ABSTRACT

This chapter reviews the different forms unions can take and have taken across time and space as they have adapted to changes in the labour market. When examining union “forms”, we focus upon their internal governance structure, the constituencies they represent, and their repertoires of representation. Specifically, we draw upon examples from Denmark, Italy, Germany and the United States, which reflect traditional union typologies. For each country, we sketch out the union forms as well as how traditional unions have changed over time. We show that some unions have changed their statutes and bargaining strategies, expanded their services or set up new structures. Finally, we compare the trajectories of labour unionism and highlight the commonalities across countries as well as the differences due to the institutional context and the strategies of the main employment relations actors.

Keywords: Union forms; union function; union identity; challenges for unions

INTRODUCTION

Unions can take and have taken on different forms across time and space as they have chosen or been compelled to adapt to a new worlds of work. In this chapter we use the term, “labour union form”, as the defining organizational characteristic to distinguish labour unions analytically from each other and trace their organizational changes over time. In line with others such as Fiorito and Jarley (2008), Givan (2007) and Streeck (2005), we distinguish union forms along three dimensions: internal governance structure, constituency and repertoires of representation. Internal governance structure – also called “internal vertical structure” – refers to the way in which organizational levels are ordered and the degree of articulation or division of power between leaderships and the rank-and-file or grassroots members. Constituency – also called the “external horizontal structure” or the “who” – refers to the groups of workers the union purports to represent. It sets the scope of membership and, thus, delimits the union from other unions (Fiorito & Jarley 2008). Repertoires of representation – also called “the how” – refer to the typical representational practices that unions employ to realize the interests of their constituencies and/ or the interests of the organization.