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INTRODUCTION

OVERVIEW OF THE PROJECT

This project work has been conducted in Bharat Sanchar Nigam Ltd (BNSL), Madurai branch it is one of the largest & leading telecommunication sector unit in India. The main purpose of this study is to find the impact of trade unions over employees at present scenario in BSNL, Madurai. This study has been compiled with the help of primary data and Secondary data. Questionnaire was collected from 132 employees of different designations. The Secondary sources of data were collected through company profile, organization Website, internet and other related books. The type of research design used is descriptive in nature and the required data has been generated using a research instrument called the questionnaire. The research design used in this project is descriptive research and sampling design used is convenience sampling. The collected data has been analyzed using various statistical tools like chi-square test, one sample independence t test. After analyzing the data general specific findings are sought out through interpretation. Suggestions and recommendations are formulated from the summary of findings. TRADE UNIONS IN ORGANIZATION: All working class people belong to either of the trade unions that are present. Each and every organization has their trade unions. These unions play a vital role in major aspects like Collective bargaining, disputes resolving, wages, allowances & promotion policy etc., these trade unions stands as a bridge between the management people of the organization and the employees at work. Trade unions have shown remarkable progress since their inception; moreover, the character of trade unions has also been changing. In spite of only focusing on the economic benefits of workers, the trade unions are also working towards raising the status of labors as a part of industry.
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STATEMENT OF PROBLEM

Study of trade unions and its impact on employees among Industrial Workers is very important in terms of both the industries and the employees. Trade unions have become a part of industries and serve as a bridge between the management of the organization and the employees. And over the last three hundred years, many trade unions have developed into a number of forms, influenced by differing political objectives, setting new goals, policies etc. So studying in detail about the trade union and its impact on employees at present trend is necessary for better understanding of

employees need and enable a smooth functioning of organization. The above discussions show how the trade unions influence the employees and the organization. So, I have selected this topic as problem of study.

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OBJECTIVES OF THE STUDY

Primary objective: The main aim of the study is to analyze the impact of trade unions over employees at BSNL, Madurai. Secondary objective:  To know in detail about the employee¶s perception regarding trade unions in organization.  To analyze the functioning of trade union at bsnl, Madurai  To clearly understand the importance of having trade unions and how they influence employees in the organization.

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SCOPE OF THE STUDY  The study attempts to analyze employee¶s individual opinion about the trade union in their organization  The study emphasizes to reveal the pros and cons of having trade union in the organization.  The study aims to work on the feedback given by the employees and come up with valuable suggestions for the improvement and effective functioning of the trade union.

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LIMITATIONS OF THE STUDY  The employee¶s non-willingness to answer as the topic was about trade union.  The sample under consideration may not reflect the whole population.  Since trade union is a vast topic to be discussed, the study may not reflect each and every aspect in particular.

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RESEARCH METHODOLOGY
According to a famous Hudson maxim, ³All progress is born of inquiry. Doubt is often better than overconfidence, for it leads to inquiry & inquiry leads to invention´

RESEARCH DESIGN:

It is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. In this study descriptive and diagnostic research design has been adopted to determine with specific predictions to with the narration of facts and characteristics relating to an individual group or situation.

NATURE OF RESEARCH:

Descriptive Approach: is a fact finding investigation with adequate interpretation. It
seeks to describe a field or a problem by using questionnaires. This approach was used in the research.

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SAMPLING DESIGN:
Sampling technique was adopted for the study as there were various constraints regarding time and resources. The sample considered was from various departments and categories of workmen in the factory. The sample type was individual and the questionnaire was filled by the workers of their own and some with the help of their supervisors. Sample Size: the sample size consists of 132 respondents of workers from various departments and categories.

Sampling Procedure:
The procedure adopted in the present study is probability sampling, which is also known as chance sampling. Under this sampling design, every item of the frame has an equal chance of inclusion in the sample.

Methods of Data Collection:
The data¶s were collected through Primary and secondary sources.

Primary Sources:
The primary sources are discussion with employees, data¶s collected through questionnaire.

Secondary Sources:
The secondary data mainly consists of data and information collected from records, company websites and also discussion with the management of the organization. Secondary data were also collected from journals, magazines and books. Collections of Questionnaires and Schedules: A questionnaire comprising of 25 questions were framed covering various aspects of the trade unions.

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ANALYSIS The collected data were analyzed and findings were made. For the purpose of analysis certain statistical tools like percentage analysis and chi-square test one sample t test using SPSS was carried out. Graphs are used to represent the data for the better and accurate interpretation of the data.

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REVIEW OF LITERATURE
TRADE UNION ± CONCEPT The classic definition of trade union was given by SIDNEY AND BEATRICE WEBB states that it is ³a continuous association of wage earners for the purpose of maintaining and improving conditions of their working lives.´ In their time, the brand to trade union Organizations that existed were small and local representating a specific skill or trade. The definition refers to a ³permanent organization´ of workers rather than one which is created for a particular purpose and died later on. The term ³wage earner´ in its purview includes ³salary ±earns.´ The objective of such association is to maintain and improve the working conditions of its members.

ABOUT TRADE UNIONS:
A trade union (British English) or labor union (American English) is an organization of workers that have banded together to achieve common goals such as better working conditions. The trade union, through its leadership, bargains with the employer on behalf of union members (rank and file members) and negotiates labour contracts (collective bargaining) with employers. This may include the negotiation of wages, work rules, complaint procedures, rules governing hiring, firing and promotion of workers, benefits, workplace safety and policies. The agreements negotiated by the union leaders are binding on the rank and file members and the employer and in some cases on other nonmember workers. A trade union is an organization of employees formed on a continuous basis for the purpose of securing diverse range of benefits. It is a continuous association of wage earners for the purpose of maintaining and improving the conditions of their working lives. Over the last three hundred years, many trade unions have developed into a number of forms, influenced by differing political objectives. Activities of trade unions vary, but may include:

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Provision of benefits to members: Early trade unions, like Friendly Societies, often provided a range of benefits to insure members against unemployment, ill health, old age and funeral expenses. In many developed countries, these functions have been assumed by the state; however, the provision of professional training, legal advice and representation for members is still an important benefit of trade union membership.

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Collective bargaining: Where trade unions are able to operate openly and are recognized by employers, they may negotiate with employers over wages and working conditions.

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Industrial action: Trade unions may enforce strikes or resistance to lockouts in furtherance of particular goals.

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Political activity: Trade unions may promote legislation favorable to the interests of their members or workers as a whole. To this end they may pursue campaigns, undertake lobbying, or financially support individual candidates or parties (such as the Labour Party in Britain) for public office.

A few commonly cited definitions trade union are Dale Yoder, ³A trade union is a continuous association of wage-earners for the purpose of maintaining and improving the conditions of their working lives.´ S.D. Punker, A trade union is a monopolistic combination of wage-earners who as individual producers are complementary to one another but who stand to employers in a relation of dependence for the sale of their labour and production, and that the general purpose of association is in view of that dependence to strengthen their power to bargain with the employers and bargaining collectively. However, for the sake of discussion, these definitions may sound good, but a legalistic definition of trade union is desirable in understanding its concept as prevalent in a particular society. This is because in the case of industrial dispute or on all union matter, on has to go by what the letter of laws says and not by what people perceive the union to be. The British Trade Union Act views it thus, ³A trade union is a combination with the main objective of regulating the relation between workmen and masters or between workmen and workmen or between masters and masters for imposing of restrictive conditions on the conduct of any trade or business

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and also provision of benefits to members In the words of India Trade Union Act, 1926, ³A trade union is any combination, whether temporary or permanent, formed primarily for the purpose of regulating the relations between workmen and employers, or between workmen and workmen, between employees and employers, or for imposing restrictive conditions on the conduct of any trade or business, and includes any federation of two or more trade unions.´ This definition is defective because it allows even non-workers to form a trade union; also it is narrow and vague about the aims and purpose of forming such a union. Yet the definition with a clear and legal wording is certainly important in relation to getting a trade union registered with the Registrar of Trade Unions and when legal interpretation of trade union is required in the case of industrial disputes etc.

TRADE UNIONS IN INDIA:
The trade unionism in India developed quite slowly as compared to the western nations. Indian trade union movement can be divided into three phases.

The first phase (1850 to1900) During this phase the inception of trade unions took place. During this period, the working and living conditions of the labor were poor and their working hours were long. Capitalists were only interested in their productivity and profitability. In addition, the wages were also low and general economic conditions were poor in industries. In order to regulate the working hours and other service conditions of the Indian textile laborers, the Indian Factories Act was enacted in 1881. As a result, employment of child labor was prohibited. The growth of trade union movement was slow in this phase and later on the Indian Factory Act of 1881 was amended in 1891. Many strikes took place in the two decades following 1880 in all industrial cities. These strikes taught workers to understand the power of united action even though there was no union in real terms. Small associations like Bombay Mill-Hands Association came up by this time.

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The second phase (1900 to 1946) This phase was characterized by the development of organized trade unions and political movements of the working class. Between 1918 and 1923, many unions came into existence in the country. At Ahmadabad, under the guidance of Mahatma Gandhi, occupational unions like spinners¶ unions and weavers¶ unions were formed. A strike was launched by these unions under the leadership of Mahatma Gandhi who turned it into a satyagrah. These unions federated into industrial union known as Textile Labor Association in 1920.In 1920, the First National Trade union organization (The All India Trade Union Congress (AITUC)) was established. Many of the leaders of this organization were leaders of the national Movement. In 1926, Trade union law came up with the efforts of Mr. N N Joshi that became operative from 1927. During 1928, All India Trade Union Federation (AITUF) was formed. The third phase began with the emergence of independent India (in 1947). The partition of country affected the trade union movement particularly Bengal and Punjab. By 1949, four central trade union organizations were functioning in the country: 1. The All India Trade Union Congress, 2. The Indian National Trade Union Congress, 3. The Hindu Mazdoor Sangh, and 4. The United Trade Union Congress The working class movement was also politicized along the lines of political parties. For instance Indian national trade Union Congress (INTUC) is the trade union arm of the Congress Party. The AITUC is the trade union arm of the Communist Party of India. Besides workers, white-collar employees, supervisors and managers are also organized The characteristic which define a trade union includes: i) A Statement that the organization is a trade union. ii) A Statement of its principal objectives, clearly specifying the fact that the organization formed is for the betterment of its members, i.e. workers. iii) Registration with the Registrar of Trade Unions having jurisdiction on the area where Trade Union functions
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iv)Independence from the employer, which may be evident from the certificate issued by the Registrar of Trade Unions. v) Affiliation with the central trade union organization All the trade unions do not necessarily shown these characteristics, yet many of the large trade unions do. General Features of Trade Unions: Coming out of a vast array of literature on the subject, here a few general features trade unions are detailed out: (1) The trade union is an association either of employers or employees or of independent workers. Accordingly, in India such unions may consist of i. Merchant¶s or employers¶ associations (like the Employers¶ Federation of India, the All-India Manufacturers¶ Organizations, and the All India Organization of Industrial Employers, the Tea Planters¶ Association of North India, the United Planters¶ Association of South India, the Indian Jute Mills Association, the Indian Sugar Mills Association the Bombay Mill Owners¶ Association, and the Indian Paper Mills Association; ii. The general labour unions iii. The friendly societies and iv. Combination of intellectual labour like (the All-India Teachers¶ Association; the All-India Bank Employees¶ Association; the All-India Medical Doctors¶ Association; the Railway men¶s Federation; National Federation of Posts and Telegraphs Workers; the All-India Mine Workers¶ Federation etc.) On the other hand, in England, the term ³trade union´ also refers to the associations of professional persons such as artists¶ federations, musicians¶ union etc. In China, they refer to the trade union as an association of members of manual wage earners in enterprises, institutions schools and also working class engaged in irregular employments. In the erstwhile USSR, they were a mass non-party public organization which units on a voluntary basis, the workers and other employees of all occupations. They are really the masses of workers and others employees around the party which are mobilized for the struggle to build a communist society.´ In USA, theses organizations are combinations of

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all persons in a given trade with the purpose of demanding and securing for each and all of them a definite minimum standard of wages, hours and conditions of works. It may , however , be noted that all similar organizations cannot truly be regarded as trade unions, because the associations of employers are concerned with influencing the terms of purchase of services in favor of their members which they need for performing particular tasks. The associations of professional persons too cannot be regarded as true trade unions because their main objectives are to improve the training and education of their members. Further, such associations include the self-employed as well as the employees. The trade union should, therefore, be regarded as an association only of workers or employees. Thinkers like the Webb¶s, Gunnison and others do not recognize the employers¶ associations and professional bodies as trade unions because they differ fundamentally from the workers¶ organizations. They are of the view that if professional associations are treated as trade unions, a similar problem may arise for associations of sellers of services, like traveling and commission agents, bankers, insurance and property brokers and hotel owners, and to include them within the fold of the trade unions would be cumbersome and undesirable. Sometimes, workers allow their employers to join their unions and vice versa. Such organization may be called trade combinations or mixed combinations as provided in the statutory provisions in Chile, France, Hungary and Romania. In India, such organizations have been referred to as quasi-unions. (2) Labour unions are relatively permanent association of workers and are not temporary or casual: They persist throughout the years and conceive of their purpose as on which is not merely immediate but continues. They do not expect to attain their objectives in a day because they anticipate and contemplate continuing stream of additional objectives to be adopted from time to time. The most frequently used techniques by trade union is collective bargaining by which is meant the subordination of individual employeremployee relationships, in so far as the latter involve determination of wages and other conditions of employment-agreements affecting all workers in a group, arrived at by means of bargaining carried on not by workers themselves but by their union representatives. (3) A Trade union is an association of workers who are engaged in securing economic benefits for its members: In other words it is essentially ³a cooperative labour marketing
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association.´ Its purpose is to secure control of the supply of labour in one or more markets and to maintain that control as a means of fixing the price of labour as well as the conditions under which it works. But this does not mean that the advancement of the economic interests of its members is the sole purpose of a trade union. As they also try to advance the social political and cultural complex co economic, legal, ethical and social problems, which can be understood and met only by knowing the facts and genesis of the viewpoint of organized labour in all its diversity, contradictions and shifting character and by considering this viewpoint in relation to developing social contradictions and social traditions. The trade unions of to-day are purist in character and by so slowly changing environment. The traditional concept of trade union functions which was to defend the workers¶ rights and interests against the employers and the state has now changed and been replaced by a new approach to its functions, namely: (i) Protection of workers and provision for their security; (ii) Improving the wages, conditions of work and standards of living; (iii) Raising the status of the workers as a part of industry and citizen of society; and (iv) Contributing in nation¶s socio-economic development (4) The character of trade unions has been constantly changing: The changes in technology and system of production create fresh problems. Trade unions change their methods and their working to adjust themselves to changing circumstances. Therefore, there has been no finality about trade unions their working and their methods. They have gradually evolved and have now come to occupy an important place in modern industrial order. ³From criminal and illegal associations, they have now become legalized and recognized institutions; from institutions which were only very small bodies, they have now become gigantic associations; form institutions that were primarily interested in the advancement of the cause of their own membership, they have now become institutions which are interested in the social, cultural and political development of the country´. The trade unions, thus, have made remarkable progress since their inception (5) The origin and growth of trade unions have been influenced by a number of ideologies: The socio economic and even political movements have influenced trade unions in one or the other way. The Marx and Engels¶ Theory of Class War influenced
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trade unionism in a number of ways. Their theory of class-conflict and dialectical materialism created a class of trade unionists who regarded labour organization as ³absolutely essential for bringing about a revolutionary and fundamental change in the social order.´ The proletariat must overthrow the present bourgeois class, capture state power and usher in a classless society because the capitalistic class has long defensive, namely, to fight for the maintenance of the existing wages, to demand (relatively) higher wages, and the betterment of the conditions of work. The socialists, followed by the Webb¶s, consider trade unionism to be an extension of the ³principle of democracy´ in the sphere of industry. They require trade unions to be institutions for overcoming managerial dictatorship to strengthen individual laborers¶ and to give them a voice in the determination of the conditions under which they have to work. The Webb¶s observed: ³If the democratic State is to attain its fullest and finest development, it is essential that the actual needs and desires of the human agents concerned should be the main consideration in determining the conditions of employment.´ Here, then, we find the special function of the trade union in the administration of industry. India, too has accepted ³the creation of industry democracy as a prerequisite of the establishment of a socialist society. Lenin characterized the trade union as ³an educational organization, a school administration, a school of economic management, a school of communism.´ In all socialist countries, it has been accepted that the trade unions have to take an active part in preparing laws concerning labour, production, and the way of life, culture and the implementation of these laws. There is no doubt there is a class conflict, but it is sought to be met through equality and collective agreements and joint consultations. The state recognizes the rights of the people to work, rest and leisure and maintenance in old age, sickness and disability, education and equal pay of equal work. The workers and managers have the same common purpose, namely, to promote the interests of the socialist state with which their own interest are bound up. Prof. Gosh observers, although modern unions¶ interest is the production problem of the industry or their concern with the broader social affairs like employment of price stabilization, may be explained as derivations from their primary interest-maintaining or improving or improving the conditions of their members¶ working lives it cannot explain the keenness with which many of the modern trade unions in different countries demand
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not only the right to be consulted in production problems and workers¶ welfare arrangements by the management, but also a direct share in the management itself. Demand for industrial democracy has always influenced a section of the working class, but, in the fifties of the 20th century the demand has gained particular intensity in the trade union circles of a large numbers of countries, including some underdeveloped ones. In fine, it can be said that the modern trade union retains four characteristics from its early origins: (i) It is economically ±oriented (ii) It is an instrument of defense. (iii) It implies class distinction (iv) It is an outcome of an individualistic society. Functions of Trade Unions The functions of modern trade unions are wide and more comprehensive than those of their forerunners. Generally speaking, these functions have been termed as ± (i) militant of protection functions, and (ii) fraternal, ministrant of positive functions. The former functions aim at securing better conditions of work and employment for members through militant activities such as strikes, gherao, etc. if there is failure of collective bargaining. The latter functions provide benefits to their members and support to them during strikes/lockouts or during periods so temporary unemployment by giving them financial support out of the funds raised with their contributions. One author has categorized the functions of trade union as intra-mural and extramural functions. The former include the welfare schemes of the unions within factory premises to improve workers¶ conditions of employment; regulation of hours of work, and provision of rest intervals, adequate wages, sanitation, safety and security; continuity of employment, etc. For performing theses functions, collective bargaining, negotiations and resort to a strike/lockout may be adopted. The latter include welfare schemes carried on with a view to help workers when in need of such assistance (medical of financial) during casualties, provision of education, recreational and housing facilities; provision of social and religious benefits, including payment of expenses of funeral or religious ceremonies for the deceased members of their dependants. All these measures are designed to inculcate the spirit of Cooperation among the workers.
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According to Samuel Gompers, ³Trade unions were born of the necessity of workers to protect and defend themselves from encroachment, injustice, and protect the workers in their inalienable right to higher and better life; to protect them, not only as equal before the law, but also in their rights to the product of labour, to protect their lives, their limbs, their health, the homes, their firesides, their liberties as men, as workers, as citizens, to overcome and conquer prejudice and antagonism, to secure them the fight to life, and the opportunity to maintain the result of their brain and brawn, and the civilization of which they are the founders and the mainstay. Before we give a consolidate picture of the functions/objectives of a trade union, it would be useful to glance at their functions in some countries. . In India, trade unions generally undertake the following functions: (i) To achieve higher wages and better working and living conditions for the members. (ii) To acquire control over industry by workers. (iii) To minimize the helplessness of the individual workers by making them stand-up unify and increasing their resistance power through collective bargaining; protecting the members against victimization and injustice by employers. (iv) To raise the status of the workers as partners in industry and citizens of society by demanding an increasing share for them in the management of industrial enterprises. (v) To generate self-confidence among the workers. (vi To encourage sincerity and discipline among workers. (vii) To take up welfare measures for improving the morale of the workers. The National Commission on Labour has underscored certain basic functions to which trade unions have to pay greater attention such as: 1. To secure fair wages for workers. 2. To safeguard the security or tenure and improve conditions of service. 3. To enlarge opportunities for promotion and training. 4. To improve working and living conditions. 5. To provide for educational, cultural and recreational facilities. 6. To cooperate and facilitate technological advancement by broadening the understanding of workers in the issues involved in their jobs. 7. To promote identity of interests of the workers with their industry.
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8. To offer responsive cooperation in improving levels of production and productivity, discipline and high standards of quality. 9. To promote individual and collective welfare.

TRADE UNION AND ITS IMPORTANCE The existence of a strong and recognized trade union is a pre-requisite to industrial peace. Decisions taken through the process of collective bargaining and negotiations between employer and unions are more influential. Trade unions play an important role and are helpful in effective communication between the workers and the management. They provide the advice and support to ensure that the differences of opinion do not turn into major conflicts. The central function of a trade union is to represent people at work. But they also have a wider role in protecting their interests. They also play an important educational role, organizing courses for their members on a wide range of matters. Seeking a healthy and safe working environment is also prominent feature of union activity. Trade unions help in accelerated pace of economic development in many ways as follows:  by helping in the recruitment and selection of workers.  by inculcating discipline among the workforce  by enabling settlement of industrial disputes in a rational manner  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 adjustment. Trade unions are a part of society and as such, have to take into consideration the national integration as well. Some important social responsibilities of trade unions include: promoting and maintaining national integration by reducing the number of industrial disputes incorporating a sense of corporate social responsibility in workers

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Features of trade unions: 1. It is an association either of employers or employees or of independent workers. They may consist of:a. Employers¶ association (eg. Employers Federation of India, Indian paper mill association, etc.) b. General labor unions c. Friendly societies d. Unions of intellectual labor (eg. All India Teachers Association) 2. It is formed on a continuous basis. It is a permanent body and not a casual or temporary one. They persist throughout the year. 3. It is formed to protect and promote all kinds of interests ±economic, political and social-of its members. The dominant interest with which a union is concerned is, however, economic. 4. It achieves its objectives through collective action and group effort. Negotiations and collective bargaining are the tools for accomplishing objectives.

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INDUSTRY PROFILE
The Indian telecommunication industry is the world's fastest growing industry with 791.38 million mobile phone subscribers as of February 2011. It is also the second largest telecommunication network in the world in terms of number of wireless connections after China. See List of countries by number of mobile phones in use. As the fastest growing telecommunications industry in the world, it is projected that India will have 1.159 billion mobile subscribers by 2013. Furthermore, projections by several leading global consultancies indicate that the total number of subscribers in India will exceed the total subscriber count in the China by 2013. The industry is expected to reach a size of 344,921 crore (US$76.57 billion) by 2012 at a growth rate of over 26 per cent, and generate employment opportunities for about 10 million people during the same period. According to analysts, the sector would create direct employment for 2.8 million people and for 7 million indirectly In 2008-09 the overall telecom equipments revenue in India stood at 136,833 crore (US$30.38 billion) during the fiscal, as against 115,382 crore (US$25.61 billion) a year before. A large population, low telephony penetration levels, and a rise in consumer spending power have helped make India the fastest-growing telecom market in the world. The market's first operator was the state-owned Bharat Sanchar Nigam Limited (BSNL), created by corporatization of the Indian Telecommunication Service, a government unit formerly responsible for provision of telephony services. Subsequently, after the telecommunication policies were revised to allow private operators, companies such as Bharti Airtel, Reliance Communications, Tata Indicom, Idea Cellular, Aircel and Loop Mobile have entered the market (Bharti Airtel currently being the largest telecom company in India). In the fiscal year 2008-09, rural India outpaced urban India in mobile growth rate.

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The total number of telephones in the country stands at 826.25 million, while the overall tele-density has increased to 69.29% as of Feb 28th, 2011.Mobile telephony experiences growths at rates such as 18.98 million subscribers a month, which were added in October 2010. Introduction of the telephone In 1880, two telephone companies namely The Oriental Telephone Company Ltd. and The Anglo-Indian Telephone Company Ltd. approached the Government of India to establish telephone exchanges in India. The permission was refused on the grounds that the establishment of telephones was a Government monopoly and that the Government itself would undertake the work. In 1881, the Government later reversed its earlier decision and a license was granted to the Oriental Telephone Company Limited of England for opening telephone exchanges at Calcutta, Bombay, Madras and Ahmedabad and the first formal telephone service was established in the country. On the 28th January 1882, Major E. Baring, Member of the Governor General of India's Council declared open the Telephone Exchanges in Calcutta, Bombay and Madras. The exchange in Calcutta named the "Central Exchange´, was opened at third floor of the building at 7, Council House Street, with a total of 93 subscribers. Later that year, Bombay also witnessed the opening of a telephone exchange. Indian telecom sector: recent policies
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All villages shall receive telecom facilities by the end of 2002. A Communication Convergence Bill introduced in the Parliament on August 31, 2001 is presently before the Standing Committee of Parliament on Telecom and IT.

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National Long Distance Service (NLD) is opened for unrestricted entry. The International Long Distance Services (ILDS) have been opened to competition.

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The basic services are open to competition. In addition to the existing three, a fourth cellular operator, one each in four metros and thirteen circles, has been permitted. Cellular operators have been permitted to
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provide all types of mobile services including voice and non-voice messages, data services and PCOs utilizing any type of network equipment, including circuit and/or package switches that meet certain required standards.
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Policies allowing private participation have been announced as per the New Telecom Policy (NTP), 1999 in several new services, which include Global Mobile Personal Communication by Satellite (GMPCS) Service, digital Public Mobile Radio Trunked Service (PMRTS) and Voice Mail/ Audiotex/ Unified Messaging Services.

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Wireless Local Loop (WLL) has been introduced to provide telephone connections in urban, semi-urban and rural areas promptly.

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Two telecom PSUs, VSNL and HTL have been disinvested. Steps are being taken to fulfill Universal Service Obligation (USO), funding, and administration.

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A decision to permit Community Phone Service has been announced. Multiple Fixed Service Providers (FSPs) licensing guidelines were announced. Internet Service Providers (ISPs) have been allowed to set up International Internet Gateways, both Satellite and Landing stations for submarine optical fiber cables.

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Two categories of infrastructure providers have been allowed to provide end-toend bandwidth and dark fiber, right of way, towers, duct space etc.

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Guidelines have been issued by the Government to open up Internet telephony (IP).

Emergence as a major player In 1975, the Department of Telecom (DoT) was separated from Indian Post & Telecommunication Accounts and Finance Service. DoT was responsible for telecom services in entire country until 1985 when Mahanagar Telephone Nigam Limited (MTNL) was carved out of DoT to run the telecom services of Delhi and Mumbai. In 1990s the telecom sector was opened up by the Government for private investment as a part of Liberalizations-Privatization-Globalization policy. Therefore, it became necessary to separate the Government's policy wing from its operations wing. The Government of
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India corporatized the operations wing of DoT on 1 October 2000 and named it as Bharat Sanchar Nigam Limited (BSNL). Many private operators, such as Reliance Communications, Tata Indicom, Vodafone, Loop Mobile, Airtel, Idea etc., successfully entered the high potential Indian telecom market. Privatization of telecommunications in India The Indian government was composed of many factions (parties) which had different ideologies. Some of them were willing to throw open the market to foreign players (the centrists) and others wanted the government to regulate infrastructure and restrict the involvement of foreign players. Due to this political background it was very difficult to bring about liberalization in telecommunications. When a bill was in parliament a majority vote had to be passed, and such a majority was difficult to obtain, given to the number of parties having different ideologies. Liberalization started in 1981 when Prime Minister Indira Gandhi signed contracts with Alcatel CIT of France to merge with the state owned Telecom Company (ITI), in an effort to set up 5,000,000 lines per year. But soon the policy was let down because of political opposition. She invited Sam Pitroda a US based Non-resident Indian NRI to set up a Center for Development of Telematics(C-DOT), however the plan failed due to political reasons. During this period, after the assassination of Indira Gandhi, under the leadership of Rajiv Gandhi, many public sector organizations were set up like the Department of Telecommunications (DoT) , VSNL and MTNL. Many technological developments took place in this regime but still foreign players were not allowed to participate in the telecommunications business. The demand for telephones was ever increasing. It was during this period that the Narsimha Rao-led government introduced the national telecommunications policy [NTP] in 1994 which brought changes in the following areas: ownership, service and regulation of telecommunications infrastructure. They were also successful in establishing joint ventures between state owned telecom companies and international players. But still complete ownership of facilities was restricted only to the government owned

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organizations. Foreign firms were eligible to 49% of the total stake. The multi-nationals were just involved in technology transfer, and not policy making. During this period, the World Bank and ITU had advised the Indian Government to liberalize long distance services in order to release the monopoly of the state owned DoT and VSNL; and to enable competition in the long distance carrier business which would help reduce tariff's and better the economy of the country. The Rao run government instead liberalized the local services, taking the opposite political parties into confidence and assuring foreign involvement in the long distance business after 5 years. The country was divided into 20 telecommunication circles for basic telephony and 18 circles for mobile services. These circles were divided into category A, B and C depending on the value of the revenue in each circle. The government threw open the bids to one private company per circle along with government owned DoT per circle. For cellular service two service providers were allowed per circle and a 15 years license was given to each provider. During all these improvements, the government did face oppositions from ITI, DoT, MTNL, VSNL and other labor unions, but they managed to keep away from all the hurdles. After 1995 the government set up TRAI (Telecom Regulatory Authority of India) which reduced the interference of Government in deciding tariffs and policy making. The DoT opposed this. The political powers changed in 1999 and the new government under the leadership of Atal Bihari Vajpayee was more pro-reforms and introduced better liberalization policies. They split DoT in two- one policy maker and the other service provider (DTS) which was later renamed as BSNL. The proposal of raising the stake of foreign investors from 49% to 74% was rejected by the opposite political party and leftist thinkers. Domestic business groups wanted the government to privatize VSNL. Finally in April 2002, the government decided to cut its stake of 53% to 26% in VSNL and to throw it open for sale to private enterprises. TATA finally took 25% stake in VSNL. This was a gateway to many foreign investors to get entry into the Indian Telecom Markets. After March 2000, the government became more liberal in making policies and issuing licenses to private operators. The government further reduced license fees for
25

cellular service providers and increased the allowable stake to 74% for foreign companies. Because of all these factors, the service fees finally reduced and the call costs were cut greatly enabling every common middle class family in India to afford a cell phone. Nearly 32 million handsets were sold in India. The data reveals the real potential for growth of the Indian mobile market. In March 2008 the total GSM and CDMA mobile subscriber base in the country was 375 million, which represented a nearly 50% growth when compared with previous year. As the unbranded Chinese cell phones which do not have International Mobile Equipment Identity (IMEI) numbers pose a serious security risk to the country, Mobile network operators therefore planned to suspend the usage of around 30 million mobile phones (about 8 % of all mobiles in the country) by 30 April. 5±6 years the average monthly subscribers additions were around 0.05 to 0.1 million only and the total mobile subscribers base in December 2002 stood at 10.5 millions. However, after a number of proactive initiatives were taken by regulators and licensors, the total number of mobile subscribers has increased greatly to 706.69 million subscribers as of Oct 31st 2010. India has opted for the use of both the GSM (global system for mobile communications) and CDMA (code-division multiple access) technologies in the mobile sector. In addition to landline and mobile phones, some of the companies also provide the WLL service. The mobile tariffs in India have also become lowest in the world. A new mobile connection can be activated with a monthly commitment of US$0.15 only. In 2005 alone additions increased to around 2 million per month in the year 2003-04 and 2004-05. In June 2009, the Government of India banned the import of several mobile phones manufactured in China citing concerns over quality and the lack of IMEI's which make it difficult for authorities in India to track the sale and use of such phones. In April 2010, the Government was also reported to be blocking Indian service providers from purchasing Chinese mobile technology citing concerns that Chinese hackers could compromise the Indian telecommunications network during times of national emergency. A series of attacks on Indian government websites and computer networks by suspected Chinese hackers has also made Indian regulators suspicious with regards to the import of
26

potentially sensitive equipment from China. The companies reported to be affected by this are Huawei Technologies and ZTE. Telecommunications Regulatory Environment in India LIRNEasia's Telecommunications Regulatory Environment (TRE) index, which summarizes stakeholders¶ perception on certain TRE dimensions, provides insight into how conducive the environment is for further development and progress. The most recent survey was conducted in July 2008 in eight Asian countries, including Bangladesh, India, Indonesia, Sri Lanka, Maldives, Pakistan, Thailand, and the Philippines. The tool measured seven dimensions: i) market entry; ii) access to scarce resources; iii) interconnection; iv) tariff regulation; v) anti-competitive practices; and vi) universal services; vii) quality of service, for the fixed, mobile and broadband sectors. The results for India, point out to the fact that the stakeholders perceive the TRE to be most conducive for the mobile sector followed by fixed and then broadband. Other than for Access to Scarce Resources the fixed sector lags behind the mobile sector. The fixed and mobile sectors have the highest scores for Tariff Regulation. Market entry also scores well for the mobile sector as competition is well entrenched with most of the circles with 4-5 mobile service providers. The broadband sector has the lowest score in the aggregate. The low penetration of broadband of mere 3.87 against the policy objective of 9 million at the end of 2007 clearly indicates that the regulatory environment is not very conducive. Revenue and growth The total revenue in the telecom service sector was 86,720 crore (US$19.3 billion) in 2005-06 as against 71,674 crore (US$15.9 billion) in 2004-2005, registering a growth of 21%.estimted revenue of FY'2011 is Rs.835 Bn (US$ 19 Bn Approx).The total investment in the telecom services sector reached 200,660 crore (US$44.5 billion) in 2005-06, up from 178,831 crore (US$39.7 billion) in the previous fiscal.[26]

Telecommunication is the lifeline of the rapidly growing Information Technology industry. Internet subscriber base has risen to more than a 100 million in 2010.[27] Out of this 11.47 million were broadband connections. More than a billion people use the
27

internet globally. Under the Bharat Nirman Programme, the Government of India will ensure that 66,822 revenue villages in the country, which have not yet been provided with a Village Public Telephone (VPT), will be connected. However doubts have been raised about what it would mean for the poor in the country. Next generation networks In the Next Generation Networks, multiple access networks can connect customers to a core network based on IP technology. These access networks include fibre optics or coaxial cable networks connected to fixed locations or customers connected through Wi-Fi as well as to 3G networks connected to mobile users. As a result, in the future, it would be impossible to identify whether the next generation network is a fixed or mobile network and the wireless access broadband would be used both for fixed and mobile services. It would then be futile to differentiate between fixed and mobile networks ± both fixed and mobile users will access services through a single core network. Indian telecom networks are not so intensive as developed country¶s telecom networks and India's teledensity is low only in rural areas. 670,000 route kilometers (419,000 miles) of optical fibres has been laid in India by the major operators, even in remote areas and the process continues. BSNL alone has laid optical fibre to 30,000 Telephone Exchanges out of their 36 Exchanges. Keeping in mind the viability of providing services in rural areas, an attractive solution appears to be one which offers multiple service facility at low costs. A rural network based on the extensive optical fibre network, using Internet Protocol and offering a variety of services and the availability of open platforms for service development, viz. the Next Generation Network, appears to be an attractive proposition. Fibre network can be easily converted to Next Generation network and then used for delivering multiple services at cheap cost. Mobile Number Portability (MNP) TRAI announced the rules and regulations to be followed for the Mobile Number Portability in their draft release on 23 September 2009. Mobile Number Portability
28

(MNP) allows users to retain their numbers, while shifting to a different service provider provided they follow the guidelines set by TRAI. Once a customer changes his/her service provider & retaining the same mobile number they are expected to hold the mobile number with a given provider for at least 90 days, before they decide to move to another service provider. This restriction is set in place to keep a check on exploitation of MNP services provided by the service providers. As per news reports, Government of India decided to implement MNP from December 31, 2009 in Metros & category µA¶ service areas and by March 20, 2010 in rest of the country. It has been postponed to March 31, 2010 in Metros & category 'A' service areas. However, time and time again, lobbying by the state-run firms, BSNL and MTNL has resulted in innumerable delays in the implementation of Mobile Number portability. The latest reports suggest BSNL and MTNL are finally ready to implement the Mobile Number Portability by October 31, 2010. A press release by the Department of Telecommunications on 30 June 2010 said "Keeping the complexity and enormity of the testing involved before MNP is implemented and keeping in view the present status of implementation by various operators, it has now been decided to extend the time line for implementation of MNP to 31st October 2010." A news report on 25 November 2010 said Mobile Number Portability (MNP) was finally launched in Haryana. The MNP service inaugurate by the Union Minister of Communications & IT Mr. Kapil Sibal by making the inaugural call to Shri Bhupindrer Singh Hooda, the Chief Minister of Haryana from a ported mobile number in function held at Rohtak city. Another news report said it will be implemented across India on January 20, 2011. Even as DoT has recommended a porting fee of Rs. 19, some operators such as Idea Cellular may consider waiving off the porting charges.

29

COMPANY PROFILE
Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th largest telecommunications Company providing comprehensive range of telecom services in India: Wire line, CDMA mobile, GSM Mobile, Internet, Broadband, Carrier service, MPLS-VPN, VSAT, VoIP services, IN Services etc. Presently it is one of the largest & leading public sector units in India. BSNL has installed Quality Telecom Network in the country and now focusing on improving it, expanding the network, introducing new telecom services with ICT applications in villages and wining customer's confidence. Today, it has about 46 million line basic telephone capacity, 8 million WLL capacity, 52 Million GSM Capacity, more than 38302 fixed exchanges, 46565 BTS, 3895 Node B (3G BTS), 287 Satellite Stations, 614755 Rkm of OFC Cable, 50430 Rkm of Microwave Network connecting 602 Districts, 7330 cities/towns and 5.6 Lakhs villages.BSNL is the only service provider, making focused efforts and planned initiatives to bridge the RuralUrban Digital Divide ICT sector. In fact there is no telecom operator in the country to beat its reach with its wide network giving services in every nook & corner of country and operates across India except Delhi & Mumbai. Whether it is inaccessible areas of Siachen glacier and North-eastern region of the country. BSNL serves its customers with its wide bouquet of telecom services. BSNL is number one operator of India in all services in its license area. The company offers vide ranging & most transparent tariff schemes designed to suite every customer. BSNL cellular service, Cell One, has 55,140,282 2G cellular customers and 88,493 3G customers as on 30.11.2009. In basic services, BSNL is miles ahead of its rivals, with 35.1 million Basic Phone subscribers i.e. 85 per cent share of the subscriber base and 92 percent share in revenue terms. BSNL has more than 2.5 million WLL subscribers and 2.5 million Internet Customers who access Internet through various modes viz. Dial-up, Leased Line, DIAS, and Account Less Internet (CLI). BSNL has been adjudged as the NUMBER ONE ISP in the country. BSNL has set up a world class multi-gigabit, multi-protocol convergent IP infrastructure that provides convergent services like voice, data and video through the same Backbone and Broadband Access Network. At present there are 0.6 million Data One broadband customers.
30

The company has vast experience in Planning, Installation, network integration and Maintenance of Switching & Transmission Networks and also has a world class ISO 9000 certified Telecom Training Institute. Scaling new heights of success, the present turnover of BSNL is more than Rs.351, 820 million (US $ 8 billion) with net profit to the tune of Rs.99, 390 million (US $ 2.26 billion) for last financial year. The infrastructure asset on telephone alone is worth about Rs.630, 000 million (US $ 14.37 billion). The turnover, nationwide coverage, reach, comprehensive range of telecom services and the desire to excel has made BSNL the No. 1 Telecom Company of India. With a corporate philosophy that considers Human Resource as the most prized assets of the organization, it's natural for BSNL to continually hone employee skills, enhance their knowledge and their expertise and their aspirations to fruition. Even as BSNL goes about conducting its business activities, it lays emphasis on constant enhancement of knowledge and skills through regular training programmes. Bharat Sanchar Nigam Limited has a vast reservoir of highly skilled and experienced work force of about 3, 57,000 personnel. We believe that our staff, which is one of the best trained manpower in the telecom sector, is our biggest asset. We believe that our future depends on our staff that provide services to our valued customers and stay in touch with them. To meet the technological challenges, employees are trained for technology up-gradation, modernization, computerization etc in BSNL's training Centers spread across Country. These centers are properly equipped with the requisite infrastructure facilities such as Lecture rooms, modern audio-visual aids, libraries, hostels etc. To apex training centers of BSNL i.e. Advance level Telecom Training Center (ALTTC) at Ghaziabad and Bharat Ratna Bhimrao Telecom Training Center at Jabalpur are comparable to any world class Telecom Training Center. Moreover, 43 zonal training centers and a National Academy of Telecom Finance and Management have been running for several years now. Different curriculum run in these centers to impart technology based training, training for attitudinal change, basic educational and skill development program etc. Distribution of Group-wise staff strength of BSNL (numbers) as on 31st March 2009 is indicated below:

31

SERVICES BY BSNL:

LANDLINE BSNL is the largest telecom operator in India and is known to everybody for Basic Telephony Services for over 100 years. Presently the Plain old, Countrywide telephone service is being provided through 32,000 electronic exchanges, 326 Digital Trunk Automatic Exchanges (TAX), Digitalized Public Switched Telephone Network (PSTN) all interlinked by over 2.4 lakh km of Optical Fiber Cable, with a host of Phone Plus

32

value additions to our valued Customers. BSNL's telephony network expands throughout the vast expanses of the country reaching to the remotest part of the country. MOBILE India's fastest growing cellular service, along with postpaid and prepaid services brings cellular telephony to the masses, through innovative technology and strategic pricing.

This ambitious service uses state-of-the-art GSM technology to attain global excellence and leadership in business. Our entry into this sector has brought GSM cellular service at an affordable cost to the common man. All serving a single objective, to provide better communication to millions across India. Customers have reposed tremendous faith in BSNL and it has enrolled over 30 Lakh Cellular customers within ten months of launch of Cellular service, an unprecedented mark in Indian Cellular Market. WiMAX is a unique technology being deployed by BSNL for the first time in India. This technology provides fixed as well as fully mobile high speed broadband connectivity along with roaming feature. It provides users a thrilling Internet browsing experience. Connecting to WiMAX: BSNL offers large variety of Customer Premises Equipments (CPE) including Outdoor, Indoor and USB dongles from which customers can choose as per their application requirements. 1. Indoor: Best suited for Home/Office users. Can be used in moving vehicle also 2. Dongle: Small Dongle can be connected directly to PC / Laptop via USB port. 3. Outdoor: Suitable for remote and rural areas. Can be used up to 15 Km distance (Line of sight) from BTS site.

33

INTERNET BSNL is India's no. 1 Internet service provider with more than 17 lakh subscribers, providing Internet service throughout the entire country (except in New Delhi and Mumbai) under the brand name of "Sancharnet". Sancharnet provides free all India roaming and enables it's users to access their accounts, using the same access code (172233) and user ID from anywhere in the Country. In order to make Internet available throughout the length and breadth of the Country Internet Dhabas are being commissioned at all the Block Headquarters. BSNL has also started DIAS and Account free internet access (CLI based) facility on few select cities recently. BROADBAND BSNL is in the process of commissioning of a world class, multi-gigabit, multi-protocol, convergent IP infrastructure through National Internet Backbone-II (NIB-II), that will provide convergent services through the same backbone and broadband access network. The Broadband service will be available on DSL technology (on the same copper cable that is used for connecting telephone), on a countrywide basis spanning 198 cities. In terms of infrastructure for broadband services NIB-II would put India at par with more advanced nations. The services that would be supported includes always-on broadband access to the Internet for residential and business customers, Content based services, Video multicasting, Video-on-demand and Interactive gaming, Audio and Video conferencing, IP Telephony, Distance learning, Messaging: plain and feature rich, Multisite MPLS VPNs with Quality of Service (QoS) guarantees. The subscribe will be able to access the above services through Subscriber Service Selection System (SSSS) portal.

INTELLIGENT NETWORK Recognizing the rising expectations and requirements of the customers, BSNL endeavors to harness the rewards of telecom revolution. Towards this, we have redefined the term 'telecom service' by introducing value added services in the form of intelligent network.
34

This technology makes possible, time and cost effective services, optimized solutions, meeting the exact needs of the customers, in additional business for you. ISDN ISDN Has emerged as a powerful tool worldwide for provisioning of different services like voice, data and image transmission over the telephone line through the telephone network. ISDN is being viewed as the logical extension of the digitalization of telecommunication network and most developed countries are in different stages of implementing ISDN. An ISDN subscriber can establish two simultaneous independent calls (except when the terminal equipment is such that it occupies two 'B' channels for one call itself like in video conferencing etc.) on existing pair of wires of the telephone line (Basic rate ISDN) where as only one call is possible at present on the analog line /telephone connection. The two simultaneous calls in ISDN can be of any type like speech, data, image etc. The call setup time for a call between two ISDN subscribers is very short, of the order of 1 to 2 seconds. ISDN also supports a whole new set of additional facilities, called Supplementary Services.

35

Table: 4.1 Q) Trade unions necessary to strengthen work:
Response Strongly agree Agree Disagree Strongly disagree Total No of respondents 47 85 0 0 132 Percentage 36 64 0 0 100

Chart: 4.1 Trade unions necessary to strengthen work
64

36

0 strogly agree agree disagree

0 strongly disagree

INTERPRETATION: From the survey 36% of employees strongly agree and 64% agree that trade unions are necessary to strengthen employees at work.

36

Table: 4.2 Q) Do you participate in trade union activities:
Response Yes No Total No of respondents 46 86 132 Percentage 35 65 100

Chart: 4.2 participation in trade union activities

yes 35%

no 65%

INTERPRETATION: Of the total sample 35% of the employees actively participate in trade union work and 65% of them do not participate.

37

Table: 4.3 Q) Reason for being a member in trade union:
Response Its very beneficial Because friends asked No reasons Total No of respondents 63 69 0 132 Percentage 48 52 0 100

Chart: 4.3 Reason for being a member in trade union

no reasons

0

because friends asked

52

its very benificial

48

INTERPRETATION: The reason for being in union, 48% of the employees feel it¶s very beneficial and 52% joined because their friends asked to join.

38

Table: 4.4 Q) Name of the trade union you belong
Response FNTO BSNLEU NFTE(BSNL) others total No of respondents 35 29 42 26 132 Percentage 26% 22% 32% 20% 100

Chart: 4.4 Name of the trade union employees belong
Others 20%

FNTO 26%

NFTE(BSNL) 32%

BSNLEU 22%

39

Table: 4.5 Q) Majority union is selected through secret ballot:
Response Yes No total No of respondents 132 0 132 Percentage 100% 0 100%

Chart: 4.5 Majority union is selected through secret ballot
100

0 yes no

INTERPRETATION: All have agreed that selection of majority union is through secret ballot.

40

Table: 4.6 Q) The recognized Union protects the interests of the workers?
Response Strongly agree Agree Disagree Strongly disagree Total No of respondents 45 48 39 0 132 Percentage 34 36 30 0 100

Chart: 4.6 The recognized Union protects the interests of the workers

34

36 30

0 strongly agree agree disagree strongly disagree

INTERPRETATION: 34% of the employees have strongly agreed. 36% of the employees have agreed. And 30% have disagreed.

41

Table: 4.7 Q) Opinion about the functioning of the union in your organization.
Response Highly satisfied Satisfied Dissatisfied Highly dissatisfied total No of respondents 44 67 21 0 132 Percentage 33 50 17 0 100

Chart: 4.7 Opinion about the functioning of the union in the organization
highly dissatisfied 0

dis satisfied

17

satisfied

50

highly satisfied

33

INTERPRETATION: 33% of the employees are highly satisfied. 50% of the employees are satisfied. 17% of the employees are dissatisfied.

42

Table: 4.8 Q) Internal democracy prevails in the Trade Unions here
Response Strongly agree Agree Disagree Strongly disagree Total No of respondents 42 86 4 0 132 Percentage 32% 65% 3% 0% 100%

Chart: 4.8 Internal democracy prevails in the Trade Unions
80 70 60 50 40 30 20 10 0 strongly agree agree disagree strongly disagree 3 0 32 65

INTERPRETATION: 32% of the employees strongly agree. 65% of the employees agree. 3% of the employees disagree.

43

Table: 4.9 Q) The recognized union represents the cases of all workers irrespective of their union affiliation:
Response Strongly agree Agree Disagree Strongly disagree Total No of respondents 4 59 69 0 132 Percentage 3% 45% 52% 0% 100%

Chart: 4.9 The union represents the cases of all workers irrespective of their union affiliation
60 50 40 30 20 10 0 strongly agree Series1 3 agree 45 disagree 52 strongly disagree 0

INTERPRETATION: 3% of the employees strongly agree. 45% of the employees agree. And 52% of the employees disagree.

44

Table: 4.10 Q) Trade union leaders are competent enough to organize the trade union activities.
Response Strongly agree Agree Disagree Strongly disagree Total No of respondents 35 66 31 0 132 Percentage 27% 50% 23% 0% 100%

Chart: 4.10 Trade union leaders are competent enough
strongly agree agree disagree 0% 23% 27% strongly disagree

50%

INTERPRETATION: 27% of the employees strongly agree. 50% of the employees agree. And 23% of the employees disagree.

45

Table: 4.11 Q) The Union & Management have clear understanding in dealing with the union related matter:
Response Yes No Total No of respondents 132 0 132 Percentage 100% 0% 100%

Chart: 4.11 The Union & Management have clear understanding in union related matter
no 0%

yes 100%

INTERPRETATION: all the employees have answered yes.

46

Table: 4.12 Q) Having unions in organization have always benefited the employees?
Response Strongly agree Agree Disagree Strongly disagree Total No of respondents 37 66 29 0 132 Percentage 28% 50% 22% 0% 100%

Chart: 4.12 Having unions in organization have always benefited the employees
60 50 40 30 20 10 0 strongly agree Series1 28 agree 50 disagree 22 strongly disagree 0

INTERPRETATION: 28% of the employees strongly agree. 50% of the employees agree And 22% of the employees disagree.

47

Table: 4.13 Q) The meetings between Union & Management help to resolve most of the worker related problems.
Response Strongly agree Agree Disagree Strongly disagree Total No of respondents 43 89 0 0 132 Percentage 33% 67% 0 0 100%

Chart: 4.13 meetings between Union & Management help to resolve most of the worker related problems.

67

33

0 strongly agree agree disagree

0 strongly disagree

INTERPRETATION: 33% of the employees have strongly agreed. And 67% of the employees have agreed.

48

Table: 4.14 Q) The union doesn¶t take unilateral decisions in respect of the matters that affect workmen
Response Strongly agree Agree Disagree Strongly disagree total No of respondents 53 79 0 0 132 Percentage 40% 60% 0 0 100%

Chart: 4.14 The union doesn¶t take unilateral decisions
strongly disagree 0

disagree

0

agree

60

strongly agree

40

INTERPRETATION: 40% of the employees strongly agree. And 60% of the employees agree with this.

49

Table: 4.15 Q) Most of the major issues such as wages, allowances & promotion policy etc., are decided through union meetings
Response Strongly agree Agree Disagree Strongly disagree total No of respondents 16 95 21 0 132 Percentage 12% 72% 16% 0 100%

Chart: 4.15 Most of the major issues are decided through union meetings
strongly agree agree 0% 16% disagree strongly disagree

12%

72%

INTERPRETATION: 12% of the employees strongly agree. 72% of the employees agree. And 16% of the employees disagree.
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Table: 4.16 Q) The prevailing policies of union yet to be improved:
Response Yes No Total No of respondents 91 41 132 Percentage 69% 31% 100%

Chart: 4.16 The prevailing policies of union yet to be improved
yes no

31%

69%

INTERPRETATION: 69% of the employees feel that prevailing policy of the union have to be improved yet. And 31% of them don¶t feel so.

51

Table: 4.17 Q) All workers irrespective of their union affiliation get the equal opportunities in service matters such as promotions etc.
Response Strongly agree Agree Disagree Strongly disagree total No of respondents 44 88 0 0 132 Percentage 33% 67% 0 0 100%

Chart: 4.17 All workers irrespective of their union affiliation get the equal opportunities
strongly disagree 0

disagree

0

agree

67

strongly agree

33

INTERPRETATION: 33% of the employees strongly agree. 67% of the employees agree. And none disagree.

52

Table: 4.18 Q) Union serve as a major platform in resolving work related problems.
Response Strongly agree Agree Disagree Strongly disagree Total No of respondents 47 85 0 0 132 Percentage 36% 84% 0 0 100%

Chart: 4.18 Union serve as a major platform in resolving work related problems
70 60 50 40 30 20 10 0 strongly agree Series1 36 agree 64 disagree 0 strongly disagree 0

INTERPRETATION: 36 % of the employees strongly agree. And 64% of them agree with it.

53

Table: 4.19 Q) Are you well known of the benefits of having trade unions in organization?
Response Yes No Total No of respondents 132 0 132 Percentage 100% 0 100%

Chart: 4.19 well known of the benefits of having trade unions in organization

100

0 yes no

INTERPRETATION: All the employees are well known about the benefits of having trade union in organization.

54

Table: 4.20 Q) Trade unions help in development & improvement of organization?
Response Strongly agree Agree Disagree Strongly disagree total No of respondents 44 88 0 0 132 Percentage 33% 67% 0 0 100%

Chart: 4.20 Trade unions help in development & improvement of organization
strongly disagree 0

disagree

0

agree

67

strongly agree

33

INTERPRETATION: 33% of the employees strongly agree. 67% of the employees agree.

55

Table: 4.21 Q) Each and every employee has to play an active part in the better functioning of trade unions?
Response Strongly agree Agree Disagree Strongly disagree Total No of respondents 10 36 86 0 132 Percentage 8% 27% 65% 0 100%

Chart: 4.21 Each and every employee has to play an active part in the better functioning of trade unions

65

27 8 0 strongly agree agree disagree strongly disagree

INTERPRETATION: 8% of the employees strongly agree. 27% of the employees agree And 65% of them disagree.

56

Table: 4.22 Q) From the origin period till now overall the trade union importance and effectiveness is?
Response Growing from time-time Neutral Declining Total No of respondents 43 45 44 132 Percentage 33% 34% 33% 100%

Chart: 4.22 the origin period till now overall the trade union importance and effectiveness is

33% 33%

34%

INTERPRETATION: 33% of them feel its growing from time-time. 34% of them feel it¶s neutral. 33% of them feel its declining.

57

Table: 4.23 Q) Have ever thought that trade unions are not necessary for the organization?
Response Always Often Sometimes Never total No of respondents 0 0 124 8 132 Percentage 0% 0% 94% 6% 100%

Chart: 4.23 ever thought that trade unions are not necessary for the organization

94

0 always

0 often sometimes

6 never

INTERPRETATION: 94% of the employees sometimes had thought so 6% of the employees never feel so.

58

Table: 4.24 Q) Have you felt that you cannot finish your office because of taking part in union work?
Response Always Often Sometimes Never Total No of respondents 0 41 53 38 132 Percentage 0 31% 40% 29% 100%

Chart: 4.24 cannot finish your office because of taking part in union work
never 29

sometimes

40

often

31

always

0

INTERPRETATION: 31% of the employees often feel that they can¶t finish the work, 40% of the employees sometimes. And 29% of the employees never feel so.

59

CHI ± SQUARE TEST
Aim: To test the relationship between the gender of the employee and reason for them being in trade union. Ho: There is no significant difference between the gender of the employee and reason for them being in trade union. H1: There is significant difference between the gender of the employee and reason for them being in trade union.

gender * q3 Crosstabulation Count q3 its very beneficial gender male female Total 29 34 63 because my friends asked 24 45 69 Total 53 79 132

Chi-Square Tests Asymp. Sig. (2Value Pearson Chi-Square Continuity Correction Likelihood Ratio Fisher's Exact Test Linear-by-Linear Association N of Valid Cases 1.721 132 1 .190
b

Exact Sig. (2sided)

Exact Sig. (1sided)

df
a

sided) 1 1 1 .188 .255 .188

1.734

1.298 1.736

.216

.127

a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 25.30. b. Computed only for a 2x2 table

INFERENCE: P value is >.005 so Ho is accepted. Therefore there is no significant difference between the gender of the employee and reason for them being in trade union.

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Aim: To test whether more experienced employees finds that the trade union importance
is growing from time-time.

Ho: There is no significant difference between the experience of the employee and their
opinion towards trade union growth

H1: There is significant difference between the experience of the employee and their
opinion towards trade union growth.
Exp Observed N <5yrs 5-10yrs 10-20yrs 20-30yrs >30yrs Total 2 13 36 49 32 132 Expected N 26.4 26.4 26.4 26.4 26.4 Residual -24.4 -13.4 9.6 22.6 5.6

q23 Observed N growing from time-time neutral declining 32 Total 43 45 43 1 132 Expected N 33.0 33.0 33.0 33.0 Residual 10.0 12.0 10.0 -32.0

61

Test Statistics exp Chi-Square df Asymp. Sig. 53.379
a

q23 41.455
b

4 .000

3 .000

a. 0 cells (.0%) have expected frequencies less than 5. The minimum expected cell frequency is 26.4. b. 0 cells (.0%) have expected frequencies less than 5. The minimum expected cell frequency is 33.0.

INFERENCE: P value is <.005 so Ho is rejected.
Therefore it¶s that more experienced employees find that the trade union¶s importance is growing from time-time.

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T-TEST
Aim: To test whether the all employees who agree that trade unions are needed, will actively participate in union work. Ho: = all the employees who agree that trade unions are needed, will actively

participate in union work. H1:  all the employees who agree that trade unions are needed will actively

participate in union work.
Group Statistics q2 q1 Yes No N 49 83 Mean 1.73 1.60 Std. Deviation .446 .492 Std. Error Mean .064 .054

Independent Samples Test Levine¶s Test for Equality of Variances t-test for Equality of Means 95%

Std. Error F qEqual variances assumed 1 Equal variances not assumed 10.843 Sig. .001 T 1.543 1.583 df 130 108.904 Sig. (2-tailed) .125 .116 Mean Difference .132 .132 Difference .086 .084

Lo

INFERENCE: P value is <0.05 so Ho is rejected. Therefore, the all employees who agree that trade unions are needed are not actively participating in union work.

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Aim: To find whether the employee¶s who are dissatisfied with the functioning of trade unions mainly wants the prevailing policies of union to be improved. Ho: = employee¶s who are dissatisfied with the functioning of trade unions mainly

wants the prevailing policies of union to be improved. H1:  employee¶s who are dissatisfied with the functioning of trade unions mainly

wants the prevailing policies of union to be improved.

Group Statistics q16 q7 Yes No N 90 42 Mean 2.12 1.19 Std. Deviation .577 .397 Std. Error Mean .061 .061

Independent Samples Test Levine¶s Test for Equality of Variances

t-test for Eq

Mean F q7 Equal variances assumed Equal variances not assumed 2.240 Sig. .137 t 9.458 10.785 df 130 111.624 Sig. (2-tailed) .000 .000

Differenc

INFERENCE: P value is >0.05 so Ho is accepted. Therefore, employee¶s who are dissatisfied with the functioning of trade unions mainly wants the prevailing policies of union to be improved.

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CORRELATIONS TEST
Aim: To test whether there exist a correlation between the employees who feel they are not able to finish office work because of union and who sometimes feel unions are not needed. Ho: there is relation between the employees who feel they are not able to finish office work because of union and who sometimes feel unions are not needed. H1: There is no relation between the employees who feel they are not able to finish

office work because of union and who sometimes feel unions are not needed.
Descriptive Statistics Mean q24 q25 3.14 2.97 Std. Deviation .386 .781 N 132 132

Correlations q24 q24 Pearson Correlation Sig. (2-tailed) N q25 Pearson Correlation Sig. (2-tailed) N 132 .064 .463 132 132 1 q25 .064 .463 132 1

INFERENCE: P value is > 0.05, so Ho accepted. Therefore, there exist correlations between the employees who feel they are not able to finish
office work because of union and who sometimes feel unions are not needed.

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FINDINGS
Following are the findings found from the collected data through data analysis:  From the survey 36% of employees strongly agree and 64% agree that trade unions are necessary to strengthen employees at work.  Of the total sample 35% of the employees actively participate in trade union work and 65% of them do not participate.  The reason for being in union, 48% of the employees feel it¶s very beneficial and 52% joined because their friends asked to join.  The recognized Union protects the interests of the workers o 34% of the employees have strongly agreed. o 36% of the employees have agreed. o And 30% have disagreed.  All the employees are well known about the benefits of having trade union in organization.  28% of the employees strongly agreed and 50% of the employees agreed that having trade unions have always benefited the employees  69% of the employees feel that prevailing policy of the union have to be improved yet.  All have agreed that selection of majority union is through secret ballot  33% of the employees strongly agree and 67% of the employees agree that trade unions help in improvement and development of the organization.  The overall importance and effectiveness of trade union: o 33% of them feel its growing from time-time. o 34% of them feel it¶s neutral. o 33% of them feel its declining.  8% of the employees strongly agree and 27% of the employees agree that each and every employee has to play an active part in the better functioning of trade unions but 65% of them disagreed with this.  94% of the employees sometimes had thought that trade unions are not necessary for organization.
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 Each and every employee has to play an active part in the better functioning of trade unions o 8% of the employees strongly agree. o 27% of the employees agree o And 65% of them disagree.  Trade unions help in development & improvement of organization o 33% of the employees strongly agree. o 67% of the employees agree.  31% of the employees often feel and 40% of the employees sometimes feel that they cannot finish their office work because of taking part in union work.  From T-test it¶s found that The all employees who agree that trade unions are needed are not actively participating in union work. The employee¶s who are dissatisfied with the functioning of trade unions mainly wants the prevailing policies of union to be improved.

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SUGGESTIONS:
69% of the employees feel that prevailing policy of the union have to be improved yet, so the unions may conduct meetings and get feedback from the employees, to know what they expect from unions. 94% of the employees sometimes had thought that trade unions are not necessary for organization; trade unions are present for the benefit of the employees, so the union may understand the reason behind such option and overcome them and make the employees realize their importance. Each and every employee has to play an active part in the better functioning of trade unions for this 65% of the employees have disagreed. This is a false opinion. trade unions can function well and benefit employee if and only all employees take part in them actively.

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CONCLUSION:
Trade unions came into existence in order to improve the working condition of employee at work. Later it contributed and supported to their personal life. Welfare measures, social support all were provided to the employees. Employees should contribute to the trade unions and same wise can enjoy the benefits from them. If employees use the benefits wisely it would serve to them and also to the growth of organization. This study helped in detailed understanding trade unions and their functions. How employees can improve through trade unions and vice versa. I would like to thank the BSNL Madurai office employees and also my guide in the HRD department for helping in conducting the study.

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BIBLIOGRAPHY
Books: Mamoria C.B. and Sathish Mamoria, ³Dynamics of Industrial Relations´, Himalaya Publishing House, New Delhi, 2004 Ratna Sen., ³Industrial Relations in India´, Macmillan India Ltd., New Delhi, 2003 Websites: www.scribed.com www. Indian Labour Statistics.com

REFERENCE:
Books: Industrial Relations and trade unions by P.R.N Sinha Industrial Relations and Labour Laws- Fifth Edition, by S.C. Srivastava Srivatsava, ³Industrial Relations and Labour Welfare´ Vikas 4th Edition, 2000 Websites: www.employerssurveys.com www.citehr.com

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QUESTIONNAIRE
Dear respondents, the given questionnaire and information collected through it is only for my academic MBA project purpose. It would be helpful if you provide your valuable response to the below questions.

1. Name 2. Gender 3. Age 4. Education 5. Marital Status 6. Designation 7. Experience

: : : : : : : Male less than 22 Higher secondary Married Female 22-33 UG Unmarried 33-44 PG 44&above

1) Trade union is necessary to strengthen the workers? a) Strongly agree b) agree c) disagree d) strongly disagree

2) Do you participate in trade union activities? a) Yes b) no

3) The reason for being a member of trade union? a) it¶s very beneficial b) because my friends asked c) no reasons

4) The name of the union which you belong to? «««««««««««««««««««««««««««««.. 5) Majority union is elected through secret ballot. a) Yes b) no 6) The recognized Union protects the interests of the workers?

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a) Strongly agree b) agree c) disagree d) strongly disagree 7) Your opinion about the functioning of the union in your organization. a) Highly satisfied b) satisfied c) dissatisfied d) highly dissatisfied

8) Internal democracy prevails in the Trade Unions here a) Strongly agree b) agree c) disagree d) strongly disagree

9) The recognized union represents the cases of all workers irrespective of their union affiliation? a) Strongly agree b) agree c) disagree d) strongly disagree

10) Trade union leaders are competent enough to organize the trade union activities. a) Strongly agree b) agree c) disagree d) strongly disagree

11) The Union & Management have clear understanding in dealing with the union related matters. a) Yes b) no

12) Having unions in organization have always benefited the employees? a) Strongly agree b) agree c) disagree d) strongly disagree

13) The meetings between Union & Management help to resolve most Of the worker related problems. a) Strongly agree b) agree c) disagree d) strongly disagree

14) The union doesn¶t take unilateral decisions in respect of the matters that affect workmen. a) Strongly agree b) agree c) disagree d) strongly disagree

15) Most of the major issues such as wages, allowances & promotion policy etc., are decided through union meetings

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a) Strongly agree b) agree c) disagree d) strongly disagree 16) Do you think the prevailing policies of union yet to be improved? a) Yes b) no

17) All workers irrespective of their union affiliation get the equal opportunities in service matters such as promotions etc., a) Strongly agree b) agree c) disagree d) strongly disagree

18) Union serve as a major platform in resolving work related problems. a) Strongly agree b) agree c) disagree d) strongly disagree

19) Are you well known of the benefits of having trade unions in organization? a) Yes b) no

20) Trade unions help in development & improvement of organization? a) Strongly agree b) agree c) disagree d) strongly disagree

21) On a scale on 1-10 how would you rank the effectiveness of union in your organization? 1 2 3 4 5 6 7 8 9 10

22) Each and every employee has to play an active part in the better functioning of trade unions? a) Strongly agree b) agree c) disagree d) strongly disagree

23) According to you, from the origin period till now overall the trade union importance and effectiveness is? a) Growing from time-time b) neutral c) declining

24) Have ever thought that trade unions are not necessary for the organization? a) Always b) often c) sometimes d) never

25) Have you felt that you cannot finish your office work because of taking part in union work? a) Always b) often c) sometimes d) never

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