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TRADE UNIONS AT NTPC RAMANGUNDAM

Areport submitted in partial fulfillment


OF INTERNAL EXAMINATION
MASTER OF BUSINESS ADMINISTRATION
By
Dileep M (1225109310)
Under the guidance of
Mr. PRASAD
Assistant Professor
GITAM INSTITUTE OF MANAGEMENT
GITAM UNIVERSITY
RUSHIKONDA(V), VISAKHAPATANAM-530045
2009-2011
C E R T I F I C A T E

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.

Theoretical frame work/conceptual framework


DEFINATION:-
Ø Trade unions are the voluntary organization of workers. They protect the
interest of the worker through joint action and look after their well-being.
Ø Trade Unions have become an integral and powerful factor in the contempo
rary system of production and distribution of goods and services.
Ø A trade union is an organized group of workers. Its maingoal is to prote
ct and advance the interests of its members.
Meaning:-
· According to G.D.H. Cole,
An association of workers in one or more professions an association carried on ma
inly for the purpose of protecting and advancing the members economic interests i
n connection with their daily work.
? According to Webb,- A trade union is a continuous association of wage earn
ers for the purpose of maintaining and improving the conditions of their working
lives.
INTRODUCTION

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.

Ø The application shall be accompanied by Schedule I, Schedule II and a by


elaw and a resolution authorizing seven ordinary members of the union to make an
application for registration of the union, and a treasury challah of Rs.100/- r
emitted as registration fee. (Section 4 and 5 read with Regulation: 3 & 5).
Ø Trade unions in India are governed by the Trade Unions Act of 1926, whic
h is the main legislation that provides various rules, regulations and controlli
ng mechanisms related to trade unions.
Ø REGISTRATION CERTIFICATE: On receipt of the application for registration
, the Registrar, after making reasonable enquiry issue a Registration Certificat
e in Form - B (Section 8 &read with Regulation 6).
Ø APPLICABILITY: It extends to the whole of India.
Ø Only trade unions and employers organizations registered under his Act sh
all enjoy and be entitled to the rights, benefits and advantages Conferred on th
em and their members by this Act, and no trade union or employers organisation whi
ch is not registered under this Act shall be legally recognized as such.
Ø Every trade union or employers organization which is registered under thi
s Act shall be issued with a certificate of registration by the Registrar.

THE PRESENT STUDY/METHODOLOGY


NEED OF TRADE UNINONS
· The trade unions are mainly formed to help the worker in all sorts of be
nefits that are provided by the management. They help the trade union members to
adopt collective actions, wages increased and maintained at reasonable standard
s.
· For the achievement of the objectives that the workers considers as a so
cially desirable.
· To ensure deals by the management.
· Proper-maintenance of employees or labor management relations.
· To communicate their views and their options with the management as and
when required.
· Protects the workers rights in the agreements.
· To strengthen the worker trade unions play a critical role.
· Always aim to improve or protect the standards and/or quality of life fo
r all members.
· Secure workplace recognition (TQM) gains in the collective agreements.
· Motivate the worker as and when required.
OBJECTIVES OF THE STUDY
Trade unions are organized for the protection and promotion of interest of their
members in particular and workers in general.
It pursue the following broad objectives..
· Steady employment
· Voice in decision affecting worker
· Recognition and participation
· Rationalization in personal policies
· Negotiation
· Miscellaneous services
· Education and training
SCOPE OF THE STUDY
The scope of the trade unions is developing with the growth of the organization.
What the trade unions required is a wider scope, rising above petty selfishness
and the apprehension of the timid minds.
The scope of the trade union, as constituted at present, embraces many valuable
factors:
· It is the protective organization
· It is an insurance society
· It is a savings bank
· It is a legislative body
· It is an internal democracy
RESEARCH DESIGN
Type f survey: Sample survey was adopted.
Type of samplingConvenience sampling has adopted.
Sample size:A sample size of 52 respondents was taken.
Sample unit:The sample unit was the workmen of the NTPC working in the Operation
and Maintenance dept. and Service departments.
DATA SOURCES:Primary data was collected from the employees working in NTPC throu
gh questionnaire and interviewing them.
Secondary data was collected from the internal journal and magazines of NTPC.
RESEARCH INSTRUMENT: The research instrument used for conducting survey in a s
tructured questionnaire.
Type of questionnaire:
The questions are standardized in this questionnaire that is the questions are
presented exactly in the same manner to all respondents.
Type of questions: The type of questions used in the collection of primary data
was closed ended questions.
Tool of analysis:The data was analyzed with the help of Percentage and bar graph
s.
All about NTPC
The common minimum programme of the Govt. states, inter-alia, that Govt. will id
entify public sector companies that have comparative advantages and support them
in their drive to become global giants. In pursuance of these objectives, the G
ovt. has enhanced autonomy and granted Navaratna' status of to few Public s
ector companies. NTPC Limited is one of these companies.
The grant of autonomy to the Board of Public Sector Enterprises is specific to
9 enterprises identified by the Govt., BHEL, BPCL, HPCL, IOC, IPCL, NTPC, ONGC,
SAIL, and VSNL.
Core sector
In order to ensure energy supply and security, the company has launched much lat
eral backward and forward integration making it an Integrated Power Major with i
nterests in:
1. Hydro Power
2. Captive coal mining
3. Oil and Gas exploration
4. Power Distribution and Trading through its subsidiaries NTPC Electricity
Supply Company Ltd. And NTPCVidyutVyapar Nigam Ltd.
.
Highly skilled labor is available.
In the successful saga of NTPC, every milestone achieved is a dream comes true f
or over 23,000 employees. A highly motivated and trained human resource, which h
as contributed its best, in taking NTPC to its present heights, propel its stati
ons across the country achieving excellence in several areas.
NTPC has been rated 3rd Great Place to Work for in India 2005 by Grow Talent and
Business World and 5th Best Company to Work for in India for 2005 by Mercer Con
sulting and Business Today.
WELFARE ORIENTED COMPANY
The NTPC Township is like a mini-India , where people from various regions, religio
ns, and languages are living in harmony. A well laid out township has been const
ructed on a 900-acre land between NTPC Ramagundam and Godavarikhani, which house
s over 2000 families.
It is equipped with quality amenities like schools, junior college, recreation c
enters, hospital, shopping complex, post office, banks, and places of worship. W
ell-designed parks add aesthetic value to the township. Jyothinagar is spreading
its splendor of light to its surroundings.
Corporate social responsibility
As a responsible corporate citizen, the company is committed to the protection o
f environment, making conscious efforts to preserve the ecology near its plants.
As part of its afforestation drive on a large scale, NTPC has planted over lacs
of trees in and around the station. Under the CSR-CD foundation would establish
ed a Development Center for physically challenged persons with a view to facilit
ate economic self-reliance, and also distributed artificial limbs, calipers, tri
-cycles and wheel chairs to physically challenged persons. Comprehensive CSR pol
icy has developed and NTPC Foundation set up to take up projects for the benefit
of physically handicapped, for preservation of national monuments, for dealing
with natural disasters and calamities etc.
Rehabilitation & resettlements.
For the construction of NTPC, the villages around the company had sacrificed the
ir lands and they became helpless. For those people, the company gave a job to a
person in every house and in many aspects, the company had helped the people fi
nancially to promote self-employment.
Adopting villages
As a responsible corporate organization, the company adopted many villages, buil
t schools for the worker s children, provided drinking water facility with added c
hlorine, to make them aware of health, Organization conducted medical camps and
constructed roads to the villages providing transport facility to Employees to t
heir villages.
NTPC VISION
A WORLD CLASS INTEGRATED POWER MAJOR, POWERING INDIA S GROWTH WITH INCREASING GLOB
AL PRESENCE
VISION OF HR
To enable our people to be a family of committed world class professional making
NTPC a learning organization.
MISSION OF HR:-To enrich human potential.
CORE VALUES
o BUSINESS ETHICS
o CUSTOMER FOCUS
o ORGANIZATIONAL&PROFESSIONAL PRIDE
o MUTUAL RESPECT&TRUST
o INNOVATION&SPEED
o TOTAL QUALITY FOR EXCELLENCE
MISSION
DEVELOP AND PROVIDE RELIABLE POWER, RELATED PRODUCTS AND SERVICES AT COMPETITIVE
PRICES, INTEGRATING MULTIPLE ENERGY SOURCES WITH INNOVATIVE AND ECO-FRIENDLY TEC
HNOLOGIES AND CONTRIBUTE TO SOCIETY
INDUSTRY PROFILE

Energy is an important parameter in the overall economic development activity of


any country. it has become synonymous with the progress in all fields of activi
ties. Its standard of living in the word of DAGLI is as follows, it is said that
the difference between a starving Indian peasant and a prosperous American farme
r is that behind his elbow the Indian farmer has almost nothing while his Americ
an counterpart has thousands of horse power. Thus, it is energy, which is the di
viding line between any subsistence economy and a highly developed economy. Indi
a is poor and America is rich because America consumes nearly 50 times as much e
nergy as is consumed by India. Energy is at the heart of the modern industrial s
ociety. It could also be an effective weapon in the battle against objective pov
erty
There is a close correlation between energy consumption and level of economic de
velopment. Energy means capacity of doing work . There are various sources of energ
y but in India the important sources are coal, hydroelectricity, oil and natural
gas, nuclear fuels, fire wood and animal wastes. Despite the development of var
ious sources in the energy sector, the fact remains that low cast energy sources
like fir wood, cattle dung and vegetable wastes account for as much as 45 perce
nt of energy consumption in the country.
Power development in India began in 1897 when a 200 KW hydro station was first c
ommissioned at DARJEELING. In 1899, a first steam station was set-up in Calcutta
with a total capacity of 100KW. Thereafter a series of hydro and steam power st
ation were commissioned.
However, the power development was not in a systematic and a planned manner in t
he country. Therefore, in order to achieve the objective of promoting the co-ord
ination development and rationalization of generation, transmission, and distrib
ution of electricity on a regional basis throughout the country in the most effi
cient and economical way.
The State Electricity Board (SEBs) was constituted in the various states of thec
ountry.Power is the single factor, which changed the w3ay of living. The NTPC L
imited, established on November 7th 1975, has become the most important infrastr
ucture input for improving the standard of living to meet the growing demand and
to fulfill the needs of the country. Just in 30 years, this company has grown t
o be the largest producer of power in the country.
Keeping the significance of power supply in sight, NTPC had chosen for the purpo
se of the study as it has many units under its control. Ramagundam Super Therma
l Power Station (RSTPS) has selected for the study.
TOPIC PROFILE IN THE INDUSTRY
There are around 1500 employees at Ramagundam Power Station (hereafter also refe
rred to as the Plant or Power Station), of which 946are of workman grade. Since
a majority of workers is striving towards efficient and effective running ofthe
Plant, it has become essential to develop a healthy work environment through cor
dial relations between workers and management. Thus the role of trade unions ass
umes to be critical in the success of the power station.
At the national level, union-management relations at NTPC are governed through t
he National Bipartite Committee (NBC), consisting of four CTUO nominees: the All
India Trade Union Congress (AITUC), BhartiyaMazdoorSangh (BMS), the Centre of I
ndian Trade Unions (CITU) and the Indian National Trade Union Congress (INTUC),
with representatives of unions from various project stations on one side and man
agement representatives on the other side.
MAJOR UNIONS AT NTPC RAMANGUNDAM
There are six major unions at ramagundam power station NTPC Mazdoor union which
is affiliated to INTUC(Indian national trade union congress) in 1987 is the majo
r union at this station. The other unions which are been prevailing in this powe
r station are:
· NTPC WORKERS UNION affiliated to INTUC
· NTPC KARMIKA SANG affiliated to BMS (BhartiyaMazdoorSangh)
· NTPC DEMOCRATIC EMPLOYEE UNION affiliated to HMS( )
· NTPC UNITED EMPLOYEE UNION affiliated toCITU(Centre of Indian Trade Unio
ns)
· NTPC TELENGUNADU EMPLOYEE UNION affiliated to TNTUC
The management had to adopt appropriate strategies and a judicious approach for
achieving balance between factions within the unions and between one union and t
he other with in a view to maintain industrial peace and harmony.
Local management could maintain higher level of productivity and safety besides
maintaining a coordinal and peaceful industrial relations climate.
There are seven other contract unions in this NTPC POWER STATION RAMANGUNDAM.
Type of industrial action that are taken by these unions when there arise confl
icts in this plant are
· Strikes
· Work to rule
· Go slow
· Picketing
· Overtime ban

ANALYSIS
QNo1- )Trade union is necessary to strengthen the workers
Table

Frequency Percent Valid Percent Cumulative Percent


Valid strongly agree 27 51.9 51.9 51.9
Agree 19 36.5 36.5 88.5
Neutral 4 7.7 7.7 96.2
strongly disagree 2 3.8 3.8 100.0
Total 52 100.0 100.0

INTERPRETATION: From the above graph it is revealed that most of them believe
that the unions are required for strengthen the worker.

QNo2- )The recognized Union protects the interests of the workers


Table

Frequency Percent Valid Percent Cumulative Percent


Valid strongly agree 16 30.8 30.8 30.8
Agree 24 46.2 46.2 76.9
Neutral 8 15.4 15.4 92.3
Disagree 2 3.8 3.8 96.2
strongly disagree 2 3.8 3.8 100.0
Total 52 100.0 100.0

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

Frequency Percent Valid Percent Cumulative Percent


Valid strongly agree 7 13.5 13.5 13.5
Agree 32 61.5 61.5 75.0
Neutral 9 17.3 17.3 92.3
Disagree 3 5.8 5.8 98.1
strongly disagree 1 1.9 1.9 100.0
Total 52 100.0 100.0

INTERPRETATION: From the above graph it is clear that democracy is prevailing


out here.
QNo4- )Workers join the unions based on their political ideology
POLITCAL

Frequency Percent Valid Percent Cumulative Percent


Valid strongly agree 13 25.0 25.0 25.0
Agree 18 34.6 34.6 59.6
Neutral 11 21.2 21.2 80.8
Disagree 9 17.3 17.3 98.1
strongly disagree 1 1.9 1.9 100.0
Total 52 100.0 100.0

INTERPRETATION:from the graph it clearly shows that political party influence on


the worker associated with the union is more and most of the worker joins the u
nions based up on their political ideology.
QNo5- )The recognised union represent the cases of all workers irrespective of t
heir union affiliation
CASES

Frequency Percent Valid Percent Cumulative Percent


Valid strongly agree 7 13.5 13.5 13.5
Agree 19 36.5 36.5 50.0
Neutral 17 32.7 32.7 82.7
Disagree 7 13.5 13.5 96.2
strongly disagree 2 3.8 3.8 100.0
Total 52 100.0 100.0

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

Frequency Percent Valid Percent Cumulative Percent


Valid strongly agree 9 17.3 17.3 17.3
agree 18 34.6 34.6 51.9
neutral 18 34.6 34.6 86.5
disagree 5 9.6 9.6 96.2
strongly disagree 2 3.8 3.8 100.0
Total 52 100.0 100.0

INTERPRETATION:inter-union rivalry is not been prevailing her. If any conflict s a


rises the management negotiate and resolve the problems.

QNo7- )Majority union is elected through secret ballot.


ELECTION

Frequency Percent Valid Percent Cumulative Percent


Valid strongly agree 34 65.4 65.4 65.4
agree 15 28.8 28.8 94.2
neutral 2 3.8 3.8 98.1
strongly disagree 1 1.9 1.9 100.0
Total 52 100.0 100.0

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

Frequency Percent Valid Percent Cumulative Percent


Valid strongly agree 22 42.3 42.3 42.3
agree 23 44.2 44.2 86.5
neutral 4 7.7 7.7 94.2
disagree 2 3.8 3.8 98.1
strongly disagree 1 1.9 1.9 100.0
Total 52 100.0 100.0

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

Frequency Percent Valid Percent Cumulative Percent


Valid strongly agree 16 30.8 30.8 30.8
agree 27 51.9 51.9 82.7
neutral 4 7.7 7.7 90.4
disagree 4 7.7 7.7 98.1
strongly disagree 1 1.9 1.9 100.0
Total 52 100.0 100.0

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

Frequency Percent Valid Percent Cumulative Percent


Valid strongly agree 14 26.9 26.9 26.9
agree 26 50.0 50.0 76.9
neutral 8 15.4 15.4 92.3
disagree 2 3.8 3.8 96.2
strongly disagree 2 3.8 3.8 100.0
Total 52 100.0 100.0

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

Frequency Percent Valid Percent Cumulative Percent


Valid strongly agree 18 34.6 34.6 34.6
Agree 26 50.0 50.0 84.6
Neutral 4 7.7 7.7 92.3
Disagree 1 1.9 1.9 94.2
strongly disagree 3 5.8 5.8 100.0
Total 52 100.0 100.0
INTERPRETATION:mutual trust and coordinal relations between the unions and the m
anagement are high.
QNo13- )The bipartite meetings between Union & Management help to resolve most
of the worker related problems
PROBSRE

Frequency Percent Valid Percent Cumulative Percent


Valid strongly agree 12 23.1 23.1 23.1
Agree 23 44.2 44.2 67.3
Neutral 10 19.2 19.2 86.5
Disagree 3 5.8 5.8 92.3
strongly disagree 4 7.7 7.7 100.0
Total 52 100.0 100.0

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

Frequency Percent Valid Percent Cumulative Percent


Valid strongly agree 7 13.5 13.5 13.5
agree 31 59.6 59.6 73.1
neutral 10 19.2 19.2 92.3
disagree 3 5.8 5.8 98.1
strongly disagree 1 1.9 1.9 100.0
Total 52 100.0 100.0

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

Frequency Percent Valid Percent Cumulative Percent


Valid strongly agree 18 34.6 34.6 34.6
agree 28 53.8 53.8 88.5
neutral 3 5.8 5.8 94.2
disagree 3 5.8 5.8 100.0
Total 52 100.0 100.0

INTERPRETATION:the statement is been agreed by most of the union members around


88% of the member agree with the statement.
QNo16- ) All workers irrespective of their union affiliation get the equa
l opportunities in service matters such as promotions etc.,
EQALOPPS

Frequency Percent Valid Percent Cumulative Percent


Valid strongly agree 12 23.1 23.1 23.1
agree 27 51.9 51.9 75.0
neutral 6 11.5 11.5 86.5
disagree 4 7.7 7.7 94.2
strongly disagree 3 5.8 5.8 100.0
Total 52 100.0 100.0

INTERPRETATION:all the workmen irrespective of their union affiliation get equal


opportunities though there are some problems in the quarter allot.
QNo17- ) Representatives of the Recognised union are involved in decision
making process through participative forums like plant council , Shop counci
l, Canteen committee, Safety committee etc.,
DMPROCSS

Frequency Percent Valid Percent Cumulative Percent


Valid strongly agree 19 36.5 36.5 36.5
agree 27 51.9 51.9 88.5
neutral 3 5.8 5.8 94.2
disagree 2 3.8 3.8 98.1
strongly disagree 1 1.9 1.9 100.0
Total 52 100.0 100.0

INTERPRETATION:representation of the union representatives is high in the counci


l meetings and they have high involvement in the decisions that are taken in fav
or of workmen.
FINDINGS & SUGGESTIONS FROM THE STUDY
· Trade unions at NTPC not only act as a mechanism to give voice to employ
ee grievances and problems before management.
· They are fairly involved in welfare measures for workers and in improvin
g the quality of their work life.
· Meetings are held from time to time in which management and union repres
entatives discuss and try to resolve several issues.
· Entertainment outlets, such as cable TV facilities, reading rooms, music
halls, and sports theatres, are being taken care of by the representative trade
union.
· There are different clubs and associations at the Plant, which organize
various events for workers at the Plant.
· Plant-level unions not only of other stations of NTPC, but also of other
organisations, can draw lessons from the array of functions undertaken towards
better QWL by the unions at ramagundamStation.
· The initiatives taken up by the unions at the plant regarding township
welfare, ranging from providing education to organizing cultural events, may be
regarded as precedents by other unions.
· Unions may also take the example of ramangundam and actively involve the
mselves in organising training and development programmes on subjects such as te
chnical skills, computers, and safety measures at work, to ensure a healthy and
safe working and learning environment.
CONCLUSION
From the entire gamut of issues it is evident that trade unions at NTPC Ramagund
am, are not only playing an active role in maintaining good industrial relations
, but they are also adequately involved in improving the quality of work life of
employees. Roles once considered secondary and ancillary are gradually metamorp
hosing into an extension of primary functions of unions at the plant. In fact, t
he welfare of workers seems to be an inseparable component of the functions of t
hese unions.
When trade unions are aiming at attracting more members, active involvement in w
elfare measures may result in increased membership.
Further, if a union is actively involved in labor welfare at the plant and/or or
ganization level, workers may be motivated to remain attached to it, rather than
joining another union.
Establishing any link between union participation in labor welfare and the lowe
ring of the multiplicity of unions is beyond the scope of this paper, and can be
taken up as an area of further research.

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

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