It sounds lke the union movement in the US has a lot of maturing to do. Unions in Australia look after the rights of their members and a big part of this is collective bargaining. Large employers have decent sized teams working out employment conditions, and the union (or group of unions) is a reasonable counter to this. Otherwise you have a team of 5-10 professional negotiators 'negotiating' with employees one-on-one.
When industrial action is called for by the more mature unions, participation is voluntary. I was a member of a union that represented clerical and technical people in the electricity and local government industries. I had the choice of not striking, and when I did I was able to record that as protected industrial action. It gave my supervisor's manager a bit of a panic as he had to record it, and it wasn't usual for a professional engineer to strike (just for the day). The blue collar union that represented the electricians had very high turnouts, and the 'association' representing managers and professional engineers didn't get too many people taking part.
Promotion is on the basis of merit in the power industry, and the 'last on, first off' rules are pretty much legislated out of existence. Some unions do make rediculous demands when they think they have management over a barrel, and sometimes that results in jobs going overseas. Heinz were put in that position, and rather cave in to Australian union demands they expanded a factory in New Zealand instead.
A union that cares about the welfare of its members is also happy for an unsafe or dangerous worker to be shown the door. If workers bypass safety devices on a machine then they will get little support from their union, and rightly so.
Perhaps the US is just a few years behind the rest in the maturity of unions?