Employee Relations Management and Trade Unions - Coursework Example

Trade Unions Name Course Date Trade unions are organizations which are formed to protect and promote the interest of their workers and employers (Frege & Kelly 2003). Workers come together so that they can have more bargaining power on wages and working conditions and thus trade unions area a force they can reckon with. However, over the past years, the role of these trade unions has shifted significantly fur to competition, over outsourcing trends, employer sponsored forms of employee participation, for these factors have resulted to a decline in union membership and the coverage of collative bargaining (Schnabel, 2003). In many firms and sectors, employers have responded to tougher competitions by tightening controls over work and refusing to fully cooperate with the trade unions or partially doing the same on the grounds of their duty of passive consultation to positive contribution to improved productivity. It has been noted that, over the last 30 years, trade unions have lost meaning to many workers. This is mostly noted when it comes to manual workers, male workers and younger workers. Low density of young workers in the trade unions is a clear reflection of the number of workers who have never been members. It is also worth noting that, the legal reforms, economic changes and market pressures in the public sector have tremendous effects on the decline of union membership and influence a lot even in the workplace. Additionally, employers have continually replaced union based voice mechanisms for non union ones, which is a clear indication of a belief the union only voice does not add any value to their business or organizational objectives (Heery & Simms 2010). Over the past years, there have been strikes which have diminished the capacity of the trade unions to take any industrial action whether legally or organizationally. However, an increased trend of employment tribunal application is a clear indication of a substantial union decline (Schnabel, 2003). Currently, fewer and fewer employers are likely to recognize unions for pay bargaining. There are fewer chances that the future employment in the more unionised segment of the economy for instance the public sector will have an increased job chances than it is in the private sector where union density is substantially below average. This therefore entails that, the future of the trade unions is unknown and has to jungle between balancing the existing members and organizing new ones (Croucher 2008). Earlier, when trade unions were strong enough, they pursed their monopoly face in manufacturing, mining and public sector and they neglected the significant groups of low paid workers who in most cases are the ones who suffer the most inequalities in power and conditions (Schnabel, 2003). Right now, since the said monopoly has disappeared, there are fewer incentives for such workers to belong to any union. In many regions, there are occupational licensing and certification by the authorities which have substituted the voice and monopoly of the trade unions and thus they have no vigour as they used to have more than 30 years ago. There are what are referred to as the trade union inadequacies. These states that, trade unions have not yet reformed so that they can suit the present and the future circumstances. Many arguments dictate that, trade unions remain wedded to the past and therefore there many issues of image that they need to address so as to convince potential members that unions are still relevant in the modern world. It is insinuated that, trade unions practice formal and old fashioned and thus they put off potentially young members off (Scruggs & Lange 2002). In many regions trade unionists are still solely ale and employed in manual occupations and trade unions leadership are often out of touch with the current workplace realities. This means that, it is equally important to note that the membership of many trade unions is more diverse due to changes in the composition of the labour force and thus, failure to adjust to increasingly diversity at a time of diminishing resources makes them even more sidelined by the current generation (Schnabel, 2003).. It is also noteworthy that, there had been a substantial shift in the economies whereby traditional union’s strongholds in manufacturing being downsized and employment created in less organized industries where workers are small and more dispersed making it hard for the implementation of trade unions in such scenario (Bach 2002). This means that, the current environment do not support the growth and sustainability of the trade unions. In the same case, as noted earlier, there has been a total reduction of public sector employments which generally had the highest trade union density levels through extensive outsourcing of labour, liberalization and privatisation procedures (Schnabel, 2003). In many organizations also, there has been renewed unilaterism in personnel issues which are pushed by the managements through incorporating direct participation and incentives policies and career development measures which in other ways give much competition to the union protection and in the long run incapacitating the existence of strong union currently (Skott 2005). Moreover, globalization and economic activities have incapacitated the traditional industrial relations systems and thus they expose trade union to off-shoring threats and social regime competition. This has reduced the relevance of these unions in the recent past. However, the benefits of trade unions are far beyond the current criticism of conditions of these unions (Boyer & Smith 2001). Trade unions are irrelevant and belong to the past therefore may not be a strong point to bury the benefits associated with trade unions. Even if trade unions have faced many effects like unfair globalization, challenges of their existence by supporters of neo-liberalism, rapid technology in the workplace, undemocratic governing bodies and expanding informal economies, trade unions remain relevant due to their role in the market (Boyer & Smith 2001). It is very important to have trade unions which are recognized for that matter for they are very vital requirement to industrial peace. In any given market, the decision realized through the process of collective bargaining and negotiation between employers and unions are very influential and effective. At the same time, these unions play a very crucial role in communications between workers and the management. Now if the unions are declared redundant and of the past, it means that the current workers will be unrepresented and this may be detrimental to the welfare of the same workers (Berg 2006). Trade unions also play a very crucial role in advising and supporting workers and making sure that where there are differences, they do not end up to being conflicts and also where there are conflicts they are solved. Trade unions cannot be done away with. This is because they have an obligation of representing workers and protecting their interests. At the same time, they also educate, organize courses for their members on many matters, while seeking a healthy and safe working environment. This means that, the welfare of workers maybe compromised in some areas, if trade unions are non existence. Trade unions are a prerequisite in the economic development of a region in diverse ways (Gomez, Bryson & Willman 2010). First, they help in recruiting and selection of workers and this makes sure that there are competent workers in the industries. Additionally trade unions do instil discipline among the workforce. At the same time, they help in social adjustments to the new working conditions, the new rules and policies (Boyer & Smith 2001). All this sums up the point that, there is in no way trade unions can be termed as irrelevant of be done away with. In the market, there are high chances of disputes, trade unions play a key role in promoting and maintain national integration through reducing industrial disputes. Additionally, they also cultivate a sense of corporate social responsibility in workers and this is beneficial to the entire community (Gomez, Bryson & Willman 2010). Even in the current situation where there is a substantial decrease in union membership, these unions are able to bring about equality, fairness, respect for human and workers rights, social and economic justice and helping even the entire society (Hyman 2007). In actual facts, trade unions understand that, workers are too weak and not all that resourceful in demanding their rights at the work place. This calls for union’s intervention and thus, they can never be done away with. Above all, there is strength in the unity and collectivism of workers. This means that, even though trade unions are from the past, their roles are equally important even in the current world. However, it is worth noting that, there is need to have them change and reform so that they can reflect the current workplaces and they can also accommodate workers from all walks of life not minding the age bracket. Moreover, in the current market, unions are not getting enough for the workers through collective bargaining process (Boyer & Smith 2001). This is attributed to the fact that, there has been a rise in work poverty while workers are suffering and profits for the companies increasing. These difficulties have been a stumbling block for the unions to retain membership and even recruit new members (Schnabel, 2003). There is need therefore to have regulations that will make the survival of these unions real for they are important to the entire workforce and most importantly to those who are marginalized. Consequently, trade unions are actively involved in the shaping of public policies and decision making that has effects to their members and public at large. They exert democratic control over public and state policy and through the same they are able to reduce any exploitative tendencies of capital (Schnabel, 2003). Additionally, it is not that some trade unions have not been able to meet their obligation; the fact is that, they have been weakened when some governments incorporate them within the government corporate structure making them difficult to challenge any reform which may be adopted by the authorities (Gomez, Bryson & Willman 2010).This means that, for the unions to gain the strength they had there before, they must be allowed to solely handle the issues which are affecting the workers and be included when there are policies and regulation to be put in place which will affect workers. Literature depict that, unionized workers receive training which in the long run improves personal development. Training helps improve the productivity of the organization where union is present (Gomez, Bryson & Willman 2010).At the same time it is noted that unionized workplaces and workers tend to work more compared to those who are not unionized. This therefore entails that, there is need to have trade unions even in the current industries as long as the welfare of the workers will be considered and realized. It is of great importance to have the welfare of employees catered for to avoid exploitation from employees whose interest is their profits. It is therefore worth concluding that, trade unions are not irrelevant and do not belong to the past only for they play equal roles even currently. Even if there have been many changes which are associated with the traditions of trade unions, there is need to point out that, with changes and reforms of the way things are done and the policies governing trade unions, their importance can never be over ruled. It was clearly noted that, currently, a small number of employers are likely to recognize unions for pay bargaining. the public sector will never have an increased job chances than it is in the private sector where union density is substantially below average and therefore hopes of trade unions in the future is not very clear. This therefore entails that, the future of the trade unions is unknown and has to jungle between balancing the existing members and organizing new ones. But with clear the elaborate regulations and policies, unions can withstand the storms of declining membership and regain their step. This is attributed to the fact that, their importance and their roles are still importance even in the current world. There is need to create incentives that can attract the younger and the unionized population. This is due to the fact that, within a very short time, the old and the unionized will be leaving the job markets and this may mean that the union will be diminishing with them. Trade unions are not irrelevant and they also important now and they will remain important as long as there will be employers and employees in the market. eferenses Bach, S. 2002. 'Public-sector Employment Relations Reform under Labour: Muddling Through or Modernization?' . British Journal of Industrial Relations,40, 2 , 319-99. Berg, N. 2006 . “Behavioral Labor Economics” . In M. Altman, (ed) Handbook of Contemporary Behavioral Economics (pp. 457-478). New York: : M.E. Sharpe,. Boyer, G. and Smith, R. . 2001 “The Development of the Neoclassical Tradition in Labor Economics.". . ”Industrial and Labor Relations Review54, (2 , 199-223. Croucher, R. 2008. “The History of Unemployed Movements.” . Labour History Review, 73 (1) , 1-185. Gomez R, Bryson A and Willman P . 2010. Voice in the wilderness: The shift from union to non-union voice. In: Wilkinson A, Gollan . In M. M. PJ, The Oxford Handbook of Participation in Organizations. (p. 38). Oxford University Press,: Oxford:. Heery, E and M. Simms . 2010 ‘Employer responses to union organising: patters and effects’, . Human Resource Management Journal, Vol 20 (1) , 3-22. Hyman, R. 2007. 'How can trade unions act strategically?'. Transfer,13 (2), , 193-210. J, Frege CM and Kelly. 2003. Union revitalization strategies in comparative perspective . European Journal of Industrial Relations9(1): , 7–24. Schnabel C. 2003. Determinants of trade union membership. In A. J. C, International Handbook of Trade Unions. Cheltenham, UK and Northampton, MA: : Edward. Scruggs, L. and P. Lange . 2002 'Where Have All the Members Gone? Globalization,Institutions, and Union Density',. Journal of Occupational Psychology, 64, 1, , 126-53. Skott, P. 2005 “Fairness as a Source of Hysterisis in Employment of Relative Wages.” . Journal of Economic and Behavioral Organization, 57: , 305-312 . Read More