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韓國勞使協議硏究

Title
韓國勞使協議硏究
Authors
金賢順.
Issue Date
1973
Department/Major
대학원 경영학과
Keywords
한국노사협의노동
Publisher
이화여자대학교 대학원
Degree
Master
Abstract
The Laboar-Management joint Consultation Organization is a system to promote better relations between workers and employers and their mutual benefit. The main purpose of the system is increasing of productivity, that is source of distribution, rather than distribution itself. It is a system contributing for social progress by increase of productivity through consultation and co-operation between workers and employers on the matters of mutual concern not within the scope of collective bargaining, or not normally dealt with by other machinery concerned with the determination of terms and conditions of employment. The joint consultation body dealt with such matters as personnel management, vocational training and education, workers' health, safety and benefit schemes, grievance procedures and so forth. it has not only the function to facilitate better communications and relations in undertakings but also to contributes for social progress and public welfare of the country by increasing standards of living of the workers. Therefore the Laboar Management Joint Consultation Maehinery should be the important subject in our country at our process of in dustrialization. Labour-Management Joint Consultations of System in advanced country can be categolised into three basic types. The first type is the joint consultative body established in the United kingdom. Thair joint consultative body were advocated voluntarily in most industries by the celebrated Whitley report. The funetions of the machinery, named the Whitley Committee, are to discuss jointly or exchange of opinion mainly about the matters relating to the wage determination. in the Federal Republic of Germany, the second type, establishment of the joint consultation bodies, the Works Council, are statutory enforced by the state. Through the system, workers participate to the managaral decision within the undertaking. In other words, workers in Germany are entitled the rignt of co-determination at the plant level. On the other hand, the joint consultation bodies in the United States of America, the third type, have quite passitive The funetions. The committees named the Grievance Committee, are charaeterized by the supplementary body of collective bargaining procedure. The prevailing joint consultation bodies in Korea have peculiar nature owing to the backwardness of the economy. Especially following aspects of the economy, originated from the unblahoed growth through the prolonged "transitional period" and from the present industrialization policy of the government, are strongly influencing to the consultation bodies. They are (1) irrational wage determination process in undertaking without haying connection with the increase of productivity, (2) conservative attitude of management especially on the personnel management and Labour-management relations, (3) unsound organizations and activities of trade unions and (4) unfair protection of the enterprise by the government and etc. As the result, the Joint consultation systems in korea are tend to have very limitted role, the supplementary function of the collective bargaining procedure. The joint consultation body in Korea should be statutory enforced to organize in the large scale private enterprises, public utilities and government owned enterprises, and should have the function to consult the matters relating to the rationalization of the management, increase of productivity, betterment of health and welfare of the workers, vocational training and settlement of grievances. To be entitled the right of co-determination in future, all related parties of the joint consultation body should be strengthened. First, the management should be aware of the necessity the rationalization of the management, especially the betterment of human relations and be conscious of social responsibilities of the management. Second, the trade unions should be powerfully organized to participate to the management mainly for the increasement of productivity. Third, the government should have a fair distribution policy in the industry for the development of the joint consultation body. For the purpose, a policy legally enforcing to open the management to the public should also be adopted by the government. The government should encourage the establishment of Joint consultation body in the public utilities and the government owned enterprises. The establishment national labour manament consultation body with the collaboration of nationnal fedration of trade unions, employers associations and the government would be a great help for the development of the joint consultation bodies in the undertaking level.;勞使協議制는 勞使間의 관계를 改善, 開發하고 相互의 利益을 增進시키는 制度로서 配分自體보다는 그 源泉인 生産性의 向上을 근본적인 目標로 한다. 즉 勞動者와 經營者가 相互共同의 利害關係를 갖는 事項中에서 團體交涉外의 雇傭條件을 決定하는 制度에서 취급되지 않는 事項에 관하여 協議함으로써 企業經營의 合理的 運營을 비롯하여 生産性 向上을 促進하므로써 勞使雙方의 利益은 物論 全般的인 國家社會의 發展에 貢獻하는 制度이다. 具體的으로 勞使協議制는 生産管理問題 및 從業員 苦衷處理에 관한 問題를 취급한다. 따라서 企業의 意思疏通을 원활하게 하며 建設的인 人間關係를 유지시켜주는 機能을 가질뿐만 아니라 生産性을 向上시킴으로써 企業이 成長하게 되고 生活水準을 增進시키며 福利厚生 條件이 改善됨으로써 全般的인 社會水準의 向上 나아가서는 福祉國家建設에 이바지 한다. 그러므로 工業立國으로 발돋음하고 있는 國家的 現實에서 效率的인 勞使協議制의 實施는 매우 重要한 과제라고 아니할 수 없다. 先進國에서 實施되고 있는 勞使協議制는 크게 세가지 類形으로 區分되는데 英國, 獨逸, 美國의 勞使協議制로써 代表된다. 영국은 Whitley 委員會의 報告를 기초로 하여 政府의 奬勵에 힘입어 자발적으로 實施되었다. 그 機能은 經營參與的 性格은 희박하고 合同討議나 意見交換程度이다. 獨逸은 政府의 立法借□에 의하여 普及되었다. 그 機能은 企業의 감사혁회에 勞動者代表를 참석시킴으로써 共同決定에까지 이르고 있다. 美國은 單體交涉制度가 더 적극적으로 활용되고 있어서 苦積處理機關으로써의 소극적인 方法으로 發展하였다. 現在 우리나라에서 實施되고 있는 勞使協議制는 우리經濟의 構造的 特質에 따라 많은 問題들을 내포하고 있다. 즉 過渡期的 社會가 長期化함에 따라 前近代的인 要因과 最近의 工業化의 方式이 혼합되어 産業社會가 不均衡的 發展을 하였다. 즉 民族資本의 蓄積이 數次 斷絶되어 民主的 發展을 못함에 따라 企業의 對外的 依存度가 높아 經學의 內部的 合理化 보다는 經營外的 聯關에서 利益追求를 하게되었다. 따라서 現在 實施되고 있는 勞使協議制는 첫째 生産性과 直結되는 分配體制가 수립되어 있지 않으며, 둘째 前近代的 經營觀에 입각한 企業經營의 非合理化 문제이며, 셋째 勞動組合이 未發達된 狀態이고 끝으로 우리經濟의 性格이 政府主導的인데도 不拘하고 政府의 역할이 부진한 問題點들을 가지고 있다. 그러므로 우선 大規模 私企業, 國營企業體 및 政府管理業體를 대상으로 從業員 福利厚生, 安全, 保護, 職業訓鍊, 苦衝處理問題들을 協議하는 勞使協議制가 實施되어야 한다. 그 目標는 共同決定 내지 從業員 經營參如에 두고 단계적으로 適用對象이나 機能을 확대해감이 바람직하다. 또한 效果的인 勞使協議制實施를 위해서는 經營主는 前近代的인 經營觀을 제거하고 合理的經營에 힘쓰며, 經營者의 社會的 責任을 認識하고 人間關係 改善에 노력하여야 한다. 勞動者는 勞動組合織을 완비하고 經營參與를 위한 資質習得에 노력해야하며 生産性 向上의 必要性을 認識하고 노력하여야 한다. 또한 政府에서는 配分體制의 合理化를 이룩해야 하고 企業經營의 公開를 의무화할 制度를 확립하며, 勞使協議制에 대한 적극적인 조처를 취하며 國營企業體를 中心으로 모델 企業體를 선정하여 勞使協議制를 效率的으로 實施하는등의 적극적인 권장활동을 해야한다. 結論的으로 말해서 經營者, 勞動者 및 政府가 서로의 利益關係를 증진시키고 改善된 關係를 유지하기 위하여 效果的인 協議 내지 協助體制를 수립하는데 노력해야 한다.
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