영국노사관계의 변화: 주요 개념을 중심으로
An Analysis of the British IndustrialRelations
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영국의 노사관계는 자율주의, 다원주의 그리고 단체협상의 이중구조 등으로 특징지어진다. 이러한 특징은 1980년대 이후 신자유주의를 표방하는 보수당 정권 그리고 뒤이은 노동당 정권하에서 다양한 변화를 겪는다. 노사간의 자율적인 단체협상에 근거하는 자율주의는 법의 증대로 인하여 약화되었으며, 다원주의는 법적 개입의 증가와 더불어 노동조합의 양적․질적 감소, 단체협상을 통한 임금결정의 감소 그리고 HRM 등으로 인하여 일원주의적인 측면으로 변화하였다. 더불어 다원주의의 대립적인 측면도 1997년 이후의 파트너십의 등장으로 인하여 협조적인 형태로 일부 변화되었다. 이중구조도 기업이나 작업장 차원에서의 협상으로 점점 분권화되는 경향을 보이고 있다.
Abstract
An Analysis of the British Indusbial RelationsSang Woo LeeYoung Chul ChangThe British industrial relations was defined as voluntarism, pluralism and a dual structure. From the 1980s onward, it came under a continuing change. Voluntarism which is underlined by a free collective bargaining has been weakened by increasing laws. Pluralism has also been constrained by the laws, the weakening position of the trade unions, decreasing wage bargaining, and the emergence of HRM. To some extent, this result can be defined as a change from pluralism to unitarism. The antagonistic position that the employers and the employees in Britain normally took has also moved into more cooperative one under the partnership ideology which began to emerge from the year 1997. From the same period onward, individual firm or workshop level bargaining also outnumbered the existing dual structure.
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