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申斗休 단국대학교 1980 論文集 Vol.14 No.-
The relationships between employees and employers at an early stage have been in the form of the master-servant relations, but it has inevitable, along with the social development and the employee's power strengthened thereby, that the relations have been changed into the contractual relations which stipulate equal status between them. As a result, the employers have come to recognize the trade union as a collective bargaining institution to settle the problems arising out of a conflict of interest between the employees and the employers, through the peacefull means such as the collective bargaining and agreement. Even though the collective bargaining is backed by the philosopy, "the social mission of business enterprise", there exist, always such a tendency for the employee group to act against and become hostile to the industrialists in order to improve their working conditions. And so the collective bargaining in negotiating the problems between employees and employer is said to be the product of rival relations. The system of worker's participation in management, therefore, has the purpose to maximize the cooperative attitute between the employee and the employer in an attempt to realize the philosophy for the employees to consider the employers as a counterpart in the industrial society. As noted in the above, we have come to conclusion that there are great needs to study the system of worker's participation in management for applying it to business management as a peaceful means to settle labor problems in the industry, and to materialize the industrial democracy. In conclusion, I would like to present the following suggestions as to the directions in developing the system of the worker's participation in management in Korean businesses: (1) Establishing of the Functions of Employee-Employer Consultation. The function of employee-employer consultation involves the collective bargaining function which has affected as an adverse factor the development of the employee-employer consultation. (2) Establishment of Law on the Employee-Employer Consultation. In order to make the employee-employer consultation effective, the law on the employee-employer consultation should be separately established. (3) Formulating of the Cooperative Attitude among the Labor, the Management and the Government. Regarding to the government's roles in setting the conflicts and the struggles between employees and the employer, the participation of the government is strongly required in the employee-employer relation.