Trade Unions in Australia

Table of table of contents Executive Summary.. Page 3 IntroductionPage 4 Benefits of get together a coalescency. Page 6 Membership declines and jounce of ordinancePage 7 Effect of human being Resources on Employees and essenceture membershipsPage 9 ConclusionPage 10 ReferencesPage 11 Executive Summary Since the 1980s coer coupling membership poesy racket make declined rapidly ( Balnave et al, 2007, pg 130).Once upon a time it was shut up primal for employees to be part of a join as it entitled them to fall in a collective vocalize, and indicator to build a congenial head for the hillsplace. at that place have been many f proceedors that have contributed to this decline in total memberships much(pre no.inal) as changes in body of work organise as well as growth in employee numbers (Pat much, 1992, pg 227 ). Changes in legislation by the Howard governance with the effectuation of the 1996 Workplace dealings motion and former(a)r the Workchoices map restri ct look at piths in a large vogue in that respectfore bring to the decline in members.The increasing use of Human Resources within businesses is in any case impacting as employees atomic number 18 choosing to presently consult management over issues quite a then involving a triad gear fellowship. With the Labour company regaining personnel in 2007 the legislations have straight off been adjusted in favour of wad unions. However they are sledding to have to continue to work gravely so employees choose to join unions and begin to go against this declining trend of union memberships (Cooper, 2004, pg 207). IntroductionA trade union is an organisation of employees whose rivet is the breastplate and negotiation of pay invests and conditions of employment ( Balnave et al, pg 536, 2007). By bulk joining together as a collective non an individual, produces a bulky tote up of power when dealing with issues much(prenominal) as wages and works conditions (Balnave et al, 2007, pg125). It is this power that influences changes to occur in employment traffic and as a resoluteness employees become satisfied with their workplace.Trade unions for many categorys without delay have vie a key role in Australias structure of employee relations ( Balnave et al, 2007, pg 124 ). It can be noted that trade unions in Australia see back to as early as the rebellions do my convicts in regards to their living conditions and have moved forward to the current issues of employees much(prenominal)(prenominal) as work conditions, pay rates and various other factors (ACTU website). From the eld 1850-1990, trade unions were offici totallyy established in Australia (ACTU website) and various unions were formed such as the shearers union, seaman union and miners union (ACTU website).In 1901 the NSW Industrial Arbitration exploit was passed. This act was bought about in the hope of creating productive workplaces by up the standards of workplaces ( ACTU website). Also this act issued compulsory arbitration so that if a argufy did arise within the workplace, it must be bought to the Industrial Relations committal (ACTU website). Since the 1980s trade unions in Australia have declined significantly (Patmore, 1992, pg 225). at a rate of 1% per year then increased to 2% per year in the 1990s. ( Balnave et al, 2007, pg 137).There are several reasons as to why this has occurred such as the structure of the workplace, for example the increase in causal push (Patmore, 1992, pg 227), changes in economic markets, increase in flexibility given to employers over employees, increase in managerial rights and the behaviour of unions overtime (Balnave et al, 2007, pg 138) . The biggest change of all for trade unions in Australia came about in 1996, with the re cosmos of the innocent party down the stairs the power of John Howard. It was here that the development of the Workplace Relations solve occurred.This act saw the debut of Australian Work Agr eements (AWAs). These agreements allowed for employers to work about with their employees to set their own working conditions that would be suited to their work practices. The eld following saw the Australian Council of Trade labor unions along with the Labour regimen be givening against Howards idea of industrial relations ( Cooper, 2008, pg 285). In late 2007, the labour governing body regained power of the federal parliament. From here the Rudd organization activity moved to create the Forward with Fairness policy that still stands to date ( Cooper, 2008, pg 286).This was more beneficial for the unions. The unions save will remain tarnished from Howards workchoices for quiet sometime and must focus on recruiting new members (Brigden, 2008, pg 365) if unions are going to remain within Australia. Human Resources practices have likewise impacted on unions as managers within a workplace are encouraged to directly work directly with their employees, kinda then including a third party such as a trade union ( Balnave et al, 2007, pg 169). Because of this, trade union members will continue to declineBenefits of joining a union join a union can be extremely beneficial for its members. A union offers its members the happening to join a collective go for sort of then fight individually. It increases economic benefits, increases productivity and workplace trade protection ( Balnave et al, 2007, pg 131). The culture of the workplace may also influence ones last to join a union. When faced with a problem it is a lot easier to last to fight this problem if you are part of a collective rather then burn down the problem as an individual.In the case of trade unions, the advantage of macrocosm part of a collective style that the union can approach management so that matters between management and employees are discussed on a more even slate ( Balnave et al, 2007, pg 133). Also being part of a collective group means that members are equal in front of a t ribunal, and at that placefore have equal chance of success ( Balnave et al, 2007, pg 135). This is something that a member would expect of their membership.Trade unions also get up effective when they act as lobby groups as a means of getting both parliament and the publics attention something that would be difficult to do as an individual ( Balnave et al, 2007, pg 135). Trade unions are said to increase economic benefits as the presence and influences of a union may create changes in wages and working conditions (Balnave et al, 2007, pg 134). If an employee is satisfied with their wage and conditions then it is most liable(predicate) that they will be more productive and therefore a greater asset for the company.Being part of a union enables protection for an employee in many areas including training, recruitment, wages and conditions of the workplace (Balnave et al, 2007, pg 132). This protection is important for an employee if their employer is expecting them to be economica l within the workplace. Lastly if the culture of the workplace is very union orientated, an employee is not going to feel well-situated if they too are not a member and vice versa. then culture has an influence. There is also the argumentation that unions do not offer as many benefits as promised and members do not achieve any benefits.In terms of economic benefit, yes a union may influence an increase in wages, however in return management may increase work pressure on employees ( Balnave et al, 2007, pg 134). At the same time, the decline in union membership numbers is affecting the ability of unions to effectively influence management (Balnave et al, 2007, 133). Because of this employees do not see the benefits in joining a union. Membership declines and impact of legislation Since the 1980s union memberships have declined in Australia at an alarming rate ( 2004).Memberships in 1988 stood at 42% opposed to 2003 with a small fate of 23% (2004). This decline in membership can be explained by different variables such as change in workplace structure such as the move to more effortless positions, workplaces employing larger groups of people and poor economic performance. The employers ability to make better wages also tests the need for unions ( Patmore, 1992, pg 227). Due to the close relationships that Trade unions share with the labour party many unions had relied on this relationship to make the conditions and wages for their members more pleasurable (Patmore, 1992, pg 231).So the re- election of the liberal government in the 90s impacted significantly on the declining number of union members as there was no positive relationship between unions and the liberal party. From here on in the traditional Australian model of industrial relations was tarnished as yet again the people had chosen a government who had introduced an anti- union plan ( Barnes, 2005, 370). The first initial major change by the Howard government was the introduction of Workplace Relat ions ACT of 1996. This Act saw the introduction of Australian Workplace Agreements (AWAs).These agreements enabled the employer and employee to formulate their own agreement conditions without any insert from unions. The agreements had to pass the No Disadvantage Test ensuring that an employee would in no way be discriminated by these individual AWA agreements (Balnave et al, 2007, pg 146). After winning the Australian peoples vote in the 2004 election, Howards government employ changes to legislation which are considered to be the most significant in Australias history of industrial relations since the Conciliation and Arbitration Act of 1904 ( Riley & Sarina, 2005, pg 343).These changes complex amendments to the Workplace Relations Act of 1996, to generate The Workplace Relations Act 2005, which is also known as Workchoices. The prime aim of workchoices was to shift the power in the workplace to be in favour of employers ( Barnes, 2005, pg 373). This introduction of this act r eally impacted on the involvement of trade unions in innumerous ways. Firstly they destroyed the No disadvantage Test, therefore there was no way in which to test employees were receiving basic wages and that their conditions of work were up to standards (Riley & Sarina, 2005, pg 342).Also the unions were no longer able to enter workplaces and were confine to visiting workplaces for recruitment only twice a year. If these rules were breached, penalties did apply ( Cooper, 2004, pg 202). non only were unions unable to easily approach members and employees, but the Workchoices Act made it difficult for unions to partake in industrial action such as strikes (Barnes, 2005, pg 373). Because of the restrictions that workchoices placed on unions, members were not reaping the benefits they were promised.As a result memberships go along to decline (2004). In response to Howards Workchoices Act the Labour government decided to campaign against workchoice in the hope of winning the opinion s of the broader community (Barnes, 2005, pg373). unneurotic with the Australian Council of Trade Unions (ACTU), the Labour government launched a television campaign that dealt with issues such as job security, and a large train of manginess that they believed was occurring in the workplace (Barnes, 2005,pg 375 ).The campaigns must have been some what effective as Labour was select into power at the end of 2007. This was a great turning point for unions as it was the first time after more then a decade that they had not been confronted with an anti-union government ( Brigden, 2008, pg 365 ). Rudds government worked quickly to make amendment to the liberal governments workchoices with the implementation of the Workplace Relations Amendment (Transition to Forward with Fairness) Act 2008.With this new Act came the removal of AWAs and putting in place a new no disadvantage test. The scrapping of AWAs and the re-introduction of the no disadvantage test gave unions the ability to reb uild their members as they now had more ability to approach workplaces as the power had now shifted back to the employees. Due to the impact of Howards adjustments to industrial relations legislations with the introduction of Workplace Relations Act in 1996 then to the inclusion of the Workchoices Act 2006 unions were restricted on their ability to influence employees.This impacted greatly on the decline in union members. The Fair Work Act2008 implemented by Rudds government looks more promising for the continuation of unions, however to re-gain full respect unions are going to have to double their efforts and increase their efforts in years to come ( Cooper, 2004, pg 203). Effect of Human Resources on Employees and Union memberships With the decrease in unions, there has been a noted increase in the use of human resources techniques in the workplace ( Balnave et al, 2007, pg 169).Human Resources is the element of a business that deals traditionally with pay and recruitment as well as planning and business performance ( Griffiths & Lloyd-Walker, 2007, pg 2). The techniques adopted by Human resources focus on the individual and their performance within the workplace ( Balnave et al, 2007 pg, 169). For instance businesses are more focused on including employees in their decision making procedure and rewarding them through reward systems.Also there are fewer management levels within workplaces which enables employees to be placed on a sympathetic level to higher management ( Patmore, 1992, pg 239). This day and age, HR within a workplace is focused on helping the workforce directly rather then including a third party such as a union ( Balnave et al, 2007, pg 169). Employees join unions for various reasons as already discussed such as the ability to be heard as a collective voice rather then as an individual, protection from employers, economic benefits and the culture of a workplace (Balnave et al, 2007, pg 169).Human Resources techniques offer the ability for employees to become more affect with their workplace decisions, it is possible that employees feel that they are able to easily approach management. Because of this employees feel that there is less need for them to become union members. Therefore because employees are able to voice their opinions and take part in the decision making process of their company, it is more then likely that employees will directly approach their management team rather then involving a third party such as a trade union.This inturn has an impact on the declining rate of trade union members. Conclusion Trade unions have played an important role in industrial relations in Australia (Balnave et al, 2007, pg 124). in the first place trade union membership was popular as it offered employees many benefits such as a collective voice and it gives employees a greater amount of power to achieve the pleasant working conditions they are after. For many years now trade union memberships have been declining due to v arious factors such as the change in workplace structure to more casual employment and companies employing larger work forces.However one of the biggest impacts of all was the re-election of the liberal government in 1996. The drastic changes the government made to industrial relations with the introduction of the Workplace Relations Act 1996 and later the Workplace Relations Act 2005. These acts placed large restrictions on unions and as a result the number of union memberships continued to decline. It wasnt until the Rudd government was elected in 2007 that changes were made to these legislations that enabled unions to play a part in industrial relations once again.The modern practice of Human Resources in the workplace is also said to have impacted on the decline of union membership. Through the use of Human Resources techniques companies are now more fain to directly deal with their employees rather then have a third party involved. This is well suited to employees and they may feel more comfortable just approaching management rather then be away of a union which involve fees. The re-election of the labour government in 2007 premise to the changes in legislation that unions needed if they are going to regain their level of importance in industrial relations.However unions are going to have to work hard at doubling their efforts at recruiting employees if trade unions are going to have a positive history in Australia (Cooper, 2004, pg 208). References Balnave, N, Brown, J, Maconachie G, & Stone, RJ 2007 drill Relations in Australia, 2nd edn, Wiley, Milton, QLD. Barns, A, 2005 Trade Unionism in 2005, ledger of industrial relations, vol. 48, no. 3, pp 369-383 Brigden, C, 2008 Unions and Collective Bargaining in 2008, ledger of industrial relations, vol. 51, no. 3, pp 365-378 Cooper, R, 2005 Trade Unionism in 2004, Journal of industrial relations, vol. 7, no. 2, pp 202-211 Cooper, R, 2008 Forward with Fairness? Industrial Relations under Labour 2008, Jo urnal of industrial relations, vol. 51, no. 3, pp 285-296 Griffiths, J & Lloyd-Walker, 2007 Human Resources Management, 3rd edn, Pearson upbringing Australia, French Forest, NSW. Patmore, G, 1992, The future of trade unionism- an Australian perspective, International Journal of Human Resources Management, vol. 3, no. 2 pp 225-239 Riley, J, & Sarina, T, 2005, Industrial legislation in 2005, Journal of industrial relations, vol. 8, no. 3, pp 341-355 About Trade unions, Australian Council of Trade Unions, viewed 10th April, 2010 http//www. actu. org. au/About/Tradeunions/default. aspx Unions History 1900- 1960, Australian Council of Trade Unions, viewed 10th April 2010 http//www. worksite. actu. asn. au/fact-sheets/unionshistory-1900-1960. aspx bear article- Trade union membership, Australian Bureau of statistics, viewed 10th April 2010 http//www. abs. gov. au/AUSSTATS/emailprotected nsf/featurearticlesbyCatalogue/592D2F759D9D38A9CA256EC1000766F7? OpenDocument