工場새마을運動과 勞使協調增進을 위한 勤勞者 意識構造에 관한 硏究

金圭昌,張晩植 효성여자대학교 새마을연구소 1985 새마을硏究論文集 Vol.5 No.-

The labor-management cooperation system established by thefactory Saemaul Undong and promoted by industries since 1974has achieved productivity improvement, product quality, andcost reduction, by improved labor-management relations. Management leadership and the cooperative efforts of workerswere essential for this achievement. A more efficient communication channel is required as thescale of industries expands in quality and quantity. In addition,the improved education level and income level of workersnecessarily accompanies a voice raised by workers forimprovement of labor-management relations. In this respect, the change in the industrial environment isbringing about the need for closer cooperation between laborand management. Labor-management relations are basically antithetical. Therefore, some adjustment of the conflicting interests should be promoted by the factory Saemaul Undong. Future labor-management relations should emphasize assistance and cooperation instead of confrontation and conflict, through efforts for productive labor-management relations. In this regard, the factory Saemaul Undong has been effectively prclmoted and utilized for the rational operation of the iabor-management council system, the rational distribution of companyprofits and the expansion of a welfare system for workers. A questionaire survey of 420 workers in small and mediumtextile industries in the Taegu area was made to study the mentalattitudes of the workers. A suggestion for helping the labor-management problem was offered based on the results of thestudy. Following are the improvement measures proposed. 1) The importance of leaders for the factory SaemaulUndong: The active participation of top management is requi"edfor any effective promotion of the factory Saemaul Undona. Ahigher level factory Saemaul Undong leader is more appropriatefor the active promotion of the movement. In addition,management positions were more preferable for factory SaemaulUndong leaders than production positions. The factory Saemaul Undong leader should also be theChairman of the factory Saemaul Undong Promotion Committeefor a more effective promotion of the movement. The core of the factory Saemaul Undong will be the leader ofthe factory Saemaul Undong, while the active participation anddeep concern of top management also is important for the successof the movement. 2) The effective conduct of a labor-management cooperationsystem: An able leader should be selected for the labor-management committee, and the profit of the company shouldbe emphasized. Moreover, for sufficient functioning of the labor-management committee system, a cooperative effort will be vital. In this regard, the labor-management committee system shouldstrive to improve productivity, promote the welfare system andthe peaceful operation of the factory by smooth communicationbetween management and labor and by encouraging activeparticipation of the workers. An effective promotion of the system shall bring followingresults. (1) Better unaerstanding of workers on the part ofmanagement and vice versa, and an increased sense ofresponsibility. (2) Increased efforts toward self-development that willinclude the active development of creative "ideas"for improvement on the part of workers, andimprovement of labor-management relations. (3) Contribution to national development byimprovement of labor conditions and industrialdevelopment through cooperative labor-managementinteraction. (4) Accordingly, to energize the labor-managementcooperation system, sincere participation of bothmanagement and labor is required. 3) A smooth adjustment system for labor-management: Labor/management disputes fall under two categories: interest disputes and rights disputes. The former is concerned with wages and labor conditions, while the latter is concerned with the application and interpretstion of the rules and regulations adopted. Lahor/management disputes may occur at any worksite,however, the point at issue is how peacefully they are settled. The Taegu area, which is composed mainly of smalland medium sized textile firms showed few labor-managementdisputes which were also small in scale. More specifically, asshown in the analysis of "no-replies" that accounted for over 50%of the total, the major issues of labor-management disputes wereconcerned with wage increases, the improvement of job-siteenvironment and requests for extensions of break time. A majority of the disputes were settled by arbitration orwithdrawal by mutual censent. An autonomous settlement ofdisputes should be encouraged. Less dependence on governmentalinterference also should be encouraged. 4) Activation of a grievance resolution system The Labor/Management Cooperation Act of Korea doesnot provide specific procedures for grievances except for theregulation which establishes a Grievance Committee composed ofless than 3 persons for worksites of over 30 full-time employees. However, the function of such a Committee is not very strongat the moment. A majority (66%) of the grievances was handledin the form of individual interviews which reflects the simpleand somewhat tame procedure of the Committee. Grievances can be categorized as follows: A. Personnel management B. Labor conditions C. Salary and promotion D. Awards and punishments E. Work-site environment F. Safety, health and hygiene G. Welfare H. Human relations I. Unfair treatment because of personal interest J. Matters related to supervision K. Retirement For the effective handling of grievances, reliance should beplaced on fair and quick resolution and negative attitudes towardraising grievances should be removed. In other words, asympathetic attitude towards workers' grievances should beencouraged. 5) Encouragement of a suggestion system A suggestion system aims at effectively communicatingthe creative "ideas" of workers to management and encouragingmotivation for work by an increased sense of participation in themanagement of the company. An analysis of the survey shows that 78% of the subjectindustries are operating a suggestion system, while an additional10% are planning to operate such a system. Operation typesinclude individual operation and operation in connection withthe factory Saemaul Undong activities. Most of the industriesgrant awards for suggestions adopted (43%) The suggestion system contributes to fostering a sense offellowship and a sense of the importance of workers byencouraging the active and constructive participation of workersin the improvement of the management of the companies. Some expected results of operating such a system include amore democratic management, more efficient and economicmanagement, a raised sense of achievement by the workers,improvement of work conditions and high morality, Bettercommunication between workers and management also isexpected. 6) Improvement of welfare facilities and systems The survey showed that over 90% of the industriescanvassed operated welfare systems that aimed at improvementof benefits for both industry and workers. The welfare system ideally should provide improvement ofconditions that are otherwise not achieved by improvement oflabor conditions, including the area of maintaining health, andproviding economic stability. The effective operation of welfaresystems will increase the reliability of the industry and that willdirectly improve the labor-management relations of the company. In particular, the effective operation of welfare systemsinduced reduction of absenteeism and improved productivity. The optimum result will be achieved by operating thewelfare system in close cooperation with other labor relatedpolicies. Those welfare systems related to the factory SaemaulUndong that are requested by most of the subject workersincluded operation of dormitories, restaurants and rest rooms,oreration of clinics, and gymnasium facilities. Other welfaresystems requested included various insurance coverages,scholarship systems, free meals, commuting transportation, nightclasses. and assistance for schooling. 7) Encouragement of the active participation of workers inmanagement The encouragement of laborers participation inmanagement is an international trend. It takes the form of workerdirectors, a factory committee system and labor-managementcooperation systems. The labor-management cooperation systemis most frequently adopted by Korean industries. The traditional view will regard this type of participationas an act of arrogation, however, recent developments in industryview the system positively in the sense that the system improves productivity. Most of the subject industries were not operating anymanagement participation system. Accordingly, the managementparticipation system should be promoted in these industries. Even the industries operating a management participationsystem limit the scope of participation to 8% of the totalmanagerial decision making, Accordingly, expansion of theapplication of the system is also required. 8) Encouragement of positive motivation for work The encouragement of motivation for work is a vitalfactor for productive work results. The motivation of workersdirectly affects the quality and efficiency of the work. Spontaneous motivation for work will bring profits for bothmanagement and labor through increased efficiency. The motivation for work for an individual or anorganization depends on overall management skill. It particularlyis affected by how well management satisfies the requiremelltsand goals of the workers. Important factors affecting themotivation of workers include the personality of top management, protection of worker's rights, human relations among fellowworkers and with management, work conditions, wage levels,opportunity for promotion, rewards and punishments, training,and physical and mental health. Important factors for industrial management indicatedin the survey were as follows: importance of welfare (31%), wageincrease (20%), labor-management cooperation (16%), training (14%) and goal management system (10%). However, with thechange of industrial environment, heavier emphasis is expected inhumanitarian areas such as respect for basic rights of workers,and improvement of human relations. As reviewed above, the core activator of the factorySaemaul Undong is the leader of the factory Saemaul Undong,whereas in order to promote the Saemaul Undong effectively,active participation and deep interest on the part of topmanagement in the movement is essential. Workers also should be ready to give full support byclosely cooperating with management, whereas managementshould realize the importance of human relations that is expressedin respect for workers' rights and the democratic operation ofindustries, in order to improve labor-management relations.

都市 새마을 指導者의 行態에 關한 硏究(Ⅰ)

李學守,李賢洙,李英敎 효성여자대학교 새마을연구소 1984 새마을硏究論文集 Vol.4 No.-

The New Community Movement Consists of following values that is, industry, self-helf and coordination. The purpose of the movement is realized the civil's well-being. There are three variables in implementation of this movement. They are citizens, movement's leaders and government. The very important role variable of them is movement's leaders. They guide citizens through three values. This paper researches the behaviors and conscious structures of the movement's leaders in Tae-gu city and the purpose of this paper are presentation about directions and problems of urban saemaul movement ultimate findings of this paper is that first of all it is important of leaders role in order to achieve effectively the movement.

여자 시간제 근무자의 활용방안에 관한 연구 : 대구지역 섬유업을 중심으로

장만식 효성여자대학교 새마을연구소 1986 새마을硏究論文集 Vol.6 No.-

The purpose of this paper is to study the practical use of the parttime women workers. The reasons increased the practical use of the part time womenworkers are as follows ; 1) Advanced age of the population. 2) Increase of the women's spare time caused by children decreaseby the birth control. 3) Pursuit of the chance to realize women's self. 4) Elevation of the women's status in society. 5) Change in the social understanding about the women's part. 6) Waste of the women's educational investment. 7) Lack of labour. 8) Eeasiness of the employment precedures. 9) Lower wages an hour. 10) Possibility of the employment adjustment than the regular workers. Empirical test methods for this paper are as follows ; 1) Type of industry for the test; Textile manufactures in Tague. 2) Number of the companies: Two hundered and seventyfourcompanies. 3) Investigative methods; Questionaire and interview. 4) Investigative periods; 1986. 9.15-10.15. 5) Analysis methods; Ratio analysis. Below are results of the empirical test. 1) Setting-up of the logical concept about the part time workes. 2) Establishment of the rules of emplyment for the part timeworkers. 3) Employment of the part time workers in the enterprise to savethe lack of workers. 4) Performance analysis and the improvement of managementorganization for the part time system. 5) Empirical test and collection of the information for the parttime system.

大邱地域 새마을工場의 運營實態에 관한 硏究

張晩植,林德相 효성여자대학교 새마을연구소 1987 새마을硏究論文集 Vol.7 No.-

工場새마을運動과 勤勞者意識構造 改善에 關한 硏究 : 大邱地域 工場새마을運動을 中心으로 based on the Daegu regional factory Sae Maul movement

金圭昌,李秀炯 효성여자대학교 새마을연구소 1982 새마을硏究論文集 Vol.2 No.-

In view of our reality oriented to build up the welfare nation, the reestablishnent of labor and management relations is the important factor for promoting welfare and stable growth or our country. To rightly establish labor and management relations through Factory Saemaul Movement: first of all, removal of distrust climate in both sides is urgently required. It is hard for the relations between labor and capital to be maintained stably in the climate of the enterprises that both parties can not be trusted each other. Second, Counseling and grievance procedure contribute to creating the spiritual cooperation basis between labor and capital. Third, by the lank of heightening laborer's will to work, making the factory second home for workers and increasing welfare facilities should be spread. We have accomplished the highly developed economic growht in the past 20 years based on the efforts of entrepreneurs and laborers. It is commonly known that Factory Saemaul Movement have performed the role of the practical philosophy and spiritual prop for better living movement and prospering good business. Against the object of 487 firms, the leading firms, in 1982 which have got more than 50 employees under the territorial jurisdiction of the Daegu Factory Saemaul Movement Promotion Branch, the results of Factory Saemaul Movement in the year of 1980 and 1981 will have to be compared and this movement should be further revitalized and substantial. From now, the Factory Saemaul Movement must raise the international competive power through the stability between labor and management, productive advancement and quality control. Furthermore, this movement should set the goal at building up the foundation of the second economic takeoff. For this purpose, the government, entrepreneurs, laborers and laborers and labor union as one body must spare no sffort to achieve the happiness of laborers and the sound enterprise growth based on the Saemaul Spirit going together with the appropriate sacrifice and endeavor.

이데올로기 比判敎育을 통한 새마을 精神敎育 方案 : 大學生의 境遇를 中心으로

安亨寬,趙旭衍,鄭芳子,孫炳煥,趙珠煥,嚴妙燮 효성여자대학교 새마을연구소 1982 새마을硏究論文集 Vol.2 No.-

組織開發을 통한 새마을운동

林德相 효성여자대학교 새마을연구소 1984 새마을硏究論文集 Vol.4 No.-

Saemaul movement is a behavioral change stratege which presupposes citizen's consciousness reform. The movement had been centered around fishing and agrarian villages since 1970', but it has been declining in the area since 1980'. The reason is that the social, cultural and economic changes in Korea are remarkable now. Various factors such as division of labour (specialization), industrialization (urbanization), the need for much information(mass media, educational elevation), internationalization, egoistic sense of value, betterment of economic life, enlargement of organization etc. forced the traditional Saemaul movement focused on fishing and agrarian villages to reveal its Iimit to further development, and made the movement to require a new way. So, this paper was aimed go employ the Organizational Development(OD) theory, and suggest the usefulness of the theory by analyzing the present condition of OD now being made use of in several enterprises in Korea. OD is a way of development centering around organization which is being employed in advanced in advanced countries. I think it is the time for Korea to introduce the knowhow of OD as a country facing the threshold of 1980s'. But beforehand the more considerate and exact investigation should be needed. For further effect, the OD being emploved in the several enterprises should be combined with the Saemaul movement which has been successful now in Korea, and this should be carried out continuously.

廣域圈 새마을事業 推進方安硏究 : 새마을金庫 運營을 中心으로

全碩在,金石會,金永洙,金鍾奎,尙採圭 효성여자대학교 새마을연구소 1981 새마을硏究論文集 Vol.1 No.-

慶北地域 새마을金庫의 運營實態 및 貯畜增大 要因分析에 關한 硏究

金相烈,張晩植,全瑨文 효성여자대학교 새마을연구소 1981 새마을硏究論文集 Vol.1 No.-

工場새마을 運動과 勞使協議制의 效率的 運營方案

金圭昌 효성여자대학교 새마을연구소 1987 새마을硏究論文集 Vol.7 No.-