Introduction
Any activity related to social activities and the development of society always has several sides and points of view. Each view may be correct and describe an important part, value, or characteristic of the phenomenon. Different people evaluate the value of trade unions and their activities. However, trade unions always experience a relatively high level of stereotypes and their presentation in society, which raises the problem of stereotypes influencing the quality of their activities. Stereotypes about trade unions can damage their activities and reduce their importance in the market.
Trade Union: Definition and Role
A union is a group of several employees who engage in activities to improve the quality of working conditions, including wages, schedules, vacations, and more. Unions arise to change the current state of workplaces to make them not only affordable but also comfortable to work in (Kochan et al., 2023). They are an essential part of any industrial or other enterprise that works to improve the position and status of personnel at work (Blanchflower et al., 2022). The activities of unions in this way seem positive and promising, given that they can improve working conditions (Aoife, 2020). Nevertheless, stereotypes still arise, some of which are valid.
Common Stereotypes Regarding Unions
Union Activity as a Threat to Individuality
First and foremost, there is the stereotype that union activity significantly interferes with individuality and may violate privacy law. The stereotype arises from unions having an executive core that negotiates with company management and employee members (Bruner, 2022). The perception is that union members cannot play a meaningful role in the executive branch’s decisions. The stereotype is developed because the decision to petition the directors is based on the collective bargaining agreement of all union members (Blanchflower et al., 2022). Opinions are collected and processed through a vote or questionnaire, and then a decision is made.
Unions as Greedy and Restrictive Organizations
Second, there is the stereotype that unions are greedy and want to minimize labor. Although the union’s idea is that labor should be paid decently, the decisions and changes made significantly reduce opportunities to earn money (Lafer & Loustaunau, 2020).
For example, an employee wants to take a few extra shifts to earn money and arrange spa treatment for his or her disabled child. The union will not provide this opportunity because it has banned overtime for more than 10 hours per month. As a result, the opportunity is lost, and the employee has to make do with the small package of health services the union offers. It is difficult to argue with this stereotype because there are problems with organizing work to preserve the humanity and comfort of work while receiving high pay (Aoife, 2020).
Unions as Perpetuators of Capitalist Conditions
Another stereotype is that trade unions only exacerbate capitalist working conditions instead of combating them. According to the third important stereotype, unions are perceived as economically destructive structures. This makes the union the enemy of the workforce because workers do not feel protected by their labor. The portrayal of violators of the right to work causes the union to lose its legal and social power, and human rights cooperation to be significantly exacerbated (Milkman & Naald, 2022). Unions are seen as failing in their responsibility to consider the rights and desires of employees, so the conflicts that arise do not seem rational (Kochan et al., 2023).
Unions Overstepping Their Duties
Multiple questions about how and for what purpose protests and strikes are conducted have led to a fourth stereotype. It consists of the view that unions do not fulfill their duties and do things in which they have no right to intervene (Bruner, 2022). Indeed, not all strikes seem rational to non-unionists or those who do not understand the protests’ goals (Lafer & Loustaunau, 2020). However, violating free speech is even less rational, so support for such a stereotype should not exist.
Consequences of Social Stereotypes
Formed stereotypes about trade unions can significantly disrupt their activities and aggravate their societal position. Stereotypes will also influence people to stop believing their protests, wages, and holiday strikes are appropriate (Aoife, 2020). In addition, the poor position of unions in society may lead to the elevation of the status of company owners, who will not want to consider the interests of employees at all (Milkman & Naald, 2022). Owners will cease to be interested in working conditions and cooperate with managers, and job satisfaction will decrease even more. As stereotypes about unions grow, their power and status can be expected to gradually become less pronounced, and many employees will be left without defenders of their right to work and fair wages.
Conclusion
In conclusion, there are indeed many stereotypes about unions that affect their work. These include violations of private law, loss of individuality, greed, and the desire to eliminate labor, hostility to the economy, and the right to work. Some stereotypes have a rational basis, but these issues are being addressed, and negotiations with unions and workers lead to positive results. Nevertheless, it is to be feared that as stereotypes accumulate and a negative image of unions is created, they will no longer serve workers, and their rights will be further violated.
References
Aoife, D. (2020). An exploratory study of millennials’ perceptions of trade unions in Ireland. National College of Ireland [Master’s Thesis]. Web.
Blanchflower, D. G., Bryson, A., & Green, C. (2022). Trade unions and the well-being of workers. British Journal of Industrial Relations, 60(2), 255-277. Web.
Bruner, R. (2022). American companies have always been more anti-union than international ones. Here’s why. TIME. Web.
Kochan, T. A., Fine, J. R., Bronfenbrenner, K., Naidu, S., Barnes, J., Diaz-Linhart, Y., Kallas, J., Kim, J., Minster, A., Tong, D., Townsend, P., & Twiss, D. (2023). An overview of US workers’ current organizing efforts and collective actions. Work and Occupations, 50(3), 335-350. Web.
Lafer, G., & Loustaunau, L. (2020). Fear at work: An inside account of how employers threaten, intimidate, and harass workers to stop them from exercising their right to collective bargaining. Economic Policy Institute. Web.
Milkman, R., & van der Naald, J. (2022). The state of the unions 2022: A profile of organized labor in New York City, New York State, and the United States. CUNY Academic Works. Web.