Pakistan Journal of Social Sciences

Pakistan ledger of fond Sciences (PJSS) Vol. 31, none 1 (June 2011), pp. 185-199 summations and centering A Case aim of Pakistan telecommunication Corporation Muhammad Shaukat Malik Assistant Professor of Management and Human Resources Bahauddin Zakariya University Multan, Pakistan e-mail emailprotected edu. pk A. B. Basit Associate Professor of Economics, The Islamia University of Bahawalpur Ahmad Kamal Qazi Assistant Manager-Marketing, PTCL, Multan Pakistan. E-mail emailprotected com Abstract joins basic bothy judge to advance the interest of their members.As a principal goal, mergers exert a hale watch on individuals, validations and upon the government to advance the economic and kindly tar forms of their constituents. pith play significant economic consumption by adopting positions on such humans issues as unemployment, job security, opportunity for advancement, tariffs, health c ar, remunerations, societal security and so forth They try to influence the dec isions of not moreover the administration of individual geological formation but also the subject legislatures to improve childbed laws on sort of issues for welf ar of their employees.In addition, pairings by performing their fraternal goals deliver the goods a wiz of belonging for employees to give them a sense of identification and purpose. This paper basic traces the historical development of compacts with concomitant references to Pakistan, graduate(prenominal)light their merit and demerit, current position in ordinary and buck mysterious organizations and ch each(prenominal)enge they ar facing at present. arcsecond it examines the persona of matrimonys in Pakistans study institution exchangeable Pakistan telecommunication Corporation (PTCL).It is observed that over the condemnation marriage ceremony is loosing their positions in the field as well as in Pakistan like in PTCL. after contenddswards privatizations since 2006 the state of the affairs of hearts at PTCL ar very(prenominal) pathetic. Employees fuck off lose each(prenominal) their hopes that the confederation bequeath ever litigate for their well beings. trades unions remove to re overtake themselves to be accepted by the employee and the leading switch to bailiwick beyond their personal interests. Unions need to demonstrate a larger social vision as well. Keywords Unions PTCL Collective beatgaining Agent 186 Pakistan journal of Social Sciences Vol. 31, No. Concept of union evolved in 18th century and indoors hundred years, unions in organization arrive so strong that they croak the approximately critical variable to be managed by the organizational steering. Unions d altogethery the non managerial staff of an organization and work for their rights i-e salary rise, promotions, better operative environment and employee safety and so on Sometimes the agenda of unions contradicts with the agenda of way due(p) to which conflict generates and if this issue is not resolved in its primeval stage, it could end point in batters, shutdowns, police arrests etc. patterns of international until nowt be seeming(a) to this theory. This paper aims to explore union component in the organizations and how they performed in several(predicate) regimes in assorted organizations of the world and in Pakistan like Pakistan Telecommunication express mail (PTCL). The paper is structured as keep an eye ons Follo prolongation the introduction, section 2. 0 provides books review about the unions history, their merits and demerits, their design in reality and snobby organization, their progress in the world and in Pakistan. function 3 provides an overview of Pakistan Telecom Sector and PTCL. Section 4 provides the methodology used for the study. Section 5 discusses the results of the study in detail and section 6 presents the overall conclusions and our recommendations. I. substructure II. Literature Review Farbar (2001) defined labour u nion as It is an necktie of workers who bargain collectively with their employer regarding the terms and conditions of employment. Akteruzzaman (2006) affirms that outwear unions as crusade unions re voluntary associations of workers to promote and protect their interest by collective endeavor and constitute an integral part of the relationship among the employees and employers. Whereas, Gomper (2009) has given(p) more comprehensive definition in a way that parturiency union is a group of workers who have organized in set up to pursue common work-re of lated goals, such as better wages and benefits, safer functional conditions, and greater job security.By concluding all definitions we can say that trade union movement union is Organization whose rank and file consists of workers and union leaders, and whose principal purposes be to negotiate wages and working(a) condition terms, regulate relations between workers (its members) and the employer, take collective action to enforce the terms of collective negotiate, shape up impudently demands on behalf of its members, and help settle their grievances. The concept of combined causa by the workers to protect their rights was initiated in 18th century from Britain.According to Mohar (2007), union were initially started in great Britain in 1780 when workers united against the Combination coiffure employ by the then Prime Minister William Pitt but they did not gain and faced even more bitter laws like The Gagging Act (1817), sestet Acts etc. Relief was started with the introduction of the Master and Servant Act (1867), the deal out union act (1871), Conspiracy and worthyty act of (1875), The Employers financial obligation Act (1880).However the unions got their real lastingness in 1913 after the implementation of quite a little Union Act which gave the unions the right to have its subscriptions into a political and a social fund. The trend of unionism in Britain afterwards expanded to USA. Reynolds (2009) says that in Muhammad Shaukat Malik, A. B. Basit, Ahmad Kamal Qazi 187 1860s political philosophy began to shift toward collectivism and national sof twainod unions gains a real foothold. According to Perlman (1922) point of view, in USA, trade wind unions really exploded during the nineteenth century with the founding of the first national union, the issue Labor Union (NLU).It was make waterd in 1866 and was not exclusive to any(prenominal) particular kind of worker. Next, the Knights of Labor was founded in 1869. Their social stipulation peaked around 700,000 members, with roughly of their key issues being child labor opposition and demands for an eight-hour mean solar day. The most known American union was probably the American partnership of Labor (AFL), founded in 1886 by Samuel Gompers. Afterwards, according to Allen (2005) in contrast to the craft unionism of the AFL, the industrial Workers of the World (IWW) founded in one hundred ninety5. It used violence to promote the cause of clumsy workers.The IWW virtually disappe atomic number 18d after World War I. In 1930s, the strategy of industrial unionism was pushed by John L. Lewis Committee for Industrial Organizations at bottom the AFL. Founded in 1933, the committee split from the AFL in 1938 as the Congress of Industrial Organizations (CIO). The Second Red S financial aid after World War II pushed the AFL and CIO into a 1955 merger as the AFL-CIO under Lewis leadership. In Indo-Pak, as reported by Bawa and Hashmi (2010), the concept of collective labor was introduced by Malik Gokhale which was given legal individualism by means of the introduction of peck Union Act 1926.At that time, two most strong unions working under the influence of National Congress and collectivist Party were Indian Trade Union Congress (INTUC) and Hindustan Mazdur Sabha (HMS). After the extraction of Pakistan, the first trade union conventional in Pakistan was Pakistan Trade Union Federation ( PTUF) having ties with INTUC and Mirza Ibrahim as its first President. Candland (2007) narrates the history of unions in Pakistan and say that up till 1952, no much developments were do in unions.In 1952, Pakistan inbred function Act was promulgated which gave the government right to restrict any trade union and collective bargaining in any manufacturing. First labor policy of government was announced on 15th August 1955, stating the workers to be the partners in industry, but no legislation was formulated in this regard. In 1958, General Ayub Khan imposed the martial law and abolished the first labor policy. On 4th February 1959, second labor policy namely Burki labor policy was announced which discouraged the labor unions and surrendered the government to directly involves in the resolution of labor disputes.In 1969, labors started pressurizes the military government to get rights of forming trade unions with all powers, The government was ready to give the same rights but t his policy could not overcome the unrest among the workers. This unrest among the workers was later cashed by Bhutto and he supported the union leaders. According to Shah (2010), Bhutto formulated the People Labor Federation for organizing the labor and through them he gained the powers which helped him attractor to win election and become prime minister. After fall of 188 Pakistan Journal of Social Sciences Vol. 31, No. 1Bhutto government, in 1977 General Zia imposed the martial law and strictly banned the unions movement in Pakistan. This ban was partially lifted in the Junego government and later it was completely lifted by Benazir Bhutto in 1989 in her first tenure. Afterwards, more or less same policies were act by Nawaz Sharif and Benazir in their respective regimes. General Musharraf right from beginning of his regime use several strict laws like Industrial Relations statute 2002, remotion from Service (Special Powers) Ordinance, 2000 and opposite anti labor laws to lim it activities of unions.In present Gilanis regime, several(prenominal) reliefs have been given to employees in pursuance of Zulfiqar Ali Bhutto policies by announcing Workers Welfargon descent Ordinance, Employees Old-Age Benefit Act, amended Industrial Relations Ordinance with enhanced aegis of worker, imposing condition on the authority of employer to terminate workers job etc. These polices are intact till date. Donas(2005) says that unions adopt two means to cope with their goals. First and foremost is through collective bargaining with the employer being as a exemplification of the employees.The second way they adopt is through efforts to influence government legislation. Unions are working both in public and hole-and-corner(a) celestial sphere organizations to protect the rights of employees. According to Edward (1989), currently unions are very strong in public sphere of influence. They have greater membership from the public sector organization. Blacnchflower and B ryson (2007) compared the union influence on wage in public and private sector and found that the unions working in public sector are able to get increase in the wage premium for the public sector employees substantially.They are of the view that although union membership in the both public and private sectors has deteriorationd, but unions are quiet down more powerful in public sector. In order to overturn the decline in the membership of the unions, now unions are trying distinct strategies. Hamilton and Anderson (1999) stated that recent trend among unions is amalgamation. Unions are getting united in order to preserve the membership. According to Fernie and Metcalf (2005), with around 12% of privately diligent workers as members, the future for private sector unionization looks black.According to Pantuosco (2008), private sector unionization has disconnected nearly 4 million members, while public sector unions have sustained the growth they accumulated in the late 1980s an d 1990s. Figure 1 Public and Private Union immersion 1983-2005 Source Pantuosco (2008) PP 35 Muhammad Shaukat Malik, A. B. Basit, Ahmad Kamal Qazi 189 Edward (2010) tried to explain the reasons of decline of unions in private sector by stating that public agencies tend to be static in a way that once a union has organized a group of workers they tend to stay organized.By contrast, the private sector is dynamic, with businesses going insolvent and sweet businesses arising all the time. Also many another(prenominal) public sector organizations are enjoying the status of monopoly and unions in public sector push for higher give and higher government spending with little restraint. They do not care if the cost of government services goes up because the burden is borne by psyche else. By contrast, private-sector unions are aware that higher costs for employers may result in lost sales and a few(prenominal)er union jobs.Figure 2 Union Member Shares of Employment Source Edward C. (2 010) PP 1 Unions help the employees in lot many ways. Belman and Voos (1993) are of the view that unions typically help employees in peak the wages of the employees they represent. They also help in reducing income inequality within the represented firm, by reducing several(predicate)ials between low-paid and high-paid diversified work force. another(prenominal) important benefit of union mentioned by Ghosh et al. (2009) is that it helps to improve job security, working environment and living conditions.According to Morris (2002), trade union act as the defend sheets against the threats posed by the globalization on the employees. Since globalization require utmost utilization of the employees to compete in the market and in this mooring only unions will be protecting employees by negotiating the working hours and work encumbrance on the employees. Ghosh et al. (2009) says that unions are engaged in a number of welfare activities, such as providing hovictimization and organiz ing cooperative societies to improve the quality of workers lives.In small unions restrict caution freedom of action, pressurize them for uniformity of treatment, improve force out policies and provide one plate forum to the employees to deal with wariness. Unions have somewhat demerits similarly. According to Sherk (2009), trades unions can cause wages to go above counterbalance through the threat of involves etc. and trade unions only consider the unavoidably of its members. They often ignore the plight of those excluded from the labor markets, e. g. the unemployed.Also if unions go on strike and work unproductively, it can lead to lost sales and output. Another major dis avail of union is paying the union dues. Most collective 190 Pakistan Journal of Social Sciences Vol. 31, No. 1 bargaining agreements require all employees to support the union financially as a condition of their continued employment. Another important demerit identified by Levine (2001) is that unions g enerally deputise with efficiency, because they protect unproductive workers, raise costs, distort incentives, and frustrate entrepreneurship.Hunter (1999) is of the view that unionize workers lost their individuality. When a union is certified as the exclusive employee representative in a workplace, employees become members of an overall bargaining unit in which the majority rules. Spear (2003) says that the existence of a union in an industry can result in limited choices regarding hiring young employees or even limiting the potential for dismissal of a poorly performing worker. though internationally unions role can be seen contrastingly in unalike countries but its main objectives remains the same i. the welfare of employees working in different organizations. Countries like China even are bowed to allow unions at the work place and unions role/importance is increasing there day by day (Metcalf and Li (2006) Prit, 2007, Ghosh et. al (2009). The goodness of unions role in Pakistan, according to Irfan (2008), has declined over the period. Unions have lost their membership because they failed to protect the rights of the working class.In Pakistan, unions mostly exist in all public sector organizations like Postal Services, WAPDA, Railways, PTCL and other government institutions and are thought to be the major reason of inefficiencies of Pakistan public sector. In private sector though union are found in many organizations but their activities are to some extent limited. A summary of unions status in Pakistan between 1990 to 2006 is given in add-in 1. postpone 1 Years Trade Unions membership and Industrial repugn radical Registered Trader Unions 7080 7027 7185 7273 7426 7349 7355 7356 7382 NA NA NA NA NA NA NA Union Membership Total No. f Membership Registered of the Trade Unions reporting Reporting Unions 1763 359633 1441 288803 1834 415768 1685 374731 1718 325677 1718 337617 1594 293530 1534 296257 1478 305340 1493 301104 1356 301332 1260 275646 1 201 247539 NA NA NA NA NA NA NA NA Industrial Disputes Number Numbers Number of of of Workers Mandays Disputes Involved Lost 99 65918 186726 94 116306 582694 40 73357 398128 28 17133 404564 25 15434 341196 24 10919 63626 30 18566 203323 30 7865 283342 20 6097 122519 6 3937 182151 4 225 667 4 711 7078 4 516 12160 1 407 0 19 1164 1020 NA NA NA NA NA NA 990 1991 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 Source Irfan. M. (2008), Pakistans wage structure, PP. 27 Muhammad Shaukat Malik, A. B. Basit, Ahmad Kamal Qazi 191 Decline in the popularity of unions in Pakistan is also witnessed by Rehman (2003). He says that in Pakistan, membership in unions is low due to the disquietude of victimization by employers and the inability to recognize any personal advantage from the unions. The leadership is not effective due to personal rivalries and lack of requisite skills.Also union movements in Pakistan do not have the due social and political support since the p olitical market has been generally dominated by powerful industrialization elite. Ebbinghaus (2002) is of the view that trade union movements are confronting ternary challenges. The challenges faced by the unions in Pakistan are also very critical. Cunniah (2007), is of the view that neo-liberalism is the biggest challenge for trade unions in Pakistan and is alive even after the introduction of new democratic government.The employers have another weapon at their disposal, the deracination of workers by machinery. Ali (1994) observed that one of the laws that hinders trade union activity is the Essential Services Maintenance Act of 1952 (ESA) (which covers government services and state enterprises, such as energy production, power generation and transmission, the state-owned airline, and ports) and is usually invoked to limit or ban strikes, and is also used to severely curtail collective bargaining rights.Another challenge raised by Somavia (2008) is that Pakistani law is particu larly arduous on agricultural workers who are denied the right to form unions and are and then prevented from striking, bargaining collectively, or making any demands on their employers. Pakistan trade union membership is very weak at this time. Only 0. 6% of the rack up workers are organized in the trade unions. About 7392 trade unions are registered in Pakistan which are representing the 2,55,405 members throughout Pakistan.Table 2 Total number of the work force Total numbers of the work force is as follow Sector Agriculture, Forestry, Hunting & Fishing Mining, Quarrying Manufacturing Electricity, Gas, Water Construction unscathed sale & Retailed Trade, Restaurant & Hotels Transport, Storage & Communication Financing, Insurance, Real Estate & telephone circuit Sector Community, Social & Personal Services TOTAL Source http//www. pakistan. gov. pk/divisions/bstat. pdf one thousand thousand 18. 35 0. 03 4. 35 0. 26 2. 19 5. 12 1. 91 0. 31 5. 38 37. 9 Percent 48. 42 0. 07 11. 48 0. 7 5. 78 13. 5 5. 03 0. 82 14. 2 100 III. Telecomm Sector of Pakistan and PTCLPakistan has well established telecom sector at present. In 1947, at the time of inception, Pakistan has bonny 7000 telephone lines. Over the time, under different regimes lots of developments have been taken place to bring this sector at par with world. Under the sectors reforms different companies are allowed to 192 Pakistan Journal of Social Sciences Vol. 31, No. 1 work in Pakistan and new services like ISDN, DSL, CDML, GPRS etc. are offered by PTCL and other mobile companies working in Pakistan. PTA (Pakistan Telecom Authority) since 1994 holds the responsibility to regulate the telecom sector in Pakistan.PTCL has been denationalized by selling its 1. 3 billions shares with focussing rights to U. A. E based company Etisilat since 12th April, 2006. According to Akhtar (2009), Pakistans Telecom sector has been gearing up to secure its place in fast underdeveloped era of new technologies. The gover nment has been able to foster competition by declaring the telecommunication sector as an industry since 2005. The drive towards competition widened the telescope for private and foreign ownership further through the deregulation policy announced in July 2003.From the beginnings of Posts & Telegraph Department in 1947 and establishment of Pakistan skirt & Telegraph Department in 1962, Pakistan Telecommunication Corporation (PTC) took over operations and functions from Pakistan Telephone and Telegraph Department under Pakistan Telecommunication Corporation Act 1991. Pursuing a progressive policy, the Government in 1991, announced its plans to privatize PTCL, and in 1994 issued six million vouchers exchangeable into 600 million shares. Each had a par value of Rs. 10 per share. These vouchers were converted into PTCL shares in mid1996.In 1995, Pakistan Telecommunication (Reorganization) Ordinance formed the basis for PTCL monopoly over basic telephony in the country. The furnish of the Ordinance were lent permanence in October 1996 through Pakistan Telecommunication (Reorganization) Act. In the same year, Pakistan Telecommunication Company Limited was formed and listed on all stock exchanges of Pakistan. The Government of Pakistan sold 26% shares and control of the company to Etisalat in 2006. The Government of Pakistan retained 62% of the shares while the remaining 12% are held by the general ublic. Since privatization, PTCL profit is declined. Following are the financial highlights of PTCL since its privatization. Table 5 Financial Highlights of PTCL since it Privatization Unit Rs. (m) Rs. (m) Rs. (m) Rs. (m) 2010 57,175 14,281 9294 150768 2009 59,239 14021 9151 154048 2008 66,336 -4463 -2825 140104 2007 71,068 23744 15639 152821 2006 79,411 30974 20777 152240 2005 87,356 39296 26606 136078 Description Revenue Profit/ liberation Before Tax Profit/Loss After Tax Total Assets Source Annual reports of PTCL Currently PTCL has 19 registered unions..The union whic h is acting as CBA is Pakistan Telecommunication employee union whereas all other unions are non CBA unions. At the time of privatization about 57000 employees were serving PTCL. But after privatization, new management located off 30,000 employees by free Voluntarily Separation Scheme VSS. At present Multan Telecomm Region (MTR) covers area from Mian Channu to DG Khan and Rahim Yaar Khan. It is divided into two wings. One wing is of Regional General Manager wing which has 982 employees. other(a) wing is of GM Technical Multan which has 335 employees.Other than these wings another small wing is of SM Consumer Sales Multan which has 45 employees. So at present conglomeration numbers of employees working in all wings in Multan contribution are about 1362. PTCL is taken as case study because it could provide the glimpse of previously public sector organization and now as private sector organization. Unions are working in PTCL since long and had been very strong in past. They have a lso contend crucial role at the time of privatization as well. 194 Pakistan Journal of Social Sciences Vol. 31, No. 1 IV. MethodologyA survey through questionnaires method was used to capture the primary info for this study. The research is through at Multan Region of PTCL. A sample sizing of 300 employees from different departments of PTCL of all its three wings has been selected by using the random sampling technique. The questionnaire was distributed to each participant in person. Firstly few open ended questions were included to enable participants to express their general opinions regarding PTCL management and union relations and then all close ended questions (Table 5) were asked to have specific answers. The response rate to the questions was 90%.The opinions of the participants are measured by obtaining the respondents extent of agreement with the questions. The extent of agreement was measured through Likert carapace ranging from 5= strongly agreed to 1= strongly disagre ed. The researchers have tried to find out the facts relating to following research questions. i. ii. iii. What role union played in Telecom Industry over the time (especially in PTCL)? What role union played in PTCL at the time of privatization of PTCL and then after? What is the current role of union in PTCL The questions wise results of the study are described below.Table 5 Summary of response to survey questions. No 1 2 3 4 5 7 8 9 Statement Are you satisfied with the role of unions in the first place privatization? Do you hold that CBA at the time of Privatization has performed his role effectively? Are you satisfied with the role of union currently? Are you satisfied with the role of union to dispense with layoff of employees after privatization? Does your union take effective actions against the rehiring of voluntarily separated employees? Do you withdraw that the rehiring of voluntarily separated employees was in the best interest of PTCL?Do you think that the pre privat ization PTCL was good as compared to Post Privatization PTCL? Do you think that unions role for Agree% 80 52 75 32 20 30 68% 74% Neither% 10 10 5 16 10 0 5 6 disaccord 10 38% 52% 52% 70% 70% 27% 20% V. Results and Discussions Muhammad Shaukat Malik, A. B. Basit, Ahmad Kamal Qazi 195 10 employees job security was better before privatization of PTCL? Are you satisfied with the unions role towards current working environment of PTCL? 26 10 64% It is evident from the above results that union role in PTCL is diminishing over the time.It played very effective role for welfare and betterment of employees in the past but currently the state of affairs is not very good. volume of the employees are dissatisfy with their performance. At the time of privatization, the role of CBA and UAC (Union Action Committee was very midtrial. They were firstly against privatization and have been fighting for three months and then suddenly one day they accepted privatization deal on term and conditions o f the government. Employees scent that monopolistic status of PTCL was in the best interest of customers.Employees are also not so happy with rehiring of employee previously laid off under voluntarily retreat schemes, as they feel that these rehired contractual employees are enjoying dual benefits i-e benefits of retirement and new contracts. They are of the opinion that new hiring if so necessary should be done from youngsters having new skills to manage latest equipment installed in PTCL. Employees also feel that union is not doing any thing for their job security. Job stress created through increased work load is another major problem employees are facing currently. straight off lower level employees give more preference to the management for the resolution of their issues instead of unions. Employees have lost their fate that unions would do something for their betterment. Now employees are avoiding joining unions and believe on direct relationship with its management. in that respect was a time when union in PTCL was thought to be the dead on target representative of employees and only way for their growth. But on the critical map of privatization of PTCL, VSS and rehiring of VSS opted employees, the betraying role of union and CBA has dissatisfied them lot.The Union has now lost commit of employees. The management is becoming strong day by day through different measures. Some of the unions representatives either are suspend or transferred, waiting for posting etc. But the union leaders are not paying any attention to their problems. Thats why employees commitment with the union has also been overthrowd. The management has successfully neutralize the power of union by reducing the strength of employees. By fictionalisation off about 30,000 employees, management successfully took away(predicate) the real strength of unions.Now they are trying different tactics in order to create hindrances in the activities of union. These tactics involve dismissi ng the employees participating in union activities, proper check and balance on the attendance of employees and indulging every employee with high work load. Another recent step taken by management to weaken the unions is giving the non-management employees, the cadre of management. in BPS-17. This conversion of cadre has made almost 3000 196 Pakistan Journal of Social Sciences Vol. 31, No. 1 employees unable to tattle part in unions activities.Therefore, a tug of war is going on between the typical government culture already prevailing in PTCL and a corporate culture which the new management is trying to enforce in PTCL. VI. Conclusion & Recommendations Unions in any organization work for the benefits of the employees. The most important roles which unions are meant to play are to reduce income inequality, improve working conditions for employees, protecting the rights of the working class, ensure homogenous income to the workers by providing them employment opportunities etc.But over the period of time, unions failed to perform their roles effectively, therefore, they are facing decline in their popularity and membership. Internationally, the trend of unions in organization is diminishing. PTCL is taken as case study because it could provide the glimpse of previously public sector organization and now working as private sector organization. Unions is working in PTCL since long and had played crucial role in its privatization It could provide the double-dyed(a) information about the unions involvement and recent trends in public and private organization. Now management has upheld the lower level of mployees from the union activities by giving them status of more significance within the organization. Internationally and in Pakistan too, unions are very strong in public sector organizations as compared to private sector companies. In Pakistan Telecom Sector, unions exist only in PTCL. In PTCL, union remained very powerful before privatization. But after priva tization since 2006, the new management has cut down union power by implementing different polices. The present management has been able to divert unions away from interest of employees by facilitating the hook level leaders for their own interests.This thing has sabotaged the image of unions among employees. The employees feel more confident now with the commitment of the management rather than union. Majority of employees of PTCL now feel that leaders are not sincere with them. Employees think that during privatization union did not play its effective role as was expected. They unredeemed that only top leaders of unions have ripe the fruits of employees efforts but no demand of employees is fulfilled in true sense during privatization process. So these things have created mistrust between employees and union.That mistrust was truly endorsed when union call strike for pay rise in 2009 and majority of employees did not participate. Similarly, in 2010 referendum, 30% of the total e mployees have not participated at all. The management through different tactics is making unions ineffective. Management is not taking direct go to reduce unions strength but with indirect measures and cover song channel diplomacy, they are meeting its ultimate objective to wipe away unions from PTCL. The way union is working on other side, it is not seen too far. Muhammad Shaukat Malik, A. B. Basit, Ahmad Kamal Qazi 197Conclusively saying, union image as the protector of working class has been bear on when union leaders use the plate form of union to get the advantage for themselves. Union has made themselves worth less in PTCL due to their own acts. They may not be able to get any support from employees in future. They must have to change the current strategies and the top leaders have to work beyond their personal interests to regain the powers. They will have to work for the welfare of the employees as past. Otherwise, unions will be scarcely wiped off from PTCL like it happ ened in some other organizations hich have been privatized like PTCL. References Akhtar, M. H. (2009). The Impact of Macroeconomic Factors and Policy Issues on Telecom Sector feat in Pakistan An Econometric Analysis, Pakistan Journal of Social Sciences. 29(2), 163-174. Akteruzzaman, M. (2006). Globalization issues and Challenges for Trader Union Movement. The Social Sciences, 1(I), 29-34. Ali, I. 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