課程資料

0229 勞資關係專題研究			開課學期：1002		開課班級： 勞工碩 2, 勞工碩 1
授課教師：潘世偉	選修	學期課	學分數：2.0	大恩 0501 星期六 10:10-12:00

0229 SEMINAR FOR LABOR-MANAGEMENT RELATIONS			2012 Spring		Master Program, Department of Labor Relations 2, Master Program, Department of Labor Relations 1
Professor：PAN, SHIH-WEI	Elective	Semester	Credits: 2.0	Da En 0501 Saturday 10:10-12:00

發展願景

傳揚中華文化，促進跨領域創新，與時精進，邁向國際
It is our objective to promote Chinese culture, enhance cross-disciplinary innovation, seek constant advancement, and embrace global community.

辦學宗旨

秉承質樸堅毅校訓，承東西之道統，集中外之精華，研究高深學術, 培養專業人才，服務社會，致力中華文化之發揚, 促進國家發展.
Based on our motto—“Temperament, Simplicity, Strength, and Tenacity,” “inheriting the merits of the East and the West” and “absorbing the essence of Chinese and foreign cultures,” we make it our mission to pursue advanced research, develop professional talents, serve the society, promote Chinese culture and support national development.

校教育目標
校基本素養
校核心能力

院教育目標

全球化與兩岸發展
著眼本土與國家社會發展
公共政策與永續發展
跨領域研究與科際整合

院核心能力

開拓國際與兩岸視野
提升領導服務能力
具有一定外語能力
因應社會需求能力

授課內容

本課程之核心將探討中國大陸近年來勞資關係發展之現況。

歷經大約20年的奮鬥，鄧小平所決心將中國建立成一個『具有社會主義特色的市場經濟』，將中國變成了『世界工廠』。如今它不僅是作為世界各國廉價產品的生產基地，也已經成為高附加價值產品的生產中心之一。在快速的產業發展過程中，中國也建立了一個近二億人口的消費市場，在近二十年期間，中國的經濟的年平均成長率超過9%，市場改革的動能經明顯的取得機先，已經不可能再回到過去的由國家直接主導、嚴格控制的計畫經濟模式。不過，市場經濟的途徑並非從此就已經邁入坦途，不再有障礙出現。事實上更多的考驗正在測試者中國這一個經濟實體，是否能夠建立一個真正的資本主義社會，但同時還要達成經濟效率與社會公平正義的平衡，其中的關鍵之一就是建立一個適當的勞資關係體系。
中國必須快速地改革其既有的勞資關係政策與制度，以配合市場化的經濟體制，而這些制度在先進國家卻是歷經百年以上的演進才逐漸成型的，在先進國家的勞資關係制度上，他們瞭解一個能夠平衡資本主義之發展同時也能夠達成社會公平正義的政策與制度必須兼顧三個核心價值，這三個價值就是效率、公平、與聲音。這三個價值觀的重要性在於不但要能夠導引企業及其領袖使用其精力創造出更多的財富，同時也要維持企業及其員工間相對應的、平衡的權利義務關係。對於後進國家而言，亦須小心謹慎的建立這些核心價值下的制度安排，因為勞資間的關係運作的模式還是相對不穩定的，來自因為經社地位不平等所造成的階級區隔與劃分會導致國家發展的不穩定，並且破壞全體國民之福祉。
勞資關係對於中國而言是一個新的領域，因為眾所週知，中國曾經是一個所謂的『工人祖國』。因此企業也是由工人祖國所擁有的，勞工因此無須透過真正代表其利益的工會組織與企業協商已保障其權益並提升其利益。在中國，工會的功能基本上是國家及共產黨的行政附庸，並非真正履行保障工人利益的團體。現代市場化國家的團體協商制度一直到了近期才開始建立。然而中國的團體協商制度是真的嗎？這個制度究竟運作的狀況如何？是否能夠真正解決勞資關係上的問題？它與先進國家的制度有何區別？工會扮演的又是何種角色？在一個以國家機器為功能的工會結構下，工會真的能夠進行團體協商嗎？國家在團體協商中的角色又是如何？繼續其干預的傳統角色嗎？還是願意讓團體協商制度成為一個市場經濟中勞資雙方調整其關係的工具？
在市場的浪潮下，中國傳統上以國家干預為主導型態的勞資關係制度面臨強烈的挑戰，對於中國勞資關係中的各個利害當事人而言—不論是政府、企業、工會及勞工，以及學界等，最重要的問題是--中國勞資關係制度的方向將會是如何？何種制度的規劃可以既維持中國目前以及未來的經濟成長的態勢，同時維持社會的穩定？
本課程之目的在探討當前中國勞資關係面對市場力量與國家力量的態勢下可能的變化。

課程之假設以為市場與國家力量的關係將可能是一個『趨同趨異（Converging Divergence）』或是一個『束縛性變化（Bounded Variation）』的關係。所謂趨同趨異、束縛性變化的論點的意涵是認為國家力量當然不會因為市場改革就消逝掉，國家在制度性的力量將會持續發揮作用，但是另一方面很明顯的將是市場力量的作用，將會使得不同產業或企業在市場競爭的過程中，必須因應市場的壓力而發展出不同的勞資關係策略與制度，因此產生不同的勞資關係的過程與結果。因此隨著市場化的進程不同，不論是區域、產業或是企業，在實際的勞資關係過程與結果上將會因此而有差異。
After more than twenty years of struggle, Deng Xiaoping’s determination to build a “market economy with socialist character” has resulted in China’s current status as a “global factory”. This global factory increasingly has caught the attention of the world, as it has not only become a national “factory” that produces
labor-intensive products, it also has gradually entered the quality production markets which rely on intensive skills and capital in the production process. Along with the development of the market economy, steady growth also has created an estimated 200 million consumers. For almost two decades, China’s economic growth rate has
averaged 9.5% annually. Market reforms have gained momentum and it appears that there is no way to return back to the old days, characterized by a strict, rigid, state-dominated planned economy. The process of market reform, however, does not travel on a silky-smooth road; bumpy parts still lie ahead.
This rapid development has brought with it new challenges. China must
quickly create the kind of elaborate institutional framework that developed nations have built over hundreds of years. Developed nations know that their labor relations system should balance efficiency, equity, and voice, channeling the energies and activities of their entrepreneurial leaders while maintaining a balance between the
countervailing rights and responsibilities of business leaders and employees.
Developing nations need to pay special attention to these issues because the patterns of relationship between workers and managers are particularly new and fragile; class conflict can destabilize the country and damage the development process.
Labor relations is a new area of interest in China. Because enterprises have been owned by the workers’ state, and since it has been considered inappropriate for workers to organize unions for representation independent of the Communist Party,
until recently China has not a reason to create collective bargaining institutions. The introduction of market reforms, as well as entry into theWorld Trade Organization (WTO), has made it necessary for China to reconsider this issue. With WTO pressures to deregulate its industries and remove state protections, Chinese labor
relations have experienced new stresses. As state-owned industries have given way to new domestic entrepreneurialism as well as to substantial investment by foreign nationals, many Chinese workers have become more restive and have begun to exercise newly found freedom to associate with each other to advance their specific
interests. The social contract between management, the government, and labor has become less stable and new relationships must be created. This is most important in the case of foreign-owned enterprises. While much of the recent capital generation in China has originated domestically, a substantial fraction of the current economic activity has stemmed from foreign direct investment in Chinese enterprises. The Chinese government recognizes that these new investors may exploit Chinese workers because their primary loyalty is to the profits of companies from their home countries. They also recognize that public opposition in the West to free trade with China rests in part on the perception that Chinese workers are low paid and exploited by these trans-national corporations, even though
anecdotal evidence suggests that domestic Chinese employers may be the most exploitative. With the old state-interventionist model under scrutiny, China’s employment relations system faces serious challenges. The most serious concern in Chinese society –among scholars, government agencies, trade unions and employers –is
which way to direct China’s employment relations system. What approach to industrial relations can provide sustainable capacity to support the current booming economy as well as future development?
In this seminar, we argue that the relationship between market and state will be a “converging divergence”pattern or a “bounded variations”pattern. Do industrial relations systems in the global economy diverge due to national market variation or do they converge due to universal market forces? How important is the
nation state in the global economy? Do divergences converge? Even though strong state intervention in industrial relations in China has been the norm, the question is whether there are still variations among different industries, firms and regions? Government regulations already have developed regional differences in China, and
this may contribute to the variations of employment relations at different workplaces. It is argued that state force will not be driven away as the market force is gaining momentum through China’s reform process. On the other hand, we see the state institutions may still play a role to balance the process and outcomes of industrial
relations. Yet, obviously, different firms and industries may face different market situation and environment and therefore, they may develop their own strategy to deal with industrial relations issue.

授課方式

論文研討，勞資關係制度與勞資關係案例分析

評量方式

課堂參與及期末研究報告

上課用書

（師生應遵守智慧財產權觀念及不得不法影印、下載及散布）
Taylor, B. Chang Kai, Li Qi, (2003) Industrial Relations in China
以及隨堂講義

參考書目

（師生應遵守智慧財產權觀念及不得不法影印、下載及散布）
董保華，勞動法精選案例：六重透視，中國勞動社會保障出版社，2006
馮同慶主編，中國經驗：轉型社會的治理與職工民主參與，社會科學文獻出版社，2005

課程需求

要報告

輔導時間

教師聯絡資訊

Email：sp16@ulive.pccu.edu.tw
分機：

課程進度

1. 2012/02/18

   課程準備 指定研讀資料 Mary Gallagher,  Time is Money, Efficiency is Life : Transformation Labor Relations in China

2. 2012/02/25

   中國政治與經濟結構概況 指定研讀資料 Mary Gallagher,  Time is Money, Efficiency is Life : Transformation Labor Relations in China

3. 2012/03/03

   從計畫經濟到市場經濟 指定研讀資料 Mary Gallagher,  Time is Money, Efficiency is Life : Transformation Labor Relations in China

4. 2012/03/10

   何謂社會主義的市場經濟 指定研讀資料 Mary Gallagher,  Time is Money, Efficiency is Life : Transformation Labor Relations in China

5. 2012/03/17

   勞資關係之制度安排 指定研讀資料 Taylor, 1. Introduction

6. 2012/03/24

   政府的角色（一） 指定研讀資料 Taylor Ch. 2

7. 2012/03/31

   政府的角色（二） 指定研讀資料 Taylor Ch. 2

8. 2012/04/07

   勞方與資方（一） 指定研讀資料 Taylor Ch. 3

9. 2012/04/14

   勞方與資方（二） 指定研讀資料 Taylor Ch. 4

10. 2012/04/21

    工會（一） 指定研讀資料 Taylor Ch. 5

11. 2012/04/28

    工會（二） 指定研讀資料 Taylor Ch. 5

12. 2012/05/05

    勞工參與（一） 指定研讀資料 Taylor Ch. 6

13. 2012/05/12

    勞工參與（二） 指定研讀資料 Taylor Ch. 6

14. 2012/05/19

    勞資爭議（一） 指定研讀資料 Taylor Ch. 7

15. 2012/05/26

    勞資爭議（二） 指定研讀資料 Taylor Ch. 7

16. 2012/06/02

    集體協商 指定研讀資料 Taylor Ch. 8