EXECUTIVE STUDY

Trade unions are an important part of the modern industrial relations system in every country,
each with its constitutional purpose or goals to be achieved. Improving the quality of life of
workers by expanding their traditional role of protecting and promoting their interests and
determining working and employment conditions through changes in the political, social and

educational environment. This research book focuses on unions in the workplace, particularly
trade union unions. The National Thermal Power Corporation (NTPC) facility in Unchahar is
one of India's largest and best public sector companies. This exploratory study of the various
unions operating at the Unchahar plant also reveals their ideologies, goals and structures. We
aim to capture the paradigm shift in the role of trade unions. From maintaining good
industrial relations, once considered a primary responsibility, to actively working to improve
the quality of life of workers, previously seen as a secondary role.

INTRODUCTION

Trade unions are a major component of the modern industrial relations system in any country,
each with its own set of goals or objectives to achieve by its constitution and each country
has its strategies to achieve those goals. A union is an organization formed by workers to
protect their interests and improve their working conditions, among other goals. It is an
ongoing association of employees to maintain and improve working conditions (Dankert,
1948). In developing countries, the right to a union and collective bargaining protects
workers from exploitative and abusive working conditions and puts pressure on employers to
share products with their workers.

Therefore, protecting the basic rights of workers and people in developing countries requires
organizing so that working people can benefit from economic growth (Ghosh & Geetika,
2007).
Historically, union representation and collective bargaining have been key to growing the
stable workforce in advanced economies and allowing workers a fairer share of their wealth.
create; they can also over working conditions and help workers get jobs.

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Changes in the political, social and educational environment related to perceived rights - such
as the right to organize, the right to bargain, and the right to regulate terms and conditions of
employment - led to the emergence of worker unions to mote the interests of workers. Thus,
with the establishment of minimum wages, mandatory working hours standards, health and
safety provisions, and general improvements in working conditions, unions have become a
tool to enhance the quality of the workforce, (Ghosh & Geetika, 2007).

Studies show many reasons behind the emergence of the labour movement. According to
Tannenbaum (1921), machinery is the cause and labour movement is the effect. Hoxie (1921)
argues that trade unions emerge as a collective expression of social situations in which
workers identify themselves and as remedial programs with goals, policies and methods.
Specifically. Perlman (1928) believed that syndicalism arose out of conscientiousness and the
scarcity of job opportunities. Trade union growth, defined as the rate at which the number of
union members changes, is influenced by many factors, including cultural, economic,
historical, political and social conditions. Research by Kumar and Dow (1986), Elsheikh and
Bain (1979), and Ashenfelter and Pencavel (1969) compares the main determinants of change
in union membership Elsheikh and Bain (1980) and Maki (1982) compare these differences
between states or provinces, while Kochan (1979) and Lee (1978) focus on variations
workers.

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DEFINITIONS

 “A trade union is a continuous association on wage earners to maintain or improve the

conditions of their employment." - Sidney and Beatrice Webb

 "The value of labour-power constitutes the conscious and explicit foundation of the
trade unions, whose importance for the ... working class can scarcely be
overestimated. The trade unions aim at nothing less than to prevent the reduction of
wages below the level that is traditionally maintained in the various branches of
industry. That is to say, they wish to prevent the price of labour-power from falling
below its value" - Karl Marx
 A trade union is "an organization consisting predominantly of employees, the
principal activities of which include the negotiation of rates of pay and conditions of
employment for its members." - Australian Bureau of Statistics
 “Two conflicting views of the trade-union movement strove for ascendancy in the
nineteenth century: one the defensive-restrictive guild-craft tradition passed down
through journeymen's clubs and friendly societies, ... the other the aggressive-
expansionist drive to unite all 'labouring men and women for a 'different order of
things.” - R. A. Lesson
 “We rarely hear, it has been said, of the combination of masters, though frequently of
those of workmen. But whoever imagines, upon this account, that masters rarely
combine, is as ignorant of the world as of the subject. Masters are always and
everywhere in a sort of tacit, but constant and uniform combination, not to raise the
wages of labour above their actual rate[.] When workers combine, masters ... never
cease to call aloud for the assistance of the civil magistrate, and the rigorous
execution of those laws which have been enacted with so much severity against the
combination of servants, labourers and journeymen.” - Adam Smith

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THE IMPORTANCE OF THE TRADE UNION

Trade unions aid in the acceleration of economic development in a variety of ways, including
the following:

(i) By helping in the recruitment and selection of workers.

(ii) By inculcating discipline among the workforce
(iii) By enabling the settlement of industrial disputes in a rational manner
(iv) By helping social adjustments. Workers have to adjust themselves to the new working
conditions, the new rules and policies. Workers coming from different backgrounds may
become disorganized, unsatisfied and frustrated. Unions help them in such adjustments.
Trade Union is an important factor of the current society, as it safeguards the basic interest
and needs of both the employees as well as employers, by providing better terms and
conditions of employment, secured jobs, better wages, and a favourable working environment
which in turn leads to desired profitability.

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FUNCTIONS AND ROLES OF TRADE UNIONS: CHANGING
PATTERNS

Trade unions are legitimate systems for workers to organize to express their rights and
grievances. Without trade unions, companies would become too paternalistic or too autocratic
(Thomas, 2005). Responsible unions play an important role in maintaining good relations
between employers and employees. The intentions and objectives of major unions in India
differ according to political ideology (Ratnam, 2006). For example, some trade unions are
influenced by left-wing doctrines aimed at rethinking the capitalist mode of production as a
whole. However, regardless of the union's political affiliation, its general functions can be
categorized as follows:

Primary Functions:
The primary function of unions is to promote and protect the interests of their members this
can be summarized as follows.

I. Collective Bargaining

The Hon'ble Supreme Court of India has defined collective bargaining as the procedure by
which a dispute over business conditions is settled agreeably by arrangement rather than
coercion. In this cycle, exchanges and conversations about working conditions occur between
boss and worker. Refusing to deal is an illegal trade activity. Labourer difficulties can be
resolved with the help of aggregate bartering. Aggregate Bargaining is the foundation of the
development, and it is because of a reasonable concern for work that legal recognition has
been granted to Trade Unions and their power to talk to workers.

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 II. Representative Welfare 

Union has successfully fought for better labour terms and conditions. They speak to workers'
benefits and have ensured a variety of benefits, for example, improved salaries for unionised
representatives, work-life balance indicated by sensible work routines, professional stability,
and assurance from managerial subjective activity. Unions not only provide professionals
clout in the workplace, but they also consistently advocate better government support and
ways of life.

III. Unacceptable Practices

Labour unions investigate bosses' unethical work practices. The NLRA declares that it is
illegal for bosses to dominate a union, mistreat labourers engaged in union activities, and
deceive labourers who file complaints with the National Labour Relations Board. If the
company engages in any of these prohibited protests, the union can bring it up with the board
on behalf of the workers. Ex. Speaking to labourers, the union documented allegations
against the organisation for interfering with representatives participating in intentional union
action.

IV. Enactment

Unions also play an important role in developing labour laws and rules for viable labourer
insurance. The union begins the fight for rules in areas that concern representatives in the
workplace. The hall is used to create regulations and guidelines and to disseminate
information about them to employees. Measures such as the NLRA, the Social Security Act,
and the Health Act were enacted as a result of union efforts to improve labour conditions.
Unions monitor the state of implementation of representative government aid legislation and
guidelines to ensure they are properly implemented.

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NEW FUNCTIONS OF TRADE UNIONS

These new trade union functions (also known as ancillary functions [Monappa,2000]) can be
divided into the following categories:

i. Interaction
Many large unions publish a newsletter or a magazine with the primary goal of
clarifying their policy or stance on key issues and disseminating information about
their activities.

ii. Social activities

To improve the quality of workers' lives, many unions are involved in a variety of
welfare activities, such as providing housing and organising cooperative societies.
The Textile Labour Association (TLA) in Ahmedabad, for example, has ventured to
organise self-employed women (in the Self Employed Women's Association
[SEWA]) and has even begun banking activities to this end.

iii. Education
can help workers become more aware of their surroundings. Unions make efforts to
launch educational programmes for workers to improve their knowledge of the
workplace and to inform them about issues that concern them, particularly those
concerning their rights and responsibilities and the procedures and systems in place in
the workplace for resolving grievances.

iv. Research
Union negotiators require current information to be systematically collected and
analysed at the bargaining table. They must also back up their wage demands with
knowledge of the industry, productivity, and comparative industry practices. Many
unions conduct their research to this end, focusing on practical issues, particularly
day-to-day workplace activities.

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TRADE UNION ACT 1926, Section 2(h)

The act defines "Trade Union" as "any mix, whether brief or perpetual, formed fundamentally
to direct the relations among labourers and bosses or labourers and labourers, or managers
and managers, or for imposing prohibitive conditions on the leadership of any trade or
business and incorporate any organisation of at least two Trade Union:
Provide that this Act will not affect:
i. any agreement between accomplices over their own business.
ii. any agreement between a business and people he employs for such a job.
iii. any agreement addressing the offer of a business's generosity or assistance in any
calling, trade, or handicraft.

As a result, the Act included employer's associations in the category of trade unions.
However, the Act's many clauses do not define the relationship between employers and
employers. Furthermore, alternative definitions of trade unions exclude employers'
associations from the definition. The British Ministry of Labour, for example, defines trade
unions as-
"All employee groups, including those of paid and professional workers, as well as those of
manual wage earners, that is known to include among their functions the negotiation with
their employers to control employment conditions."

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TRADE UNIONS IN INDIA

Trade unions in India are governed by the Trade Unions Act of 1926, which is the main
legislation that provides various rules, regulations and control mechanisms related to trade
unions. The contribution of trade unions to the development of the labour movement in South
Asia and globally is widely acknowledged (Sinha, 2004).
However, attention has remained focused on the formal sector. In the small and informal
sectors, unionisation is almost non-existent. Despite that, though only 20% of registered
unions have sought affiliation with any of the other 13th Central Trade Union Organizations,
India's union structure is fairly developed (CTUO).

Unionisation in the country is as high as 90% in the public sector but much lower in the
private sector. The changing role of the government in India, as well as the introduction of
new technology, have both had a significant impact on the employment situation. Shifts in
job opportunities from the formal to the informal sectors, as well as increased employment
opportunities for educated and skilled workers, have necessitated a paradigm shift in unions'
approach and function. However, Indian trade unions have been slow to respond to these
changes. This has resulted in the loss of membership in these unions (Sinha, 2004).

According to labour statistics released by the Government of India, membership in unions

that submitted returns to the appropriate authority under the Trade Union Act of 1926 was
less than 2% of the total labour force in 1990, constituting approximately 30% of the
organised sector workforce.

Workers have also been seen forming alternative trade unions. A trade union federation's
organisational structure is typically three-tiered, consisting of national-level federations,
industry-level unions (e.g., Textile Labour Association, Ahmedabad), and unit-level unions,
with independent local unions centred on a specific plant.

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TYPES OF TRADE UNIONS

1. Craft/Occupational Unions

A craft union is a group of wage earners who work in a single craft or occupation or several
closely related crafts or occupations. Craft unions include unions of carpenters, plumbers,
electricians, weavers, and crane drivers. Indian Pilots' Guild and International Wood Carvers'
Association are two examples of craft unions. There are also unions with membership open to
a variety of crafts. These unions are referred to as multiple craft unions. Craft unions have
been frequently used in the United States and the United Kingdom. Such unions are scarce in
India. Occupational and professional unions are closely related to craft unions. A
professional/occupational union, for example, is a union of personnel with specialised
abilities, such as teachers, physicians, engineers, and chartered accountants. Craft unions can
be created at the plant, neighbourhood, company, regional, industry, or even national levels.

Strength:

Craft unions' fundamental strength is their strategic position, strong bargaining power, group
compactness and cohesiveness, and capacity to effectively safeguard and promote the
interests of their members.

Weakness:

Craft unions' weaknesses include the following: a proclivity for division in the ranks of
workers; vulnerability to being easily broken by the employer; difficulties in organising
strong joint action; and a higher likelihood of instability as a result of technological changes
and blurring of craft distinctions.

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 2. Industrial Unions

An industrial union represents all kinds of workers in a specific industrial facility or industry
as a whole, regardless of craft, skill, or job distinctions. It brings all worker categories
together—unskilled, semi-skilled, skilled, and highly skilled. Unions of this type can also be
created at the plant, region, or industry levels. Industrial unions are the most popular variety
in most nations, including India. The majority of industrial unions in India were formed at the
plant level. These unions may or may not be linked with a higher-level federation. In the
United States and the United Kingdom, which have a long history of craft union creation,
there has been a significant increase in the number of industrial unions in recent years. The
United Automobile Workers is a classic example of a labour union in the United States. Tata
Workers' Union, Colliery Mazdoor Sangh, and Indian National Textile Workers' Federation
are examples of Indian industrial unions.

Strength:

The following are industrial unions' points of strength: their ability to promote solidarity
among heterogeneous groups of workers; convenience in negotiations with the employer;
greater adaptability in the event of technological changes; and a greater measure of strength
and effectiveness in collective bargaining and industrial action.

Weakness:

The weaknesses of industrial unions include the following: difficulties in satisfying all groups
of members; greater attention to the interests of the group providing the majority of
membership; encouragement to the formation of small-sized unions due to the ease of
establishing a union with only a few members, resulting in a multiplicity of unions and union
rivalries even in a small-sized establishment and creating difficulties in recognition of the
representative union.

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 3. General Unions:

A general union is one whose membership is available to all categories of workers, regardless
of craft, occupation, craft, industry, or employment. With a few exceptions, general unions in
India are primarily restricted to the local level. These unions' membership is mostly made up
of employees from small businesses and jobs.
In general, the challenges that these personnel faces are rather typical. Employees of a single
establishment are unable to apply effective pressure on their boss on their own, so they join a
local general union in the hope of better outcomes. In many situations, small-business owners
in the neighbourhood create associations to take a unified stance in discussions.
General unions have been founded at higher levels in several nations, such as the United
Kingdom. The Transport and General Workers' Union of the United Kingdom is an example
of a general union. The Textile Labour Association of Ahmedabad, a federation of craft
unions in the city's textile sector, has extended membership to employees of local bodies,
shops and businesses, and various other occupations.

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THE PROCEDURE FOR REGISTERING A UNION

1. Appointment of Registrar: Section 3 of the Trade Union Act, 1926 authorises the
competent government, whether Central or State, to appoint a registrar. However, if
necessary, additional registrars and deputies can be appointed to discharge and exercise the
powers and duties of a registrar. These lower-level offices will report to and be directed by
the Registrar.

2. Registration Procedure: The registration procedure is as follows:

i. Any seven or more people who want to form a union can apply to the Registrar of
Trade Unions for registration under Section 4 (1) of the Trade Union Act of 1926.

ii. Applicants must be trade union members.

iii. Form 'A' must be submitted to the Registrar of Trade Unions. The following
information should be included with your application:

a. Members' names, occupations, and addresses

b. The name and address of the labour union.

c. The titles, names, ages, addresses, and occupations of the union's office bearers.

d. A financial statement outlining the union's assets and liabilities for the year preceding
the application for registration.

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OBJECTIVES AND NEEDS OF TRADE UNION

1. Salaries and pay scales Wages and compensation are the primary concerns of trade unions.
Wages and benefits are addressed in the coordinated business through cycles such as
aggregate dealing, wage sheets, assuagement, and arbitration. Every one of these cycles
deserves an ordered request. Union forces and target realities should have a positive impact
on the compensation scene via these platforms.

2. Working conditions another important purpose of trade unions is to defend labourers'

safety. While working, each labourer must have access to the necessary offices. Water, fewer
working hours, paid events, government-backed retirement, security equipment, lighting, and
other benefits

3. Personnel arrangements for any close-to-home approach to corporate progress, movement,

and planning that is self-assertive may be contested by Trade Unions.

4. Trade Unions also protect workers from subjective control activities by the board against
any specialist. No employee should be deceived by executives as to discretionary exchange or
suspension.

5. Government support The major purpose of the Trade Union is to lobby the government for
labourer support. This includes government help for the labourer's relatives or offspring.

6. Representative and Employer Relations-Amicability between boss and labour are required
for mechanical harmony. Regardless, due to the administration's prevailing zeal, conflict can
arise in situations where the Trade Union speaks to the entire labour force and negotiates with
management.

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7. Arranging Machinery-Trade Unions may also present proposals to the board, as this
process is based on the Giving and Taking rule Through collective bargaining, trade unions
protect the interests of workers.

8. Protecting organisational health and the interests of the industry-trade unions also
contribute to representational fulfilment. Trade unions also contribute to enhancing modern
linkages by developing solutions to resolve the mechanical debate.

9. Specialists working alone feel frail. The Trade Union provides him with a platform to
collaborate with others to achieve social goals.

SOCIAL RESPONSIBILITIES OF TRADE UNIONS

Social duty is a commitment perceived over an individual, group of individuals, or institution

to be accountable and liable to individuals for their urban obligations, where responsibility
alludes to the goal of the demonstration or choice which should be government assistance of
the general public for achieving the harmony between development and welfare. If the result
of an activity or choice is to cause harm to others, then an individual or group of individuals
cannot be considered socially capable. The goal of the work enactment, in some way, rests
with the advancement of modern harmony, where assurance of guiltless representatives is a
fundamental need, and this is the explanation that pushed the arrangement of trade unions and
their legal recognition.
The capacity of aggregate bargaining works as a cycle of arrangement among boss and
worker so that either agreement or disagreement in sentiment can be called attention to settle
the significant debate however the need for social duty produced from the way that Trade
union exists in agent limit as it speaks to the works thus responsibility and obligation of
Trade union creates towards the labours There should be justified social obligations from the
trade union because there is an immediate effect of the trade union of works choices this
portion of the association is generated by the excellence of cultural standards, moral
characteristics, and the concept of implicit understanding Duties can be summarised in terms
of trade union capacity and manager-representative relationships.

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 1. Training and mindfulness among workers so that a usual or traditional path relishing
in severe disruption can achieve a level of collaboration and comprehension. The
development of the general public should not be discouraged by the excellence of
unnecessary strikes and grave tumult; at times, the agreement reached among
businesses and representatives is positive for them but may be treacherous to the
honest client; the honest client should be protected by a trade union.

2. Their demonstrations and consideration with bosses should be in such a way that
agreement turns into a piece of monetary development and advancement that
collaboration is required. Trade unions are assumed not to be influenced by the
standing division framework for the sake of their workers and to keep the country
upright. Goals should be met while keeping the interests of the network at large in
mind.

3. Rustic and metropolitan populace includes chaotic work which should be made
coordinated by a trade union to elevate them and to get them above the neediness line.
To advance the arranged plans and thoughts for reserve funds with the goal that
capital development increments. New supplies ought to be upheld by the goodness of
mindfulness programs about their utilization.

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INDIA'S TRADE UNION DEVELOPMENT AND ORIGIN

The primary plant Act was passed in 1881 as a result of the prudence of the Bombay plant
suggestion in 1985. The experts of the Bombay material business urged that the working hour
be reduced, weekly occasions are changed, and workers be compensated for injuries
sustained. The Bombay Factory's Hand Affiliation was the first labour union founded in 1890
by N. Lokhande.

Following the outbreak of World War One, a few Labour innovations began. The terrible
social and financial situation of others around them triggered their work development. The
growth of the ILO (International Labour Organization) stimulates the formation of trade
unions. The work material affiliation of Ahmadabad was created in the direction of Mahatma
Gandhi's ideal of peace.

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AITUC (All India Trade Union Congress)

The All India Trade Union Congress (AITUC) was formed in 1920 to select agents for the
International Labour Organization (ILO). The first gathering of AITUC was held in Bombay
in 1920 under the president's boat of Lala Lajpat Rai. The AIRF (All India Railways man
Federation) was formed in 1922, and all unions comprising and bargaining railroad labourers
were made a part of it and subsidiary to it. AITUC observed the split because certain
individuals were on the side of the war and others were not on the side of the war,
subsequently gathering is isolated as an association under the initiative of congress pioneers
resulting in the arrangement of the Indian National Trade Union Congress (INTUC).
Socialists were also separated from the AITUC, which resulted in the formation of the Hind
Mazdoor Sabha in 1948. As a result, the components and separation can be seen, leading to
the development of distinct labour unions.

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There are three types of unions based on their structure:

 Industrial union
 Craft union
 General union

THE ISSUES LOOKED AT BY TRADE UNIONS IN INDIA

The condition of trade unions in India is deteriorating, owing mostly to the way trade unions
are affected by a variety of concerns. A comprehensive list of them is provided below:

I. Uneven Growth: Trade union exercises are concentrated in large-scale initiatives,

particularly in physical labour, and particularly in increased mechanical
concentration; there are no trade union exercises in small-scale businesses,
homegrown work, or horticultural work. The amount of unionism varies greatly
from industry to industry, touching just a portion of India's ordinary labourers.
II. Low Membership: While the number of trade unions in India has increased
significantly, this has been accompanied by a decline in participation per union. In
1927-28, the average number of people in each union was roughly 3,500. It fell to

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 roughly 1,400 in 1946-47, then to as low as 675 in 1985-86 and 659 in 2000-01.
This demonstrates the growth of limited-scope trade unions.
III. Union Diversity: Another issue addressed by the development of trade unions is
the diversity of unions. Many trade unions with similar foundations may exist.
The presence of a large number of trade unions can be attributed to the fact that
The Trade Unions Act of 1926 permits any relationship of seven labourers to be
enrolled as a union and confers certain privileges upon it. Many times, it is argued
that the number of unions is a direct result of outside pioneers, but the more
accurate argument is that they can function because the legislation permits and
protects small unions.
IV. Inter-Union Rivalry: Unions strive to undermine one another to gain a more
significant impact among labourers. In the process, they cause more harm than
good to the cause of unionism as a whole. Businesses are allowed to pit unions
against one another. They can refuse to deal with the issue because there isn't a
proper delegate union. Aside from that, the labourer's solidarity is gone.
Businesses can profit from labour-union conflict.

V. Poor Financial Position: Their financial situation is poor because their average
annual salary is extremely low and insufficient. The membership rates are low due
to a variety of unions; unions eager to extend their participation keep the
membership rates extremely low due to a lack of assets with the unions. Another
key reason for unions' financial powerlessness is that many membership dues get
unpaid by workers. Consistent defaulters' names continue to appear on the
registers of the great majority of unions. According to union bylaws, they are
neither removed nor cease to be individuals ipso facto.
VI. Lack of Public Support: Trade unions occasionally resort to strikes and dissent to
meet their expectations. As a result, the public is inconvenienced. This is the
public assistance or compassion is almost non-existent.

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QUALITY OF WORK LIFE

Quality of Work Life (QWL) is a broad umbrella term that encompasses a wide range of
programmes, techniques, and management styles used to design organisations in general, and
jobs in particular so that employees have more autonomy and authority at work. Union-
management relations are one of several factors that influence QWL (Sayeed & Sinha, 1981).
According to QWL research, there are two types of influencing factors: organizationally
driven and individually driven. Previous research has linked job satisfaction to motivation,
and this link has eventually been extended to work-life quality.  Effective policy
implementation on these issues may result in a high level of satisfaction and may have a
direct impact on QWL. Several studies (Haque, 1992; Wadud, 1996; Hoque & Rahman,
1999) have found that QWL affects job performance, job satisfaction, labour turnover, and
labour-management relations. To contribute to better QWL, trade unions can take a proactive

21
role in the design and implementation of appropriate policies on the aforementioned issues.
According to Bhattacharjee (1999), the collective voice of the union provides management
with information on workplace and shop-floor issues, acting as a communication channel.

This leads to the development and retention of specific skills, improves worker morale,
provides conditions to eliminate quitting, and enables the union to pressure management to
act fairly and efficiently in its daily operations. The result is augmented QWL, made possible
by combining trade unions' traditional and new functions. Individually driven factors
generally include managerial style, delegation, communication and interpersonal relations,
which are beyond this study's scope and have not been considered.

This promotes the development and retention of specific skills, boosts worker morale, creates
conditions for quitting, and allows the union to put pressure on management to act fairly and
efficiently in its daily operations. The result is augmented QWL, which is made possible by
combining traditional and new functions of trade unions.
Individually driven factors include managerial style, delegation, communication, and
interpersonal relationships, all of which are beyond the scope of this study and thus have not
been considered

ROLE OF PLANT-LEVEL UNIONS

According to Calmfors, Driffill, Honkapohja, and Giavazzi (1988), unions operating at the
individual firm or plant level have very limited market power.
According to Bezuidenhout (2000), South Africa has developed a dual collective bargaining
system in which wages and working conditions are negotiated at the industry and plant levels
- the latter through recognition agreements. Glendon and Booth (1982) highlighted the active
participation of plant-level unions in health, safety, and welfare measures in the United
Kingdom. Plant-level unions have a long history in India, dating back to the colonial era
when the entire labour movement was governed by the Indian National Congress. Unions
were formed at the plant level, with regional and national affiliations with larger
organisations, and their leaders were drawn from the urban middle-class intelligentsia
associated with the independence movement (Chaudhuri, 1996). Finally, in October 1975, the

22
Government of India launched a non-statutory plan for worker participation in industries at
the shop and plant levels, to be implemented in undertakings employing more than 500
workers.

The emergence of independent and affiliated plant-level unions, which compete successfully
with the recognised and rather ineffective affiliated unions to represent workers at a specific
plant, demonstrates changing trends in Indian trade unionism. They are becoming more
acceptable to both workers and employers, who find their demands and negotiation patterns
more reasonable and more in tune with the current situation in the organization/ enterprise.

OBJECTIVES OF THE STUDY

 To study the roles of trade unions in India in changing the business environment on a
broad scale, with a particular emphasis on the operation of plant-level trade unions.

 To study the shifting paradigms regarding the roles of plant-level unions, which have
evolved from maintaining good industrial relations, which was once thought to be
their primary role, to actively improving workers' quality of life, which was
previously thought to be secondary.

 To study the role of plant-level trade unions at NTPC in improving QWL.

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  To study the various trade unions at the Unchahar plant, highlighting their ideologies,
objectives, and structures.

Research Methodology

The methodology is the

theoretical analysis of the
methods applied to a field of
study. It comprises the
theoretical analysis of the body
24
of methods and principles
associated with
a branch of knowledge.
Typically, it encompasses
concepts such as paradigm,
theoretical model,
phases and quantitative or
qualitative techniques. (
Irny and Rose, 2005)
A methodology does not
set out to provide solutions - it
is, therefore, not the same
thing as a method. Instead, it
offers the
theoretical underpinning for
understanding which method,
25
set of methods or best
practices
can be applied to specific
cases, for example, to calculate
a specific result.
The methodology is the
systematic, theoretical
analysis of the methods
applied to a field of
study. It comprises the
theoretical analysis of the body
of methods and principles
associated with
a branch of knowledge.
Typically, it encompasses

26
concepts such as paradigm,
theoretical model,
phases and quantitative or
qualitative techniques. (
Irny and Rose, 2005)
A methodology does not
set out to provide solutions - it
is, therefore, not the same
thing as a method. Instead, it
offers the
theoretical underpinning for
understanding which method,
set of methods or best
practices

27
can be applied to specific
cases, for example, to calculate
a specific result.
The methodology is the systematic, theoretical examination of the methods used in a
particular field of study. It consists of a theoretical examination of the body of methods and
principles associated with a particular field of knowledge. It usually includes terms like
paradigm, theoretical model, phases, and quantitative or qualitative techniques. Rose and Irny
(2005) A methodology is not the same as a method because it does not seek to provide
solutions. Instead, it provides a theoretical foundation for understanding which method, set of
methods, or best practices can be applied to a specific case, such as calculating a specific
result.

Research: The research process arose from man's desire to be in tune with his surroundings
and comprehend nature. To accomplish this, man employs the tools of experience and
reasoning at his disposal. The man also draws on experience and authoritative sources outside
of his immediate circle. Because experience and authority are rich and major sources of
hypothesis, which are based primarily on common sense knowledge and haphazard events,
concluding events can be unjustified.

As a result, research hypothesis formulation based on experience and authority is deemed

unscientific. Scientific reasoning underpins research, which can be inductive, deductive, or
both. In the natural sciences, research is a combination of experience and reasoning and can
be said to be the most appropriate method of discovering the truth.

28
Research methodology is a collection of systematic research techniques. This simply means
a guide to research and how it is carried out. It describes and analyses methods, sheds more
light on their limitations and resources, clarifies their assumptions and consequences, and
connects their potentialities to the twilight zone at the frontiers of knowledge.
Benefits of Research Methodology:

The following are the benefits of the research methodology:

1. The advancement of human wealth
2. Provision of tools for conducting research
3. Fosters a critical and scientific mindset, as well as disciplined thinking in response to
observations
4. Enrichment of the research process and opportunity for in-depth study and understanding
of the subject
5. Aids in the development of the ability to evaluate and use research findings with
reasonable confidence in decision-making.
6. In stills the ability to read and think critically.

Analytical Research Method

The procedures or techniques used to identify, select, process, and analyse information about
a topic are referred to as research methodology. The methodology section of a research book
allows the reader to critically evaluate the overall validity and reliability of the study.

29
Secondary Data

Secondary data is information that has already been gathered from primary sources and made
readily available for use by researchers in their research. It is a type of data that has
previously been collected. A researcher may have gathered data for a specific project and
then made it available for use by another researcher. As in the case of the national census, the
data may have been collected for general use with no specific research purpose in mind. Data
classified as secondary for one study may be considered primary for another. This is the case
when data is reused, making it primary data for the first research and secondary data for the
subsequent research.
Company manuals, annual reports, monthly newsletters, and other plant publications are
examples of secondary data sources. No statistical analysis was utilised in this research
because the data was primarily qualitative in nature.

Sources of Secondary Data

Secondary data sources include books, personal sources, journals, newspapers, websites,
government records, and so on. Secondary data are known to be more readily available than
primary data. Using these sources requires very little research and manpower. Secondary data
sources have become more accessible with the advent of electronic media and the internet.
Some of these sources are highlighted in the table below.

30
Qualitative Data Analysis

Qualitative data is information associated with individuals' ideas, opinions, values, and
behaviours in a social context. Non-numerical data such as interview transcripts, notes, video
and audio recordings, photographs, and text documents are examples. What is Qualitative
Data Analysis? Qualitative data analysis is commonly subjective, rich, and consists of in-
depth information commonly presented with the sort of words. Analysing qualitative data
entails reading a large number of transcripts looking for similarities or differences, then
identifying themes and developing classes. The use of qualitative data management reduces
technical complexity and simplifies the process.

Qualitative research is used to learn more about how people perceive the world. While there
are numerous approaches to qualitative research, they all share the flexibility of retaining rich
meaning when interpreting data. Grounded theory, ethnography, action research,
phenomenological research, and narrative research are all common approaches. They have
some similarities but emphasise different goals and points of view.

Data that approximates and characterises is defined as qualitative data. It is possible to

observe and record qualitative data. This is a non-numerical data type. This type of data is
gathered through observation, one-on-one interviews, focus groups, and other similar
methods. In statistics, qualitative data is also known as categorical data, which is data that can
be organised categorically based on the attributes and properties of a thing or a phenomenon.

31
Case Study Approach

A case study is a research approach that is used to generate an in-depth, multi-faceted

understanding of a complex issue in its real-life context. It is an established research design
that is used extensively in a wide variety of disciplines, particularly in the social sciences. A
case study can be defined in a variety of ways, the central tenet being the need to explore an
event or phenomenon in depth and its natural context. It is for this reason sometimes referred
to as a "naturalistic" design; this is in contrast to an "experimental" design (such as a
randomised controlled trial) in which the investigator seeks to exert control over and
manipulate the variable(s) of interest.

32
Review Of Literature

Passey and Passi (1990) underlined the importance of trade unions in their study titled "Role
of trade unions: Need for new attitudes, beliefs, and practises" with the explicit purpose of
confronting the issue of change.
The author emphasised that to cope with technological advancement, trade unions must go
outside of their traditional position and play an active role in the formulation of a structural
strategy geared to accelerate the pace of the nation's monetary development. Furthermore,
while implementing the changes, management should provide ample opportunities for
training and retraining, as well as consider the elements influencing workers' quality of
working life.

Sheth (1993) examined some critical concerns concerning the health and survival of trade
unions, as well as their value and relevance in a changing socioeconomic context, in his
article "Our Trade Unions: An Overview." New professional perspectives, the global
scenario, current reality, disunity forces, and new converts to trade unionism have all been
examined. It is argued that, despite their diminished influence in the new socioeconomic
context, trade unions will always give inevitable countervailing power to wage earners
against the authority of those who control wages and other job circumstances. Finally, the
author makes some recommendations.

Taher (1999) discussed the impact of political affiliation on trade unions in his study
"Politicization of Trade Unions: Issues and Challenges in Bangladesh Perspectives." The
paper's main focus was on the political aspect of trade unions in Bangladesh. The study is
based on both primary and secondary data obtained through questionnaires and direct
interviews with workers, trade union leaders, and management people of five businesses, as
well as from relevant government organisations. Secondary sources included diverse study
findings and published materials. To evaluate the data, the author utilised simple statistical
techniques such as average, percentage, index, and so on, and discovered that the political
33
nature of trade unions has generated a slew of problems and is hazardous to employees. To
address this scenario, the current study has also proposed several strategies for the actual
success of trade unions.

Srivastava (2001) attempted to illustrate the difficulties faced by trade unions in India, both
at the national and international levels, in his article titled "Trade union situation in India:
Views of Central Trade Union Organizations (CTUO)." The article addressed the opinions of
Central Trade Union Organizations on several aspects of trade unionism such as membership,
finances, democracy, image, and unity. From December 1997 to January 1998, the study was
done in the form of an open conversation with representatives of Central Trade Union
Organizations via BMS, CITU, HMS, and AITUC in New Delhi.

Saini (2006) In his paper titled "Declining labour power and challenges before trade unions:
Some lessons from a case study on private sector unionism," highlighted the declining state
of labour power in the private sector in the new monetary environment, as well as the
challenges that trade unions face in a new era. The case study of Honda Motor Cycle and
Scooters India Limited (HMSI), Gurgaon, is the basis for this research. It was shown that
most firms use a combination of hard and soft models of HRM strategy to manage industrial
relations. Some key challenges confronting unionism in light of the implementation of new
HR strategies have also been identified, including the need to look at private sector industrial
relations realities differently than those in the public sector, tapping the potential of union
political affiliation, persuading the state to discharge its legal obligations to ensure labour
justice, promoting an alliance between main workers union and contract workers union, and,
finally, advancing cooperative labour relations.

Datt (2008) analysed the impact of economic changes on the Indian trade union movement in
his work titled "Emerging Trends in Trade Union Movement." Changes like the state
decreased employment in the public sector, labour flexibility, repression of the working class
by the state, changing role of the judiciary after reforms were implemented, contracting base
of trade unions, the ascent of autonomous industry unions, lack of cooperation and
consolidation among major unions, and new emerging sectors were discovered to be the true
causes of trade union debilitation. The piece also emphasised trade unions' weak response to
34
the new difficulties. As a result, it is advised to abandon the old approach of confrontation
and conflict in favour of cooperation and collaboration.

Bose, Paul, and Banerjee (2012) In their study "Workers engagement in trade union
activities: An exploratory research on the selected leather units of Kolkata," undertook
systematic efforts to investigate the tendencies of trade unionism in Kolkata's organised
leather sectors. According to data collected by a structured questionnaire, trade unionism is a
common practice in most companies and industries, with moderate to large size trade union
participation in medium and large-scale units. The survey also highlighted the extent to which
workers participate in union activities according to their age, length of employment,
education, and other factors.

Kumar and Sharma (2014), in their essay "Human resource management and trade unions,"
made a small attempt to focus on the difficulties of managing human resources in the face of
outside meddling in trade union operations. The writers have also discussed in depth the
issues that have arisen as a result of this. The study identified inadequate education and
training as a primary contributor to labour union radicalization. As a result, adequate worker
education and training have been advised to limit and minimise the percentage of outside
leadership in trade unions.

35
NTPC: AN INTRODUCTION

NTPC Limited, India's largest power-generating company and a Public Sector Unit (PSU),
was founded in 1975 to accelerate the country's power development. The core business of
NTPC is the design, construction, and operation of power plants. It also provides power plant
construction and power generation consulting to companies in India and abroad.

On 31 March 2008, NTPC's share of total installed capacity in the country was 19.1%, and it
contributed 28.50% of total power generation in the country during 2007-2008. It has
established new standards for the power industry in terms of both power plant construction
and operation. The Indian government has even designated NTPC as one of the "Navratna"
(meaning "nine jewels") companies in the Indian public sector.

NTPC's human resources are its backbone. NTPC believes in achieving organisational
excellence through its human resources and employs a "People First" strategy to maximise
the potential of its 23,716-person workforce (as of 31 March 2008) to meet its business
objectives. In 2004, it was named one of the top ten 'Best Companies to Work For in India' by
Mercer HR Consulting. It was also named the third-best employer in India for the second
year in a row in Hewitt Associates' 'Best Employers in India' survey in 2005. Furthermore, it
was named the third-best place to work in 2004 by the Grow Talent Company in their 'Great
Places to Work study.

The NTPC HR function has developed an integrated strategy based on four HR building
blocks: Competence Building, Commitment Building, Culture Building, and Systems
Building. All HR initiatives are carried out within this broad framework to realise the
company's vision of "enabling employees to be a family of committed world-class
professionals, making NTPC a learning organisation."

36
The foundation of NTPC's excellence is its focused human resource development objectives,
which can be summarised as follows:

1. To improve organisational performance by establishing an objective and transparent

performance management system.
2. Aligning individual and organisational needs and developing business leaders through the
implementation of a career development system
3. To increase employee commitment by recognising and rewarding outstanding
performance.
4. To establish and maintain a learning organisation of capable world-class professionals.
5. To institutionalise core values and foster a culture of teamwork, empowerment, equity,
innovation, and openness to motivate employees and achieve strategic goals.

NTPC's labour relations are usually cordial and harmonious. Workshops for employee
representatives are held regularly at both the national and regional levels to educate them on
the opportunities, threats, and challenges that the company faces as it operates in an uncertain
business environment. Workshops also emphasise employees' critical role in maximising the
potential of human resources, which is the sole differentiating factor of competitive
advantage in today's knowledge-based economy.

Figure 1 depicts an overview of the organisational structure at the NTPC Unchahar Plant.

37
TRADE UNIONS AT NTPC, UNCHAHAR

Unchahar Power Station (also known as the Plant or Power Station) employs approximately
1200 people, 693 of whom are workers. Because the majority of workers are striving for the
Plant's efficiency and effectiveness, it has become critical to create a healthy work
environment through cordial relations between workers and management. As a result, the role
of trade unions is critical to the Power Station's success.

Union-management relations at NTPC are governed at the national level by the National
Bipartite Committee (NBC), which is comprised of four CTUO nominees: the All India
Trade Union Congress (AITUC), Bhartiya Mazdoor Sangh (BMS), the Centre of Indian
Trade Unions (CITU), and the Indian National Trade Union Congress (INTUC), with
representatives of unions from various project stations on one side and management
representatives on the other.

In the following sections, we will discuss NBC's structure as well as the operation and other
details of the major unions at the Plant.

National Bipartite Committee

38
In December 1982, the National Bipartite Committee was established. The NBC is made up
of one representative from each CTUO, to which one or more of the participating unions may
be affiliated. A sub-committee of four representatives from Central Trade Unions (CTU) and
the position of Director were established in 1987. Later, the NBC was expanded to include
stations/projects with one commissioned unit and more than 500 employees, bringing
representatives from previously excluded stations/projects on board.

Long-term constitution of NBC

In summary, the long-term pattern for NBC's constitution is as follows:

i. Each plant/station will have only one representative union.

ii. In any state where the government has the function of identifying a representative
union, that union will be the representative union for the NTPC power station(s)
located in that state. States such as Andhra Pradesh, West Bengal, Madhya Pradesh,
and Orissa are examples.
iii. For NTPC power stations located in states other than those listed above, until the state
government values/implements a provision for identifying a representative union, the
representative union will be identified through a seat ballot, with the assistance of the
state government in question. The union with the most votes will be chosen as the
representative.
iv. Only unions with open membership to all workers will be eligible to run for a
representative union. As a result, no craft or sectoral union will be eligible to be
recognised as NBC's representative union.
v. In the NBC, only the representative union of such a plant/station with at least one unit
in commercial operation will be represented.

39
 vi. The representative union of a power station with 500 or more workers, elected by
secret ballot, will be allowed two seats on the NBC. Representative unions from
stations with fewer than 500 employees and corporate centres will each be given one
seat.
vii. Only representatives from the power station's workman category will be eligible to be
nominated to the NBC by the representative union.
viii. Reconstitution based on the preceding pattern will be completed within a year of
signing the ensuing wage revision agreement.

Representation of CTUO

Each of the CTOUs recognised by the Government of India at the national level, and to
which one or more unions represented in the NBC is affiliated, will be allowed one seat in
NBC. In case three or more unions represented in the NBC are affiliated with a CTUO, they
will be allotted one additional seat. Notwithstanding the above, the existing four CTUOs will
continue to have at least one seat each in the NBC.

Interim arrangement
Given that long-term agreement on reconstitution may take some time to materialise, the
following interim arrangement has been agreed upon to begin urgent wage revision
negotiations:

i. Power stations that meet the existing NBC representation criteria - i.e., have more
than 500 employees but are not represented by any of their unions - may be
represented by a union. This currently applies to Kahalgaon, Rihand, Unchahar,
Dadri, and Talcher power plants.

40
 ii. In Talcher, the state government has already identified the representative union
through a secret ballot election. The same could be assigned a seat on NBC.

iii. As a temporary measure to represent the four other eligible stations, it has been
agreed that each of the CTUOs will be given an additional seat in the NBC, primarily
to represent the aforementioned power stations.

iv. If any of the above four stations remain unrepresented, the station management may
identify the majority union using the existing 'Check Off System' (at Dadri) or any of
the mechanisms agreed upon between local management and eligible unions.

Major Unions at NTPC, Unchahar

The Unchahar Power Station is home to four major unions: NTPC Power Karamchari Sangh,
NTPC Employees' Union, NTPC Mazdoor Sangh, and NTPC Electric Employees Union.
Table 1 summarises the objectives, purpose of formation, methods used, structure,
membership, and election details for each of these unions.

NTPC Power Karamchari Sangh

According to the most recent elections, the NTPC Power Karamchari Sangh is NBC's
representative union. It was previously known as the NTPC Pravidhik Karamchari Sangh.
The Karamchari Sangh is a communist organisation affiliated with the Centre of Indian Trade
Unions (CITU) and inspired by the CPI (Marxist). It bargains with management on behalf of
the workers' interests and problems. Since its inception at the Unchahar Station in 1992, the
Sangh has grown to 310 members as of the most recent elections.

41
NTPC Employees Union

This union is affiliated with the INTUC and has adopted the Congress Party's ideologies. It
began operations on April 28, 2000. At the plant level, the Employees Union bargains with
management. As of the most recent elections, it had 140 members.

NTPC Mazdoor Sangh

Before NTPC took over the Unchahar Station, this Union was regarded as UP Vidyut
Mazdoor Sangh. Subsequently, in the year 2001, NTPC Mazdoor Sangh became affiliated
with the Bhartiya Mazdoor Sangh and adopted the principles of the Bhartiya Janta Party
(BJP). It also negotiates with management at the plant level. There are 138 members of this
union.

42
NTPC Electric Employees Union (EEU)

Before NTPC took over the plant, this union was known as the NTPC Hydro Electric
Employees Union (HEEU). It began operations at NTPC Unchahar on April 28, 2000, and
was affiliated with INTUC in 2005. The EU's constitution is based on the philosophies of the
Congress Party. The Union had 185 members as of the 2007-2008 elections. It is in the
minority because it received less than 10% of the vote in the last election, and thus it does not
negotiate in a significant way with management.

Other NTPC Unions, Unchahar

Feroze Gandhi Urja Thermal Power Plant (FGUTPP) Pariyojna Karamchari Sangh
(independent), FGUTPP Pravidhik Karamchari Sangh (independent), UP Vidyut Mazdoor
Sangh (affiliated to Bhartiya Mazdoor Sangh) and NTPC Shramik Sangh (affiliated to
Bhartiya Mazdoor Sangh) (affiliated to UTUC). The UP Vidyut Panchayat and the NTPC
Workers' Association are two unions that are not recognised.

43
LABOUR WELFARE AND ROLE OF TRADE UNIONS AT NTPC,
UNCHAHAR

Trade unions at NTPC not only act as a mechanism to bring employee grievances and
problems to management's attention, but they are also fairly involved in welfare measures for
workers and improving the quality of their work life; all of these measures can be classified
as ancillary union functions, as discussed earlier. They actively participate in discussions with
management at various levels about worker safety, working conditions, and a variety of other
worker-related issues. Meetings are held regularly in which management and union
representatives discuss and attempt to resolve a variety of issues, the most important of which
concern labour welfare.

The welfare activities of the workers at Unchahar Power Station are divided into two broad
categories: plant welfare and township welfare.

Plant Protection
Employees are provided with the following amenities under this category:
i. Canteen facilities: The Indian Coffee Workers Cooperative Society (ICWCS) runs
the plant's canteens, which are affiliated with the All India Coffee Workers
Cooperative Society (AWS) in New Delhi.
ii. Water coolers: The union ensures that water coolers are available for employees in
the plant, offices, and canteens.
iii. Other facilities: Restrooms are provided for workers, among other things.

44
Township Welfare

Union Working Committees, the Employee Welfare Association (EWA), and the Township
Advisory Development Committee (TADC) investigate township welfare issues at NTPC,
Unchahar. The representative trade union is in charge of entertainment outlets such as cable
TV facilities, reading rooms, music halls, and sports theatres. There are also facilities such as
activity centres for the children of employees and the Sports Council, which organises
various sporting events for employees such as cricket, football, table tennis, and other games.
The township has three schools, the infrastructure for which is provided by NTPC.

There are various clubs and associations at the Plant that organise various events for the
workers. The Employee Development Center also organises various types of programmes on
subjects such as technical skills, safety, and information management systems for employees
(including workers) (EDC).

Thus, the township benefits from the enrichment of workers' lives through social associations
and education. The plant is a testament to both management and union representatives'
enthusiastic involvement in the welfare of workers and their families, resulting in their
overall development.

It can thus be deduced that, with such a diverse range of welfare measures implemented by
the NTPC, Unchahar unions are moving beyond their traditional function of simply
bargaining, and are working to improve not only employees' work lives, but also their social
lives.

45
MEETINGS: LEVELS AND ISSUES DISCUSSED
Meetings at the Plant are an important way to ensure the overall development of employees.
Plant improvement, labour problems, and labour welfare are all addressed here. The
following are the various types of meetings held at NTPC, Unchahar:

Meetings of the Shop Level Committee (SLC)

The operations, maintenance, coal handling, and plant and service departments are served by
four SLCs. Issues concerning plant productivity, safety, quality improvement, and cost-
cutting are raised and discussed at these meetings. SLCs, in general, oversee decision-making
for the overall development of the plant. Representatives from unions and associations, as
well as management representatives, attend meetings.

Plant Level Committee (PLC) Meetings

These meetings address issues that have yet to be resolved at the shop level. PLC meetings
are held once every four months and are attended by the specific union and management
representatives.

Union Direct Meetings with the General Manager

These meetings are held when an issue cannot be resolved in either of the preceding
meetings.

46
Meetings of the Township Advisory Development Committee (TADC)

Representatives from unions and associations, as well as management, attend these meetings.
The development of the township in civil work, electrical work, and safety are all discussed.

Meetings of the Canteen Maintenance Committee (CMC)

As the name implies, the union, association representatives, and management discuss issues
concerning canteen facilities and renovations at these meetings. Such meetings are held once
every two months.

Issues Discussed in Various Meetings

Interviews of employees of the Plant revealed that the issues raised and/or discussed in
various meetings include the following: union finances, union agendas, workers' welfare
progress, annual seminars to be organised, fee structure in the schools of the township,
drinking water for the workers in the township, wages/salary considerations, decisions
regarding dual pension, wage reconsideration for workers on the muster roll, communication
through newsletters and magazines, transparency in EWA proceedings, required
improvements in the complaints and suggestions system, pension schemes, promotion and
transfer out of empathy, the effectiveness of union functioning, maintenance of roads,
housing facilities, the safety of workers in the sub-station, maintenance of roads in the
township, beautification of parks, organisation of sports meets, improvements in school
infrastructure, the commencement of diploma courses, and improvement in hospital services.

Thus it can be observed that labour welfare, workers' concerns, and QWL for employees are
rated among the priority at such meetings. Union and management officials who were

47
interviewed have reported that decisions taken on these matters during meetings are normally
implemented within the time voted on in the meetings.

Findings Of The Study

Plant-level unions not just of other NTPC stations, but also of other organisations, can learn
from the variety of functions undertaken by the unions at Unchahar Station to improve QWL.
Participation of union members in welfare decision-making, as is practised at NTPC,
Unchahar, may be used as a model by other organisations. Unions can follow Unchahar's lead
and actively participate in organising training and development programmes on topics such as
technical skills, computers, and workplace safety measures to create a healthy and safe
working and learning environment. Unions may be concerned with not only the individual
growth of employees but also the welfare of workers' families and the quality of their social
lives. The measures taken up by the unions at the Unchahar factory for township welfare,
ranging from giving education to organising cultural events, could serve as models for other
unions.

48
Conclusion

From the complete range of issues, it is clear that trade unions at NTPC and Unchahar are not
only actively interested in preserving good industrial relations but are also actively involved
in improving employee work-life quality. Roles that were earlier considered secondary and
supplementary are gradually becoming an extension of key union functions at the Unchahar
plant. Indeed, the welfare of workers appears to be an essential component of these
organisations' activities.

Given that union membership is limited to only 13-15 million workers out of India's massive
496.4 million workforces (80% of whom are members of unions affiliated with one of the
five major national-level trade unions), declining membership is a major issue for labour
unions. Thus, if trade unions want to recruit more members, active participation in welfare
measures may result in greater membership.

Furthermore, if a union is actively involved in labour welfare at the plant and/or

organisational levels, workers may be inclined to stay with the union rather than join another.
Small union mushroom development can be controlled in this manner. However,
demonstrating any link between union participation in labour welfare and the reduction of
union multiplicity is beyond the scope of this work and can be pursued as a future research
topic.

49
LIMITATIONS OF THE STUDY

the information gathered during the course of the study was entirely reliant on the
respondents' opinions, and the results may be biased. This implies that a survey-based study
of a random sample of respondents, followed by a statistical analysis of the data collected,
may be required to validate the findings of this study.

Due to resource and time restrictions, just a few workers were interviewed by the author. It is
evident that if more employees had been interviewed, the conclusions would have been more
accurate. The same limits prevented the comparison of the operation of unions across NTPC
plants, which could have given important insights.

50
SCOPE FOR FURTHER STUDY

The relevance of this study is that using a PSU as an example, provides insight into the
functions of trade unions in India as they operate in a changing corporate environment.
According to the survey, trade unions' tasks have shifted from simply advocating for workers'
rights to ensuring a higher quality of life at work for employees. It also raises various
problems, such as whether trade unions' functions are genuinely improving employees' lives.
What is the level of worker satisfaction with trade union roles at the plant level? What do
employees and management expect from trade unions in a fast-paced business world?

In large Indian PSUs, unions are usually more active in politics than in focusing on the
welfare of the workers. The leaders and office bearers are more concerned with gratifying
their interests than with the hardworking labourers. A comparable study in other PSUs could
provide crucial insight into how unions function.

It is also critical to understand where Indian unions stand in comparison to unions in other
countries. Workers from many cultures and origins are coming together to work as
globalisation continues. They must comprehend one another's feelings and interests to create
a healthy work atmosphere. As a result, employees must have soft skills in addition to
technical knowledge. They must also be technologically aware to meet the difficulties of the
information era. All of this necessitates a broadening of labour union ambitions.

51
A further investigation of the possible correlation between union welfare activities and union
membership could also make an important contribution to the existing literature on industrial
relations. A more in-depth study might also be performed to better understand the newer roles
that trade unions may be asked to play.

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