INDEX

1. Introduction

2. Objectives

3. Hypothesis

4. Company Profile

5. Research Methodology

6. Data Analysis and Interpretation

7. Conclusion

8. Suggestion

9. Bibliography

10. Appendix

1
2
 INTRODUCTION :
A Trade Union is an organization of workers who have banded together to achieve
common goals in key areas, such as working conditions. The trade union, through
its leadership, bargains with the employer on behalf of union members &
negotiates with employees (collective bargaining). This may include the
negotiation of wages, work rules, complaint procedures, rules governing hiring,
firing & promotion of workers, benefits, workplace safety & policies. The
agreements negotiated by union leaders on the employer & in some cases on other
non-member workers.
Trade union organization may be comprised of individual workers,
professionals, past workers or the unemployed. The most common but by no
means only, purpose of organization is maintaining or improving the conditions of
their employment.

TRADE UNIONS

An organization of workers working for the benefits of its member.

Most trade unions are independent of any employer. However, trade unions
try to develop close working relationship with employers. This can sometimes take
the forms of a partnership agreement between the employer & the trade which
identifies their common interest & objective.

3
TRADE UNIONS :

1) Negotiate agreement with employers on pay conditions.

2) Discuss major changes to the workplace such large scale redundancy.
3) Discuss their member concern with employers.
4) Accompany their member in disciplinary & grievance meeting.
5) Provide their member with legal & financial meeting.
6) Provide education facilities & certain consumer benefits such as discounted
insurance.

Trade union organization may be comprised of individual worker,

professional, past worker, or the unemployed. The most common, but by no
means only, purpose of these organizational is “maintaining or improving
the condition of their employment”.
Over the last three hundred years, many trade unions have developed
into a number of forms, influenced by differing political & economic
regimes. The immediate objective & activities of trade union vary but may
include.

 Provision of benefit to member :

Early trade union like friendly societies often provided a range of

benefits to insure members against unemployment, ill health, old age &
funeral expenses. In many developed countries, these functions have been
assumed by the state. However the provision of professional training, legal
advice & representation for members is still an important benefit of trade
union membership.

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

4
 Industrial Action :

Trade unions may enforce strikes or lockouts in furtherance of

particular goals.

 Political Activity :

Trade unions may legislation favorable to the interests of their

members or workers as a whole. To his end they may pursue campaigns,
undertake lobbying or financially support individual candidates or parties for
public office.

 Some of the other activities of trade union :

Voting in
ballots on
industrial
action

Attending
ACTIVITIES Voting in
the OF TRADE union
annual UNION elections
confrence

Meeting
to discuss
urgent
matters

Meaning :

A trade union means an association of workers to particular craft or

industry. To a strictly legal since, is means an association formed primary
for the purpose of regulating the relationship between workmen &
employers or between workmen & workmen or between employers &
employers.

5
 Definition :
According to Flippo : “A labor union or trade union is an
organization of workers formed to promotes, project & improve through
collective action the social economics & political interest of a member.
Force an analysis of the above definition, the following feature of
trade union emerges.
a) It is an organization farmed by employers of workers.
b) It include federating trade union also
c) It achieves its objective through collective action & group
efforts.

WHY DO WORKERS JOIN TRADE UNION

Workers join trade union because they are constrained by circumstances to do so &
because they want.

1. To get economic security that is they want steady employment with an

adequate income.
2. To restrain the management from taking any action this is irrational,
illogical, discriminatory or prejudicial to the interest of labor.
3. To communicate their view, aims, ideas, feeling & frustrations to the
management that is they want to have an effective voice in discussion which
affect their welfare.
4. To secure protection from economic hazards beyond their control for
example illness, accident, death, disability, unemployment & old age.
5. To get along with their fellow-workers in a better way & to gain respect in
the eyes of their peers.
6. To get a job through the good office of a trade union.

6
 EVOLUTION OF TRADE UNION
The origins of union’s existence can be traced from 18 century, where the
rapid expansion of industrial society drew women, children, rural workers &
immigrants to the work force in large number & in new roles. This pool of
unskilled & semi-skilled labor spontaneously organized in fits & starts
throughout its beginning & would later be endorsed by the Catholic Church
towards the end of the 19th Century. Pope Leo XIII in his ‘Magna Carat’.
Return novarum spoke against the atrocities workers faced & demanded that
workers should be granted certain rights & safety regulations.

The next established union which made an impact on the trade

movement was the Grand National consolidated Trade Union. This union
was found in 1834 as the 1837 “Andrew Jackson though the bank of the
United States hurt ordinary citizens. By exercising too much control
over credit & economic opportunity & he succeeded in shutting it down.
But the state banks.” Reckless credit policies led to massive speculation in
Western lands. National labor union where farming however they were
different than ones in the past such as due national trade union the new
national labor union consisted of member in the same occupation.

NOW EVOLUTION OF TRADE UNION IN INDIA

Trade union is a direct product of industrialization & a very recent development. In

India, the foundation of modern industry was lid between 1850 & 1870; Prior do
that trade was confined to individual arid families like craftsmen & artisans. They
had expertise & specialized skills which was inherited by their individual identities
& had to join factories to earn their live hood & compete with mass production.
There was a psychological dislocation as they were losing their identities.

7
INDIAN TRADE UNION MOVEMENT CAN BE DIVIDED INTO
THREE PHASES :

 The First Phase :

Falls between 1850 & 1900 during which the inception of trade
unions took place. During this period of the growth of Indian capitalist
enterprises the working & living conditions of the labor were poor & their
working hours were long. Capitalists were only interested in their
productivity & profitability. In addition to long working hour their wages
were low & general economic condition were poor in industrial. In order to
regulate the working hours & other service condition of the Indian textile
labors the Indian Act was enacted in 1881. As a result employment of child
labor was prohibited Mr. N. M. Lokhande organized people like
Riekshawalas etc. prepares a study report on their working conditions &
submitted it to the factors labor commission. The Indian factory Act of 1881
was amended in 1891 due to his efforts. Guided by philanthropists & social
workers like Mr. Lokhande the growth of trade union movement was slow
in this phase.

 The Second Phase :

The second of the Indian trade union movement fall between 1990 &
1947. This fails was characterized by the development of organized trade
union & political movement of the working of the working class. It also
witnessed it emergence of militant trade unionism. The word war (1914-
1918) & the Russian revelation of 1917 gave a new turn to the unions. In
1918, B. P. Wadia organized trade union movement with textile mills in
Madras. He served strike notice to than & workers appealed to Madras High
court because under “Common Law”, strike is a breach of low. In 1919, the
Mahatma Gandhi suggested to let individual struggle be a mass movement.
In 1920, the first national trade union organization (The All Indian Trade
Union Congress (AITUC) was established.

8
 The Third Phase :
The third phase began with the emergence of independent India (in
1947) & the government sought the cooperation of the unions for planned
economic development. The working class movement was also publicized
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
while-collar employees, supervisors & manager are also organized by the
trade union, as for example in the banking, insurance & petroleum
industries.

EVOLUTION OF TRADE UNION

IN INDIA
THIRD
FIRST SECOND
PHASE
PHASE PHASE
(after 1947
(1850 to (1900 to
to after
1900) 1947)
independent)

9
OBJECTIVES

10
 OBJECTIVES OF THE STUDY

1) To know the working of the trade union in SISCO Bhandara.

2) To study of welfare activities provide by the made union to the employees.

3) To know the awareness among the employees about the trade union.

4) To secure social welfare of the employees.

5) To secure org. stability, growth, leadership.

6) To protest the larger interest of society by adding in the improvement of

trade & industry.

7) To know the important of trade union SISCO Bhandara.

11
12
 HYPOTHESIS OF THE STUDY

H-0 = Whether the employees are satisfied with the trade union.
H-1 = The trade union protect the interest of the individual employees.

H-2 = The trade union provided fair treatment with the supervision.
H-3 = The trade union stops in arising strikes & lock-out.
H-4 = Trade union helps promoting the problems of the workers to the top
Management,

13
14
 COMPANY PROFILE
ABOUT SUNFLAG
HISTORY:-
Sunflag Iron & Steel Co.ltd. as part of the renowned Sunflag Group.
The sunflag Group was founded by Late Shri Satyadev Bhardwaj in Kenya
in 1937. It has grown steadily and had spread its manufacturing operation in
6 countries and spanning 3 continents. Today, Sunflag has a diversified
range of activities in Kenya, Tanzania, Nigeria, Cameroon, The United
Kingdom & India and its 20 companies employ over 12,000 people. It has a
turnover of USD 200 million and annual profits to the order of USD 25
million. Except for sunflag steel, all over companies are mainly engaged in
the business of textile industry.
More significantly, the group is credited with the growth of several
industries, by continuously adopting new technologies. Name like SULZER
in weaving, DIDIER in polyester filament yarn, FEHRER for non woven,
ZINZER TRUTZCHILER and SCHLAFHORT in spinning, are today proud
to be associated with sunlfag.
This being a brief introduction about Sunflag Group, the profile of
Sunflag Steel is given below
A. SUNFLAG STEEL:-
HAMBURGER STAHLWERKE. Sunflag has put up India’s most
modern steel plant, the first integrated steel plant of its kind in the country
with capacity of 200000 tones of rolled products per annum, comparable to
the best in the world.

15
 Sunflag steel has revolutionized steel making by producing high
quality, steel using Iron Ore and non- coking coal as basic inputs.

B. A NEW ERA OF SOPHISTICATION IN STEEL MAKING:-

Quality effectiveness of steel produced at Sunflag Iron & steel Co.
Ltd., rests on use of state-of-the-art technology along with computerized
process control and monitored operating parameters. The production
facilities at Sunflag include:
1) A KRUPP CODIR Direct Reduction plant to produce 150000 tons per
annum of highly metalized Sponge Iron. Sponge Iron is obtained by the
reduction of Iron rich ores in the rotary kiln. Low cost non-coking coal
available in sufficient quantity is used as reluctant and fuel. In order to get
consistent quality of DRI, continuous monitoring of Sponge Iron is made for
total Fe, degree of metallization and metallic Fe.
2) A MANNESMANN DEMAGE 50/60 tones. Ultra High Power (UHP )
Eccentric Bottom Tapping (EBT) Electric Arc Furnace (EAF) with facilities for
continuous feeding of sponge iron, coke and oxygen controlled by process
computer to optimizes energy utilization and melting time. EBT ensures slag free
tapping of liquid steel. Approx.70% of charge mix for EAF consists of sponge iron
which gives very low tramp elements like Copper, Tin, Nickel, etc.
3)A DEMAG 50/60 tones ladle Reheating Furnace (LHF) with continuous Argon
purging through bottom porous plug. Addition of Ferro Alloys like FeSi, FeMn,
SiMn, FeMo, Nickel, etc using computerized alloy weighing & feeding system,
ensures precise control on chemistry.
The sophisticated spectrometer connected to melt shop MAINFARAME computer
aids in prompt correction of the chemistry, Celox probe for dissolved oxygen

16
measurement along with Casi wire feeder to refine and control inclusion
morphology ensures production of “clean” steel in a variety of grades.
4)Six meters radius three strands DEMAG continuous casting machine along
with automatic mould level control computerized secondary cooling system. Hot
billet Surface temperature monitoring with the help of infra-red chermo meters. To
avoid re-oxidization of liquid metal stream from ladle to, tarnish to mould are used.
5)60 tones per hour capacity walking hearth reheating furnace designed by
STEINHEURTEY and monitored through CCTV. Automatic temperature control
of furnace along with minimum oxygen level in furnace atmosphere to avoid scale
loss.

6) A 18 stands, 2 high continuous bar and section mill with horizontal and vertical
finishing stands. Centralized control of the entire mill from the main pulpit through
three Real-Time Process Computers. Mill control computer for mill set up, loop
control, cascade control, auto cobble control, auto control, material tracking etc.
CCTV system for monitoring billets and bar movements.
Better dimension control is obtained by providing facilities like Mill Tension
Control for primary stands and lopper control for finishing stands. Cooling Bed
control computer for sequence control and cut-lengths. Quick replacement system
for stands gives high output with high flexibility for servicing small orders.
7) The software for the entire system has been developed by HAMBURGER
STAHLWERKE, West Germany.
The combined advantages of computer hardware and software include high
productivity, low energy consumption, low electrode consumption, optimization of
alloying elements, quality control, flexibility in producing various grades of steel,
high yield and lower material consumption, lower manpower requirement,
automatic data logging and generation of factual reports.

17
Higher availability, higher productivity optimum throughput, increased safety and
superior quality are hallmarks of automation.
SISCO, with quality product is consistently servicing the requirement of HNK
Japan, HNK Thailand, Mitsubishi Steel Manufacturing, Japan and other OEM
suppliers of leaf springs, situated in Indonesia, Philippines, Bangkok and Malaysia.
We have also supplied few lots to Hoesch Federn, Germany and General Motors.
SISCO is also catering almost 65 % requirement of the domestic market in India,
including all OEMs like Telco, Ashok Leyland, Maruti Udyog, Mahindra &
Mahindra etc.
As an example of product development for spring steels for international OEM
market, SUNFLAG are in the process of developing special high tensile springs
containing vanadium, Molybdenum and Niobium wherein a close control on
metallurgical properties such as grain size is achieved.
The major grades of steel manufactured by SUNFLAG include;
1) Carbon Steel
2) Alloy Steel
3) Free Cutting Steel
4) Spring Steel
5) Stainless Steel
6) These grades are produced in the form of Rounds, Flats, Hexagon and Wire
Rod

Group History

1930’s
The Group was founded by Satyadev Bhardwaj. He identified a need for quality garments and
textiles in East Africa and established the first textile plant in Kenya to serve the local market.

18
1950’s
The textile operation in Kenya became one of the leading companies in the country. Satyadev’s
three sons; Priya Bhushan, VijayBhushan and RaviBhushan started to take an active role in the
business. The operations included knitting, dyeing and finishing and garment making.
1960’s
The Group embarked on its first expansion outside Kenya with investment in Nigeria. The
potential was huge with a desperate need for quality garments and textiles for a rapidly
expanding population.
1970’s
The founder handed over the running of the business to his sons. The Group expanded into
Tanzania and embarked on an ambitious programme of vertical integration adding spinning and
weaving to all its operations. Professional management was brought in to run operations with the
family concentrating on policy and strategy.
1980’s
Despite political and financial difficulties in Africa the Group continued to expand its textile
operations in Kenya, Tanzania, and Nigeria. The Group diversified in India with an integrated
steel plant, invested widely in property, and established a filament yarn making plant in
Thailand.
1990’s
The Group consolidated its worldwide operations and diversified into the healthcare and power
generation industry. In India the Group invested in a hospital and a Medical Research Centre and
a power generation plant. Towards the end of the decade the Group entered the North American
market.
2000’s
The North American operations were expanded with additional manufacturing units. The African
units were modernized and steel manufacturing started in Nigeria. The steel mill in India was
expanded.

19
20
 RESEARCH METHODOLOGY
Research may be defined as a scientific and a systematic search for
information on a specific topic. Research is an art of scientific investigation.
Search of information may be known as DATA.

Research in common parlance refers to research for knowledge. For some

people, research means “a careful investigation or inquiry specially through search
for new facts in any branch of knowledge”. While some people consider research
as movement, a movement from known to unknown. More specific definition of
research is “it is a systematized effort of gain new knowledge.

Research is an academic activity and such terms should be used in a

technical sense. According to Clifford, research comprises defining and redefining
problems, formulating hypothesis or suggested solution, collecting, organizing and
evaluating data, making deduction and reaching conclusion and last carefully
testing the conclusion to determine whether they are fit the formulating hypothesis.
Research is thus an original contribution to the existing stock of knowledge
making for its advancement.

 Data can be collected from many different sources

 PRIMARY DATA
 SECONDARY DATA

The data collected directly from the targeted audience for the very first time is
known as PRIMARY DATA.

Sources of PRIMARY DATA:

 Observation method
 Questionnaire.

The data collected from the modes where the data is already available is known as
SECONDARY DATA.

Sources of SECONDARY DATA:

 Books
 Websites

21
 Company Magazines and Journals

DATA ANALYSIS AND

INTERPRETATION

22
Q.1) AGE OF THE EMPLOYEES:

Age Group 18-25 26-33 34-40 41 & Above

No. of Employees 25 50 15 10

AGE OF THE EMPLOYEES

10

25

15 18-25
26-33
34-40
41 & above

50

Analysis:

We can analysis that out 210 workers working in the organization 50 employees
lies under age group of 18-25, 100 employees lies under the age group of 26-33, 40
employees lies under age group of 34-40 & 20 employees lies under age group of
41 & above.

Interpretation:

Therefore, we can say that most number of employees is of the age between 26 to
33.

23
Q.2) MARITAL STATUS OF EMPLOYEES:

MARITAL MARRIED UNMARRIED

No. of Employees (in %) 80% 20%

MARITAL STATUS OF EMPLOYEES

20%

Married
Unmarried

80%

Analysis:

We can analysis that 80% of the total employees are married & 20% employees
are unmarried.

Interpretation:

Therefore, most of the employees of the organization are Married.

24
Q.3) QUALIFICATION OF EMPLOYEES:

QUALIFICATION SSC HSC NONE

No. of employees (in 30% 10% 60%
%)

QUALIFICATION OF EMPLOYEES:

30%
Ssc
Hsc
None

60%

10%

Analysis:

We can analysis that 60% of employees out of 100% are not educated, 30% of
employees have studied up to SSC & 10% of employees have studied up to HSC.

Interpretation:

Therefore, we can say that numbers of employees working in the organization are
Uneducated.

25
Q.4) DISTRIBUTION OF SALARY ACCORDING TO THE WORK
EXPERIENCE:

Work Experience 1-3 years 3-5 years 5-7 years 7-10 years
Salary (Rs.) 1,000 2,000 3,000 5,000
No. of Employees 15 40 30 15

DISTRIBUTION OF SALARY ACCORDING TO

THE WORK EXPERIENCE

1000

1-3 years
3-5 years
2000 5-7 years
5000 7-10 years

3000

Analysis:

We analysis that most 15 employees have salary Rs. 1000 & 1-3 years experience,
40 employees have Rs. 2000 salary & 3-5 years experience, 30 employees have
Rs. 3000 salary 5-7- years experience & 15 employees have salary Rs. 5000 &
7-10 years experience.

Interpretation:

Therefore, the organizations have most numbers of employees with work

experience of 3-5 years.

Q.5) GENDER OF EMPLOYEES:

26
OPTION Male Female
No. of Employees (in %) 60% 40%

GENDER OF EMPLOYEES

40% Male
Female

60%

Analysis:

We can say that 60% of the total employees are Male & 40% employees are
Female.

Interpretation:

Therefore, most of the employees of the organization are Male.

27
Q.6) IS THE TRADE UNION SATSFYING YOUR WANTS & NEEDS?

OPTION Satisfied Semi Satisfied Fully Satisfied Unsatisfied

No. of employees 25% 20% 50% 5%
(In %)

IS THE TRADE UNION SATSFYING YOUR

WANTS & NEEDS?

5%

25% Satisfied
Semi Satisfied
Fully Satisfied
Unsatisfied

50%

20%

Analysis:

We can analysis that 50% of employees out of 100% are saying that the trade
union is fully satisfying their wants & need & 25% are satisfying, 20% are semi-
satisfied & 5% are unsatisfied of their wants & need.

Interpretation:

Therefore, we can say that the trade union is well aware of the union wants &
needs of the members of union.

28
Q.7) ARE YOU SATISFIED WITH THE BEHAVIOUR OF YOUR TRADE
UNION LEADER?

OPTION Fully Satisfied Semi- Unsatisfied

Satisfied Satisfied
No. of employees 55% 30% 15% 5%
(In %)

ARE YOU SATISFIED WITH THE BEHAVIOUR

OF YOUR TRADE UNION LEADER

5%

15% Fully Satisfied

Satisfied
Semi-Satisfied
Unsatisfied
55%

30%

Analysis:

We analysis that 55% of employees are fully satisfied with the behavior of their
leader & 30% are satisfied, 15% semi-satisfied & 5% are unsatisfied out of
100%.

Interpretation:

Therefore, most number of employees is Fully Satisfied with the behavior of their
leader.

29
Q.8) ARE YOU SATISFIED WITH THE PROCEDURES USED FOR
RESOLUTION OF GRIEVANCES?

OPTION Fully Satisfied Semi- Unsatisfied

Satisfied Satisfied
No. of employees 60% 25% 10% 5%
(In %)

ARE YOU SATISFIED WITH THE PROCEDURES

USED FOR RESOLUTION OF GRIEVANCES

5%
10%
Fully Satisfied
Satisfied
Semi-Satisfied
UnSatisfied

25%
60%

Analysis:

From the diagram we can analysis that 60% of employees are fully satisfied with
the procedures adopted for resolving grievances & 25% are satisfied, 10% are
semi-satisfied & 5% are not satisfied employees.

Interpretation:

Therefore, we can say that the procedure of solving grievances of the employees
by the trade union is well managed.

30
Q.9) ARE YOU SATISFIED WITH THE TRDE UNION POLICY OF YOUR
COMPANY?

OPTION Fully Satisfied Semi- Unsatisfied

Satisfied Satisfied
No. of employees 70% 15% 10% 5%
(In %)

ARE YOU SATISFIED WITH THE TRDE UNION

POLICY OF YOUR COMPANY

5%
10%
Fully Satisfied
Satisfied
Semi-Satisfied
15% UnSatisfied

70%

Analysis:

We analysis that 70% of the employees are fully satisfied by the trade union policy
adopted by the company, 15% are satisfied, 10% are semi-satisfied & finally 5%
are unsatisfied.

Interpretation:

The trade union policy adopted by the company fulfills the satisfaction level of the
employees.

31
Q.10) WHEATHER THE TRADE UNION INFORMS WOKERS VIEW,
AIMS IDEAS & DISATISFACTION TO THE MANAGEMENT?

OPTION YES NO
No. of employees 80% 20%
(In %)

WHEATHER THE TRADE UNION INFORMS WOKERS

VIEW, AIMS IDEAS & DISATISFACTION TO THE
MANAGEMENT
20%

Yes
No

80%

Analysis:

We analysis that 80% of employees say that the trade union inform the
management about the aims, ideas, views dissatisfaction of the employees & 20%
are not.

Interpretation:

The trade union is well aware of its duties thus informs the management about the
aims Dissatisfaction of the employees.

32
HYPOTHESIS TESTING

33
 HYPOTHESIS TESTING

 The hypothesis first is satisfied that trade union is really one of the important

organizations for the welfare of the workers.

 There are proper unity between employees & their management.

 Management provided all facilities for trade unions.

 A trade union helps in promoting the problems of workers to the top

management.

 The character of trade union has been consistency changing.

 To secure protection from interpreter economic needs like illness accident,

injury, etc.

34
35
 CONCLUTION

 Trade unions play on important role in any organization it helps in managing

the welfare activities of the employees with the help of trade union the
management or the employees are in link with each other.

 It helps in promoting the aims, ideas, needs & dissatisfaction of the employees
to the top management without the trade union the management would never

36
 be able to commercial with the employees & would directly affect the group
of the organization.

 While the support of the trade union are able to get fair wages, good working
condition, avoid gatevaness, participation in the decision making process.

 It helps in promoting the satisfied with the education facility provided by the
trade union for their member & family.

 It helps in maintaining & managing with the trade union policy of in this
company.

37
 SUGGESTIONS

Trade union should try to improve through following suggestions :

 Should promote international trade union unity among the trade unions of
public & allied employees.

 Should support the struggle for the improvement of the social, economic
professional situation of public employment & for the fulfillment of their
demands.

 Should defend the democratic & trade union right & liberates of public
employees & to workers for their extension.

 Should activate the workers common struggle against the penetration &
application of new terminologies.

 Should strengthen the role & the importance of the trade union in every
social order to safeguard their duties to fully participate negotiations & to
develop their work at all levels.

38
 BIBLIOGRAPHY

1) Books & References : Author

I. Human Resource - Subba rao
Management - S. Chand
II. Human Resource
Management

2) Journals & Periodicals :

I. Business world
II. Times of India

3) Website :
I. www.hrm.com
II. www.google.com
III. www.wikipedia.com
IV. www.tradeunion.com

39
 APPENDIX
QUESTIONNAIRE
NAME: _______________________________________________
AGE: ____________________ CONTACT NO. : _________________________
OCCUPATION: _____________________________

1) Age of the employees?

o 18-25 o 26-33

o 34-40 o 41-above

2) Marital status of employees?

o Married o Unmarried

3) Qualification of employees?

o None o SSC o HSC

4) Distribution of salary according to the work experience?

o 1-3 years o 3-5 years o 5-7 years o 7-16 years

5) Gender of employees?

o Male o Female

6) Is the trade union satisfied your wants & needs?

o Fully Satisfied o Satisfied

40
 o Semi Satisfied o Unsatisfied

7) Are you satisfied with the behavior of your trade union leader?

o Fully Satisfied o Satisfied

o Semi Satisfied o Unsatisfied

8) Are you satisfied with the procedure used for resolution of grievances?

o Fully Satisfied o Satisfied

o Semi Satisfied o Unsatisfied

9) Are you satisfied with the trade union policy of your company?

o Fully Satisfied o Satisfied

o Semi Satisfied o Unsatisfied

10) Whether the trade union informs workers view, aims, ideas &

dissatisfaction to the management?

o Yes o No

11) Are you satisfied with the welfare activities provided by the trade

union?

o Fully Satisfied o Satisfied

o Semi Satisfied o Unsatisfied

12) Are you satisfied with the education facilities provided by the trade

union for the members & their family?

41
o Fully Satisfied o Satisfied

o Semi Satisfied o Unsatisfied

42