Any laxity on the side of the unions in the push to champion employee rights may lead to the uncalled fall and liquidation of initially successful trade union. It is worth acknowledging that British trade unions enjoyed the advantage of high membership registration immediately before 1979. However, this high historic clamour did not last long as the trade unions faced a tragic resignation and defection of their member. The main causes of the fall of the British trade unions were due to the high rise of unemployment due to financial crisis that resulted to a high lay-off of workers (Smith 2011). In addition, the employees were defeated by the government in their push for salary increment, an incidence used by the government to institute laws allowing the employers to sack their rebellious workers at will. Furthermore, the Labour government made depriving laws in 1974 with a move to revenge against the great miners strike by adopting the Tory anti-union laws designated to cut industrial wages. Labour government also worked hard to weaken the momentary strong shop stewards’ organization. The initial moves accomplished by the Labour government demoralized individual workers from participating in national votes thus paving way for Margret Thatcher and Tories laws insurgence to power. Upon entrance of the Conservative government into power under the umbrella of Margret Thatcher, new mechanisms were devised to reverse the defeat suffered by the employers at the hands of the trade unions. In that line, Margret started by isolating the key trade unions after which Tory anti-union laws of 1980 was adopted. Conservative government began the fight with the steel miners and the health workers in the year 1980 and then the printers in 1985 whose defeats returned to the government. In addition, there was great contest between the leaders of the various trade unions over who could lead the entire trade unions in Britain. This led to the automatic weakening of the efforts of the entire trade unions (Smith 2011). Since 1980, British trade unions have tried to regain their former stature and power with limited success. In a move to restore the initial membership of workers into the trade unions, British trade unions have adopted practical policies that have stood to bear desirable results that in reviving the image of the trade unions. According to Budd and Mumford (2001, 2), many trade unions in the British economy have adopted family friendly policies, which have led to recovery of particular trade unions. The family friendly policy entails provision of subsidized onsite day care to the workers on board. In addition, family friendly practices provide free health care services to the children of the employees. Furthermore, the family friendly services offered by the trade unions in Britain avails free meals to the onsite workers, a practice ought to increase the performances of the employees. Family friendly practices include provision of benefits that allow flexibility of the employees to tune from full time workers to balance between work and family issues. According to Budd and Mumford (2001, 3), the most critical component of benefits offered by the family friendly policy is the leave policies. Trade unions in Britain have risen to define the real areas of leave policies that apply to all workers regardless of their gender. Trade unions have fixed the leave policies to recognize maternity leave that is allowed to mothers upon delivery. The maternity in the
Efforts to Revive Membership in the British Trade Unions Professor Institution Date Efforts to Revive Membership in the British Trade Unions Trade unions are important components in a business world where participants are focused on offering quality services…
Through its leadership, the trade unions engage in negotiations with the employers on behalf of the employees a process known as collective bargaining. The trade unions are therefore an important aspect of the business world as they ensure that there are smooth relationships between employers and employees which in turn creates a harmonious working environment which ensures the smooth sailing of the business activities.
Working without Trade Unions Working without Trade Unions Introduction Trade unions are associations of workers formed with the intention of protecting their interests in the workplace. Trade union membership originally began with skilled workers – such as plumbers, printers or carpenters (Theses on the Trade n.d.) – that lent to the union reference as a trade union (Trade Unions 1980) or craft organisations (Theses on the Trade n.d.).
As a function of attempting to understand this differential to a more complete degree, the following analysis will analyze a level of comparison and contrast between union composition between these two economies. In such a way, the following aspects will be discussed: the demographic of union membership within these two systems, the different roles that minority membership plays, the difference of gender compositions within these unions, as well as the degree in which gender participation affects the process is a whole.
An analysis of the above definitions reveals that a trade union must be:
Trade unions, everywhere, as an organization undertake a variety of activities termed as economical, political, social psychological, cultural etc. All these activities could be broadly put into three major categories such as collective bargaining or negotiations mainly wage negotiations, industrial action and legal actions.
Unions provide, above all, a collective voice'. In the public perception, this is usually associated primarily with pay negotiation. However, collective voice is important not only (indeed, perhaps not mainly) in the field of pay negotiations, but with regard to bargaining over terms and conditions of employment and representation and consultation over a wide range of other issues.
The flow and migration of people of different national, ethnic and religious backgrounds have turned previously homogeneous societies into a multi-cultural and diverse population. Such a situation is bound to have effects and impressions on all fields of life and knowledge.
Up till now, there is still a dearth of academic research that trade unions could consult or make use of to guide them in their attempts to achieve effective and successful outcomes (Martin et al. 1999). Through dramatically enriching this area of research and through motivating research of a fine quality in both processes and relevance, this paper presents union leaders with analysis and information to somehow assist them in their present organizing attempts, simultaneously, constructs the groundwork for future research.
Unions are the sum of members, activists and full-time officers who contest policy and action from different ideological stances, but what unions do is the outcome of human agency and process.4 Activities of unions, according to Policy Studies Institute, 5 include collective bargaining, information and consultation, union recruitment and the partnership agenda.
The above definitions of trade union show that Trade unions are voluntary organizations of workers or employers formed to protect and promote their interests through collective action. An analysis of the above definitions reveals that a trade union must be:
A trade union consists of an organization of workers and leaders that safeguards and promotes the interests of labourers. The main reason for the formation of labour unions is to negotiate for better pay and good working conditions of the workers. Other functions
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