The Effect of Enterprise Bargaining on Downsizing in the Australian Retail Banking Sector 1993-1998: a Union Perspective

This paper assesses the effect of enterprise bargaining on the incidence of downsizing in the Australian retail-banking sector between 1993-1998. It appears that the downsizing negotiations performed by the 'Big 4' banks were undertaken in a conflictual fashion, devoid of co-operation. Moreover it seems that enterprise bargaining neither ensured nor prevented downsizing: the decision to downsize was the sole prerogative of the 'Big 4' banks. Enterprise bargaining gave the 'Big 4' greater flexibility in determining staff numbers, yet also enabled the Finance Sector Union to negotiate processes aimed at restricting the number of retrenched employees

Union satisfaction: An australian perspective

Against a backdrop of union amalgamations and declining union density, this paper explores discrete elements of (dis) satisfaction that Australian unionists' have with aspects of their union's performance. Previous studies into union satisfaction [principally from the U.S. and Sweden], have focused on two major categories of independent union satisfaction variables: relationship and 'bread and butter' issues. The existing explanations of union satisfaction suggest that most importantly, a union's somewhat intangible resources of time, patience, and availability may be the key to a member's satisfaction with union representation. And, and important, but less so, are members' satisfaction with traditional union 'bread and butter' issues. The findings of this paper concur that relationship issues are quite important in accounting for union satisfaction, but not so for 'bread and butter issues'. From an Australian perspective, it appears that other variables such union performance at an individual workplace, as well as the provision of better union services post-amalgamation best explain the union-member satisfaction conundrum

Union satisfaction in the Pacific Rim a comparison of union-member relations and satisfaction with unions in Australia and South Korea

The purpose of this paper is to explore whether there are distinguishing characteristics accounting for unionmember relationships and satisfaction with unions in Australia and South Korea. Over the past two decades, some research attention has been directed toward explaining overall, or global union satisfaction. Rather surprisingly however, there has been little systematic research effort expended into identifying discrete determinants of member-union satisfaction. What has emerged from the few extant studies [which employed U.S., Swedish, and South Korean data sets] is that explanations of member-union satisfaction can be distilled into two principal groupings: most importantly, members' satisfaction with the level of union democracy (or what can be described as member-union relationship issues) -and, important but less so, the traditional bread and butter or economic issues. The unionists utilised in this paper have endured dramatic workplace change: economic recessions, restructures, downsizing, whole-sale sell-offs of public utilities, and hostile political environments - all of which have reformed not only their working environments, but also the very fabric of trade unionism in Australia and South Korea. The findings of this paper suggests that despite contextual differences, that there are remarkable similarities between Australian and South Korean unionists in their reported levels of satisfaction with union representation. Indeed, like their U.S. and Swedish counterparts, it appears that a union's somewhat intangible resources of attention, time and patience, or in other words, relationship issues are foremost in accounting for their satisfaction with overall union representation

Don't Do What I Do - Just Bloody Well Do What I Say! The Workplace Bullying Experiences of Australian Academics

Workplace bullying is a silent epidemic permeating our workplaces. Bullying is a broad, typically imprecisely used term encompassing a wide variety of phenomena - but all definitions contain the element of power in one form or another. Workplace bullying has been attributed to a combination of business economic rationalism, downsizing, conflictual work environments and limited worker participation in management decisions. This paper explores the types of bullying experienced by general and academic staff in four Australian universities. By employing a schoolyard bullying analogy it is possible to categorise their experiences into: gatekeeper bullying; sandpit bullying; toilet bullying; and king bullying. Moreover, it appears that collegiality is protecting the university bully - victims are reluctant to pursue the bullying issue fearing ridicule or isolation by colleagues

Determinants of member-union satisfaction in Australian amalgamated unions

The ACTU amalgamation and rationalisation strategy was successful in reducing the number of unions. However Australian union membership has plunged. The empirical research data extends the existing Australian industrial relations research in several respects and may be used as a bench-mark for future longitudinal research into Australian member-union satisfaction

Union satisfaction: an Australian perspective

Against a backdrop of union amalgamations and declining union density, this paper explores discrete elements of (dis) satisfaction that Australian unionists' have with aspects of their union's performance. Previous studies into union satisfaction [principally from the U.S. and Sweden], have focused on two major categories of independent union satisfaction variables: relationship and 'bread and butter' issues. The existing explanations of union satisfaction suggest that most importantly, a union's somewhat intangible resources of time, patience, and availability may be the key to a member's satisfaction with union representation. And, and important, but less so, are members' satisfaction with traditional union 'bread and butter' issues. The findings of this paper concur that relationship issues are quite important in accounting for union satisfaction, but not so for 'bread and butter issues'. From an Australian perspective, it appears that other variables such union performance at an individual workplace, as well as the provision of better union services post-amalgamation best explain the union-member satisfaction conundrum

Union satisfaction in the Pacific Rim a comparison of union-member relations and satisfaction with unions in Australia and South Korea

The purpose of this paper is to explore whether there are distinguishing characteristics accounting for unionmember relationships and satisfaction with unions in Australia and South Korea. Over the past two decades, some research attention has been directed toward explaining overall, or global union satisfaction. Rather surprisingly however, there has been little systematic research effort expended into identifying discrete determinants of member-union satisfaction. What has emerged from the few extant studies [which employed U.S., Swedish, and South Korean data sets] is that explanations of member-union satisfaction can be distilled into two principal groupings: most importantly, members' satisfaction with the level of union democracy (or what can be described as member-union relationship issues) -and, important but less so, the traditional bread and butter or economic issues. The unionists utilised in this paper have endured dramatic workplace change: economic recessions, restructures, downsizing, whole-sale sell-offs of public utilities, and hostile political environments - all of which have reformed not only their working environments, but also the very fabric of trade unionism in Australia and South Korea. The findings of this paper suggests that despite contextual differences, that there are remarkable similarities between Australian and South Korean unionists in their reported levels of satisfaction with union representation. Indeed, like their U.S. and Swedish counterparts, it appears that a union's somewhat intangible resources of attention, time and patience, or in other words, relationship issues are foremost in accounting for their satisfaction with overall union representation

Union effectiveness: it ain't watcha do - it's the way that you do it - that's what gets results

The main theme of this paper is an overview of the main approaches to organisational effectiveness and to examine the extant studies into union effectiveness. Research attention to the subject of organisational effectiveness has been considerable over recent years. Yet despite the large volume of research effort, it appears that there is little agreement as to what organisational effectiveness is, or indeed, how to measure it. Various approaches have been proposed ranging from the rational-goal approach to the competing-values approach. Generally speaking, two generic theoretical approaches - the rational-goal and the systems approach appear to capture the essence of organisational effectiveness. Rather surprisingly, there appears to have been little systematic effort to apply theories of organisational effectiveness to a union context, both internationally, and in Australia. What has emerged however, from these studies is that internal democracy is an important variable associated with perceptions of union effectiveness

Don't Do What I Do - Just Bloody Well Do What I Say! The Workplace Bullying Experiences of Australian Academics

Workplace bullying is a silent epidemic permeating our workplaces. Bullying is a broad, typically imprecisely used term encompassing a wide variety of phenomena - but all definitions contain the element of power in one form or another. Workplace bullying has been attributed to a combination of business economic rationalism, downsizing, conflictual work environments and limited worker participation in management decisions. This paper explores the types of bullying experienced by general and academic staff in four Australian universities. By employing a schoolyard bullying analogy it is possible to categorise their experiences into: gatekeeper bullying; sandpit bullying; toilet bullying; and king bullying. Moreover, it appears that collegiality is protecting the university bully - victims are reluctant to pursue the bullying issue fearing ridicule or isolation by colleagues

Union amalgamations: motivation, barriers, risks, and benefits

Union amalgamations are a complex phenomenon, and are not easily achieved. Typically declining membership and related financial difficulties, overlapping jurisdictions, lack of economies of size, the need to increase bargaining power, employer re-organisation or corporate mergers, and protection against raids from other unions are cited as motivating forces behind an amalgamation. Increased bargaining power as a marketing tool is used by union officials in promoting amalgamations. Opposition from both union officials and rank and file members, who may fear a loss of power or identity, may thwart amalgamations. That is, certain sectional interests can obstruct what may have led to positive gains for the average member. Pressure brought to bear from other unions can also prevent an amalgamation. The principal perceived benefit flowing from an amalgamation is increased union power. The potential risks associated with an amalgamation may include the loss of power of rank and file members, a sense of alienation from rank and file members, and an increase in the power of union officials