Trade Unions of Pakistan Telecommunication Company Limited

Abstract

and their relationship with the management of PTCL. The main focus is on the identification of the main reasons which leads to such conflicts and their effects on the employees and their performance measures and as a whole on the image of the organization. The relationship between the trade unions at PTCL and the management is not satisfactory. Majority of the trade unions do not get along with the management besides the few are backed by the management itself. There are many appearent reasons between the arousal of the conflicts between the trade unions and the management at PTCL. There is a communication gap between the management and the trade unions at PTCL, Union is not informed regarding important decisions and recruits. Only a few unions backed by the management are informed by the decisions made. This creates more confusion and mistrust about the management among other unions. On the other hand the management do not seems agreed on the claims of management doing favoritism and backing. According to them very few among the sixteen trade unions follow any systematic procedure. According to the management this is the main reason only a few of the trade unions get management’s backing. According to the management the problem is not with the management but the trade union itself. Only those trade unions get support of the management which follows the proper procedure according to the I.R.O (industrial relations ordinance). So actually the management’s point is that it insists on carrying out every procedure in handling the unions according to the industrial relation ordinance (IRO). So by looking at these few points we can say that there is a stark difference between the management and the trade unions way of thinking. There is a sense of mistrust and misunderstanding. There is lack of professionalism in Trade unions’ approach and methods. They need to be mature and systematic in their activities. The main problem is the lack of a true leadership in the trade unions who don’t see only the benefits of his trade union being a leader but at the organization level. A true sincere leader can probably be a perfect remedy to effectively merge the gap and mistrust that is present among the trade unions and the management. The management is firm on its stand and rightly so however changes have to be made at the trade unions end. To be more effective and wants the management to cater to their demands they have to act professionally. Furthermore the management should also assist and aid the various unions as much as possible. Proper guidance should be given. Their various activities especially those which are deemed to be fruitful for the organization should be fully supported. Management should perceive trade unions as a helping hand rather then a challenge to its writ. There should be an effective communication at both ends. A joint sincere struggle is needed on both the ends. The blame game and the rift between the management and the trade unions of ptcl is effecting the motivation level of the employees.