The Changing Role of Trade Union Movement in UK over Ten Years - Essay Example

?Running head: The Changing Role of Trade Union Movement in UK over Ten Years The Changing Role of Trade Union Movement in UK over Ten Years Insert Name Insert Grade Course Insert Tutor’s Name 7 March 2012 The Changing Role of UNITE Trade Union Movement in UK over Ten Years Introduction Trade unions have been popular in developed countries especially in Europe and particularly in United Kingdom. Generally, trade unions trace their origin in Europe, where during industrial revolutions, they became popular as demand for workers increased and the need for bargaining power with employers became necessary. Since their origin, trade unions have become major avenues of composition for individual workers, professionals, students, and even those not employed. Since their formation, trade unions have largely been concerned with the issues of workers, and the primary aim of these trade unions has been to advocate for better working conditions of workers. UNITE is one of the biggest trade unions of the 21st century and at the moment, the trade union enjoy a huge membership of about 1.5 million individuals (UNITE N.d). The union was formed after a merger of two big trade unions in UK and Ireland known as T&G and Amicus. Some of the primary objectives leading to the formation of the trade union were to address the issues facing its members in the 21st century in the most appropriate ways. The trade union has come out as the appropriate voice of reason in championing the needs of employees while spreading its services and membership rights to all people with no particular formal organisations. As a result, the trade union has continuously advanced for the issues of its members tireless and has tried to remain equal in its advancement initiatives where it prides in seeing the interests of its members addressed more appropriately. UNITE has not just confined itself in UK, but it has been active in global issues and today, the organisation has established global links with other trade unions in other countries and the primary goal of these partnerships is to see that, trade unions in contemporary world confront and address challenges of global world and economy in the most effective and benefiting manner (UNITE, N.d). Therefore, the subsequent sections will look at the experiences and challenges of UNITE trade union and how the union has been to respond to them and how in the next ten years the trade union will be able to address the varied issues continuing to face the modern world. UNITE Trade Union: Challenges facing the Union When trade unions are formed, the basic objective is to defend and advocate for the rights of workers, and have a long history (Leverhulme Trust, 2002). In other words, the history of trade unions in UK is characterised by increased efforts aimed at bringing the issues of workers to limelight where employers and government to address. At the moment, many employees in Britain are categorized as paid workers, and a large portion of them are members of trade unions while others remain unorganised in formal trade unions. However, in recent times, evidences are rife concerning the setbacks of trade unions and challenges they continue to face. Moreover, despite these, it has to be known that trade unions in the country remain the largest voluntary body in society, and their influence in improving the working conditions of workers cannot be underestimated. In this way, unions can be said to be particularly important in the welfare of employees in the country, and their role is still significant. UNITE trade union was formed after T& GWU and AMICUS resolved to dissolved their constituency unions and merger for the benefits of their members. As a result, UNITE was formed in 2007 and at the moment, the union is the largest union in the United Kingdom and republic of Ireland (UNITE, 2008). The union has about 2 million members drawn from diverse sectors and professions. For instance, majority of the union members come from industries such as the; transport, public services, manufacturing, finance, clerical, IT, Agriculture, construction, power and engineering, aviation, food, drink and tobacco, health, and many more (UNITE, 2008). Literature evidence in terms of research papers and research-based news articles indicate that, for the last twenty years, unions in UK have been facing numerous challenges. UNITE union as one of the biggest union in the country content that, unions in the region face challenges and these challenges can be linked to the increasing decline of traditional industries that had many workers as union members and also the signing of the Good Friday Agreement (UNITE, 2008). Specifically, UNITE union observes that, the problems that face the members of the union have constantly persisted for a long time and have not changed. Such problems include: job security, where today many people are loosing jobs at high rate and equality and pensions have also been noted as big challenge for the organisation (UNITE, 2008). Moreover, the advent of technology and the drastic shift of the society to information-based society has also resulted into new challenge that UNITE has to address. For instance, stakeholders in the industry note that, technology is responsible for the decrease in traditional industries and in their place, there is emergent of service economy (UNITE, 2008). This has largely forced the union to look for new and better methods of recruitment and organisation in order to attract new members into the organisation especially from demographic compositions of women, people with disability and migrant workers (UNITE, 2008). However, even in these varied challenges that UNITE face in modern times, the union remain committed to serving its members diligently and ensuring that aspects of fair pay, justice and equality remain the pillars of UNITE’s unionism. The formation of UNITE union can be traced to some recent developments in the history of trade unions in the country. First, trade unions started experiencing problems in early 1980s, all the way to 1990s and in the new century (Blanchflower, 1996). The observable phenomenon during this period was that, social and economic environment became increasingly hostile to union activities and progress in UK and in other international countries. These issues became detrimental to established traditional practices and policies that had characterised the development and performance of trade unions in the country for a long time. Some of the results of these hostile social and economic environments include dramatic and huge loses by unions that had never been experienced since 1930s and decline in the number of union membership (Blanchflower, 1996). Similarly, Ebbinghaus (2002) has observed that trade unions in UK and in the larger European countries have to confront numerous challenges and difficulties in the modern world. Among the most pertinent issues unions are facing and UNITE included, involve; organisational problems characterised in aspects like decline in membership brought about by structural changes taking place in the economy and in the larger society, and unfavourable political and institutional conditions, which tend to ‘suffocate’ the progress and development of union activities (Ebbinghaus, 2002). Another issue or challenge is the failure of trade unions to attract and represent new social groups into unions. All these problems remain the biggest obstacles to development of trade unions in the country and in the wider international environment. UNITE union emerged as a result of numerous and increasing problems that modern day unions face. Therefore, the merger of two unions and formation of UNITE was seen as the appropriate way of addressing modern-world challenges facing unions. In this sphere, UNITE can be said to be prone to challenges such as withdrawal of members from unions, or what is known as de-unionization (Harding, 2011). This scenario has drastically reduced the overall capacity and ability of unions to engage in productive collective bargaining initiatives, while the political power or clout, as enjoyed by unions in the earlier years has drastically reduced (Ebbinghaus, 2002). De-unionization of workers and the weakening density of trade unions can be linked to numerous factors taking place in the wider environmental scenario of business in UK and around the world. Other researchers and authors have pointed to factors such as structural, cyclical, and institutional, which have resulted to current situation at UNITE. These problems are further compounded by the long-term socio-economic and political changes in the country and across the world. Today, the society is moving fast from industrialization to de-industrialization, which is evidencing the growth of private services, white-collar jobs, part-time employment, and normative orientation towards individualism (Ebbinghaus, 2002). As a result, few people are finding it necessary to be members of unions, hence denying trade unions crucial numbers needed to conduct their activities more vigorously. At the same time, it has to be noted that trade unions’ activities, in one way or the other, have been influenced by factors such as globalization, increased trade, capital openness, and direct investment. The Future Situation of UNITE and Strategies to undertake The formation of UNITE has brought about new way of thinking and doing things as far as trade unionism is concerned. The trade union has come out as a unique trade union that aims to confronts and addresses issues of its members in the most creative and decisive way. The organisation identifies that the business environment and the overall general environment in UK require creativity and innovation in order to succeed. As a result, the union has moved from the convectional strategies of addressing member issues and today, it embraced globalized ways of doing things (UNITE N.d). UNITE aims to reach out to both employed and non-employed people and this can explain why the trade union has programs that tend to issues of both the employed and non-employed. Apart from addressing the needs of employed, the union has programs that aims to search jobs for those not employed and has employee insurance programs that its members can enjoy (UNITE N.d). In summary, the program re-design for the new organisation has seen the changes in the programs of the organisation and today, UNITE is at forefront in providing education services for its members, numerous member benefits, community member benefits, the legal help to its members, health and safety programs, appropriate representation at work, and advocacy for the rights of workers and its members in the most unique but productive way (UNITE N.d). Moreover, the link-partnerships the union has established with outside community has seen many programs of the union reflect aspects of globalization and this alone has enabled the organisation to respond to the changing business environment in the most productive way. UNITE and other related trade unions will continue to play an important role as far as issues and welfares of workers are concerned. However, the new role trade unions may assume will force trade unions to undergo numerous and major changes in terms of modifications and transformations. Contemporary trade unions cannot operate in their usual way or style; instead, they have to embrace the increasing dynamisms being experienced across industries and factories. The future business environment is bound to remain challenging and UNITE will be forced to remain vigilant of its activities, goals, objectives and strategic plans. The organisation will have to put in place strategies that help the organisation remain relevant, responsive to its members’ issues and at same time appeal to more members. Therefore, in which best way can the union address its challenges and position itself for a brighter and fruitful future? The 21st century is a period likely to see reduced confrontation activities between trade unions and employers. In other words, trade strikes may still be possible but their gravity will gradually reduce. As a result, dialogue, cooperation, and collaboration among trade unions and employers and other stakeholders will be vital in the new century. It is from this understanding that, future activities and issues are going to be resolved through dialogue and this require trade unions at the moment and in the future to be more promoters and receptors of dialogue. It is observed that, the environment in which trade unions in the country operate is likely to remain dynamic and change frequently and this will mean that, form, nature, and operation of trade unions will have to change (Harrison, Szell, and Bourque, 2009). Never forget that, consequences of globalization are also going to have immense pressure work and occupation issues. Therefore, in order to be in a good position to defend and advocate for the issues of its members in a productive manner, UNITE as a trade union has to embrace social dialogue. In this manner, UNITE need to be pro-active in highlighting and demanding for dialogue from employers and government on issues that concerns its members in the broadest way. Moreover, the union has to transcend their advocacy and dialogue role to incorporate wider and global issues as it does at the moment since this will enable even unemployed and poor people in the society to be associated with unions’ activities especially through its community programs. The social dialogue to be adopted by trade union should also focus on substantive and wider forms of social dialogue and not just concentrate on narrow forms (Harrison, Szell, and Bourque, 2009). This approach therefore demands that, trade union will have to change its overall organizing strategies. This strategy (social dialogue) is regarded to be powerful especially in modern world where strikes and other forms of confrontational are declining in intensity and applicability. European Industrial Relations Observatory On-line (2005) observes that, the declining density of trade unions is not healthy and something has to be done by trade unions to ensure the number of membership in trade unions goes up. According to the author, trade unions in the past have largely isolated some industries and occupations, a situation that led to some eligible employees out of the union activities. However, as the situation calls for now, this has to change and trade unions have to move to sectors and professionals that were earlier despised, ignored or even dis-allowed from becoming members of trade unions. At the same time, it can be observed that, most of trade unions have members with advanced age, a situation that has seen decline in membership as majority of these members retire and discontinue their participation in trade unions. Nevertheless, as this situation continue to happen; little effort has been done by the trade unions to devise appropriate and sophisticated strategies to lure young members of the population in the trade unions. This complacency is what continues to weaken trade unions. As a result, there is need for UNITE to strategize on the most appealing ways in order to lure young members of population into the organisation. Hence, UNITE should enhance recruitment drives of new members and this time round, focus of recruitment should base on justice and not just vested interests. This should see UNITE address issues such as; better healthy and safety for new members and promotion of family—friendly policies and even equal opportunity policies (European Industrial Relations Observatory On-line 2005). Technology in modern world is inevitable. Organisations with sophisticated and needs-based technology will success best. Unions have to realize that, in future, the industry is bound to change. Memberships to union are not guaranteed in one area or region, but the changing nature of industry is likely to see distribution of employees across regions. This therefore, will require UNITE to address the needs of diverse populations in a more meaningful and enriching manner. The union will have to develop technologies that have capacity to encourage online registration of members, online bulleting, and even develop and encourage tele-conferencing. The aim of this is informed by the fact that, as strive become unpopular, more employees are reluctant to go on strive but would want their issues addressed in more satisfying manner. This therefore will require them to communicate to their members across different regions in appropriate ways such as tele-conferencing. More so, the future of UNITE should see the organisation move shiftily and integrate migrant workers in its activities. The changing laws concerning migrant workers has seen rise in number of migrant workers in the country. This is a section of employed population that unions have shunned for a long time, but the trend has to change. This therefore, requires UNITE to establish and put in place strategies and policy initiatives that are likely to encourage and attract migrant workers to the union. Given that, the traditional sources union recruited majority of its members are on the decline, new avenues for membership cannot be disregarded in the future, if organisations have to remain relevant and powerful. At the same time, this should see the organisation faster to recruit and enroll women and disable people into the organisation. For along time, women and people with disability have been given raw deal in majority of trade unions. Their relevance and contribution is usually underestimated. However, the future is harsh and uncertain, and organisations can no longer isolate or discriminate sections of the population are really they want to succeed and remain relevant in the future. Lastly, UNITE actions in the future will have to be guided by strong and market-based strategic planning. The organisation has to initiate in place long-term strategic plans that will ensure the broad goals of the organisations are realised in clearly, specified and defined frameworks. This will ensure that, the organisation operates within clearly defined vision and this will enable the organisation set and prioritise key goals and objectives to be achieved in specified period. Conclusion Since it was formed, UNITE union has successful participated in initiatives aimed at responding and addressing issues of its members. The result of the organisation’s efforts have resulted into negotiated wages, change of work rules and regulations, establishment of complaint procedures, establishment of clear and non-discriminatory procedures of hiring, dismissal, promotion of employees, employee benefits, workplace safety, and all related policies aimed at seeking the overall working conditions of the employees are improved. In other words, UNITE has become the face of employees’ issues and have evolved as the best channels to see and advocate for better working conditions of workers in different industries and professions. However, in recent time, the role and nature of trade unions has been changing and this has affected UNITE to great extent. Over time, trade unions have faced challenges, which have in one way or the other, dictated how the union respond and change to remain relevant. These challenges are more pronounced in modern world especially as the nature of work continues to change. The influence of trade unions has therefore been curtailed by various aspects and today, trade unions have lost much of their traditional powers. Nevertheless, one issue facing UNITE in modern world is the issue of declining membership and declined influence in negotiation with key stakeholders. Others are, the role of technology in modern world of unions, how to incorporate and integrate women members and those with disabilities and migrant workers. These are pertinent issues that the organisation requires to address in the most productive way to see its future continuation. Reference List Blanchflower, D. G., 1996. The Role and Influence of Trade Unions in OECD. Bureau of International Labor Affairs, USA-Department of Labor. [Online]. Available from: http://www.dartmouth.edu/~blnchflr/papers/UnionsOECD.pdf [Accessed 05 March 2012]. Ebbinghaus, B., 2002. Trade Unions’ Changing Role: Membership Erosion, Organisational Reform, and Social Partnership in Europe. EU Paper Series. The European Union Center, University of Wisconsin-Madison. [Online]. Available from: http://eucenter.wisc.edu/Publications/ebbinghaus02.pdf [Accessed 05 March 2012]. European Industrial Relations Observatory On-line. 2005. ‘Bleak Future Predicted for Trade Unions’. [Online]. Available from: http://www.eurofound.europa.eu/eiro/2005/04/feature/uk0504109f.htm#contentpage [Accessed 05 March 2012]. Harding, E., 2011. ‘As Biggest Union is Hit by Plunging Membership, Outgoing Leader says it Must Stop the Rot’. Mail Online, June 24. [Online]. 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