New Measures of Union Organizing Effectiveness

This study compares union organizing activity and success in the United States and Canada. Based largely on certification data for the period 1976–1985, he results indicate there was a substantial decline in union organizing effectiveness in the United States and the Canadian unions were more active and successful in recruiting new members than their American counterparts. The evidence suggests that labor policy in Canada is more supportive of union organizing and the achievement of first collective agreements.     

Information Technology, US Union Organizing and Union Effectiveness

This paper examines the effects of information technology (IT) on organizing and union effectiveness in US national unions. Original survey data and data from government and independent sources are combined to model outcomes including membership growth, success in representation elections, and union leaders' assessments of effectiveness as a product of environmental and organizational characteristics. The results suggest that the practical impact of IT use on organizing outcomes can be quite important. Evidence regarding the impact of IT on overall effectiveness (i.e. organizational or union effectiveness) is more mixed.     

Trade Union Presence and Employer-Provided Training in Great Britain

Using linked employer-employee data from the British 1998 Workplace Employee Relations Survey, we find a positive correlation between workplace union recognition and private-sector employer-provided training. We explore the avenues through which union recognition might affect training by interacting recognition with the closed shop, the level at which pay bargaining takes place, and multiunionism. For non-manual-labor men and women, only union recognition matters. The various types of collective-bargaining institutions have no separate effect. However, the male manual training probability is significantly increased by union presence only through multiple unionism with joint negotiation. In contrast, for women manual workers, union recognition at the workplace has no effect on the training probability.     

Trade Union Derecognition in Britain, 1988–1994

Since the initial studies of derecognition, many articles have focused on the issue, by and large pointing to a slow increase in derecognition. However, a small number have indicated it is actually much larger. This paper shows that derecognition is even greater than these suggest and that its nature has changed. The paper looks at the contexts of this rise but argues that derecognition should not yet be seen as a major problem facing the unions.     

Strategy and Trade Union Effectiveness in a Neo-liberal Environment

In the absence of state sponsorship, unions must become more effective in the workplace or suffer the inevitable consequences. The analysis of union strategy and effectiveness, however, presents special difficulties. We adopt a strategic choice perspective, defining strategy as a framework of critical, enacted choices about the ends and means of an organization. For unions in a neo-liberal context, this means that strategy can be described in terms of the nexus between two complex dimensions: union-worker relations and union-employer relations. On this basis, we identify four broad patterns of union strategic choice in the New Zealand environment: classic, paper tiger, consultancy, and partnership unionism. Those patterns in which union-worker relations rely on 'servicing' are seen as fatally flawed at worst, and strategically vulnerable at best. On the other hand, those patterns in which union-worker relations are more securely based on servicing complemented with robust forms of organization also contain strategic tensions. These must be managed carefully if unions are to become more effective. While illustrated with New Zealand case studies, this framework provides lines of analysis for the strategic review of unions in neo-liberal contexts more generally.     

The Role and Impact of Trade Union Equality Representatives in Britain

Drawing on data from the first national survey of trade union equality representatives, this article assesses the role and impact of equality representatives in Britain. While the majority of equality representatives report having had a positive impact on employer equality practice, the analysis also suggests that equality representative effectiveness might be enhanced via the introduction of statutory rights to time off. In addition, it points to the need for unions to include equality on the bargaining agenda, attract new representatives to the role, and ensure that equality representatives have the confidence and skills to represent members effectively within grievance procedures. It also suggests an important role for the government in encouraging employers to engage in meaningful dialogue with equality representatives.     

Union Decline in Britain

This paper considers the rapid decline in unionization that has occurred in Britain since the late 1970s. The overwhelming factor underpinning falling unionization was a failure to organize new establishments set up in the last twenty years or so, thus confirming that developments since 1990 represent a continuation of the pattern revealed in earlier work for the 1980–90 period. The sharpest falls in unionization occurred in private manufacturing establishments set up after 1980. Finally, there is some evidence that it is age of workplace, rather than age of worker, that is the critical age‐based factor behind union decline.     

Corporate Characteristics and Union Organizing

This study examines the effect of several corporate characteristics on union organizing success, using NLRB representation election data matched to the Industrial Comp stat. The results show that, within a corporation's primary (two-digit) industry, union success is influenced positively by firm size, capital intensity, the ratio of labor costs to total cost, and by either very low or very high profits. Outside a corporation's primary industry, unions are most successful organizing large, unprofitable firms.     

Trade Unions,Union Learning Representatives and Employer‐Provided Training in Britain

This article provides an empirical assessment of the relationship between trade union recognition, union density, union learning representatives (ULRs) and employer‐provided training in British workplaces using linked employer–employee data from the 2004 Workplace Employment Relations Survey. The results suggest that the relationship between union recognition and training is, at best, weak. We find no consistent relationship between union density and training or between the presence of ULRs and training. We do, however, find some evidence of greater equality in the distribution of training in ULR workplaces than in other workplaces.     

An International Study of Trade Union Involvement in Community Organizing: Same Model,Different Outcomes

This article reports on a two‐year study of union/community organizing in the UK, USA and Australia. It takes a particular model of organizing — that of the Industrial Areas Foundation — and analyses trade union engagement in coalition‐building activity in each of the three countries. Findings show mixed approaches to working with community groups from ad hoc instrumentalism to deep coalition‐building. While these variations may, in part, be explained by different industrial relations contexts, it appears that the ‘fit’ between ideology and culture of unions and their coalition partners, as well as the practices and strategies that reinforce this fit, have much greater effect on the attitude and behaviour of unions towards non‐workplace‐based organizing. The article contributes to debates about the conditions under which unions succeed (or not) in sustaining strong coalition‐building beyond their traditional constituencies.     

Strategies and Tactics in Union Organizing Campaigns

This study assesses the effects of employer and union organizing tactics on union election wins versus losses, the percentage of votes, and the time between election and first contract signing. The data were obtained from the organizing staff of a large international union. The results showed that some tactics resulted in expected election outcomes, but others resulted in unexpected outcomes.     

Trade Union Recognition and Employment Contraction. Britain, 1980–1984

Information contained in the two work-place industrial relations surveys reveals that the proportion of employees, both manual and non-manual, in private sector establishments which recognised trade unions declined in the period 1980-84. The various pieces of analysis undertaken in this paper reveal that establishment closures and employment reduction concentrated among relatively large sized establishments were a major source of the observed decline in union organisation.     

Trends in Union Organizing Issues and Tactics

A survey of union organizers (N = 97) was conducted to determine the extent to which new organizing issues and tactics are being used to help offset declining union membership. Results indicate that grievance procedures, job security, improved benefits, and higher pay are the most commonly stressed issues in organizing campaigns. The two tactics used most often are small groups and literature distribution. Organizers working in industries with a larger percentage of female workers differ significantly from other organizers in the use of certain tactics and issues. Overall, however, there does not seem to be much change in either organizing tactics or issues.     

Accounting for Greenfield Union Organizing Outcomes

This paper presents a framework for evaluating and accounting for the outcomes of ‘greenfield’ union organizing campaigns. It argues that previous studies have tended to focus too much on the establishment of collective bargaining and negotiation of first contract as a campaign outcome. Instead, the effectiveness and representativeness of new union structures are emphasized, and the sustainability of those structures is emphasized as the most important outcome. A key finding from the empirical data is that campaigns that build both workplace activism and are co‐ordinated by officers create more sustainable outcomes than campaigns that focus on one or the other. The evidence shows how and why these outcomes emerge, and the paper concludes with a consideration of the theoretical and practical implications.     

The Impact of Human Resource Policies on Union Organizing

Using newly available data from the Conference Board on employer human resource policies, certification election outcomes, and union organization of new company facilities, we find that the logic of "union substitution" efforts by employers is supported: Companies having or encouraging employee communication and participation programs, including nonunion grievance procedures, are more successful in maintaining nonunion status than are companies without such programs. However, certain human resource policies, such as work sharing (as an alternative to layoffs), may actually enhance chances of union success.