It studies two specific industrial sectors, namely 20 non-unionised manufacturing small- to medium-sized establishments SMEs and four large unionised banking and insurance establishments all of which are based in the central belt of Scotland.
The authors consider possible implications for trade unions in developing strategies for targeting workers in an attempt to boost trade union membership as indicated by the setting up of a TUC Organising Academy, as well as possible effects of the Employment Relations Act, Discussion also centres on employer suppression or substitution strategies, and on trade union commitment towards investing resources in workplace establishments that are either non-union or are unionised but exhibit a low union density.
The authors conclude that trade unions will have to think very carefully about the rewards available when conceiving strategies aimed at increasing membership in non-union establishments, and density in unionised establishments. Citations Citations 6 References References With union membership declining in Western countries since the s Visser, , the question of why some wage-earners are members of trade unions while others are not has attracted considerable attention over the last decades.
In general, four approaches to the study of variations in union membership and density can be identified: This article fits into the fourth category, seeking to identify which factors affect union recruitment and how they do so.
Why do people join trade unions? The impact of workplace union density on union recruitment. As enterprise-or workplace-level bargaining has become more prevalent over the last quarter century, the locus of power in trade unions has become more decentralised and worker issues more varied and localised. This has required workplace delegates to take on leadership roles rather than merely act as ciphers for top-down union hierarchies, as was the case under the country's former centralised, award-based system of collective bargaining McCracken and Sanderson, Prior to the start of labour market deregulation in the mids, union membership in New Zealand was compelled by law in most occupations and industries, and wages were typically set at the national level Harbridge and Hince, Trade union delegate leadership and membership commitment: Oct Leader Organ Dev J.
Geoff Plimmer Stephen Blumenfeld. Oct Case Manag. Discover more publications, questions and projects in Trade Unions. The article argues that despite the imminent introduction of the Employment Relations Act , unions face a difficult environment in which to achieve recognition deals in the voluntary sector. However, it also highlights how some large charities are re-evaluating their position on employee representation in response to government legislation and that unions can use these developments to In the UK government introduced, under the Employment Relations Act of , a new statutory union recognition procedure, while in it published a consultation document on its Review of the Act.
The document concluded that th eunion procedure was broadly working and confirmed that the government would not be changing the procedure's basic features, but outlined some changes that it The relationship between legislation and industrial practice: A study of the outcome of trade union Purpose — The paper sets out to ask whether the existence of a statutory model of collective bargaining has influenced the scope and depth of bargaining following voluntary trade union recognition.
The survey was based on a Trade Union Recognition in Britain, — This paper examines developments in union recognition in Britain between — and assesses the influence of the statutory provisions for gaining recognition contained in the Employment Relations Act The paper details the significant increase in new agreements, concluding that the new law is one important factor explaining this growth.
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