1

UNIONISM AT PTCL AND QESCO

Chapter I
INTRODUCTION AND BACK GROUND
A trade union is an organized group of workers. Its main goal is to
protect and advance the interests of its members. A union often negotiates
agreements with employers on employment terms and conditions. It may also
provide legal and financial advice, sickness benefits and education facilities to
its members. Trade unions are the voluntary organizations that require a level
of membership participation in order to function. Without some level of
membership participation and solidarity, unions will be not only ineffective
forms of representation but also in many cases financially non-workable.

It is argued that individual decision to unionize arise with the level of

dissatisfaction and frustration to job1. Unionization is one way of responding to
job dissatisfaction2 .One of the other reasons of joining a union is collective
reasons3. Those who believe in worker’s solidarity join unions because they
perceive trade unions as a major instrument for collective action4.

Other factors which increase the union membership are the benefits
associated with unions5. There are many benefits which are associated with the
trade union and individual want to accomplish his/her needs through these
1
Dessler, Gary. Human Resource Management. 9thed. New Delhi: Prentice- Hall of India,
(2003).
2
Riley, Nicola-Maria. “Determinants of Union Membership: A review”. Labour, XI, No. 2
(1997), 265-301.
3
Waddington, Jeremy., and whitston, Colin. “Why do people join union In a period of
membership decline?,” British Journal of industrial relation, XXXV, No. 4 (1997) ,515-546.
4
Haberfeld, Yitchak. “Why do workers join unions? The case of Israel”. Industrial and labor
relation review, XLVIII, No. 4 (1995), 656-670.
5
J Pehkonen, Jaakko., and Tanninen, Jannu. “Institution, Incentives and trade Union
Membership,” Labor, XI, No. 3 (1997), 579-597.
 2

benefits6.Some researchers found significant relationship between trade union

membership and ideological and political attitudes7. According to this
explanation workers join unions as a result of their political beliefs8.

Participation in trade union is enhanced by those factors which are

made for greater identification with one’s occupational situation and
occupational community. Job situation leading to frequent and close
association with many fellow workers encourage union participation. A
worker’s decision to join a union is significantly influenced by their coworkers
and immediate supervisors. The likelihood of union participation is enhanced
by personal contact with pro-union work colleagues, union leaders, family
members, ethnic associates.

Pakistan trade union membership is very weak at this time. Only 0.6%
of the total workers are organized in the trade unions. Total numbers of the
work force is as follow:

6
Guest, David E., and Conway, Neil. “Exploring the paradox of unionized worker
dissatisfaction,” Industrial relations journal, XXXV, No. 9 (2004), 102-121.
7
Riley, Nicola-Maria. op. cit.
8
Haberfeld, Yitchak. op. cit.
 3

TABLA 1: Total numbers of the work force in Pakistan

Sector Million Percent

Agriculture, Forestry, Hunting & Fishing 18.35 48.42
Mining, Quarrying 0.03 0.07
Manufacturing 4.35 11.48
Electricity, Gas, Water 0.26 0.7
Construction 2.19 5.78
Whole sale & Retailed Trade, Restaurant & Hotels 5.12 13.5
Transport, Storage & Communication 1.91 5.03
Financing, Insurance, Real Estate & Business
Sector 0.31 0.82
Community, Social & Personal Services 5.38 14.2
TOTAL 37.9 100
Source: http://www.pakistan.gov.pk/divisions/bstat.pdf

Where as the total number of trade unions and their membership are as
follow:

TABLE 2: Total number of trade unions and their membership

TOTAL
AREA REGISTERED TOTAL MEMBERSHIP
TRADE UNION
PAKISTAN 7392 255405
BALOCHISTAN 117 29235
Source: http://www.pakistan.gov.pk/divisions/bstat.pdf

Where as in Quetta city major trade unions are Pakistan

telecommunication employees union, Pakistan telecommunication line staff
union, Wapda hydro power union, PWD employees union, Agriculture
 4

employees union, Public Health engineering union and Pak PWD employees
union etc. which have approximately total membership of 10, 000.

A. Objective of the study

The literature review indicates that employees’ decision of joining a
trade union depends upon many factors. This study attempts to explore the
reasons of unionization of employees of Pakistan Telecommunication and
QESCO.
 5

Chapter II.
LITERATURE REVIEW

The study of the factors influencing employee’s decision to join or not

to join trade union lies at the heart of industrial relations 9. Experts have spent
much time and money trying to discover why workers unionize and they have
proposed many theories10. Yet there is no simple answer to the question, partly
because each worker probably joins union for his or her own reasons 11.The
individual decision may be influenced by a number of factors12.

There are four potentially complementary explanations for joining and

in some cases maintaining membership of a trade union 13. The first is that
workers join unions because of dissatisfaction with the job14. Job satisfaction
and other behavioral and attitudinal phenomena, such as those with which
expectancy theory is concerned, have served as central components in studies
of worker attitudes toward unionization15. It could be argued that the initial
stimulus to unionize will arise out of dissatisfaction and frustration with the
bread-and-butter aspects of the job16. So the most general observation here is
that trade union participation tends to increase with degree of job

9
Riley, Nicola-Maria. op. cit.
10
Dessler, Gary. op. cit.
11
ibid.
12
Deery, S., Plowman, D., Walsh, J., and Brown, M. Industrial Relation: A contemporary
Analysis. 2nd ed. Sydney: McGraw-Hill Australia, (2002).
13
Healy, Geraldine., Bradley, Harriet., and Muherjee, Nupur. “Individualism and Collectivism
Revisited: a Study of Black and Minority Ethnic Women,” Industrial relation journal, xxxv,
No. 5 (2004), 451-466.
14
Goerke, Laszlo., and Pannenberg, markus. “Norm-Based Trade Union membership:
Evidence for Germany,” German Economic Review, v, No. 4 (2004), 481-504.
15
A. Newton, Lucy., and McFarlane Shore, Lynn. “A Model of Union
Membership: Instrumentality, Commitment, and Opposition,” The Academy of
Management Review, xvii, No. 2 (1992), 275-298.
16
Dessler, Gary. op. cit. and Haberfeld, Yitchak. op. cit.
 6

dissatisfaction17. Unionization is one way of responding to job dissatisfaction18.According to this explanation union
provide workers with a “collective voice” vis-à-vis employers, enabling them to eliminate source of dissatisfaction19.

Traditional collective reasons remain central to union joining. Collective reasons comprise mutual support,
improved pay and conditions, peer groups pressure and belief in union organization20. The major institutional
purposes of a union are economic (satisfying economic needs of workers) and political (serving as a rival power to the
management)21.Those who believe in worker’s solidarity join unions because they perceive trade unions as a major
instrument for collective action22. Workers join unions in order to obtain job security and better employment
condition23. The most important role for unions are to fight for better pay/working conditions and more respect/better
treatment on the job and provide a greater say in work place issues 24. Even though the union’s part in improving
working conditions usually affects most members, those who verbally emphasize this fact are more likely to be
activists25. Personal experience in the organization plays a large part in thinking of workers, and that an unpleasant

17
Spinrad, William. “Correlates of trade union participation: A summary of the literature”. American Sociological Review, XXV, No. 2
(1960), 237-244.
18
Riley, Nicola-Maria. op. cit.
19
Haberfeld, Yitchak. op. cit.
20
Waddington, Jeremy., and whitston, Colin. op. cit.
21
Charlwood, Andy. “Influences on Trade union Organizing Effectiveness in Britain,” British journal of Industrial Relations, XLII, No I
(2004), 69-93.
22
Haberfeld, Yitchak. op. cit.
23
Haynes, peter., Vowles, Jack., and Boxall Peter. “Explaining the younger-older worker Union Density gap: evidence from New Zealand,”
British Journal of Industrial Relations, XLIII, No. 1 (2005), 93-116.
24
Kirton, Gill. “The Influences on Women joining and Participating in Unions,” Industrial Relation journal, xxxvi, No. 5 (2005), 386-401.
25
Spane, ED., and Redman, Tom. “Exchange or Convenant? The nature of the Member-Union Relationship,” Industrial Relation Journal,
XLIV, No. 4 (2004), 855-873.
 7

personal experience becomes a powerful motivation that turns workers toward a

union and may get them to become active members of union26.

Other main factor which contributes to union membership is the benefits

associated with the wage and employment policy of unions to which union
members are entitled27. The decision to become a union member is often explained
in terms of a cost-benefit analysis: workers are assumed to assess the advantages
and disadvantages of membership28. There are number of instrumental benefits that
might be expected to derive from union membership and/or the presence of a
recognized trade union in the work place29. Many unions provide their members
with benefits that are not work related− health and life insurance, credit cards and
legal aid, for insurance− all at below market rate. Workers may decide to join such
unions because they find these commodities and services attractive30. Individual’s
expectation of achieving personal goal (i.e. instrumentally), together with an
evaluation of the cost/benefit of union membership, also influence their decision to
join a union31. Individual benefits include training and education, industrial
benefits; professional services and financial service32. Many workers view unions
primarily as instrument by which they attempt to achieve their own personal goals,
whether intrinsic or extrinsic33.

26
S. Farber, Henry., and H. Saks, Daniel. “Why Workers Want Unions: The Role of Relative Wages
and Job Characteristics.” The Journal of Political Economy, LXXXVIII, No. 2 (1980), 349-369.
27
Pehkonen, Jaakko., and Tanninen, Jannu. op. cit.
28
Waddington, Jeremy., and whitston, Colin. op. cit.
29
Guest, David E., and Conway, Neil. op. cit.
30
Haberfeld, Yitchak. op. cit.
31
Prowse, Peter j., and Prowse, Julie M. “Are non-union workers different to their union colleagues?
Evidence from the public service”. Industrial relation journal, XXXVII, No. 3(2006), 222-241.
32
Windolf, Paul., and Haas, Joachim. “Who Joins the Union? Determinants of Trade Union
Membership in West,” European Sociological Review, V, No. 2 (1989), 147-165.
33
Mills, Daniel Quinn. Labor-Management Relation. 5thed. New York: McGRAW-HILL,INC
 8

Some studies have found a significant correlation between trade union

membership and ideological and political attitudes34. According to this explanation
workers join unions as a result of their political beliefs35.Such campaigns may do
more than simply address members instrumental needs in the political arena; they
may build a sense of community involvement36. In many countries, labor unions are
affiliated with political parties, thus the nature of this affiliation varies from one
country to another, but the party usually provides “its” unions with favorable
legislation, access to public budgets, and political power in return for the unions’
political mobilization and support during election37.

According to Mills38 following three models explained why people join

trade union.

Figure 1: MODEL A
Support union

Yes

Yes
Dissatisfaction Union way to improve
with work-related working conditions No
Issues
No
Not Support union

In model A dissatisfaction leads a person to embrace a union membership to

improve his or her situation. That is workers turn to be unionized if they are
dissatisfied with their jobs. Model A demonstrates that if an employee is not
satisfied with his/her job and he/she feels that by joining a trade union he/she may
34
Riley, Nicola-Maria. op. cit.
35
Haberfeld, Yitchak. op. cit.
36
Prowse, Peter j., and Prowse, Julie M. op. cit.
37
Guest, David E., and Conway, Neil. op. cit.
38
Mills, Daniel Quinn. op. cit.
 9

be able to decrees his/her dissatisfaction, then they are highly motivated to join a
trade union.

Figure 2: MODEL B

Positive Support union

Better my self
through union

Negativ Not Support union

e

Every individual has its intrinsic or extrinsic needs which can only be
satisfied through financial or moral reimbursement. In Model B different financial
benefits lead a person to unionize. That is workers join a union if they feel that
they will be benefited financially and morally.

Figure 3: MODEL C

Positive
Support union

Ideological belief

Negative Not Support union

In model C a person’s political or ideological beliefs incline him or her to

support a union, if it shows the same belief. That is workers join a union if they
feels that union demonstrates the same ideological and political belief as they have.
Chapter III.
THEORETICAL FRAMEWORK
 10

There has been much research done in the past to understand why people
join trade unions. The model given below was used to conduct this research study.
The model focuses on four variables that seem to have the strongest impact on the
individual decision to join union.

Dissatisfaction with
work-related
conditions

Collective means of Decision to join

action trade union

Valued outcomes
associated with trade
union

Ideological belief in
union

The model above assumes the main four relationships between the
independent and dependent variables.

1. That there is strong positive relationship between the dissatisfaction from

the job to the decision of joining the union. If the employee is not or less
satisfied with his job performance then there is greater chance that he or
 11

she will join the union. However if the employee is satisfied with the job
then he may not join the union.
2. Many of the employees tell that one of their aims to join the union is to
raise the collective voice against the actions of the employer. If the
employees strongly belief in collective action against the employer then
there is high chances that they will join the union.
3. Individuals, who possess a specific political view, are highly motivated to
join the trade unions than those who do not have any political ideology.
Because the people with the political view usually think that by joining a
trade union they may be able to make a society which will represent there
political view. There is a direct relationship between the ideological belief
and political view to the decision of joining union.
4. Most of the employees join the union to satisfy their personal goals. Every
employee has his/her intrinsic or extrinsic needs. In the global times it’s
more important than ever to recognize the need of people to increase the
union participation. Many of the trade unions offer different type of
benefits which can satisfy the needs of individual.
 OPERATIONAL DEFINITION
12 OF VARIABLES

Individual decision to
join union

D1 D2 D3 D4

Collective Valued outcomes associated Political belief

Job dissatisfaction
means of action with trade union in union

E E E E
1 2 1 2
Job Preference at Financial
Job security
environment work benefits

E E
3 4 Training
Compensation Relation E E
with bosses E E E 1 2
1 2 3 Political parties and Involvement in
Employee Work conditions labour union wing political activities
interests improvement

E E
Business benefits at
3 4
the expense of
Job protection Protection against employees
employer
E
3

Believe in
Figure.5 unionism
Operationalization of
concept individual E
5
decision to join union
 13

A. Dimension1: Dissatisfaction with the job

Job dissatisfaction means different things to different people. Their are
many aspects to job dissatisfaction---low income, no job security, a lot of travel due
to organization work, bad co-worker relationships and the overall work
environment. In this research any one or a combination of these factors may
contribute to an individual’s dissatisfaction with work. Dissatisfaction with the job
comes form different elements.

1. Element1: Job Environment:

Job environment is important element of the Job Dissatisfaction. Job
environment elaborates the working condition at the work place. If an employee is
facing the problem with the working condition and eventually this does not go in
good turn of an employee and he leaves such job in shape to join trade union.

2. Element2: Job Security:

Job security is another critical element of the job dissatisfaction. Job
security means how much the job is protected by all kinds of formalities. It also
shows that the power of an individual is not intimidated by the employer to leave
the job. Contrary to this fact if employee’s job is threatened by any means from his
employer side then ultimately the employee will have dissatisfaction with his/her
job. This job dissatisfaction may motivate an employee he/she to join trade union.

3. Element3: Compensation:
It is one of the primary reasons for job dissatisfaction. Compensation many
times evolves as grave player to originate the dissatisfaction in job. If an employee
is not compensated with suitable pay and wages he/she is likely to be dissatisfied.
This further compels an employee to join trade union and fight for the fair wages
and salaries.
 14

4. Element 4: Relation with bosses, supervisors and coworkers:

In every walk of life humane being needs the help of his/her coworker and
colleague. The whole system of the nature is interrelated. Similarly in the work
place, the employee has the relation with his /her boss. This relation may differ
according to the nature of the position of an employee and his prior authority. But it
is quite obvious that for the productivity and extraction of maximum out put from
the subordinate, it is significant to build the strong relation. In case of the strapping
relations with immediate officer, the distress in work enhances. But if it is opposite
then this contributes to induce some one to confirm his dissatisfaction with work.

5. Questions:
Based on the above Operational definitions the following exploratory
questions emerged, and included in the questionnaire:

1. Are you satisfied with the job environment?

2. Is My job secure in this workplace?
3. Are In general, relations between employees and management good?
4. Are you work more than what you paid off?

B. Dimensions2: Collective Means of Action

Collective means of action means mutual support against the action of
employers and to support the actions to improve pay and conditions. The collective
means also include the peer groups pressure and belief in union organization.
Collective means of action have following elements.
 15

1. Element1: Employee Interests:

In every organization there are some objectives set by the employees
themselves. And one of the main and core objective of employees is self interest.
Interests may of different kinds and types. Interests are protected by the individual
way as well as by unionized way.

E.g. Interests are of different shapes for different employees. Suppose if the
employees are not being saved with job security, market payable salaries and
working conditions then obviously a collective response will occur to safe guard
the interests of employees and resolve the issue with employer. The grievance of
employees is required to be addressed in its full spirit otherwise employees will
demonstrate in form of strike, lock out etc.

2. Element2: Work condition improvement:

As the other element, the working conditions are also immense factor to
matter collective means of action from employee’s side. Because the working
conditions are the main reasons for high productivity. The working conditions can
be improved if they are worst in nature. So, in case of improvement, working hours
play pivotal role. Besides this, seating arrangement, Convenient enter and exits,
Electricity, gas and others as according to the nature of the job. If they are so
contrary to the situation then employees reveal the grievance and may fight
collectively for the purpose to get their rights accepted by the employer.

3. Element3: Job protection:

Every employee wants the job security and protection. If it is not given than
the employee gets frustrated and he/she may start protest collectively for the job
protection.
 16

4. Element4: Protection against employer:

The collective agitation usually takes place, if the protection against
employer is not provided. This may be in the in the form of laws and rules. There
should be such rules that do not disturb the interests of employees other wise the
demonstration from employee’s side is evident.

The rules and regulation should be convenient and supportive for both
employees and employer. Otherwise, it can disturb the whole system of
organization. Rules are made for the betterment of employees not to taunt them.

5. Element5: Believe in Unionism:

All the employees working under one flag are the assets of an organization.
So, it is the duty of employer to take care of the rights of all employees working in
the organization. But, if the rights of employees are violated then they may go for
the unionized action, which is not in favor of the organization at all. When the
collective action is commenced; it means the union is necessary to be joined.

6. Questions:
Based on the above Operational definition the following exploratory
questions emerged, and included in the questionnaire:
1. Does the union at your workplace struggle hard when employee
important interests are threatened?
2. Do you agree that the more people join a trade union; the more effective
it is in increased pay and work conditions improvement?
3. Did you join the trade union because union protects the job?
4. Did you join trade union because union Protects workers against unfair
treatment of employer?
5. Do you believe in unionism?
 17

C. Dimension 3: Valued outcomes associated with trade union

Valued outcomes associated with trade union means benefits associated
with the wage and employment policy of unions, unemployment compensation
scheme to which union members are entitled, health and life insurance, credit cards
and legal aid, training and development etc. Valued out comes associated with trade
union have following elements.

1. Element1: Preference at work:

Work preference is an important dimension in respect of the valued
outcomes or benefits. The benefits may instigate the employees for efficient and
productive work. The work competence also correlates with the benefits. The more
the benefits are given the more productive the employee is. Similarly the
facilitation of work also matters in the benefits. The work preference is directly
related with the benefits.

2. Element2: Financial Benefits:

The most significant thing which influences the employee is financial
benefits or monetary benefits. This may be in shape of cash. Cash equivalents are
also part of the financial benefits. This is the motivational tool that affects the
behavior of an employee at large. Some of the employees may be motivated to join
a trade union because the union may give them financial benefits.

3. Element3: Training:
Training is the enhancement of the capabilities of an employee and the part
of his/her development. Training is given just to aware the employee with working
conditions or if the new technology comes or structure of the organization changes
than training is must to be given to all employees. Training is also the motivational
tool. The productivity is also related with sequential training in the service career of
an employee in the organization.
 18

4. Questions:
Based on the above operational definitions the following exploratory
questions emerged, and included in the questionnaire:

1. Do you get preference in selection for training as a union member?

2. Did you join trade union because union offered financial services such
as insurance and credit?
3. Do you agree that being a member of trade union you get better
treatment if you have a problem at work?

D. Dimension4: Political Belief in union

Ideological belief in union means that an Individual who possess a specific
political view. This political view usually is that by joining trade union employees
may be able to make a society which will represent their political view. Political
belief has following elements.

1. Element1: Political parties and labor union wings:

Political parties and labor union wings are established within the
organizational set up of the political party for the sake of protection of the rights of
the employees. The political parties may influence the individual to join a union
through their labor union wings.

2. Element2: Involvement in Political activities:

Another reason of the political belief is involvement in political activities.
Political involvement also is the main factor in prospective of the political belief. If
the interests are of massive value then political activities also mounts and the
employee is more willing to join union.
 19

3. Element3: Business Benefits at the expense of employees:

The employees in the organization are the key player in making the
profitability. They need proper working condition; support and encouragement
form their prior authorities. But if it is not so then organization experiences the loss
in shape of expenses and the business organization has the huge burden over their
shoulders.

4. Questions:
Based on the above Operational definitions the following exploratory
questions emerged, and included in the questionnaire:

1. Do you belong to any political party?

2. Do you believe that unions should be involved in political activities?
3. Should political parties have their labor union wing?
 20

Chapter IV.
RESEARCH METHODOLOGY

As stated earlier the objective of this study is to determine that why

employees join trade unions in Quetta. Data was collected from predetermined
population using questionnaire technique.

A. The population
Population consists of following three unions:

• Pakistan telecommunication employees union

• Pakistan telecommunication line staff union
• Wapda hydro power union

B. The sample
We have fallowing sample size of the study:

Group Sample Size

Pakistan telecommunication employees union 100
Pakistan telecommunication line staff union 81
Wapda hydro power union 100

Due to time constrain, convenience sampling was used to select the sample
of 281 members from the above mentioned trade unions.

C. Data collection
Data was collected through questionnaire. We had 3 to 5 questions of each
dimension in the questionnaire. All the Questions were close ended. The data was
collected during the month of February and March. We distributed 281
 21

questionnaires out of which we received 198 questionnaires, so the response rate of

our survey is 71%.

D. Data Analysis
We used frequency distribution to analyze the data. The data examined Job
dissatisfaction and decision to join trade union, Collective mean of action and
decision to join trade union, valued outcomes associated with trade union and
decision to join trade union and lastly ideological belief in union and decision to
join trade union.

E. Data presentation
Data is presented in tabulated and graphic forms
 22

Chapter V.
RESULTS AND ANALYSIS

A. Job dissatisfaction and Decision to join trade union

TABLE5. I am satisfied with the job environment

Cumulative
Frequency Percent Valid Percent Percent
Valid Agree 148 74.7 74.7 74.7
Disagree 50 25.3 25.3 100.0
Total 198 100.0 100.0

Disagree Agree

Figure6. I am satisfied with the job environment

The response shows that (75%) employees are satisfied with the job
environment of their organization. This shows that the job environment does not
seem the reason of joining trade union.
 23

TABLE6. My job is secure in this workplace

Cumulative
Frequency Percent Valid Percent Percent
Valid Agree 141 71.2 71.2 71.2
Disagree 57 28.8 28.8 100.0
Total 198 100.0 100.0

Disagree
Agree

Figure7. My job is secure in this workplace

Many of our respondents (71%) feel that their job is safe in the organization
they work. This reflects that the job security is not the reason of joining trade
union.
 24

TABLE7. In general, relations between employees and management are

good

Cumulative
Frequency Percent Valid Percent Percent
Valid Agree 122 61.6 61.6 61.6
Disagree 76 38.4 38.4 100.0
Total 198 100.0 100.0

Disagree
Agree

Figure8. In general, relations between employees

and management are good

Majority of the respondents (61%) feel that their relationship with the
employer and bosses is good. Thus it can be inferred they are highly satisfied with
their jobs. This indicates that the employee relation with management is not the
reason of employees to join trade union.
 25

TABLE8. I work more than what I am paid off.

Cumulative
Frequency Percent Valid Percent Percent
Valid Agree 79 39.9 39.9 39.9
Disagree 119 60.1 60.1 100.0
Total 198 100.0 100.0

Disagree
Agree

Figure9. I work more than what I am paid off

Majority of the respondents (60%) feel that what is paid to them for their
services in the organization is more than what they deserve which shows that they
are satisfied with their pay. This points outs that the compensation is not the reason
of joining trade union.
 26

B. Collective means of action and Decision to join trade union

TABLE9. The union at my workplace struggles hard when employee

important interests are threatened.

Cumulative
Frequency Percent Valid Percent Percent
Valid Agree 101 51.0 51.0 51.0
Disagree- 97 49.0 49.0 100.0
Total 198 100.0 100.0

Disagree
Agree

Figure10. The union at my workplace struggles hard when employee

important interests are threatened.

51% of the members feel that union is the body which struggles when their
interests are not met. This reflects that employees join the trade union because they
feel that union protects them when their important interests are threatened.
 27

TABLE10. The more people join a trade union; the more effective it is
to get pay increased and work conditions improved.

Cumulative
Frequency Percent Valid Percent Percent
Valid Agree 125 63.1 63.1 63.1
Disagree 73 36.9 36.9 100.0
Total 198 100.0 100.0

Disagree
Agree

Figure11. The more people join a trade union; the more effective it is
to get pay increased and work conditions improved.

The response shows that the majority of employees (63%) think that if they
join a union it will strengthen the union and the union will be more effective to get
the pay increased and the working conditions improved.
 28

TABLE11. I join the trade union because union protects the job.

Cumulative
Frequency Percent Valid Percent Percent
Valid Agree 120 60.6 60.6 60.6
Disagree 78 39.4 39.4 100.0
Total 198 100.0 100.0

Disagree
Agree

Figure12. I join the trade union because union protects the job

(61%) feel that their job is safe and sound in the organization where they
work if they join the union.
 29

TABLE12. I join trade union because union Protects workers against

unfair treatment of employer

Cumulative
Frequency Percent Valid Percent Percent
Valid Agree 159 80.3 80.3 80.3
Disagree 39 19.7 19.7 100.0
Total 198 100.0 100.0

Disagree Agree

Figure13. I join trade union because union Protects workers against

unfair treatment of employer

The majority of employees (80%) feel that union protects them against the
unfair actions of the employer. This leads to infer that the main reason of
employees to join a union is that union protects them against the unfair actions of
the employer.
 30

TABLE13.I believe in unionism

Cumulative
Frequency Percent Valid Percent Percent
Valid Agree 157 79.3 79.3 79.3
Disagree 41 20.7 20.7 100.0
Total 198 100.0 100.0

Disagree Agree

Figure14. I believe in unionism

The majority of the union members (80%) feel that joining a union is one of
the best ways to be collective against the actions of the employer. This persuades
the workers to be member of a trade union.
 31

C. Valued outcomes associated with trade union and Decision to join

trade union

TABLE14. Being a member of trade union you get better treatment if

you have a problem at work.

Cumulative
Frequency Percent Valid Percent Percent
Valid agree 95 48.0 48.0 48.0
disagree 103 52.0 52.0 100.0
Total 198 100.0 100.0

Disagree
Agree

Figure15. Being a member of trade union you get better

treatment if you have a problem at work.

As can be seen from the table, the majority of union members (52%) feel
that they do not get any type of extra support being a member of the union.
 32

TABLE15. I joined trade union because union offered financial services

such as insurance and credit.

Cumulative
Frequency Percent Valid Percent Percent
Valid agree 55 27.8 27.8 27.8
disagree 143 72.2 72.2 100.0
Total 198 100.0 100.0

Disagree Agree

Figure16. I joined trade union because union offered financial services

such as insurance and credit.

The survey response shows that the majority of employees (72%) feel that
being a member of the trade union they do not get any financial advantage. This
reflects that the financial benefits associated with the union are not the reason of
employees to join union.
 33

TABLE16. You get preference in selection for training as a union

member.

Cumulative
Frequency Percent Valid Percent Percent
Valid agree 55 27.8 27.8 27.8
disagree 143 72.2 72.2 100.0
Total 198 100.0 100.0

Disagree Agree

Figure17. You get preference in selection for training as a union

member.

Among union members majority (72%) feels that they do not have any kind
of advantage being a member of the union while selection for the training. This is
an indication that preference in selection for training as a union member is not the
reason of joining trade union.
 34

D. Political belief in union and Decision to join trade union

TABLE17. Political parties should have their labor union wing

Cumulative
Frequency Percent Valid Percent Percent
Valid Agree 68 34.3 34.3 34.3
Disagree 130 65.7 65.7 100.0
Total 198 100.0 100.0

Disagree
Agree

Figure18. Political parties should have their labor union wing

The survey shows that the majority of the union members (66%) are of view
that their should not be a labor union wing of a political parties.
 35

TABLE18. I believe that unions should involve in political activities.

Cumulative
Frequency Percent Valid Percent Percent
Valid Agree 44 22.2 22.2 22.2
Disagree- 154 77.8 77.8 100.0
Total 198 100.0 100.0

Disagree Agree

Figure19. I believe that unions should involve in political activities.

The survey shows that the majority of the union members (78%) are of
belief that the union should not involve in any type of political activities.
 36

TABLE19. Do you belong to any political party?

Cumulative
Frequency Percent Valid Percent Percent
Valid Agree 80 40.4 40.4 40.4
Disagree 118 59.6 59.6 100.0
Total 198 100.0 100.0

Disagree Agree

Figure20. Do you belong to any political party?

The survey shows that the majority of the union members (60%) are not the
members of any political party. This leads to infer that political belief is not the
reason of joining trade union.
 37

Chapter VI.
CONCLUSION

The purpose of this study was to investigate the reasons of unionization in

Quetta city. The findings show that members of all trade unions under our study i.e.
Wapda Hydro Central Electric Labor Union, Pakistan Telecommunication
Employees Union and Pakistan telecommunication line staff union join the unions
for collective means of action. Union membership is consistently associated with
the collective voice and collective means of action have a direct relationship with
the employee decision to join union. The strongest motivator of employees to join
the union within collective means of action is union protection against unfair
actions of the employer. The second reason within collective means of action,
which influenced the employees to join a union, is believe in unionism. Union
protection of employees’ interest when threatened is the weakest factor of
employees to join union within collective means of action.

This study reveals that majority of the employees are satisfied with the job
environment, job security, employees-management relations and the compensation.
Thus the possibility of workers joining a trade union on grounds of dissatisfaction
with job is ruled out in case of Wapda Hydro Central Electric Labor Union,
Pakistan Telecommunication Employees Union and Pakistan telecommunication
line staff union.

Majority of the researches suggested that workers join the union in the
expectation of benefit of some sort. They felt that employees would continue to be
member of the union as long as the union can give those benefits. But the results of
this research show that valued outcome associated with trade union does not have
significant association with the membership of the trade unions.
 38

The study depicts that majority of the employees do not want to involve in
politics through union. This suggests that they do not join the union because of
their political belief.
 39

Appendices
APPENDIX A

LETTER OF CONSENT
A RESEACH ON WHY INDIVIDUALS JOIN TRADE UNIONS

February, 2007

Dear member,

This questionnaire is designed to study the factors that influence the

individual decision to join a trade union. These factors include job dissatisfaction,
collective means of action, valued outcomes associated with the trade union and
the ideological and political belief. The information provided would help us in
understanding how these factors contribute in one’s decision to join a union. As you
belong to one of the trade unions so your participation would make our research
useful.

Your response will be kept confidential and a report on the findings will be
made available to your union, as soon as it will be finalized.

We shall be thankful for you time and support.

Yours truly,

Muhammad Aslam Akhter

Muhammad Usman
Omer Farooq
Haroon Ahmed
 40

APPENDIX B
QUESTIONNAIRE

NAME___________________________________________

ORGANIZATION NAME_______________________________

DESIGNATION IN ORGANIZATION_____________________

TRADE UNION NAME_________________________________

GENDER

1. Male 2. Female

AGE

1. Less than 20 years 2. 20 to 30 years 3. 31 to 45

4. Above 45

DURATION OF JOB

1. Less than 1 year 2. 1year----5 year 3. More than 5 year

DURATION OF TRADE UNION MEMBERSHIP

1. Less than 1 year 2. 1year----5 year 3. More than 5 year

DESIGNATION IN THE UNION

1. President 2. Vice president 3. Secretary

EDUCATION

1. Under matric 2. Matric 3. Intermediate

4. Graduation 5. Masters

INCOME

1. Less than 5000 2. 5000 to 12000 3. Over 12000

 41

JOB NATURE

1. Manufacturing 2. Construction 3. Transport and

Storage
4. Services Provider 5. Insurance 6. Administration
7. Finance 8. Marketing 9. Other
(Specify)___________________

Do you agree or disagree with the following statements.

1. I am satisfied with the job environment.

a. Agree b. Disagree

2 My job is secure in this workplace

a. Agree b. Disagree

3. In general, relations between employees and management are good.

a. Agree b. Disagree

4. I work more than what I am paid off.

a. Agree b. Disagree

5. The union at my workplace struggles hard when employee important

interests are threatened.
a. Agree b. Disagree

6. The more people join a trade union; the more effective it is in increased
pay and work conditions improvement.
a. Agree b. Disagree

7. I join the trade union because union protects the job.

a. Agree b. Disagree

8. I join trade union because union Protects workers against unfair

treatment of employer.
a. Agree b. Disagree

9. I believe in unionism.
a. Agree b. Disagree

10. Being a member of trade union you get better treatment if you have a
problem at work.
a. Agree b. Disagree
 42

11. I joined trade union because union offered financial services such as
insurance and credit.
a. Agree b. Disagree

12. You get preference in selection for training as a union member.

a. Agree b. Disagree

13. Political parties should have there labor union wing.

a. Agree b. Disagree

14. I believe that unions should involve in political activities.

a. Agree b. Disagree

15. do you belong to any political party?

a. Agree b. Disagree
 43

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