Essays on The Role of the Trade Union Remains Relevant Both at the Workplace and for Wider Employment Relations Case Study

Download full paperFile format: .doc, available for editing

The paper 'The Role of the Trade Union Remains Relevant Both at the Workplace and for Wider Employment Relations " is an outstanding example of a business case study.   The employment relations system in the UK is in a tough situation. Although the Labour government introduced novel constitutional rights for both trade unions and workers, they did almost nothing to handle the setbacks that mystify trade unions, employees, and employers (Pontusson, 2013, p. 798). According to Foster and Fosh (2010, p. 560), employers grumble about the red tape as well as over-regulation, and trade unions show aggression to the purported anti-union rules.

In essence, the two approaches fail to speak much with regards to the two vital setbacks in the globe of employment: an extremely low level of workers commitment along with an extremely sophisticated inequality. Waddington (2013, p. 335) posits that getting a rational policy approach for the public is hard since the errands for the place of work issues are extensively disseminated athwart the UK’ s government. The instance for a revitalized Department of Employment is convincing, and yes setbacks subsist somewhere else, but unlike the UK, other European nations do attain enhanced outcome and believe their systems for employment relations as means, wherein all aspects of the institutional framework support each other (Hayter et al. , 2011, p. 227). Various stakeholders typify the setbacks in the workplace, to a certain extent in a different way.

Company owners want deregulation while trade unions desire an enormous reform in the labour law programme, but the substantiation bracing the employer barney is feeble. In terms of global standards, the UK undoubtedly has an extremely frivolously controlled labour market, and so it is simple to employ and fire.

Whereas it is factual that the 21st-century  employees are more tending to take their work-related cases to the instituted employment tribunals, Foster (2011, p. 674) believes that this trend appears to be connected contrariwise to decline of membership in most UK’ s trade unions. Enlivening institutions in the workplace to zip setbacks in the blossom may be a sound resolution, but scores of (possibly even nearly everyone) employers are opposed to this type of suggestion. For this reason, the study seeks to substantiate the fact that the role of the trade union remains relevant both at the workplace and for wider employment relations concerns in the 21st century. UK’ s employment relations system Basically, most UK’ s trade unions are fighting to retain as well as restore their declining membership, and this is factual regardless of the public policy special consideration.

According to Parker and Rees (2013, p. 525), it is trade and industry and particularly technological revolution, which is steering the trends in union membership, but not antagonistic public policy. For this reason, trade unions must be the driving force behind their own revitalization.

Although knowledge about employment civil liberties is of importance to workers in the UK, the acuity of inequality in scores of workplaces is still prevalent. Repeatedly the cases of inequitable workers treatment in the workplace are far-off the confines of employment constitutional rights, and noticeably it has to do with organization culture, style and practices. In this regard, furnishing every manager to be an excellent workers’ leader could be an enormous stride in the correct course. Arguably, UK’ s job quality is inferior as compared to a number of other similar countries, but it does not mean that jobs are usually appalling; however, in scores of UK places of work, there is substantial room for perfection.

The acuity of prevalent inequality in the UK’ s labour market is deepened by the fact that workers complain that the current working conditions are tougher than those that existed two decades ago.


Bethoux, E. & Jobert, A., 2004. A Look at North American and European Professional Relations: Evolutions and Perspectives. Sociologie du Travail, vol. 46, no. 2, pp.261-70.

Foster, J., 2011. Marx, Marxism and the British working class movement: some continuing issues for the 21st century1. World Review of Political Economy, vol. 2, no. 4, pp.671-86.

Foster, D. & Fosh, P., 2010. Negotiating 'Difference': Representing Disabled Employees in the British Workplace. British Journal of Industrial Relations, vol. 48, no. 3, pp.560-82.

Hayter, S., Fashoyin, T. & Kochan, T.A., 2011. Collective Bargaining for the 21st Century. The Journal of Industrial Relations, vol. 53, no. 2, pp.225-47.

Parker, J., 2011. Reaching out for strength within? 'Social movement unionism' in a small country setting. Industrial Relations Journal, vol. 42, no. 4, pp.392-403.

Parker, C. & Rees, J., 2013. Membership growth at a time of union decline: Usdaw, organizing and leadership. Transfer, vol. 19, no. 4, pp.521-38.

Pontusson, J., 2013. Unionization, Inequality and Redistribution. British Journal of Industrial Relations, vol. 51, no. 1, pp.797-825.

Waddington, J., 2013. The Views of Members towards Workplace Union Organization in Banking between 1999 and 2008. British Journal of Industrial Relations, vol. 51, no. 2, pp.333-54.

Download full paperFile format: .doc, available for editing
Contact Us