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Renewal or Replacement - A reevaluation of Trade Union Responses Since the 1980s academia and professionals alike have been picking at the bones of discussion regarding the decline of Trade Unions their strategies of survival and issuing prescriptions as to the most suitable form Trade Unionism can take in order to modernise compromise and indeed to qualify for a role within the new workplace Within this plethora of discussion much is made of placing relevant unions into suitable and identifiable criteria whether it be the AEEU and its Enterprise unionism or UNISONs Managerial unionism Although these criteria may be suitable within a fixed period or in order to understand a particular situation the argument remains that they are static and do not necessarily reflect the many forms that unionism can take Indeed much of the criteria presented is regarding the union as an organisation as a business even and in this way does not account the most important factor that of a Unions members and the branches within which they interact Membership and the Collective voice is the foundation of Trade Unionism it will therefore be argued that faced with a New Industrial Relations Trade Unions in this country have illustrated an uncoordinated approach and have merely tested solutions moving gradually back to the membership in order to consolidate their position Naturally there will be those unions who will stay with a tried and tested formula however with the impending Fairness at Work legislation unions will be given space to engage their membership rather than attempting to engage managers in attempts at recognition The reevaluation of union strategies will involve a critical analysis of both set criteria prescriptions of moderation and a reconsideration of militancy The argument will thus draw parts of certain criteria and aim towards methods whereby engagement and resistance may coexist effectively enabling effective partnership with effective representation through the
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