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劳动关系引发的劳资冲突是企业运行的最大障碍,尤其对于民营企业。民营企业风险承担能力小,市场竞争力弱,在没有国家相关制度和法律的保障下独立发展更是困难重重。缓解劳资矛盾,合理解决劳资双方利益冲突,是企业发展的必要前提。劳资矛盾预警机制作为一种平衡机制,可以跟踪、防范、化解劳资矛盾,在借鉴德国“劳资共决制”的经验的基础上,不断完善相关机制,使其逐渐成为平衡劳资双方利益关系的重要手段。
Labor-management conflicts triggered by labor relations is the biggest obstacle to the operation of enterprises, especially for private enterprises. Private enterprises have a small risk appetite and a weak market competitiveness. It is even more difficult for them to develop independently without the guarantee of relevant state laws and laws. To ease the labor-management conflicts and to properly solve the conflicts of interest between employers and employees is a prerequisite for the development of the enterprise. As a balancing mechanism, labor and capital contradiction and early warning mechanism can track, prevent and resolve conflicts between labor and capital. On the basis of drawing lessons from the experience of Germany in “labor and capital co-ownership”, the mechanism of early warning and continuous improvement is to balance the interest between employers and employees The important means.