roles of trade unions in influencing employees welfare
TRANSCRIPT
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GLOBAL INSTITUTE OF INFORMATION
TECHNOLOGY
THE IMPACT OF PUBLIC RELATION CAMPAIGN ON MARKETING IN THE
TELECOMMUNICATION INDUSTRY IN UGANDA
(A CASE STUDY ON WARID TELECOM UGANDA LTD)
BY
KHATUNDI FLORENCE
Reg no.
A RESEARCH PROPOSAL SUBMITTED TO THE DEPARTMENT OF BUSINESS STUDIES, FACULTY OF
MANAGEMENT IN THE PARTIAL FULFILLMENT OF BACHELORS DEGREE IN BUSINESS
ADMINISTRATION GLOBAL INSTITUTE OF INFORMATION TECHNOLOGY MAKERERE
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FEB 2!"T#$%e o& Con'en'
DECLARATION
I Khatundi Florence declare that this is my original work and has never been submitted
in any institution for the award of certificate, diploma or degree I hereby present the
proposal in partial fulfillment of the requirement for the award of a Degree in Business
Administration
!igned" #############
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K#'*n+ F%o-ene
Date" ##############
APPRO/AL
I $ertify that this dissertation % phrase certifies the partial fulfillment of the requirement
for the award of the degree of Bachelor of Business Administration &'(BA'
I)!*I*+* (F I)F(-.A*I() *$/)('(&0
!upervisor1s signature" ######### Date" #########
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M-.
DEDICATION
I would like to dedicate this work to my dear parents, for giving me their emotional,
material and financial support all the time .y brother !tephen, my sisters2 -oselyn,
3udy and 4urity for being there for me It is through their support that this research is a
success
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ACKNOWLEDGEMENT
I would like to give thanks to our heavenly father for giving me wisdom and health
during my course of study *he completion of this research could not have been a
success without the consulted efforts of many people of whom I feel greatly indebted to
in gratitude I also like to acknowledge the contribution of my lovely parents, my
lecturers at GLOBAL INSTITUTE OF INFORMATION TECHNOLOGY, my friends, and
my supervisor, .r may Almighty &od reward them abundantly I am indebted to all my
lecturers who has seen me through this course and to all my teachers throughout my
school life for their precious knowledge
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It is difficult to thank all and sundry who contributed to this book by names, all of you
who contributed in whichever way2 I give my earnest appreciation *o all I say 51*/A)K
0(+11
CHAPTER ONE
!. In'-o+*'on
*his chapter will peruse through the background of the study, the problem
statement, ob6ectives of the study, general ob6ectives and specific ones, research
question, the scope of the study and the importance of the study
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2. B#0g-o*n+ o& 'e S'*+1
2..! T-#+e Unon
A '-#+e *non or %#$o- *non is an organi7ation of workers who have banded
together to achieve common goals such as protecting the integrity of its trade,
achieving higher pay, increasing the number of employees an employer hires, and
better working conditions*he trade union, through its leadership, bargains with the
employer on behalf of union members 8rank and file members9 and negotiates
labour contracts8collective bargaining9 with employers *he most common purpose
of these associations or unions is :maintaining or improving the conditions of their
employment:
*his may include the negotiation of wages, work rules, complaint procedures, rules
governing hiring, firing and promotion of workers, benefits, workplace safety and
policies *he agreements negotiated by the union leaders are binding on the rank
and file members and the employer and in some cases on other non;member
workers
(riginating in urope, trades unions became popular in many countries during the
Industrial -evolution, when the lack of skill necessary to perform most 6obs shifted
employment bargaining poweralmost completely to the employers< side, causing
many workers to be mistreated and underpaid *rade unions may be composed of
individual workers, professionals, past workers, students, apprentices and%or the
unemployed
(ver the last three hundred years, trades unions have developed into a number of
forms Aside from collective bargaining, activities vary, but may include"
4rovision of benefits to members" arly trades unions, like Friendly !ocieties, often
provided a range of benefits to insuremembers against unemployment, ill health, old
age and funeral e=penses In many developed countries, these functions have been
assumed by the state2 however, the provision of professional training, legal advice
and representation for members is still an important benefit of trade union
membership
http://en.wikipedia.org/wiki/Working_conditionshttp://en.wikipedia.org/wiki/Working_conditionshttp://en.wiktionary.org/wiki/rank_and_filehttp://en.wikipedia.org/wiki/Labour_and_employment_lawhttp://en.wikipedia.org/wiki/Collective_bargaininghttp://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Wagehttp://en.wikipedia.org/wiki/Occupational_safety_and_healthhttp://en.wikipedia.org/wiki/Occupational_safety_and_healthhttp://en.wikipedia.org/wiki/Europehttp://en.wikipedia.org/wiki/Industrial_Revolutionhttp://en.wikipedia.org/wiki/Bargaining_powerhttp://en.wikipedia.org/wiki/Workershttp://en.wikipedia.org/wiki/Professionalshttp://en.wikipedia.org/wiki/Retireehttp://en.wikipedia.org/wiki/Retireehttp://en.wikipedia.org/wiki/Studentshttp://en.wikipedia.org/wiki/Apprenticeshttp://en.wikipedia.org/wiki/Unemployedhttp://en.wikipedia.org/wiki/Collective_bargaininghttp://en.wikipedia.org/wiki/Friendly_Societieshttp://en.wikipedia.org/wiki/Unemployment_Insurancehttp://en.wikipedia.org/wiki/Unemploymenthttp://en.wikipedia.org/wiki/Working_conditionshttp://en.wiktionary.org/wiki/rank_and_filehttp://en.wikipedia.org/wiki/Labour_and_employment_lawhttp://en.wikipedia.org/wiki/Collective_bargaininghttp://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Wagehttp://en.wikipedia.org/wiki/Occupational_safety_and_healthhttp://en.wikipedia.org/wiki/Europehttp://en.wikipedia.org/wiki/Industrial_Revolutionhttp://en.wikipedia.org/wiki/Bargaining_powerhttp://en.wikipedia.org/wiki/Workershttp://en.wikipedia.org/wiki/Professionalshttp://en.wikipedia.org/wiki/Retireehttp://en.wikipedia.org/wiki/Studentshttp://en.wikipedia.org/wiki/Apprenticeshttp://en.wikipedia.org/wiki/Unemployedhttp://en.wikipedia.org/wiki/Collective_bargaininghttp://en.wikipedia.org/wiki/Friendly_Societieshttp://en.wikipedia.org/wiki/Unemployment_Insurancehttp://en.wikipedia.org/wiki/Unemployment -
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Industrial action" *rades unions may enforce strikes or resistance to lockouts in
furtherance of particular goals
4olitical activity" *rades unions may promote legislation favourable to the interests of
their members or workers as a whole *o this end they may pursue campaigns,
undertake lobbying, or financially support individual candidates or parties 8such as
the 'abour 4arty in Britain9 for public office In some countries 8eg, the )ordic
countries and the 4hilippines9, trades unions may be invited to participate in
government hearings about educational or other labour market reforms
*he origins of unions< e=istence can be traced from the >?th century, where the
rapid e=pansion of industrial society drew women, children, rural workers, and
immigrants to the work force in numbers and in new roles *his pool of unskilled and
semi;skilled labour spontaneously organised in fits and starts throughout its
beginnings, and would later be an important arena for the development of trades
unions *rades unions as such were endorsed by the $atholic $hurchtowards the
end of the >@th century 4ope 'eo III in his :.agna $arta:Rerum Novarum
spoke against the atrocities workers faced and demanded that workers should be
granted certain rights and safety regulations Industries like te=tile mills and railways
companies had started in India in the latter half of the >@th century
O-gn #n+ e#-%1 'o-1
*rades unions have sometimes been seen as successors to the guildsof medieval
urope, though the relationship between the two is disputed .edieval guilds
e=isted to protect and enhance their members< livelihoods through controlling the
instructional capitalof artisanship and the progression of members from apprentice
to craftsman, 6ourneyman, and eventually to master and grandmasterof their craft
A trade union might include workers from only one trade or craft, or might combine
several or all the workers in one company or industry *hese things varied from
region to region, based on the specific industrialisation path taken in the place in
question
*rades unions and%or collective bargaining were outlawed from no later than the
middle of the >Cth century when the (rdinance of 'abourerswas enacted in the
http://en.wikipedia.org/wiki/Industrial_actionhttp://en.wikipedia.org/wiki/Strike_actionhttp://en.wikipedia.org/wiki/Lockout_(industry)http://en.wikipedia.org/wiki/Labour_Party_(UK)http://en.wikipedia.org/wiki/Labour_Party_(UK)http://en.wikipedia.org/wiki/Nordic_countrieshttp://en.wikipedia.org/wiki/Nordic_countrieshttp://en.wikipedia.org/wiki/Philippineshttp://en.wikipedia.org/wiki/Industrial_revolutionhttp://en.wikipedia.org/wiki/Catholic_Churchhttp://en.wikipedia.org/wiki/Pope_Leo_XIIIhttp://en.wikipedia.org/wiki/Magna_Cartahttp://en.wikipedia.org/wiki/Rerum_Novarumhttp://en.wikipedia.org/wiki/Guildhttp://en.wikipedia.org/wiki/Guildhttp://en.wikipedia.org/wiki/Instructional_capitalhttp://en.wikipedia.org/wiki/Trade_(profession)http://en.wikipedia.org/wiki/Apprenticeshiphttp://en.wikipedia.org/wiki/Artisanhttp://en.wikipedia.org/wiki/Journeymanhttp://en.wikipedia.org/wiki/Master_craftsmanhttp://en.wikipedia.org/wiki/Ordinance_of_Labourershttp://en.wikipedia.org/wiki/Industrial_actionhttp://en.wikipedia.org/wiki/Strike_actionhttp://en.wikipedia.org/wiki/Lockout_(industry)http://en.wikipedia.org/wiki/Labour_Party_(UK)http://en.wikipedia.org/wiki/Nordic_countrieshttp://en.wikipedia.org/wiki/Nordic_countrieshttp://en.wikipedia.org/wiki/Philippineshttp://en.wikipedia.org/wiki/Industrial_revolutionhttp://en.wikipedia.org/wiki/Catholic_Churchhttp://en.wikipedia.org/wiki/Pope_Leo_XIIIhttp://en.wikipedia.org/wiki/Magna_Cartahttp://en.wikipedia.org/wiki/Rerum_Novarumhttp://en.wikipedia.org/wiki/Guildhttp://en.wikipedia.org/wiki/Guildhttp://en.wikipedia.org/wiki/Instructional_capitalhttp://en.wikipedia.org/wiki/Trade_(profession)http://en.wikipedia.org/wiki/Apprenticeshiphttp://en.wikipedia.org/wiki/Artisanhttp://en.wikipedia.org/wiki/Journeymanhttp://en.wikipedia.org/wiki/Master_craftsmanhttp://en.wikipedia.org/wiki/Ordinance_of_Labourers -
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Kingdom of ngland +nion organi7ing would eventually be outlawed everywhere
and remain so until the middle of the >@th century
!ince the publication of the History of Trade Unionism 8>?@C9 by !idney and
Beatrice ebb, the predominant historical view is that a trade union :is a continuousassociation of wage earners for the purpose of maintaining or improving the
conditions of their employment: A modern definition by the Australian Bureau of
!tatistics states that a trade union is :an organisation consisting predominantly of
employees, the principal activities of which include the negotiation of rates of pay
and conditions of employment for its members:
2..2 E3%o1ee
An employee contributes labor and e=pertise to an endeavor of an employer and is
usually hired to perform specific duties which are packaged into a 6ob In most
modern economies, the term :employee: refers to a specific defined relationship
between an individual and a corporation, which differs from those of customeror
client
(ther types of employment are arrangements such as indenturingwhich is now
highly unusual in developed nations but still happens elsewhere
P-o$%e '#'een'
*here are two such points" firstly, the part to be played by, and the problems
confronting, the trade unions during the reconstruction period of the national
economy, coupled with the organi7ation of production on a $ommunist basis, and
secondly, the question of self; activity of the masses *his question is linked with
that of bureaucracy in the 4arty
Both questions in turn *he period of
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And such it is *he whole controversy boils down to one basic question " ho shall
build the $ommunist economy, and how shall it be builtE *his is, moreover" the
essence of my research this is its heart *his question is 6ust as important as the
question of sei7ure of political power by the proletariat (nly the Bubnoff group of
so;called political centralists is so nearsighted as to under; estimate its importance
and to say :*he question concerning trade unions at the present moment has no
importance whatsoever, and presents no theoretical difficulties:
It is, however, quite natural that the question seriously agitates the 4arty *he
question is really in what direction shall we turn the wheel of history2 shall we turn it
back or move it forwardE It is also natural that there is not a !ingle $ommunist in
the 4arty who would remain non;committal during the discussion of this question
As a result, we have si= different groups If we begin, however, carefully to analyse
all the theses of these most minutely divergent groups, we find that on the basic
question ; who shall build the $ommunist economy and organist production on a
new basis ; there are only two points of view (ne is that which is e=pressed and
formulated in the statement of principles of the orkers< (pposition *he other is
the viewpoint that unites all the rest of the groups differing only in shades, but
identical in substance hat does the statement of the orkers< (pposition stand
for, and how does the latter understand the part that is to be played by the trade
unions, or, to be more e=act, the industrial unions, at the present momentE *hus the
interest to research on the roles of trade unions in influencing employee1s welfare
!.4 O$5e'6e o& 'e S'*+1
!.4.! Gene-#% O$5e'6e
Analy7ing the roles of trade unions in influencing employees welfare
!.4.2 S3e& o$5e'6e
Analy7ing the roles of trade unions in influencing employees welfare
Analy7ing the problems faced by trade unions
Analy7ing the solutions that can be structured to the problems
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Analy7ing the types of trade unions
!." Ree#- 7*e'on
hat are the roles of trade unions in influencing employee1s welfareE
hat are the problems faced by trade unionsE
/ow can the trade unions eradicate the problems 8or what is the solution to the
problems faces9E
hat are the types of trade unions in e=istenceE
!.8 So3e
*he study will be carried out at kinyara sugar works limited masindi as its one of the
great companies in +ganda on which are working hand with hand with trade union
and it constitute of many employees thus the trade union fighting for their rights in
line with wage payment, health and other welfare concerning the employees
!.9 I3o-'#ne o& 'e S'*+1
ith the accomplishment of the research succefully there will be provision of a
research report on which will act as a library to different formalities of groups or
individuals who are interested in the line of the topic
*here will be analysis of the problems faced by the trade unions alongside the
solutions thus an advantage to the unions in the country
*he research is part of a module of the students degree accomplishment grant at the
university
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CHAPTER II
LITERATURE RE/IEW
2. In'-o+*'on
*his chapter will consist of what different authors have written about the question at
hand and other issues in line with the study topic
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2.! one3' +e&n'on
2.!.! T-#+e *non
A trade union 8British nglish9, labour union 8$anadian nglish9 or labor union
8American nglish9 is an organi7ation of workers who have banded together to
achieve common goals such as protecting the integrity of its trade, achieving
higher pay, increasing the number of employees an employer hires, and better
working conditions *he trade union, through its leadership, bargains with the
employer on behalf of union members 8rank and file members9 and negotiates
labour contracts 8collective bargaining9 with employers *he most common
purpose of these associations or unions is :maintaining or improving the conditions
of their employment: ebb, !idney2 ebb, Beatrice 8>@G9 /istory of *rade+nionism 'ongmans and $o 'ondon ch I
2.!.2 E3%o1ee :e%-e
mployee welfare means Hthe efforts to make life worth living for workmen
According to *odd Hemployee welfare means anything done for the comfort and
improvement, intellectual or social, of the employees over and above the wages
paid which is not a necessity of the industry
2.2 E3%o1ee :e%-e #n+ o%%e'6e $#-g#nng
$onditions in order to protect employment !ince workers were afraid of 6ob cuts, it
was also difficult for e=isting organi7ations to keep their members and for newly
created units to recruit activists As a result, a vicious circle of trade union weakness
and employee fear was sustained over many years following the systemic
transformation
*he situation changed only in the second half of the GGGs, when labour shortages
resulting from the growing demand for qualified workforce and high emigration rates
to the 5old1 + member states boosted the bargaining position of 4olish labour
Accordingly, e=posed sectors such as the electronic or the automotive industry
witnessed a tide of wage increase demands, voiced by unions and backed up by
the workforces tired of the belt;tightening policies pursued by the management
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$ollective disputes and strikes became commonplace 8.eardi, GGJ9, as the
overwhelming ma6ority of workers would cast their votes in favour of protest actions
during strike balloting In certain cases, unions made particularly bold wage
increase claims" in GGJ, for instance, the local !olidarnosc unit at &.%(pel
demanded the pay hike of >GGG 4') 8appro= G euro9 for each worker,
representing LGM of basic pay At FIA*, on the other hand, !olidarnosc sought to
level wages at the two 4olish units with that at FIA*1s Italian plants All in all, even if
initial unions1 proposals were re6ected, pay increases often e=ceeded ;>M
A protest wave of GGJ also motivated automotive unions to coordinate their actions
at the sectoral level In (ctober GGJ, plant;level !olidarnosc activists from !ilesia,
the biggest automotive cluster in 4oland, signed an agreement to e=change
information on collective bargaining at their factories and coordinate protests across
the region *hey also urged employers to engage in constructive social ialogue at
the sectoral level In the absence of legally binding provisions regulating sectoral;
level bargaining, however, the unionists1 call met no reaction on the side of the
management 8ironline, GGJ9
In contrast with wage issues, non;wage items such as work organisation, health and
safety were considerably less interesting for workers ithout the constituency
support, in turn, it was difficult for the unions to push thought the employee;friendly
solutions during the enterprise;level collective negotiations *he deputy chair of
enterprise;level !olidarnosc unit at &.%(pel presents this rank;and;file mobili7ation
problem as follows"
H*he company is aware that there are certain topics for which I can win the
workforce And pay is such a controversial topic As a matter of fact, people don1t
give a damn about health and safety issues # the employer knows it and neglectsthe issue N5bimba sobie1O But he is serious when it comes to money as he knows
that the people will move Nie mobiliseO 8Interview (4', GG@9
Due to weak rank;and;file support, company;level unions could not actively shape
the bargaining agenda relating to non;wage issues As a result, non;wage topics
would often be decided unilaterally by the management and designed in the first
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place to cut e=penditures and boost productivity, at the e=pense of working
conditions and workers1 personal welfare orking time is the most prominent
e=ample of a domain that featured abuses by the management Although labour
code defines the ma=imum working time and the minimum overtime work premia,
many employers either stuck to the absolute minimum standards or violated
legislative provisions, knowing that penalties were low enough !ome companies
attempted to prolong working time reference periods or, like bus producer .A), to
introduce working time accounts ; an arrangement increasing working time fle=ibility
typical for the &erman industrial relations system but illegal in 4oland 8Interview
.A), GG@9
Another interesting phenomenon, which became common inter alia at the 4olish
branch of FIA*, was the e=tension of overtime work options !ince the basic wage
was relatively low, many employees used the opportunity to earn e=tra money
through overtime work At the same time, trade unions had a hard time mobili7ing
the workers1 support for regular pay rise negotiations 8Interview FIA*, GG@9
-egarding health and safety and working environment issues, labour organisations
intervened not only in reaction to workplace accidents, but also tried to improve the
working environment on a daily basis +nion demands in this regard included, the
creation of a new canteen and a parking lot, the construction of additional changing
rooms or the improvement of heating systems As in the case of working time,
however, final decisions regarding working environment re organisations were taken
by the management
'ast, but not least, unions often appealed to the employer to minimi7e outsourcing
practices and the use of temporary workers *he plant;level !olidarnosc at
Polkswagen 4o7nan, for instance, staged an anti;outsourcing campaign in the fall ofGGJ, while their counterparts from &.%(pel in &liwice made use of their
crossborder links with the company1s uropean orks $ouncil 8also known as
uropean mployee Forum, F9 to preclude the takeover of cockpit and door
production by e=ternal companies In the same vein, plant;level .etalowcy unionists
at the 4o7nan .A) plant tried to convince the management that the use of
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temporary workers might adversely impact the quality of bus production, which
required high levels of technical qualification and manual precision *he company
accepted the unionists1 claims in a period of labour shortage, but hired temporary
workers once again in GG?, when the labour market situation improved 8Interview
.A), GG@9
2.4 '13e o& '-#+e *non
$raft unions;this union represents workers with a particular skill
Industrial unions;this union represents all workers in one industry with
different skills
&eneral unions;this union represents workers with different skills
hite collar unions;this union represents special skills like engineer or
something
2." Con%*on
In a nutshell, combinations of participation and welfare measures 8such as equal
opportunities and family;friendly policies9 appear to enhance both organi7ational
performance and the quality of working life 4olicy support should focus on union
recognition and activity within a human rights framework, since this can positively
influence employees< behavior towards organi7ational goals and employer behavior
toward their employees
(ne visible approach that combines participation with welfare is trade union
presence and recognition *here is strong evidence that union recognition improves
the scope and scale of welfare policies Q such as family;friendly employment Q
within organi7ations, though not necessarily their operation at workplace level given
the findings from the literature review, policy;makers should be especially
concerned about the policy implications for participation in terms of potentially
e=cluded groups *his is especially the case since small firms 8which are particularly
affected by the current lack of policy co;ordination9 employ a disproportionately high
population of both women and ethnic minorities Ignorance of these differences
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within the workforce could lead to participation schemes that undermine equality of
opportunity within the workplace
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CHAPTER III
METHODOLOGY
4. In'-o+*'on
*his part presents details of the research plan information about how data is to be
collected, the study population, sample unit and design, data collection instruments,
and data analysis and data presentation techniques
4.! S'*+1 A-e#
*he study will be carried out at Kinyara !ugar works ltd, .asindi, this case study
was chosen because 8Kinyara !ugar orks ltd9 is among the greatest production
company consisting of many employees and working in hand with trade union
4.2 S'*+1 Degn
*he study is a cross sectional descriptive and purposive2 basically both qualitative
and quantitative methods will be used It will e=amine the roles of the trade unions in
influencing the employees welfare in the company, the problems the trade unions
face alongside solutions that can be come up with
4.4 Po3*%#'on S'*+1
*he study population consisted of the employees in the organisation at large who
are at the company1s pay roll and some of the trade unions working with the
company 8Kinyara !ugar orks ltd9
4." S#3%e Se%e'on #n+ S;e
*he sample will be around G; >GG employees under the pay roll of the company
*hey should be full time employees of the organisation and have relation with the
trade union concern of their welfare
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4.8 D#'# Co%%e'on
Both primary and secondary data will be collected -esearch instruments will be
developed for each category of data as indicated below2
4.9 Ree#- Me'o+
1) Interview
2) Ruestionnaires
!) In'e-6e:
Interviews will be made to the study group of the researcher Interview schedules will
be arranged to e=tract information relating to the roles of the trade unions in
influencing employees welfare, problem the trade unions face and their solutions in
the company
2) 7*e'onn#-e
*his will be employed in collecting information from the key informants to the study
Ruestionnaires will be distributed to the key informants who are believed to be literate,
*he questionnaires will includ both open and closed questions to allow the
respondents to freely e=press views at the same time so as to make quick answering
on the straightforward questions
4.< D#'# An#%1 Me'o+
Rualitative analysis will be used throughout the research though some aspects
needed a quantitative analysis data analysis Analysis of data will be based on the
variables of the study such as age, education, income levels etc
4.
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4.
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REFERENCES=
ebb, !idney2 ebb, Beatrice 8>@G9 History of Trade Unionism 'ongmans and $o
'ondon ch I
-erum )ovarum" ncyclical of 4ope 'eo III on $apital and 'abor: 'ibreria ditrice
Paticana -etrieved 3uly J, G>>
Kautsky, Karl 8April >@G>9 :*rades +nions and !ocialism: International Socialist
Review!8>G9 -etrieved 3uly J, G>>
4oole, ., >@?S Industrial -elations" (rigins and 4atterns of )ational Diversity 'ondon
+K" -outledge
*rade +nion $ensus:Australian Bureau of Statistics -etrieved 3uly J, G>>
3ohnson, !, GGC An empirical e=amination of union density in si= countries" $anada,
cuador, .e=ico, )icaragua, the +nited !tates and Pene7uela ashington, D$, +!A"
Inter;American Development Bank, -esearch )etwork orking 4aper T-;C?J, p,
available at" http"%%wwwiadborg%res%publications%pubfiles%pub-;C?Jpdf
3ohnson, !, GGC An empirical e=amination of union density in si= countries" $anada,
cuador, .e=ico, )icaragua, the +nited !tates and Pene7uela ashington, D$, +!A"
Inter;American Development Bank, -esearch )etwork orking 4aper T-;C?J,
available at"
.A) 8GG@9 $hair of the .etalowcy unit at .A) Bus in 4o7nan, interviewed by
theauthor on >@ August GG@
.artn, A and & -oss 8eds9 8>@@@9 *he Brave )ew orld of uropean 'abor
uropean
*rade +nions at the .illennium (=ford" Berghahn
.eardi, & 8GGJ9 H.ore Poice After .ore =itE +nstable Industrial -elations in
$entral astern urope, Industrial -elations 3ournal LS8S9" GL;L
http://www.vatican.va/holy_father/leo_xiii/encyclicals/documents/hf_l-xiii_enc_15051891_rerum-novarum_en.htmlhttp://www.marxists.org/archive/kautsky/1901/04/unions.htmhttp://www.marxists.org/archive/kautsky/1901/04/unions.htmhttp://www.abs.gov.au/AUSSTATS/[email protected]/0/9FCBBF538897395ACA2570EC001A6CED?OpenDocumenthttp://www.iadb.org/res/publications/pubfiles/pubR-487.pdfhttp://www.vatican.va/holy_father/leo_xiii/encyclicals/documents/hf_l-xiii_enc_15051891_rerum-novarum_en.htmlhttp://www.marxists.org/archive/kautsky/1901/04/unions.htmhttp://www.abs.gov.au/AUSSTATS/[email protected]/0/9FCBBF538897395ACA2570EC001A6CED?OpenDocumenthttp://www.iadb.org/res/publications/pubfiles/pubR-487.pdf