Conference on Organized labour
Responses to the Conference Paper
Kuriakose Mamkooottam
Professor of HRM & Industrial Relations, Faculty of Management Studies, University of Delhi
14 September 1998.
I am enclosing some of my preliminary observations on the questions raised in the note.
1. Changing Patterns of Employment and Union Membership.
At the outset, I wish to state that Trade Unionism in India is undergoing major changes and the unions, especially those in the organized (industrial sector) in recent years, have been experiencing different kinds of stress and strains.
As elsewhere in the world, trade unions had/ have their strongholds among the unskilled/ semi-skilled workers in the large public secotor and traditional private sector organizations in India. However, since the 1970s, strong (at times stronger than the blue-collar) trade unions and associations have been organized by the white collar (including officers/managers) workers in the large public sector and government organizations in India. In fact, in the recent years, unionism has become militant among professionals such as University Teachers, Doctors, Nurses, Lawyers etc. During the past one decade, white collar employees particularly in the banks, telecom and p&T etc. have demonstrated high levels of bargaining power.
However, there is some evidence to show that unionism among the blue collar workers in the private sector is not as strong as it used to be until 1980s.
In fact, labour statistics indicate a marked decline in the number of strikes in India in recent years. There is also hardly any evidence to show that attempts are being made to organize the unorganized, home-based, part-time workers.
Workers in general appear to be disenchanted by the traditional type of trade unions led from outside, often by political leaders driven by political objectives which have in many cases alienated the average worker from the trade union movement. Younger and more educated and career-oriented workers seem to be more keen to support internal unions which focus on local/ enterprise issues rather than national/ external issues.
2. Change in Labour Management Relations.
During the past one decade in particular, employers and management (including the public/ government sector) in India have taken several initiatives in terms of introducing professional management systems and practices, particularly streamlining "Human Resource Management". Performance/merit-based rewards productivity-linked wages, team work etc. are becoming more and more popular. Managers are trained in people management skills, which in turn, have improved direct communication with the workers, subordinate development programmes etc. Employers are concerned to build a work force with close identity and greater commitment to the company and its goals.
However, the (national) trade union leadership has done precious little to address the changing realities of the new work environment, except expressing helplessness in the losing union membership. In fact, the anti-union sentiment is growing stronger among the public, particularly as the public is growing stronger in customer consciousness and consumer rights.
3. As mentioned above, there is a growing feeling that trade unions are not doing anything good for the country, not even for its own members; union leader ship is often criticised for pursuing limited goals (self-interest and politically motivated behaviour) even sacrificing the larger interests of the members.
Moreover, trade unions are increasingly being seen as institutions protecting the unproductive work force who are seen to have no social responsibilities.
Unions, in India, are seen as merely sectional pressure groups confined to sectoral interests only.
4. There is very little evidence to suggest that trade unions are changing their agenda beyond wage bargaining. Technological upgradation, retraining, skill up-gradation, professional growth etc. have not as yet become important issues for trade unions in India.
5. In fact, the biggest threat to Indian trade unionism has come from globalization and internationalisation of the economy. During the recent years, most unions in India have been fighting against the process of globalisation introduction of technological change, etc, in the guise of job loss and un-employment. Invert-looking leaders are often found to delay/ obstruct/stop progressive change processes- be it technology, be it restructuring.
6. In conclusion. In the post-1991 India, important developments have taken place in terms of a more liberalised economy, greater thrust on privatisation, introduction of new technologies, organizational changes, and above all, a new awareness about competitiveness, quality and service among the consumer. These changes and developments have in turn introduced new challenges for the employer and products/services. In an increasingly competitive environment, quality, productivity, and cost saving measures have become extremely important for survival. In the new environment of a demanding, quality conscious consumer/ market driven economy trade unions will need to re-examine their roles, responsibilities and strategy.
There is an urgent need to understand and apprecialte the crisis of confidence trade union movement in India is faced with today. Detailed investigations at grassroots/ local levels can certainly throw up important findings on the challenges and future of trade unions in India.
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