In pluralism the organization is perceived as being made up of powerful and divergent
sub-groups – management and trade unions. This approach sees conflicts of interest
and disagreements between managers and workers over the distribution of profits as
normal and inescapable. Consequently, the role of management would lean less
towards enforcing and controlling and more toward persuasion and co-
ordination. Trade unions are deemed as legitimate representatives of employees.
Conflict is dealt by collective bargaining and is viewed not necessarily as a bad thing
and if managed could in fact be channeled towards evolution and positive change.
Realistic managers should accept conflict to occur. There is a greater propensity for
conflict rather than harmony. They should anticipate and resolve this by securing
agreed procedures for settling disputes.

The implications of the  pluralistic approach to industrial relations include:

 The firm should have industrial relations and personnel specialists who advise
managers and provide specialist services in respect of staffing and matters relating to
union consultation and negotiation.
 Independent external arbitrators should be used to assist in the resolution of disputes.
 Union recognition should be encouraged and union representatives given scope to
carry out their representative duties
 Comprehensive collective agreements should be negotiated with unions

3. Marxist Perspective

Marxist perspective is also called radical perspective. This perspective is to reveal the
nature of the capitalist society. It thinks that workplace relations are against the history. It
recognizes inequalities in power in the employment relationship and in wider society as a
whole. Consequently, conflict is perceived as an inevitable result. Whats more, a natural
response regarding workers against the capitalism exploitation is seen as trade unions.
This view of industrial relations is a by product of a theory of capitalist society and social
change. Marx argued that:

 Weakness and contradiction inherent in the capitalist system would result in revolution
and the ascendancy of socialism over capitalism.
 Capitalism would foster monopolies.
 Wages (costs to the capitalist) would be minimized to a subsistence level.
 Capitalists and workers would compete/be in contention to win ground and establish their
constant win-lose struggles would be evident.

This perspective focuses on the fundamental division of interest between capital and
labor, and sees workplace relations against this background. It is concerned with the
structure and nature of society and assumes that the conflict in employment relationship is
 reflective of the structure of the society. Conflict is therefore seen as inevitable and trade
unions are a natural response of workers to their exploitation by capital.

Explain Industrial Relations : Concept, Importance , Scope and

Aspects

CONCEPT
The concept of industrial relations means the relationship between the employees and
management in the day to day working of an industry. The Indian IR scenario has
been rapidly changing with the opening up of the liberalized economy and the
subsequent inflow of Multinational Corporations (MNCs).

There has been a major effect on the macro economic aspect on the structure of the
labour market (productivity, employment and wages), also on the structure of IR
(number of unions, collective bargaining, labour legislation, industrial conflict and
state intervention).These transformations have brought in changes on the growth
pattern of the economy.

Industrial relations have a broad as well as a narrow outlook. Originally, industrial

relations were broadly defined to include the relationships and interactions between
employers and employees. Industrial relations cover all aspects of the employment
relationship, including human resource management, employee relations, and union
management (or labor) relations.

The meaning has become more specific and restricted. Industrial relations pertains to
the study and practice of collective bargaining, trade unionism, and labor management
relations, while human resource management is a separate, largely distinct field that
deals with nonunion employment relationships and the personnel practices and
policies of employers.

The main concept of industrial relations are

1. Preservation and promotion of economic interest of workers along with social interest
2. Peace and productivity goes hand in hand hence. attempt to reduce industrial dispute
and promote peace is a necessity.
3. Employer employee relation should be made healthy and growing
4. Running of the industry, day to day work should be made more democratic with
increasing workers participation
5. Producing products at a very competitive price so that country can promote export and
our economy can improve.
6. Bringing mental revolution in management.

IMPORTANCE
Industrial relations are human relations in industry. The importance of the
human factor in an industrial organisation is beyond question. Better management of
industrial relations in an industry is a sine qua non for the success of the industrial
concern. It results in industrial peace which is essential for the countries, particularly
for India, where the economy is being geared in a planned way to ameliorate the lot of
the masses.

Interacting between management and workers and between worker and worker are
regular features in industry and these constitute industrial relations. So, the importance
of industrial relations in industry is self-evident and does not need any elucidation.

Industrial peace must be maintained at any cost to ensure better performance in

industry. Industrial relations should be so maintained that it would contribute to
increased productivity. Industrial relations have their impact not only on the industrial
unit but also on the society.
Industrial friction may inflict lasting injury on the workers. It may affect their careers.
Families of workers are likely to suffer which must have repercussion on the society
as a whole. Industrial unrests and conflicts foment class-hatred, embitter mutual
relations, and put a hurdle in the development of the society and the nation.

Industrial relations are the key for increased productivity in industrial establishments.

For example, at the Alwar plant of Eicher Tractors, productivity went up from 32 per
cent between 1994 and 1996 to 38 per cent in 1997. The production of engine
cylinders has gone up from 29, 390 (in 1995-96) to 32, 501 (in 1996-97).This increase
has been possible because of peaceful industrial relations.

SCOPE
 The scope of industrial relations seems to be very wide. It includes the
establishment and maintenance of good personnel relations in the industry,
ensuring manpower development, establishing a closer contact between persons
connected with the industry and that between the management and the workers,
creating a sense of belonging in the minds of management, creating a mutual
affection, responsibility and regard for each other, stimulating production as well
as industrial and economic development, establishing a good industrial climate and
peace and ultimately maximising social welfare.

The scope of industrial relations includes:

(a) Relationship among employees, between employees and their superiors or

managers.

(b) Collective relations between trade unions and management. It is called union-
management relations.

(c) Collective relations among trade unions, employers' associations and government.

ASPECTS
In an industrial unit different people are working. They are employers,
executives, supervisors and workers. They inter-act and create a relationship
called industrial relations. Working at these people together affect not only
labour relations but social, political and economic life.

But under industrial relations following aspects can be included:

(a) Promotion of development of healthy industrial relations at plant and
industry level.
(b) Maintenance of industrial peace and avoidance of disputes.
(c) Promotion of industrial democracy through participation schemes.
(d) Group relations, i.e., relations between various groups of workmen.
(e) Community relations, i.e., relations between industry and society.
(f) Promotions and development of healthy labour-managements relations.
(g) Prevention of industrial disputes and maintenance of industrial peace and
harmony.
Explain Causes and Effects of Poor Industrial Relations

CAUSES
 Economic Causes
 Organizational Causes
 Social Causes
 Psychological Causes
 Political Causes

ECONOMIC CAUSES
Poor wages and poor working conditions are the main reasons for unhealthy relations
among management and labour. Unauthorized deductions from wages, lack of fringe
benefits, absence of promotional opportunities, dissatisfaction with job evaluation and
performance appraisal methods, faulty incentive schemes are other economic causes.

Organisational Causes
Faulty communication system, dilution of supervision and command, non-recognition
of trade unions, unfair practices, violation of collective agreements and standing
orders and labour laws are the organisational causes of poor relations in industry.

Social Causes
Uninteresting nature of work is the main social cause. Factory system and
specialisation have made worker a subordinate to the machine. Worker has lost sense
of pride and satisfaction in the job. Tensions and conflicts in society break up of joint
family system, growing intolerance have also led to poor employer-employee
relations. Dissatisfaction with job and personal life culminates into industrial conflicts

Psychological Causes
Lack of job security, poor organisational culture, non-recognition of merit and
performance, authoritative administration and poor interpersonal relations are the
psychological reasons for unsatisfactory employer-employee relations

Political Causes
The political nature of trade unions, multiple unions and inter-union rivalry weaken
trade union movement. In the absence of strong and responsible trade unions,
collective bargaining becomes ineffective. The union‘s status is reduced to a mere
strike committee.
EFFECTS OF POOR INDUSTRIAL RELATIONS

(1) Effect on Workers:

(i) Loss of wages,
(ii) Physical injury or death on account of violence during labour unrest,
(iii) Excesses by employers,
(iv) Economic losses,
(v) Bitterness in relations,
(vi) Adverse effect on career.

(2) Effect on Employers/Industrialists:

(i) Less production,
(ii) Less Profit,
(iii) Bad effect on organisation,
(iv) Bad effect on human relations,
(v) Damage to machines and equipments,
(vi) Adverse effect on development of companies,
(vii) Burden of fixed expenses.

(3) Effect on Government:

(i) Loss of revenue (less recovery of income tax, sales tax, etc.),
(ii) Lack of order in society,
(iii) Blame by different parties.

(4) Effect on Consumers:

(i) Rise in prices,
(ii) Scarcity of goods,
(iii) Bad effect on quality of goods.

(5) Other Effects:

(i) Adverse effect on International Trade (fall in exports and rise in imports),
(ii) Hindrance in Economic Development of the country,
(iii) Uncertainty in economy.
 To conclude, it can be said that almost all sections of the society suffer loss in one
way or the other due to bad industrial relations. In order to maintain peace in industrial
units it is of utmost importance that employers and workers should make constant
endeavour to establish cordial human relations.

Meaning and Concept of Trade Unions . Characteristic of Trade

Unions .General Feature of Trade Unions.

MEANING
Labour unions or trade unions are organizations formed by workers from related fields
that work for the common interest of its members. They help workers in issues like
fairness of pay, good working environment, hours of work and benefits. They
represent a cluster of workers and provide a link between the management and
workers.

A trade union is a continuous association of wage earners for the purpose of

maintaining and improving the conditions of their working lives. Under the Trade
Union Act of 1926, the term is defined as “any combination, whether temporary or
permanent, formed primarily for the purpose of regulating the relations between
workers and employers, or for imposing restrictive conditions on the condition of any
trade or business and includes any federation of two or more unions”. Let us examine
the definition in parts.

Trade union is an association either of employees or employers or of independent
workers.

It is a relatively permanent formation of workers. It is not a temporary or casual

combination of workers.

It is formed for securing certain economic (like better wages, better working and
living conditions), social (such as educational, recreational, medical, respect for
individual) benefits to members. Collective strength offers a sort of insurance cover to
members to fight against irrational, arbitrary and illegal actions of employers.
Members can share their feelings, exchange notes and fight the employer quite effectively
whenever he goes off the track.

CONCEPT

A trade union is an association of employees for the primary purpose of effecting their
employers’ decisions about their better working conditions of employment. The basic
 objective of a trade union is, therefore, to represent the interest of its members. It
seeks to get benefits for them. Trade unions can also be regarded as an institution for
overcoming managerial dictatorship to strengthen individual worker and to provide
him an opportunity for regulating and improving the conditions under which he has to
work.
Trade unions play an important role in preventing the exploitation of employees in the
hands of management. Over the years, the relationship between management and
workers has changed from master and servant to employer and employee. The hire
and fire policy of the management can be dispensed with the intervention of trade
unions, who fight for the rights of workers.
Without the formation of trade unions, employees can get the rights at their individual
level, because their bargaining position tends to be weak and they stand at the lower
ebb in the organisation. With the unionism, they can collectively press for their
genuine demands, and improve their position in the society.

CHARACTERSTICS
1. Association of employees:

A trade union is essentially an association of employees belonging to a particular

class of employment, profession, trade or industry. For example, there are unions for
teachers, doctors, film, artistes, weavers, mine workers and so on.

2. Voluntary Association:

An employee joins the trade union out of his free will. A person cannot be compelled
to join a union.

3. Permanent Body:

A trade union is usually a permanent body. Members may come and go but the trade
union remains.

4. Common Interest:
 The member of a trade union have certain matters of common interest-job security,
better pay and working conditions and so on, which bring them together.

5. Collective Action:

Even when an individual employee has any grievance over certain management
decisions, the matter is sorted out by the intervention of the trade union Employees are
able to initiate collective action to solve any problem concerning any particular
employee or all the employees.

FEATURES
The main features of a trade union are as under:

1. It is an association either of employers or employees or of independent

workers. They may consist of :
o Employers’ association (eg. Employer’s Federation of India,Indian paper
mill association, etc.)
o General labor unions
o Friendly societies
o Unions of intellectual labor (e.g. All India Teachers Association)
2. It is formed on a continuous basis. It is a permanent body and not a casual or
temporary one. They persist throughout the year.
3. It is formed to protect and promote all kinds of interests –economic, political
and social-of its members. The dominant interest with which a union is
concerned is, however, economic.
4. It achieves its objectives through collective action and group effort.
Negotiations and collective bargaining are the tools for accomplishing
objectives.
5. Trade unions have shown remarkable progress since their inception;
moreover, the character of trade unions has also been changing. In spite of
only focusing on the economic benefits of workers,the trade unions are also
working towards raising the status of labors as a part of industry.

Explain role and functions of Trade Unions

ROLE AND FUNCTIONS OF TRADE UNIONS:-

1. Protections – Trade unions safeguard workers against all sorts of exploitations

by the employer and political parties. A union provides protection from unfair
labour practices and atrocities of management. It also tries to revise the status of
workers in industry and society.

2. Proper Standard of Living – Unions attempt to secure for workers fair

wages, proper working conditions and welfare facilities like health, housing,
recreation and social security so as to ensure desirable living standards for them.
3. Grievance Redressal – A trade union takes up the individual and collective
grievance of workers with employer.

4. Collective Bargaining – A trade union negotiates and bargains with the

management to settle terms and conditions of employment.

5. Participation – Trade unions works for achieving a better say of workers in

the management of matters which directly influence the interests of workers. In
this way, unions attempt establish democracy in industry.

6. Protects – Unions, organise demonstrations strikes and other forms of protest

to press the demand of worker. During a strike the union may provide financial and
other help to members when the employer stops wages.

7. Education – Many trade unions make arrangements for the education of

worker and their family members. Unions make worker conscious of their rights –
and duties and aware of the need for technological changes.
8. Welfare and Recreation – Some union provides recreation, sports and other
welfare facilities for their members.

9. Legislations – Trade union lobby with political parties and political readers to
secure legislative protection for workers from the government.
10. Representation – Trade union represents working class in various national
and international forums such as Indian labour conference and international labour
organisation.

11. Advice – A trade union may provide advice and information to management
on human resource policies and practices. Unions also impress upon workers the
need to exercise restraints in the use of their rights. Unions assist employers in
maintaining discipline and in increasing productivity.

12. Communication – A trade union serves as a link between employers and

workers so as to develop mutual understanding and cooperation between the two
sides. Unions can also instill among workers a sense of responsibility towards
industry and society. They can play a vital role in tackling social evils and in
promoting national integration.

13. Intra-Mural Function – These functions are termed as militant functions

too because unions may resort to strikes and other pressure tactics to get their
demand implemented. Intramural functions include wage rises, proper working
conditions, sanitation, safety, continuity in employment and so on. The unions try
to resolve these issues through collective bargaining. If discussions and meetings
do not help in resolving these issues then unions use strikes and other pressures as
tool in getting these demands accepted.

14. Extra-Mural Functions – Trade unions also undertake functions which are
required for the welfare of their members. These functions include provisions of
educational, recreational and housing facilities.
The unions raise funds in the form of subscription from members and spend them
for the welfare of workers.
In case of untimely deaths, unions provide financial help to the member of the
decreased family. Extramural functions are very important as they inculcate the
spirit of co-operation against members.

15. Social Functions – These functions include carrying out social service
activities, discharging social responsibility through various section of the society
like educating the customers.
Explain Essentials of a Successful Trade Union .

To be successful, a trade union should be an enlightened one and it should be able

to guide and direct the trade union movement effectively.

It should have a sound foundation so that it is strong enough to achieve success in

the realisation of the outlined objectives.

The objectives of a trade union should be properly communicated to all the

members of the union and employees outside the union so that outside employees
within the organisation may be attracted towards it. Preferably, the trade union
should be led by rank and file workers.

A trade union should have integrity and honestly in dealing with financial matters.
There should not be any room for misappropriation of funds. A trade union should
use its economic power in a careful and responsible way. It should be aware of the
existing realities in terms of the opportunities it has to bring about an improvement
in the leaving standards of labour. A trade union should be a democratic agent
between workers and management.

A trade union should not be contented with protecting and improving wages and
conditions of work of their members but should be concerned with the interest of
workers, their emotional disturbances, their martial conflicts, their personal
adjustment problems. The trade unions should assist in progressively raising the
standard of living of workers and promote their personality development through
educational programmes.

Most importantly, trade unions should maintain industrial harmony and peace, and
battle fruitfully with the employers and if necessary with the State at the bargaining
table so that the employers do not victimize the workers. Trade unions should be
pluralist in character and pragmatic in their approach and should concentrate on the
welfare of the members and society.
Necessary conditions for making trade unions more effective are as follows

i. Compulsory Membership:
A trade union is based on its organizational strength. The trade union should
possess maximum membership in order to consolidate itself as an organization. In
order to make trade unions effective instruments of labor welfare, it is important
that all the workers should become its members compulsorily. A nominal
membership will not be working in this area. To make a trade union more
effective, all the workers should be actively associated with the work of the trade
union.

Strong Economic Base:

For a successful functioning of the trade union, it not only needs members but also
a strong monetary base. The trade unions need large funds to support their
members in times of emergency such as strikes and lockouts. The trade unions do
not have special means of collecting funds. So, it is necessary that all the members
contribute regularly for their working. However, the membership fee differs from
one firm to another taking various other factors into consideration.

Freedom from External Pressures:

Trade unions should function as independent organizations. They should be free
from any external pressure or control. Various political parties do try to influence
the trade unions, as they are more concerned about their selfish ends rather than the
workers’ welfare.

Spirit of Unity:
A trade union is based on the spirit of unity and sacrifice among its members.
Trade unions are able to function only on the strength of unity. For solving any
problem, unity among the members of the trade union is very important.
Capable Leadership:
Capable and efficient leaders are required for the successful working of the trade
unions. A person who is dedicated and thinks about the welfare of the workers
should lead a trade union. Few trade unions are quite selfish and use the workers
for their own selfish ends.

Thus, it is very important that the leadership of the trade unions should be given to
those who are genuine and selfless and interested in the welfare of the workers.
The leader of the trade union should himself be a worker, because only a worker
can understand the problems of the workers.

vi. Practical Outlook:

The main aim of the trade unions is to look after the interests of the labor and
promote their social and economic welfare. These aims can only be achieved in the
context of industrial prosperity. Therefore, it is important to consider the economic
and monetary conditions off the industry in order to achieve the social and
economic well-being of the workers.

In this context, it is necessary that a trade union should adopt a practical attitude to
all the problems and act only if the problem is practical and if there is a possibility
to meet the actual conditions. Unreasonable demands will create conflicts and
disharmony.

Democratic Outlook:
The democratic structure in a trade union contributes to its successful working. By
democratic structure we mean that the opinion of each and every member should
be taken into account. While exercising the privilege of vote in trade union affairs,
the member develops a sense of dignity and makes a mark of his importance. This
helps to keep up his morale and loyalty. It is always preferred that the workers
themselves should choose the leaders of the trade unions democratically.
Freedom from Politics:
Political interference greatly undermines the importance of trade unions.
Sometimes, the union leaders forget their main aims and indulge in politics. These
kinds of leaders do not benefit the workers rather harm their interests.