Processes of Decision Making in a Trade-Union Branch

 Whether the loci of power are to be found within the rank and file membership or the branch leadership in a British trade union are investigated by focussing upon the decision-making processes attendant upon four decisions. Comparison of the processes characterizing different decisions reveals significant shifts in the loci of power within the branch structure. Some decisions are shown to favour more bureaucratic handling with minimal membership participation, while others tend to draw authority away from the branch leadership. Tendencies to bureaucratic elitism are shown to be inhibited by (a) the leadership's dependence upon membership support for the implementation of many decisions, and (b) ambiguities and tensions in the formal organizational structure which are revealed under conditions of extreme pressure. Attention is also paid to the theoretical issue of whether decision type can be seen to affect organizational structure, or vice versa.

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CUEPACS SABAH

 Congress of Unions of Employees in the Public and Civil Servises

KONGRES KESATUAN PEKERJA-PEKERJA DI DALAM PERKHIDMATAN AWAM.

Kesatuan ini dianggotai oleh beberapa kesatuan sekerja di Sabah. Antaranya ialah:

1) Kesatuan Perkhidmatan Perubatan Sabah (Sabah Medical Services Union).
2) Kesatuan Sekerja Kastam diRaja Sabah (KESKES)
3) Kesatuan Penolong Pegawai Kesihatan Persekitaran Sabah (KPPKPS)
4) Kesatuan Juruteknik JKR Sabah.
5) Kesatuan Pekerja pekerja Jabatan Air Sabah.
6) Kesatuan Pekerja pekerja Jabatan Pertanian Sabah.
7) Kesatuan Guru Guru Kerajaan Negeri Sabah (KGKS).
8) Kesatuan Pekerja pekerja Keretapi Negeri Sabah.

Union Voice 

Finally there are two important institutional considerations that have been raised

by our discussion. First, there is the apparent sea change in the effect of British unions on

economic outcomes (including macro outcomes). If the U.S. union voice literature was

christened in optimism, the opposite is true of the corresponding British research. Over

time, however, the disadvantages of British unionism have dissipated – some would say

have even disappeared. It is conventional to attribute this favorable development in large

part to legislative changes that attacked union immunities or legal privileges. These

changes were accompanied by increased competition, both domestic and international.

The suggestion is that institutional change/adversity and competition may be the

handmaiden of innovations in union effects. Second, there is some evidence from

Germany that it may be possible partly to decouple production from distribution issues at

the workplace given an appropriate structure of collective bargaining, here the dual

system of industrial relations. At issue of course is the portability of institutions if not

economic forces