基于冲突管理视角的民企和谐劳动关系构建  

The Construction of Harmonized Labor Relationship of Privatized Enterprises from a Conflicting Prospective

作　　者：罗明忠[1] 

机构地区：[1]广东金融学院劳动经济与人力资源管理系,广东广州510521

出　　处：《广东金融学院学报》2005年第6期73-78,共6页Journal of Guangdong University of Finance

基　　金：中国博士后基金项目(资助号:2005037588);广东省自然科学基金项目(资助号:034929);广东省高校人文社科规划项目(资助号:04GH63009)

摘　　要：我国民营企业劳动关系中的冲突是一种客观存在,主要表现为:劳动争议案件有继续增长之势;企业内部的信任主要按照以血缘为基础的亲疏排序;劳动契约以短期为主而影响劳动者预期;劳动者的生存和发展要求与企业可能提供的条件和机会不一致。要求管理者必须着眼于调解与开发,采取有效措施化解破坏性冲突,以可行的方法和制度开发良性冲突,构建我国民营企业和谐的劳动关系,推动企业健康发展。From the conflicting management p.rospective, conflict exists everywhere in enterprisemanagement. Two different types of conflict are： destructive and constructive conflicts. The objective existence of conflict is mainly appear as：labor controversial cases is consistently increasing; Enterprise internal trust is arranged according to blood relationship; Short term labor contract is popular which influence laborer＇s expectation; There＇s an inconsistency in the survival and development requirement of the laborer and the condition and opportunity provided by the enterprises. Emphasis should be placed on conciliation and exploitation, adopting effective measures to resolve constructive conflicts, using feasible methods and policy to exploit constructive conflict, establishing the harmonized labor relationship in our country＇s privatized enterprises, promoting the healthy development of the enterprises.

关 键 词：民营企业 劳动关系 冲突 冲突管理 

分 类 号：F044[经济管理—政治经济学]