The end of the 19th century saw the formation of the industrial revolution associations by unskilled male labors which resulted in the transformation of the core functionalities and characteristics of the trade unions and union movements. The role and functions of trade unions have altered significantly over the last 30 years. Factors like increasing level of global competition, emerging trends of outsourcing of jobs, sponsored forms for employment, legal standards, the establishment of international regulatory procedures and labour standards and the increasing level of diversity of employment bases boosted by the advent of globalization have acted in a combined manner resulting in a precipitation of the fall in the number of union membership and in the coverage of basic union activities like collective bargaining (Da Costa and Rehfeldt, 2007, pp.
An assessment of the characteristics, functions, and objectives of trade unions is necessary to understand the actual role and impact of these unions on the management of different organizational and employment factors like employment creation, employee management, employee relations management, collective bargaining, and diversity management (Cherry, 2009, pp. Hence, this part of the essay aims at understanding the basic features, objectives, and functions of the modern trade unions act as a base for evaluating the roles of these trade unions in reducing discriminatory practices in organizations can be suitably evaluated.
As per the traditional view of the trade unions, the most general purpose of the functioning of a trade union of workers is to maintain and improve the work conditions and labor practices of the workers (Dix, Sisson and Forth, 2009, pp. These include the negotiations of pay scales, compliance with work rules, communication of the organizational compliant procedures and requirements to the employees, promotion, and firing of workers, monitoring employment benefits and ensuring standard workplace policies and safety requirements.
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