勞使關係制度에 관한 硏究 : 韓國企業을 中心으로
- 원문 URL
This thesis is to study the improvement-Project of the industrial relations in Korea through the analysis of the Present situation of them. This study is concentrated on the collective bargaining and the joint consultation system, which are the two consistent elements of the industrial relations is korea The industrial relations are closely connected with the collapse of the traditional society and the development of the industrial society. of course, here the Political, economic and legal environments have operated as major variants. Our country has stepped into the stage of the industrialization through Five Year Plans for Economic Development since 1960's. The process of industrialization under the leadership of government, however, has resulted in the unequal distribution of wealth and the closed-authoratative ways of management, which consequently brought about the mammonism and the distrust in the labor-management relations. On the other hand, the collective bargaining in our trade unions takes that of company union ship, therefore the equal bargaining between the employer and employee is in troubles. Furthermore the unsatisfactory collective agreement in its content acts as a cause of industrial warfare. As the Joint Labor Management Conference Bill was legislated as an independent law, at the end of 1980 the joint consultation system in Korea came to take a different direction from the old one. The Problems in the current joint consultation system in Korea are as follows; 1. insufficent discrimination between the joint consultation system and collective bargaining 2. ineffectual functioning of the joint consultation system 3. A lack of understanding about the joint consultation system in both the management and the employee. In short, in the current industrial relations of Korean companies the management and the labor do not secure the equality and independency in their relations, owing to the excessive intervention of goverment, the closed ways of management, the ineffectual functioning of trade union, insufficiency of the labor dispute mediation commitee. Therefore in order to solve the problems mentioned above and secure the autonomy and equality of the labor and management, the following measures are urgently required: 1. the equality and autonomy in collective bargaining must be realized 2. the reasonable labor-dispute mediation system must be established. 3. the joint consultation system must be activated. 4. the equal and trustful relationship between the labor and management must be established.