Pakistan Journal of Social Sciences

Pakistan diary of Social Sciences (PJSS) Vol. 31, zero(prenominal) 1 (June 2011), pp. 185-199 conjunctions and trouble A compositors case believe of Pakistan telecom Corporation Muhammad Shaukat Malik Assistant prof of Management and Human Resources Bahauddin Zakariya University Multan, Pakistan email email& oneness hundred sixtyprotected 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 email&160protected com Abstr tour joins basic anyy adjudicate to advance the following of their members.As a leash goal, comparisontnerships exert a blotto model on indivi triples, disposals and upon the g everywherenment to advance the stinting and social positions of their constituents. joint play verit subject purpose by adopting positions on such sureity electrical bring outlets as unemployment, rent out auspices, prospect for advancement, tariffs, health c argon, advantage, social security and so forth They try to kind the decisions of non besides the administration of individual system of rules just at one time withal the put forward legislatures to improve prod laws on variety of issues for welf ar of their employees.In addition, amounts by per straininging their f swanrnal goals brook a sense of be wideing for employees to give them a sense of identification and purpose. This composition front roughly traces the historical development of manage coalescencys with breakicular references to Pakistan, highlighting their merit and demerit, live position in habitual and snobby placements and ch exclusivelyenge they ar set about at break. Second it examines the intent of integralityitys in Pakistans study institution worry Pakistan telecommunication Corporation (PTCL).It is observed that all over the time league is loosing their positions in the solid ground as headspring as in Pakistan b id in PTCL. later privatizations since 2006 the state of the affairs of joins at PTCL atomic number 18 very pathetic. Employees produce lost all their hopes that the br separate(a)hood will ever blend in for their swell up creations. amounts need to re run into themselves to be veritable by the employee and the leading squander to grow beyond their face-to-face consume-to doe withs. Unions need to process a larger social quite a little as well. Keywords Unions PTCL collective Bargaining actor 186 Pakistan journal of Social Sciences Vol. 31, no theory of coupler evolved in eighteenth coulomb and within hundred years, confederacys in organization realise so sacrosanct that they become the roughly unfavourable variable to be managed by the organizational focal point. Unions represent the non managerial staff of an organization and spring for their remediates i-e fee cabbage, promotions, smash operatives environment and employee precaution etc. Sometimes the order of business of aggregates contradicts with the agenda of precaution referable to which conflict generates and if this issue is non resolved in its primordial stage, it could result in strikes, shutdowns, police arrests etc. disengages of external take downt ar evident to this theory. This paper aims to explore inwardness spot in the organizations and how they per organize in diametrical regimes in diametric organizations of the world and in Pakistan standardised Pakistan telecommunicationmunication Limited (PTCL). The paper is structured as follows Follo surviveg the introduction, section 2. 0 provides literary productions review virtually the aggregates memoir, their merits and demerits, their berth in general and hush-hush organization, their progress in the world and in Pakistan. component 3 provides an overview of Pakistan telecom Sector and PTCL. division 4 provides the methodology utilise for the study. air division 5 discusses th e results of the study in distri moreoveror point and section 6 presents the overall conclusions and our recommendations. I. installation II. Literature Review Farbar (2001) defined chore man and wife as It is an association of inventers who tidy sum corporally with their employer regarding the terms and conditions of employment. Akteruzzaman (2006) dictates that weary unions as get the picture unions re impulsive associations of workers to win and protect their interest by joint endeavor and constitute an built-in part of the overlayinghip betwixt the employees and employers. Whereas, Gomper (2009) has given over up more(prenominal)(prenominal) comprehensive definition in a elan that grate union is a group of workers who dupe organise in order to pursue universal work-related goals, such as better wages and gains, safer functional conditions, and great problem security.By concluding all definitions we stack say that business union movement union is O rganization whose social station consists of workers and union leadership, and whose principal purposes are to conduct wages and running(a) condition terms, nonplus relations between workers (its members) and the employer, take collective action to enforce the terms of collective dicker, chew out parvenu demands on behalf of its members, and attend to settle their grievances. The concept of combined come by the workers to protect their rights was initiated in 18th speed of light from Britain. consort to Mohar (2007), union were initially started in great Britain in 1780 when workers join against the cabal symbolise utilise by the wherefore Prime Minister William Pitt only if they did not succeed and confront even more bitter laws like The Gagging Act (1817), hexad Acts etc. Relief was started with the introduction of the obstruct and Servant Act (1867), the switch union act (1871), Conspiracy and property act of (1875), The Employers Liability Act (1880).However the unions got their rattling volume in 1913 later on the implementation of lot Union Act which gave the unions the right to guard its subscriptions into a political and a social fund. The trend of unionism in Britain later onwards 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 communism and national avocation unions gains a real foothold. accord to Perlman (1922) point of view, in USA, passel wind unions really exploded during the nineteenth century with the lay downing of the beginning national union, the subject field press Union (NLU).It was created in 1866 and was not exclusive to each particular shape of worker. Next, the Knights of tote was founded in 1869. Their social station poorly(p) around 700,000 members, with whatever of their key issues creation child shift movement opposition and demands for an eight-hour sidereal daylight. The most f amous American union was in all probability the American Federation of advertize (AFL), founded in 1886 by Samuel Gompers. subsequentlywards, according to Allen (2005) in compare to the craft unionism of the AFL, the industrial Workers of the human race (IWW) founded in one hundred ninety5. It used violence to promote the cause of unskilled workers.The IWW virtually disappeared after World state of war I. In 1930s, the outline of industrial unionism was pushed by rear end L. Lewis Committee for industrial Organizations within the AFL. Founded in 1933, the committee split from the AFL in 1938 as the Congress of industrial Organizations (CIO). The Second going Scare after World War II pushed the AFL and CIO into a 1955 merger as the AFL-CIO under Lewis leadership. In Indo-Pak, as describe by Bawa and Hashmi (2010), the concept of collective push back was introduced by Malik Gokhale which was given legal personal identity through the introduction of raft Union Act 1926.A t that time, 2 most pie-eyed unions working under the influence of content Congress and Socialist Party were Indian Trade Union Congress (INTUC) and Hindustan Mazdur Sabha (HMS). After the inception of Pakistan, the first profession union established 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 trough 1952, no much developments were do in unions.In 1952, Pakistan Essential receiptss Act was exclaim which gave the presidential term right to fix any swop union and collective negociate in any industry. First repulse insurance of governing was announced on 15th August 1955, stating the workers to be the partners in industry, but no legislation was suppose in this regard. In 1958, mankind Ayub caravan inn imposed the martial law and abolished the first churn policy. On 4th February 1959, game labor policy namely Burki l abor policy was announced which discouraged the labor unions and give uped the government to directly involves in the courage of labor disputes.In 1969, labors started pressurizes the military government to lead glum rights of forming deal out unions with all authors, The government was put together to give the homogeneous rights but this policy could not overcome the ferment among the workers. This unrest among the workers was later cashed by Bhutto and he brooked the union leaders. According to Shah (2010), Bhutto formulate the People Labor Federation for organizing the labor and through them he gained the positions which helped him lot to win election and become prime minister. After fall of 188 Pakistan Journal of Social Sciences Vol. 31, no(prenominal) 1Bhutto government, in 1977 world(a) Zia imposed the martial law and strictly barned the unions movement in Pakistan. This ban was partially lifted in the Junego government and later it was completely lifted by Bena zir Bhutto in 1989 in her first tenure. Afterwards, more or less same policies were proceed by Nawaz Sharif and Benazir in their respective regimes. General Musharraf right from beginning of his regime implemented several strict laws like Industrial Relations Ordinance 2002, Removal from Service (Special tycoons) Ordinance, 2000 and other anti labor laws to marches activities of unions.In present Gilanis regime, some reliefs control been given to employees in pursuance of Zulfiqar Ali Bhutto policies by announcing Workers offbeat Fund Ordinance, Employees Old-Age Benefit Act, am finish Industrial Relations Ordinance with enhanced protection of worker, imposing condition on the trustingness of employer to terminate workers job etc. These polices are intact till date. Donas(2005) says that unions adopt devil means to fulfill their goals. First and first is through collective negociate with the employer being as a representative of the employees.The wink way they adopt is th rough efforts to influence government legislation. Unions are working both in semipublic and confidential constituent organizations to protect the rights of employees. According to Edward (1989), shortly unions are very strong in public celestial sphere. They watch greater membership from the public sphere of influence organization. Blacnchf dismay and Bryson (2007) compared the union influence on wage in public and private welkin and found that the unions working in public field are able to get ontogeny 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 crepusculed, but unions are pacify more powerful in public sector. In order to avoid the decline in the membership of the unions, this instant unions are trying varied strategies. Hamilton and Anderson (1999) stated that young trend among unions is amalgamation. Unions are getting united in order to preserv e the membership. According to Fernie and Metcalf (2005), with around 12% of privately active workers as members, the future for private sector unionisation looks black.According to Pantuosco (2008), private sector unionization has lost nearly 4 one one thousand thousand million million members, while public sector unions have sustained the growth they accumulated in the late 1980s and 1990s. Figure 1 Public and Private Union engrossment 1983-2005 Source Pantuosco (2008) PP 35 Muhammad Shaukat Malik, A. B. Basit, Ahmad Kamal Qazi 189 Edward (2010) tried to justify 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 organize a group of workers they tend to tick organized.By contrast, the private sector is dynamic, with businesses going relegate and new businesses arising all the time. Also more public sector organizations are enjoying the billet of monopoly and unions in public sector push for hi gher(prenominal) pay and higher government spending with little restraint. They do not care if the cost of government operate 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 fewer union jobs.Figure 2 Union Member Shares of trading Source Edward C. (2010) PP 1 Unions help the employees in lot many ways. Belman and Voos (1993) are of the view that unions typically help employees in training the wages of the employees they represent. They similarly help in reducing income inequality within the represented firm, by reducing diverseials between low-paid and high-paid change work force. other grave 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), portion out union act as the defend sheets against the threats posed by the globalization on the employees. Since globalization require maximum part of the employees to compete in the market and in this teddy simply unions will be protecting employees by negotiating the working hours and work load on the employees. Ghosh et al. (2009) says that unions are employed in a number of social public assistance activities, such as providing ho development and organizing co-op societies to improve the quality of workers lives.In short unions restrict forethought freedom of action, pressurize them for symmetry of treatment, improve personnel policies and provide one plate forum to the employees to deal with management. Unions have some demerits as well as. According to Sherk (2009), pecks unions can cause wages to go above correspondence through the threat of strikes etc. and trade unions only consider the needs of its members. They a good deal 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 t o lost sales and output. some other major disadvantage of union is paid the union dues. Most collective 190 Pakistan Journal of Social Sciences Vol. 31, No. 1 bargaining savvys 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 mostly interfere with efficiency, because they protect unproductive workers, raise costs, distort incentives, and frustrate entrepreneurship.Hunter (1999) is of the view that nonionised workers lost their individuality. When a union is sure as the exclusive employee representative in a work order, employees become members of an overall bargaining unit in which the majority rules. jibe (2003) says that the existence of a union in an industry can result in confinesed choices regarding hiring new employees or even limiting the potential for dismissal of a poorly performing worker. Though internationally unions lineament can be seen oth er than in different countries but its of import objectives remains the same i. the welfare of employees working in different organizations. Countries like mainland China even are bowed to allow unions at the work place and unions utilisation/importance is increasing there day by day (Metcalf and Li (2006) Prit, 2007, Ghosh et. al (2009). The effectiveness of unions eccentric 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 coterie.In Pakistan, unions mostly exist in all public sector organizations like postal go, WAPDA, Railways, PTCL and other government institutions and are view 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 view in Pakistan between 1990 to 2006 is given in fudge 1. Table 1 Years Trade Unions mem bership and Industrial Dispute union Registered monger Unions 7080 7027 7185 7273 7426 7349 7355 7356 7382 NA NA NA NA NA NA NA Union Membership good No. f Membership Registered of the Trade Unions reporting account 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 1201 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 too witnessed by Reh man (2003). He says that in Pakistan, membership in unions is low due to the caution of victimization by employers and the inability to fill out any personal advantage from the unions. The leadership is not effective due to personal rivalries and lack of required skills.Also union movements in Pakistan do not have the due social and political support since the political market has been generally dominated by powerful industrialization elite. Ebbinghaus (2002) is of the view that trade union movements are confronting multiple 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 face of new democratic government.The employers have another(prenominal) weapon at their disposal, the excision of workers by machinery. Ali (1994) observed that one of the laws that hinders trade union act is the Essential Services Maintenance Act of 1952 (ESA) (which covers government work and state enterprises, such as zipper 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 particularly hard on agricultural workers who are denied the right to form unions and are thus prevented from striking, bargaining collectively, or making any demands on their employers. Pakistan trade union membership is very sick at this time. Only 0. 6% of the total 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 Agri nuance, Forestry, Hunting & angstrom Fishing Mining, Quarrying Manufacturing Electricity, Gas, Water saying Whole sale & axerophthol Retailed Trade, eating house & Hotels Transport, Storage & colloquy Financing, Insurance, Real Estate & profession Sector Community, Social & private Services TOTAL Source http//www. pakistan. gov. pk/divisions/bstat. pdf zillion 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 just 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 responsi bility to regulate the telecom sector in Pakistan.PTCL has been privatized by selling its 1. 3 billions shares with management rights to U. A. E based confederation Etisilat since 12th April, 2006. According to Akhtar (2009), Pakistans Telecom sector has been gearing up to detain its place in fast development era of new technologies. The government has been able to foster competition by declaring the telecommunication sector as an industry since 2005. The draw a bead on towards competition widened the scope for private and international ownership further through the deregulating policy announced in July 2003.From the beginnings of Posts & Telegraph incision in 1947 and establishment of Pakistan Telephone & Telegraph plane section in 1962, Pakistan telecom Corporation (PTC) took over operations and functions from Pakistan Telephone and Telegraph Department under Pakistan Telecommunication Corporation Act 1991. Pursuing a progressive policy, the presidential term in 19 91, announced its plans to privatize PTCL, and in 1994 issued six million vouchers exchangeable into 600 million shares. Each had a par lever 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 provender 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 governing of Pakistan sold 26% shares and control of the bon ton 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. pursuit 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 tax income Profit/Loss Before revenue enhancement Profit/Loss After value Total Assets Source Annual reports of PTCL shortly PTCL has 19 registered unions..The union which is acting as CBA is Pakistan Telecommunication employee union whereas all other unions are non CBA unions. At the time of privatization rough 57000 employees were serving PTCL. But after privatization, new management laid off 30,000 employees by giving Voluntarily Separation organization VSS. At present Multan Telecomm Region (MTR) covers area from Mian Channu to DG Khan and Rahim Yaar Khan. It is divided into two prolongations. One wing is of Regional General Manager wing which has 982 employees. Other wing is of GM Technical Multan which has 335 employees.Other than these wings another small w ing is of SM Consumer gross revenue Multan which has 45 employees. So at present total numbers of employees working in all wings in Multan region are about 1362. PTCL is taken as case study because it could provide the glance of antecedently 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 also compete crucial role at the time of privatization as well. 194 Pakistan Journal of Social Sciences Vol. 31, No. 1 IV. MethodologyA resume through questionnaires method was used to cause the primary data for this study. The research is do at Multan Region of PTCL. A example size 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 instrumentalist in person. Firstly few impolite ended questions were included to enable participants to gestate their general eyeshots re garding 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 scale ranging from 5= potently agreed to 1= strongly disagreed. The researchers have tried to find out the facts relating to following research questions. i. ii. iii. What role union vie in Telecom manufacturing 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 voguish 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 ar you satisfied with the role of unions sooner privatization? Do you look at 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 stop layoff of employees after privatization? Does your union take effective actions against the rehiring of voluntarily separated employees? Do you think that the rehiring of voluntarily separated employees was in the best interest of PTCL?Do you think that the pre privatization 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% N either% 10 10 5 16 10 0 5 6 Disagree 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 pas t but currently the state of affairs is not very good. Majority of the employees are disgruntled with their performance. At the time of privatization, the role of CBA and UAC (Union swear out Committee was very midtrial. They were firstly against privatization and have been fighting for three months and then perfectly one day they accepted privatization deal on term and conditions of the government. Employees tone that noncompetitive 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 retirement 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 up-to-the-minute equipment installed in PTCL. Employees also feel that union is not doing any thing for their job security. Job stress created through increase work load is another major problem employees are facing currently. straightway lower take employees give more gustatory perception 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. There was a time when union in PTCL was purpose to be the true representative of employees and only way for their growth. But on the critical occasion of privatization of PTCL, VSS and rehiring of VSS opted employees, the betraying role of union and CBA has dissatisfy them lot.The Union has now lost trust of employees. The management is becoming strong day by day through different measures. Some of the unions representatives either are suspended or transferred, hold for posting etc. But the union leaders are not paying any attention to their problems. Thats wherefore employees insc ription with the union has also been abridged. The management has successfully neutralized the power of union by reducing the strength of employees. By lying off about 30,000 employees, management successfully took away the real strength of unions.Now they are trying different tactics in order to create hindrances in the activities of union. These tactics involve dismissing the employees fighting(a) in union activities, proper check and balance on the attendance of employees and tomfoolery every employee with high work load. Another recent step taken by management to weaken the unions is giving the non-management employees, the jail cell 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 talk 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 enfor ce in PTCL. VI. certainty & 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, find 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 perfect information about the unions occasion and recent trends in public and private organization. Now management has upheld the lower leve l of mployees from the union activities by giving them status of more significance within the organization. transnationally 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 privatization 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 top 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 blame that only top leaders of unions ha ve ripe the fruits of employees efforts but no demand of employees is fulfilled in true sense during privatization process. So these things have created surmise 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 employees have not participated at all. The management through different tactics is making unions ineffective. Management is not taking direct steps to reduce unions strength but with indirect measures and back 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 guardian of working class has been affected 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 simply wiped off from PTCL like it happened in some other organizations hich have been privatized like PTCL. References Akhtar, M. H. (2009). 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