• Debasish Mukherjee

The most significant determinants of sustainability of any organization are its human resources. Employee productivity is the major driver of stabilized growth of an organization. In order to enhance the job security and other benefits and also to maintain management and employee relationship employees form unions who collectively negotiate issues such as wages and working conditions with the employers. Vall (2010) defines Trade Union as an organization consisting mainly of employees who joined together to achieve a common goal and promote their interest by collective actions. This helps both the employees and employers to come to common terms and avoid disputes. The trade unions assist in effective communication between the management and the workers. They make sure that the differences in perceptions do not turn into disputes and hence a peaceful relationship prevails between the workers and the employers. Shelley and Calveley (2007) further suggest that they also motivate discipline among the workers, settle disputes rationally and help workers adjust in difficult circumstances. A dispute between the American consumer products company Proctor and Gamble, and few workers in Peru regarding some fundamental working rights was settled by the trade union through arbitration (Icem, 2008). The main function of the trade union is to represent the employees at work. However they play other roles as well which are: Negotiating collective agreements: Phelan (2009) suggest that the trade unions have the responsibility of negotiating the wages, rules, working conditions and timing of their jobs with their employers. This is one of the main objective for which trade unions were formed. All the employees gather into a single backbone known as the trade union and collectively negotiate the terms and conditions under which they believe they should work in. The Employee representative of the union of Nokia, a multinational in Malta, HSBC, a global financial services company, introduced the first performance based pay remuneration system after negotiating with the unions (Eurofound.com). Representing workers at disciplinary and grievance hearing. According to Zhu (2008) one of the rights of the employees are that they can be accompanied by a co-worker or a union official at a disciplinary or grievance hearing. The workers prefer to choose the union representative who is also a Co worker. This gives the workers a form of support during the disciplinary or grievance hearings. In Reddy v Bedford and Luton Partnership NHS Trust (2010) the employees represented a collective grievance through the trade union representative (Employee Cases Update, 2010).

EMPLOYEE PERCEPTION ON THE IMPACT OF THE TRADE UNIONS ON THE WORK PERFORMANCE:

"EMPLOYEE PERCEPTION ON THE IMPACT OF THE TRADE UNIONS ON THE WORK PERFORMANCE:", International Journal of Emerging Technologies and Innovative Research (www.jetir.org), ISSN:2349-5162, Vol.4, Issue 12, page no.260-260, December-2017, Available :http://www.jetir.org/papers/JETIR1712048.pdf

"EMPLOYEE PERCEPTION ON THE IMPACT OF THE TRADE UNIONS ON THE WORK PERFORMANCE:", International Journal of Emerging Technologies and Innovative Research (www.jetir.org | UGC and issn Approved), ISSN:2349-5162, Vol.4, Issue 12, page no. pp260-260, December-2017, Available at : http://www.jetir.org/papers/JETIR1712048.pdf