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工会是劳资关系的重要组成部分，它主要涉及与雇主与雇员关于权利的集体谈判。然而，根据荷兰（1999，第63页），工会的参与率一直在下降，在过去的十年中，产业转移（制造服务、职业转变（劳动密集型转向知识）和就业（学生、移民、女性、少数民族、兼职、临时、合同就业）的一些原因已被确定。工会一直是扮演解决用人单位和劳动者对立的有争议的观点角色。

通常工人加入工会是为了寻找安全,因为他们相信他们不能为他们的权利单独与雇主战斗。此外,工会更常被视为一个强大的力量，作为一个媒介代表工人在工作场所来提高他们反对任何违反工作场所的声音。

然而，有许多企业阻碍联盟的参与，这有几个好处，没有工会工人的经验。工人可以保持自己的个性，也就是说，如果工人不是工会成员，那么他可以参加个人谈判，因此可以满足他个人的就业需求。这主要是一个优势，然而，有许多企业，阻碍联盟的参与，有几个好处，非工会工人的经验。工人可以保持自己的个性，也就是说，如果工人不是工会成员，那么他可以参加个人谈判，因此可以满足他个人的就业需求。这主要是一个优势，因为当一个工人是一个特定的工会代表在他的工作场所，当一个集体谈判单位为个别工人的就业需求和愿望被忽视而谈判时，他的行动和决定不是由大多数人所决定。例如，一个员工可能不想从事罢工，因为它可能会危及他的就业，从而使他的收入来源不稳定。然而，由于他在工会的参与，他不得不参加罢工，因为需要“集体”的讨价还价。但是，一个工人要是不是一个工会成员，那么他没有义务参加这样的活动，这可以满足他的个人利益，而不是大多数的要求。

Unions are an essential component of industrial relations and it mainly deals with collective bargaining for the employees' rights with the employers. However, according to Holland (1999, p.63), the union participation has been declining in the last decade and industrial shift (manufacturing to service, occupational shift (labour intensive to knowledge based) and employment (students, migrants, female, minority, part-time, casual, contract employment) has been identified as some of the reasons. Unions have always played a debatable role due to the contrasting perspectives of the employers and workers.

Workers usually join unions in search of security, as they believe they are incapable of fighting for their rights with the employers individually. Besides, the unions are more often seen as a powerful force which represents the workers in the workplace and act as a medium to raise their voices against any violation at workplace.

However, there are many firms which discourage union participation and there are several benefits that the non-unionized workers experience. The workers can maintain their individuality, that is, if the worker is not a union member, then he can participate in individual bargaining and can therefore fulfill his personal employment needs. Hunter (1999) states that this is mainly an advantage because when a worker is a particular union representative at his workplace, his actions and decisions are influenced by the majority in a collective bargaining unit and the individual worker's employment needs and aspirations are neglected. For example, an employee may not want to engage in the strikes, as it may jeopardize his employment and thus his source of income. However, due to his participation in union, he has to participate in the strikes because of 'collective' bargaining. But, a worker who is not a union member is not obligated to participate in such activities and can cater to his personal interests rather than the majority's requirements.

In addition, Hunter (1999) also suggests that employees can save costs by not participating in unions because most unions require the union members' financial support for collective bargaining agreements. The non-union members have an advantage as they do not have to pay the dues and therefore can avoid the expenses. This is particularly a benefit for low-income production workers, as they would have additional expenses if they were a union member.

However, there are some disadvantages of not being a union member from the employees' perspective. Employees do not have the power to raise their voice against exploitation or for their rights. The non-unionized workers do not have the power to bargain with their employers at an indi