Why Do People Join and Remain Union Members - Literature review Example

Union Membership Union Membership Why do people join and remain union members and are particular groups more likely to have a stronger collective identity? Introduction Since the establishment of trade unions during the 19th century, they have been major contributors to the workers benefits and compensation schemes until today. They can be described as associations consisting of workers who regulate the relationship between the labourers and the employers (Trade Union and Labour Relations Consolidation Act). Their aim is to protect and advocate for their member’s interests and concerns in the workplace through collective bargaining and organization of strikes (nidirect). The motivating factors that inspire unions to take action are several; one of which is economic motives that advocate for better wages and working environment, collectivism and taking political action, and social solidarity to give workers a sense of belonging to a certain group with shared interests and concerns. In addition, they also address intimidation from employers and job security against the exploitative nature that some employers execute on workers and individual benefits such as training and legal advice (Klanderman, 2009). Unions are influential and legitimate based on their membership base and the growth and decline in those unions not only effects their foundation but it has a wider influence dimension where the state’s economic and social solidarity are concerned (Oesch, 2012). However, recent study shows that there has been a membership decline in trade unions and people still joined those unions regardless of their evident downfall. This essay will focus on the reasons behind workers joining and remaining union members through examining the different levels of analysis of the actors that govern the industrial relations framework. The macro level of analysis investigates the role of the state and employers in affecting membership participation while the meso level investigates the role of the trade unions in establishing and encouraging or discouraging workers through sustaining or developing their strategies and approaches to persuade workers to join and their members to remain and sustain their membership. The micro level explains in depth the different collective dimensions that the group of workers might have and whether different groups have stronger collective identity than others have and further explain individualistic reasons why workers decide to be members of such a union. These are all manifested in a comparative approach among many different countries with different dimensions to explain this international phenomenon. The Role of the State and Employers Many debates surrounding the declining trends of unions globally had touched on the factors that globalization, technology, and the national approach to unions within each country determine union density and membership (Schmitt and Mitukiewicz, 2012). In the USA, for example, unionization decline was explained by a shortage of union jobs supply and an increase in employer contestation to unions, structural shifts in the economy away from industries and occupations with higher levels of union organization. Globalization was highly argued as a major factor to explain the decrease in union density. Global trade compelled union workers in rich countries to compete with cheaper labour in countries that were not in the global market scheme. Taking it a step further, employers relocated production to the developing countries. Schmitt, in his article on politics matter, draws on the contention of perceiving globalization and technology as the major themes that affect union participation. He argues that if the decline in unionization in the USA were due to globalization and technology, then other countries would inevitably follow suit. However, that was not the case. A study of 21 rich countries (OECD) starting from the 1980s demonstrates different percentages of union density and coverage and provides a more profound answer to the reason behind the differences in unionization in each country. The study classifies the rich economies into four categories based on their political systems and the effect of such systems on social and economic outcome. These categories include social democratic economies (Denmark, Finland, Norway, Sweden), liberal market economies (USA, UK, Canada, Ireland, Australia, New Zealand), continental market economies (Austria, Belgium, France, Germany, Italy, Netherlands, Switzerland), and ex-dictatorships (Greece, Portugal and Spain). Union coverage rates dropped in half of the 21 countries while coverage rates remained constant or escalated in the other half of the OECD countries. This leads us to believe that neither globalization nor technology is a sufficient answer to the different trends in membership and coverage in the rich economies. Therefore, a more logical reason to this dilemma would be shedding light on national politics and their approaches to unions’ coverage and density in their countries rather than giving more emphasis on globalization and technology. National political customs in the OECD countries that operated between 1946 and 1980 helped shape the unionization trends we face today and expect in the future. In the social democratic countries, collective bargaining coverage has been maintained or witnessed little growth while liberal market nations witnessed a vast drop in union coverage and density. Continental market traditions faced little decline in union coverage but more of a dwindling union density. In most political administrations, collective bargaining faired better than union density. What we can derive from this study is that governments with their political power and traditions executed in their countries help shape membership percentages and union density. To prove this point further, it is true we live in a globalized-technology world where one would assume that all countries face the same economic concerns and would inevitably share the same vision and traditions of union coverage and density. However, in the case of countries outside the OECD countries such as Saudi Arabia, unions are not really recognized and do not exist in practice. Collective Bargaining is prohibited in the country and collective action such as strikes is banned (Alzalabani, 2009). Legislation in most countries is considered crucial to industrial relations framework while some countries adopt a unitary attitude in their industrial relations approach and view unions as an impairment. Others assume a more pluralistic tactic and treat unions as crucial to their economic systems. Furthermore, in many countries, governments also have an important role as employers such as the case in Australia (Baird). In addition, in the case of Switzerland, the political system is highly decentralized. This kind of Decentralization has its impact on union movement, as unions in the country enjoy vast amounts of autonomy (Oesch, 2012). In the Macro level of analysis, unions and their trends over the years in coverage, density and membership shown through the literature and studies seem to have a substantial background in political traditions and legislation on unions and collective bargaining coverage that help in understanding workers’ decisions to join and remain union members. Trade Unions Roles and Strategies: Unions are considered major contributors to the reason behind workers joining and sustaining those workers’ membership. Admission rates to unions are believed to be based on the union’s strategy and plan to increase membership density (Oesh, 2012). Union organization (encouraging workers to join or the immanency of closed shops) was the third most frequent answer given by workers for union participation in the USA (Healy & Kirton, 2013) Moreover, the decline in union membership was considered a collaboration of employer opposition with failure of union strategy (Schmitt, 2012). It is also noted that revitalization of unions after a prolonged period of union decline is measured by an increase in union membership and density and that may be achieved by union’s strategy to link social capital with networks to achieve concrete industrial relations outcomes especially in the case of freelance workers (Saundry, 2012). Experiences within the unions themselves are considered a key element in explaining the rationale behind workers joining unions. This answer has gendered dimensions where the hierarchies within the union are mostly male dominated. Moreover, it has its impact on women’s decision to join a union. Here, sponsorship and support helped the females to overcome inactivity and become active participants (Kirton, 2005). In article on inflows and outflows of union locals, Oesh demonstrates the reasons that govern entry and exit rates from unions, stating that the recruitment and retention policy of those unions by attracting new workers and retaining old members is key element in explaining the reason behind workers joining and remaining union members (Hancké, 1993). As cited in Oesch’s study, recruitment and retention is determined by how easy it is to enter a union and how well those unions deal with their issues and provide them with services. That being said, union locals are considered different when implementation of their policies is concerned. It depends on strategy and priorities within the organizations. This is further discussed in the study of 70 union locals in Switzerland from the period of 2006 until 2008. The public-sector union (vpod) has records of annual in/outflows at around 9–10 per cent of its membership, while the yearly entry and exit rates of the private-sector union (Unia) are a bit higher than the (vpod) at around 12–13 per cent. These estimates suggest that membership turnover of around 10 per cent per year is a constant feature of unions across the European continent. It was also noted that the growth and decline of unions seems mostly determined by inflows of members. While entry rates differ from prosperous unions to suffering ones, exit rates tend to follow, on most occasions, entry rates. Unions’ choices and actions have full effect on membership rates much more than the labour market and institutional framework. The best way to realize union revitalization and growth is through maximizing recruitment efforts within unions since it proves its value much more than efforts in retention attempts. We can assume from this kind of information and from the meso level of analysis of the reason behind workers join a union that unions play a critical part in attracting new workers and sustaining those with years of membership especially through different strategies and organization of the work force. Conclusion Unions, as Obama has described them in his campaign for presidency, have always been an important part of society. These unions and their existence in history have given us many of the benefits that we enjoy today such as pensions, working hours, and maternity leave. Every worker, whether in a union or not, relish from the advantages unions worked so hard to achieve. This article developed an argument surrounding the query of the reason for people joining and remaining unions through the lens of a layered analysis of the factors that determine union participation and membership. In the macro level, political power and traditions is believed to be a major contributor to the union density and coverage in each nation as opposed to earlier beliefs of globalization and technology. Furthermore, the IR framework in each country and the system they adopt, whether it is unitary or pluralistic approach to their systems, are important. On the meso scale, trade unions are considered crucial to union participation and membership. With their strategies and collective bargaining, organizations are able to attract and recruit participants as well as sustain members’ loyalty. Entry and exit rates to and from unions are determined by the unions approach to recruitment and retention. On the micro level, individual interests, values, and concerns are essential in union joining. Collective identity is brought through shared or common interests. Concerns among workers and groups most likely to have a stronger collective identity as people who have the highest demands for social justice and equality achieve more solidarity and unification through grievances. The three levels of analysis when combined give a clear picture of the actors’ involvement in shaping peoples decision to join and remain union members. Groups with a more collective identity are those with highest social and economic injustices and ethnic minorities suffering from inequalities. References Alzalabani, A. H. 15th IIRA World Congress: The New World of Work, Organisations & Employment, Sydney, Australia, 24-28 August 2009. Track 2 Bradley, H. & Healy, G. 2008. Ethnicity and Gender at Work: inequalities, careers and employment relations. London and New York, Palgrave and Macmillan. Polletta, F. & Jasper, J. M. 2010.“Collective Identity and Social Movements”. Annu. Rev. Sociol. 2001, 27(1), pp.283–305. Healy, G. & Kirton, G. 2012. "The Early Mobilization of Women Union Leaders - A Comparative Perspective." British Journal of Industrial Relations, 51(4), pp.709-732. Kirton, G. 2005. "The influences on women joining and participating in unions" Industrial Relations Journal, 36(5): 36-401. Kirton, G. & Healy, G. 2013. “Commitment and collective identity of long-term union participation: The case of women union leaders in the UK and USA” Work Employment and Society Klandermans, B. 2007. The Demand and Supply of Participation: Social Psychological Correlates of Participation in Social Movements, Oxford and Malden, MA: Blackwell Publishing Ltd. Oesch, D. 2012. "Recruitment, Retention and Exit from Union Membership. An Analysis of Member Flows in Swiss Union Locals." British Journal of Industrial Relations, 50(2), pp.287-307. Richard, S., Stuart, M. & Antcliff, V. 2012. "Social Capital and Union Revitalization: A Study of Worker Networks in the UK Audio-Visual Industries." British Journal of Industrial Relations, 50(2), pp.263-86. Schmitt, J. & Mitukiewicz, A. 2012. "Politics matter: changes in unionization rates in rich countries, 1960-2010" Industrial Relations Journal, 43(3), pp.260-80. Waddington, J. & Whitson, K. (1997). "Why do people join trade unions in a period of membership decline?" British Journal of Industrial Relations, 35(4) pp.515-46. Read More