TRADE UNION MEMBERSHIP IN EUROPE Portorož (Slovenia) 24 - 26 February 2006 Pere J. Beneyto | University of Valencia 1st session Logics of action, trade

TRADE UNION MEMBERSHIP IN EUROPE

Portorož (Slovenia) 24 - 26 February 2006

Pere J. Beneyto | University of Valencia1st

session

Logics of action,trade union models and membership map

LA AFILIACIÓN SINDICAL EN EUROPA

1

2

AIM

METHODOLOGY

logic and function structure, composition and development strategies and alternatives

theoretical review: trade union models and membership patterns practical work: group discussion and case studies exchange of experiences and proposed action

3 CONTENT

theoretical framework recent evolution and current situation of membership explanatory factors and recruitment strategies

INTRODUCTION


To group together workers on a voluntary basis in order to protect their interests within the framework of asymmetrical industrial relations.

To group together workers on a voluntary basis in order to protect their interests within the framework of asymmetrical industrial relations.

THE LOGIC OF COLLECTIVE ACTION

Membership/influence: … who joins trade unions, why and to achieve what?

Organisation/action: … what do trade unions do, who do they represent and how are they organised?

Trade union models: cooperation/conflict, values/interests

Action strategies: micro/macro, presence/influence

THEORETICAL FRAMEWORKAIM AND FUNCTION OF THE TRADE UNION


THEORETICAL FRAMEWORK

Description and analysis of the structure and evolution of membership:

demographic variables: sex, age, qualification, etc.

socio-economic variables: sector of activity, type of company, contract, professional group, etc.

membership patterns: entry and exit flows, rotation, loyalty, etc.

diachronic evolution (over time) and synchronic evolution (in space)

Description and analysis of the structure and evolution of membership:

demographic variables: sex, age, qualification, etc.

socio-economic variables: sector of activity, type of company, contract, professional group, etc.

membership patterns: entry and exit flows, rotation, loyalty, etc.

diachronic evolution (over time) and synchronic evolution (in space)

[… who joins trade unions?]

THE LOGIC BEHIND INFLUENCE


explanatory factors

economic, social, political and cultural

theoretical focuses

rational choice/social custom theory

free-riding and collective action

evolution/evaluation of motives

ideological/identity

instrumental/pragmatic

explanatory factors

economic, social, political and cultural

theoretical focuses

rational choice/social custom theory

free-riding and collective action

evolution/evaluation of motives

ideological/identity

instrumental/pragmatic

[… why do they join?]

THEORETICAL FRAMEWORKTHE LOGIC BEHIND MEMBERSHIP


Aims (demand)/incentives(supply)

material

both instrumental (protection, advice, etc.) and substantial (salaries, working conditions).

functional

action strategies that make up for the asymmetry of the contractual relationship, limiting the control of the company in terms of the management of jobs, rights and labour guarantees, etc.

identity

values and norms relating to a sense of belonging, identity and solidarity.

sociability

support, common resources, social legitimacy.

Aims (demand)/incentives(supply)

material

both instrumental (protection, advice, etc.) and substantial (salaries, working conditions).

functional

action strategies that make up for the asymmetry of the contractual relationship, limiting the control of the company in terms of the management of jobs, rights and labour guarantees, etc.

identity

values and norms relating to a sense of belonging, identity and solidarity.

sociability

support, common resources, social legitimacy.

[… what do they set out to achieve?]

THEORETICAL FRAMEWORKTHE LOGIC BEHIND MEMBERSHIP


FUNCTIONS

instrumental join forces in order to pool and represent interests

protective/lobbying guidance, protection and promotion of interests

dialogue to play the role of intermediary with regard to other players

[company, institutions]distributive

collective bargaining [salaries, working hours, etc.] and social concertation [pensions, benefits, services, etc.]

productive cooperation, economic competitiveness, social cohesion and

civil participation

instrumental join forces in order to pool and represent interests

protective/lobbying guidance, protection and promotion of interests

dialogue to play the role of intermediary with regard to other players

[company, institutions]distributive

collective bargaining [salaries, working hours, etc.] and social concertation [pensions, benefits, services, etc.]

productive cooperation, economic competitiveness, social cohesion and

civil participation

[… what do trade unions do?]

THEORETICAL FRAMEWORKTHE LOGIC BEHIND INFLUENCE


[… who do they represent?]

representation criteria: associative: direct membership support: electoral representation institutional: dialogue and social power

coverage of representation: restricted/erga omnes models of action

representation criteria: associative: direct membership support: electoral representation institutional: dialogue and social power

coverage of representation: restricted/erga omnes models of action

THEORETICAL FRAMEWORKTHE LOGIC BEHIND ORGANISATION AND ACTION

[… how do they operate?]organisation models:

intra structure: confederal, federal, sectorial, company, category

inter structure: unity/diversitysystems of representation:

monism/dualism negotiation, concertation, conflict pluralism/corporatism

organisation models: intra structure: confederal, federal, sectorial, company,

category inter structure: unity/diversity

systems of representation: monism/dualism negotiation, concertation, conflict pluralism/corporatism


STRONG DEGREE OF CORPORATISM

Industrial relations highly institutionalised: centralised concertation with a broad coverage, Ghent system

System of representation: the Trade Union as a bargainer and unionisation of the representative bodies. Unity between trade unions or little organisational dispersion.

Industrial relations highly institutionalised: centralised concertation with a broad coverage, Ghent system

System of representation: the Trade Union as a bargainer and unionisation of the representative bodies. Unity between trade unions or little organisational dispersion.

THEORETICAL FRAMEWORKSYSTEMS OF REPRESENTATION OF INTERESTS AND TRADE UNION ACTION


PLURALISM

Deregulation and fragmentation of the system of industrial relations, collective bargaining has low coverage. Plurality of professional interests, of categories and posts

Membership as a criterion of representation. Trade union representation splintered, high degree of organisational plurality at grass roots level and weak integration at the top

Deregulation and fragmentation of the system of industrial relations, collective bargaining has low coverage. Plurality of professional interests, of categories and posts

Membership as a criterion of representation. Trade union representation splintered, high degree of organisational plurality at grass roots level and weak integration at the top



LOW DEGREE OF CORPORATISM

Varying degrees of institutionalisation of the system of industrial relations. Discontinuous social concertation and average/broad coverage of collective bargaining

Dual model of representation of interests [membership/support], organisational division. Tendency for change

Varying degrees of institutionalisation of the system of industrial relations. Discontinuous social concertation and average/broad coverage of collective bargaining

Dual model of representation of interests [membership/support], organisational division. Tendency for change



traditional model: mechanical solidarity, homogeneity between employees (manual workers, in central companies and sectors, stable contractual conditions, etc.), fordist membership and trade union.

Crisis and transition, changes in the working environment (segmentation, tertiarisation, flexibility, individualism, etc.), trade unions adapting their strategies to curb the erosion resulting from its capacity to pool and represent interests.

emerging model: organic solidarity, heterogeneity of the employees, post-fordist membership and trade union, broadening of its membership base (integration of the periphery and the emerging segments), organisational change and new action strategies.

traditional model: mechanical solidarity, homogeneity between employees (manual workers, in central companies and sectors, stable contractual conditions, etc.), fordist membership and trade union.

Crisis and transition, changes in the working environment (segmentation, tertiarisation, flexibility, individualism, etc.), trade unions adapting their strategies to curb the erosion resulting from its capacity to pool and represent interests.

emerging model: organic solidarity, heterogeneity of the employees, post-fordist membership and trade union, broadening of its membership base (integration of the periphery and the emerging segments), organisational change and new action strategies.

THEORETICAL FRAMEWORKTRADE UNION TRANSITION


151,000,000 members, in 233 trade unions, in 152 countries

26,000,000 members, in 144 organisations, in 116 countries

Membership rate world-wide

No confirmed figures

NON REGISTERED

WORLD CONFEDERATION OF LABOUR

WORLD FEDERATION OF TRADE UNIONS

INTERNATIONAL CONFEDERATION OF FREE TRADE UNIONS

TRADE UNION STRUCTURE AND MEMBERSHIP

WORLD-WIDE

No confirmed figures

Approximately 15%


1

Source.- Waddington and Hoffman for 1960, 1975 and 1990EIRO, IST for the 2004 figures[*] For the EU candidate countries, the figures relate to 1992-93


RECENT DEVELOPMENTS

-13,839,8-21,446,2-15,258,865,8AUSTRIA

48,255,3--37,3------LUXEMBURGO

5,367--63,6------CHIPRE

38,169,2-450,133,552,239,1BÉLGICA

26,871,58,656,4-0,751,952,3NORUEGA

38,578,8--56,9------MALTA

-0,579,47,779,8113,574,134,7FINLANDIA

7,886,426,180,14,463,560,8DINAMARCA

11,790,89,681,36,974,269,4SUECIA

Variac.%1990-04

2004Variac. %1975-90

1990*Variac. %1960-75

19751960PAÍS

-13,839,8-21,446,2-15,258,865,8AUSTRIA

48,255,3--37,3------LUXEMBURGO

5,367--63,6------CHIPRE

38,169,2-450,133,552,239,1BÉLGICA

27,872,18,656,4-0,751,952,3NORUEGA

38,578,8--56,9------MALTA

-0,579,47,779,8113,574,134,7FINLANDIA

7,886,426,180,14,463,560,8DINAMARCA

11,790,89,681,36,974,269,4SUECIA

Variac.%1990-04

2004Variac. %1975-90

1990*Variac. %1960-75

19751960PAÍS


Source. Waddington and Hoffman for 1960, 1975 and 1990EIRO, IST for the 2004 figures[*] For the EU candidate countries, the figures relate to 1992-93


RECENT DEVELOPMENTS2

--27,9----------CHEQUIA

-14,929,7-6,434,9-0,337,337,4ALEMANIA

-40,530,6--51,4------PORTUGAL

-5631,9--72,5------RUMANIA

-16,331,9-27,238,117,552,344,5REINO UNIDO

--32,2----------ESLOVAQUIA

-43,132,5-4,857,131,36045,7IRLANDA

-3,337,9-19,239,270,248,528,5ITALIA

--39,3----------ESLOVENIA

Variac.%1990-04

2004Variac. %1975-90

1990*Variac. %1960-75

19751960PAÍS

--27,9----------CHEQUIA

-14,929,7-6,434,9-0,337,337,4ALEMANIA

-40,530,6--51,4------PORTUGAL

-5631,9--72,5------RUMANIA

-16,331,9-27,238,117,552,344,5REINO UNIDO

--32,2----------ESLOVAQUIA

-43,132,5-4,857,131,36045,7IRLANDA

-3,337,9-19,239,270,248,528,5ITALIA

--39,3----------ESLOVENIA

Variac.%1990-04

2004Variac. %1975-90

1990*Variac. %1960-75

19751960PAÍS


Source. Waddington and Hoffman for 1960, 1975 and 1990

EIRO, IST for the 2004 figures

[*] For the EU candidate countries, the figures relate to 1992-93

[**] Figures relating to 1980


RECENT DEVELOPMENTS3

,

-37,29,1-35,514,514,822,519,6FRANCIA

1,21722,616,8--13,7**--ESPAÑA

-8017,6--88------ESTONIA

--17,8----------LITUANIA

-60,917,8--45,6------LETONIA

-61,819,7--51,6------POLONIA

-8,723,2--25,4------GRECIA

-66,225,9--76,6------BULGARIA

6,727,2-30,725,5-8,436,840,2HOLANDA

-8,827,9--30,6------HUNGRÍA

Variac. %1990-04

2004Variac. %1975-90

1990*Variac. %1960-75

19751960PAÍS

- 20,711,5-35,514,514,822,519,6FRANCIA

1,21722,616,8--13,7**--ESPAÑA

-8017,6--88------ESTONIA

--17,8----------LITUANIA

-60,917,8--45,6------LETONIA

-61,819,7--51,6------POLONIA

-8,723,2--25,4------GRECIA

-66,225,9--76,6------BULGARIA

6,727,2-30,725,5-8,436,840,2HOLANDA

-8,827,9--30,6------HUNGRÍA

Variac. %1990-04

2004Variac. %1975-90

1990*Variac. %1960-75

19751960PAÍS


2003

Tabla 1 / nuevaASALARIADOS AFILIADOS TASA

UE-15 139.108.000 50.321.000 36,1

UE-10 23.273.000 5.735.000 24,6

UE-25 162.381.000 56.056.000 34,5

+3

[BG-RO-NW]10.587.000 4.053.000 38,3

TOTAL UE25+3

172.968.000 60.109.000 34,7

Source. EIRO and EUROSTAT, 2004


CURRENT SITUATION


Source: Employment market indicators: EUROSTAT Yearbook [2004]; Employment Outlook, OECD [2005]Trade Unionism and Industrial Relations: Developments in trade unionism, EIRO [2004]; Development of the situation in terms of trade union activities [2005] | [*] Preferred level of negotiation : Intersectorial [I], Sectorial [S], Company [C]

AUSTRIA

2003TRADE UNION MEMBERSHIP IN EUROPECURRENT SITUATION



BELGIUM[BE] - BÉLGICA

INDICADORES DE MERCADO DE TRABAJO

SINDICATOS

Y RELACIONES LABORALES Población ocupada

4.187.000

SINDICALISMO

Total afiliación sindical 3.061.000 Tasas de empleo

- total - mujeres - hombres

61,0 54,1 67,7

Distribución sectorial: - agricultura - industria - servicios

2,3

29,9 67,8

Organizaciones: - CSC/ACV - FGTB/ABVV - CGSLB/ACLVB

1.637.000 1.201.000

223.000

Tasa neta de afiliación 69,2

RELACIONES LABORALES

Población asalariada

- mujeres - hombres

3.546.000

44,0 56,0

Empleo temporal 9,1

Negociación colectiva: - tasa de cobertura - nivel*

90 I

Tasa de paro - total - mujeres - hombres - jóvenes -25 - larga duración

8,1 9,0 7,4

19,8 4,2

Conflictividad social: Tasa [jornadas/asalar.x1000]

17,2



Source: Employment market indicators: EUROSTAT Yearbook [2004]; Employment Outlook, OECD [2005]Trade Unionism and Industrial Relations: Developments in trade unionism, EIRO [2004]; Development of the situation in terms of trade union activities [2005] Mapographies on the situation of the social partners in the accession and candidate countries, IST 2004 [*] Preferred level of negotiation : Intersectorial [I], Sectorial [S], Company [C]

BULGARIA[BG] - BULGARIA


SINDICATOS


2.972.000

SINDICALISMO

Total afiliación sindical 665.000 Tasas de empleo


56,2 52,3 60,2


9,7 32,7 57,6

Organizaciones: - CITUB - PODKREPA - Otras

500.000 150.000 15.000




- mujeres - hombres

2.567.000

47,5 52,5

Empleo temporal 6,0


25 S


10,1 9,7 10,4 --- ---

Conflictividad social: Tasa [jornadas/asalar.]x1000

3,0




CYPRUS[CY] - CHIPRE


SINDICATOS


337.000

SINDICALISMO



68,7 58,5 79,5


9,1

20,7 70,2

Organizaciones: - SEK - PEO - Otras

65.000 64.000 46.000




- mujeres - hombres

261.000

48,7 51,3

Empleo temporal 13,8


65

S-C


5,5 6,7 4,5

10,6 1,5


27,6




CZECH REPUBLIC[CZ] – REPÚBLICA CHECA


SINDICATOS


4.699.000

SINDICALISMO



64,7 56,0 73,3


4,5

39,7 55,8

Organizaciones: - CMKOS - ASO - KUK

830.000 200.000

65.000




- mujeres - hombres

3.923.000

46,8 53,2

Empleo temporal 8,7


30 C


7,8 9,8 6,3

21,1 4,2


---




GERMANY


[DE] - ALEMANIA


SINDICATOS Y RELACIONES LABORALES

Población ocupada

35.709.000

SINDICALISMO



65,3 59,3 71,1


2,4 31,6 65,9

Organizaciones: - DGB - DBB - CGB

7.363.000 1.224.000

307.000



Población asalariada - mujeres - hombres

30.840.000

46,4 53,6



67

S-C


11,4 11,0 11,7 15,1 6,1


16,1



DENMARK[DK] - DINAMARCA


SINDICATOS


2.693.000

SINDICALISMO



75,5 70,8 80,1


3,0

23,8 73,2

Organizaciones: - LO - FTF - AC - LH - Otras

1.433.000

356.000 161.000

76.000 125.000




- mujeres - hombres

2.489.000

47,9 52,1

Empleo temporal 9,9


82 S


4,9 5,6 4,2 8,2 1,2


22,7




ESTONIA[EE] - ESTONIA


SINDICATOS


591.000

SINDICALISMO



64,9 63,5 66,5


7,1

34,2 58,7

Organizaciones: - EAKL - TALO - Otras

48.000 37.000 10.000




- mujeres - hombres

541.000

56,2 43,8

Empleo temporal 3,2


29 C


8,3 6,5

10,1 21,0 4,5


2,6




GREECE[EL] - GRECIA


SINDICATOS


4.301.000

SINDICALISMO



60,3 46,2 74,5


21,0 22,6 56,4

Organizaciones: - GSEE - ADEDY

422.000 217.000

Tasa neta e afiliación 23,2



- mujeres - hombres

2.752.000

40,6 59,4



65 S


9,8

15,3 5,9

26,9 5,2


119




SPAIN[ES] - ESPAÑA


SINDICATOS


19.191.000

SINDICALISMO



52,6 41,1 64,6


3,1

30,6 66,3

Organizaciones: - CC.OO - UGT - Otras

1.018.000

888.000 720.000




- mujeres - hombres

15.440.000

41,7 58,3



90 S


8,4

11,1 6,4

22,1 2,3


275




FINLAND


[FI] - FINLANDIA



Población ocupada

2.403.000

SINDICALISMO



69,2 67,4 71,0


5,1 26,3 68,6

Organizaciones: - SAK - STTK - AKAVA - Otras

1.062.000

634.000 424.000

2.000




- mujeres - hombres

2.054.000 50,3 49,7



90 I


9,7 9,7 9,7 20,7 2,1


18,8



FRANCE


[FR] - FRANCIA



Población ocupada

24.489.000

SINDICALISMO

Total afiliación sindical 2.500.000

Tasas de empleo total mujeres hombres

63,4 57,9 69,0

Distribución sectorial: agricultura industria servicios

3,6

23,4 43,1

Organizaciones: CFDT CGT FO UNAS CFTC CGC

865.000 670.000 612.000

------ 125.000 200.000

Tasa de afiliación 11,5


Población asalariada mujeres hombres

21.587.000

47,5 52,5


Negociación colectiva: tasa de cobertura nivel*

90 I-C

Tasa de paro total mujeres hombres jóvenes -25 larga duración

8,6 9,5 7,9

22,0 3,7

Conflictividad social: Tasa (jornadas/asalar.x1000)

31



HUNGARY[HU] - HUNGRIA


SINDICATOS


3.869.000

SINDICALISMO



56,8 50,9 63,0


5,5

31,7 61,1

Organizaciones: - SZEF - MSZOSZ - ASZSZ - LIGA - Otras

274.000 235.000 150.000 100.000 176.000

Tasa de afiliación 27,9



- mujeres - hombres

3.352.000

47,3 52,7

Empleo temporal 7,2


34 C


7,2 7,4 7,0

14,8 3,1


3




IRELAND[IE] - IRLANDA


SINDICATOS


1.891.000

SINDICALISMO



67,1 58,0 76,2


6,6 27,6 65,8

Organizaciones: - ICTU

515.000




- mujeres - hombres

1.583.000 46,2 53,8

Empleo temporal 2,5


66 I


4,3 3,8 4,7 8,3 1,5


7,6




ITALY[IT] - ITALIA


SINDICATOS


22.293.000

SINDICALISMO



57,8 45,4 70,2


4,9

32,2 62,9

Organizaciones: - CGIL - CISL - UIL - Otras

5.600.000 4.300.000 1.900.000

700.000




- mujeres - hombres

16.358.000

42,2 57,8



90 S


7,6 9,7 6,2

23,6 3,8

Conflictividad social: Tasa [jornadas/asalar.x1000

43




LUXEMBOURG[LU] - LUXEMBURGO


SINDICATOS


186.000

SINDICALISMO



61,6 50,6 72,4


--- --- ---

Organizaciones: - OGB-L - LCGB - CGFP - ALEBA/UEP-NGL

55.000 40.000 24.000 20.000




- mujeres - hombres

163.000

40,8 59,2

Empleo temporal 4,9


--- ---


4,8 6,9 3,3

12,9 1,1


24,3




LATVIA[LV] - LETONIA


SINDICATOS


998.000

SINDICALISMO



63,0 59,4 66,9


15,1 25,3 59,6

Organizaciones: - LBAS

158.000




- mujeres - hombres

887.000

54,9 45,1

Empleo temporal 8,7


15 C


9,2 8,7 9,6

19,0 4,3


---




LITHUANIA[LT] - LITUANIA


SINDICATOS


1.455.000

SINDICALISMO



62,6 59,2 66,3


17,8 28,0 54,1

Organizaciones: - LPSK - LPSS - LLF

114.000

78.000 20.000




- mujeres - hombres

1.189.000

51,4 48,6

Empleo temporal 5,1


10 C


8,6 8,6 8,6

19,9 4,6


---




MALTA


[MT] - MALTA



Población ocupada

147.000

SINDICALISMO



53,6 33,6 73,5


1,7

33,0 65,2

Organizaciones: - GWU - CMTU - UHM

47.500 35.500 25.800




- mujeres - hombres

137.000

32,0 68,0

Empleo temporal 3,9


55 C


7,9 9,3 7,2

16,7 3,7


22,3



NETHERLANDS


[NL] – PAÍSES BAJOS



Población ocupada

8.013.000

SINDICALISMO



73,2 66,4 79,9


--- --- ---

Organizaciones: - FNV - CNV - MHP - Otras

1.226.000

355.000 169.000 191.000




- mujeres - hombres

7.132.000

45,4 54,6



85 S


4,8 5,1 4,6 8,0 1,9


2,1



NORWAY


[NW] – NORUEGA



Población ocupada

2.240.000

SINDICALISMO



74,6 71,4 77,8


3,7

21,6 74,6

Organizaciones: - LO - UHO - YS - Akademikeme - Otras

831.000 237.000 200.000 138.000 105.000




- mujeres - hombres

2.094.000

48,8 51,2

Empleo temporal 9,6


77 S


4,7 4,6 4,8 --- ---


---



POLAND


[PL] - POLONIA



Población ocupada

13.683.000

SINDICALISMO



52,2 46,4 58,2


18,4 28,6 53,0

Organizaciones: - OPZZ - NSZZ-Solidarnosc - FZZ-Forum

885.000 800.000 343.000




- mujeres - hombres

10.275.000

47,0 53,0



40 C


18,3 19,4 17,4 39,5 10,6


0,7



PORTUGAL


[PT] - PORTUGAL



Población ocupada

4.806.000

SINDICALISMO



67,6 61,9 73,4


12,6 32,5 54,9

Organizaciones: - CGTP-In - UGT - Otras

652.000 400.000 113.000




- mujeres - hombres

3.804.000

47,2 52,8



90 ---


7,7 8,5 6,9

15,4 3,7


12



RUMANIA


[RO] - RUMANIA



Población ocupada

8.818.000

SINDICALISMO



58,7 52,6 65,0


34,1 31,0 34,9

Organizaciones: - CNSLR-Fratia - BNS - CSDR - CARTEL-Alfa - Meridian

683.000 391.000 323.000 320.000 173.000




- mujeres - hombres

5.926.000

--- ---

Empleo temporal 2,7


60 C


7,5 7,1 7,9 --- ---


0,7



SWEDEN


[SE] - SUECIA



Población ocupada

4.280.000

SINDICALISMO



72,6 70,5 74,6


2,1

22,7 75,1

Organizaciones: - LO - TCO - SACO - Otras

1.919.000 1.065.000

386.000 76.000




- mujeres - hombres

3.796.000

50,4 49,6



95 S


8,8 8,7 8,9

16,3 1,2


4,3



SLOVENIA


[SI] - ESLOVENIA



Población ocupada

924.000

SINDICALISMO



66,0 61,7 70,2


10,7 36,4 52,9

Organizaciones: - ZSSS - Pergam - K-90 - KNSS

180.000

78.000 40.000 15.000




- mujeres - hombres

796.000

47,4 52,6



100

I


5,9 6,2 5,6

14,3 3,0


18,6



SLOVAKIA


[SK] - ESLOVAQUIA



Población ocupada

2.189.000

SINDICALISMO



57,4 50,8 64,1


4,4

34,3 61,3

Organizaciones: - KOZ-SR - NKOS - Otras

600.000

12.500 3.500




- mujeres - hombres

1.912.000

47,1 52,9

Empleo temporal 5,0


48 S


16,3 17,1 15,7 32,3 11,7


---



UNITED KINGDOM


[UK] – REINO UNIDO



Población ocupada

27.495.000

SINDICALISMO



71,5 65,8 77,3


1,4

24,8 73,6

Organizaciones: - TUC

7.751.000




- mujeres - hombres

24.266.000

48,8 51,2

Empleo temporal 5,5


50 C


4,6 4,1 5,0

12,1 1,0


34



Pere J. Beneyto | University of Valencia2nd

session

Explanatory factors andRecruitment strategies


1

2

TRADE UNION MAP

EXPLANATORY FACTORS

Different organisational and action models Inter/intra dispersion of membership Unequal evolution

External/internal Hard/soft

3 COMPARATIVE ANALYSES

Structural Institutional Organisational Cultural

4 RECRUITMENT STRATEGIES

INTRODUCTION


TRADE UNION MODELS

1.- COMPANY TRADE UNIOND: little projection and capacity for

impact beyond the company itselfA: corporatist tendencies and

exclusively geared towards insidersF: presence and dialogue

consolidated in the workplaceO: possibilities of increasing

membership

3.- SERVICE TRADE UNION

D: instrumental and utilitarian membership with little capacity for trade union action

A: de-trade unionisation, frequent rotation

F: social legitimacy O: capacity for local attraction and

trade unionism

2.- INDUSTRY TRADE UNION

D: Rigidity, dogmatism and self-excluding tendency

A: erosion of the membership base (potential and actual)

F: capacity for pressure and social mobilisation

O: capacity for adaptation and change management

4.- CORPORATIST TRADE UNION D: difficulties in bringing on board

the most disjointed publics (young people, immigrants, atypical workers)

A: possible distance from the workplaces and micro trade union action

F: institutionalised dialogue and broad coverage of its agreements

O: influence over the audience and presence.

valu

es

interests

conflict

cooperation

DA F O

Weaknessesthreatsstrengthsopportunities


STRUCTURALchanges in the sectorial and occupational distribution of workgrowing number of women in the workforcesegmentation of the job market (centre/periphery)high levels of unemployment among young people and womencontractual deregulation (insiders/outsiders)

INSTITUTIONALcrisis of corporatist concertationcollapse of collective bargainingindividualisation of industrial relationsdifficulties of trade union action within the companyunequal access to goods and services

CULTURALspread of post-materialist valuesloss of the central role of workinstrumental rationality of actionpre-eminence of individualistic valuesdelegation strategies

STRUCTURALchanges in the sectorial and occupational distribution of workgrowing number of women in the workforcesegmentation of the job market (centre/periphery)high levels of unemployment among young people and womencontractual deregulation (insiders/outsiders)

INSTITUTIONALcrisis of corporatist concertationcollapse of collective bargainingindividualisation of industrial relationsdifficulties of trade union action within the companyunequal access to goods and services

CULTURALspread of post-materialist valuesloss of the central role of workinstrumental rationality of actionpre-eminence of individualistic valuesdelegation strategies

EXPLANATORY FACTORSEXTERNAL


INDUSTRIALIST MODEL dysfunctions between the industrial/dispute model and the trend

towards the post-industrial/integrated model difficulties in pooling together the growing heterogeneity of

interests and demands [traditional and emerging, centre/periphery]

working class discourse and anachronistic symbolism no longer represent social reality nor day to day trade union practice

ORGANISATIONAL WEAKNESSES organisational plurality and inter-union competence [double

option, freezing of new membership] dysfunctions of the dual model [membership/support, free-rider

effect] inverted pyramid: low penetration in the SMEs representation gap: women, youth, professionals, etc. membership vs influence

INDUSTRIALIST MODEL dysfunctions between the industrial/dispute model and the trend

towards the post-industrial/integrated model difficulties in pooling together the growing heterogeneity of

interests and demands [traditional and emerging, centre/periphery]

working class discourse and anachronistic symbolism no longer represent social reality nor day to day trade union practice

ORGANISATIONAL WEAKNESSES organisational plurality and inter-union competence [double

option, freezing of new membership] dysfunctions of the dual model [membership/support, free-rider

effect] inverted pyramid: low penetration in the SMEs representation gap: women, youth, professionals, etc. membership vs influence

INTERNAL

EXPLANATORY FACTORS


TRADE UNION AFFILIATION RATE IN EUROPECOMPARATIVE ANALYSES


1

Source. EIRO, Trade Union Membership 1993 - 2004

COMPARATIVE ANALYSESINTERNAL DISTRIBUTION 2004

(4) ZSSS-57,5. Pergam-24,9, K-12,8, KNSS-4,8

------ESLOVENIA

(1) ÖGB-1002032,8AUSTRIA

(4) OGB-39,6, LCGB-28,8, CGFP-17,31832,7LUXEMBURGO

(+3) SEK-37,1, PEO-36,6, DEOK-4,2---36,4CHIPRE

(3) CSC-53,5, FGTB-39,2, CGSLB-7,317,539,1BÉLGICA

(+4) LO-53,4, UHO-14,9, YS-13,4, AK-8,52651,1NORUEGA

(3) GWU-43,9, CMTU-32,9, UHM-23,911,227,6MALTA

(+3) SAK-50,1, STTK-29,9, AKAVA-19,921,553,5FINLANDIA

(+4) LO-66,6, FTF-16,6, AC-7,52149,2DINAMARCA

(+3) LO-55,7, TCO-30,9, SACO-11,21551,6SUECIA

Nº ORGs. Y DISTRIBUCIÓNNO ACT

(%)MUJERES

(%)PAÍS

(4) ZSSS-57,5. Pergam-24,9, K-12,8, KNSS-4,8

------ESLOVENIA

(1) ÖGB-1002032,8AUSTRIA

(4) OGB-39,6, LCGB-28,8, CGFP-17,31832,7LUXEMBURGO

(+3) SEK-37,1, PEO-36,6, DEOK-4,2---36,4CHIPRE

(3) CSC-53,5, FGTB-39,2, CGSLB-7,317,539,1BÉLGICA

(+4) LO-53,4, UHO-14,9, YS-13,4, AK-8,52651,1NORUEGA

(3) GWU-43,9, CMTU-32,9, UHM-23,911,227,6MALTA

(+3) SAK-50,1, STTK-29,9, AKAVA-19,921,553,5FINLANDIA

(+4) LO-66,6, FTF-16,6, AC-7,52149,2DINAMARCA

(+3) LO-55,7, TCO-30,9, SACO-11,21551,6SUECIA


(%)MUJERES

(%)PAÍS




2

(+3) FNV-63,1, CNV-18,3, MHP-8,722,128,9PAÍSES BAJOS

(3) CMKOS-75,8, ASO-18,3, KUK-5,9------CHEQUIA

(+6) SZEF-29,3, MSZOSZ-25,1, ASZSZ-160, LIGA-10,7

2049,8HUNGRÍA

(3) DGB-82,8, DBB-13,8, CGB-3,4---31,3ALEMANIA

(+2) CGTP- 55,9, UGT34,3, ------PORTUGAL

(5) CNSLR-F-36,1, BNS-20,7, CSDR-17,1, Alfa-16,9, Meridian-9,2

35,429,9RUMANIA

(1) TUC-100---41,0REINO UNIDO

KOZ-97,4, NKOS-2,013,242,0ESLOVAQUIA

(1) ICTU-100---44,0IRLANDA

(3) CGIL-46,5, CISL-36,9, UIL-16,651,2---ITALIA


(%)MUJERES

(%)PAÍS

(+3) FNV-63,1, CNV-18,3, MHP-8,722,128,9PAÍSES BAJOS

(3) CMKOS-75,8, ASO-18,3, KUK-5,9------CHEQUIA

(+6) SZEF-29,3, MSZOSZ-25,1, ASZSZ-160, LIGA-10,7

2049,8HUNGRÍA

(3) DGB-82,8, DBB-13,8, CGB-3,4---31,3ALEMANIA

(+2) CGTP- 55,9, UGT34,3, ------PORTUGAL

(5) CNSLR-F-36,1, BNS-20,7, CSDR-17,1, Alfa-16,9, Meridian-9,2

35,429,9RUMANIA

(1) TUC-100---41,0REINO UNIDO

KOZ-97,4, NKOS-2,013,242,0ESLOVAQUIA

(1) ICTU-100---44,0IRLANDA

(3) CGIL-46,5, CISL-36,9, UIL-16,651,2---ITALIA


(%)MUJERES

(%)PAÍS




3

(+6) CFDT-32,1, CGT-27,7, FO-15,6, UNAS-13,4, CFTC-4,5, CGC-4,5,

1037,8FRANCIA

(+6) CC.OO.-38,8, UGT-33,8, Nacionalistas-7,2, Otros-20,2

2,941,7ESPAÑA

(+2) EAKL-50,5, TALO-38,912,559,0ESTONIA

(3) LPSK-53,8, LPSS-36,8, LLF-9,4------LITUANIA

(1) LBAS-1001257,2LETONIA

(+3) OPZZ-43,6, Solidarnosc-39,4, FZZ-16,9------POLONIA

(2) GSEE-66,0, ADEDY-34,07---GRECIA

(+2) CITUB-75,2, PODKREPA-22,5---48,0BULGARIA


(%)MUJERES

(%)PAÍS

(+6) CFDT-32,5, CGT-25,2, FO-22,3, UNAS-7,2, CFTC-4,7, CGC-7,5,

1037,8FRANCIA

(+6) CC.OO.-38,8, UGT-33,8, Nacionalistas-7,2, Otros-20,2

2,941,7ESPAÑA

(+2) EAKL-50,5, TALO-38,912,559,0ESTONIA

(3) LPSK-53,8, LPSS-36,8, LLF-9,4------LITUANIA

(1) LBAS-1001257,2LETONIA

(+3) OPZZ-43,6, Solidarnosc-39,4, FZZ-16,9------POLONIA

(2) GSEE-66,0, ADEDY-34,07---GRECIA

(+2) CITUB-75,2, PODKREPA-22,5---48,0BULGARIA


(%)MUJERES

(%)PAÍS


COMPARATIVE ANALYSES

Fuente.- EIRO (2005) Evolution des systèmes nationaux de négociation collective depuis 1990.- Niveles de negociación : X= nivel actualice negociación salarial; XX= nivel importante, pero no predominante;XXX= nivel predominante; (XXX)= negociación solo del salario míinimo nacional

- Sistema de cobertura: T= total para los trabajadores del ámbito correspondiente, F de aplicación sólo para lospertenecientes a las organizaciones firmantes; M= sistema mixto: cobertura total en el ámbito de la empresa ysólo para los firmantes en los niveles inter y sectorial

COLLECTIVE BARGAINING IN EUROPE


Source. P.LANGE and L. SCRUGGS, Where have all the members gone? Stato and Mercato, 1999, nº 55

COMPARATIVE ANALYSESMODELS VS MEMBERSHIP

4


AREA MODELOAFILIACIÓN SINDICAL EN MILES

1993 2004 Variación TAP*

Escandinava

DK-FIN-NV-SE

Corporatismo

fuerte

9.222

9.217 Mantenimiento

88,4

Germano-Renana

AU-BE-DE-LU-NL

Corporatismo

Medio18.068 15.442

Caída media

[-14,5%]34,3

Anglosajona

UK - IEPluralista 9.236 8.266

Caída débil

[-10,5%]

31,9

Mediterránea

ES-CY-FR-EL-IT-

MT-PT

Corporatismo

débil18.813 19.177

Crecimiento

[+14,1%]

29,8

Oriental

BG-CZ-SI-EE-HU-LV-LT-RO-SK-PL

Transición 15.428 8.007Caída fuerte

[-48,2%]29,2

TOTAL 68.767 60.109 [-12,6%][*] Weighted Membership RateSource. EIRO Reports. Table our own

COMPARATIVE ANALYSESCURRENT SITUATION PER ZONE

34,7


ACTION STRATEGIES

1.- COMPANY TRADE UNIONI. sociabilityC membershipF. proposalsO. companyS. consensus

3.- SERVICES TRADE UNIONI. utilitarianC. managementF. instrumentalO. marketS. services

2.- INDUSTRY TRADE UNIONI. ideologyC. representationF. distributiveO. classS. conflict

4.- CORPORATIST TRADE UNIONI. collectiveC. institutionalF. productiveO. stateS. influence

MA

CR

O

PRESENCE INFLUENCE

MIC

RO

IC FOS

Incentives CriteriasFunctionsOrientationStrategy


ACTION ON THE FACTORS THAT INFLUENCE MEMBERSHIP

1. Wide circle strategies:

Action on hard factors [structural and institutional] Indirect effects on membership:

Improvement in the quantity and quality of employment and industrial relationsDialectic between influence and membership

2. Medium cycle strategies:

Action on soft factors [organisational and cultural]direct effects on membership

3. Integral action programmes:

Complementarity and feedback between the different action/trade union membership strategies

ACTION ON THE FACTORS THAT INFLUENCE MEMBERSHIP

1. Wide circle strategies:

Action on hard factors [structural and institutional] Indirect effects on membership:

Improvement in the quantity and quality of employment and industrial relationsDialectic between influence and membership

2. Medium cycle strategies:

Action on soft factors [organisational and cultural]direct effects on membership

3. Integral action programmes:

Complementarity and feedback between the different action/trade union membership strategies

RECRUITMENT STRATEGIES


Structural factors explain between 30 and 40% of the variation in the different membership rates.

The central focus of trade union action (“stable, safe employment and rights for all”) sets out to improve these type of conditioning factors.

General incentives: indirect effects on membership.

Influence—action—efficiency—legitimacy—recrutiment—influence.

Structural factors explain between 30 and 40% of the variation in the different membership rates.

The central focus of trade union action (“stable, safe employment and rights for all”) sets out to improve these type of conditioning factors.

General incentives: indirect effects on membership.

Influence—action—efficiency—legitimacy—recrutiment—influence.

RECRUITMENT STRATEGIESSTRUCTURAL


Range of services-recruitment/loyalty

Develop the range of selected incentives that promote the instrumental rationality of the potential members, getting rid of the free-rider effect and that strengthen the loyalty of the real members.

Ghent system: highest expression of the institutional action of the trade unions, which participate in the direct management of benefits relating to unemployment, retirement, training and others, which explains membership rates of over 50% among employees.

Range of services-recruitment/loyalty

Develop the range of selected incentives that promote the instrumental rationality of the potential members, getting rid of the free-rider effect and that strengthen the loyalty of the real members.

Ghent system: highest expression of the institutional action of the trade unions, which participate in the direct management of benefits relating to unemployment, retirement, training and others, which explains membership rates of over 50% among employees.

RECRUITMENT STRATEGIESINSTITUTIONAL


Internal strategies

Heighten the presence of the trade union in the workplace by different means according to the type of company: trade union section, delegate, member, etc., stepping up the effectiveness and visibility of its action.

Strengthen the character of the trade union within the company as a contractual partner, with the aim of reducing the free-rider effect that is generated by the dual model and universal coverage of the collective bargaining and optimise the pragmatic and instrumental behaviour.

Develop a grassroots trade unionism.

Internal strategies

Heighten the presence of the trade union in the workplace by different means according to the type of company: trade union section, delegate, member, etc., stepping up the effectiveness and visibility of its action.

Strengthen the character of the trade union within the company as a contractual partner, with the aim of reducing the free-rider effect that is generated by the dual model and universal coverage of the collective bargaining and optimise the pragmatic and instrumental behaviour.

Develop a grassroots trade unionism.

1RECRUITMENT STRATEGIESORGANISATIONAL


External strategies

Organisational marketing: control of flows, reduction of rotation, loyalty programmes.

General membership plan: action programme and waybill.

Specific plans: youth/students, women, inmigrants, early retired, professionals, SMEs…

Trade unionise the representation.

A network of trade union organisers and organisation of trade unionism into a network.

Autonomy, cooperation, trade union unity.

External strategies

Organisational marketing: control of flows, reduction of rotation, loyalty programmes.

General membership plan: action programme and waybill.

Specific plans: youth/students, women, inmigrants, early retired, professionals, SMEs…

Trade unionise the representation.

A network of trade union organisers and organisation of trade unionism into a network.

Autonomy, cooperation, trade union unity.

2RECRUITMENT STRATEGIESORGANISATIONAL


Adapt the discourse, the iconography and action to the current plural composition of the working class, overcoming the current double dysfunction (supply/demand).

Integrated management of the collective and individual demands and interests.

Advertising and image campaigns: get rid of the negative associations, and highlight the positive dimension of trade union action/membership:

from protest to proposal

from problem to solution

from risk to safety

from exclusive party politics to inclusive citizen cohesion

Drawing up and dissemination of a guide of good practices in the field of recrutiment and loyalty building.

Adapt the discourse, the iconography and action to the current plural composition of the working class, overcoming the current double dysfunction (supply/demand).

Integrated management of the collective and individual demands and interests.

Advertising and image campaigns: get rid of the negative associations, and highlight the positive dimension of trade union action/membership:

from protest to proposal

from problem to solution

from risk to safety

from exclusive party politics to inclusive citizen cohesion

Drawing up and dissemination of a guide of good practices in the field of recrutiment and loyalty building.

RECRUITMENT STRATEGIESCULTURAL

Pere J. Beneyto University of Valencia



Recent evolution, explanatory factors and recruitment strategies

Documents

TRADE UNION MEMBERSHIP IN EUROPE Portorož (Slovenia) 24 - 26 February 2006 Pere J. Beneyto | University of Valencia 1st session Logics of action, trade