우리나라의 任意勞動仲裁制度 活性化에 관한 硏究

김장호 崇實大學校 勞使關係大學院 1991 국내석사

韓國勞使紛爭의 特性과 그 對策에 관한 硏究

이재우 東亞大學校 經營大學院 1988 국내석사

The industrial relations in Korea has been one-sidely and heteronomously requiring the non-confrontation cooperation under the authorty system. However, as the level of the income and education grows through the rapid economic development, there becomes a necessity for the modernization of the industrial relations through the large changes in labor's structure of consciousness. It is the fact that the recent labor-management dispute, as a stepstone for the modernization of the industiral relations, enabled the labor, the capital, and the government to recognize the new view on the industrial relation, even though large and excessively violent demonstrations which appear in phenomena of trasitional period were used. In this study, we divided the labor-management dispute into three parts which are interest dispute, rights dispute, and organizational despute. And the counterplans are as follows; First, government and firms should discard the thought that the labor movement is harmful to the firm and economic development. Rather, the recognition should convert this though to the stepstones of the development of productivity by the labor-management cooperation, the maintenance of capitalism by the improvement of distribution relation, the progress of democratization by the restriction of the dictatorial authority in large firms and government, and the humanization by growing the status of workers. When the true industrial relations based on the renovation of these views on work or labor, mutual reliable relationships and cooperative systems are established. The principle of the cooperation between labor and capital based on concession and compromise might appear when the unbalanced labor-management dispute becomes not the mutual interest and when the peace in industry by balance becomes the way toward coexistence and co-prosperity. Second, as the counterplan for the interest dispute, the collective bargaining based on the reliability and cooperation between labor and capital should try to have the formation of law-abiding spirit and distinguish or deal with the interest dispute and the rights dispute which are still confused. Finally, as the counterplan for the organizational dispute, the system and operation within organization should be dealt with democratically in order to believe the union and representatives. And it is natural that in business the possession and the management should be seperated.

勞使紛爭調整制度의 活性化에 關한 硏究

신언우 韓京大學校 電子政府大學院 2005 국내석사

최근 우리나라의 노사분쟁은 장기간의 경기불황과 더불어 개별적 근로관계에 관한 분쟁사안이 집단적 노사관계에 관한 분쟁사안 보다 증가하고 있다. 뿐만 아니라 비정규 근로자의 고용관계, 노동조합의 교섭방식의 변화와 산별교섭의 요구, 노동집단의 정치세력화 등의 문제는 노사분쟁해결을 더욱 어렵고 복잡하게 하고 있다. 또한 노사분쟁이 이익분쟁에 국한하지 아니하고 권리분쟁에 해당하는 사항도 노사간 힘의 논리 또는 역학관계에 의하여 해결하려는 경향이 늘어나고 있어 조정ㆍ심판에 의해 모두 해결하기에는 시간적ㆍ경제적으로 비효율적이라 할 수 있겠다. 따라서 본 연구에서는 우리나라 노사분쟁조정의 실효성을 높이기 위한 방안으로 외국의 노사분쟁조정제도와 우리나라 분쟁조정제도의 유형, 절차를 비교분석하여 문제점을 도출하고 다음과 같은 개선방안을 제시 하였다. 첫째, 노사분쟁에 따른 사후적 조치보다는 사전적 예방활동을 강화해야 할 것이다. 미국 FMCS의 예방적 조정활동 즉 노사를 위한 협력적인 기술과 절차를 함께 훈련하는 기능과 영국 ACAS의 자문활동과 ACAS전문가가 참여하는 인터뷰, 노사공동위원회, 진단조사, 교육, 워크샵 등을 통해 해당사업장내의 노사문제가 분쟁으로 비화 되는 것을 예방하고 있는 일련의 활동들은 우리에게 좋은 예가 된다. 둘째, 조정인에 대한 교육훈련 및 양성체계가 확립되어 이들의 전문성이 확보되어져야 할 것이다. 효율적인 노사분쟁 조정이 되기 위해서는 전문적인 조정인을 양성하여 단체교섭 전에도 상황을 관찰하고 교섭이 진행되면 예방적 조정업무를 실시할 수 있도록 제도화되어야 한다. 셋째, 노사자치주의에 부합하는 분쟁해결제도인 사적조정제도의 활성화를 위한 입법조치와 행정적 조치가 병행되어야 하겠다. 사적조정이 활성화되지 못한 이유 중 하나는 그 전문가가 극히 부족하다는 점이다. 미국에서는 조정과 중재를 담당할 상업적 전문가집단을 운영하고 있는데 우리나라에서도 이와 같이 사적 조정인 제도를 활성화하기 위해서는 노사가 공히 인정할 수 있는 노사관계진단, 컨설팅 등의 기법을 개발하여 전문성을 제고하는 한편 조정인의 자격기준을 설정하고 이에 따라 선발하여 조정인단을 구성하고 관리할 필요가 있다. 넷째, 노사분쟁조정매뉴얼을 개발하여 보급할 필요가 있다. 노사분쟁조정매뉴얼은 노사분쟁의 특성이나 분쟁조정절차, 분쟁조정의 대상과 성격, 분쟁조정의 전략이나 기법, 조정인의 역할과 조정위원회의 개입 등의 문제를 이론화하거나 모델에 대한 검증결과를 토대로 사업장에 적용할 수 있도록 연구하여 적용할 필요가 있다. 마지막으로 노ㆍ사ㆍ정 모두가 합리적인 교섭관행과 노동쟁의 문화정립에 노력을 아끼지 말아야 하겠다. With the long term economic depression in Korea, the number of labor disputes arising out of the employment relationship are increasing compared to the collective labor disputes. Additionally, the labor disputes are not only limited to the interests disputes but also rights disputes tend to be resolved by the collective bargaining based on power. As a result, the efforts to resolve labor disputes by the mediation or adjudication are time consuming and ineffective. Considering these situations, this study will raise several points and explore the better way of improving the labor dispute settlement system in Korea by comparing and analyzing the labor dispute settlement systems and procedures of advanced countries. First, the importance of strengthening preventive measures or activities on labor disputes are emphasized ever than before. The preventive measures which are carried out by the FMCS in U.S such as the function of training to promote labor management partnership as well as the advisory services provided by the ACAS in U.K including interviews, labor management committee, diagnosis on labor relations, training and workshops are the good examples of preventive activities to prevent pending problems cause the labor disputes in the work places. The second, Mediator's speciality should be ensured on the system of their education and training. For the effective mediation of the conflicts between labor and management, we should train special mediators and observe the situation before the collective bargaining, also institutionalize the system for the execution the preventive mediation. The third, It should be run parallel with legislative policy and administrative policy for the promotion of the private mediation system. In the united stated, They are operating the commercial specialist group who is the person in charge of the mediation and arbitration. To promote private mediator system in our country, It si necessary to develop the diagnosis and consulting for the relation of labor and management to make sure the meditator's speciality. The forth, It is necessary to develop and diffuse the manual for the mediation of conflicts between labor and management. It is necessary to theorise the problems from the character and process of the conflicts between labor and management and subject, character, strategy and skill of the mediation of conflicts between labor and management, the role of the mediator and the intervention of the mediation committee, also it might be studied based on the verification results to the models and applied to the companies. The last, The labor, the management and the government should spare no effort to make the rational bargaining practice and labor dispute culture.

초등학교 사회과의 노동교육을 위한 방안 : 평화교육의 관점에서 '노사분쟁'을 소재로

박정철 한동대학교 교육대학원 2009 국내석사

어거스틴을 비롯해서 중세의 신학자들은 노동을 저주의 표현이라고 생각했다. 여기다가 고대 헬라 사상이나 동양사상에서는 육체적 노동을 천시하기도 했다. 그러나 노동의 참된 의미는 소멸된 것이 아니다. 다만 죄가 들어온 후에 노동의 의미와 목적이 달라졌을 뿐이다. 더욱 타락한 것은 일을 하지 않고 약자를 착취함으로써 재산을 얻고자 하는데서 인간의 불행이 생겼다. 그 동안 우리 사회는 특히 노동과 관련된 부분에서의 잘못된 인식으로 인해 엄청난 사회적 비용을 지출해 왔으며 지금도 그 고통은 계속되고 있다. 땀 흘려 일하는 사람은 천시 당하고, 수고의 대가를 지불하지 않고 명예와 부를 가진 사람을 영웅시하는 풍조가 만연해서는 안 되겠다. 상대적으로 힘들고 어려운 일을 하는 사람은 항상 손해 본다는 생각이 사라져야 한다. 가진 자가 일하지 않으면서도 불의한 방법으로 부를 누리게 되면 사회의 부패와 타락이 오고, 계층 간의 심각한 갈등이 일어나게 되기 때문이다. 정부에서는 비정규직보호법 제정 등의 형식적이고 제도적인 방법으로 문제를 해결해 보려고 하지만 최근 양상을 보면 노동자들은 오히려 더 차별을 느낀다고 한다. 일부 기업에서는 법의 취지를 따르기 보다는 외주 용역화를 통해 오히려 법망을 피해 가려고 하기 때문이다. 사용자 측에서 노동자를 보는 관점이나 노동자의 노동관에서부터 근본적인 변화가 없다면 노사간의 화합은 요원하다고 여겨진다. 개인과 개인이 모여 살아가는 사회에서 개인의 욕망과 가치관의 차이로 인해 갈등과 분쟁이 일어나는 것은 자연스러운 사회현상의 일부다. 하지만 이런 갈등과 분쟁을 평화적이면서 창조적으로 조정하고 개선하기 위해 서로 노력하는 것도 모든 사회 구성원들의 자연스런 의무이기도 하다. 그리므로 청지기적 노동관의 회복이 필요하다. 청지기적 노동관이란 경제적 권리와 경제적 의무이다. 재산을 자기만을 위한 것이 아니라 이웃을 위해 유익하게 쓸 수 있는 것으로 여기는 것이다. 즉 소유권은 하나님께 속하고 자기는 하나님의 것을 이웃을 위하여 관리할 수 있는 것을 청지기라 할 수 있다. 이런 뜻에서 청지기 정신은 '분배의 정의'가 기본적인 정신이라고 할 수 있겠다. 그러기 위해서는 그 역량을 초등학교 시기부터 기르기 시작하는 것은 결코 이르다고 볼 수 없다. 정규 교육과정의 학교 노동교육에서부터 이제 반성과 성찰이 있어야 하겠다. 노동의 철학이 올바르게 정립되고 현실을 바로 직시함과 동시에 평화적 관점으로 문제를 해결할 수 있는 역량을 길러내어야 하겠다. 이를 위해 본고가 제시한 것이 '노사분쟁'을 소재로 삼는 노동교육이다. 노사분쟁은 어린학생들로부터 결코 멀리 떨어져 있는 소재도 아니며 결코 논쟁이 불가능한 사회현상도 아니기 때문이다. 이제 그동안의 편견을 버리고 노동에 대한 바른 가치를 가르치고 분쟁으로 인해 겪는 고통을 평화적이고 창의적으로 해결하려는 의지를 다져 나가고자 한다면 앞으로 이 부분에 더 많은 연구와 노력이 있어야 하겠다.

우리나라 勞使紛爭에 관한 硏究 : 勞使紛爭의 原因과 豫防을 中心으로

김원만 慶熙大學校 1989 국내석사

産業社會의 勞使紛爭에 關한 硏究

김효현 漢陽大學校 産業經營大學院 1980 국내석사

韓國 勞動爭議調整制度에 관한 硏究

최준철 崇實大學校 中小企業大學院 1989 국내석사

勞使紛爭의 合理的인 解決方案에 관한 硏究

윤명수 단국대학교 경영대학원 1989 국내석사

labor management relation can be defined not only as a kind of contruct made from demand & supply of labor power but also a perfect relationship with right & duty. From this contract relationship, two parties with confronting profit & feeling, that is, labor & management is naturally in struggles each other the former with labor power itself & the latter using labor power as means of production sometimes can go well with through understanding & cordination, but sometimes fall in the kirmishes under the disagreement of reciprocal profit. specially in Korea which has short history of industrial capitalistic system as well as process of political & economic democratization, struggle between labor & management is likely to be solved not through peaceful means of discussion & compromise for betterment of working condition, raise of payment, & self-control of labor union, but by force such as strong demonstration & sitdown protest. Considering the labor movement history until now, we can find out that the struggles between labor & management have hindered growth of met a large amount of economic loss because of production stop and labor had to endure short profit because of falling demand of labor forces. In a word both parties have experienced good lessens & big loss of money. Therefore in this study I tried to show some rational method to solve struggles between labor & management in order to gain our purpose of idealistic welfare state. First, I analized by type & cause all the struggles happened between labor & management until now. Second, I examined the changing process of labor law and the fact of economic structure by statistic method. Third, I studied labor movement & development history of labor union. Specially with appearance of a new labor union I tried to suggest some expected changes between labor & management in the future. Next I suggest some methods to solve peacefully struggles between labor & management ; First from political side, labor committee should be stronger & professional & independent in function & structure and in order to between labor & management solve rapidly & independently, all the struggles relating labor the department of labor problem should be controlled by labor ministry with labor committee exclusively, which can raise stream line of policy & professionalism. An form wage policy, wage guide line should be made by division & type in consideration of ratio of labor to capital and labor income should be increased relatively to that of real estate and average income of labor in the low level of dual structure should be raised for rational distribution of income meeting the productivity of labor. Second, from the concerned parties of labor management, both parties should recognized each other's actual necessity, and management should handle laborer as person with respect of humanbeings & rational relation of labor business, for which management should try to help labors not only to have information, but also to participate in the policymaking & actual management of the firm, which will establish reciprocal reliability. And for the upper labor unions in order to strengthen their organization power & compromising ability, as well as to support unit labor union for actualization of structure & management, they should enlarge their investment for policy study to recommend good policy & idea, and keep independency & democracy of labor movement. And for laborers to get rational income for their works, they should ask rational increase of wage and betterment of working condition after increasing their labor productivity to satisfy management, and considering change of consumers' price, paying ability of management. But I am sure that the above-pointed rational methods to solve labor struggles can be effectively done through reciprocal understanding & cooperation after demolishing the disbelief strongly constructed between them through discussion & compromise with their maximum endurance.

우리나라 公務員 勞使紛爭 調整制度의 改善方案에 관한 硏究 : 공공부문 및 선진국의 제도비교를 중심으로

우동욱 연세대학교 행정대학원 2008 국내석사

한국 노사분쟁의 요인 분석과 안정화 방안에 관한 연구

박남기 東亞大學校 經營大學院 1992 국내석사

The labor dispute has always occurred as the representation of conflicts between labor and management, and recently, it is so deepened that it has an effect on the whole industry and that it, has been regarded as even the critical situation. The purpose of this study is to define the distinguishing feature of labor dispute, to draw out the disputing object in advance and to provide the device to solve it. In order to prevent the labor dispute in advance, the positve efforts between employee and employer have to be premised, employers have to show the active intention to solve the problems, and employees have to present their suggestion by the more rational way through the labor union. Therefore, the things necessary to establish the democratic and coorperative labor-management, relations are as follows: 1. The reliance between labor and management would be recovered, the excessive demands would be withheld and the objective attitude to accomodate the opinion of other people in their view would be necessary. 2. The employee and the employer should coexist on the basis of capitalistic economy which should not be rejected. 3. The equality between labor and management should be recognized more explicitly. Hence, the labor-management system which is proper to ideology and rule in our country strongly need to be established. In order to study the factor analysis of a labor dispute and the scheme for stability in this paper, the present status and the feature of the recent labor dispute were surveyed and the specific trait and the disputed point of the labor dispute were analyzied. The results of analysis are as follows: 1. In the analysis of perception of wage level, the, degree to satisfaction with compensation for the working performance was high and related to sex, school career, position and scale of company. 2. In the analysis of perception of working conditions, the results showed that working hours was different according to position, school career and scale of company, respectively. The schemes for stablity of labor-management are as follows : 1. The reestablishment of labor-management perception. 2. The improvement of labor-management system concerned. 3. The improvement of a disputed points. 4. The improvement of wage and working conditions. In addition to these schemes, if the labor-management should be cooperative with responsibility, then the relationship between labor and management would go forward the developement.