Since the 1980's academia and professionals alike have been picking at the bones of discussion regarding the 'decline' of Trade Unions, their strategies of 'survival' and issuing prescriptions as to the most suitable form Trade Unionism can take in order to modernise, compromise and indeed to qualify for a role within the 'new' workplace. Within this plethora of discussion much is made of placing relevant unions into suitable and identifiable criteria, whether it be the AEEU and it's 'Enterprise' unionism or UNISON's 'Managerial' unionism. Although these criteria may be suitable within a fixed period or in order to understand a particular situation, the argument remains that they are static and do not necessarily reflect the many forms that unionism can take. Indeed much of the criteria presented is regarding the union as an organisation, as a business even, and in this way does not account the most important factor, that of a Union's members and the branches within which they interact.

Membership and the Collective voice is the foundation of Trade Unionism, it will therefore be argued that faced with a 'New' Industrial Relations Trade Unions

This reliance on servicing to circumvent activism has caused the worry of inactivity at branch level and the rise of 'passive consumerism', recruitment is not being paired with strong organisation at branch level. This idea of creating an active branch is illustrated by the TGWU past and present campaigns , which further illustrate the problems of a servicing relationship and the possibilities of a future of self-organising unionism, an approach that UNISON itself has recently approached on with it's 'Beactive' Campaign. This response can also be seen as an indication that mere moderancy and partnership do not necessarily reap much reward in regards to members.

The reevaluation of union strategies will involve a critical analysis of both set criteria, prescriptions of moderation and a reconsideration of militancy . The argument will thus draw parts of certain 'criteria' and aim towards methods whereby engagement and resistance may coexist effectively enabling effective 'partnership' with effective 'representation' through the education and strong organisation of union members.

, in this country, have illustrated an uncoordinated approach and have merely tested solutions, moving gradually back to the membership in order to consolidate their position. Naturally there will be those unions who will stay with a tried and tested formula , however with the impending 'Fairness at Work' legislation unions will be given space to engage their membership rather than attempting to engage managers in attempts at recognition.

Some common words found in the essay are:
Trade Unions, COHSE NUPE, White Trevor, Conservative Government, National Policy, Employer Employee, Partnership' Kelly, Trade Unionism, Enterprise Unionism, Trade Union, trade unions, trade union, trade unionism, single union, enterprise unionism, national policy, servicing relationship, union deal, strong organisation, managerial trends, 'fairness work' legislation, single union deal, impending 'fairness work', human resource management,
Approximate Word count = 2605
Approximate Pages = 10 (250 words per page double spaced)