Significance of Trade Unions in Britain - Essay Example

?Significance of trade unions in Britain today Since nineteenth century, workers and labour have organized themselves in groups and unions in order to influence management decisions and have their own voice for improving wage, working conditions, workplace health and safety, working hours, social security, and job contracts(Johansson and Timo,2002). Hyman (1997) states that “Trade unions...are agencies whose role in the aggregation of interests may also involve the (re-) distribution of gains and losses: not only between workers and employers but also among workers themselves...the definition of union-relevant interests has reflected systematically the existing distribution of power within the working class” (p.97). In Britain, trade unions have been instrumental in promoting cooperation between management and workers throughout the history. However, the situation does not seem as favourable in today’s working environment. The paper examines the significance of trade unions in today’s Britain and concludes that trade unions have lost their influence in modern workplace due to increasing employer concern and direct voice of employees. With the closure of twentieth century, trade unions have to experience the challenge to deal with the issues which were considered to be resolved. Today’s trade unions are not as influential as they were in past. The period 1945-75 was exceptional because of the high tide of union power. However, unions represent significant and influential interest and the nature of their role and process of change is intensively debated (Mcllroy, 1995, p.385). Approximately 13.3 million people were members of trade unions in 1979; it is the highest level ever reached in Britain for union density at 55.4 percent. Impact of industry level bargaining and wage councils refer to 85 percent of working population catered by collective pay-setting process (cited in Howell, 2005, p.131).Furthermore, with the end of 2001,union membership level declines by 40 percent to 7.6 million, union density reached the lower level of 30 percent of workforce (cited in Howell, 2005, p.131). From 1980s to 1990s, there is a distinct diversion from closed shop to simple recognition (Fernie, 2005, p.5).In a statistical analysis, Millward et al. (2000, cited in Fernie, 2005, p.5) inferred that major reasons of decline in union density in unionised workplace were decline in closed shop and membership endorsement from management during 1984 and 1990.However, situation appeared to be different during 1990 to 1998 when employees appeared to have lost their interest in unionism(Fernie, 2005, p.5). Today, 1970’s steep decline in union membership seemed to be halted; however, decline in collective bargaining has experienced their conventional impact in the workplace wane. Most unions are as concerned about upholding and reinforcing individual legal rights of their members as for the development of collectively bargained rights. Comparatively less discussed but just as crucial is the relative decline in the membership of different employer’s organizations (Donaghy, cited in Taylor, 2002, p.5). Considerable revival in union membership at the point of late 1970s when 58 percent of workers were union members appeared to be improbable. De-industrialization has stripped the earlier bastions of trade union power in textile, coal, steel, iron, engineering and shipping. Central driver for dramatic union growth during 1960s and 1970s, the public service sector, is not anticipated to flourish like past. With the termination of broader bargaining agreements, more personalized forms of wage negotiations at enterprise level countermined the role of trade unions and ceased them to perform their conventional role of collective negotiators. Furthermore, trade unions are not benefitting by their role as collaborator in the management of political economy (Taylor, 2002, p.6). Today, their role outside the workplace is less enunciated and more challenged as compared to the initial times after Second World War. Illegalizing closed shop, legal steps to hamper picketing, and restricting the ability to call and organize strikes are critical factors which have weakened the trade unions’ ability to employ and mobilize their members in an effectual manner. Decline in the influence of trade unions is not restricted to Britain; it happened in nearly all the industrialized western world since 1980s (excluding Nordic countries).However, trade unionism decline has been ruthless in Britain for more than two decades. In addition, considering current occupational and economic conditions, it can’t be suggested that trade unions will make a significant revival in foreseeable future (Taylor, 2002, p.6). On the other hand, the above scenario does not equate an employment relation system where employers can exercise unilateral and unquestioned power over their employees. Recent research evidence suggests changing employers’ approach and compliance to accept at least the prospects of dealing with trade unions. It reflects the growing tendency of accepting trade unions as sensitive aspect of the business needs of enterprise as compared to the past. Moreover, they are more cooperative with management when it comes to develop and implement workplace reforms. Such tendency is definitely not universal in nature. However, the level of active corporate hostility for trade unions in Britain is far less evident even if we compare it with last five years (Taylor, 2002, p.7). According to Future of Work Research Programme, Britain is going to experience an entirely new form of employment relation in diverse range of private sector companies fundamentally based on the idea of industrial partnership. Certainly, it is not true that Britain’s industrial relations were primarily attributed to be incessant and self-destructive disagreements. The deliberate system of supposed free collective bargaining was associated with negotiated agreements which guaranteed cooperation and conciliation. Most frequently, the disparity of interests among capital and labour were arbitrated through accommodation, rarely defined by the all-purpose term-partnership. Practically, most businesses progressed in their performance and productivity by establishing the forms of negotiated peace through mutual deals and identifying the power relationship. The emergence of this partnership gave birth to a new approach which left the conventional British thought behind. Today, trade unions are far more accommodative and supportive of companies in carrying through innovation in workplace. They are inclined to re-establish their identity for employers as collaborators rather than obstructers to the development and execution of business agendas (Taylor, 2002, p.7). Another development that harmonizes with partnership approach is the increasing influence of employment laws in British employment relation. Such laws are not only providing minimum framework for the rights of trade union acceptance and representation but also comprehensive employment rights on individual level that caters all kinds of workplaces rather than only those where trade unions are acknowledged as independent organizations by employers. These improvements happened as a result of incremental implementation of European Union social regulation in UK when Labour government signed EU’s 1991 Maastricht treaty’s social chapter in 1997.Despite the minimal implementation, only existence of such regulation in British law reflects milder treatment of trade unions and employee rights in public policy since Labour government elections(Taylor, 2002, pp.7-8). There is prevalent but mistaken assumption that during 1960s and 70s the much talked about glory was characterized by continuous shop-floor conflicts that initiated from dated class war between employer and employees in workplace. What we are experiencing in the first decade of the 21st century is not a transition of industrial relations from an era of contention to cooperation and partnership. In fact, we are experiencing the evolution that involves a strategic departure from the system of voluntary negotiations and compromises that accommodated differing interests to the system that seeks to harmonizes the legalities of workplace rights for employees and trade unions through the partnership model which is designed to establish mutually agreed interests between the two organizations(Taylor, 2002, pp.8-9). Unions have lost their influence and they are not an integral institution of the society anymore. Language of ‘fairness at work’ and ‘social partnership’ that is attributed to Labour’s first term appeared to have lost hold in the Party’s industrial relation programme. The efforts to push the powers back to centre also appeared to be over with the implementation of national minimum wage and recognition legislation which supported unions in the past. European Unions’ inspired legislation will provide some opportunities for unions in future but lesser chances to act (Fernie, 2005, p.18). Significant changes happened in employee representation and their voice over the period of last two decades. Union density declined by more than five million and closed shop became nearly nonexistent. Approximately half of the workforce had never been a part of unions; furthermore, less than one worker from every five belongs to a union in private sector. Trend has moved from representative voice of union to direct voice of individuals. The direct voice ignores intermediate institutions, such as trade unions. Business management and employees are linked in a more direct relationship and communicate through meetings, team briefings between senior management and employees in addition to problem solving groups, for instance, quality circles(Metcalf, cited in Fernie and David,2005,p.xvi). Trade unions enjoyed the exceptional era of influence during 1945 and 1975.Howver, with a steep decline, union membership declined from 13.3 million to approximately 7.6 million with overall density of 30 percent in 2001.Mmbership endorsement for membership and closed shop are considered to be the major reasons for the lost of employees appetite for union membership. Illegalizing closed shop, legal steps to hamper picketing, and restricting the ability to call and organize strikes are critical factors that led to weak union influence in mobilizing the workers. Revival of trade unionism seems unlikely because of its ruthless decline for more than two decades in Britain. Furthermore, current economic and occupational conditions do not suggest unionism restoration. Milder roles can be performed by rebranding unions and becoming part of business innovation. Personalized and individualistic forms of negotiations have undermined the role of unions in workplace. Businesses and employees are inclined to resolve the conflicts without mediating parties. Bibliography Fernie, S.2005.The future of British unions: introduction and conclusions. In: S. Fernie and D. Metcalf.ed.2005.Trade unions: resurgence or demise? New York: Routledge.Ch.1. Howell, C.2005.Trade unions and the state: the construction of industrial relation. New Jersey: Princeton University Press. Hyman, R., 1999.Imagined solidarities: can trade unions resist globalization? In: P. Leisink, ed.1999.Globalization and labour relations. UK: Edward Elgar Publishing Limited.Ch.5. Johansson, M.and Timo, P.2002.Role of union in workplace health promotion. International Journal of Health Services, [e-journal] 32(1), Abstract only. Available through: Baywood Publishing Company, INC database [Accessed 15 March 2011]. Mcllroy, J.1995.Trade unions in Britain today.2nd ed.UK: Manchester University Press. Taylor, R, 2002.The future of employment relations. [Online]United Kingdom: Economic & Social Research Council. Available at: .[Accessed 16 March 2011]. Read More