This document discusses the declining role and influence of trade unions in modern economies. It argues that union decline is influenced by both economic and demographic factors. Specifically, it points to the growing divide between highly unionized public sectors and less organized private sectors. It also notes that unions traditionally focused on older, male workers in manufacturing but have struggled to organize newer sectors with more women and younger workers. Globalization and the rise of multinational companies in sectors like services have further undermined unions' bargaining power.
3._TRANSFORMATION_IN_LAST_TWO_DECADES_EMPLOYMWENT_RELATIONS.docxAlexander Daniel Gonz
The document discusses changes in employment relations systems over the past 20-30 years in Australia and Spain from an industrial relations model to a contemporary employment relations model. In Australia, the pluralist approach that empowered unions has given way to a growing unitarist approach that has increased employer power over the past 2-3 decades. Employers have gained influence through enterprise bargaining laws and associations that have weakened unions. In Spain, reforms to increase competitiveness including allowing temporary contracts have reduced union influence, though high unemployment remained an issue. Overall the passage argues employers have become more powerful actors under the contemporary employment relations systems in both countries.
This document provides information about a case study assignment on trade unions and industrial management. It includes 4 questions related to 3 case studies about the changing role of trade unions in different contexts. The case studies discuss trade unions in global supply chains, improving consultation methods at an ambulance service, and adapting union activities to new sectors like IT. The document aims to help students complete an assignment on analyzing trade unions and resolving workplace issues through negotiation rather than confrontation.
Employee Relations over the past 30 years in the UKMiraziz Bazarov
Over the past 30 years in the UK, employee relations have undergone significant changes due to shifting economic, social, and political contexts. Traditional approaches centered around strong trade unions gave way to liberalization under Conservative governments, and later a neo-liberal model under New Labour. Trade union membership and industrial action declined sharply due to legal restrictions on unions introduced in the 1980s. By the 1990s, collective industrial relations dominated by independent trade unions had effectively come to an end. However, union recognition has since stabilized in some sectors. New approaches to employee relations have also emerged that emphasize individualization, human resource management practices, and balancing management-employee participation with power balances.
This chapter discusses key issues in international industrial relations and policies and practices of multinational companies. It outlines how industrial relations systems differ across countries due to historical and societal factors. Trade unions can constrain multinational strategies by influencing wages, employment levels, and integration across countries. Unions are concerned with multinationals' resources, ability to relocate, control, and potential "investment strikes." Unions respond through international coordination and lobbying for restrictions. The European Union standardizes some policies through information sharing and works councils.
The document discusses trade unions in the Netherlands and their activities within transnational companies like Heineken. It describes the structure of Dutch trade unions like FNV and their focus on promoting workers' rights globally through researching labor conditions within multinational supply chains and establishing international union networks. The challenges of globalization are addressed through coordinating information exchange and joint action across networks to counter the power of multinational corporations.
This document provides an overview of industrial relations and discusses the shift from industrial relations to employment relations. It begins by defining industrial relations and outlining its traditional focus on collective bargaining and dispute resolution. However, globalization and other economic changes have led to a broader focus on individual employment relationships and human resource management. The scope of industrial relations now extends beyond unions and collective issues to include all work-related interactions and enterprise performance. This represents a transition from industrial relations to the broader concept of employment relations, which emphasizes individual employees, cooperation between management and workers, and developing a productive work environment with less conflict.
The document summarizes research on the declining trade union density in Malaysia. It finds that trade union density in Malaysia has generally declined from 8.37% in 2001 to 6.94% in 2009, with some yearly fluctuations. It attributes this decline to structural factors like changes in the economy, cyclical factors like economic conditions, and institutional factors like restrictive labor laws and regulations in Malaysia that limit unions' bargaining power and ability to organize workers. The document provides background on the history of trade unions in Malaysia and the restrictive policies implemented by the government. It reviews literature on reasons for declining union density worldwide and proposes that structural, cyclical and institutional factors are important determinants in explaining the declining density of unions in Malaysia.
This document provides an overview of employee relations and international labor organizations. It defines employee relations and discusses factors that influence it such as institutional, economic, technological, political/legal, and global factors. It then evaluates international labor organizations like the WFTU, ICFTU, ITUC, and ETUC. Alternative forms of worker representation are described, including work councils, co-determination, and worker cooperatives. Work councils and co-determination systems in different countries are defined. Finally, litigation risks in international employee relations are mentioned.
3._TRANSFORMATION_IN_LAST_TWO_DECADES_EMPLOYMWENT_RELATIONS.docxAlexander Daniel Gonz
The document discusses changes in employment relations systems over the past 20-30 years in Australia and Spain from an industrial relations model to a contemporary employment relations model. In Australia, the pluralist approach that empowered unions has given way to a growing unitarist approach that has increased employer power over the past 2-3 decades. Employers have gained influence through enterprise bargaining laws and associations that have weakened unions. In Spain, reforms to increase competitiveness including allowing temporary contracts have reduced union influence, though high unemployment remained an issue. Overall the passage argues employers have become more powerful actors under the contemporary employment relations systems in both countries.
This document provides information about a case study assignment on trade unions and industrial management. It includes 4 questions related to 3 case studies about the changing role of trade unions in different contexts. The case studies discuss trade unions in global supply chains, improving consultation methods at an ambulance service, and adapting union activities to new sectors like IT. The document aims to help students complete an assignment on analyzing trade unions and resolving workplace issues through negotiation rather than confrontation.
Employee Relations over the past 30 years in the UKMiraziz Bazarov
Over the past 30 years in the UK, employee relations have undergone significant changes due to shifting economic, social, and political contexts. Traditional approaches centered around strong trade unions gave way to liberalization under Conservative governments, and later a neo-liberal model under New Labour. Trade union membership and industrial action declined sharply due to legal restrictions on unions introduced in the 1980s. By the 1990s, collective industrial relations dominated by independent trade unions had effectively come to an end. However, union recognition has since stabilized in some sectors. New approaches to employee relations have also emerged that emphasize individualization, human resource management practices, and balancing management-employee participation with power balances.
This chapter discusses key issues in international industrial relations and policies and practices of multinational companies. It outlines how industrial relations systems differ across countries due to historical and societal factors. Trade unions can constrain multinational strategies by influencing wages, employment levels, and integration across countries. Unions are concerned with multinationals' resources, ability to relocate, control, and potential "investment strikes." Unions respond through international coordination and lobbying for restrictions. The European Union standardizes some policies through information sharing and works councils.
The document discusses trade unions in the Netherlands and their activities within transnational companies like Heineken. It describes the structure of Dutch trade unions like FNV and their focus on promoting workers' rights globally through researching labor conditions within multinational supply chains and establishing international union networks. The challenges of globalization are addressed through coordinating information exchange and joint action across networks to counter the power of multinational corporations.
This document provides an overview of industrial relations and discusses the shift from industrial relations to employment relations. It begins by defining industrial relations and outlining its traditional focus on collective bargaining and dispute resolution. However, globalization and other economic changes have led to a broader focus on individual employment relationships and human resource management. The scope of industrial relations now extends beyond unions and collective issues to include all work-related interactions and enterprise performance. This represents a transition from industrial relations to the broader concept of employment relations, which emphasizes individual employees, cooperation between management and workers, and developing a productive work environment with less conflict.
The document summarizes research on the declining trade union density in Malaysia. It finds that trade union density in Malaysia has generally declined from 8.37% in 2001 to 6.94% in 2009, with some yearly fluctuations. It attributes this decline to structural factors like changes in the economy, cyclical factors like economic conditions, and institutional factors like restrictive labor laws and regulations in Malaysia that limit unions' bargaining power and ability to organize workers. The document provides background on the history of trade unions in Malaysia and the restrictive policies implemented by the government. It reviews literature on reasons for declining union density worldwide and proposes that structural, cyclical and institutional factors are important determinants in explaining the declining density of unions in Malaysia.
This document provides an overview of employee relations and international labor organizations. It defines employee relations and discusses factors that influence it such as institutional, economic, technological, political/legal, and global factors. It then evaluates international labor organizations like the WFTU, ICFTU, ITUC, and ETUC. Alternative forms of worker representation are described, including work councils, co-determination, and worker cooperatives. Work councils and co-determination systems in different countries are defined. Finally, litigation risks in international employee relations are mentioned.
This chapter introduces the study of industrial relations and outlines three main perspectives: pluralist, unitarist, and radical. It defines industrial relations and discusses approaches like neo-institutionalism, human resource management, and the labor process theory. It also notes criticisms of each perspective and emphasizes different aspects of the employment relationship. The chapter aims to move beyond a limited view of IR focusing only on conflict between unions and employers.
There has been continuous erosion of the influence and power of trade unions over the last three decades. Does this indicate that the industrial relations system premised on a concept that there is an imbalance of power in the employment relationship is now outdated, that workplace problems in a complex business environment are better addressed by new approaches such as ‘human resource management’ or organisational behaviour
This document defines and discusses industrial relations. It provides definitions of industrial relations from various sources that focus on the relationship between employers and employees/trade unions. Key aspects of industrial relations discussed include maintaining harmonious relationships to safeguard interests of both parties, avoiding disputes to ensure productivity, and how good industrial relations leads to industrial peace and higher production. The document also outlines objectives, importance, determining factors and differences between industrial relations and human relations.
Hrm 603 Comparative study between Fiji and AustraliaRedchick
This document provides an overview of employment relations systems in Australia and Fiji. It discusses:
1) The development and evolution of employment relations in Australia, noting its progression from emerging from law to an explicit economic focus to the influence of psychology. Significant legislative changes in Australia have decentralized the system since the 1990s.
2) The development of employment relations in Fiji, which was historically based in agriculture and mirrored models from the UK, New Zealand, Australia. Fiji enacted dispute resolution laws and recently introduced the Employment Relations Promulgation in 2007.
3) A comparison of the two systems, noting Fiji has more developed institutions but Australia has stronger social protections. Both countries have moved from centralized to
The document discusses industrial relations in China. It covers topics such as recent changes to China's economy and labor policies, ideological issues, privatization, collective bargaining, conflict resolution, industrial laws, and trade unions. China has moved away from a Soviet-style system and introduced market reforms while still maintaining Communist Party control. The government has pursued policies like implementing labor contracts, reforming wages, and marketizing social services to increase productivity in state-owned and private enterprises.
FOCUSED COLLECTIVE BARGAINING DURING RECESSION Joe Ogar
Collective bargaining is a process of negotiation between employers and trade unions regarding terms of employment. It aims to regulate employment conditions at the sector level and provide dispute resolution at the enterprise level. The key parties in collective bargaining are trade unions, employers' organizations, and workplace forums. Collective bargaining occurs through both distributive and integrative styles. Distributive bargaining involves making proposals and counterproposals to reach a compromise, while integrative bargaining focuses on problem-solving. Preparation, opening negotiations, signaling proposals, and packaging agreements are typical stages of the bargaining process.
Global unions, regional integration and framework agreementsRamrao Ranadive
Global Union Federations seek to build international cooperation and solidarity among trade unions across countries. There has been growing recognition of GUFs by multinational companies and increased social dialogue. In some cases, this has resulted in International Framework Agreements between GUFs and multinational companies to establish global labor standards.
This document discusses several key concepts in industrial relations and human resource management. It begins by defining the traditional scope of industrial relations as focusing on male, unionized workers in manual industries. It then contrasts this with a more modern focus on a diverse workforce. Several models for understanding employment relationships are presented, including unitary, pluralist, and Marxist perspectives. Frameworks like the input-output model, systems approach, and social action theory are examined for analyzing industrial relations. The document also reviews trends in the economic, social, political, and legal environments that have shaped the development of industrial relations in different time periods.
Industrial relations is a multidisciplinary field that studies the employment relationship. Industrial relations is increasingly being called employment relations or employee relations because of the importance of non-industrial employment relationships; this move is sometimes seen as further broadening of the human resource management trend.
Industrial Relation Policies of different countriesSumit Sanyal
Industrial relations in Germany are characterized by sector-level collective bargaining between trade unions and employer organizations. Around 18% of employees are union members, with the largest union being the DGB confederation. Works councils represent employees at the company level and have codetermination rights on supervisory boards. Collective agreements provide flexibility while maintaining sector standards on issues like wages and working conditions. A case study describes a strike by Honda workers in China over demands including pay increases and the reinstatement of fired union leaders.
Industrial relations encompasses the relationships between management and workers, including aspects like trade unionism, collective bargaining, dispute resolution, and labor law compliance. The key actors are management, workers and their representatives, and the government. Industrial relations aims to regulate these relationships to arrive at solutions that balance conflicting interests like profits and social welfare. A sound industrial relations system maintains harmonious cooperation between these groups to facilitate economic efficiency while also addressing workers' needs.
International Journal of Humanities and Social Science Invention (IJHSSI)inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
The document provides an overview of industrial relations. It defines industrial relations as the relationships between employees and management in the workplace. It discusses how industrial relations involves a complex web of relationships between employees, unions, management, and the state. The document also examines different perspectives on industrial relations, including the pluralist view that sees both shared and conflicting interests, and the Marxist view that sees sharply antagonistic conflicts between employers and employees. It explores how industrial relations involves building knowledge through research, solving problems in the employment relationship, and addressing ethical issues like workers' rights.
This document outlines several approaches to industrial relations including psychological, sociological, human relations, Gandhian, human resource management, action theory, unitary, pluralist, Marxist/radical, Weber's social action, socio-ethical, and Oxford approaches. It provides more detail on the psychological, sociological, and human resource management approaches. The psychological approach examines the perceptions and attitudes of union leaders and executives. The sociological approach looks at sociological factors that shape industrial relations. The human resource management approach recognizes that workers want various freedoms and that treating them as objects can increase tensions in the workplace.
This document provides an introduction and definition of industrial relations. It discusses how industrial relations have become more complex with the emergence of large-scale industry and organized labor. Industrial relations now involve negotiated relationships between management, workers, and government agencies. The goal of industrial relations is to establish cooperation between employees and management in the production process for mutual benefit and social good. Maintaining positive industrial relations remains an ongoing challenge addressed differently in various countries.
This document discusses the paradigm shift occurring in industrial relations in India. It outlines the complex system of employer-employee relations and the various internal and external influences. It identifies the major stakeholders in industrial relations like employers, employees, government and unions. It describes the ideal characteristics of employees and employers. It also discusses the changing profiles of employers and employees and new roles for trade unions. Finally, it notes some of the issues with existing labor laws and the need for reforms and solutions to modernize the industrial relations system in India.
Industrial relations involves the relationships between employees, employers, and the government within organizational settings. It covers all aspects of the employment relationship, including how employees and employers interact through collective bargaining, grievance procedures, and dispute resolution. Industrial relations aims to establish stable relationships between employers and labor unions while also promoting productivity, employment opportunities, and living standards.
This document discusses several approaches to understanding industrial relations, including the psychological, sociological, human relations, Gandhian, and human resource management approaches. It also examines the unitary, pluralist, and Marxist/radical approaches. Several forms of industrial disputes are mentioned, along with causes of disputes and methods for preventing and settling disputes, including voluntary methods, government machinery, and statutory measures.
The document discusses several approaches and theories related to industrial relations:
1. It outlines different definitions of industrial relations including institutional, social psychology, and class-based approaches.
2. It discusses various frames of reference for analyzing industrial relations such as unitarism, pluralism, and Marxism.
3. It summarizes several theories of industrial relations including human relations theory, systems theory, labor process theory, strategic choice theory, scientific management, regulation theory, and labor market theory. Each theory is briefly described in terms of its key proponents and assumptions.
Critically review the role and function of Trade Unions in the current econom...Shiva Kirti Garimella
Trade union membership and influence has declined significantly in recent decades in the UK. Union density fell from 55.6% in 1979 to 27% in 2010, especially in the private sector. This is due to economic changes reducing unionized industries, legal changes weakening unions, and fewer workers seeing the need to join. Unions are trying to reinvent themselves through greater cooperation with employers, providing new services to members, and community organizing to regain relevance and membership. However, unions still face challenges gaining influence in a less union-friendly climate with more diverse and fragmented work arrangements.
The document discusses the causes of the decline of labor unions in the United States. It identifies three main causes: the loss of manufacturing jobs which has made the country's manufacturing sector obsolete; newly implemented public policies in the 1980s that weakened unions; and increased lobbying from corporations against unions. Corporations lobbied to disband or weaken unions and enacted policies like refusing union requests and hiring strike breakers. This made unions reluctant to strike and membership declined sharply.
This chapter introduces the study of industrial relations and outlines three main perspectives: pluralist, unitarist, and radical. It defines industrial relations and discusses approaches like neo-institutionalism, human resource management, and the labor process theory. It also notes criticisms of each perspective and emphasizes different aspects of the employment relationship. The chapter aims to move beyond a limited view of IR focusing only on conflict between unions and employers.
There has been continuous erosion of the influence and power of trade unions over the last three decades. Does this indicate that the industrial relations system premised on a concept that there is an imbalance of power in the employment relationship is now outdated, that workplace problems in a complex business environment are better addressed by new approaches such as ‘human resource management’ or organisational behaviour
This document defines and discusses industrial relations. It provides definitions of industrial relations from various sources that focus on the relationship between employers and employees/trade unions. Key aspects of industrial relations discussed include maintaining harmonious relationships to safeguard interests of both parties, avoiding disputes to ensure productivity, and how good industrial relations leads to industrial peace and higher production. The document also outlines objectives, importance, determining factors and differences between industrial relations and human relations.
Hrm 603 Comparative study between Fiji and AustraliaRedchick
This document provides an overview of employment relations systems in Australia and Fiji. It discusses:
1) The development and evolution of employment relations in Australia, noting its progression from emerging from law to an explicit economic focus to the influence of psychology. Significant legislative changes in Australia have decentralized the system since the 1990s.
2) The development of employment relations in Fiji, which was historically based in agriculture and mirrored models from the UK, New Zealand, Australia. Fiji enacted dispute resolution laws and recently introduced the Employment Relations Promulgation in 2007.
3) A comparison of the two systems, noting Fiji has more developed institutions but Australia has stronger social protections. Both countries have moved from centralized to
The document discusses industrial relations in China. It covers topics such as recent changes to China's economy and labor policies, ideological issues, privatization, collective bargaining, conflict resolution, industrial laws, and trade unions. China has moved away from a Soviet-style system and introduced market reforms while still maintaining Communist Party control. The government has pursued policies like implementing labor contracts, reforming wages, and marketizing social services to increase productivity in state-owned and private enterprises.
FOCUSED COLLECTIVE BARGAINING DURING RECESSION Joe Ogar
Collective bargaining is a process of negotiation between employers and trade unions regarding terms of employment. It aims to regulate employment conditions at the sector level and provide dispute resolution at the enterprise level. The key parties in collective bargaining are trade unions, employers' organizations, and workplace forums. Collective bargaining occurs through both distributive and integrative styles. Distributive bargaining involves making proposals and counterproposals to reach a compromise, while integrative bargaining focuses on problem-solving. Preparation, opening negotiations, signaling proposals, and packaging agreements are typical stages of the bargaining process.
Global unions, regional integration and framework agreementsRamrao Ranadive
Global Union Federations seek to build international cooperation and solidarity among trade unions across countries. There has been growing recognition of GUFs by multinational companies and increased social dialogue. In some cases, this has resulted in International Framework Agreements between GUFs and multinational companies to establish global labor standards.
This document discusses several key concepts in industrial relations and human resource management. It begins by defining the traditional scope of industrial relations as focusing on male, unionized workers in manual industries. It then contrasts this with a more modern focus on a diverse workforce. Several models for understanding employment relationships are presented, including unitary, pluralist, and Marxist perspectives. Frameworks like the input-output model, systems approach, and social action theory are examined for analyzing industrial relations. The document also reviews trends in the economic, social, political, and legal environments that have shaped the development of industrial relations in different time periods.
Industrial relations is a multidisciplinary field that studies the employment relationship. Industrial relations is increasingly being called employment relations or employee relations because of the importance of non-industrial employment relationships; this move is sometimes seen as further broadening of the human resource management trend.
Industrial Relation Policies of different countriesSumit Sanyal
Industrial relations in Germany are characterized by sector-level collective bargaining between trade unions and employer organizations. Around 18% of employees are union members, with the largest union being the DGB confederation. Works councils represent employees at the company level and have codetermination rights on supervisory boards. Collective agreements provide flexibility while maintaining sector standards on issues like wages and working conditions. A case study describes a strike by Honda workers in China over demands including pay increases and the reinstatement of fired union leaders.
Industrial relations encompasses the relationships between management and workers, including aspects like trade unionism, collective bargaining, dispute resolution, and labor law compliance. The key actors are management, workers and their representatives, and the government. Industrial relations aims to regulate these relationships to arrive at solutions that balance conflicting interests like profits and social welfare. A sound industrial relations system maintains harmonious cooperation between these groups to facilitate economic efficiency while also addressing workers' needs.
International Journal of Humanities and Social Science Invention (IJHSSI)inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
The document provides an overview of industrial relations. It defines industrial relations as the relationships between employees and management in the workplace. It discusses how industrial relations involves a complex web of relationships between employees, unions, management, and the state. The document also examines different perspectives on industrial relations, including the pluralist view that sees both shared and conflicting interests, and the Marxist view that sees sharply antagonistic conflicts between employers and employees. It explores how industrial relations involves building knowledge through research, solving problems in the employment relationship, and addressing ethical issues like workers' rights.
This document outlines several approaches to industrial relations including psychological, sociological, human relations, Gandhian, human resource management, action theory, unitary, pluralist, Marxist/radical, Weber's social action, socio-ethical, and Oxford approaches. It provides more detail on the psychological, sociological, and human resource management approaches. The psychological approach examines the perceptions and attitudes of union leaders and executives. The sociological approach looks at sociological factors that shape industrial relations. The human resource management approach recognizes that workers want various freedoms and that treating them as objects can increase tensions in the workplace.
This document provides an introduction and definition of industrial relations. It discusses how industrial relations have become more complex with the emergence of large-scale industry and organized labor. Industrial relations now involve negotiated relationships between management, workers, and government agencies. The goal of industrial relations is to establish cooperation between employees and management in the production process for mutual benefit and social good. Maintaining positive industrial relations remains an ongoing challenge addressed differently in various countries.
This document discusses the paradigm shift occurring in industrial relations in India. It outlines the complex system of employer-employee relations and the various internal and external influences. It identifies the major stakeholders in industrial relations like employers, employees, government and unions. It describes the ideal characteristics of employees and employers. It also discusses the changing profiles of employers and employees and new roles for trade unions. Finally, it notes some of the issues with existing labor laws and the need for reforms and solutions to modernize the industrial relations system in India.
Industrial relations involves the relationships between employees, employers, and the government within organizational settings. It covers all aspects of the employment relationship, including how employees and employers interact through collective bargaining, grievance procedures, and dispute resolution. Industrial relations aims to establish stable relationships between employers and labor unions while also promoting productivity, employment opportunities, and living standards.
This document discusses several approaches to understanding industrial relations, including the psychological, sociological, human relations, Gandhian, and human resource management approaches. It also examines the unitary, pluralist, and Marxist/radical approaches. Several forms of industrial disputes are mentioned, along with causes of disputes and methods for preventing and settling disputes, including voluntary methods, government machinery, and statutory measures.
The document discusses several approaches and theories related to industrial relations:
1. It outlines different definitions of industrial relations including institutional, social psychology, and class-based approaches.
2. It discusses various frames of reference for analyzing industrial relations such as unitarism, pluralism, and Marxism.
3. It summarizes several theories of industrial relations including human relations theory, systems theory, labor process theory, strategic choice theory, scientific management, regulation theory, and labor market theory. Each theory is briefly described in terms of its key proponents and assumptions.
Critically review the role and function of Trade Unions in the current econom...Shiva Kirti Garimella
Trade union membership and influence has declined significantly in recent decades in the UK. Union density fell from 55.6% in 1979 to 27% in 2010, especially in the private sector. This is due to economic changes reducing unionized industries, legal changes weakening unions, and fewer workers seeing the need to join. Unions are trying to reinvent themselves through greater cooperation with employers, providing new services to members, and community organizing to regain relevance and membership. However, unions still face challenges gaining influence in a less union-friendly climate with more diverse and fragmented work arrangements.
The document discusses the causes of the decline of labor unions in the United States. It identifies three main causes: the loss of manufacturing jobs which has made the country's manufacturing sector obsolete; newly implemented public policies in the 1980s that weakened unions; and increased lobbying from corporations against unions. Corporations lobbied to disband or weaken unions and enacted policies like refusing union requests and hiring strike breakers. This made unions reluctant to strike and membership declined sharply.
Trade unions have a long history in Britain and were an important part of the country's political, social, and economic development. While union membership and influence have declined since their peak, unions still play a role in protecting workers and negotiating with employers. This document discusses the history of unions in Britain, their current principles and functions, and debates around their advantages and disadvantages. It argues that despite lower membership numbers, unions remain significant for certain sectors and issues in British society.
Trade union membership in Australia has declined significantly since the 1980s. The main causes of the decline include changing attitudes toward unions, increased job satisfaction provided by employers, and the role of management in directly engaging with employees rather than including unions. Unions have responded by providing additional services to members and campaigning politically against legislation perceived as harmful to unions. However, membership continues to drop as fewer new workers choose to join unions.
Does labor–management partnership deprive union members ofac.docxjacksnathalie
This study aims to analyze whether labor-management partnership deprives union members of willingness to participate in union activities, as some critics have claimed. The author analyzes survey data from union members in Korea to determine if partnership ideology negatively impacts member activism, as Kelly (1996) argued, or if militant unionism is more effective at encouraging participation. The results did not support Kelly's claim that partnership undermines activism. Partnership ideology was found to have positive effects on both member activism and decision-making practices. While militancy had an intensive effect on narrow union activities, partnership achieved a better balance of participation in union and management activities.
There is general agreement over the need to pay attention to the informal sector because of its importance to employment and poverty issues. There are also an increasing number of programmes aimed at supporting similar informal activities in highly diverse national contexts.
This consensus is backed through the adoption, at the highest level, of policy measures that are meeting with growing acceptance and, sometimes, the active support of social actors, in particular among entrepreneurial and trade union organizations. Such a stand is also based on evidence to the effect that policies to promote the informal sector are viable and profitable, even during economic downswings, and have international financial support. Nevertheless, to the extent that it fails to embrace a shared strategic vision, this is a limited consensus that hinders the eff ectiveness of policies implemented in this area.
While often adequate on an individual basis, they are insufficient and produce limited effects by failing to respond to a more comprehensive approach. The lack of a shared approach is related to the absence of a common definition of the informal sec-tor, which has grown increasingly complex since it was first described in a pioneering ILO report on Kenya in 1972.
Along with the heterogeneous nature of informal economic activities, different perceptions lead to different strategies. These are reviewed in the first section. Too great an emphasis on the regulatory perspective has identified informality with illegality and labour precariousness.
In spite of their ties to informality, however, the two categories are conceptually different. Th e second section is devoted to these subjects and, particularly, to the precariousness of the employment relationship. Lastly, the third section explores strategic options to regulate the informal sector, tracing the features of a different approach to formalizing informal activities, to facilitate their full integration in the modernization process.
For the purpose of this paper, the latter concept is defined as the most dynamic part of the economy operating under a common regulatory framework. Facts and concepts Interpretations and trends The notion of the informal sector was brought forward in a 1972 ILO report on Kenya (ILO, 1972), follow-ing a 1971 paper (Hart, 1973). They highlighted that the problem of employment in less-developed countries is not one of unemployment but rather of employed workers who do not earn enough money to make a living.
They are ‘working poor’. Th is conceptual interpretation was based on their opposition to formality and their lack of access to the market and productive resources. Th is was followed by several contributions (see Tokman, 1978).
This document discusses strategies for modernizing the informal sector. It begins by reviewing different interpretations of the informal sector and how it has evolved over time. It then discusses three main policy approaches: supporting microenterprise development, providing social welfare for informal workers, and reforming the regulatory framework. The document focuses on the third approach and explores options for altering regulations to facilitate integrating informal activities into the formal economic system and modernization process. It argues that while informality is not solely caused by regulatory issues, regulatory improvements can help foster inclusion of the informal sector.
This document discusses the challenges that trade unions face in organizing informal workers. It notes that informal employment makes up a large portion of the global workforce but that informal workers are often excluded from traditional trade union structures and protections. The main challenges identified include political and conceptual barriers regarding how to define informal workers, practical difficulties organizing workers in scattered and individual workplaces, resource constraints for workers with precarious livelihoods, and issues with existing leadership structures. However, the document also discusses that informal workers are being organized through diverse models including trade unions, workers' associations, cooperatives, and other membership-based organizations.
This document discusses managing change within organizations. It begins by noting that massive change is impacting all facets of society and creating uncertainty. Technological advances, globalization, and other changes over the past two decades are discussed. The main issue for businesses is how to effectively manage changes. The document then provides an overview of different types and origins of change, including institutional, technological, and social changes. It also discusses how to identify and classify changes in an organization's external environment to better manage changes.
Union Density Dilemmas in France & BritainCharles Audley
A brief look at the reasons behind declining trade union union density in two prominent EU economies; France and Britain. This is a comparison essay, which also looks at potential remedies to weakened union membership.
This document provides an overview of the employment relations systems of Great Britain, the United States, and Australia. It discusses the key features and processes of each country's systems.
The key features of Britain's system include the influence of conservative governments on weakening trade unions since 1970, a decline in collective bargaining and shift to lower bargaining levels, and the increasing influence of human resource management policies and European Union law.
The US system has a three-tier structure of bargaining at the economy, sectoral, and company levels. Local unions deal with daily interactions and national unions focus on legislation and politics. Pressure to improve competitiveness has led US firms to experiment with both confrontational and collaborative employee relations strategies.
Australia
This document discusses labor unions and labor relations. It explains that unions represent workers' interests and help negotiate pay, benefits, and working conditions through collective bargaining agreements. When negotiations break down, unions may call a strike where members refuse to work until demands are met. Strikes aim to put pressure on employers by reducing production. While most negotiations do not result in strikes, they remain an important tactic for unions. The document also questions whether unions are still relevant in the US given long-term declines in union membership.
The role of workplace partnership strategies in employee management relationsAlexander Decker
This document discusses workplace partnership strategies and their role in employee-management relations. It begins by explaining that organizations aim to earn profits and develop strategies to do so, with one major concern being how to deal with employees. Workplace partnerships that consider both business and employee needs before decision-making have been shown to contribute to healthy relationships. The document then reviews literature on the evolution of industrial relations and interactions between employers, employees, and governments. It defines industrial relations and discusses factors like legislation, unions, and economic conditions that influence the quality of relations.
2
MGT 441 Labor Relations
Instructor: Dr. Pat Dupar
Name
Saint Leo University
June 8, 2017
Question #1
A tougher anti-union response would be anticipated by the manufacturing industry for several reasons; mainly, because the employees in this industry are typically inexperienced, the employers maintain the control of who is hired as well as decide the employee’s work location. The employer would be in totally in control. “This approach has been labeled the “drive system” and held sway in manufacturing for most of the first third of the 20th century.” (Fossum, 2015, pp. 198-199)
In 2013, Honda’s employees in Ohio were mostly union employees; whereas, employees at their Indiana plant did not belong to unions. As this was a post-recession affect, union members were not being hired at Honda. Nearly a half-million new employees were hired in the manufacturing industry in the United States. Of these employees, less than 5% were non-union. Apparently, this is the new trend “underscores a central conundrum in the “manufacturing renaissance” that President Obama loves to tout as an economic accomplishment: The new manufacturing jobs are different from the ones that delivered millions of American workers a ticket to the middle class over the past half-century.” (Tankersley, 2013)
Question #2
A “labor-management cooperation is a state of relations where labor and management work hand-in-hand to accomplish certain goals using mutually acceptable means. It is the outcome of a continuing process of enhancing” (Republic of the Philippines, 2016)
In the past, unions have had bad experiences with labor-management cooperative programs. They also shy away from these programs because of legal risks. These types of programs have a tendency to interfere with the communication between the employees and management in regards to the collective bargaining process, salaries, and the employee’s working conditions. These issues can be noted as long-term in nature. Once the lines of communication are broken, it can be very hard to gain that confidence in both parties.
References
Fossum, J. (2015). Employer Resistance before World War II. In Labor Relations: Development, Structure, Process, Twelfth Edition (pp. 198-199). New York: McGraw Hill Education.
Republic of the Philippines, D. o. (2016, June 8). Labor-Management Cooperation. Retrieved from https://www.goiam.org/wp-content/uploads/2009/09/images_articles_headquarters_departments_hpwo-partnerships_philippinesdol.pdf
Tankersley, J. (2013, January 16). As manufacturing bounces back from recession, unions are left behind. Retrieved from The Washington Post: Business: https://www.washingtonpost.com/business/economy/as-manufacturing-bounces-back-from-recession-unions-are-left-behind/2013/01/16/4b4a7368-5e88-11e2-90a0-73c8343c6d61_story.html?utm_term=.34f9d6cfbf98
...
- The document examines employer associations' arguments that changes to industrial relations would enhance productivity, questioning if issues like penalty rates and job security relate more to cost cutting than productivity.
- Statistical research has found declining productivity in Australia for the past decade, which employer groups argue is due to rigid pay and conditions creating inflexible organizations unable to compete internationally. They believe flexibility is directly linked to productivity.
- However, the research of Todd (2012) questions the sweeping arguments of employers, finding that links between flexibility and productivity should be treated cautiously as organizational specifics and culture also impact productivity.
This document summarizes the findings of three surveys from 1997 to 2000 on work/life balance strategies in Australian organizations. The surveys found that the most common work/life balance strategies offered were part-time work, study leave, flexible hours, and working from home occasionally. However, employee usage of available strategies lagged behind implementation, with only 6% of organizations reporting over 80% employee usage. Major barriers to effective work/life balance included an organizational culture that rewards long hours over other commitments, unsupportive work environments for those with external commitments, and lack of management support. While some strategies have been adopted, substantial challenges remain in fully implementing and managing work/life balance.
This document discusses labor standards and the World Trade Organization. It makes the following key points:
1. While improving labor conditions in developing countries is an important goal, attaching strict labor standards to trade agreements will likely not achieve this and may make things worse for workers in poor countries by reducing employment opportunities.
2. Mandating higher labor standards that exceed a country's level of productivity will push more workers into informal sectors with even poorer conditions rather than improving wages and conditions overall.
3. A better approach is for developed countries to assist workers impacted by trade through retraining programs, and for developing countries to continue economic development efforts through organizations like the World Bank to raise living standards over the long run.
Essay About Dunlop’S System Theory With Fair Work Act 2009Carmen Martin
The document discusses the current industrial relations legislation in Australia, noting that the federal system covers most Australian employers and employees, including those in Victoria. It mentions that the Fair Work Act 2009 provides a framework for workplace laws and dispute resolution. The summary focuses on examining the rules within Dunlop's system theory, specifically identifying procedural and substantive rules within the Fair Work Act.
10ADMINISTRATION & SOCIETY March 2000Peters, Pierre MUTU
ER ESSAY main draft (3)
1. 1
Employment Relations and Law (MG6103)
Individual Essay- 25th
November 2015
Question:
What role do unions play in a modern economy? To what extent
is union decline a consequence of shifting economic and
demographic labour market factors. How might unions revitalise
themselves given declining membership and influence?
Student Name: Student ID: Signed:
Fergal Conry 10304199
Word count: 3089 (excluding references and cover page)
2. 2
Introduction
Phelps Brown (1990) has described the decline of trade unions as the “most profound
counter revolution of all time” (Dundon and Rollinson 2007, pp 105). In changing economic
and social times worldwide, the status of trade unions as the main representative of workers in
the modern working environment has come under great scrutiny, while their membership levels
have declined dramatically. Turner et al (2013) states that unions have a continuing function in
a modern economy to increase the bargaining power of workers and to represent workers in
any decision that effects their working lives, while evidence in the past has suggested that
unionized workers in the US benefit from higher wages and benefits, better seniority protection
and better grievance procedures than non-union workers (Freeman and Medoff, 1984). Despite
these discernible benefits, it has become clear that trade unions influence is suffering largely
from the emergence of a more decentralised, fragmented and rights based employment system
(Oireachtas Spotlight,2011), where workers no longer view union representation has inherent
to their working lives. Unions have gone from being a staple in the employer-employee
relationship, up to being a social partner with the employer and the government via collective
bargaining, to a much weaker position since the onslaught of the most recent economic
downturn. However, what this essay will seek to make clear is that trade union decline is not
solely influenced by changes in economy, with a number of political and demographical factors
also directly contributing to their regression, particularly in the case of Ireland. To this end, it
is important to discuss the existing role of trade unions in light of these changes as well as the
highly contentious debate over possible renewal strategies such as the organising model, the
servicing model and also the partnership model.
Role of Trade Unions in a Modern Economy.
The Trade Union movement continued to develop in Ireland from the 1913 onwards
aiming to provide a real voice for workers. It’s without question that their primary function has
been the protection of employees and to redress the imbalance of power in the employee-
employer relationship, but their role has become far more varied. Trade Unions role in securing
the best possible wages and conditions for the employee highlights their contribution in
3. 3
economic regulation and the protection of all members from vulnerability in the Labour market
(Dundon and Rollinson, 2007). Dolvik and Waddington (2002) argue that trade unions role has
changed in this regard to respond to declining membership by attempting to reform the
bargaining agenda to encourage participation from underrepresented groups, such as
women and younger workers, particularly in private-sector services. They have attempted
to do this by bringing to the bargaining table important modern considerations such as
‘family friendly’ issues and the inclusion of temporary workers. While conflicts of interest
still exist between the different parties to the employment relationship, then unions still have a
role here in providing a collective answer to threats against the employee. To this end, unions
can take retaliatory action to gain more favorable conditions of employment for their members
in the form of industrial action (Gunnigle et al, 2004).
The role of unions was at its peak in Ireland with the onset of the Social Partnership
regime in the 1980’s throughout the last couple of decades. This system involved a series of
nationally agreed collective wage packages between the governments, employers and trade
unions. (Gibbons, 2015) In discussing social partnership, another of trade unions most
important roles becomes apparent, which is precisely their role in influencing the political and
social framework of the state (Gunnigle et al, 2004). The most recent partnership regime
emerged out of a democratic capitalist system which Pepper and Regan (2014) state arose from
the government, led by Charles Haughey, needing unions to help implement and mobilize
support for reforms of Labour policy. It was seen as a coordinated response to the recession at
the time and offered the government stability without industrial action, as the unions had such
influence on any Labour policy and a centralized role in pay negotiations across sectors. This
neo-corporatist stance gave such power to trade unions in Ireland that some have questioned
whether this arrangement was betraying the union’s democratic core, a theory known as the
iron law of oligarchy (Michel in Dundon and Rollinson, 2007). While the strength of this
function has weakened considerably, as will be discussed below, unions also maintain a number
of other important roles in the employment relationship such as advisory, training and dispute
resolution services which have taken increasingly significant importance in maintaining union
relevance in recent years.
Finally, authors have also argued for trade unions role as an “agent of social justice”
(Murphy and Turner, 2014). This reflects the “sword of justice” function in Flanders’ (1970)
concept of the double edged sword (cited in Dundon and Rollinson, 2007). SIPTU’s 2004
4. 4
campaign on behalf of Irish Care workers started as a simple organizing campaign for care
sector employees and turned into a movement that went beyond the employment relationship,
appealing to the workers as family members and as citizens to question the state’s role as an
employer and as protector of vulnerable citizens. Webster (2006) as cited in Murphy and Turner
(2014, p.384) classifies this role as “social movement unionism”. The focus of this essay will
now go on to analyze the various demographical Labour market and economic factors which
have affected the modern role of trade unions, including a growing public-private sector
divide, the influence of globalization on the workforce and the effect of the economic recession
coinciding with the demise of the social partnership regime in Ireland.
Factors hastening Trade Union decline.
Since their emergence, trade unions have been characterised by high level density in
the public sector workforce and despite a radical demographical transformation in the labour
force worldwide, its argued that their leadership has still continuously remained characterised
largely by older white males (Bronfenbrenner, 1998), which reflected a membership heavy in
male, manufacturing and manual workers (Visser 2002,p.405) . These inherent outdated
characteristics are now compounding the struggles of trade unions since the onset of the most
recent economic recession. Unions decline has been influenced by a growing structural divide
between the union dense public sector and the increasingly fragmented private sector, as well
as the organizing union’s lack of consideration for a growing number of women and younger
workers in employment. In the private sector, collective representation was traditionally more
popular in the manufacturing industries, which has haemorrhaged employees since the 1980’s,
and was highly dominated by male workers, neglecting the service industry where women
would have largely remained (Dundon and Rollinson, 2007, pp. 92). Reasons put forward for
lack of female participation include a traditional tendency for women to remain in short term
employment with consideration to their work in the home and also a perceived lack of necessity
on their part for collective fight (Turner and D’art, 2003). In terms of the growing lack of
membership among younger workers, research puts forward a number of factors have laid
foundations for the belief amongst them that trade union membership is no longer a necessity.
Bryson and Gomez (2005) propose that a major factor in union decline has not been a
haemorrhage of people leaving unions or an increased level of non-union industries, but more
5. 5
to do with a rapid rise in workers who have never been a member of a trade union in the first
place. Consequently, the number of “Never-member” workers in the UK rose from 28 % in
1983 to 48% in 2001, an increase the authors put down to two factors, a growth in different
types of workers and more difficulty in joining a union in the modern workplace.
The first point, has already been touched on, and can be attributed to the rise in density
in the service sector, as well as an increase in the temporary, part time and casual workers,
neglected by trade unions. Many of these new service sector firms employ women and younger
workers and place emphasis on flexibility in employment as key to the firms survival, with
unions seen as hindrance to this. (D’Art, D. and Turner, T., 2008). Additionally, a higher level
of education amongst the modern workforce has led to a growth in the number of “knowledge
workers”, workers in high skilled professions who feel they don’t require the protection of
union status due to a stronger knowledge of their rights and more perceived autonomy from
employer oppression in the workplace. (D’Art, D. and Turner, T., 2008). The second point
requires further attention here and is centred on the increase in Multinational companies’ entry
into the private sector in Ireland in particular, stemming from a much more globalised business
economy. One of the biggest issue’s with this development is centred on the status afforded to
unions in Irish law. While the Irish constitution contains provisions allowing workers the right
to join a trade union, this recognition has been undermined by subsequent decisions taken by
the courts and reflected in Irish legislation. This is evident in the 2001 Industrial Relations Act
which contains no provision requiring the employer to recognise the status of trade unions,
while also affording no protection for union members involved in a recognition dispute (D’art
and Turner,2013). Therefore, Ireland has remained by nature a voluntarist state and,
additionally, it is one of few liberal market economies without explicit legislation requiring
employer recognition of trade union status. (Cullinane, 2014). This stance has proven very
successful, among other factors, in encouraging MNC investment into Ireland, but its
consequence for unions lies in the growth in the number of private sector companies who have
explicit non-union recognition. Gibbons (2015) contends that the 2001 Act led to a more
individualised means to dispute resolution than in the past and contributed towards employer
hostility towards unions. Nevertheless, it seems the government will continue to adopt this
approach to encourage continued economic growth, with further light touch employment law
introduced, leading to further decreased union density in the private sector.
6. 6
It’s proposed here the factors above were taken for granted by Irish trade unions,
evidenced by their support of this arguably employer friendly employment law and this was
largely due to their strong influence in the Partnership regime which came to a sudden end in
2006/2007 with the onset of the Economic downturn. One could now argue that the
government’s protection of Foreign Direct Investment, to the exclusion of Unions (who they
have put partial blame on for the downturn), is shaping up to resemble a neo liberal political
position, resembling past governments of Thatcher in the UK and Reagan in the United States
(Dundon and McDonough, 2010). What is clear is that in continuation of their role in the
protection of workers, unions must think of new ways to exert their declining influence in light
of employer and state resistance and this must come from the very bottom upwards by reaching
broader and more diverse range of workers.
Routes to renewal
Trade unions will and should always maintain relevance in a democratic workers
society. They are seen as key to holding some form of democracy via “voice, protection and
humanity of the labour commodity”, with a necessity to maintain some level of employer
accountability in a volatile relationship where market forces often work against the common
worker (D’Art, D. and Turner, T., 2008, pp. 60). Its undeniable therefore that unions must
embrace the changes brought on by a changing workforce and globalisation and become more
innovative in the ways they go about protecting worker rights. Phillips (2011) states as much
as she posits that for trade unions to retain their importance in modern society they need become
for accessible and inclusive by improving the position of women and migrants within their
ranks. The contentious question is to how best this may be achieved, with some arguing that
unions need to place greater emphasis on the servicing side of their functioning such as the
advisory and consultation services, while other commentators call on unions to concentrate on
organising methods from the bottom and reach the underrepresented private sector and
multinational company workers. Dolvik also believes traditional unions are facing a difficult
decision on whether to target the growing number highly educated service employees or
continue to refocus efforts on the low skilled proletariat. This essay highlights and discusses
two strong possible ways for trade union renewal given these difficulties, unions as a
complement to existing employment legislation to defend workers’ rights and also Trade
7. 7
unions focusing on combining elements of their servicing approach with a strong organising
approach from the bottom up.
On the first of these suggestions, unions can seek to complement existing employment
law. This is an approach based on ample evidence that unions can act as positive mediators by
informing and advising workers of their legal rights (Heery, 2005). SIPTU’s recently
established Workers Rights Centre is used as an example here. The WRC provides advice to
SIPTU Organisers on employment rights and assists its members in making claims under the
various pieces of Employment Rights legislation, such as the Unfair Dismissals Act and the
Employment Equality Acts (SIPTU, 2015). In this manner, SIPTU and other unions who may
adapt this approach can protect individual workers in non-union friendly companies and help
them vindicate their rights. This can be viewed as a form of consultancy unionism, with the
focus on an adversarial approach with limited organising from the union. Critics of this
approach argue that it is not strong enough in posing a threat to the employer and depends on
a level of co-operation on both sides which, as has been discussed above, is not always
forthcoming in a current workplace (Boxhall 2008). Gibbons (2015) states that unions support
of the 2001 act will not guarantee proper bargaining in the face of employer opposition and
promotes union organising as the strongest way forward. .The second of these approaches is
seen as more promising, yet more difficult on the union’s part to integrate, as it aims to treat
the previous strategies of the servicing union and the organising union as not mutually
exclusive. It would encapsulate providing a centralised servicing approach as an incentive to
new members across industry boundaries, with an aim at a decentralised level of trade union
density away from the public sector, achieved through a grass roots organising strategy (Dolvik
2002).
The servicing approach is centred on trade unions providing workers with professional
services such as negotiation or financial services as an incentive to encourage them to join
(Dundon and Rollinson 2007). However, this approach in isolation is considered to be too weak
a leg for the future of trade unions to stand on alone in providing a real fight to employer
control. Boxhall and Haynes (1997) illustrate that the servicing union approach proved highly
ineffective as a means of counteracting the neo liberal approach of the New Zealand state.
However it’s proposed here that a focus on this servicing style with emphasis on modern tools
such as “virtual” or “online” unions may be extremely beneficial, as it has proved in Sweden’s
case, when combined with a sustained organizing approach (Dolvik 2002). Trade union
8. 8
organising revolves around allowing workers to be empowered directly at a more localised
level. Therefore, it’s proposed here that union’s best chances of meaningful renewal may lie in
organising their efforts to reach the previously underrepresented groups of the past such as
women and younger workers. Incremental steps have been taken in this regard, such as in the
changes to the bargaining agenda which has been discussed, but more must be done.
Decentralisation of union resources to reach these fragmented labour market sectors and
promotion of worker activism through strong local leaders in the workplace is a viable way
forward (Dundon and Rollinson, 2007). Dolvik (2002) highlights a number of countries where
this organising strategy proved successful, most notably the UK organising academy where
strong training has been made available to organisers for new recruitments. However these past
studies on its success to date have focused on homogenised groups of workers. SIPTU’s
organising campaign of Irish care workers proved a very successful recruitment tool by
collective bargaining for 12,000 home care workers, proving that a sustained organising
campaign can prove highly successful if a strong degree of collective fight can be created in
what, in this case, was a very dispersed and highly segregated sector (Murphy and Turner
2014). The demographical changes highlighted above need to be addressed by any trade union
organising strategy to recruit and empower a range of new diverse members.
Conclusion
The role of the trade union has now been greatly isolated to the public sector due to the
rise in both peripheral workers and the growth of MNC’s here in Ireland. The neo liberalistic
state approach that has developed in this country is evidenced by light touch employment
legislation and the increase in FDI from non-union companies. Unions have been designated
to a largely individualist and servicing employee assistance role as the strong collectivist
worker fight of the past has dwindled, bringing with it the influence of the Trade Union despite
continuing efforts to revitalize their efforts. However, it’s argued that workers still need the
presence of trade unions, as instances of injustice at the hands of the employer are still regularly
in the limelight. This is evidenced by the rise of zero hour contracts in large retail firms in
Ireland and further afield (Inman, 2015).
Although a shift in state ideology would be the ideal way forward, unions may never
gain quite the degree of influence they once had, particularly in the realm of Labour policy.
9. 9
This however may not necessarily be a bad thing. Unions need to be seen to be the real voice
of all workers, not just a powerful representative of Vissers “male, manufacturing and manual
workers” .In fact as Dundon suggested it may have been this level of influence in the
partnership regime that led to their downfall in the eyes of the common worker and that a return
to the partnership union model will prove an ineffective path for union revival as evidence
suggests it leads to lower wages and higher turnover overall (Dundon and Rollinson 2011) .
ICTU general secretary David Begg has stated that the collapse of the partnership regime will
provide a chance for unions to start again and reconnect with workers (Oireachtas Spotlight,
2011). This paves the way for a Union organising model that aims to inspire and build a
foundation of diverse worker participation in the absence of a much needed government and
legislative support which is not forthcoming.
10. 10
References
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11. 11
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