1. Introduction
A trade or labour union refers to an association of workers belonging to any profession, which is formed to protect their rights in an organised manner (Sinha, Sinha, & Priyadarshini, 2013; Phelan, 2007; Cairncross, 1954). There is a controversial debate on their being right or wrong. On one hand, the concept of a trade union has its advocates belonging to the humanist group of thinkers and analysts. Then, it is also the target of criticism by some capitalistic schools of thought though the arguments in its favour outweigh the criticism (Pohler & Luchak, 2013).
2. Trade Unions in the UK
2.1. Historical Background
The culture of trade unions was founded in the United Kingdom with its legalisation as recommended by Royal Commission in 1867. The basic purpose behind its decriminalisation was the equal distribution of advantages (in an organisational context) between employer and employees. Since legalisation, the movement of the labour union has been striving to improve socio-economic conditions in the country (Clegg, Fox, & Thompson, 1964). The most significant contribution, in this regard, was the formation of Labour Representation Committee. Labour Party, known today, was also established on the base provided by this committee (Towers, 1997; Congressional Quarterly, inc, 2000)).
Most of the trade unions operating in the UK are key members of different European trade unions of international scope such as Irish Trade Union, Scottish Trade Union, Trades Union Congress, and some others. However, these memberships have undergone steady and sharp decline over past 50 years (Fernie & Metcalf, 2013). However, within past 25 years, the contribution of women members in the UK unions has been on steady growth (Kirton, 2014).
2.2. Need for Trade Unions in the UK
Despite the minimum wage to be higher than the minimum level defined by the Federal Government in the UK, there are many hidden implications that make the in-work wage of low rank employees insufficient. Current research shows that the majority of low class workers are suffering poor living standards in the Kingdom. Not to speak of luxuries, they are facing difficulties even in making the both ends meet (Wills & Linneker, 2013). This scenario, certainly, provides sufficient grounds to form labour unions in order to protect worker rights in an organised way and overcome the prevalence of poverty in the lower stratum of society. Apart from this, labour unions serve as a platform to protest against any unethical or highly unfavourable practice on the part of employers such as excessive working hours, gender discrimination (unfair agenda towards female workers), and many others.
2.3. Function of Labour Unions in the UK
As discussed above, labour unions have always been contributing to the growth of socio-economic standards in the region. First of all, unions allowed workers to bargain for their rights. In other words, it was a source of equalising the bargaining power between employers and employees as perceived in the evolutionary theory of unionism by Sydney and Webb. However, it never aimed to subdue capitalism according to the Karl Marx’s perception of the purpose of labour unions (Greene & Kirton, 2009; Benson, Benson, John, Zhu, & Ying, n.d.).
In addition to this, the functions of labour unions in the UK are also in close proximity with the “theory of industrial jurisprudence”. In other words, before the legalisation of unionism, it was not possible for workers to bargain. Aforesaid theory suggests that it is not possible for employees to involve in bargaining with employers on an objective level. However, collectively they can convey their message and promote equality in the process of bargaining, and the base for this collectiveness can only be provided by trade unions. It is evident from the history of organisational culture in the UK (with the exception of past few decades) that labours have been protecting their rights and interests through negotiation and bargaining on an equal level (Benson, Benson, John, Zhu, & Ying, n.d; Greene & Kirton, 2009).
As a matter of fact, the unionism in the UK is a consistent striving for equality, which also extends to gender equality. Historically, the British trade unions have been characterised by man dominance, while a minor percentage of women have been an active part of them. However, from past few years, there has been a great awareness among women about their rights that has stimulated them to play an active role in this regard. That is why a dramatic spike has been observed in the participation of women in trade unions among past few years. And, its outcomes are evident in the shape of reduced level of gender discrimination in UK organisations. Furthermore, women are also able to qualify for some leadership positions as their ability to assert their rights grew as a result of their increased level of membership in labour unions (Kirton, 2014).
2.4. Current Situation
The culture of unionism in the United Kingdom seems to be taking its last breaths in the modern context of business. Despite the increasing participation of women in a labour union, there is a transition over the past years indicating the reversal of unionism that has been enjoying steady growth in the past. Certain factors serve as the root cause of this demise. For example, small and large organisations are increasing rapidly, and it is almost impossible for unions to unionise new organisations at such rapid pace at which they are emerging. Therefore, the non-union sector is dominating union sector in modern organisations. Therefore, in this age of machines, workers are compromising on their rights by abandoning unionisation (Gall, 2005).
Nonetheless, this tendency is totally in contrast with the idea of Frank Tannenbaum, who perceived unionisation to be a kind of rebellion against the mechanisation. According to the theorists, people from organised association in order to protect their rights that are mainly threatened by the increasing use of machines. However, in the scenario discussed above, British unions are declining despite widely spreading use of the machine in the country.
3. Trade Unions in the USA
3.1. Historical Background
The inception of the unionisation in the United States is the true reflection of the above explained rebellion theory (that has found no connection with a labour union on the British culture). Numerous small and large labour unions emerged in the 19th century, especially in its second half. However, it was in the 20th century, as unionisation got the status of the legal activity. From 1954 to 1979 is regarded as the peak era in this context, as during this period of time around 35% of total labours were recorded to be the members of different trade unions. The growth rate of unionisation increased dramatically after 1960 but started to decline in the last quarter of 20th century same as in the case discussed earlier (Skurzynski, 2009).
3.2. Need for Unionisation in the U.S
The purpose and role of trade unions in the United States is not much different from that in the United Kingdom. Nonetheless, there is a sharp distinction at its base. For example, the labour movement took an organised form the UK in response to the need for equal distribution of bargaining power between employee and employer. On the contrary, the US trade unionism started as a revolt against growing trends of industrialisation. Hence, since the onset it has been aimed at protecting the labour rights where machines are rapidly replacing human resources (Arnesen, 2007).
3.3. Role and Function of the American Trade Unions
While talking about unionisation in the United States, it is worth mentioning that unions in the underlying state are formed and organised in a much more liberal way as compared to UK, Japan, and many other developed countries (Asher, 2001). As in the case of Great Britain (as discussed earlier), the labour unions have also been contributing a lot towards protecting the labour rights and interests in the region (The United States & Van, 1978).
As for nature and role of labour unions in the US, there is a central federation namely American Federation of Labour – Congress of Industrial Organisations (AFL – CIO) that control major function of unionisation in the country. It is important to note that around 90% of total labour unions in the United States are key members of this federation. The AFL – CEO carries out multiple tasks directed towards labour right protection. For example, it serves as a platform for different unions through which they can record their protest on a mass scale. Then, it also serves as a facilitator in the event of disputes arising between any two members (unions) enlisted with it. One of the key responsibilities undertaken by this federation is to define policies and practices in order to control radical or gender discrimination (Fletcher & Gapasin, 2008).
Furthermore, AFL – CIO also strives to create a link between American labour movement and international labour movements. However, it is worth mentioning in this context that national labour movements in the United States are much more powerful as compared to international movements. They have the potential to protect the fundamental rights of labour by having control of strike funds, and by encouraging bargaining on a collective level (O'Connor, 2004).
Then, there is an industrial federation that helps unionise the labours in enterprises. It protects the labour rights in industry and deals specifically with the issues (with regard to labour rights) emerging in this particular sector. Also, it represents enterprise unions in negotiations with employers for their rights. The industrial federation besides all its minor responsibilities mainly deals with discrimination in salary increments or allocating other benefits. Hence, its major function is to ensure across-the-board enforcement of all the industry policies in order to promote an atmosphere of equality in the best interest of labour (Zhang, 2014).
Enterprise unions enjoy the high competitive strength and this strength reflects into how they shape enterprise policies within different industries. First, there is a negotiation between the industrial federation and enterprise unions before all key decisions or initiatives taken by the Federation. It is also after the negotiation with enterprise unions that industrial federation has a debate on average salary increase with employers on regular intervals (In Shishido & Keizai Sangyō Kenkyūjo, 2014).
Collectively, the main objective of the trade unions in the US is quite simple. And, it is to ensure the maximum protection of labour rights through bargaining with regard to working hours, salaries, working conditions, etc. Foremost consideration for different unions in the US is to determine the salary of workers to a decent level. They want to nurture a sense of self-worth among employees. Based on the findings of a study made in the last part of 20th century, it is established that the US labour unions have been playing a greater role in wage determination than any other country (Blanchflower, and Freeman, 1992).
Then, it is also evident that unionisation, before it came to demise, has been discouraging private sector. Due to certain benefits associated with government employment, all its efforts were directed to promote the public sector. Hence, contrary to the unionisation style of operating in the UK, the US unions were more inclined to anti-capitalisation. Therefore, these movements can easily be identified with revolutionary theory of unionism perceived by Karl Marx according to which the purpose of trade unions is equivalent to war against capitalism (Benson, Benson, John, Zhu, & Ying, n.d.; Peterson, 2013).
3.4. Downfall of Unionism in the United States
As discussed earlier, labour unions in the United States were mainly focused on the government sector. So with the emergence of the private sector and growing trends of outsourcing, they have undergone a rapid decline. It is recorded in 2012 that only 35% of total labour in the public sector and around 6% from private sector participated in labour unions. These are clear indications of the demise of unions. Another major consideration in this regard is that unions have not been able to win even a single legislation filed by them for around last 30 years. Therefore, it has become even harder for them to make a strong comeback at least in near future (The Conversation, 2015; Collins, 2015; Godard, 2011).
4. Conclusion
List of References
Arnesen, E. (2007). Encyclopedia of U.S. Labour and Working-Class History, Volume 1.
Asher, H. B. (2001). American labour unions in the electoral arena. Lanham, MD: Rowman & Littlefield.
Benson, J., Benson, John, Zhu, & Ying. (n.d.). Trade unions in Asia: an economic and sociological analysis. Routledge.
Blanchflower, D.G. and Freeman, R.B. (1992). Unionism in the United States and Other Advanced OECD Countries. Industrial Relations, vol. 31 No. 1, pp.56-79, 1992
Cairncross, A. K. (1954). The Scottish economy: A statistical account of Scottish life. Cambridge: University Press.
Clegg, H. A., Fox, A., & Thompson, A. F. (1964). A history of British trade unions since 1889. Oxford: Clarendon Press.
Collins, M. (2015). The Decline Of Unions Is A Middle Class Problem. Forbes. Available from http://www.forbes.com/sites/mikecollins/2015/03/19/the-decline-of-unions-is-a-middle-class-problem/#12d12a4118be [Accessed 4 April 2016]
Congressional Quarterly, Inc. (2000). The concise encyclopaedia of democracy. Washington, DC: CQ Press.
Fernie, S., & Metcalf, D. (2013). Trade Unions: Resurgence or Demise? New York: Routledge.
Fletcher, B., & Gapasin, F. (2008). Solidarity Divided: The Crisis in organized labour and a new path toward social justice. Berkeley: University of California Press.
Gall, G. (2005). Organizing Non-Union Workers as Trade Unionists in the 'New Economy' in Britain. Economic and Industrial Democracy, vol. 26, no. 1, pp. 42-63. doi:10.1177/0143831x05049402
Godard, J. (2011). What Has Happened to Strikes? British Journal of Industrial Relations, vol. 49, no. 2, pp. 282-305. doi:10.1111/j.1467-8543.2011.00853.x
Greene, A. M., & Kirton, G. (2009). Diversity management in the UK: Organizational and stakeholder experiences. New York: Routledge.
In Shishido, Z., & Keizai Sangyō Kenkyūjo. (2014). Enterprise law: Contracts, markets, and laws in the US and Japan.
Kirton, G. (2014). Progress Towards Gender Democracy in UK Unions 1987-2012. British Journal of Industrial Relations, vol. 53, no. 3, pp. 484-507. doi:10.1111/bjir.12052
O'Connor, D. E. (2004). The basics of economics. Westport, CT: Greenwood Press.
Peterson, L. (2013). German Communism, Workers’ Protest, and Labour Unions: The Politics of the United Front in Rhineland-Westphalia 1920–1924. New York: Springer
Phelan, C. (2007). Trade union revitalisation: Trends and prospects in 34 countries. Oxford: Peter Lang.
Pohler, D., & Luchak, A. (2013). Are Unions Good or Bad for Organizations? The Moderating Role of Management's Response. British Journal of Industrial Relations, vol. 53, no. 3, pp. 423-459. doi:10.1111/bjir.12042
Sinha, P. R., Sinha, I. B., & Priyadarshini, S. S. (2013). Industrial relations, trade unions, and labour legislation. Noida, India: Pearson.
Skurzynski, G. (2009). Sweat and blood: A history of U.S. labour unions.
The Conversation. (2015). The rise and fall of US labour unions, and why they still matter. Available from http://theconversation.com/the-rise-and-fall-of-us-labor-unions-and-why-they-still-matter-38263 [Accessed 4 April 2016]
Towers, B. (1997). The representation Gap: Change and Reform in the British and American workplace. New York: Oxford University Press.
United States, & Van, S. E. (1978). The role of labour unions in the United States: Selected references, April 1978. Washington: U.S. Dept. of Labour, Office of the Assistant Secretary for Administration and Management, Library.
Wills, J., & Linneker, B. (2013). In-work poverty and the living wage in the United Kingdom: a geographical perspective. Transactions of the Institute of British Geographers, vol. 39, no. 2, pp. 182-194. doi:10.1111/tran.12020
Zhang, A. (2014). The Origins of the African-American Civil Rights Movement. New York: Routledge
