劳资关系是目前企业的核心矛盾.doc

Labor relations is the enterprises core contradictionLabor relations, is laborer and unit of organization in labor process between have happened in the relationship.Is mainly refers to the labor and the management of the rights and obligations between the relationship that the two sides through a labor contract and was founded by a collective agreement, also called the payment to relations.Contains two aspects, on the one hand, is hired by employers in work has GongZiZhe, on the other hand is employed workers career Lord, cause of career management or on behalf of the Lord deal with the labor affairs, the relationship between each other is of labor relations.Labor relations in the handicraft industry does not have too much time, but since the industrial revolution after, machine replace human, and even heavy machine and light on the human, the two sides barriers and clear.Therefore, formed a serious labor problems.The industry developed countries, the contradiction between the two sides is more outstanding, often happen workers went on strike, enterprise production, and even the social disorders and even estonians mostly see it rather be moved.Operation of enterprise is a driving in the vessel in the waves, the two sides are respectively the captain and coworkers, no matter who manufacture contradictions, not only ship will not driving forward, may also make both parties together sailing sink to the bottom.The captain and the helmsmans problem is whether the relationship going the core contradiction, labor relations performance as the companys core contradiction.This basically has the following a few reasons:First, from the relationship between the establishment on look, unit of choose and employ persons the date it starts using the employee employment relationship with a employee is established.And in many cases, the two sides did not complete according to prescribed procedures for the establishment of the Labour relationship, causes of contradictions, solve attitude cant reach agreement, easy user unit and enterprise employees contradiction intensified.Second, from the distribution system of enterprise on look, at present our country enterprise distribution system is mainly distribution according to work, according to the distribution of elements with combination.Because both distribution proportion and no specific quantization standard, the distribution of interests, enterprise owners, managers and employees to reach a consensus of opinion between.Third, from the corporate governance structure, enterprise owners and operators to both parties argue the labor distribution, the enterprise top tension.Fourth, from enterprise authorized in the way, whether it is appropriate authorized person for, time is justified or not, whether these are reasonable content can cause both sides a contradiction.From the above analysis to see, the contradiction between the two sides is already on the enterprise each relationship level, if the two sides cant in one direction, then the peremptory has become the companys core contradiction, which seriously restrict the development of the enterprise, must treat correctly and reasonable solution to pave the road for enterprise development.Treat correctly labor relations, must clearly understand the relationship between the both sides because can bring benefit each other together, both sides have a common goal, though each other is opposite relationship, but more cooperation relationship.Dealing with Labour relations, if can see both sides justs position is opposition, but the goal is the same, if in the correct view of cooperation and mutual benefit principle of labor relations, the conflict has it been possible to reach agreement, also facilitate the solution of the problem.B correctly handle the relationship between capital and labor.First of all, whether owners, operators or ordinary staff, all must set up the concept of ownership, the development of enterprise as own duty, as long as the enterprise development well, whatever is good for everybody;Also only enterprise development well, can we make our own benefit maximization!Next, want to adjust the relationship between the way.On one hand, can let employee shareholding.By this company stock employees, the profit is enterprise general a certain proportion of the profits and the proportion will let employee benefit and enterprise benefit and long-term development of the enterprise directly link up with, can enhance the consciousness of the master of the employees, arousing the enthusiasm.On the other hand can through the share the profits, the enterprise profits in certain proportion to shareholders and employees, it can be the interest of both sides of Labour and capital relationship was tied to a rope of article, be helpful for both sides to a direction makes force and work together to promote the development of the enterprise.The contradiction between the unity from watching, so can be reduced labor relations contradictory opposite relationship, will both benefit together.Reduce the opposition can reduce the loss are meaningless, enhance the unity to strengthen the interests then the mutually beneficial and win-win idea, no matter from which Angle are conducive to enterprise policy toward a more clear future development.In the same boat must be in the same boat, ships can sail in the ocean!An enterprise has to work with and the rate of interest, the enterprise can glance, kyushu from China!劳资关系是目前企业的核心矛盾劳资关系，是劳动者与其所在组织单位之间在劳动过程中所发生的关系。主要是指劳工和资方之间的权利和义务的关系，这种关系透过劳资双方所签订的劳动契约和团体协约而成立，也称劳雇关系。包含两个方面，一方面是受雇主雇用从事工作获得工资者，另一方面是雇用劳工的事业主、事业经营负责人或代表事业主处理有关劳工事务之人，彼此间的关系即属劳资关系。劳资关系在手工业时代并不存在太多问题，但自工业革命以后，机器取代人力，甚至重机器而轻人力，劳资双方壁垒分明。因此，形成了严重的劳工问题。工业越发达的国家，劳资双方的矛盾越突出，经常发生工人罢工，企业停产，甚至社会紊乱，甚至国本动摇。运营中的企业是一条行驶于浪中的船，劳资双方分别是船长和舵手，无论谁制造矛盾，不仅船不会向前行驶，还可能使双方都同船一起沉入水底。船长和舵手的矛盾是关系船是否能行驶的核心矛盾，劳资关系也表现为企业的核心矛盾。这主要有以下几方面原因：其一，从劳资关系确立上看，用人单位自用工之日起即与劳动者建立劳动关系。而许多情况下，双方没有完全按照规定程序确立劳动关系，致使产生矛盾时，解决态度上无法达成一致，容易使用人单位和企业员工矛盾进一步激化。其二，从企业分配制度上看，目前我国的企业分配制度是按劳分配为主，按要素分配与之相结合。由于两者分配比例并没有具体的量化标准，故利益分配时，企业拥有者，经营者和企业员工之间难以达成一致的意见。其三，从企业的治理结构上，企业所有者和经营者对双方劳资分配各执一词，致使企业高层关系紧张。其四，从企业授权方式上，授权人选是否适宜，时机是否得当，内容是否合理这些都有可能