Disputes and dispute resolution: the effect of union density on employee intention to quite-the Indian scenario

Abstract

In India, historically, the trade unions have played the role of an agent of social and economic changes, protecting and enhancing the interest of its member and trying so squeeze more and more out of managements through bargaining or conflict. Unions protect workers directly from arbitrary discipline while providing management with a means of managing the work force that does not call on the use of overt sanctions since industrial action performed an additional voice function. It is observed that meaningful and lasting employed participation occurs only when the union has sufficient power to induce the management to forgo some of its traditional prerogatives; the union and management share a vision of how participation could serve the interests of both parties; and when the union has substantial institutional security. Based on the literature review and analysis, a framework linking union density, employee prolificacy to raise disputes, management propensity to make decisions unilaterally, and workers intention to quit has been suggested.