As a consequence of the epoah-making event of the June 29 Declaration in 1987, the so far suppressed needs and desires of workers in Korea have erupted in a chain of labor-management disputes or violent strikes throughout the nation. Even in the era of radical democratic changes, such disputes have turned out to be getting worse due to the lack of established co-operatiwe practices between the two parties and 3rd party intervention. As a result of the delay in settling these disputes, Korea's economic situation has become worse as evidenced by: slowed GNP growth due to lowered productivity; worsened employment due to subsequent shut-downs or reduced operation of plants; and resultant worsened international balance and price rise. On the management's part, such a situation has caused retardiness of enterprisers' desire for management or investment fearing of encouraging even more radical demands from workers. In face of such a predicament, it seems desirable to develop the so-called Koreaniaed labor-management relation. For this it seems necessary to reinstate our traditional social solidarity and develop the so-called Oriental Spirits into management. Above all, positive understanding of both parties and adequate communication channels within the enterprise is required so that the basis for the solution to the labor-management problems might be secured. Workers also are required to trust in capitalistic economic system and mutual assitance throwing away their violent attitudes. Additionally, improvement in labor administration is necessary so that administrative guidance for protection of workers and for establishment of labor-management relation order may be provided.