Research Paper on:
Trade Unions from an Employer's Perspective

Unformatted Sample Text from the Research Paper:
may be seen as one of the most important stakeholders, and as such a group that has a very strong role to play when it comes to the decision making  processes and the influence that they should be granted. One of the groups that has traditionally be able to fulfil this role is the trade union. This is a collective  group that is able, legally, to bargain with the employer on behalf of its members. The trade union is seen by many employers as a powerful organisation as it shifts  the power in the employment relationship to the employees, collective groups can also take collective action, and even if the employers win in any dispute resulting in strike or work  to rule action they will still feel the cost. It is due to this shift, or perceived shift, in the employment relationship that creates an attitude where employers will  seek to avoid unionisation or adopt an anti union approach. Traditionally, unionisation is seen as collectivism that defined by the labour movements of the 1970s and the resulting conflicts. It  is also worth considering that this was only a very singular aspect of collectivism. The conflict that was seen at this time between the unions and the employers it has  been argued was merely a symptom of the society in which the unions operated (Kessler-Harris, 1987). Collectivism as seen with the unions can be argued as a social concept and  cannot be considered in isolation from the idea of culture in both the workplace and the wider environment. Etzioni (1968), along with many other sociologists and anthropologists, argues that people  exist only in a social context, and as such when we consider the relationship of collectivism in the work place we must also consider the wider context, such as the