Theories of Industrial Modernization and Development - Essay Example

Trade unions are one of the major components of modern relations in the industrial system. Each union operate using its own goals for achievement based on its constitution. Trade unions are formed by workers in the organisations with an aim of protecting the workers’ interests, improving the workers’ conditions of working and other goals (Harcourt & Wood 2006). It is generally a continuous association developed for the wage earners in order to maintain and improve their working conditions. Trade union is very essential in developing countries as it is used to protect workers from abusive and exploitative conditions and also pressurizes the employers to share the gains from production with the employees so that the workers can enjoy the fruits of economic growth. In history, collective bargaining and union presentation in developed countries has been the keys to a stable population working in various sectors and workers has been able to gain a equitable share of what they can create in industries(Fernie & Metcalf 2005). It has also enabled the workers to gain job security and improve their working conditions. The changes in political, educational and social environments in relation to the awareness of workers’ rights such as right to bargain, to organise and settle employment terms and conditions have caused springing up of the unions to further and protect the interests of workers. Trade union is influenced by a multitude of factors such as economic, cultural, historical, social and political conditions (Hyman 2002). The traditional functions of trade unions totally remain relevant to the employment relations in the 21st century. Although there are changes in employment relations due to advancement in technology, trade unions use the traditional functions as a foundation. This essay discusses the changing patterns in the roles and functions of trade unions and the change the relations of the management and unions. Trade unions are legitimately responsible for coordinating workers with an aim of voicing their grievances and their rights. Lack of unions in the industries would make them too dictatorial or paternalistic. The important role played by unions is maintaining the relationship between labour and management. The primary functions of trade unions serve as the traditional functions of these unions and cannot be excluded in current employment relations. According to Schuler & Jackson (2007), the most important function of trade union is protection and promotion of the interests of the workers. This is enhanced through improvement of the living and working conditions and representation of the interests of workers in all aspects of the organisation. They offer cooperation in a responsive manner in the improvement of various levels such as discipline, production and productivity, and high quality standards. They ensure that workers secure fair wages which makes the workers under the union sector to earn more wages as compared to those in non-union sector. Trade unions also enlarge training and promotion opportunities for workers. They promote the identification of the interests of workers with industries. Finally, trade union enhances facilitation and cooperating technological advancement by helping the workers to broaden their understanding of any underlying issues (Freeman & Medoff 1984). However, due to rapid technological changes with time, there has been value addition in the traditional function and development of new functions. This has led to factors such as successive revisions in the payments for workers which has greatly improved their conditions but at an added cost of losing control over jobs. Such changes in the working population in addition to increase in capital and growth in economy intensity in both the labour and the product have created to a shift in the specific roles of trade unions. This has changed from what was seen as a bargaining institution to a specialised one that represents the interests and voice of labour. The era of post economic reforms and enhanced media penetration has made the workers t be aware and more informed about the issues of economy in respective industries. Due to this, the management have turned out to be skilled and more sensitive in dealing with their relations with the employees in all types of business ownership. In addition to the activities resulting from traditional functions, the trade unions have acquired a new function on voice and representative. Most of these unions are trying their best to increase their values to their members through provision of a variety of services to the community and its members which ranges from providing financial and legal advice to provision of skills (Ratnam 2006). The new functions as a result of technological changes are base on the traditional functions and can be categorised into communication, welfare activities, education and research. Through communication, most unions usually publish their magazine or newsletter with the main objective of making clarification on their policy on various issues and also to inform the members and the community about the union’s activities (reddy 2004). The unions have gone further to engaging themselves to various welfare activities which include organisation of cooperative societies and provision of housing in order to improve the quality of life for workers. Through education, the workers have been able to be aware of the surrounding environment. They develop educational programs which are aimed at enhancing the working environment knowledge to the workers and to give them information on the issues of their concern such as those related to their responsibilities, their rights and the systems and procedures that are meant for redressing their grievances in the workplace. The negotiators in the union require collection and analysis of information that is updated at bargaining table. They also require the industrial knowledge, comparable practices in the industries and productivity knowledge in order to backup their demands on wages. This shows the need to conduct their own research by focusing on practical problems most likely the daily affairs during work. The description of these new functions makes it clear that their design is based on the primary or the traditional functions of trade unions `(Ewing 2005). The relevance of traditional functions of trade unions can also be explained in the changes in the management and unions relations. Due to technological changes, there has also been development of the new strategies in management which involves the partnership between the management and the unions. Legislations in industrial relations have changed the way in which the unions and the managers engage (Abbott 2011). Organisations have switched from industrial level negotiations over the employment terms and conditions to enterprise level and they have finally progressed to negotiations on individual basis. The major factor that has led to use of individual bargaining over the traditional collective bargaining is the improvement of productivity. The existing legislation framework used by most of the organisations gives a greater opportunity for the managers in organisations to exclude the unions from workplaces and agreements. This leads to de-unionizing as the organisations will be competing with one another for maintained or increased share of the market which is usually labour. This partnership enhances temporary recognition of the unions as the employees will not be involved in consultation before making decisions on the change processes. The reduction of involvement of the union at workplace may greatly affect the objectives of the management and workers may be more concentrated on maintaining the principles of trade unions. This adoption of new functions may lead to failure in achieving the objectives of trade unions (Lansbury 2000). Although this advancement may seem to de-unionize, the partnership developed between the employer and the workers depends on the primary functions of trade unions to achieve the onion objectives. The success of this partnership depends on the factors which are based on the traditional factors of protecting and promotion of the interests of workers. These factors include trust, communication, employee voice, respect for relationship rules, and the individual professional credibility (Novitz 2002). Trust is an important factor in a successful union and management relationships. The union have to trust that the management will be successful if the employees’ rights are observed through respecting of their working environment and wages. On the other hand, the employees must also work in a way that will increase the productivity of the industry. This shows a reflection of traditional functions of trade unions where there must be representation of worker’s interests and improvement of living and working conditions. Communication is also an important factor for good relationships at all levels of the engagement (Gennard & Judge 2005). Communication must be facilitated between the management and the union in order to achieve the goals set for entire industry, for the workers and the employer. Enhanced communication mechanisms will enable consultation and resolving of any conflict arising in the course of work. Some of the conflicts that may arise include poor working conditions for workers, adjustment of the workers’ wages due to changes in the industrial demand and lack of training to equip the workers with adequate knowledge as technology advances. These are revisions of some of the traditional functions in trade unions to coincide with advancing technology (Guest & Peccei 2001). Employees’ voice is very essential in fostering the relationship between the workers and management. The relevance of the voice of the employees is based on the fact that the union is the representation of the employees. The results of the views of employees are important in making of decisions within any organisation. Employee’s voice is a factor of the interests of the workers in the traditional functions of trade unions. Every organisation consists of rules which are derived as a result of agreements between the employer and the employees. These terms and conditions are the foundations of the relationship between the management and the union. The rules help the partnership to solve issues at workplace level to the benefit from both the union and the management. Respect of rules enables the two to cooperate in a manner that will improve levels of production, productivity, discipline and high quality standards which are foundations of traditional functions of trade unions. The professional credibility of an individual is important as it will enhance an effective representation of the members of the union in addressing their needs. These include proper negotiations on wages, advocating for better working conditions and maintaining the significance of the union in final decision making within the organisation. Although there have been changes in the trade union to a point of developing a partnership between the management and the union, the relationship between the employees and the employers is based on the traditional functions of trade unions (Haynes & Allen 2002). Conclusion Trade unions are likely to face conditions which are characterised by the competition of states for capital, technology, markets and search for the most conducive environment for investment. In order to achieve these goals, trade unions needs to maintain a strong voice, choose to cooperate with the governments as they are dedicated to improving the citizens’ welfare. For these unions to ensure that the members’ interests are integrated into the employer and state policies, they need to keep in mind the traditional functions of trade unions as they act as fundamentals for revision and development of new functions. The objectives of a successful unionism will be based on the traditional functions which include improvement of the quality of life and working conditions. Due to technological advances and changes in markets, the unionism has not yet lived to its full potential as some of the advancements such as partnerships with the management are leading to loss of the primary functions of the trade unions (Freeman, Hersch & Mishel 2007). This shows that the traditional function remain totally relevant to employment relations. Trade unions will be required to adjust to the necessary adaptations if they want to be successful while maintaining their main aim of protecting and promoting the interests of workers. References Abbott, L 2011, Theories of Industrial Modernization and Development: A Review ISR Economic growth & performance studies, Industrial Systems Research. Ewing KD 2005, ‘The functions of trade unions’, Industrial law journal, vol. 34, no. 1. 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