지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
초록· 키워드
오류제보하기
Like all human behaviors, labor-management behaviors are based on ethics and custom as well as law.
Although a conflict between labor and capital is caused by non-legal matters, after all it should be managed within legal procedure and the institutional frame. However, the cause of it will not be necessarily focused on its legal aspect, but rather it is worth considering how ethical issues and the custom of an industrial society, which take place regardless of law, have an influence on a legal area.
Providing a different view and a clash between labor and management are referred to as labor-management conflicts on a general basis, aspects of them will be divided into 8 categories in light of law, ethics and custom, and conflicts of each category will be analyzed.
A human being is an animal of desire that does not stop their indefinite desire, facing definite materials, so they need the compelling force of something fatalistically while they do not behave meaningless behaviors and at the same time they are willing to die in a good cause.
Besides, now that they are such a respectful animal of an old tradition that they want to follow that, custom has something contradictory of law or ethics combined and melt in it, and therefore it should not be ruled out of crucial behavioral principles between labor and capital.
What are important to solve labor-management conflicts are a consideration of ethics and the custom of an industrial culture in terms of the interpretation and application of law, and an improvement in the expertise of both a labor relations commission and conflict arbitrators.
For the sake of that, the introduction of a labor court should be seriously reviewed and the ongoing private arbitration mediation system complemented and developed.
Looking at the realities of labor-management relationships, the merciless execution of law brings about resistance based on ethical emotions, which stay under custom; behaviors drawn by them endanger law and order; and those complexes are mixed and co-exist, so that the positive law needs an ethical meaning and ethical feelings need a law-abiding meaning to draw empathy with each other somehow. This research aims at seeking for solutions to the conflicts to realize that objective in an effective way.
Although a conflict between labor and capital is caused by non-legal matters, after all it should be managed within legal procedure and the institutional frame. However, the cause of it will not be necessarily focused on its legal aspect, but rather it is worth considering how ethical issues and the custom of an industrial society, which take place regardless of law, have an influence on a legal area.
Providing a different view and a clash between labor and management are referred to as labor-management conflicts on a general basis, aspects of them will be divided into 8 categories in light of law, ethics and custom, and conflicts of each category will be analyzed.
A human being is an animal of desire that does not stop their indefinite desire, facing definite materials, so they need the compelling force of something fatalistically while they do not behave meaningless behaviors and at the same time they are willing to die in a good cause.
Besides, now that they are such a respectful animal of an old tradition that they want to follow that, custom has something contradictory of law or ethics combined and melt in it, and therefore it should not be ruled out of crucial behavioral principles between labor and capital.
What are important to solve labor-management conflicts are a consideration of ethics and the custom of an industrial culture in terms of the interpretation and application of law, and an improvement in the expertise of both a labor relations commission and conflict arbitrators.
For the sake of that, the introduction of a labor court should be seriously reviewed and the ongoing private arbitration mediation system complemented and developed.
Looking at the realities of labor-management relationships, the merciless execution of law brings about resistance based on ethical emotions, which stay under custom; behaviors drawn by them endanger law and order; and those complexes are mixed and co-exist, so that the positive law needs an ethical meaning and ethical feelings need a law-abiding meaning to draw empathy with each other somehow. This research aims at seeking for solutions to the conflicts to realize that objective in an effective way.
#노사갈등
#법ㆍ윤리ㆍ관행
#행위의 준칙
#양성갈등
#악성갈등
#법실증주의
#위법한 행위
#노동법원
#법치질서
#근로감독관
#노동위원회
#공익위원
#사적조정중재
#labor-management conflict
#law․ethics․custom
#rule ofaction
#benign conflict
#malignant conflict
#law positivism
#illegal action
#labor court
#rule of law
#labor inspector
#labor relations commission
#public interest member
#private mediation and arbitration
목차
Ⅰ. 문제의 제기
Ⅱ. 노사갈등의 유형 및 원인분석
Ⅲ. 노사갈등의 해결방안 모색
Ⅳ. 맺는 말
〈Abstract〉
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UCI(KEPA) : I410-ECN-0101-2009-336-017676124