trade union
enUKtrade union
trade union
ortrades union
trade′ un′ion
n.
trade union
| Noun | 1. |  trade union - an organization of employees formed to bargain with the employer; "you have to join the union in order to get a job" |
| 单词 | trade union | |||
| 释义 | trade unionenUKtrade uniontrade unionortrades uniontrade′ un′ionn. trade union
trade(treid) nountrade union→ 工会zhCNtrade unionenUKtrade union:see union, laborunion, labor,association of workers for the purpose of improving their economic status and working conditions through collective bargaining with employers. Historically there have been two chief types of unions: the horizontal, or craft, union, in which all the members are ..... Click the link for more information. . Trade uniontrade(s) unionan employee organization primarily concerned with improving the conditions and rewards of the working lives of its members. Sociological analysis of trade unions has involved:
Internationally, differences in overall patterns of trade-union organization (e.g. number of unions, degree of centralization and involvement in government and level of membership) are striking; sociologists have also been interested in the implications of these differences. Trade unions can be distinguished from PROFESSIONS, which are fully in control of the content of specific areas of work and often also able to control recruitment, and also from staff associations, which, as largely management-sponsored organizations, are often limited to a consultative role (see also UNIONATENESS). Explanations for the emergence of, and variations in types and objectives of, trade unions have occasioned considerable debate. Fundamentally, however, trade unions can be regarded as attempts to offset the unequal relationship between employees and employers under capitalism (see also CAPITALIST LABOUR CONTRACT). Differences in the manner and degree to which different categories of workers were able to enhance their bargaining capacity accounted for historical differences between different kinds of trade-union organization, e.g. distinctions between ‘craft’, ‘general’ and ‘industrial’ unions. More recently, distinctions between different types of trade union have tended to break down, with the proliferation of new ‘market-based unions’ (i.e. accepting single union, single status, flexible working, no-strike agreements), and a debate within the trade union movement between ‘traditionalists’ and ‘new realists’. The problems currently facing unions in Britain are those arising from the restructuring of the national and international economy, decline in membership (particularly in manufacturing), anti-trade- union legislation and reduced union political influence (see also CORPORATISM) Analysis of the internal dynamics of trade unions has been largely concerned with testing MICHELS’ thesis that as political organizations grow larger they become less democratic and more conservative (see also IRON LAW OF OLIGARCHY). Conclusive statements on this issue are difficult given the various measures of democracy that exist (e.g. responsive leadership, institutionalized opposition, active participation, effective representation of members’ interests). It is clear, however, that variations in levels of ‘democracy’ are related to the characteristics of the membership of a union (e.g. social status) and the context in which the union operates (see also LIPSET). A main strand of sociological debate about the social impact and effectiveness of trade unions has concerned their implications for CLASS CONSCIOUSNESS and whether they constitute any kind of threat to capitalism. Explanations for what are in fact usually seen as relatively limited trade-union objectives -at least in Britain – have focused on:
trade unionenUKTrade UnionAn organization of workers in the same skilled occupation or related skilled occupations who act together to secure for all members favorable wages, hours, and other working conditions. Trade unions in the United States were first organized in the early nineteenth century. The main purpose of a trade union is to collectively bargain with employers for wages, hours, and working conditions. Until the 1930s trade unions were at a severe disadvantage with management, mainly because few laws recognized the right of workers to organize. With the passage of the National Labor Relations Act (Wagner Act) of 1935 (29 U.S.C.A. § 151 et seq.), the right of employees to form, join, or aid labor unions was recognized by the federal government. Trade unions are entitled to conduct a strike against employers. A strike is usually the last resort of a trade union, but when negotiations have reached an impasse, a strike may be the only bargaining tool left for employees. There are two principal types of trade unions: craft unions and industrial unions. Craft unions are composed of workers performing a specific trade, such as electricians, carpenters, plumbers, or printers. Industrial union workers include all workers in a specific industry, no matter what their trade, such as automobile or steel workers. In the United States, craft and industrial unions were represented by different national labor organizations until 1955. The craft unions that dominated the american federation of labor (AFL) opposed organizing industrial workers. During the 1930s several AFL unions seeking a national organization of industrial workers formed the Committee for Industrial Organization (CIO). The CIO aggressively organized millions of industrial workers who labored in automobile, steel, and rubber plants. In 1938 the AFL expelled the unions that had formed the CIO. The CIO then formed its own organization and changed its name to Congress of Industrial Organizations. In 1955 the AFL and CIO merged into a single organization, the AFL-CIO. Membership in U.S. trade unions has fallen since the 1950s, as the number of workers in the manufacturing sector of the U.S. economy has steadily declined. Union membership in 1995 comprised just 14.9 percent of the workforce, compared with a high of 34.7 percent in 1954. Cross-referencesCollective Bargaining; Labor Law. trade unionan organization (whether permanent or temporary) that consists wholly or mainly of workers all in an organization whose principal purposes include the regulation of relations between workers and employers. It is not to be treated as a body corporate but it may sue or be sued in its own name. Special rights and privileges accrue to a union that is certified as independent by the Certification Officer, who must also maintain a list of unions. The main legal benefit a union has over other bodies is the immunity that it and its members and officials have against many tort actions. However, aside from the GOLDEN FORMULAE, which must be satisfied, recent restrictions require action that is sought to be immune to be founded upon open and fair balloting of members.trade unionenUKtrade unionan organization of employees whose primary objective is to protect and advance the economic interests of its members by negotiating WAGE RATES and conditions of employment with employers or managers. There are a number of different types of union:
Enterprise unions are an important feature of the large-firm sector in Japan, whilst most union members in Germany are to be found in industrial unions. Trade unions may also be organized on political or religious lines, as in France. A distinction can also be drawn between differing philosophies of trade unionism. In business unionism the union's sole objective is the improvement of the pay and conditions of its members. Such unions do not concern themselves with wider social and political issues. In this model the job of the union leader is simply to sell the labour of the membership at the highest price. By contrast, in welfare unionism unions seek improvements in social benefits (for example child benefit payments) through political action as well as improvements in pay and conditions. In so far as many British trade unions have concerned themselves with social and political issues, welfare unionism could be said to be the main approach in Britain. Nevertheless, improvements in pay and conditions remain their primary objective. The basic unit of organization of trade unions is generally the union branch, composed of all members in a particular workplace or locality. In many industries, representation of members' interests in particular workplaces is undertaken not by officers of the branch but by lay officials elected separately (see SHOP STEWARDS). Union policy is determined by a periodic conference attended by delegates from the branches, whilst the running of the union is overseen by an executive committee elected by the members (Trade Union Act 1984). Day-to-day management of the union is in the hands of paid officials. Critics of trade unions have argued that the officials and activists do not adequately represent the views and interests of the ordinary member. However, the conduct of most unions is based on democratic procedures, and the union member does have the opportunity to influence union policy-making and behaviour. Union membership and union density (i.e. the proportion of labour force in union membership) declined in most advanced industrialized countries during the 1980s. In the UK, membership fluctuated at around 45% of the labour force for much of the post war period but rose to over 50% in the 1970s as a result of governmental and managerial encouragement of union membership and the CLOSED SHOP. Currently (2005) union membership is about 30% of the total workforce. See COLLECTIVE BARGAINING, INDUSTRIAL RELATIONS, WHITE-COLLAR UNION, STATUTORY UNION RECOGNITION PROCEDURE. trade unionan organization that represents the economic interests of the LABOUR FORCE.Unions come in a variety of forms, for example:
The prime objective of a union is to protect and advance the interests of its members by negotiating PAY rates and conditions of employment (number of hours worked, grounds for dismissal, etc.). As such, unions have an important influence on the price of labour and supply costs in individual industries, and also, in the broader macroeconomic context, through the impact of wage rate changes on the level of UNEMPLOYMENT and the rate of INFLATION. Trade union militancy was a significant factor in the so-called ‘British disease’ of the 1960s and 1970s, characterized by a substantial loss of working days because of strike action and disruptive restrictive labour practices, leading to high wage costs, poor productivity and declining international competitiveness. In the 1980s a number of SUPPLY-SIDE policies were introduced by the government to remedy this situation by promoting greater LABOUR MARKET flexibility. In 2003 there were some 192 listed unions in the UK, down from 327 in 1990 as a result of many mergers. Currently, the largest unions are Unison (the public service union with 1.3 million members), Amicus (representing engineers and electricians, etc., with 1.1 million members) and the Transport and General Workers Union, with 0.8 million members. Since peaking in 1979, when 13.2 million people were members of a trade union, union membership fell to 10 million in 1990, falling further to 7.7 million in 2003. In 1990,39% of total employees were members of a trade union, falling to 30% in 2003. Declining trade union membership has been variously attributed to a growing indifference to unions among the labour force, the introduction of EMPLOYMENT LAWS aimed at reducing trade union powers to ‘coerce’ employees and the current preference of many employers to recruit non-unionized labour. See TRADE UNION ACT 1984, TRADE UNION REFORM AND EMPLOYMENT RIGHTS ACT 1993. Trade unions in the UK are managed by full-time elected officials with assistance from workplace representatives (shop stewards). The Trades Union Congress (TUC) serves as the union movement's central coordinating body, representing union views in dealings with employers’ organizations and the government. See LABOUR MARKET, COLLECTIVE BARGAINING, PHILLIPS CURVE, WORKER PARTICIPATION, INDUSTRIAL RELATIONS, INDUSTRIAL DISPUTE. trade unionenUK
Synonyms for trade union
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