イギリスにおける'経営権'と労使関係 : 1897〜98年機械産業争議に即して
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概要
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This article is to discuss the historical appearance and structure of the so called ' power to manage' in British industrial relations through the empirical analysis of the 1897-98 engineering dispute. It has been a widely accepted thesis that 'the power to manage' of individual employrs in their industrial relations has firmly conformed as a result of the 1897-98 engineering dispute. This article will, despite of this thesis, make it clear that 'the power to manage' confirmed in the terms of settlement of the dispute was a 'collective power' of the employers' federation against the trade unions and it involved restrictive functions to each employer's 'right' to manage with their own employees. The followings are the main points this article will demonstrate; 1) The dispute was an aggressive challenge from the employers' side against the traditional craft regulation at the workshop level. 2) However, the dispute was forced to be concluded through the intervention of the Board of Trade on its 'mutuality' principle. 3) The 'mutuality' line was actually intended to maintain the status quo of the traditional trade union functions, and also it made the employers' federation stronger as a 'collective break-water' against the trade unions. 4) 'The power to manage' provided in the final terms of settlement, therefore, was such that each employer's discretion in managing with their own industrial relations affairs was to be severely restricted by the ' formal' collective bargaining and agreements at both industry and district level.
- 政治経済学・経済史学会の論文
- 1988-01-20