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RISS 인기검색어
- 검색키워드
- 주제어 : Package-type bargaining (검색결과 2 건)
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박경열 한일경상학회 2010 韓日經商論集 Vol.48 No.-
Labor-management consultation has started with the need for switching over from adversarial union-management relations to the one as cooperative one; labor-union has been giving a cooperative attitude on the condition that long-term employment of them would be guaranteed. Because of the nation-wide long economic slump, the customary practice called the lifetime employment has been disappearing, union-management relations has been taking new different aspects; the growing numbers of employees accepting voluntary severance packages and early retirement offers, the current increasing trend in hiring irregular workers, adopting performance-based pay system. These recent changes have been demanding the new directions on what Japanese labor-management consultation should be heading for. As a result of analysis on the changes of Japanese labor-management consultation by the weight of union's voice, there are the following significant features;Firstly, compared Japanese labor-management consultation including labor-union with the one without labor-union, the former turned out to have more powerful voice. This result is saying that Japanese enterprise union have a voice on labor-management consultation. Secondly, from the indicators representing the degree of voice in labor-management consultation, the strongest voice indicator called ‘Unanimity on the labor-conditions’ or ‘Agreement on it’ has been turning into 「Matter for discussion on it」. Thirdly, it is considered to be desirable for collective bargaining and labor-management consultation to work out individually in solving a problem, However recently collective bargaining has tended to be absorbed into labor-management consultation; collective bargaining has been substituted for the labor-management consultation, this kind of transition might cause collective bargaining to reduce its voice power. Fourthly, there is a big transition in the way of negotiation between labor and management since performance-related personnel management system has been started adopting to evaluate workers; from partial bargaining on each specific area such as basic salary, allowance of the bonus, retirement allowance, fringe benefits to package-type bargaining negotiated them as a whole; from the negotiation between all the members of the labor union and management to between an employee and employer. The changes mentioned above cause the collective labor-union to weaken their power, and also labor-management consultation has got to be put under the influence. Fifthly, non-regular employees has occupied by over 25% in Japanese manufacturing business, and the ratio is growing steadily. Reduction of unionization by decreasing regular workers have made the position of labor-management consultation as a representative of labors be weakened and also its voice is going to lose its power, because which is mainly consisted of regular employees. Eventually this kind of situation is going to lead labor-management consultation to the incapable-ceremonial organization.
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KCI
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