共同體的 勞使關係 事例 硏究: 獨逸 폴크스바겐社의 勞動參與型 雇傭調整을 中心으로

Abstract

This paper examines the practical possibility of a 'labor-participative employment adjustment' in times of economic crisis through the case of Volkswagen model since 1994. The German Volkswagen case is considerably relevant to Cooperative Labor Relations which is contrasted to Exclusive Labor Relations characterized by unilateral downsizing programmes in Korea. The management of Volkswagen could get some important benefits from the faithful bargaining: 1.6 billion Mark saving of wage. f1exibilization of workforce. full operation of capacities. industrial peace and more integration of labor into the management system as well. Also the workers could achieve to much extent the job security and more leisure time in spite of wage-reduction corresponding to the working time reduction. The grade of workers' satisfaction with the new system has proved to be relatively high. Such new model came. however. never from heaven. Some essential preconditions are inevitable for a 'labor-participative employment adiustment'. Firstly. the company had comparatively solid material basis: the highest wage level of workers. Besides. the two partners could get substantial gains respectively through the bargaining. Secondly. the management had the mind of co-determination. which in turn was a constructive corner stone of Cooperative Labor Relations System. Thirdly, the work council of Volkswagen and the Metal Union had a strategy of positive intervention in common. They had no more the strategy of uncompromising struggle. They had been already a part of Co-management of the company.