delfini, erbes, and roitter 2011

• study about participation of workers in a union, and what determines this participation
• one of the biggest debates is the mobhilization coapcity of unions (375)
• some suggests relation between leadership and rank and file isn't the whole story
• some say partiicpation in union elections is iportant
• some say identification with the union is important
• what determines union affiliation? (the literature, split into 4 types)
• structuralists: employment rate, legal framework, economic cycle
• individual factors: motivation and/or personal characteristics
• socio-laboral: business size/type, labor relations
• interventionist: the link between high leaders and local leaders, the amount that a union actually comes and is invovled in a workplace, helps explain unionization rate
• there is a general hypothesis is that, in the context of reduced participation within unions, there are lots of different factors that help determine the distinct forms of union particiaption (378)
• quick descripiton of labro relations system in Argentina, page 379
• four indicators that a union member is involved in the union:
• if they know their union, and identify themselves as a member
• participate in union activites
• help negotiate a contract
• know what's in a contract (383)
• three types of involvment:
• desvinculado, 43%-- don't do any of the 4
• partial participation, 38% -- very much luck the desvinculados, but get involved in negotiations and know the contract
• integrated participation, 19% -- do all of the 4
• checking other theories
• business size does not affect probablity of union participation style
• desvinculados:
• higher educated, older workers less likely to be desvinculados
• women more likely to be desvinculados
• if the workplace has a long day, or the presence of a delegado, less likely workers will be desvinculados
• integrados
• very much dependent on the presence of a delegado
• the existence of a delegado is important to see idfference between integrados and disvinculados
• but so do some demographic variables (age, gender, education level)

Trajtemberg, Senen Gonzalez, Borroni, Pontoni 2012

• What is the scope of union representation at the level of the workplace? (4)
• the strong legal framework conditions but does not determine union representation on the shopfloor, other factors come into play
• debates about representation in Argentina: juridical and historical-sociological
• juridical
• representation versus representativeness (7)
• idea that unions should be democratic is representation
• BUT they also tacitly represent non-afilliated workers, so they have to keep them in mind while bargaining, is representividad (8)
• all from Ermida 993
• union can be representatives, but it also has to have the power to demand persnoaria gremial, which may cause destruction of some representativenss (9)
• sociologia hisotirica
• looks more at bureaucratization
• wokrplace delegate can try to minimize distance between the macro level union and the micro level workers through his actions (11)
• issues of representation and representitiveness challenge how to correctly unite differnet levels of uniosn to work for workers! (13)
• data from 2008 survey---seems like a survey of managers
• overall unionization rate was 37% (of population?)
• half of these people were in unions where less that 25% of workers in the plant were unionized
• When a delegado is present, the unioni rate is 49.4%, when there is no delegado, 30.3%
• most unionized workers are in large enterprises
• 3 types of union representation (workers charactersitics)
• Union rep mediated by institutions (18)
• 36% of workers
• 60% are in small shops (less than 50 employees)
• most are covered by a collective contract, probably not a lot of hierarchical positions
•  no local union representatives and no collective conflicts
• no strogn union presence, but are still covered by a contract and are affiliated with a union
• Consolidated Unionism (19)
• 36%
• large establishments
• most of these workers are in a place covered by a collective bargaining contract
• 93% have delegados
• most likely to have collective conflict
• strong union presence, fight out contracts
• Weak union representation
• 28%
• service industry, often subcontractors
• these people are on the margins of collective contracts
• 34% of businesses in the survey negotiated a clause about local union reps between 2007 and 2011...presumably ot make sure they are there, in the plan,t being stewards
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