Perceived Barriers to Trade Unionism in Malaysia

Although trade unions in Malaysia generally play an important role in protecting the rights of workers, the movement is facing a declining trend. This study has examined the perceptions of workers, employers and trade union leaders on factors contributing to the decline of trade unionism in Malaysia. The central theme of the study was to identify the perceived barriers to trade unionism. Data was obtained through a structured questionnaire survey involving 859 employees, 429 employers and 182 trade union leaders. Further, in-depth interviews were conducted with union leaders, employers and the state to triangulate the results. The findings suggest that trade union decline is inevitable and trade unions do not seem to appeal to a large segment of the workforce. They not only perceive that unions have a negative image, but also that union membership may damage their career prospects. Unions appear to have limited power to maintain strong bargaining relationships with management, to organise new workplaces and to influence the need for union membership among new workers in existing workplaces. The current economic and political climate is further challenging the relevancy of trade unions. This study further suggests that the employer is a key determinant for trade union decline. Employers perceive trade unions as reducing their competitiveness. They also view trade union leaders and members unfavourably. While some employers appear to engage in union busting activities, a majority of employers attempt to influence workers’ values and perceptions by shifting towards HRM-type practices. This study concludes that employer opposition to unionisation as well as internal weaknesses within the trade union movement will mean that trade unions will struggle to collectivise in Malaysia. Leaders in companies, trade unions and the government need to discuss issues related to formation of trade unions, competitiveness of industry and legislation. Accessibility and availability of certain data from trade unions and employers are the main limitations. Based on the research findings, the theoretical and practical implications have been discussed. Suggestions for further research are also presented

Employees' perceptions of trade unions in unionised companies: A survey in Malaysia.

This paper contributes to the understanding of barriers to trade unionism in Malaysia by analysing the perspectives of employees from unionised companies. Employees' perceptions are somewhat positive about their job and work environment and these could be a factor in explaining their non-membership in unions. The survey analysis revealed that non-union employees do not view their unions favourably and perhaps it raises doubts among employees on the ability of unions to protect workplace issues critical to workers. Conceivably this is an indictment of the ineffectiveness of trade unions' leadership. The instrumental perspective appears very prominently in the struggles of unions, and to a lesser extent, the political/ideological perspective. Employees seem to lack knowledge concerning trade unions, indicating unions' failure to reach out to the broad workforce and it is a possible problem in union organising. Union officials should pay more attention to communicating their union's unique characteristics and impact at the workplace. It also offers opportunities to trade unionists to convince the non-union employees in unionised companies for collective representation

Trade unions in Malaysia: Perspectives of employers & employees of unionized companies.

This paper examines the views of employees and employers from unionised companies on trade unions in Peninsular Malaysia. A majority of nonunion members perceived that employers do not display a positive attitude towards the unions at workplace. The role of the individual rather than the collective aspirations of employees is clearly emphasised by employers. The high level of employers’ opposition to unionisation is clearly an indicator of its role in the erosion of collective representation, leading to the diminution of union organising efforts. The highly competitive and dynamic globalized business environment has been the key driver in employers’ attitudes towards trade unions. Trade unions need to review their organising strategies, as well as their internal procedures and processes. Trade unions should go beyond their traditional roles and engage in activities strategic to their communities and employers