The paper "The Future of Employee Representation in Organisations" Is a perfect example of a Management Case Study. The main purpose of a trade union is to improve workers' working conditions and their economic and social status through collective bargaining. According to Galenson, the emergence of unions was a reaction to the hardship experienced by the working class in the process of industrialization. This was further fueled by the common law doctrine that workers have the freedom to enter into a contract of service with their employers and should bear the responsibility of ensuring that they only accept terms and conditions that are acceptable to them.
With limited resources, workers, therefore, might find it more expedient and effective to secure better terms and conditions of employment via collective bargaining. Traditionally, such collective bargaining rights have been restricted to bargainable (rank-and-file) employees only (Arthur, 2004). Non-bargainable employees, typically managerial, professional, and confidential employees directly involved in the formulation and implementation of management decisions, are not eligible for union protection in most market economies. AIM The main aim of this paper is to evaluate the options on the future of employee representation in organizations, with particular reference to the implications for trade unions.
This article contributes evidence of some positive outcomes for employees associated with co-operation in an 'alliance of insiders' model but also highlights limitations to a co-operative approach. The article is divided into seven sections. In the first of these, various perspectives on co-operation and conflict are outlined (Bacon, 2000). Following this we describe the methodology of our study, explaining the measures, survey and industrial context. In the third section, we report the issues driving co-operation and conflict and in the fourth the relationship with changes in terms and conditions (Bacon, 2000).
The fifth section considers the types of workplace restructuring and HRM indicators. BACKGROUND The employment relationship encapsulates both convergent and divergent interests, with the result that, in practice, relations between the industrial relations parties contain elements of both conflict and co-operation (Arthur, 2004). In some of the most visible and key aspects of the employment relationship - notably wage rates and other basic terms and conditions of employment - interests are at their most divergent and this, together with the visibility and impact of industrial (particularly strike) action, tend to give prominence to the conflict, rather than the more cooperative aspects of industrial relations.
Yet at different times, the argument has been advanced for developing less conflict and more co-operative industrial relations (Bacon, 2000). DISCUSSION The most significant question is to find out the true purpose of a trade union. Reflecting on the economic progress and the lack of need for protection through union representation among bargain able employees in the UK, the proportion of workers with union membership dropped steadily from the 1970s to the 1980s but had regained some ground since the mid-1980s.
In terms of absolute numbers, total union membership increased from about 201,000 in 1986 to about 255,000 in 1996, and to over 290,000 in 1999. However, during the same period, the labor force expanded from 1.3 million in 1986 to 1.9 million in 1999 (on top of over 700,000 foreign employees) (Blyton, 2003), and has remained at about the same level since then. This lethargic trend in union membership not only would result in a weaker labor movement in the UK, but also would limit the labor movement's ability to source and develop capable union leaders for the future (Bacon, 2000).