016. Orchestra Unions In A Nutshell
After two weeks where we have seen the details of the relationship frameworks between unions and orchestras in different geographical areas and socio-historical traditions, orchestra managers will undoubtedly find some benefits in a specific synthesis that revisits the key elements
United States
Relationship Framework: Corporatist Model
Key Features
Robust union representation through AFM
Centralised collective bargaining with clearly defined contracts
Better degree of job security, balanced by possibility of high-profile disputes
Union protection offering some stability in a volatile industry
Europe
Relationship Framework: Generalist Model
Key Features
Varied union roles reflecting the heterogeneity of Europe’s sociopolitical landscape, and unions are more generalist (not focused on professions)
In countries with significant public funding such as Germany and Austria, union-management relationships tend to be less contentious
In countries such as the UK with mixed funding models, relationships are less formalised, with an emphasis on individual organisations and their specific contexts
Gulf Countries
Relationship Framework: Government Patronage Model
Key Features
Absence or minimal presence of union representation
Orchestras funded directly or indirectly by institutional patrons (governments, government- funded organisations)
Working conditions and remuneration follow structured, institutional policies
Generous funding from institutional patrons encourages artistic development
South Korea
Relationship Framework: Confucian Modern Hybrid Model
Key Features
Unionisation of musicians is relatively recent; first orchestra union formed in 2007
Unions function within a complex sociocultural environment, balancing worker rights with Confucian work ethics
Cooperative and consensus-building approach to negotiations
Orchestras operate within a mixed funding model, combining public support and private funding
Japan
Relationship Framework: Nemawashi Model
Key Features
Nemawashi approach to consensus-building guides negotiation and decision-making
Emphasis on harmony and mutual understanding, with disputes and strikes being relatively rare
Australia
Relationship Framework: Hybrid/Balanced Model
Key Features
Strong union representation through MEAA and its musicians’ sections (SOMA, TOMA, MA)
Formalised contracts negotiated collectively
Contextual balance between global industry standards and national considerations
In conclusion, the relationship frameworks of unions and orchestras around the world exhibit great diversity, reflecting the unique conditions and contexts in each region. Understanding these frameworks is essential for effectively managing and advocating for musicians’ rights and welfare.
More details and relevant bibliographic references may be found in my new book, Orchestra Management in Practice (Routledge, London, 2024).
The author, not a native English speaker, used Large Language Models (LLMs) for editing the article, addressing grammar, syntax, and spelling, enhancing fluency and readability, and translating sections from his native languages. Academically, LLMs helped in peer-reviewing, identifying gaps, and suggesting improvements.
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