By G. Gall
Whereas union setting up has constructed through the years and in many different environments, it has develop into obvious variety of key problems have constructed. Evaluating its efficacy when it comes to union recommendations, strategies, types and resources, this title outlines a couple of concepts for improving those deficiences
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Additional resources for The Future of Union Organizing: Building for Tomorrow
And this may take the form of the much maligned ‘servicing’. In the words of another non-OS activist: The Organising Department is very dynamic, but the main body of the union still has to service existing unionised workplaces. Organising can’t be divorced from the main body of the union ... If the union position is accepting concessions too easily, not advancing struggle, the Organising Department will recruit members but what will they be recruited to? There’s nothing wrong with organising but it could be a revolving door syndrome.
In this phase of the debate, the ‘organising model’ became, as Fletcher and Gapasin (2008: 200) describe it, ‘focused on retooling existing unions to make them more effective organising machines’. This later version of the ‘organising model’, they argue, ‘holds that organising workers into unions is, in and of itself, a progressive, if not revolutionary, action’. ’ This debate was well within the parameters of American business unionism. Business unionism perpetuates a bureaucratic form of organisation that both insulates leaders and breeds passivity among members (Moody 1988: 55–65).
Yet, it is precisely the ‘us-versus-them’ and the ‘industrial conflict’ that build the sense of solidarity required to build a strong union and display the power needed to win a first contract (Jordan and Bruno 2006: 188). Furthermore, there is always a temptation to seek voluntary recognition by giving the employers much of what they want, such as lower real wages, and bargain away benefits. For example, a sort of quid pro quo that borders on a ‘sweetheart deal’ has been criticised in the SEIU’s deals with a California nursing home chain (Hurd 2008: 41–2).