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论文编号：	4403
作者编号：	2120102364
上传时间：	2012/6/8 10:12:48
中文题目：	产业演变类型与劳动关系管理模式的相互关系研究
英文题目：	Research on the Interactive Relationship between Industry- evolution Types and the Modes of Labor Relations Management
指导老师：	杨斌
中文关键字：	技术进步 产业演变 劳动关系管理模式
英文关键字：	Technical progress Industry-evolution
中文摘要：	和谐的劳动关系是企业发展、产业稳定、社会进步、国家繁荣的基础。当今世界经济全球化，在知识革命的影响下，各国之间经济联系日益紧密，国际竞争日益激烈，国际环境多变复杂。为了取得更大的竞争优势，发达国家纷纷成立并发展跨国公司，全球整合配置资源，根据李嘉图的比较优势理论，各国纷纷把产业结构的调整扩展到全球，利用各国不同的优势资源发挥自己企业的优势。发达国家保存了自己发达的技术，只是把处于价值链最低端的加工、组装、低端服务转移给发展中国家，利用发展中国家的低成本劳动力。中国只能算是“世界车间”，而不能称为“世界工厂”。因为处于价值链的最低端，中国便没有获得产品高附加值利润的权利；因为处于价值链的最低端，技术核心知识产权都掌握在发达国家手中，也就是产业的生存发展命脉都由发达国家控制。中国已经认识到了以上的问题，国家提出提高自主创新能力作为调整经济结构、转变经济增长方式的中心环节。越来越多的企业也渐渐重视自主研发能力和技术的创新,而不是单纯引进设备。技术改变了雇主和雇员之间的力量博弈，雇主依赖技术的进步，提升了生产效率，减轻了对过去“旧”技术持有者的依赖，做和原来同样的工作在总量上需要更少的工人。虽然凭借丰富的劳动力和低成本，中国已经超过日本，成为世界第二大经济体，但是在创新不断深入的同时，也带来了许多问题。比如贫富分化和经济增长行业性不均衡等。技术进步导致产业演变，组织环境多样化，不同组织应运而生，不同组织方式的出现，不同用工方式、管理方式也必然出现。这就使得中国的劳动关系越来越复杂。生产、流通技术不断创新和进步，产业不断演变，劳动关系也必然发生改变，这一论断源于生产力决定生产关系的定律。技术进步是导致产业演变的最重要因素，技术生命周期的阶段决定了产业演变的阶段，技术对产业的作用点决定了产业演变的种类。为了保持竞争优势，企业会不断调整战略，从研发策略、市场定位等方面做出改进，在某些激烈迅猛的产业变革情况下，甚至会在短时间内快速革新。有些产业内发生了大规模的企业技术更新换代，有些产业内企业重组合并，而另外一些产业则可能企业数量急剧减少，该产业逐渐消亡。但是有些产业的演变因为技术发展没有迅速改变产业原有的结构，企业内的调整也相对缓和，劳动关系管理模式也采取相对缓和的手段。在一个技术更新频率空前飞快的时代，无论产业演变是否激烈，技术的进步都会引发现有工作的工人相对价值下降，因此导致工人的顽强抵制。尤其在一些有近百年工会发展历史的西方国家，代表资本家利益的雇主协会曾因技术进步，和代表工人利益的工会势如水火，工人质疑资本家采取技术革新权利的合法性，而雇主则迫切希望享受新技术带来的更加超额的利润。在中国，虽然不存在强力的工会，但是抵制技术的行为却是存在在各种所有制、所有行业的企业中的。中国企业技术的更新换代面临着非常艰难的阻力，首先是技术模仿性强，自主知识产权的技术少，这就使得我们技术变革的步调很大成度由发达国家决定；其次，结构性人才缺乏，技术工人总量上非常缺乏，培养技术工人的社会环境和氛围不佳，非熟练技工的培养和熟练技工的技术再更新培养缺失，这就无法推动工人接受技术变革。因此在中国，出现了发人深省的状况，一边是富士康那种有雄厚资本的企业声称百万机器人引入，减少工人的雇佣；一边是需要技术工人的中小企业，因为没有合适的工人，在闹“技工荒”；另一边是庞大的剩余青年劳动力，失业群体，不愿回到家乡务农，在城市的企业中也找不到合适的位置；还有一边是固守着老技术、占着工作岗位，为捍卫自己的生存，又固守成规的中年技工。但是技术进步和劳动关系必然是对抗的么？在技术进步的情况下，企业，特别是中国的企业，特别是中国那些受技术变革影响大的产业中，企业应该如何应对呢？为了更好地研究这一问题，本研究将先按照技术变革特征对产业进行划分，将主要的产业部门划分到不同的类别中去，然后指出哪些产业技术变革会严重影响劳动关系管理模式，而哪些产业演变的周期对劳动关系管理模式的影响不大，劳动关系相对缓和，应采取不同的劳动关系管理原则。产业演变类型方面的研究有助于中国认识到自己擅长的技术领域，并且着重这些领域的劳动关系管理。另外研究指出中国的企业仅仅从传统劳动关系管理理论中找解决方法是不够的；应将传统人力资源职能管理与传统劳动关系管理方法相结合，从产业角度指导企业内化解劳资矛盾。试图找出适合中国的管理原则，以适应中国特有的管理环境。 前期相关学者的研究主要集中在对马克思政治经济学生产力和生产关系的研究，对发达国家的劳动关系与技术进步的动态适应关系模式的框架总结。本研究的落脚点是，在此基础上，结合安妮塔.麦加恩关于技术进步、产业演变与企业战略的研究，藤本隆宏关于产业技术和竞争能力的研究，对劳动关系与技术进步、产业演变的相互关系模式进行总结，按照产业领域的不同进行劳动关系管理不同模式的对比梳理和总结。对中国劳动关系管理引入技术变革要素后的影响因素、遇到的困难、发展趋势进行研究和预测，给出选择建议。
英文摘要：	Harmonious labor relations is the foundation of Enterprise development, industry stability, social progress and the prosperity of the country. In today's world, under the influence of the economic globalization, the knowledge revolution, economic increasingly interlinked among countries. International competition becomes increasingly fierce and the international environment is complicated. In order to gain more competitive advantage, developed countries development multinational corporations, globally allocate resources, and on a large scale restructure. According to the David Ricardo’s comparative advantage theory, different countries expand the adjustment of industrial structure around the world, taking t advantage of the resources. Developed countries keep their developed technology, just transfer processing, assembling, low-end service, the minimum value chain to the developing countries, only to use low-cost labor of developing countries. China can only be regarded as "the world's workshop," and cannot be called the "factory of the world". Because stay in the low end, the value chain in China will not get the profit right of producing high added value; core technology of intellectual property is held in developed countries; the survival and development of all industry lifeblood is in the developed countries’ hand. China has realized the above problems, the country puts forward improving self-directed innovation capability as the core of adjustment of economic structure and changing the mode of economic growth. More and more companies also gradually attach great importance to their own independent research and development capacity, other than simple introduce foreign advanced equipment. Technology has changed employers’ and employees’ strength between the game, employers rely on the progress of technology, improve the production efficiency and less on the past the "old" technology holders, strive to do the same work use fewer workers. Although with rich labor and low cost, China has passed Japan to become the world's second largest economical actor, but as the reform goes on, at the same time, brings a lot of questions. Such as income inequality and trade imbalance of economic will grow. Specific to the enterprise, the organization, management level, different organization was born and under different organization environment situation, the diversification of organizing way, different employing and management way will also appear. This makes China's labor relations and more and more complex. Innovation and advancement of production and circulation technology, development of the society, decided the labor relations will changes, this is because of the productivity determines production relations principle. The technological progress is the most important in industry evolution factors, the technological life cycle decide the stage of industry evolution, the point of the technology industry decided the evolution of the industry types. In order to remain competitive advantage, the enterprise will constantly adjust strategy, from research and development strategy to market. In some intense rapid change of industry, the innovation will be extremely rapid. Large-scale enterprise technical renewal occur in some industry field, some enterprises restructure merge, some may reduce and some even disappearing. But in other fields, the original structures is not quickly change and adjustment inside enterprises is relatively alleviation, labor relationship management pattern also take the more moderate approaches. This is an era of technical update frequently, whether the industry evolution is fierce or not, the technology progress will cause the existing workers relative value goes down and bring the strong workers resistance. Especially capitalist countries with powerful trade union, employers and unions association often incompatible, workers questioned the capitalists to take the legitimacy of the technical innovation, yet the employers is eager to enjoy the new technology to bring more excess profits. In China, although there is no strong unions, but the behavior of boycotting existing technology is in all kinds of ownership system, all of the enterprises in the industry. China enterprises’ technology updating is facing a tough resistance, first is always imitating technology from others, lack of independent intellectual property rights of the technology, and it makes us had to follow the pace of developed countries’ technology revolution; Second, structural lacking talents, technology workers barely no training, the social environment and atmosphere are not good, the retraining of skilled technicians and skilled workers missing, all this make workers hardly accept technological change. So in China there are the emergence of a thought-provoking status, one side is that strong capital of Foxconn 1 million robot introduction, the enterprise claimed that reduce the hired workers; One side is small and medium-sized enterprise that hunger needing of the workers, because there is no suitable workers, in “worker shortage" situation; The other side is huge surplus labor, unemployment, youth do not want to return their country home , in the city's enterprise also couldn't find the right position; And one side is clinging to old technology, occupying jobs, defending their survival, the monotonous middle-aged backward workers. But the technical progress and labor relations is necessarily against? In the progress of technology, enterprise, especially Chinese enterprise, in particular those who receive more effect of technological changes enterprise, how to deal with this phenomenon? In order to study the problems, the author will divide the types of industry according to the technical characteristics, point out which kind of industrial technology evolution have huge influences on the modes of labor relations management, while others have little, with relatively ease labor relationship owing to have different management principles of labor relations. The research from this aspect helps China to focus on special areas of labor relationship management recognizing its advantages. This study will also study the developed countries’ theories of labor relations management and traditional human resource functions of the management and the combination of the two, to realize there are fuzzy field boundaries, appeals China's enterprise clearly identify the characteristics .of labor relationship management mode, combine approaches and take merits, dissolve the labor conflicts from industry angle. Try to select the management principles can be adopted in China, in order to adapt to the unique Chinese management environment. The related scholars' research mainly concentrated on Marx’s political economics, the research of productivity and product relation, the research of summary of the developed countries of the Labor relations and technical progress dynamic adaptive relationship model framework，and that is form a national level. All in all , from an industry level in this study the author will combine with the research of Anita M. McGahan about technology advancement, industry evolution and the enterprise strategic research, Fujimoto’s research on the relationship of industrial technology and competitive ability, summarize the mutual adaptive relationship model of labor relations and technical progress, contrast the differences of industry labor relationship management strategies according to the fields. After introducing technological change as an element, this study will explore the influence factors, troubles and trend of China labor relations management and give suggestions.
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