HRM 4570 ILR Homework 2

7HRM4570ILRCh5.1LaborandManagementOnlineLecture2019-20audio2.pptx

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Chapter 5 Part 1

Labor and Management: Strategies, Structures, and Constraints

McGraw-Hill/Irwin

Hi Class, Welcome to Industrial and Labor Relations. Today we are going to discuss Chapter 5 Labor and Management: Strategies, Structures, and Constraints Part 1

The previous two chapters have described the historical development and legal framework of the U.S. labor relations system. This chapter examines the strategies and organizational structures used by labor unions and employers to achieve efficiency and/or equity and/or voice. The extent to which these strategies and structures succeed depends on the constraints of the employment environment, so the employment environment is also briefly discussed here.

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Compare the traditional U.S. union strategies and their alternatives

Understand the organizational structure of unions and the labor movement in the United States

Discuss the range of possible management strategies toward labor unions and how they relate to human resource strategies and business strategies

Analyze how the labor relations environment influences and constrains labor relations outcomes

Learning Objectives

The learning objectives of chapter 5 are

1. Compare the traditional U.S. union strategies (especially business unionism, job control unionism, and the servicing model) and their alternatives (especially social unionism, employee empowerment unionism, and the organizing model).

2. Understand the organizational structure of unions and the labor movement in the United States.

3. Discuss the range of possible management strategies toward labor unions and how they relate to human resource strategies and business strategies.

4. Analyze how the labor relations environment, including ethics, influences and constrains labor relations outcomes.

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Employees and employers have shared interests

Conflict is natural and to be expected, not pathological and to be suppressed

Labor unions and employers design strategies and build organizational structures to pursue their objectives

Introduction

Employees and employers have shared interests

Conflict is natural and to be expected, not pathological and to be suppressed

Labor unions and employers design strategies and build organizational structures to pursue their objectives

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Equity is achieved through:

Generous wage and benefit packages

Seniority-based layoff and promotion procedures

Restrictions on discipline and discharge for just cause only

Due process protections in the grievance procedure

Labor Union Strategies

In the second half of the 20th century, U.S. labor unions primarily followed strategies that comprises of a business unionism philosophy and a servicing model of delivery that are operationalized through job control unionism and industrial unions

Equity is achieved through

generous wage and benefit packages,

seniority-based layoff and promotion procedures,

restrictions on discipline and discharge for just cause only, and

due process protections in the grievance procedure.

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Voice is achieved through:

representation at the bargaining table and in the grievance procedure.

Collective bargaining is institutionalized, and the union contract becomes the “workplace rule of law.”

Labor Union Strategies

Voice is achieved through representation at the bargaining table and in the grievance procedure.

Collective bargaining is institutionalized, and the union contract becomes the “workplace rule of law.”

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The workplace focus of the business unionism philosophy

Labor and management have experimented with different ways of moving away from the servicing model to an organizing model

Some of these alternatives to job control unionism can be loosely grouped together as employee empowerment unionism

Labor Union Strategies

The workplace focus of the business unionism philosophy

Labor and management have experimented with different ways of moving away from the servicing model to an organizing model

Some of these alternatives to job control unionism can be loosely grouped together as employee empowerment unionism

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U.S. labor unions have traditionally embraced a business unionism philosophy

The key to achieving equity and voice is collective bargaining in the workplace

This way unions win wage gains, benefits, grievance procedures, and protective work rules

This philosophy accepts the legitimacy of capitalism and the need for employers to make a profit

Labor Union Strategies

U.S. labor unions have traditionally embraced a business unionism philosophy

The key to achieving equity and voice is collective bargaining in the workplace

This way unions win wage gains, benefits, grievance procedures, and protective work rules

This philosophy accepts the legitimacy of capitalism and the need for employers to make a profit

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Social unionism

Sees labor unions as more than workplace mechanisms for winning economic gains;

rather, unions are viewed as an integral participants in a community’s and country’s civic and political activities;

the scope of representation is the broader social and political arena

The pursuit of equity and voice extends to broader concerns of social justice throughout society

Labor Union Strategies

The workplace scope of representation common in U.S. labor relations contrasts with the social unionism philosophy that is frequently observed in Europe.

Adherents to a social unionism philosophy see labor unions as more than workplace mechanisms for winning economic gains; rather, unions are viewed as an integral participants in a community’s and country’s civic and political activities; the scope of representation is the broader social and political arena.

The pursuit of equity and voice extends to broader concerns of social justice throughout society

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Social movement unionism, in contrast to social unionism, embraces labor unions as part of a broader social movement of community, social, and political activist groups that relies on active grassroots participation and mobilization.

Social movement unionism is often advocated as a basis for revitalizing the labor movement because rank-and-file activism can provide the means to increase organizing.

Employment relationship is characterized by deep sociopolitical class conflict rather than economic conflicts that can be mediated by workplace

Labor Union Strategies

Social movement unionism in the United States is often advocated as a basis for revitalizing the labor movement because rank-and-file activism can provide the means to increase organizing, especially among traditionally overlooked groups such as immigrant workers, and to resist management demands for concessions.

The sociopolitical activism of social movement unionism is rooted in a belief that the employment relationship is characterized by deep sociopolitical class conflict rather than economic conflicts that can be mediated by workplace

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Table 5.1 - Traditional Union Strategies and 21st Century Alternatives

Table 5.1 – listed the key differences between business unionism and social unionism.

Business unionism involves strong workplace unions, collective bargaining is the key in business unionism, business unionism accepts capitalist institutions, equity is achieved through workplace union protection and voice is achieved through workplace union representation.

Social unionism involves strong community networks and focuses on workplace, social and political action. Social unionism is critical of status quo. Equity is achieved through social justice. Voice is achieved through political and social movement.

Business Unionism vs Social Unionism?

Demonstrators march through downtown Los Angeles during a Labor Day protest organized by the SEIU in support of a $15 per hour wage. (Michael Owen Baker / For the Times)

Demonstrators march through downtown Los Angeles during a Labor Day protest organized by the SEIU in support of a $15 per hour wage.

Business Unionism vs Social Unionism?

Please click on the video and think about this questions. Is the fight for 15 an example of business unionism or social unionism?

Social Unionism Low-wage workers, union activists rally for higher pay and right to organize without fear of retribution

Demonstrators march through downtown Los Angeles during a Labor Day protest organized by the SEIU in support of a $15 per hour wage. (Michael Owen Baker / For the Times)

That’s right. This is an example of social unionism. Low-wage workers, union activists rally for higher pay and right to organize without fear of retribution. The focus is on broad social justice issues.

Business Unionism vs Social Unionism?

Please watch the video. Is this an example of business unionism or social unionism?

Business Unionism

That’s right. It’s an example of business unions. The focus is on union members’ own workplace.

Business Unionism vs Social Unionism?

The essence of trade unionism is social uplift. The labor movement has been the haven for the dispossessed, the despised, the neglected, the downtrodden, the poor. Is this quote an example of business unionism or social unionism?

Social Unionism

That’s right. The answer is social unionism which focuses on workplace, social, and political actions and social justice.

Business Unionism vs Social Unionism?

Samuel Gompers was the first and longest-serving president of the American Federation of Labor. He famously said “the worst crime against working people is a company which fails to operate at a profit.” Is this quote an example of business unionism or social unionism?

President of the American Federation of Labor (AFL) from 1886

Business Unionism

That’s right. The answer is business unionism which unionism accepts capitalist institutions and focuses on workers’ own workplace.

Business Unionism vs Social Unionism?

Eugene Victor was an American socialist, political activist, trade unionist, one of the founding members of the Industrial Workers of the World (IWW) and five times the candidate of the Socialist Party of America for President of the United States.

He said “You have got to unite in the same labor union and in the same political party and strike and vote together, and the hour you do that, the world is yours.” Is this quote an example of business unionism or social unionism?

Social Unionism

That’s right. This is an example of social unionism. He urged workers to look beyond their own workplaces and focus on broader social justice issues.

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Servicing model

Workers pay dues, and in return they are protected against bad times — arbitrary supervisors, the vagaries of markets, workplace accidents, and the like.

Workers do not participate in a union; they consume union services

Workers are serviced by union officials, that is, problems are solved for the workers, not by the workers.

This is a passive form of employee representation; the only active participants are union officials.

Labor Union Strategies

To carry out their business unionism philosophy. U.S. labor unions traditionally have represented workers by using a servicing model. Here a union is like an insurance company in which workers pay dues, and in return they are protected against bad times—arbitrary supervisors, the vagaries of markets, workplace accidents, and the like.

Some of the features of a servicing model include the following:

Workers do not participate in a union; rather, they consume union services, especially collectively bargained contracts and representation in the grievance procedure.

Workers are serviced by union officials, that is, problems are solved for the workers, not by the workers.

This is a passive form of employee representation; the only active participants are union officials.

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Organizing model

Unions as institutions of active worker participation, empowerment, and mobilization.

Organizing drives to unionize nonunion workers are not led solely by full-time union staff members, but rely heavily on internal organizers.

Workers play an active part in resolving their own problems

They participate in their attainment and continually serve as internal organizers to create vibrant unions.

This is an active form of representation, and the soul of the representation process consists of the rank-and-file union members.

Labor Union Strategies

Some argue that unions should embrace an organizing model.

This approach views unions as institutions of active worker participation, empowerment, and mobilization.

Organizing drives to unionize nonunion workers are not led solely by full-time union staff members, but rely heavily on internal organizers.

Once unionized, problems are not solved for workers as in the servicing model; rather, workers play an active part in resolving their own problems.

Workers do not consume equity and voice; they participate in their attainment and continually serve as internal organizers to create vibrant unions.

This is an active form of representation, and the soul of the representation process consists of the rank-and-file union members.

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The servicing model sees the relationship between a worker and his or her union as a narrow economic exchange that develops only weak ties between leaders and union members;

The organizing model sees this as a social exchange with the potential for developing strong social ties not only between leaders and members, but also among members.

Labor Union Strategies

The servicing model sees the relationship between a worker and his or her union as a narrow economic exchange that develops only weak ties between leaders and union members;

the organizing model sees this as a social exchange with the potential for developing strong social ties not only between leaders and members, but also among members.

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Table 5.1 - Traditional Union Strategies and 21st Century Alternatives

Under the serving model, workers pay dues in return for protection through collective bargaining and grievance procedures. By contrast, under organizing model, unions mobilize workers for empowerment and action.

Under the serving model, workers consume union services. By contrast, under organizing model, workers participate in union and workplace activities including organizing.

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Job control unionism

Unions have sought to protect their members from volatile managers and markets

They negotiate detailed legalistic union contracts that tie employee rights to narrowly defined jobs while removing labor from business decision making

Labor Union Strategies

Through much of the 20th century, the dominant method of work organization was scientific management, in which jobs were divided into specialized tasks. Employers have traditionally been adamant about maintaining their managerial prerogatives—discipline, production, scheduling, marketing, pricing, investment, and other managerial functions.

In this environment, unions have sought to protect their members from volatile managers and markets by negotiating detailed, legalistic union contracts that tie employee rights to narrowly defined jobs while removing labor from business decision making. This is called job control unionism because a central element is replacing arbitrary management control with union-negotiated seniority systems for allocating jobs and determining pay and benefits.

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Employee empowerment unionism

Rather than establishing standardized outcomes, employee empowerment unionism establishes the framework of procedures in which workers are empowered to determine their own outcomes.

An example of employee empowerment unionism is skill-based pay where labor and management negotiate the parameters of the system, and workers are responsible for upgrading their skills and reaping rewards for doing so.

Labor Union Strategies

Some of these alternatives to job control unionism can be loosely grouped together as employee empowerment unionism.

Rather than establishing standardized outcomes, such as tying wages to jobs or layoffs to seniority as are typical in job control unionism, employee empowerment unionism establishes the framework of procedures in which workers are empowered to determine their own outcomes.

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Table 5.1 - Traditional Union Strategies and 21st Century Alternatives

In summary, job control unionism focuses on specific job rights, seniority and job classification are important, equity is achieved through standardization and equal treatment, voice is achieved through union representatives.

By contrast, employee empowerment unionism focuses on creating procedures for empowerment. Skills are important. Equity is achieved through fair processes and voice is achieved through employee empowerment.

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Craft unionism - Involves a single union representing only workers in a single occupation or craft

Also called occupational unionism

Example: separate unions for electricians, carpenters, and painters

Industrial unionism - Focuses on an industry rather than a craft

Seek to represent workers of all occupations within an industry

Labor Union Strategies

Another dimension to union strategy is whether unions represent workers along craft/occupational or industrial lines. Craft unionism, or occupational unionism, involves a single union representing only workers in a single occupation or craft,

such as separate unions for electricians, carpenters, and painters; this was common before the rise of the modern factory, and it remains prevalent today in the construction industry.

Industrial unionism focuses on an industry rather than a craft.

Industrial unions seek to represent workers of all occupations within an industry.

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Table 5.1 - Traditional Union Strategies and 21st Century Alternatives

In summary, industrial unionism represent all workers at a single workplace or company, bargaining power is derived from controlling the entire workplace or company.

By contrast, craft or occupational unionism represent workers in a single occupation such as electricians, carpenters, and painters in different workplaces or nurses in different hospitals. Occupational unions are responsive to a homogenous occupation.

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Alternative union strategies for the 21st century

The traditional collection of union strategies combines a workplace focus with passive rank-and-file participation

A business unionism focus on collective bargaining is a workplace scope of representation

Alternative approach embracing community and social activism represents a broader social scope

Labor Union Strategies

The traditional union strategies are under great pressure to change in the 21st century. These pressures come from changes in the external business environment and also from critics within the labor movement itself.

On the business side, management has been fighting the rigidities of the job control unionism since the 1980s because of the greater needs for flexibility and quality that have arisen with increased foreign and nonunion competition.

A desire to revitalize a weakened labor movement has caused some labor movement supporters to criticize the conservatism of the longstanding business unionism philosophy along with the union member apathy that is created by the passivity of the servicing model.

So what are the Alternative union strategies for the 21st century?

The traditional collection of union strategies combines a workplace focus with passive rank-and-file participation

A business unionism focus on collective bargaining is a workplace scope of representation

Alternative approach embracing community and social activism represents a broader social scope

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Table 5.2 - The Soul and Scope of Employee Representation

To understand the different dimensions of union strategies it is important to distinguish between the scope and the soul of employee representation; the scope of representation describes the breadth of the representation activities—in particular, whether union activity is concentrated in the workplace or in the broader political and social arenas; the soul of representation captures how the representation is pursued or delivered, especially regarding the extent of rank-and-file participation (as shown in Table 5.2).

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There are significant regional differences in union membership

Southern and southwestern states have the lowest union densities

Northern industrial states have the highest

The Structure of the U.S. Labor Movement

Now, let’s study the Structure of the U.S. Labor Movement

There are significant regional differences in union membership

Southern and southwestern states have the lowest union densities

Northern industrial states have the highest

Chart 1 shows the union membership rates by state in 2018.

In 2018, 29 states and the District of Columbia had union membership rates below that of the U.S.

average, 10.5 percent, while 20 states had rates above it and 1 state had the same rate. All states in both

the East South Central and West South Central divisions had union membership rates below the national

average, while all states in both the Middle Atlantic and Pacific divisions had rates above it.

Eight states had union membership rates below 5.0 percent in 2018. North Carolina and South Carolina

had the lowest rate (2.7 percent each). The next lowest rates were in Utah (4.1 percent) and Texas and

Virginia (4.3 percent each). Two states had union membership rates over 20.0 percent in 2018: Hawaii

(23.1 percent) and New York (22.3 percent).

The largest numbers of union members lived in California (2.4 million) and New York (1.9 million).

Over half of the 14.7 million union members in the U.S. lived in just seven states (California, 2.4

million; New York, 1.9 million; Illinois, 0.8 million; Pennsylvania, 0.7 million; and Michigan, Ohio, and

Washington, 0.6 million each), though these states accounted for only about one-third of wage and

salary employment nationally

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Local union structures

Most union members have the greatest contact with their local union

Workers from a single workplace

Workers in a single occupation from several workplaces

Multiple occupations in multiple workplaces in multiple industries

Nearly all local unions are part of a national union

Local union may be an independent organization and not part of a national union

The Structure of the U.S. Labor Movement

Most union members have the greatest contact with their local union.

A local union may represent many workers from a single workplace (an industrial local), workers in a single occupation from several workplaces (a craft local), or multiple occupations in multiple workplaces in multiple industries (an amalgamated local).

Most worksites also have one or more elected or appointed shop stewards who are the primary point of contact for most unionized employees; the stewards’ most important responsibility is processing grievances that have been filed within their work groups.

Local unions are governed by a president and executive committee who are democratically elected; there may also be a negotiation committee and a grievance committee; some local unions may be active in local politics and in trying to organize new members.

Nearly all local unions are part of a national union; some, however, may be an independent organization and not part of a national union.

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National union structures - National unions charter the local unions and often have final approval authority over local actions

National unions are responsible for:

Organizing new members,

Providing research and training,

lobbying legislators,

providing strike benefits,

Supervising the collective bargaining process

The Structure of the U.S. Labor Movement

National Union Structures

There are approximately 100 national unions in the United States. The largest are the National Education Association (NEA) with over 3.2 million members and the Teamsters, United Food and Commercial Workers (UFCW), Service Employees International Union (SEIU), and American Federation of State, County, and Municipal Employees (AFSCME), each with over 1 million members.

Some national unions are called “internationals” because they also have locals in Canada; for example, the UFCW’s full name is the United Food and Commercial Workers International Union.

While local unions are the focal point of most rank-and-file members’ contact with the union, the greatest power and authority generally lie with the national unions.

National unions charter the local unions and often have final approval authority over local actions.

Most national unions are responsible for the following functions:

Organizing new members

Providing research and training

Lobbying legislators

Providing strike benefits

Supervising the collective bargaining process

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National unions are governed through traditional democratic methods

National union officers are periodically elected

When bargaining with larger companies, the national union may directly handle collective bargaining;

with smaller companies, a local union’s negotiating committee may take the lead, but often with the support and advice of a national union staff member.

The Structure of the U.S. Labor Movement

National unions, like local unions, are governed through traditional democratic methods;

national union officers are periodically elected either directly by the membership or indirectly through elected delegates;

overall policy directions and changes to the constitution are made through periodic conventions attended by delegates elected by the union’s membership.

When bargaining with larger companies, the national union may directly handle collective bargaining; with smaller companies, a local union’s negotiating committee may take the lead, but often with the support and advice of a national union staff member.

Although unions have increased their use of formal human resources, financial, and strategic planning processes, improving the management and strategic planning skills of union leaders is needed.

Historically it was easy to distinguish between national craft unions representing workers in a single craft and national industrial unions representing all workers in a single industry. But unions have diversified and merged over the years, so there is now less of a distinction.

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U.S. unions represent workers from diverse occupations and industries

U.S. unions are general unions and true industrial or craft unions

The pros and cons of general unions

The strength that the national unions gain by diverse organizing activity outweighs the potential problems of individual workers

Rival unionism: Union competition for members

The Structure of the U.S. Labor Movement

U.S. unions represent workers from diverse occupations and industries

U.S. unions are general unions and true industrial or craft unions

The Pros and Cons of General Unions

One persistent question for the U.S. labor movement is whether the increased strength that the national unions gain by increasing their membership and financial base through mergers and diverse organizing activity outweighs the potential problems with being responsive to the increasingly disparate needs and situations of individual workers.

Opportunistic mergers and organizing activity are criticized and characterized as “nickel-and-dime business unionism” that lacks a coherent strategy for representing diverse workers; also, mergers do not always go smoothly.

A related question relates to union competition for members, or rival unionism. Merger activity reduces interunion competition. But diverse organizing activity among general unions increases competition among unions.

The question for the labor movement is whether this competition is a waste of precious resources or whether it causes better representation; perhaps the benefits of competition that cause corporations to innovate and strive for better goods and services also apply to labor unions.

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Figure 5.1 - The Structure of the U.S. Labor Movement

National unions generally comprises of the following:

Departments—consist of specialized staff in important functional areas; common departments include organizing, collective bargaining, research, education or training, and government affairs.

Divisions or conferences—focus on important industries or occupations within a national union and provide the opportunity for coordination and networking within these areas.

Regions—consist of regional or district offices to serve the local unions.

Local unions are like state governments—they have their own elected officials and can pursue their own policies and conduct their own activities, subject to the ultimate approval of a superior authority.

National unions are like the federal government—they have the ultimate authority.

The AFL–CIO is like the United Nations—it provides overall leadership and important services, but membership is voluntary; neither the AFL–CIO nor the United Nations has the authority to compel its members to comply with its decisions.

The Structure of the U.S. Labor Movement

To further appreciate the power structure of the U.S. labor movement, it is instructive to compare it to the levels of government in the United States.

National unions are like the federal government—they have the ultimate authority.

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National and international union federations

Structure of each country’s labor movement is one or more national labor federations

Labor federation is an association of labor unions providing support to the labor movement

The Structure of the U.S. Labor Movement

At the top of the structure of each country’s labor movement is one or more national labor federations.

A labor federation is an association of labor unions that provides support and leadership to the labor movement

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American Federation of Labor–Congress of Industrial Organizations (AFL–CIO)

National union federations

Change to Win federation

So what are the two national union federations in the U.S.?

The American Federation of Labor–Congress of Industrial Organizations (AFL–CIO) was a major national labor federation in the United States between 1955 and 2005; it consists of 56 national unions that represent 10.5 million workers; a fraction of the union dues collected by each member union is forwarded to the AFL–CIO to fund its operations.

Change to Win Federation is a coalition of American labor unions originally formed in 2005 as an alternative to the AFL-CIO. The coalition is associated with strong advocacy of the organizing model. The Change to Win Federation is a democratic federation of labor unions representing more than 5.5 million working men and women.

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The AFL–CIO plays an important leadership role in the direction and coordination of the U.S. labor movement

Organizing, negotiating, and grievance handling is done by local and national unions

it consists of 56 national unions that represent 10.5 million workers

The Structure of the U.S. Labor Movement

AFL-CIO is responsible for Organizing, negotiating, and grievance handling is done by local and national unions

it consists of 56 national unions that represent 10.5 million workers;

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The AFL–CIO’s main functions are:

Political lobbying

Research

Education

Overall coordination and direction

The Structure of the U.S. Labor Movement

The AFL–CIO’s main functions are:

Political lobbying

Research

Education

Overall coordination and direction

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Figure 5.2 - AFL–CIO Organization Chart

Figure 5.2 presents the AFL–CIO Organization Chart

Following are some of the features of the organizational structure of the AFL–CIO:

Specialized departments called programmatic departments—include civil and human rights, international affairs, organizing, and several pertaining to the AFL–CIO’s political function (legislative, political, and public policy).

Divisions for specific industries or occupations called trade and industrial departments—include building and construction trades, food and allied services, maritime trades, and professional employees.

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Competing national union federations

Continued decline of the U.S. labor movement led to unusually open and pointed calls for a change in leadership of the AFL-CIO

Presidents pressed for shifting the AFL–CIO’s from political activities to organizing activities

Resulted in several unions leaving the AFL–CIO and forming the Change to Win federation

The Structure of the U.S. Labor Movement

Frustration with the continued decline of the U.S. labor movement led to unusually open and pointed calls for a change in the direction and leadership of the AFL–CIO in 2004.

Presidents pressed for shifting the AFL–CIO’s from political activities to organizing activities

Several union presidents wanted to see the AFL–CIO rationalize the structure of the labor movement by consolidating smaller unions and refocusing the diffuse energy of general unions toward specific core jurisdictions like the industrial unions of the 1930s.

The calls for change combined with significant rivalries among various union leaders resulted in several unions leaving the AFL–CIO in 2005 and forming a new labor federation, the Change to Win federation—includes only seven unions, but they are among the largest and represent a total of 6 million workers.

The breakup of the AFL–CIO rippled throughout the structure of the labor movement, especially at the local and state levels, where AFL–CIO–affiliated central labor councils and state federations were forced to expel local unions affiliated with Change to Win.

The national AFL–CIO created a “Solidarity Charter” program in which local unions from the Change to Win federation are allowed to be part of the local and state AFL–CIO bodies.

Over 5.5 million workers

Affiliated Unions

International Brotherhood of Teamsters (IBT)

Service Employees International Union (SEIU)

United Farm Workers of America (UFW)

United Food and Commercial Workers International Union (UFCW)

Change to Win Federation

The Change to Win Organizing Center (CtW) is a coalition of American labor unions originally formed in 2005 as an alternative to the AFL-CIO.

Over 5.5 million workers united to create Change to Win

The coalition is associated with strong advocacy of the organizing model. The coalition currently consists of The International Brotherhood of Teamsters (IBT); Service Employees International Union (SEIU); and United Farm Workers (UFW). Communications Workers of America (CWA) is affiliated with both CtW[2] and AFL-CIO.

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Union democracy

Democracy in unions is championed because of the belief that democratic unions more effectively represent their members

Analyzed along three dimensions

Procedural,

Behavioral,

Substantive

The Structure of the U.S. Labor Movement

A primary role of labor unions is to provide voice. This makes it imperative for unions to be democratic; democracy in unions is also championed because of the belief that democratic unions more effectively represent their members.

Union democracy can be analyzed along the following three dimensions:

Procedural—procedurally, U.S. law (the Landrum–Griffin Act of 1959) mandates basic democratic procedures within unions, including free speech and election provisions.

Behavioral—behaviorally, unions appear to be more democratically vibrant at the local than the national level.

Substantive—even if officer turnover is low, however, the presence of opposition can keep leadership responsive to its membership.

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Managerial pressures for employee involvement in workplace decision making undermine union democracy by:

Eroding employee commitment to their union

Lowering participation in union affairs

The Structure of the U.S. Labor Movement

Managerial pressures for employee involvement in workplace decision making can also undermine union democracy

by eroding employee commitment to their union and

lowering participation in union affairs.

We have come to the end of our lecture today. If you have any questions, please feel free to email me.

See you next class!