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노사관계의 현황과 과제(Study of the current status of labor-management relations and future tasks)

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  • 노사관계의 현황과 과제(Study of the current status of labor-management relations and future tasks)
  • 한국개발연구원
  • 한국개발연구원


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Title 노사관계의 현황과 과제(Study of the current status of labor-management relations and future tasks)
Similar Titles
Material Type Reports
Author(Korean)

한국개발연구원

Publisher

[서울]:한국개발연구원

Date 1982
Series Title; No 정책연구시리즈 / 82-13
Pages 63
Language Korean
File Type Link
Original Format pdf
Subject Social Development < Employment
Holding 한국개발연구원

Abstract

This study seeks to examine the role and importance of management in the context of developing labor-management relations. As part of the objective, the study examines the wage-decision process and labor-management cooperation, the need for their improvement and stabilization, and the role of the labor union from the management’s perspective. Ultimately, the study seeks to identify development perspectives of labor-management relation for the future.
Conflicts that arise between employees and employers have been an issue that has always persisted in organizations, nothing surprising or new. Company H, founded in 1941, established its labor union in 1962. Maintaining its union until today, the president sought various ways to express the humanistic sides of businessmen in developing the company’s labor-management relationship. In addition, the company exerted more efforts in building a clear and specifically identified labor-management relationship by holding a series of six seminars with 500 people in each round. As can be seen in the example, labor-management relationships must be built based on the most basic values of trust including partnership and discipline.
Regarding the improvement of the wage-decision policy, consideration and dialogue is needed more than anything between the company (labor consumer) and the work force (labor supplier). In particular, a guideline must be set between both parties, which can serve as the base for a suitable wage-decision process.
In addition, the labor suppliers (work force) and consumers (companies) must both be equipped with a sense of responsibility on their jobs, thereby working to revise mistakes and minimize negative actions in order to reduce the tension between each other.
Economic development cannot be achieved with just one player’s efforts. As the fruits of growth have been harvested through the joint efforts of companies and workers, the two parties have been rowing, and will have to keep on rowing in the same boat. Given this context, both parties should exert more efforts to listen to each other and accept each other’s suggestions in order to achieve a true sense of labor-management relationship.