Final Project , Unionism at Ptcl and Qesco

UNIONISM AT PTCL AND QESCO

Chapter I

INTRODUCTION AND BACK GROUND

A trade union is an organized group of workers. Its main goal is to

protect and advance the interests of its members. A union often negotiates

agreements with employers on employment terms and conditions. It may also

provide legal and financial advice, sickness benefits and education facilities to

its members. Trade unions are the voluntary organizations that require a level

of membership participation in order to function. Without some level of

membership participation and solidarity, unions will be not only ineffective

forms of representation but also in many cases financially non-workable.

It is argued that individual decision to unionize arise with the level of

dissatisfaction and frustration to job1. Unionization is one way of responding to

job dissatisfaction2 .One of the other reasons of joining a union is collective

reasons3. Those who believe in worker’s solidarity join unions because they

perceive trade unions as a major instrument for collective action4.

Other factors which increase the union membership are the benefits

associated with unions5. There are many benefits which are associated with the

trade union and individual want to accomplish his/her needs through these 1 Dessler, Gary. Human Resource Management. 9thed. New Delhi: Prentice- Hall of India, (2003).2 Riley, Nicola-Maria. “Determinants of Union Membership: A review”. Labour, XI, No. 2

(1997), 265-301.

3 Waddington, Jeremy., and whitston, Colin. “Why do people join union In a period of

membership decline?,” British Journal of industrial relation, XXXV, No. 4 (1997) ,515-546.4 Haberfeld, Yitchak. “Why do workers join unions? The case of Israel”. Industrial and labor relation review, XLVIII, No. 4 (1995), 656-670.5 J Pehkonen, Jaakko., and Tanninen, Jannu. “Institution, Incentives and trade Union

Membership,” Labor, XI, No. 3 (1997), 579-597.

1

benefits6.Some researchers found significant relationship between trade union

membership and ideological and political attitudes7. According to this

explanation workers join unions as a result of their political beliefs8.

Participation in trade union is enhanced by those factors which are

made for greater identification with one’s occupational situation and

occupational community. Job situation leading to frequent and close

association with many fellow workers encourage union participation. A

worker’s decision to join a union is significantly influenced by their coworkers

and immediate supervisors. The likelihood of union participation is enhanced

by personal contact with pro-union work colleagues, union leaders, family

members, ethnic associates.

Pakistan trade union membership is very weak at this time. Only 0.6%

of the total workers are organized in the trade unions. Total numbers of the

work force is as follow:

6 Guest, David E., and Conway, Neil. “Exploring the paradox of unionized worker

dissatisfaction,” Industrial relations journal, XXXV, No. 9 (2004), 102-121.7 Riley, Nicola-Maria. op. cit.8 Haberfeld, Yitchak. op. cit.

2

TABLA 1: Total numbers of the work force in Pakistan

Sector Million PercentAgriculture, Forestry, Hunting & Fishing 18.35 48.42Mining, Quarrying 0.03 0.07Manufacturing 4.35 11.48Electricity, Gas, Water 0.26 0.7Construction 2.19 5.78Whole sale & Retailed Trade, Restaurant & Hotels 5.12 13.5Transport, Storage & Communication 1.91 5.03Financing, Insurance, Real Estate & Business Sector 0.31 0.82Community, Social & Personal Services 5.38 14.2TOTAL 37.9 100

Source: http://www.pakistan.gov.pk/divisions/bstat.pdf

Where as the total number of trade unions and their membership are as

follow:

TABLE 2: Total number of trade unions and their membership

AREA

TOTAL

REGISTERED

TRADE UNION

TOTAL MEMBERSHIP

PAKISTAN 7392 255405

BALOCHISTAN 117 29235

Source: http://www.pakistan.gov.pk/divisions/bstat.pdf

Where as in Quetta city major trade unions are Pakistan

telecommunication employees union, Pakistan telecommunication line staff

union, Wapda hydro power union, PWD employees union, Agriculture

3

employees union, Public Health engineering union and Pak PWD employees

union etc. which have approximately total membership of 10, 000.

A. Objective of the study

The literature review indicates that employees’ decision of joining a

trade union depends upon many factors. This study attempts to explore the

reasons of unionization of employees of Pakistan Telecommunication and

QESCO.

4

Chapter II.

LITERATURE REVIEW

The study of the factors influencing employee’s decision to join or not

to join trade union lies at the heart of industrial relations9. Experts have spent

much time and money trying to discover why workers unionize and they have

proposed many theories10. Yet there is no simple answer to the question, partly

because each worker probably joins union for his or her own reasons11.The

individual decision may be influenced by a number of factors12.

There are four potentially complementary explanations for joining and

in some cases maintaining membership of a trade union13. The first is that

workers join unions because of dissatisfaction with the job14. Job satisfaction

and other behavioral and attitudinal phenomena, such as those with which

expectancy theory is concerned, have served as central components in studies

of worker attitudes toward unionization15. It could be argued that the initial

stimulus to unionize will arise out of dissatisfaction and frustration with the

bread-and-butter aspects of the job16. So the most general observation here is

that trade union participation tends to increase with degree of job

9 Riley, Nicola-Maria. op. cit.10 Dessler, Gary. op. cit.11 ibid.12 Deery, S., Plowman, D., Walsh, J., and Brown, M. Industrial Relation: A contemporary Analysis. 2nd ed. Sydney: McGraw-Hill Australia, (2002).13 Healy, Geraldine., Bradley, Harriet., and Muherjee, Nupur. “Individualism and Collectivism Revisited: a Study of Black and Minority Ethnic Women,” Industrial relation journal, xxxv, No. 5 (2004), 451-466.14 Goerke, Laszlo., and Pannenberg, markus. “Norm-Based Trade Union membership: Evidence for Germany,” German Economic Review, v, No. 4 (2004), 481-504.15 A. Newton, Lucy., and McFarlane Shore, Lynn. “A Model of Union Membership: Instrumentality, Commitment, and Opposition,” The Academy of Management Review, xvii, No. 2 (1992), 275-298.16 Dessler, Gary. op. cit. and Haberfeld, Yitchak. op. cit.

5

dissatisfaction17. Unionization is one way of responding to job

dissatisfaction18.According to this explanation union provide workers with a

“collective voice” vis-à-vis employers, enabling them to eliminate source of

dissatisfaction19.

Traditional collective reasons remain central to union joining.

Collective reasons comprise mutual support, improved pay and conditions,

peer groups pressure and belief in union organization20. The major institutional

purposes of a union are economic (satisfying economic needs of workers) and

political (serving as a rival power to the management)21.Those who believe in

worker’s solidarity join unions because they perceive trade unions as a major

instrument for collective action22. Workers join unions in order to obtain job

security and better employment condition23. The most important role for unions

are to fight for better pay/working conditions and more respect/better treatment

on the job and provide a greater say in work place issues24. Even though the

union’s part in improving working conditions usually affects most members,

those who verbally emphasize this fact are more likely to be activists25.

Personal experience in the organization plays a large part in thinking of

workers, and that an unpleasant personal experience becomes a powerful

17 Spinrad, William. “Correlates of trade union participation: A summary of the literature”.

American Sociological Review, XXV, No. 2 (1960), 237-244.18 Riley, Nicola-Maria. op. cit.19 Haberfeld, Yitchak. op. cit.20 Waddington, Jeremy., and whitston, Colin. op. cit.21 Charlwood, Andy. “Influences on Trade union Organizing Effectiveness in Britain,” British journal of Industrial Relations, XLII, No I (2004), 69-93.22 Haberfeld, Yitchak. op. cit.23 Haynes, peter., Vowles, Jack., and Boxall Peter. “Explaining the younger-older worker Union Density gap: evidence from New Zealand,” British Journal of Industrial Relations, XLIII, No. 1 (2005), 93-116.24 Kirton, Gill. “The Influences on Women joining and Participating in Unions,” Industrial Relation journal, xxxvi, No. 5 (2005), 386-401.25 Spane, ED., and Redman, Tom. “Exchange or Convenant? The nature of the Member-Union

Relationship,” Industrial Relation Journal, XLIV, No. 4 (2004), 855-873.

6

motivation that turns workers toward a union and may get them to become

active members of union26.

Other main factor which contributes to union membership is the

benefits associated with the wage and employment policy of unions to which

union members are entitled27. The decision to become a union member is often

explained in terms of a cost-benefit analysis: workers are assumed to assess the

advantages and disadvantages of membership28. There are number of

instrumental benefits that might be expected to derive from union membership

and/or the presence of a recognized trade union in the work place29. Many

unions provide their members with benefits that are not work related− health

and life insurance, credit cards and legal aid, for insurance− all at below

market rate. Workers may decide to join such unions because they find these

commodities and services attractive30. Individual’s expectation of achieving

personal goal (i.e. instrumentally), together with an evaluation of the

cost/benefit of union membership, also influence their decision to join a

union31. Individual benefits include training and education, industrial benefits;

professional services and financial service32. Many workers view unions

primarily as instrument by which they attempt to achieve their own personal

goals, whether intrinsic or extrinsic33.

26 S. Farber, Henry., and H. Saks, Daniel. “Why Workers Want Unions: The Role of Relative Wages and Job Characteristics.” The Journal of Political Economy, LXXXVIII, No. 2 (1980), 349-369.27 Pehkonen, Jaakko., and Tanninen, Jannu. op. cit.28 Waddington, Jeremy., and whitston, Colin. op. cit.29 Guest, David E., and Conway, Neil. op. cit.30 Haberfeld, Yitchak. op. cit.31 Prowse, Peter j., and Prowse, Julie M. “Are non-union workers different to their union

colleagues? Evidence from the public service”. Industrial relation journal, XXXVII, No. 3(2006),

222-241.32 Windolf, Paul., and Haas, Joachim. “Who Joins the Union? Determinants of Trade Union Membership in West,” European Sociological Review, V, No. 2 (1989), 147-165.33 Mills, Daniel Quinn. Labor-Management Relation. 5thed. New York: McGRAW-HILL,INC

7

Some studies have found a significant correlation between trade union

membership and ideological and political attitudes34. According to this

explanation workers join unions as a result of their political beliefs35.Such

campaigns may do more than simply address members instrumental needs in

the political arena; they may build a sense of community involvement36. In

many countries, labor unions are affiliated with political parties, thus the nature

of this affiliation varies from one country to another, but the party usually

provides “its” unions with favorable legislation, access to public budgets, and

political power in return for the unions’ political mobilization and support

during election37.

According to Mills38 following three models explained why people join

trade union.

Figure 1: MODEL A

In model A dissatisfaction leads a person to embrace a union

membership to improve his or her situation. That is workers turn to be

unionized if they are dissatisfied with their jobs. Model A demonstrates that if

34 Riley, Nicola-Maria. op. cit.35 Haberfeld, Yitchak. op. cit.36 Prowse, Peter j., and Prowse, Julie M. op. cit.37 Guest, David E., and Conway, Neil. op. cit.38 Mills, Daniel Quinn. op. cit.

8

Dissatisfaction with work-related Issues

Union way to improve working conditions

Support union

Not Support union

Yes

Yes

No

No

an employee is not satisfied with his/her job and he/she feels that by joining a

trade union he/she may be able to decrees his/her dissatisfaction, then they are

highly motivated to join a trade union.

Figure 2: MODEL B

Every individual has its intrinsic or extrinsic needs which can only be

satisfied through financial or moral reimbursement. In Model B different

financial benefits lead a person to unionize. That is workers join a union if

they feel that they will be benefited financially and morally.

Figure 3: MODEL C

In model C a person’s political or ideological beliefs incline him or her

to support a union, if it shows the same belief. That is workers join a union if

they feels that union demonstrates the same ideological and political belief as

they have.

9

Better my self through union

Not Support union

Support unionPositive

Negative

Ideological belief

Support union

Not Support union

Positive

Negative

Chapter III.

THEORETICAL FRAMEWORK

There has been much research done in the past to understand why

people join trade unions. The model given below was used to conduct this

research study. The model focuses on four variables that seem to have the

strongest impact on the individual decision to join union.

The model above assumes the main four relationships between the

independent and dependent variables.

1. That there is strong positive relationship between the dissatisfaction

from the job to the decision of joining the union. If the employee is not

Dissatisfaction with work-related

conditions

Collective means of action

Valued outcomes associated with trade

union

Decision to join trade union

Ideological belief in union

10

or less satisfied with his job performance then there is greater chance

that he or she will join the union. However if the employee is satisfied

with the job then he may not join the union.

2. Many of the employees tell that one of their aims to join the union is to

raise the collective voice against the actions of the employer. If the

employees strongly belief in collective action against the employer

then there is high chances that they will join the union.

3. Individuals, who possess a specific political view, are highly motivated

to join the trade unions than those who do not have any political

ideology. Because the people with the political view usually think that

by joining a trade union they may be able to make a society which will

represent there political view. There is a direct relationship between

the ideological belief and political view to the decision of joining

union.

4. Most of the employees join the union to satisfy their personal goals.

Every employee has his/her intrinsic or extrinsic needs. In the global

times it’s more important than ever to recognize the need of people to

increase the union participation. Many of the trade unions offer

different type of benefits which can satisfy the needs of individual.

11

Individual decision to join union

Job dissatisfaction Collective means of action

Valued outcomes associated with trade union

Political belief in union

D1 D3D2 D4

Job environment

Job security

Relation with bosses

Compensation

Employee interests

Work conditions improvement

Protection against employer

Job protection

Political parties and labour union wing

Involvement in political activities

Business benefits at the expense of employees

Preference at work

Financial benefits

Believe in unionism

Training

E 1

E 2

E 4

E 3

E 1

E 2

E 3

E 4

E 5

E 1

E 2

E 3

E 1

E 2

E 3

Figure.5 Operationalization of concept individual decision to join union

OPERATIONAL DEFINITION OF VARIABLES12

A. Dimension1: Dissatisfaction with the job

Job dissatisfaction means different things to different people. Their are

many aspects to job dissatisfaction---low income, no job security, a lot of travel due

to organization work, bad co-worker relationships and the overall work

environment. In this research any one or a combination of these factors may

contribute to an individual’s dissatisfaction with work. Dissatisfaction with the job

comes form different elements.

1. Element1: Job Environment:

Job environment is important element of the Job Dissatisfaction. Job

environment elaborates the working condition at the work place. If an employee is

facing the problem with the working condition and eventually this does not go in

good turn of an employee and he leaves such job in shape to join trade union.

2. Element2: Job Security:

Job security is another critical element of the job dissatisfaction. Job

security means how much the job is protected by all kinds of formalities. It also

shows that the power of an individual is not intimidated by the employer to leave

the job. Contrary to this fact if employee’s job is threatened by any means from his

employer side then ultimately the employee will have dissatisfaction with his/her

job. This job dissatisfaction may motivate an employee he/she to join trade union.

3. Element3: Compensation:

It is one of the primary reasons for job dissatisfaction. Compensation many

times evolves as grave player to originate the dissatisfaction in job. If an employee

is not compensated with suitable pay and wages he/she is likely to be dissatisfied.

This further compels an employee to join trade union and fight for the fair wages

and salaries.

13

4. Element 4: Relation with bosses, supervisors and coworkers:

In every walk of life humane being needs the help of his/her coworker and

colleague. The whole system of the nature is interrelated. Similarly in the work

place, the employee has the relation with his /her boss. This relation may differ

according to the nature of the position of an employee and his prior authority. But it

is quite obvious that for the productivity and extraction of maximum out put from

the subordinate, it is significant to build the strong relation. In case of the strapping

relations with immediate officer, the distress in work enhances. But if it is opposite

then this contributes to induce some one to confirm his dissatisfaction with work.

5. Questions:

Based on the above Operational definitions the following exploratory

questions emerged, and included in the questionnaire:

1. Are you satisfied with the job environment?

2. Is My job secure in this workplace?

3. Are In general, relations between employees and management good?

4. Are you work more than what you paid off?

B. Dimensions2: Collective Means of Action

Collective means of action means mutual support against the action of

employers and to support the actions to improve pay and conditions. The collective

means also include the peer groups pressure and belief in union organization.

Collective means of action have following elements.

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1. Element1: Employee Interests:

In every organization there are some objectives set by the employees

themselves. And one of the main and core objective of employees is self interest.

Interests may of different kinds and types. Interests are protected by the individual

way as well as by unionized way.

E.g. Interests are of different shapes for different employees. Suppose if the

employees are not being saved with job security, market payable salaries and

working conditions then obviously a collective response will occur to safe guard

the interests of employees and resolve the issue with employer. The grievance of

employees is required to be addressed in its full spirit otherwise employees will

demonstrate in form of strike, lock out etc.

2. Element2: Work condition improvement:

As the other element, the working conditions are also immense factor to

matter collective means of action from employee’s side. Because the working

conditions are the main reasons for high productivity. The working conditions can

be improved if they are worst in nature. So, in case of improvement, working hours

play pivotal role. Besides this, seating arrangement, Convenient enter and exits,

Electricity, gas and others as according to the nature of the job. If they are so

contrary to the situation then employees reveal the grievance and may fight

collectively for the purpose to get their rights accepted by the employer.

3. Element3: Job protection:

Every employee wants the job security and protection. If it is not given than

the employee gets frustrated and he/she may start protest collectively for the job

protection.

15

4. Element4: Protection against employer:

The collective agitation usually takes place, if the protection against

employer is not provided. This may be in the in the form of laws and rules. There

should be such rules that do not disturb the interests of employees other wise the

demonstration from employee’s side is evident.

The rules and regulation should be convenient and supportive for both

employees and employer. Otherwise, it can disturb the whole system of

organization. Rules are made for the betterment of employees not to taunt them.

5. Element5: Believe in Unionism:

All the employees working under one flag are the assets of an organization.

So, it is the duty of employer to take care of the rights of all employees working in

the organization. But, if the rights of employees are violated then they may go for

the unionized action, which is not in favor of the organization at all. When the

collective action is commenced; it means the union is necessary to be joined.

6. Questions:

Based on the above Operational definition the following exploratory


1. Does the union at your workplace struggle hard when employee

important interests are threatened?

2. Do you agree that the more people join a trade union; the more

effective it is in increased pay and work conditions improvement?

3. Did you join the trade union because union protects the job?

4. Did you join trade union because union Protects workers against

unfair treatment of employer?

5. Do you believe in unionism?

16

C. Dimension 3: Valued outcomes associated with trade union

Valued outcomes associated with trade union means benefits associated

with the wage and employment policy of unions, unemployment compensation

scheme to which union members are entitled, health and life insurance, credit cards

and legal aid, training and development etc. Valued out comes associated with trade

union have following elements.

1. Element1: Preference at work:

Work preference is an important dimension in respect of the valued

outcomes or benefits. The benefits may instigate the employees for efficient and

productive work. The work competence also correlates with the benefits. The more

the benefits are given the more productive the employee is. Similarly the

facilitation of work also matters in the benefits. The work preference is directly

related with the benefits.

2. Element2: Financial Benefits:

The most significant thing which influences the employee is financial

benefits or monetary benefits. This may be in shape of cash. Cash equivalents are

also part of the financial benefits. This is the motivational tool that affects the

behavior of an employee at large. Some of the employees may be motivated to join

a trade union because the union may give them financial benefits.

3. Element3: Training:

Training is the enhancement of the capabilities of an employee and the part

of his/her development. Training is given just to aware the employee with working

conditions or if the new technology comes or structure of the organization changes

than training is must to be given to all employees. Training is also the motivational

tool. The productivity is also related with sequential training in the service career of

an employee in the organization.

17

4. Questions:

Based on the above operational definitions the following exploratory


1. Do you get preference in selection for training as a union member?

2. Did you join trade union because union offered financial services

such as insurance and credit?

3. Do you agree that being a member of trade union you get better

treatment if you have a problem at work?

D. Dimension4: Political Belief in union

Ideological belief in union means that an Individual who possess a specific

political view. This political view usually is that by joining trade union employees

may be able to make a society which will represent their political view. Political

belief has following elements.

1. Element1: Political parties and labor union wings:

Political parties and labor union wings are established within the

organizational set up of the political party for the sake of protection of the rights of

the employees. The political parties may influence the individual to join a union

through their labor union wings.

2. Element2: Involvement in Political activities:

Another reason of the political belief is involvement in political activities.

Political involvement also is the main factor in prospective of the political belief. If

the interests are of massive value then political activities also mounts and the

employee is more willing to join union.

18

3. Element3: Business Benefits at the expense of employees:

The employees in the organization are the key player in making the

profitability. They need proper working condition; support and encouragement

form their prior authorities. But if it is not so then organization experiences the loss

in shape of expenses and the business organization has the huge burden over their

shoulders.

4. Questions:

Based on the above Operational definitions the following exploratory


1. Do you belong to any political party?

2. Do you believe that unions should be involved in political

activities?

3. Should political parties have their labor union wing?

19

Chapter IV.

RESEARCH METHODOLOGY

As stated earlier the objective of this study is to determine that why

employees join trade unions in Quetta. Data was collected from predetermined

population using questionnaire technique.

A. The populationPopulation consists of following three unions:

Pakistan telecommunication employees union

Pakistan telecommunication line staff union

Wapda hydro power union

B. The sample

We have fallowing sample size of the study:

Group Sample Size

Pakistan telecommunication employees union 100

Pakistan telecommunication line staff union 81

Wapda hydro power union 100

Due to time constrain, convenience sampling was used to select the sample

of 281 members from the above mentioned trade unions.

C. Data collection

Data was collected through questionnaire. We had 3 to 5 questions of each

dimension in the questionnaire. All the Questions were close ended. The data was

20

collected during the month of February and March. We distributed 281

questionnaires out of which we received 198 questionnaires, so the response rate of

our survey is 71%.

D. Data Analysis

We used frequency distribution to analyze the data. The data examined Job

dissatisfaction and decision to join trade union, Collective mean of action and

decision to join trade union, valued outcomes associated with trade union and

decision to join trade union and lastly ideological belief in union and decision to

join trade union.

E. Data presentation

Data is presented in tabulated and graphic forms

21

Chapter V.

RESULTS AND ANALYSIS

A. Job dissatisfaction and Decision to join trade union

TABLE5. I am satisfied with the job environment

The response shows that (75%) employees are satisfied with the job

environment of their organization. This shows that the job environment does not

seem the reason of joining trade union.

148 74.7 74.7 74.7

50 25.3 25.3 100.0

198 100.0 100.0

Agree

Disagree

Total

ValidFrequency Percent Valid Percent

CumulativePercent

AgreeDisagree

Figure6. I am satisfied with the job environment

22

TABLE6. My job is secure in this workplace

Many of our respondents (71%) feel that their job is safe in the organization

they work. This reflects that the job security is not the reason of joining trade

union.

141 71.2 71.2 71.2

57 28.8 28.8 100.0

198 100.0 100.0

Agree

Disagree

Total


CumulativePercent

AgreeDisagree

Figure7. My job is secure in this workplace

23

TABLE7. In general, relations between employees and management

are good

Majority of the respondents (61%) feel that their relationship with the

employer and bosses is good. Thus it can be inferred they are highly satisfied with

their jobs. This indicates that the employee relation with management is not the

reason of employees to join trade union.

122 61.6 61.6 61.6

76 38.4 38.4 100.0

198 100.0 100.0

Agree

Disagree

Total


CumulativePercent

AgreeDisagree

Figure8. In general, relations between employees and management are good

24

TABLE8. I work more than what I am paid off.

Majority of the respondents (60%) feel that what is paid to them for their

services in the organization is more than what they deserve which shows that they

are satisfied with their pay. This points outs that the compensation is not the reason

of joining trade union.

79 39.9 39.9 39.9

119 60.1 60.1 100.0

198 100.0 100.0

Agree

Disagree

Total


CumulativePercent

AgreeDisagree

Figure9. I work more than what I am paid off

25

B. Collective means of action and Decision to join trade union

TABLE9. The union at my workplace struggles hard when employee

important interests are threatened.

51% of the members feel that union is the body which struggles when their

interests are not met. This reflects that employees join the trade union because they

feel that union protects them when their important interests are threatened.

101 51.0 51.0 51.0

97 49.0 49.0 100.0

198 100.0 100.0

Agree

Disagree-

Total


CumulativePercent

AgreeDisagree

Figure10. The union at my workplace struggles hard when employee important interests are threatened.

26

TABLE10. The more people join a trade union; the more effective it is

to get pay increased and work conditions improved.

The response shows that the majority of employees (63%) think that if they

join a union it will strengthen the union and the union will be more effective to get

the pay increased and the working conditions improved.

125 63.1 63.1 63.1

73 36.9 36.9 100.0

198 100.0 100.0

Agree

Disagree

Total


CumulativePercent

AgreeDisagree

Figure11. The more people join a trade union; the more effective it is to get pay increased and work conditions improved.

27

TABLE11. I join the trade union because union protects the job.

(61%) feel that their job is safe and sound in the organization where they

work if they join the union.

120 60.6 60.6 60.6

78 39.4 39.4 100.0

198 100.0 100.0

Agree

Disagree

Total


CumulativePercent

AgreeDisagree

Figure12. I join the trade union because union protects the job

28

TABLE12. I join trade union because union Protects workers against

unfair treatment of employer

Frequency Percent Valid PercentCumulative

PercentValid Agree 159 80.3 80.3 80.3 Disagree 39 19.7 19.7 100.0 Total 198 100.0 100.0

The majority of employees (80%) feel that union protects them against the

unfair actions of the employer. This leads to infer that the main reason of

employees to join a union is that union protects them against the unfair actions of

the employer.

AgreeDisagree

Figure13. I join trade union because union Protects workers against unfair treatment of employer

29

TABLE13.I believe in unionism

The majority of the union members (80%) feel that joining a union is one of

the best ways to be collective against the actions of the employer. This persuades

the workers to be member of a trade union.

157 79.3 79.3 79.3

41 20.7 20.7 100.0

198 100.0 100.0

Agree

Disagree

Total


CumulativePercent

AgreeDisagree

Figure14. I believe in unionism

30

C. Valued outcomes associated with trade union and Decision to join trade union

TABLE14. Being a member of trade union you get better treatment if you have a problem at work.


PercentValid agree 95 48.0 48.0 48.0 disagree 103 52.0 52.0 100.0 Total 198 100.0 100.0

As can be seen from the table, the majority of union members (52%) feel

that they do not get any type of extra support being a member of the union.

AgreeDisagree

Figure15. Being a member of trade union you get better treatment if you have a problem at work.

31

TABLE15. I joined trade union because union offered financial services

such as insurance and credit.



The survey response shows that the majority of employees (72%) feel that

being a member of the trade union they do not get any financial advantage. This

reflects that the financial benefits associated with the union are not the reason of

employees to join union.

AgreeDisagree

Figure16. I joined trade union because union offered financial services such as insurance and credit.

32

TABLE16. You get preference in selection for training as a union

member.



Among union members majority (72%) feels that they do not have any kind

of advantage being a member of the union while selection for the training. This is

an indication that preference in selection for training as a union member is not the

reason of joining trade union.

D. Political belief in union and Decision to join trade union

AgreeDisagree

Figure17. You get preference in selection for training as a union member.

33

TABLE17. Political parties should have their labor union wing

The survey shows that the majority of the union members (66%) are of view

that their should not be a labor union wing of a political parties.

TABLE18. I believe that unions should involve in political activities.

68 34.3 34.3 34.3

130 65.7 65.7 100.0

198 100.0 100.0

Agree

Disagree

Total


CumulativePercent

AgreeDisagree

Figure18. Political parties should have their labor union wing

34

The survey shows that the majority of the union members (78%) are of

belief that the union should not involve in any type of political activities.

44 22.2 22.2 22.2

154 77.8 77.8 100.0

198 100.0 100.0

Agree

Disagree-

Total


CumulativePercent

AgreeDisagree

Figure19. I believe that unions should involve in political activities.

35

TABLE19. Do you belong to any political party?

The survey shows that the majority of the union members (60%) are not the

members of any political party. This leads to infer that political belief is not the

reason of joining trade union.

80 40.4 40.4 40.4

118 59.6 59.6 100.0

198 100.0 100.0

Agree

Disagree

Total


CumulativePercent

AgreeDisagree

Figure20. Do you belong to any political party?

36

Chapter VI.

CONCLUSION

The purpose of this study was to investigate the reasons of unionization in

Quetta city. The findings show that members of all trade unions under our study i.e.

Wapda Hydro Central Electric Labor Union, Pakistan Telecommunication

Employees Union and Pakistan telecommunication line staff union join the unions

for collective means of action. Union membership is consistently associated with

the collective voice and collective means of action have a direct relationship with

the employee decision to join union. The strongest motivator of employees to join

the union within collective means of action is union protection against unfair

actions of the employer. The second reason within collective means of action,

which influenced the employees to join a union, is believe in unionism. Union

protection of employees’ interest when threatened is the weakest factor of

employees to join union within collective means of action.

This study reveals that majority of the employees are satisfied with the job

environment, job security, employees-management relations and the compensation.

Thus the possibility of workers joining a trade union on grounds of dissatisfaction

with job is ruled out in case of Wapda Hydro Central Electric Labor Union,

Pakistan Telecommunication Employees Union and Pakistan telecommunication

line staff union.

Majority of the researches suggested that workers join the union in the

expectation of benefit of some sort. They felt that employees would continue to be

member of the union as long as the union can give those benefits. But the results of

this research show that valued outcome associated with trade union does not have

significant association with the membership of the trade unions.

37

The study depicts that majority of the employees do not want to involve in

politics through union. This suggests that they do not join the union because of

their political belief.

38

Appendices

APPENDIX A

LETTER OF CONSENT

A RESEACH ON WHY INDIVIDUALS JOIN TRADE UNIONS

February, 2007

Dear member,

This questionnaire is designed to study the factors that influence the individual decision to join a trade union. These factors include job dissatisfaction, collective means of action, valued outcomes associated with the trade union and the ideological and political belief. The information provided would help us in understanding how these factors contribute in one’s decision to join a union. As you belong to one of the trade unions so your participation would make our research useful.

Your response will be kept confidential and a report on the findings will be made available to your union, as soon as it will be finalized.

We shall be thankful for you time and support.

Yours truly,

Muhammad Aslam Akhter

Muhammad Usman

Omer Farooq

Haroon Ahmed

39

APPENDIX B

QUESTIONNAIRE

NAME___________________________________________

ORGANIZATION NAME_______________________________

DESIGNATION IN ORGANIZATION_____________________

TRADE UNION NAME_________________________________

GENDER

1. Male 2. Female

AGE

1. Less than 20 years 2. 20 to 30 years 3. 31 to 454. Above 45

DURATION OF JOB

1. Less than 1 year 2. 1year----5 year 3. More than 5 year

DURATION OF TRADE UNION MEMBERSHIP

1. Less than 1 year 2. 1year----5 year 3. More than 5 year

DESIGNATION IN THE UNION

1. President 2. Vice president 3. Secretary

EDUCATION

1. Under matric 2. Matric 3. Intermediate4. Graduation 5. Masters

INCOME

1. Less than 5000 2. 5000 to 12000 3. Over 12000

40

JOB NATURE

1. Manufacturing 2. Construction 3. Transport and Storage 4. Services Provider 5. Insurance 6. Administration 7. Finance 8. Marketing 9. Other (Specify)___________________

Do you agree or disagree with the following statements.

1. I am satisfied with the job environment. a. Agree b. Disagree

2 My job is secure in this workplace a. Agree b. Disagree

3. In general, relations between employees and management are good. a. Agree b. Disagree

4. I work more than what I am paid off.a. Agree b. Disagree

5. The union at my workplace struggles hard when employee important interests are threatened. a. Agree b. Disagree

6. The more people join a trade union; the more effective it is in increased pay and work conditions improvement. a. Agree b. Disagree

7. I join the trade union because union protects the job.a. Agree b. Disagree

8. I join trade union because union Protects workers against unfair treatment of employer.a. Agree b. Disagree

9. I believe in unionism. a. Agree b. Disagree

10. Being a member of trade union you get better treatment if you have a problem at work.a. Agree b. Disagree

41

11. I joined trade union because union offered financial services such as insurance and credit.a. Agree b. Disagree

12. You get preference in selection for training as a union member.a. Agree b. Disagree

13. Political parties should have there labor union wing.a. Agree b. Disagree

14. I believe that unions should involve in political activities.a. Agree b. Disagree

15. do you belong to any political party? a. Agree b. Disagree

42

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Documents

Final Project , Unionism at Ptcl and Qesco