Buttigieg DM, Deery SJ and Iverson RD (2014) examine the determinants of union membership from the perspective of frustration-aggression (output-voice) theory. This theory suggests that when members are satisfied, they become actively involved in the union movement and when members are dissatisfied with the union's work style, they leave. This study examines the correlation between union rewards and two variables: leadership and union loyalty. Leadership style also had a direct impact on union membership. The transformational style of union leadership instills pride in the organization, motivates members, and provides an encouraging workplace. Union loyalty has been proposed as a consequential variable that inspires voice in the exit-voice model. Loyal members invest time and effort to present their ideas and implications for change. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get the original essay Bhacteurjee D. and Peter Ackers (2010) stated that globalization makes the concept of closed and interdependent national industrial relations systems increasingly untenable. The current years have been marked by very significant challenges due to the transmutation of the authentic world of work towards industrial relations in India. The authors observed a moribund attention of workers in the trade union movement and the collective bargaining process, while the main dynamics of the Indian economy are moving on the wheels of globalization. However, the question now arises as to the extent to which India's restrictive labor laws have 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 redressal mechanism in Andhra Pradesh State Road Convey Corporation (APSRTC) in Srikakulam region. It examines the various aspects of trade unionism as well as its impact on industrial overtones within the APSRTC in the Srikakulam region. It concludes that since 1991, the changing economic paradigm in India has given rise to emerging challenges for the APSRTC's trade union activities in the Srikakulam region. Unions must be vigilant in merging what is relevant in the current system with the beginnings of the system to come. Jain P. (2015) has made an effort to discuss various issues regarding labor law reforms in India. She argued that today the entire debate on labor law reforms in India seems to start with contradicting the existing labor laws and being a bit bent on taking steps to transmute the production process. It concluded that the Indian labor market is flexible enough to reduce unemployment and supplies based on industrial turnover. Comboh MA (2014) stated that in general, workplace conflicts mainly manifest themselves through dissension between employers and employees in organizational settings. It concludes that industrial relations and collective bargaining both depend directly on negotiations between trade union representatives and employers' associations and are a process for resolving conflicts on industrial premises. In this way, the process of collective bargaining is a perceived means of bringing about a system of industrial regulation. It develops a feeling of belonging and responsibility among employees and.