The Revolutionary Theory
In the modern world, it is necessary to understand the application of unionism and its importance in the business. As stated by Barnes and Markey (2015) most countries and its subsequent companies have unions that help in the development of the companies and uphold the interests of the employees. In this regard, it can be said that unionism is one of the essential factors that need to be maintained by organisations so that it can maintain a balance between the interests of the employees and the demands of the employers. The assignment focuses on the application of unionism in countries like United Kingdom, United States and Australia. Recent changes in the development of the companies in the countries are taken into consideration that provides an analysis of the factors necessary for the rise of trade unions and building a proper relationship between the employees and the employers.
The theory to be applied is the Revolutionary Theory. Karl Marx developed this theory for helping out the working class. In the opinion of Marx, the trade unions can help in overthrowing capitalism (Barnes & Markey, 2015). It helps in the development of workers and organisations. Karl Marx initiated the revolutionary theory so that trade unions can be developed in a proper manner. This theory focuses on the demands of the working class and ensures that the people are provided with justified salary for the work undertaken. This can help in the development of the workers and for the development of an organisation. As stated by Mommsen and Husung (2017) it is important to understand every theory that exists in order to understand the best suitability in terms of trade unions. This can help in identifying the proper theory so that every organisation in a unanimous as well as united method can use it to understand the demands of the employees.
It can be said that the trade unions provide a proper understanding of the factors that determine the level of competence of the employees and the manner in which organisations need to treat every employee. Thereby an analysis of the trade unions can be made in order to understand the best theory that can be suitable. At the same time as stated by Mosimann and Pontusson (2017) the work culture of the countries also need to be taken into consideration to identify the rate of trade unionism that exists in the countries and the companies.
Application of Trade Unions in Different Countries
An example of the Revolutionary Theory can be provided from the application of the theories and responses that are undertaken by the people of the United States in trying to overthrow the dominant nature of business adopted by Donald Trump. In the case of the United States, an example can be given about the governance of Trump. According to Fairbrother and Gekara (2016), it is important that the workers unite against the policies taken by Trump in over throwing the non-US residents. This provided a catastrophic disaster in the production of the United States, which has lead to the development of the revolutionary movement. It has been seen that Donald Trump has been involved with cancelling out visa and passport of the Non-Americans one they leave the country to travel back to the hometown. Hence, the rate of production and project across the country has diminished further. As stated by Upchurch and Taylor (2016) it is important for every organisation to maintain a proper relation with the employees so that it can help in the growth of the organisation. As seen from the case of the United States, it is important that the companies maintain a balance between the conquest of Donald Trump as well as the manner in which it maintain its dominance in the industry.
In the United Kingdom, the Revolutionary Theory of trade union had formed since the colonial times. This included the dominance of the employers over the workers. However, with changes in times and work culture the trade unions began to develop its business competence (Cole & Limb, 2017). Cultural implications led to the rise of unionism in the United Kingdom market. As seen earlier, in the United Kingdom, the trade unions were formed as early as the time of colonialism. During those times, the unions had the opportunities to impose its dominance in the organisations. However, in the recent times the dominance has reduced mainly due to the mutual relation and the cultural implication that takes place between the employees and the employers. This provided the companies with an opportunity to dominate in the market.
Another example can be provided is that in Australia in which the people of the country have seemed to provide resistance in the application of changes. In Australia, the workers have showed resistance to changes. Frequent changes in an organisation can disrupt its flow of work. It is the duty of the trade unions to complete a negotiation process between the managers and the workers (Chase, 2017). This can help in the development of the organisations and mitigate the resistance. This is mainly due to the development of new organisations in the country and the existing organisations need to make frequent changes. The role of the trade unions in this case is to ensure that the changes do not hamper the functioning of the workers. This can be done by understanding the demands of the employees and to ensure that excessive pressure is not inserted on the people so that they may succumb to the needs of the organisations. As stated by Pelling (2016) in Australia, the dominance of international market make the country more proving in terms of working with the trade unions to oversee the works within an industry.
Resistance to Changes in the Organisation
The call centre in the United States had provided similar resistance over Trump’s declaration. Loss of labour equalled loss of productivity in the organisations. This also contributed to an increased level of competence of the workers along with responsibility. Hence, it provided to be an excessive factor for the development of resistance. As evidenced by Hattam (2014), in the United States, the workers had developed resistance against the tantrums developed by Trump. The declaration that non-US residents were not welcomed in the country provided a significant loss in the productivity within the companies. At the same time, it increased the work pressure on the loyal people. It can be said that “resistance of companies like call centres can be associated with the development of rebellion in the United States”.
In the United Kingdom, the companies ensure that a harmonious relation takes place. As seen in the case of Tesco, the union leaders do not have enough dominance in the matters related to the company (Cooper & Ellem, 2016). The application of the Revolutionary Theory can help Tesco to maintain a balance in the organisation and develop it in a proper manner. It has been seen in the United Kingdom, that the trade unions does not dominate the industry. This is mainly because apart from the monarchy of the country, the people within the organisation work in a harmonious manner to contribute for the development of organisational success. This can be evidenced from Tesco, as it is the leading companies in the retail sector of the market. Hence, it can be said that the application of the Revolutionary Theory can help in the development of a harmonious existence between the employees and the employers. In the case of Tesco, the company maintain its trade union but to an extent that it provides scope of improvement by applying the Revolutionary Theory and at the same time ensue that unlike in Australia or the United States, the efforts of the employees remain appreciated. According to Quinlan (2017), in the United Kingdom the harmonious existence of the employees and the employers provide for a critical application of trade unions and its impact.
The application of the Revolutionary Theory can be attributed to the development of organisations and the rebellious nature of the people. It has been seen that in a company like Woolworths, excessive changes have brought a high rate of turnover in the company. Woolworths is a multinational company located in Australia. This helps in understanding the situation of Woolworths in the unionism context (Lester, 2015). It also resulted in the increase of trade union activities within the Australian market and the employees had resisted to work under extreme circumstances that amounted for continuous change. In the case of Woolworths, the employees had showed resistance in working in changing the environment of work. As observed by Lewin (2017) “it provided a clear opinion about the resistance it showed by the workers over working in an unstable environment”.
Importance of Proper Trade Union Policy
It can be said from the analysis that it is necessary for every organisation to develop a proper trade union policy. This can help the companies to continue with its growth and maintain an effective employee-employer relationship. At the same time, it can be said that in countries like United Kingdom, United States and Australia the effectiveness of trade unionism is high owing to the compromises that the organisations in these countries need to undertake. Hence, it can be said that in order to ensure that trade unionism takes place in an organisation in an effective manner every organisation need to analyse its potential and device a proper strategy so that it can remain effective in business.
In the case of adoption of revolutionary theory, the future of trade unions can provide a proper understanding of the developed factor in the companies. McAlpine and Roberts (2017) is of the opinion that it is necessary that every company undertakes an analysis of the factors that contribute towards the development of the organisations. As seen from the evidences, in Australia the level of trade unionism is more as compared to that of the United Kingdom. This provides an analysis of the effectiveness and justifies the selection of revolutionary theory as a means of undertaking the trade unions in the organisations.
It can be said that in order to continue with the application of trade union, it is necessary that every organisation conduct a balance between the interests of the employers and the demands of the employees. In the case of US, United Kingdom and Australia, unionism plays a dominant role in dictating the functions of organisation. Although in the United Kingdom the dominance of unionism is less, the remaining countries show a high rate of tolerance in the unionism and its applicability. Unionism plays a major role in the development of organisations in the modern world. In the markets of United Kingdom, unionism cannot be pointed as a source of management strategy. However, in the US and Australian markets unionism plays a vital role for dominating the workers. Hence, a balance is required to be maintained between the expectations of the employees and the employers.
Reference
Barnes, A., & Markey, R. (2015). Evaluating the organising model of trade unionism: An Australian perspective. The Economic and Labour Relations Review, 26(4), 513-525.
Chase, M. (2017). Early trade unionism: fraternity, skill and the politics of labour. Routledge.
Cole, P., & Limb, P. (2017). Hooks down! Anti-apartheid activism and solidarity among maritime unions in Australia and the United States. Labor History, 58(3), 303-326.
Cooper, R., & Ellem, B. (2016). Cold Climate: Australian Unions, Policy, and the State. Comp. Lab. L. & Pol’y J., 38, 415.
Fairbrother, P., & Gekara, V. (2016). Multi-scalar trade unionism: Lessons from maritime unions. Relations Industrielles/Industrial Relations, 71(4), 589-610.
Hattam, V. C. (2014). Labor visions and state power: The origins of business unionism in the United States (Vol. 141). Princeton University Press.
Lester, R. A. (2015). As unions mature: An analysis of the evolution of American unionism. Princeton University Press.
Lewin, D. (2017). Unionism and employment conflict resolution: Rethinking collective voice and its consequences. In What Do Unions Do? (pp. 313-345). Routledge.
McAlpine, K., & Roberts, S. (2017). The future of trade unions in Australia. Chris White Online.
Mommsen, W., & Husung, H. G. (2017). The development of trade unionism in Great Britain and Germany, 1880-1914. Routledge.
Mosimann, N., & Pontusson, J. (2017). Solidaristic unionism and support for redistribution in contemporary Europe. World Politics, 69(3), 448-492.
Pelling, H. (2016). A history of British trade unionism. Springer.
Quinlan, M. (2017). The Origins of Worker Mobilisation: Australia 1788-1850. Routledge.
Upchurch, M., & Taylor, G. (2016). The crisis of social democratic trade unionism in Western Europe: The search for alternatives. Routledge.
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