Buttigieg DM, Deery SJ, and Iverson RD (2014) examine the determinants of union membership from the perspective of frustration-aggression (exit-voice) theory. This theory suggests that when members are satisfied with having actively participated in the union movement, when they are dissatisfied with the union's working style they leave it. This study examines the correlation between union gratification and two variables: leadership and union loyalty. Leadership style also had a direct impact on union membership. The transformational style of union leadership involves pride in the organization, motivates members, and provides an encouraging workplace. Union loyalty was proposed as a consequential variable that inspires voice in the exit-voice model. Loyal members are investing time/effort to present concepts and implications for change. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay Bhattacherjee D. and Peter Ackers (2010), argued that globalization increasingly makes the concept of closed and interconnected national industrial relations systems untenable. The current years have seen the most important challenges due to the transformation of the authentic world of work in Industrial Relations in India. The authors observed a moribund attention from workers in the trade union movement and collective bargaining process, as the main dynamics of the Indian economy move on the gears of globalization. However, the question now arises: to what extent has India's restrictive labor legislation limited organizational productivity and ultimately economic growth, particularly in the manufacturing sector. TarakeswaraRao S. (2013), made an effort to study the impact of trade unionism and grievance handling mechanism in Andhra Pradesh State Road Convey Corporation (APSRTC) in Srikakulam region. It examines various aspects of trade unionism and its impact on industrial cognition in APSRTC in Srikakulam region. It concludes that since 1991, the economic paradigm shift that has occurred in India presupposes incipient challenges to trade union activities in the APSRTC in the Srikakulam region. Unions should be vigilant about what is relevant in the existing system and incipient for the future. Jain P. (2015), attempted to discuss various issues regarding labor law reforms in India. He argued that nowadays the entire debate on labor law reforms in India seems to start from the contradiction of the existence of labor legislation and be a little determined to take action to transform the production process. It concluded that the Indian labor market is flexible enough to reduce unemployment and industrial turnover-related alimony. Comboh MA (2014), stated that generally workplace conflicts are evident mainly as disagreement of opinions between employers and employees in organizational contexts. It concludes that industrial relations and collective bargaining both depend directly on negotiations between trade union representatives and employers' associations and act as the process of conflict resolution in industrial establishments. In this way, the collective bargaining process is a perceived way to generate an industrial regulatory system. Develop a sense of ownership and responsibility among employees and unions. Therefore, collective bargaining is helpful in protecting prompt and reasonable resolution of complaints. Chavare DT (2012), explains the concept of participation of.