Active change strategies for trade unions

Olle Hammarström
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Olle Hammarström: Senior researcher, National Institute for Working Life, SE-113 91 Stockholm, Sweden

Transfer: European Review of Labour and Research, 2007, vol. 13, issue 2, 241-252

Abstract: Structural change often means major changes in organisation and job losses. The normal reaction from employees is to oppose restructuring and to want to keep things as they are. Rather than just trying to oppose the proposition from management, the union may formulate their own alternative. With two propositions on the table, the negotiations may open up to more alternatives and compromises, as well as more partners and alliances. Consumer groups, the general public and governments are more likely to be supporters if the union has its own proposition. If the unions are not in a position to present alternative solutions, they may at least be able to formulate principles for alternative solutions. Examples of this type of strategy can be found at GM Europe where the unions managed to reduce lay-offs through an alternative strategy. Similar union policies can be found in the public sector in Sweden where unions got support from customers and the general public in resisting cutbacks.

Keywords: structural change; trade unions; restructuring; outsourcing; industrial relations; redundancy (search for similar items in EconPapers)
Date: 2007
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Persistent link: https://EconPapers.repec.org/RePEc:sae:treure:v:13:y:2007:i:2:p:241-252

DOI: 10.1177/102425890701300207

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