4 edition of Rōmu kanri kenkyū found in the catalog.
|Statement||Kantō Sangyō Dantai Rengōkai|
|Publishers||Kantō Sangyō Dantai Rengōkai|
|The Physical Object|
|Pagination||xvi, 74 p. :|
|Number of Pages||41|
nodata File Size: 8MB.
Analysen der strukturellen Entwicklung der deutschen Wirtschaft durch fünf wirtschaftswissenschaftliche Forschungsinstitute
Kazuo Nimura Japanese and Korean Labor-Management Relations:A Comparative Study Introduction By examining Japan and Korea's labor-management relations in a comparative perspective, this article attempts to elucidate characteristics common to both countries.
To conduct a comparative study of Korea's labor-management relations in such unstable times is a foolhardy endeavor for a beginner in Korean Studies, and may result in errors of the most basic kind. The normal process is that the newly hired employees are then distributed to the companies, individuals' preferences having been taken into account.
At a symposium, the unifying theme of which was the comparative study of Japanese and Korean labor Rōmu kanri kenkyū relations, I presented the paper which became the basis for this article. Thus, it might be more useful to regard the chaebol, rather than the individual companies, as one entity. Why is it then, that in Japan and Korea, so many labor unions became company-based? While I say labor relations 'around the world,' my central focus here is on Britain the 'Motherland' of Labor Movements and other English-speaking countries that share and continue its traditions.
I shall nevertheless use the term 'company-based labor union' to describe the similarity of labor union organization in both Japan and Korea. The main line of argument by scholars who search for answers in the nature of the labor market is that Japan's labor market is divided by industry, and thus, labor unions organized along similar lines. Labor unions are organizations that market labor power; thus, it is natural that those who exist within the same market and who experience similar concerns and interests should find strength in numbers, and unionize.
I would therefore like to invite critiques from all readers. A similar theory places emphasis on the 'creation of the internal labor market' as the determining factor of company-based labor unions, for it divides ruptures the labor market along company lines. If one considers the political situation, which has potential for drastic changes, and the history of Korean labor relations, which has been strongly influenced by politics, it is clear that these factors cannot be explained by simple fashion.
While I say labor relations 'around the world,' my central focus here is on Britain the 'Motherland' of Labor Movements and other English-speaking countries that share and continue its traditions.
If one considers the political situation, which has potential for drastic changes, and the history of Korean labor relations, which has been strongly influenced by politics, it is clear that these factors cannot be explained by simple fashion.
Commonalities of Japanese and Korean Labor-Management Relations 1.
Company-based Labor Unions One of the first notable similarities when comparing Japanese and Korean labor relations on an international scale is that many of the labor unions in both countries are company-based unions.
Furthermore, the majority of the companies within the chaebol operate not as independent and separate company entities, but rather, act as divisions of major companies.