勞使間의 思考方式 및 心理狀態의 考察 = The Study of Method Thinking and Psycoloical States Between Laborer-Manager

다국어 초록 (Multilingual Abstract)

This paper was studied as to thinkoing method and psychological states between labor-management through literature research. The acquired conclusions and suggestions were as follows:
1) While labor-management relations are inevitably opposed to each other concerning the distributions of their products they agree with the matter of the improvement of the products for more interests. Both are diffent in the positions. roles. and responsibilities. and about the distribution of the results. they are diffent in their opinions. These facts can make both confront. But the relation is not the one of enemy. but only opposed. In some cases. theses opposions can make the developmental atmosphere for both. Of course. continious trouble can not bring forth development for them. Therefore. it is very important for labor and management to understand each other. If one part persists in only one's assertions. there can be no settlement of the problems. The life style of 'I'm OK-You're OK' is needed.
2) As the matter of labor-management relations closely relate to national economy. both must make efforts to harmonize the relations between them. Both must exert themselves to find a meeting point through concessions and compromises. While doing so. in the organization. confidence. wisdom, and vital power will be producecd. We can see that in some free-loving countries because both recognize the diffences in their opinions. thinking. and thoughts. they can live together and caaomplish economic development and prosperity. Here, the opposed relation of labor-managementat must be changed into harmonized one.
3) Labor-management recognize the duplex quality of both and must endeavor for both interest. In the democratic labor-management relations. both admit the double faces of each other and in 'the relations of opposition and harmony', they must desolte peacefully through collective bargaining. and in the case of cooperations. both must strive positively for common interest.
4) In the democratic labor-management relations. both must respect their humanity each other and trust one together. And also. both must know well that the democratic labor-management relations depend on the respcet of humanity and mutual reliance. and show these facts by behaviors. Both must keep in mind that the respect of humanity and mutual reliance do not make the enemy and friend of their own, but harmony between them. and they must practise the democratic labor-management relations in their every day lives.
5) The civilian government must respect the autonomy of labor-management
relation in settling the matters between laborers and employers as a position of the small government that has no sword. The reason is that the nature of labor-management relations should not be governed, but be helped. The government should not map out the labor policy by subjectiveness of the government on the reason of economical growth and social stability. but should adopt a positive policy for the encouragement of the autonomy of labor-mangement.
6) The employers should not attemt to look up the government, but in advance take care of labers. The employers must know that they can not manage enterprises not knowing the labor movement and labor laws, and they must be employers that first of all give laborers what they should take before they demand laborers help.
7) The members of labor union should know management and abandon distrust without reason and make themselves proficient in ability. Labor movement should be done by head. but not by mouth.

목차 (Table of Contents)

• Ⅰ. 서론
• Ⅱ. 노사관계의 배경전개
• 1. 노사관계의 수준
• 2. 노사관계의 발자취
• 3. 노사관계의 사고방식
• Ⅲ. 노사관계의 사고추이
• 1. 계급주의와 노동조합주의의 차이
• 2. 경영과 조합의 차이
• 3. 조합관계와 경영내 인간관계
• 4. 이중충성의 발견
• Ⅳ. 결론
• * 참고문헌
• * 영문초록