The Role of Trade Unions in the United Kingdom - Literature review Example

The Role of Trade Unions in the United Kingdom Table of Contents Mergers in trade unions 7 Trade unions post agenda and priorities 8 Conclusion 15 Reference List 18 Introduction The transformation of the European nations in the 18th and 19th century from an agrarian and rural society to one which was founded on industrial production in factories, mills, mines, and textiles gave birth to the idea of trade unions (Howell, 2009:16). The conditions in these factories were harsh and the employees worked for long hours for very low pay. The workers did not accept these conditions and this resulted in trade dispute. The workers came together and resolved the one-off problems at work. This gave birth to trade unions. However, one of the challenges that are being faced by the 21st century trade union is redefining and reviving the traditional roles of trade unions. For instance, the UK has almost 200 certified independent trade unions, although the members have been reducing due to recent amalgamations. Howell (2009:19) defines a trade union as an organization that is comprised of members who are workers whose main aim is to protect the interests of its members. The trade unions core priority is protecting and enhancing people pay packages as well as the conditions of employment. Moreover, they are also tasked with campaigning or laws and polices that would be beneficial to the working people. Trade unions have been in existence since an individual worker has very little power to affect the decisions that are made in relation to his or her job. Therefore, by combining with other worker there is a more chance of a significant voice and influence. The paper is going to critically discuss the changing trade union agendas and priorities. The major services that are provided by trade unions to its members are representation and negotiation. However, they are other benefits that individuals are accrued to from being members of trade unions which include provision of information and advice, and member services. Discussion Emerging trends and trade unions agenda Trade unions as noted by Wrigley (2002:82-90) play a number of roles including negotiating pay and employment conditions, offering advice and information such as financial and legal advice, defending the rights of the employees, negotiating bonuses for attaining set targets, resolving conflict, accompanying the union members to grievance and disciplinary meetings and lastly, offering services to members. In the last two decades trade unions have been faced with major political and economic change. There also have been a dramatic change in the in the type of jobs that people perform and the kind of industries they work in have also changed. The manufacturing sector which traditionally used to be the most crucial industries has shrunk tremendously translating in low union membership. On the other hand, new sectors like finance and voluntary sectors have become important to the global economy (Undy, 2008). Traditionally trade unions were shaped by existence of a normal employment relationship that involved a full-time job with a particular employer and typical degree of long-term stability. However, due to globalization and industrialization of economies, in cases that previously cushioned from external shocks, have now become subject to the fluctuations of the global markets (Checchi & Lucifora, 2002). People are now being employed on part-time and contractual basis thus has no way of joining trade unions. Furthermore, in some countries there has been a growing unwillingness from the employers to accept trade unions as collective representatives of their employees. With the recent changes in the labour market, trade unions in order to survive and thrive have reasserted the rights of labour in ways which let them to recapture the advantage in the battle of ideas. Since organizational strength without ideology is like form without content, numerous trade movements are suffering organizational weakness, thus motivating ideology is all the more essential. The challenges originate from: difficulties both in the external environment of union organization and action, and in the nature of the constituencies which unions search for mobilization; rigid division of labour and narrow standardization of tasks, a form of subordination which involves degradation of status for scores of workers; company-level job security; weakening of the ties that existed between occupation and employer; and lastly, associating work with the needs of the community (Heery, Williams, & Abbott , 2012:145-148). The labour movement has been the most crucial historical driver of labour standards and worker’s rights. The trade unions have often been at the forefront of the broader struggles for democracy, political change, and social justice. This has culminated to their engagement in an array of activities including education and awareness raising, campaigning and advocacy, policy development, and development of mutual financial institutions (Wrigley, 1999); and now recently poverty eradication and sustainable development. The challenges that are being experienced by trade movements to make change their agendas as cited by (Wrigley, 2002) include the following: large number of jobless persons; a spontaneous decline in the number of jobs in the manufacturing industries who had traditionally had high union membership; a reduction of traditional full time employment and upsurge in temporary and part time employees who are less likely join unions; an increase in the number of personnel employed by small companies where it is usually intricate for unions to organize; and introduction of hostile legislation by the government which has made it hard for unions to carry out their operations and keep their members (Fernie & Metcalf, 2013). Most industrial disputes result in collective bargaining agreements arrived at by the employer and the union. In some instances disagreements do occur and these two sides can not strike an agreement. In this case, the union may resolve to take industrial action (Simms, 2013). Employers who take note of the rights of a specific union to represent its workforce will have a negotiation with that particular union over members’ salaries and working conditions. This is termed as collective bargaining (Arcq, Dufresne, & Pochet, 2003). Most industrial disputes result in collective bargaining agreements which occur quietly and agreements are arrived at quickly by the employer and the union. In some instances disagreements do occur and these two sides can not strike an agreement. In this case, the union may resolve to take industrial action (Donado & Walde, 2012). Industrial action takes various formats. It could mean a strike, an over time ban, or a work-to-rule. There are very strict laws that have been enacted which unions have to adhere to when they resolve to take industrial action. Work to rule means that employees do not perform the responsibilities that are not in entrenched in their employment contract. They may also perform the orders of the management to the letter. It is to be noted that working to rule does not show that employees are working in breach of their employment contract, but it is simply that they are carrying out their tasks exactly as their contacts stipulates, for instance train drivers may delay trains by refusing to drive out until rigorous safety checks have been done. This has the implications that tasks are performed inefficiently (Fletcher & Gapasin, 2008). Go slow means that the employees are deliberately trying to slow down the rate of production, while still working within the stated terms of their contracts (Hayter, 2011). Over time ban limits the working hours to the agreed contract of employment for normal hours. It is usually utilized by trade unions to show that workers are prepared to take further action of collective bargaining if their grievances are not addressed. It has a negative effect for the workers since it results in lost wages (Fernie & Metcalf, 2013). Moreover, it can also lead to decline in costs for the business, but it can also result in a fall in production. However, it is particularly effective where production occur overnight. Sit-ins are mass occupations of the work premises by the workers resulting in cessation in production. The objective is to usually protest against the decisions of the management, and in the case of closure it avoids the movement of machinery to other premises. This is termed as redundancy sit-in. As an alternative to other forms of employee actions a collective bargaining can be used (Wrigley, 2002). A strike is only called when all other options have been exhausted and it is the last resort. In case of a strike it is often in the news, but their occurrence is rare. Both sides usually have a lot to loose. The employers would loose income and revenue since there would be interruptions to production and delivery of services. On the other hand, the employees are bound to loose their salaries and there are at risk of loosing their jobs (Williamson, 2009:65-68). Mergers in trade unions They trade unions are classified as follows: craft unions, industrial unions, and general unions. The craft union is the oldest type of union and it consists of workers with common skills, for instance the National Union of Journalists or Musicians Union. The industrial union were structured by unions of a specific industry, such as coal miners, gas workers, railway employees examples are Banking, Insurance and Finance Union (BIFU) or the National Union of Mineworkers. The general unions comprise of workers with broad range of skills. The examples include Transport and General Workers Union and the Allied Trade Union. The other categorisation includes the manual workers union, white collar unions, and managerial or professional unions. However, the traditional trade unions are now being swallowed by the mergers being are witnessed recently. In the recent years, there have been numerous mergers that have blurred the distinctions (Arcq, Dufresne, & Pochet, 2003). For instance, some unions came together at the national level that will represent their affiliates in discussion with national employment organisations, the government, and public bodies. Although Heery (2005) asserts that there is little evidence of the trade unions expanding their representation further than their narrow institutional fields, trade unions are forming alliances with others as well other non-labour organizations. As noted by Heery, Williams and Abbott (2012:145) claim that coalitions can serve the institutional interests of the trade unions. Trade unions have been found to suffer from falling capacity in order pursue their goals and objectives both as a result of their own decline and also because they confront a neo-liberal state and the increasingly militant employers, both who are not ready to strike an agreement with trade unionism (Fletcher & Gapasin, 2008). The attraction of coalition is that it provides unions with alternative resources of power to compensate for this growing deficit. As a consequence, it has been suggested that the coalition partners can award legitimacy on union action, bringing on board expertise and mobilising capacity to the campaigns and act as a an avenue through which unions can contact up till then unorganised employees (Tattersal, 2005). Moreover, it has been observed that coalition usually originates from the fringes of the labour movement, where the absence of political opportunities and the weak bargaining power has pushed numerous trade union leaders into experimenting with new methods (Turner, 2007). In the broader literature on social movements, it has been suggested that cross-movement solidarity is more probable to come into view when the movement organisation is facing declining resources and are obliged to look for new ways of perusing their aims and objectives (Van Dyke, 2003:227-241). This means that the social movement ‘turn’ in trade unionism is due to the response to the rise of neo-liberalism and the anti-union, exclusionary policies it supports at both the government and organisation level (Robinson, 2002:227). Trade unions post agenda and priorities The reduction in membership and weakening of union’s effects has prompted a rethink of how they need to adapt and modernize by means of changes to internal structures, practices, and procedures (Thursfield, 2012:127). To realize these obligation trade unions and its members need to formulate strategies and systems for organizing their work effectively and efficiently as means of attaining effectiveness (Cohen, 2009:30). According to (Pastor, 2013) points out the major trade union priorities for the Post-2015 development agenda is that trade organizations are calling for a new global development agenda that will deliver equity, decent work, social inclusion, and sustainable livelihoods for all while at the same protecting the environment. The first goal is full employment and decent work for all. Since work is a core element in economic and social development, creation of jobs and better working conditions for people, communities and states is prerequisite in lifting them out of out of poverty and enhance the living standards. This only occurs when the work is decent, offers better pay, productive, and it is underpinned by rights. A decent work goal needs to incorporate concrete targets for full employment, decreasing precarious tasks, investing in green job promotion, and making sure there is compliance with international labour standards for all workers and gender equity and the place of work. The International Labour Organisation (ILO) Decent Work Agenda offers a useful reference for the comprehension of decent work as well as its indicators for the measurement of the progress on its implementation. The second goal is universal social protection. Making sure there universal access to basic guarantees of social protection is considered as a human right and a direct and efficient method of reducing inequalities. The new agenda that is being pushed by trade unions is to include a goal on the implementation of social protection floors as highlighted in the ILO Recommendation 2012 and Bachelet Report, which has set an international standard that need to be applied at national level (Pastor, 2013). Targets also need to be set and realized in relation to income security for the unemployed, children, the disabled, the sick, pregnant women, and the elderly as well as on right to use housing, health care, education and sanitation. Even though social protection remains the responsibility of national governments, a Global Fund for Social Protection ought to be established to either introduce or strengthen social protection floors (Fernie & Metcalf, 2013). According to Pastor (2013) asserts that trade unions which have long been associated with ending worker exploitation, improving working conditions, are now throwing their institutional and organizational weight behind the immense agenda of poverty reduction. A number of worker organizations are already engaged in both national and international talks. Experts have shared a view that migration is the major driver of development, yet the working conditions that are experienced by the migrant are often exploitative and inhumane. Therefore, engagement of working individuals and unions will assist prevent these practices in the new developmental framework. The trade unions in the developing world are pushing for decent working standards and social protection floors; this is similar to the social security policies. The employees would now be entitled to a comprehensive employment packages (Fernie & Metcalf, 2013). As a result, unions are creating a transformative agenda, in addition to providing an opportunity to reduce economic discrepancy via practical means like protecting the rights of the workers. This is because global inequality and joblessness present a challenge for sustainable development. A number of experts agree that global inequality exists which is the root of social regression in the society. The recent Workplace Employee Relations Survey (Cully et al., 2003) on the current state of workplace trade union organization has done little to increase membership. Two thirds of the private sector workers have no union membership, whereby only one in four had a recognized union (Brown et al., 2004). The unions have not kept pace with changes in the economy. Whilst the industries that were traditionally highly unionized, like the steel, coal, engineering, docks, and manufacturing, have tremendously reduced in membership, the employees in the new and growing industries in the private sector have not gone head and sought union membership. For example, in spite of the growth in the retail sector, only one in a group of 10 retail employees belongs to a union (Musafer, 2012). As a result, union influence is much reduced in the private sector while it becomes well entrenched in the public sector (Mushininga, 2008). Traditionally, employers recognized trade unions voluntarily. However, if firm employs more than 20 individuals and refuses to do so, the trade unions can as a result seek recognition via legal process (Hayter, 2011:134-136). However, this view has changed as some employers are showing unwillingness to have trade unions collectively represent their employees. There also have been changes to the way we work. The traditional working patterns have also declined. Numerous individuals are now working on part-time basis, short term contracts or freelance. Moreover, job security is becoming a growing concern for people at work. Most people are jobless or work under the regular threat of redundancy (Howell, 2009:212-215). As compared to two decades ago, people are enjoying less protection and fewer rights. The introductions of new legislations have weakened employment rights in areas such as pay and unfair termination of employment. The new laws have also curtailed the activities of the trade unions. All these changes have thrown up significant challenges to the trade union movement (Heery, Williams, & Abbott, 2012). Since the 1990s where union membership has been declining through organizing the unions have employed an activist led approach which will stimulate empowerment of the workers (Allen, 2009:48). Trade unions do recognize that business entities and organisations need to remain competitive in the global market; if they are to ensure that they are successful and give secure employment for employees (Preece & Ward, 2012:765). Their main agenda is to work in collaboration with company owners so as to enhance services and businesses. The trade unions have a vital role in: creating better communication networks between the managers and the employees so as the employees can comprehend and show commitment to the aims and goals of the organization Donado and Walde (2012); negotiating or campaigning increments to pay and the working environment in order for employees to feel more satisfied at work and stay a little bit longer in the respective jobs (Donado & Walde, 2010); encouraging business companies to spend in training and development programs to enable employees acquire skills that are prerequisite for improved services and products(Hayter, 2011); and finally, acting as a positive force for bringing change by means of winning the support of the employees to the introduction of new technologies and work organizations (Perrett, 2007). In relation to the conditions that promote conflict, Martinez Lucio and Perret (2009:696) argue that internal structural and cultural differences that exist between the unions and the organizations of other organizations are recipes to conflict. Unions are membership organizations which have democratic constitutions and follow an instrumental rationality. They are also characterized with formal and bureaucratic modes of administration besides being tied to the workplace (Holgate, 2009). Another emerging trend is the rise of feminization of the workforce, the growth of inwards migration, increase in ethnic diversity, and the escalation of contingent work have all led to the emergence of social movements that are challenging trade unionism (Bradley & Healy, 2008). For instance, the growth of casualised labour markets, which is populated majorly by migrant employees need a form of interest representation that operates across the urban space and promote a wider regulation of the labour market as well as being attached in the faith-based communities to which these employees belong (Fine, 2007:356). Moreover, the international labour laws gives the employee the freedom to join any trade union that is deemed fit. Therefore, when an employer recognizes a union that the employee belongs to, the members also have the right to take time off at suitable times in order to take part in the trade union activities (Clegg, Fox, & Thompson, 2004). The problems that result due to industrial action can be affect both the employer and the employee. The problems that result due to industrial action can be affect both the employer and the employee. The employer’s problems include: a go slow or work-to-rule which can disrupt output and revenue generated (Bernard, & Deakin, 2000). The strike action could mean that the orders have not been addressed and revenue and profits could fall; since production has stopped, therefore, the machinery and other equipments would be lying idle. Businesses also have fixed costs which have to be taken care, even though production is not going on; industrial action could lead to poor future relationships with the customer. Complains can carry even after settlement of action, leading to poor communication and motivation; and managers tasked with settling disputes may neglect planning for the future. On the other hand, the employees’ problems include the following. A work to rule, strike or a go slow can result to loss of wages. Next a prolonged industrial action could pilot to the closure of the plant. The employees would then be rendered redundant (Dickens & Hall, 2003). Lastly, if the industrial action fails, then it leaves the distressed workers in a weaker position than before. Members may also terminate their membership to the concerned union if they feel and believe that the union was unable to offer support to them. However, as noted by Williamson (2009:134-136) that industrial action has its benefits too. First, it clears the air. The employees and employers may be holding grievances that an industrial dispute could bring to the fore. Once the dispute is resolved the working atmosphere could improve. Secondly, the new rules that were previously contested could be modified thus leading to better communication and motivation in the organization. Thirdly, as noted by Keller 2003:416) the management goals could be changed. For instance, managers could consult with trade unions in case of any future changes of the working practices. Lastly, it offers each side with a better comprehension of other sides objectives and desires. There have been the introduction legislations that eradicate various rights of employment for a lot of persons at work and curbs trade union activities. Fernie and Metcalf (2013) argue that the laws are initiated as a result of the government’s hostility to trade unions and also because the state is of the belief that employment rights are a burden on business. These acts create a complex legal framework on issues related to employment including individual employment rights, trade union membership and representation, and industrial action (Perrett, 2007). Niforou (2008) argues that the most significant function of the trade union is to engage in social dialogue. It has been found out that increased involvement of organized management and labour as well as the delegation of responsibilities to representatives at the lower levels for comprehensive implementation improves the legitimacy of policy decision making. Unions usually have a wide range of issues over which they can negotiate. However, the current economic climate makes trade unions more vital than ever. People whose jobs are indeed insecure require advice and support. They require assistance on contract terms, pensions and employment rights. In addition, they also require getting training and development to acquire skills and knowledge which will make them more employable if their jobs are restructures or disappears. Conclusion In summary the role of the trade union include: negotiating agreements with employers on remuneration and conditions; discussing major changes to the workplace, for instance large scale redundancy; defending the right’s of the employees and discussing their concerns with the employers; accompanying the union members in grievance and disciplinary meetings; and finally, providing the union members with financial and legal advice (Branch, 2005:35). With the recent changes in the labour market, trade unions in order to survive and thrive have reasserted the rights of labour in ways which let them to recapture the advantage in the battle of ideas. Since organizational strength without ideology is like form without content, numerous trade movements are suffering organizational weakness, thus motivating ideology is all the more essential. Trade organizations are calling for a new global development agenda that will deliver equity, decent work, social inclusion, and sustainable livelihoods for all while at the same protecting the environment. As a result, most trade movements have ceased from calling industrial action which may comprise of the following: strike, an over time ban, work-to-rule, sit-ins, work-ins, go slow, and picketing. Most industrial actions have an impact on the negotiations with the employer (Mcllroy, 1995). It has negative impacts to both parties with the employer realizing reduction in income and revenue due to decline in production. On the other hand, the employer would be at risk of loosing his/her job (Williamson, 2009:178). Other factors leading to change in priority in trade unions is the emerging trends in employment where people are employed on part time and temporal basis. Moreover, many people are joining the private sector because it less associated with industrial action, in addition to offering better pay packages as compared to their public counter parts (Penninx & Roosblad, 2000:169). In response to the changing labour trends, first, trade movements have launched major recruitment drives and attempted to recruit new members in jobs and industries which in the past have had high membership in trade unions. Second, they have put education and developmental training high up in their bargaining agenda in order for their members to have skills and qualifications to enhance their employment prospects. Next is forging new deals at the workplace by working in partnership with employers on common issues. Finally, they have mounted campaigns to protect the rights of working people and decent working conditions (Terry, 2003:495-504). Besides, they are now advocating for sustainable development and poverty eradication on the developing nations. The labour market situations and diversity of work and in the contemporary world means that a traditional, standardized trade union’s agenda can be neither practically effective nor ideologically resonant. The task for the trade organizations is to move from the old model of mechanical solidarity to a new model of organic solidarity, a type of unionism that substitutes organizational conformity with coordinated diversity Reference List Allen, K. (2009. 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