In theory, the dilemma may be resolved by 'empowering' members to become the front line of their own selfrepresentation; but in reality, constructing and sustaining a structure of workplace activism can be a thankless effort. The vicious circle of membership loss, declining ability to win results, and demoralisation is not readily transformed into a virtuous circle of recruitment, representation and empowerment.
UNIONS IN THE FUTURE: WHO, WHAT AND HOW
According Hyman, (2002), Trade unions in the twenty-first century confront old dilemmas, but in new forms. Most fundamentally, these can be described as the who, the what and the how of trade union representation.
1. Whose interests do trade unions represent?
2. How are interests represented?
3. Elements as intelligence, strategy and efficacy.
Finally, how do unions balance two contradictory modes of action: mobilization and struggle on the one hand, compromise on the other? Unions have been eloquently described as ‘managers of discontent’ (Mills, 1948): to win workers’ allegiance they must identify and articulate unresolved grievances, unmet needs and unrealized aspirations.
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