Importing low-density ideas to high-density revitalisation: The ‘organising model’ in Denmark

Abstract

Why did union officials from a high-union-density country like Denmark choose to import an organising strategy from low-density countries such as the US and the UK? Drawing on in-depth interviews with key union officials and internal documents, the authors of this article argue two key points. First, rather than unions settling for a semi-automatic response to membership decline, the ‘organising model’ was actively imported as a strategic tool for challenging alternative responses to membership decline. Second, the organising model was actively translated into a Danish context and most unions cherry-pick some elements while leaving fundamental aspects out. The study nevertheless indicates that a lack of coherency and model-fit to Danish industrial relations might hamper the positive effects of the organising strategy.

Overcoming Barriers to Transnational Organizing Through Identity Work: Finnish–Estonian Trade Union Cooperation

“…the need for internal organizing), and many family firms and entrepreneurs remain staunchly non-union (Laurokari, 2016). Arnholtz et al (2016) describe the Danish case, which is in many ways similar to the Finnish one. In that context, rank and file mobilization to establish union representation in previously unorganized workplaces has been virtually unknown in recent decades.…”

“…This does not exclude external organizing, which the Dutch unions also do, to extend union representation and regulation to previously unorganized groups of workers (Connolly et al, 2017). Arnholtz et al (2016) note that organizing advocates in Denmark 'translate' the organizing model in ways which legitimate it in the Danish context, selecting only the parts which they regard as well suited to Denmark's high union-density, highly institutionalized context.…”

“…Contracts are agreed at the industry level and workers have access to union representation if they want it. While unions see worker mobilization as necessary to build power resources to maintain and improve conditions, guaranteed representation promotes a passive mentality in the workers (Arnholtz et al, 2016).…”

“…This promotes membership, but discourages engagement. As with the Danish organizing advocates (Arnholtz et al, 2016), Finnish organizing model advocates pointed out that organizing is not alien to Finland, but rather invokes methods and ideologies of the labour movement’s formative years (Pietarinen, 2014), drawing on this older tradition to legitimate organizing. One of the BOA initiators, Mika Häkkinen (2016: 12) stated in the metalworkers’ union newsletter: ‘It is not a question of something new.…”

Active Enactment and Virtuous Circles of Employment Relations: How Danish Unions Organised the Transnationalised Copenhagen Metro Construction Project

“…However, in 2014, the organising strategy started to change when the two organisers participated in a course about a UK-inspired ‘organising model’ (Arnholtz et al, 2014). This gave them an opportunity to reflect on previous errors and made them rethink their strategy.…”