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Internal Government and Democracy

Trade Union
“Government of the Small
people by the people organizations
and for the people” or units.

As the size of the unit to be governed


increases, it needs DEMOCRACY.
 Decision making is decentralized.
 Members can do participate in the
formulation of policy and in
organization’s government.
Michel’s fears Centralized and efficient
“Iron Law Of Oligarchy”
organizations are less likely to
achieve internal democracy easily,
(1996) whereas organizations that are
relatively small and local, or large
Increasing size, the need for administrative but with effective decentralized
efficiency and organizational effectiveness decision-making mechanisms are
would inevitably lead in organizations such
likely to find it easier to achieve
as trade unions to a concentration of power
into the hands of an elite or oligarchy. internal democracy.
Trade Union Membership
Problems of measurement:
1. There are some differences in definition as to
what constitutes a trade union.
2. The source of the figures varies from country
to country, and in some cases maybe suspect.
Reasons for variations: over time, between industrial and
labour force sectors and between countries.
Trade Union Recognition
• How can trade union gain recognition?
• Why employers and managements may want
to resist the influence of trade unionism and
collective bargaining?
Recognizing unions for collective bargaining means that the employer is willing to
share control and decision making even if the range of subject matter is narrow.

UNITARIST versus PLURALIST

Management resist Management have


unionism. a willingness to
recognize and
bargain.

There are many managements that do realize the benefits of having effective and
well supported trades unions in the workplace.
Challenge and Responses
Threats and Challenges
The era of international trade and investment | New technologies | Production
systems and methods of working | The ageing labour force | The emergence of
new industries and occupations | The decline of manufacturing and extractive
industries and continuing expansion of the service sector | The entry into the
labour force of new types of worker | Pressures for labour flexibility and cost
reduction to facilitate competition with developing countries | The new ability
of Multinational Corporations (MNCs) to relocate functions and activities |
Pressures upon governments to relax regulation of the labour market |
Attitudinal and cultural change | New management initiatives | Relatively low
rates of economic growth and job creation
Those all challenge the trades unions to devise new membership strategies, reassess
structure, priorities and objectives, and devise new approaches and strategies in
their dealings with employers and governments.

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