Why Trade Unions are Important in HRM?
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Why Trade Unions are Important in HRM?
Introduction
Trade union, is an association of employees
who have united together to accomplish goals in areas such as salaries and
working conditions. The union negotiates agreements and conditions with bosses,
keeping employee satisfaction high and defending employees from dangerous or partial
working conditions.
Trade unions’ roles in and influence on the workplace are undisputable. They contribute to set up an industrial relation atmosphere, which permits HRM actions to happen. As a ‘collective voice’ representing organized employees within organization, unions air workplace differences for managerial consideration, therefore reducing turnover and refining confidence and collaboration (Deery, et al, 1999).
Functions of Trade Union
1. Militant
Functions
The aim of this
function is to certify acceptable salaries, secure better environments. When
the unions fail to accomplish these aims by the method of collective bargaining
and discussions, they adopt a method and put up a fight with the management in
the form of work slowly tactics, strike, boycott, etc.
2. Fraternal Functions
Unions aims at rendering help to its members in times of
need, and improving their efficiency. They take up welfare measures for
improving the self-confidence of workers and create self confidence among them.
3.
Social Functions
Organizing
welfare events and also providing variety of services to their members and occasionally
to the community of which they are a part.
4.
Political functions
These
functions include linking the union with a political party, serving the
political party in joining members, collecting donations, looking for the help
of political parties during the periods of strikes.
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Why Unions?
Teague et al (2012) propose that successful corporation would
have to encompass pre-existing collective bargaining practices, and management
would have to adjust their right to manage; basically, establishing a
partnership system with an element of oppositional actions and potential for
non-cooperation. Collaboration alongside informal opposition and resistance
within partnership specified a essentially pluralist view of partnership (Dundon
and Dobbins, 2016).
Global Context
Europe and Latin America, by exploring the
role played by trade unions have long traditions of collectivism, which offer
trade unions with social legitimacy and power (Morley et al. 1996), and also
the development of anti-union attitudes and insights in these continents.
Discussion
and Conclusion
There is still much debate how HRM and union
practices might be combined and applied. What cannot be denied is that the previous
has become progressively widespread as a way of soliciting the pledge and
support of employees in the direction of organizational goals and objectives.
References
Abbott, K. (2007) Employment Relations: Integrating Industrial Relations and Human Resource Management. Available at <https://www.businessperspectives.org> (Accessed on 07th August 2021)
Deery, S and Erwin, P. and Iverson, R (1999) Industrial Relations Climate, Attendance Behavior and the Role of Trade Unions
Dundon, T. and Dobbins, T. (2016). Militant partnership: a radical pluralist analysis of workforce dialectics. Work, Employment & Society. Advance online publication.
Available at <https://eprints.whiterose.ac.uk> (Accessed on 07th August 2021)
Morley et al. (1996) PH regulation of connexin43: molecular analysis of the gating particle
Sharma, S.K. and Sharma, B. (2014) Human Resource Management and Trade Unions (HRMTU) Available at <http://www.ijtef.org/papers/346-N10002.pdf> (Accessed on 07th August 2021)
Teague, P., W. Roche & D. Hann (2012) “Toward a Strategic Theory on Workplace Conflict Management”, Ohio State Journal in Dispute Resolution, 24(1) 143-190
Argumentative topic. In SL there are over 2000 registered trade unions , out 60% are involved in public sector. However, studies says the total employees covered by these TUs are 10% of total work force. It is very argumentative that the fair benefits of TUs could be distributive with this participation ? . Moreover, Public sector TUs are bias to the political parties and aligned with the political agendas than employee welfare. Hence it is proved that re-assessment is needed for the TU relations in SL.
ReplyDeleteThanks for the article Nadun,
ReplyDeleteIn a situation with monopsony employer Trade Unions may help to control or balance employer's market power but if the Union becomes too strong and if they force wages to be too high which will lead to unemployment and inflation.
Similarly if the relationship between Employer and unions are good, it will bring benefits to company and employees with regards to job protection and higher wages but in the event of disputes it can disrupt organization's functions leading to loss of profitability and loss of jobs to employees.
Nice article Nandun. A union must stand with employees to secure their rights. They are involved in negotiating things with the management on behalf of employees. In Sri Lanka recently this process is not functioning smoothly, since some political parties interfere on unions. Therefor it must be corrected for the betterment of the employees as well as the organizations.
ReplyDeleteTo articulate, represent, and to negotiate with other interests, workers are interest-ed in setting up trade unions and stipulating collective bargaining through negotiations (Karoliny & Poór, 2017).
ReplyDeleteEmployee relations are critical to the organization's success. For information to flow between employers and employees, good communication channels must be in place. This is true for both small and large businesses. There are legal requirements in place for large organizations to engage employee representatives. Trade unions could provide employee representation. A good article about trade union with global context.
Relationship between employer and union should be faire to both parties. Union are always care about well being of the employee but it's important to achieve the company objectives and goals to secure the sustainability of the organization. If the company returns are high and employer must appreciate hard works of employees and union should be there to judge the same.
ReplyDeleteTrade unions are essential to achieve certain objectives that are unable to achieve in employees' individual capacity. Some Employers also find it beneficial to deal with a group or a group representative rather than going through the process of dealing with an individual over a long period of time.
ReplyDeleteTrade unions are useful for the well-being of the company and especially its employees. But, in the present context, most trade unions have been misused by political influences where they only fight for their rights and overlook their true responsibilities.
ReplyDeleteTrade unions aid in lowering labor turnover rates, which benefits both the employer and the employee. The employee benefits from job stability, while the employer avoids the high cost of labor turnover. The standard rate policies of unions ensure equal distribution of income among workers with the same skill set. Trade unions advocate for the political rights of the poor and disadvantaged. The majority of trade unions wield monopoly power, which they use to raise wages above competitive levels. This article defined all functions of TU and why it is important.
ReplyDeleteGood article Nadun,due to the fact that HRM is directly related with appearing functions regarding workers, it has to coordinate with exchange unions in creating an surroundings of harmony and mutual cooperation that effects in maximizing profitability in addition to in improving worker welfare.
ReplyDeleteInteresting article Nadun. A trade unions are understood as organizations of workers that act as a collective force in efforts to safeguard and cater to their common interests by making use of collective bargaining methods. Workers are joined together to
ReplyDeleteachieve goals in areas such as wages and working conditions. They negotiates contracts and conditions with employers, keeping employee satisfaction high and protecting workers from unsafe or unfair working conditions.
ReplyDeleteprotecting employees from any form of discrimination or harassment in the organization. Employees need to work in a good environment is noteworthy task of trade unions . These discussion groups have the function of negotiating better wages, working hours and working conditions.The formation of the union structure began with discussion groups formed in professional organizations. These discussion groups have the function of negotiating better wages, working hours and working conditions.
Trade unions play an important role and are helpful in effective communication between the workers and the management. One of the key roles include being able to resolve workplace issues by being a voice for employees. An important element to be valued and practiced. The author has well explained. Worth to read.
ReplyDeleteTrade unions play an essential role in democratic societies. They provide services to members, including legal services. ... But more than that, trade unions represent their members in their dealings with employers and, through collective agreements, negotiate better working conditions. fantastic idea!
ReplyDelete