학술논문
건설산업의 합리적인 노사관계 정립 방안
이용수 50
- 영문명
- 발행기관
- 한국건설산업연구원
- 저자명
- 심규범
- 간행물 정보
- 『한국건설산업연구원 기타 간행물』건설산업의 합리적인 노사관계 정립 방안, 1~201쪽, 전체 201쪽
- 주제분류
- 공학 > 토목공학
- 파일형태
- 발행일자
- 2008.10.01
26,920원
구매일시로부터 72시간 이내에 다운로드 가능합니다.
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국문 초록
영문 초록
The original role of the construction industry is providing the basic product of a society. So, this industry affects people"s lives enormously. However, recently many huge conflicts labor and capital have been brought about repeatedly. As the results, productions on construction sites have been stopped and lots of negative affections given to people. More serious thing is that these conflicts are outside of legal control system. Industrial relation theories say it has contradictoriness, such as hostility and cooperation. But, in our construction industry, just hostility side seems to be revealed.
These problems are derived from the unique this industry"s characteristics and the separation between actual contexts and institutional systems. Horizontal specialty production, multi-layer subcontract structure, irregular workers, and frequent work site mobility bring about various problems in industrial relations of construction industry. Especially, order production method and multi-layer subcontract structure result in the shortage of payment capability. The shortage of payment capability is the most critical factor to make the industrial relations unstable. It makes employers insufficient for payment and evade from the collective bargaining. Nevertheless, this government"s saving-budget strategy seems to make the shortage of payment capability problem worse.
So, industrial relations of construction industry is very weak. In short, it is diagnosed as ‘lose-lose’ or ‘a collapse of both unions and employers’ derived by ‘the shortage of payment capability’ and ‘the inadaptable institutional bargaining system’. That is, the problems are not solved in institutional system but amplified for the inadaptable institutional bargaining system. Unions are very positive to improve workers" working conditions but employers are very negative for the shortage of payment capability. Therefore conflicts are incurred, but government cannot solve them. Because the institutions are apt for company unions and regular workers, but the actual contexts are regional unions and irregular workers.
These situations make the collective bargaining idle and cause the conflicts deepen. Conflicts lead to an evasion of law, an extreme, a violence, and a long term strike. At the end, unions, employers, and government are all meet ‘a collapse of everyone’.
This study suggests some solutions for the most critical factor to make the industrial relations unstable. In order to solve the shortage of payment capability, as self-help efforts, ‘the occupational minimum wages’ should be introduced. This method is to put ‘the occupational minimum wages’ in the budgets of orderer and pay them to the workers actually. Maybe this method win people"s sympathy that companies should assure the adequate production cost. Normally, despite people express a sympathy with abuses of excessive dumping receiving an order, they are against an increases in the prime contractor"s production cost. Because there are no ways to guarantee the increased money are delivered to workers.
In addition, as the solution for the conflict amplification factors, the effective methods of collective bargaining are suggested. The effective methods of collective bargaining will stop the strikes which are out of law, an extreme, a violence, and a long term. Futhermore they will prevent them. As these methods, on regional or whole national level, a group companies bargaining or central bargaining are suggested instead of individual company bargaining. And by using the regional validity or national validity of collective agreements, the effectiveness of collective bargaining will be increased more and more.
If through the effective collective bargaining, unions and employers themselves will assure the payment capability, improve working conditions, meet ‘win-w
These problems are derived from the unique this industry"s characteristics and the separation between actual contexts and institutional systems. Horizontal specialty production, multi-layer subcontract structure, irregular workers, and frequent work site mobility bring about various problems in industrial relations of construction industry. Especially, order production method and multi-layer subcontract structure result in the shortage of payment capability. The shortage of payment capability is the most critical factor to make the industrial relations unstable. It makes employers insufficient for payment and evade from the collective bargaining. Nevertheless, this government"s saving-budget strategy seems to make the shortage of payment capability problem worse.
So, industrial relations of construction industry is very weak. In short, it is diagnosed as ‘lose-lose’ or ‘a collapse of both unions and employers’ derived by ‘the shortage of payment capability’ and ‘the inadaptable institutional bargaining system’. That is, the problems are not solved in institutional system but amplified for the inadaptable institutional bargaining system. Unions are very positive to improve workers" working conditions but employers are very negative for the shortage of payment capability. Therefore conflicts are incurred, but government cannot solve them. Because the institutions are apt for company unions and regular workers, but the actual contexts are regional unions and irregular workers.
These situations make the collective bargaining idle and cause the conflicts deepen. Conflicts lead to an evasion of law, an extreme, a violence, and a long term strike. At the end, unions, employers, and government are all meet ‘a collapse of everyone’.
This study suggests some solutions for the most critical factor to make the industrial relations unstable. In order to solve the shortage of payment capability, as self-help efforts, ‘the occupational minimum wages’ should be introduced. This method is to put ‘the occupational minimum wages’ in the budgets of orderer and pay them to the workers actually. Maybe this method win people"s sympathy that companies should assure the adequate production cost. Normally, despite people express a sympathy with abuses of excessive dumping receiving an order, they are against an increases in the prime contractor"s production cost. Because there are no ways to guarantee the increased money are delivered to workers.
In addition, as the solution for the conflict amplification factors, the effective methods of collective bargaining are suggested. The effective methods of collective bargaining will stop the strikes which are out of law, an extreme, a violence, and a long term. Futhermore they will prevent them. As these methods, on regional or whole national level, a group companies bargaining or central bargaining are suggested instead of individual company bargaining. And by using the regional validity or national validity of collective agreements, the effectiveness of collective bargaining will be increased more and more.
If through the effective collective bargaining, unions and employers themselves will assure the payment capability, improve working conditions, meet ‘win-w
목차
제1장 서론
제2장 이론적 검토
제3장 노사관계 현황 및 주요 이슈 분석
제4장 관련 사례
제5장 합리적인 노사관계 정립 방안
제6장 결론 및 정책적 시사점
참고 문헌
Abstract
〈부록〉 건설현장의 주요 파업 사례
저자 소개
요약
제2장 이론적 검토
제3장 노사관계 현황 및 주요 이슈 분석
제4장 관련 사례
제5장 합리적인 노사관계 정립 방안
제6장 결론 및 정책적 시사점
참고 문헌
Abstract
〈부록〉 건설현장의 주요 파업 사례
저자 소개
요약
키워드
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참고문헌
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