The frequency at which new entrants appear in the market and mature, lacklustre, listless organizations are forced to leave this is constantly increasing. Employers are thus continually prompted to simultaneously respond to the pressure coming from a world in constant evolution and the attacks launched by competitors, which are clearly forced to adapt to and possibly anticipate the future trends, too. Individuals deciding to set and run a business have to first and foremost make accurate and careful decisions about: the market(s) these want to enter, the positioning of their brand and the consumer target these want to reach. To stay in business, employers subsequently need to engage in a struggle to hopefully beat and stay ahead of the competition and hopefully gain and maintain competitive edge.
As a general rule, trade union membership is much more
widespread amongst public sector employers, which have in relatively recent
times recurrently been the object of privatization and downsizing processes,
and bigger organizations. Unions do not reportedly seem to appeal to younger generations.
The primary reason for employee organizations progressively losing ground is due
to the circumstance that employee pay is more and more agreed by employers and
employees at individual rather than at collective level. Yet, in many regions, despite
the existence of national-level or industry-level collective agreements, the reward
packages of professional and management roles are habitually agreed at
individual level. Notwithstanding, in some areas trade unions still definitely
play a remarkable role within organizations, even more so whenever employers need
to implement plans of action leading to the closure of some business units,
transfer of employees, layoffs and change of employment terms and conditions.