Trade union is a voluntary public association of people who share common interests on the nature of their activities in the workplace, in the service industry, culture, etc. Associations are formed to represent and protect workers’ rights in labor relations, as well as socio-economic interests of its members, with the possibility of a broader representation of employees. Trade unions originated in the XIX century in the struggle of the proletariat against capitalist exploitation. Labor of Trade union’s birthplace is England, where it began to emerge from the middle of XVIII century. Most trade unions in 1899 were jointly called “General Federation of Trade Unions.” In 1868 the Trades Union Congress was formed, which has since been the main coordinating body of the union movement (Swartz, 2003).
Worker self-management is the concept behind trade unions. It is a form of organization of the labor process in which the team itself makes key decisions on the work of the enterprise. Managers (in general, as part of the staff) are completely eliminated by such an enterprise, because, as a rule, they bring the situations in any respective institution that lead to the point of declaration of bankruptcy with the probability of complete layoffs. Here, as a response to a force majeure situation, the team uses a non-trivial bold move. Ignoring instructions from the recognition (or close to one) of bankruptcy, employees continue to work. It would seem that without the management staff working at the organization, the chaos will make everything collapse within a week, an unexpected thing happens. Labor process begins and takes control of the organization’s functioning. Workers self-determine the methods of work, production plans, social security, and in fact, decide about all the current problems.
工会是谁分享对他们在工作场所的活动性质的共同兴趣的人们自愿公共协会，在服务业，文化，形成等协会代表和劳动关系中保护工人的权利，以及作为其成员的经济利益，具有更广泛的代表员工的可能性。工会起源于对资本主义剥削无产阶级斗争的十九世纪。工会劳动的发源地是英国，在那里开始从十八世纪中叶出现。1899大多数工会被统称为“工会总联合会”。1868的工会成立，这一直以来主要协调机构的工会运动（斯沃茨，2003）。
自我管理是工会工人背后的概念。它是一种形式的劳动过程中，团队本身进行关键的决策对企业的劳动组织。经理（在一般情况下，作为员工的一部分）完全消除了这样的企业，因为，作为一个规则，在各自的机构，使得具有完整的裁员概率破产宣告点把他们的情况。在这里，作为一个可抗力情况的响应，团队使用了一个非平凡的大胆的举动。不顾识别指令（或接近）破产，雇员继续工作。似乎没有管理人员在组织工作，混乱将在一周内把一切都崩溃，一件意想不到的事发生了。劳动过程开始，以组织的运行控制。职工自我确定工作的方法，生产计划，社会保障，而事实上，决定所有现存的问题。
