 Assalamu alaikum, I am Muhtar Ahmad with the virtual university course of Human Resource Management and we are here with our lecture number 35 and I believe that you must be feeling comfortable now at least by now because we have already completed our lecture number till lecture number 34 and most of the concepts the topic of our subject are already covered. So, if you still have some problems some issues please do write to us so that the thing should be clear and at the end of the day you should be feeling comfortable of answering the questions or responding any query any question about HRM. So, let us start our today's session and that is our lecture number 35. So, let us start our lecture number 35 that is our today's lecture, but again what about the previous lecture the lecture number 34. Let us summarize it quickly in lecture number 34 we try to discuss about the burnout and how can one avoid this burnout thing due to stress and I believe the concept of stress and all those things are clear by now and then we started another topic which is communication and especially communication in organization. As we already discussed this is very important if we have proper communication within the organization we can avoid so many things like stress the conflicts the problems other problems and it is good for everybody there. We also try to look and at those barriers which can create problem in the effective communications and then try to figure out how can we improve our communication process in organizations and then we drive directly we try to understand the role of communication in HRM human resource management. And then we saw that a very important role play is handbook which we call implies handbook which has all the information and work related information which also motivates you and also welcomes you and along with that you get policies, procedures, your benefits, your rights, these things are also told to you. And even if there is some dress requirement it is also told to you that you should dress properly. This requirement will be for you and if there is some safety procedure it is also told to you how to do it and then it is also told about your benefits. So what about today's topic then our lecture number 35. So 15 more to go so still if things are not clear please feel free talk with us write to us and so that thing should be clear about today's topic we have to understand unionism what is union? And union was playing very important role at that time even the decision makings but still union is playing very important role, managerial decision making maybe or implies our welfare. Of course there are some positive points and some negative points and during our today's lecture we will try to understand this concept and this is also very important part of our human resource management. So let us see what is union have any idea? Union is an organization formed for the purpose of representing the members interest in dealing with employers. The work force is their organization is formally recognized by the PLA whose purpose is to watch the interest of the members while dealing with the employer, the owners and what are the factors that promote the interest of unions working environment, compensation, management style and organization treatment. There are some things where it is possible that the employers and employees clash and to protect the rights of the members they form their union. Let us see the factors leading to employees unionization. Working environment can play a very important role, ineducate staffing, without paying any extra, poor working conditions so who is going to ask? If it is individual of course here might be scared of any reaction from the employer side for these reasons they form unions. Similarly compensation is a non-competitive salary for you. Inequitable pay increases, there is no system that can base on this and the reaction of these things the worker can form the union and these are few examples which we are discussing basically. So this has to do with the management style. If your boss, if your management is not properly helping they are not recognizing it, they are not looking at the just cause and effect things when they are deciding something so that is also a problem. Similarly how organization is treating their employees that can be also a factor which can enhance those kind of opportunities for unionization, job insecurity, unfair discipline and policies. This is the organization of the worker. Within the organization they form an organization of the workers they call it the union and they elect collectively. The bodies are representing the workforce, the workers and they are seeking for mutual interest of what? Of protection and promotion. And how they do that? There is another concept they call it collective bargaining. Now this body who is representing the worker they negotiate, they deal with the administration and we call it collective bargaining to decide about the working hour, the compensation, the benefits and all those policies matter. And this is also known as the trade union. It seeks to maintain and improve their employment relationship through direct collective bargaining with the management. This is a body of collective worker who negotiates with the administration and they are representing the worker on their behalf. We call it collective bargaining so that for the welfare of the workers they are the representative. And why do workers organize? Again, the same thing we said earlier, if the treatment is not fair, if the management style is not good, if fair compensation is not there, even if the recognition is not there, they have to protect themselves. The urge to unionize often boils down to the belief that it is only through unity that the worker can get their fair share of the pie. The profit and benefit that comes from that, the fair share that is made, they will get it when they are united. Because individually it will be very difficult to get their share from the management. This is their belief. And also protect themselves from the arbitrary decisions of the management. So these are the reasons basically that they want to get their fair share of the pie. That is why they are united. And the concept of union has originated. You must have seen and heard about this. Strike. Our money is fine. Our salary should be increased. Our bonus should be given. So these are the few things. Whenever there is a talk of union, it comes in our minds. Now it is not necessarily that this is always the case. It is not necessary to get strike unionized. It is not necessary to talk about your salary every time. That is the one aspect. Because in our society, we do not have much work. There are more workers. There are less facilities. There are less resources. There are more workers. So that might be the reason that we have seen its negative aspect. Whether it is heard or read. This is the approach how we take it. One thing is good if you take it in a good way. If you are exploiting the same thing, that is a negative aspect. Labour union is a good thing if it creates balance within the organization. Even it is good for the management too. Because now controlling the people will be very easy for them. But if somebody will exploit it, it is a dangerous thing. As happened in late 70s and we too. When the concept of unionism came, we exploited it on the negative side. On the people, on strikes, for personal benefits. But if they will take it as their own, take it with their own prospect and benefit. So this is the protection of labour, the protection of workers and their benefit. And as a whole, it is meant to create harmony within the organization. But provided, if both parties are playing the fair game. So this strike, these things, this is its second site. Where things are not good, there are no sites. Okay, so let's move on. Why people join union? We just saw some things, it is generally the same thing. Still people join union because they want greater bargaining power. Like I said, you are more collectively than you are individually, maybe you are not even lifting up. So for greater bargaining power, people join the union. Desire for self-expression. Some people like to self-express, they like to be a leader. So maybe that is why they join the union. To minimize favouritism and discriminations, yes, this is a very important reason. In your working environment, favouritism, discrimination, to stop this, people join the unions. Social factor can also be peer pressure. If your partner is joining the union, they say, come on, you are also together. Sometimes it becomes compulsory when you are working together. So that can be one reason. And to benefit, some people join the union because they will advance in this way, they will benefit. What about the other side? Reason to reject union. Some people don't want to join union. Culture problem, it can be understood well in your society. People don't take it as a positive activity. So that can be one reason. Job satisfaction, if you are already satisfied with your job, with your management, then why to go for those things? Why to waste time? If you feel everything is fair here, your management takes good care of you. You never go with anyone. So no need to go for the union type of things. And that is one reason that nowadays we see that unionism is not as strong as it is now in the market. And it can also happen that because of fear, that if we join the union, there may be consequences. That organization or management can stop something from you. Or it can have a bad effect on your career. So this can also be a reason that you don't join the union. Why has union membership declined? As I told you, in the 70s and 80s, it was very strong. Now nowadays we don't get to listen to it that much. Except in certain organizations, when the union is very strong, they are playing their part. But why as a whole, the trend is declined? Let's see. That is shift in employment from manufacturing to service. Mostly it has been seen that unionism is mostly in those organizations, which are towards production and manufacturing. So in the manufacturing industry, the union is more strong or there is more activity. But nowadays we see that we are gradually shifting from manufacturing to service industry. And in service industry now, you don't find any more this thing as a very important activity. Employers oppose unions and take aggressive standard against them. Employers rather. Because the misuse of this started, like even in our society, if you look back a little bit, it was a big misuse. Good-good institutions were closed. Good-good profit-oriented organizations went to khasare and were ultimately closed. Misuse of this union things. So then, the employees against this very aggressively reacted. And they banned it. And they discouraged it. Because of this, the union declined, especially in our society. What else? Employers often find permanent replacement for striking employees. You must have seen that you have heard that they replaced everything and showed new workers. So it is the work now which matters, especially today's this competitive work. You can't afford the wastage of time. You can't afford the strikes because that is creating very negative effect on your performance. It's where it will be. But even the kind of economic pressure we have in our societies, even workers can afford to have day-offs. So a lot of things came along like this, through which the trend of unionism decreased. What were the functions of the union? To bargain for improved wages, working hours, working conditions and benefit for its members. Negotiate for the bonus. If there is a good profit, then the same should be shared with the workers. Bargain for their benefits. For their working hours, for their medical health facilities, for their children's benefits. So these were the basic function, the primary function to bargain for the improvement of what? Your benefits, your salaries, your working conditions, of hope to hold working people. Protect members from arbitrary management actions. Without any reason, without any reason, you can't do such a decision about workers. For this, for their protection, that was another function. Provide services and assistance to members. For their benefits, for their careers, for their services. That was another function, the union were performing in the organization. Present the social aspirations and political ideology of the members to the public. In their identity, in that society, they also tried to make sure of that. And you see that when elections take place, the union is so strong that they take a very strong position. And the way they stand there, they give their support to the community. Because they have good population, the number of people with them. What are the benefits of that? The same, higher wages and benefits. They influence, they make working rules. If you take a double shift, it will be like this. If you take a double shift, it will be like this. The union plays its role for greater job security. And dealing with management. Because again, remember, individually it is very difficult to deal with the management. Collectively, yes, you might have the same. But provided, if the system is good, then why to worry? The important thing is, we should have a good system. Now let us see effects of union on management. Is it good or bad? The union is a factor of management because the scene and policies are subject to challenge and negotiation. Now it is not like that you are the owner and you can do anything. If you are dissing, if your policies are having any effect on your workforce, then if you take any dissing, then it is subject to challenge. If it is not good for them, or if they feel that this is affecting the adversary. So, now they are not free to make any dissing. Now they have to, before making any dissing, they have to keep in their mind the stakeholder, the interests of the worker. Management's power are limited. Authoritarian, the management style, you just say and people obey, that might not be working anymore. That is why the new concept of management by objective is there. The participatory management, you involve everybody there in your decision making and so it is working very fine. So, by this unionism, the authority and power of management is a little lacking, because it is not possible to independently dissing them. And then even management may have to disclose certain information about the company to union representative. When union is made and law has protection, when law is made, then they have to share some information with the union. Even in their balance sheet, even resources and other things, it depends. Union can also affect management by, in their decision of staffings. Union can tell them that, see we need extra people here, because the work is more demanding. Even in some institutions, union provides you with shift and work. Employee's development can also affect union. And sometime they challenge you dissing them. Compensation dissing them. It is not isolated dissing them. Yes, the collective bargaining part is there. And employee relationship. How do you, how do you communicate, how do you have to communicate? What do you have to think while maintaining discipline? It is not like that. See, this is a beneficial part too. Now a person cannot just in a good morning come and morning time and say, okay, you are out. Why? If somebody is putting his life there, his work there, his time there, now he or she should have the right to find the reason. So in all these things, the dissing of management, the power of management, maybe it is affecting. But again, as I said in the beginning, anything cannot be good or bad. It is how you are using it. This union concept, how it will be utilized, you can create a good or bad effect. But if both parties are doing a fair deal, it is good for both. Or ultimately it can create harmony in the organization. Union management relationship moderates the impact of union on productivity. How? See, if you have positive union management relationship, you can have the higher productivity. If they have the good relationship, union and management, ultimately the productive will be increased. Performance will be high. But if they have the negative union management relationship, then there is the problem. Then it is the strike. Then it is the out of way, more concentration on the bad thing, like how to let other people down. And ultimately what is going to happen? The performance productive will be less. So this is the relationship, how good they are with each other. And again on ground realities, some basic grounds. So if they have the good relationship, productivity will be high of that firm, of that company. If they don't have the good relationship, negative relationship, then they will start pulling like a russack. Then they think of excuses. How to make them bad, let them down. So ultimately what will happen? That the firm's productivity will end, it will work. And just like that, it closes the lock. You must have seen it, you must have heard it, it closes the big restaurants. And they are not, they don't have the good repute in the market. And especially in this era, when it is the competitive environment. And if you have these type of signals in the market, that it is some kind of negative relationship between the union and the management, so what is going to happen? Your client might lose the interest and they will start looking. Another side, to do other people, because they don't want to take risk, so this is dangerous. So we have to look at it and decide what kind of relationship we want to have. The both, the worker and the management, the union and the management. Ultimately the both will be loser if something went wrong. So that is the relationship between the positive and negative relationship of between those union and management and the performance and productivity of the firm. Now where union representation is the greatest? As I told you, there is a decline. But from which institution and organization where the union representation is more effective? We have seen that the government, the set ups in which the union is made faster, are more effective. Manufacturing industry in the union is very strong. It is in transportation. We have a railway union. We have our own union. The government's policy changes constantly. Similarly, public utilities, what can be WAPTA, what can be the gas companies? Similarly, large industries and corporations have more union and are more effective. Let us see what is this collective bargaining. Because when we defined the union in the beginning, we tried to understand why the union is more effective so that we can do collective bargaining with the employer. But what is collective bargaining? This is a negotiation process between management and labour in which both parties try to agree on the terms of the contact is known as collective bargaining. And this is a negotiation process between home, between the employers and the representative of the workers. And that can be union so that they should come to an agreement which is known as collective bargaining. So, how can we define collective bargaining? We can understand that it is a negotiation process in which a contract is designed, agreed on by both parties. The parties are the employers and the workers. Now, 10,000, 5,000 or 2,000 workers are negotiating. They represent the union which can be in the form of a union. And all these processes are called collective bargaining. What are the objectives of collective bargaining? Objectives are contact agreements which is acceptable to both parties. Again, the employer and the labour union in this case. And the common issues which are being discussed or decided are the same thing. The wages, the working hour or even the working environment. And the terms and conditions of employment. And if there is some problem, agreement process is called procedure. If you understand how it is addressed to you, these are the objectives of the collective bargaining. And collective bargaining involves what? Who are the parties there? Of course, labour, management. And sometimes government is also involved when this scene is not being taken place between labour and management. So, third party intervention is called arbitration. And indirectly, the financial institutions are also involved. Now, the question will come in your mind that how come now there are 4 parties involved rather than 2? Basically, there are 2 parties in collective bargaining. One is labour and the other is the employer. But if there is no settlement between them, then the government can jump in. They do not want to create any problem in the society. So, they are involved in that. And then, the financial institutions in this setup or in that organization are involved. They also watch their interest. Logically, 4 parties are involved. So, these are the parties. These are the interest groups that are involved in the collective bargaining process. Let us move forward. What are the steps in the collective bargaining? Preparations for negotiation. Yes, preparation or what? Negotiation. The labour representatives come after preparing themselves. What are their priorities? What are their objectives? How far they can go? Do they want to gain? Are they ready to lose? Similarly, the management or the employer, they come up with their own cards. Then negotiations start. Then there is a verbal agreement. Then there is a written agreement. And then, the contract that was made, the administration starts to implement it. And if during negotiation, things are not working, then the other interest group will jump in. The third party intervention. So, let us see certain situations. Adversal relationship. If they have a negative relationship, as we discussed earlier, worker or management. So, what happens? They are contradicting each other. In front of each other. So, bang. That can have the negative aspect. But if you have a cooperative relationship, then let us bend a little and take our own path. The next topic that you will be discussing, conflict and negotiation, we will see this again. How can you go for the win-win situation? Whenever there is a negotiation, the outcome has to come out. And those outcomes can be either win-lose situation. When one wins, the other loses. The other option can be other outcome can be lose-lose situation when both of them lose. But the third one, the ideal one is the win-win situation. In which both have some benefit. But for the win-win situation, both have to sacrifice a few things. They have to come forward. The other graph on the other side has been explained in the diagram that both want to take their own path and settle it. Got the point? Union power in the collective bargaining. What does the collective bargaining play a part in the union? From where they get the power? The same thing. Union can buy cart. They can go for strike. Or they can. It's a picketing effect, that they will start the ganga and go out and take a guard and stand up from here to here, there is discrimination, there is unfairness, they will buy things from here. What about grievances? That is another very important topic while we were talking about human resource management and the procedures, that type of things. This is a formal expression of individuals or collective employees dissatisfaction with company policies as well as inappropriate management actions. This is the process in which if you individually or collectively understand that you are dissatisfied with your management or with your dissatisfied with certain action they have taken. For that, there is a proper procedure in the organization. If you feel that something has been taking, some action has been taking which is not fair and it is affecting directly to you, so you have the right to come back. But how? Those things are called grievance process. What should be done? It should be clear and publicized procedure with clarify the process of handling employees' complaints. This process should be very clear and publicized. Everyone should know. And it is already included in the handbooks too. The employee's handbook so that he knows what the process will be if he complains about it. And it should perceive that fairness may be a motivating factor. If this process is so effective that if someone complains and gets a responsible response then itself this process will act as a motivating factor. What are its steps? And remember you can direct right away go to top management and say, sorry, I am dead, I have a lot of problems. In the organization and in the private public there are proper procedures that you cannot bypass even for complaints. You have to go step by step. You have to start at the lowest level. Tell him immediately even initially verbally you can tell him that I have a lot of problems. This is a negative effect on me. And if he or she will not respond give it in the written complaint. Talk to your immediate supervisor. Then even if it does not work then you go to the management the manager of the setup or the plant in which you work. And grievances rights the arbitration. But if you understand that even if there is no problem then you are right in the rule that there are bodies even under law they are providing you certain protection that you can file your complaint through it. As I said it is step by step procedure. In formal attempt to resolve you should try first. Then you should do the written complaint. Again you have to go by step by step. Immediately the supervisor then senior then ultimately give the charge there. Higher level of discussion you can take there. And final binding is that you can go in arbitration that if you have a legal body design you can go to it otherwise you have the right to go in the court. So this process should be also well defined. Properly publicized so that everybody is familiar with this these things. There should be some points in it. Procedure should be simple with adequate opportunity for communication. Now this procedure should not make it so difficult that a poor person or a worker can not follow it. It should be very simple. Some formalities is inevitable. Now there are formalities definitely. You have to write and go step by step because in this top management is involved. Written complaint is needed at the later stage of the procedure. First you do not try verbally then you return. And good agnation happens which tries to solve the problem at the lower level. Why? Because it will if it will go up on a higher side level to top management level it will create bad name for them. Plus people might start misusing these things. So good agnation the smart people they handle this issue in issue stage. If they have some complaint they immediately address it and settle the issues. If possible grievances should be settled at the lower step in the process. Same thing without saying. If possible you should try to settle it at the initial stage. Sufficient training of four men our first level supervisor in the grievance procedure is important. So that is the reason that agnation provides special training to handle those complain at the supervisory level. So that things should be addressed at the same point. Because its consequences after effect can be more dangerous can be damaging even for the organization. Let's see what is the line manager's role of and human resource management in a unionized setting in a unionized setting what is the role of the line manager and HR manager Let's see the line manager first. They comply with the providence of the collective bargaining agreements. The decision of collective bargaining is obeyed and followed. They understand the agreement providence and the complaint systems and they resolve the conflict early. They try to end the conflict early because the next topic is next lecture is about conflict. Similarly when the line manager they are in the non-unionized set up where there is no union there can be such activities issues so what they have to do what role will be they fairly allocate the rewards and punishments they cultivate a climate that stresses on open communication where such an environment is created so that you freely come and talk if you have an issue you don't need to have representative you can come and talk and settle your issue get settle your issue similarly HR department in the union setting as we saw about the line manager they can have a different response or they can have different responsibilities when they are working in a unionized environment a non-unionized environment where there are unions or where there are no unions similarly HR department human resource management people also they have different activities different responsibilities when they are dealing in organization where they have the union or in other case when they don't have the union there so let's see how HR department in union setting happens they negotiate and consult with the union and they ensure that complies with the labor contract is taking place there in that setting where there are unions and then HR department in the non-union setting here they provide workers with a greater voice in determining work condition when non-setting happens then HR department is directly interacting with people and getting the idea where something wrong they are given a chance to say that they should come and discuss and they install a formal previous system there and then they make a complaint system that if you have a problem you can directly write to HR department and die to your boss or then sometime the agnation they also hire the services of the consultant the labor relation consultant what are the phases of labor relations of unionism union organizing collective bargaining and proper contract administration if these three things happen then you have a proper unionized agnation a proper relationship developer sector where they can have the mutual respect for each other and ultimately the productive will be high I think we should stop it here enough for union but let's summarize it what we have covered today we discuss about unions what union is and then we try to understand the benefits of the union for higher wages benefits influencing the work rules creating job security and dealing with the management we have seen the effect of the management on their decision making they can challenge their decisions and the procedure policies they don't have full power now they have to conserve especially for staffing registration system even the work environment procedure maybe so it's a trade off basically and then we discuss about collective bargaining what this is and you know what is collective bargaining by now it is the negotiation process between home employer and employees or employees representative or union that is the government in case of third party intervention and the financial institution their money out clear then we discussed the process the procedure and we try to understand how it is being implemented in the organization and they are proper procedure for the complaints it is not and but it is also suggested that we should try to address this issue right at the beginning so that it should not go at the higher stage which might be problematic and then we will discuss about the phases of the labor relationship union organizing the collective bargaining and contact administration what about next yes we will be talking about conflict negotiation in the next lecture so I will stop it here with this belief that you have understood most other things but remember you have to work hard there is no alternative and with this with this conflict and negotiation we will learn about it before we start the next lecture take care Allah Hafiz and Assalamu Alaikum