Report of the Royal Commission on Labour in India

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Monograph

Identifikator:: 1850495947

URN:: urn:nbn:de:zbw-retromon-233603

Document type:: Monograph

Title:: Report of the Royal Commission on Labour in India

Place of publication:: London

Publisher:: His Majesty's Stationery Off.

Year of publication:: 1931

Scope:: xviii, 580 S.; graph. Darst., Kt.

Digitisation:: 2022

Collection:: Economics Books

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Chapter

Document type:: Monograph

Structure type:: Chapter

Title:: Chapter XVII. - Trade unions

Collection:: Economics Books

TRADE UNIONS. 396 At the same time, as many of the present leaders would be the first to recognise, the man drawn from outside the world of labour is handi- capped in more than one direction. He has seldom a complete knowledge of the technical details of the industry to which his work is related, and cannot hope to meet the employer on equal terms in this respect. His training makes it difficult for him to feel that complete sympathy with labour which is the inspiration of those who have ‘‘ gone through the mill”. Some of the present leaders, motived no doubt by the great need, seem to us to diminish their effectiveness further by attempt- ing too much. No man can take an effective share in the organisation of half a dozen unions simultaneously ; in existing conditions the foster- ing of one good union is a hard task and more than enough for a man who can generally devote only part of his day to such work. Finally the fact that the work is gratuitous tends to weaken its intensity, and in some cases to diminish the sense of responsibility. Need of Paid Officials. The unions, if they are to increase their strength, must find organisers from within the ranks of labour. This does not mean that the trade union officials must be actually working in the industry with which the union is connected. No man who is doing a day’s work in a factory or a mine or on a railway can find the time or energy necessary for the work. Further the actual worker, even with the best of employers, cannot display sufficient independence to defend adequately the union’s interests. What is required is the whole-time official who has been an actual worker. He must be paid by the unions, since it is impossible to expect that fhe heavy labour involved will be carried on for nothing ; the nexus of payment brings responsibility by making the officials depend- ant on the union and its fortunes. We recognise that the present income of many unions cannot meet such charges ; but the organising official, if he is even moderately competent, will secure a substantial increase in that income. The few unions which have secured such officials have found them profitable investments, and the expense must be faced if a union is to acquire strength. We suggest that those on whom at present the ourden of organisation falls should ‘make it their earnest endeavour bo find suitable men within the unions to act as officials and should then train them for the position. At first suitable men will not be readily forthcoming, for their task will not be the easy one of evoking en- thusiasm at times of crisis, but the harder and more valuable one of building up the membership of the union in good times and bad, and instilling into it the sense of loyalty and trust. Moreover there are sound to be failures among those selected. But, as we found during sur tour, a few men of theright type have already emerged, and others will be forthcoming if opportunities are made for them. Training of Officials. The qualities required in the first place are literacy, organising ability and a capacity for hard, constant and patient work. When men with these qualities are obtained, their training should be undertaken.

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