Professional Documents
Culture Documents
This is to certify that the project work entitled TRADE UNIONS AT NTPC is a work d
one and submitted by M.DILEEP, in partial fulfillment of the requirement for the
award of the degree of Master of Business Administration by the GITAM INSTITUE O
F MANAGEMENT TheINSTITUE affiliated to GITAM UNIVERSITY, VISAKHAPATNAM.
PROJECT GUIDE:
D. DEVADAS
SR. OFFICER (HR)
NTPC, JYOTHINAGAR
RAMAGUNDAM
INDEX
SECTION:1 THEORETICAL FRAME WORK
MAIN SUBJECT
TOPIC RELEATED C
ONCEPT
SECTION-II THE PRESENT STUDY
PROBLEM IDENTIFICA
TION
NEED FOR THE STUDY
SCOPE OF THE STUDY
OBJECTIVES
RESEARCH DESIGNS
SECTION-III ORGAZATION PROFILE
INDUASTRY PROFILE
TOPIC PROFILE IN THE ORGANIZATION
SECTION-IV DATA ANALYSIS &
INTERPRETATION
SECTION-V SUGGETIONS, FINDINGS &
CONCLUSION
SECTION-VI QUESTIONNAIRE
BIBILOGRAPHY
ABSTRACT
Trade unions are a major component of the system of modern industrial relations
in any nation, each having, in their constitution, their own set of objectives o
r goals to achieve. Change in the political, social and educational environment
has seen them rechristened as a forum that protects and furthers workers' intere
sts and improves the quality of life of workers, enlarging their traditional rol
es of establishing terms and conditions of employment. This paper focuses on pla
nt level trade unions, particularly those of the National Thermal Power Corporat
ion (NTPC) Ramagundam plant, one of the largest and best Public Sector Undertaki
ngs of India.
This exploratory study of the different trade unions operational at the Ramagun
dam plant will also highlight their ideologies, objectives and structures. They
aim to capture the changing paradigms in the roles of plant-level unions: from m
aintaining good industrial relations, once considered their primary role, they n
ow work actively to improve the quality of life of workers& their standards in t
here production.
Trade unions are a major component of the system of modern industrial relations
in any nation, each having their own set of objectives or goals to achieve accor
ding to their constitution and each having its own strategy to reach those goals
. A trade union is an organization formed by workers to protect their interests
and improve their working conditions, among other goals. It is a continuous asso
ciation of wage earners for the purpose of maintaining and improving working con
ditions. In developing countries, the right to form a union and bargain collecti
vely protects workers from exploitative and abusive conditions at work and puts
pressure on employers to share productivity gains with their employees. Protecti
on of basic worker and human rights indeveloping nations thus necessitates union
ization so that the working population can reap the benefits of economic growth.
Historically, union representation and collective bargaining have been the keys
to the growth of a stable working population in developed economies, and have ma
de it possible for workers to gain a more equitable share of the wealth that the
y create; they are also able to improve working conditions and help workers gain
job security.
Changes in the political, social and educational environments regarding awarene
ss of rights such as the right to organize, the right to bargain, and the right
to settle terms and conditions of employment have caused worker unions to spring
up to protect and further workers' interests. Thus, with the establishment of m
inimum wages, norms for mandatory work hours, provisions for health and safety,
and overall improvements in working conditions, unionization has become instrume
ntal in improving the quality of work life.
HISTORY OF TRADE UNION
Ø The first trade union was started in 1877 in Nagpur
Ø It was this labor protest on an organized scale, through the support of
some philanthropic personalities, that organized labor unions came to be formed
Ø The setting up of large-scale industrial units, created conditions of wi
despread use of machinery, new lines of production, and brought about changes in
working and living environment of workers, and concentration of industries in l
arge towns
Ø The first Factory s Act was passed in 1881 by N.M. Lokhode (father of trad
e unions)
Ø In 1919 Madras Labor Union was the first Union in India to be formed and
established by B. P. Vida
Ø Bombay Trade Union formed in 1975 under the leadership of SorabjeeShapur
jeeBengatee
TOPIC RELEATED CONCEPTS
FUNCTIONS OF TRADE UNIONS
Trade unions are a legitimate system for organizing workers to voice their right
s and grievances. Without unions, companies would become either too paternalisti
c or too dictatorial (Thomas, 2005). Responsible unions play an important role i
n maintaining cordial relations between management and labor.The major functions
are as follows:
Ø To improve working and living conditions and to represent workers' inter
ests in various form
Ø To offer responsive cooperation in improving levels of production and pr
oductivity, discipline, and high standards of quality.
Ø To secure fair wages for workers.
Ø To enlarge opportunities for promotion and training.
Ø To promote identity of workers' interests with their industries.
Ø To cooperate in and facilitate technological advancement by broadening w
orkers' understanding of underlying issues.
BASIC REQUIREMENT FOR FORMING A TRADE UNION
Ø Any seven or more members of a trade union may apply for registration of
a trade union in Form - A to the Registrar appointed for the area.
ANALYSIS
QNo1- )Trade union is necessary to strengthen the workers
Table
INTERPRETATION: From the above graph it is revealed that most of them believe
that the unions are required for strengthen the worker.
INTERPRETATION: From the above graph it is revealed that trade unions protect
the interest of the worker, but 19% of them disagree with the statement.
QNo3- )Internal democracy prevails in the Trade Unions here
TABLE
INTERPRETATION:from the graph it shows that unions represent the problems only p
revailing with their union members only.
QNo6- )Cases of Intra-Union rivalries are negligible in this organisation
RIVALRIE
INTERPRETATION: here the trade unions leaders are been selected on the basis of
secret ballot.
QNo8- )The process of secret ballot to elect recognised union prevents conflicts
of inter union rivalries
CONFLICT
INTERPRETATION: we can say that the conflicts of inter-union rivalry can be solv
ed through the secrete ballet. Around 87% of the union members are been agreed w
ith the statement.
QNo9- )Influence of outside leaders on the Recognised Union is less here
OSLEADER
Frequency Percent Valid Percent Cumulative Percent
Valid strongly agree 7 13.5 13.5 13.5
agree 25 48.1 48.1 61.5
neutral 11 21.2 21.2 82.7
disagree 4 7.7 7.7 90.4
strongly disagree 5 9.6 9.6 100.0
Total 52 100.0 100.0
INTERPRETATION:the influence of the outside leader is less her but most of the u
nion members contradict with the statement.
QNo10- )Trade union leaders are competent enough to organise the trade union act
ivities
COMPETET
INTERPRETATION:the trade union leaders are competent enough here. The union lead
ers work for the union members they resolve the problems if any arises.
QNo11- )The Union & Management have clear understanding in dealing with the unio
n related matters
UNDERSTD
INTERPRETATION:the relations between the unions and management is high her. Mana
gement take the suggestions of the unions as and when required.
QNo12- )Cordial industrial relations are there in this organisation due to mutua
l trust & cooperation between Union & Management
IRTRUST
INTERPRETATION: most of problems between the management and the union leaders ar
e solved in the bipartite meeting. About 67% of the union members agree with the
statement.
QNo14- )Management doesn t take unilateral decisions in respect of the matters th
at affect workmen
UNILAT
INTERPRETATION:unilateral decisions that affect the workmen are not been taken b
y the management. And even management involves unions in all parts of meeting th
at are taken in favorof workmen.
QNo15- ) Collective bargaining process is very effective as most of the major
issues such as wages, allowances & promotion policy etc., are decided through th
e discussions in NBC meetings at Corporate office.
CBINNBC
BIBLOGRAPHY
· INDUSTRIAL RELATIONS AND TRADE UNIONS BY SINHA AND SINHA
· LABOUR WELFARE, TRADE UNIONISM AND INDUSTRIAL RELATIONS PUNEKAR DEODHAR
SANKARAN
· INDUSTRIAL RELATIONS BY C.S VENKATA RATNAM
· WWW.PROJECTPARADISE.COM
· WWW.MANAGEMENTPARADISE.COM
· WWW.CITEHR.COM
· WWW.SOOPLE.COM
· WWW.NTPC.CO.IN
· NTPC TRADE UNION MAGAZINE