Y市H区工资集体协商政策执行研究

发布时间：2018-07-12 13:24

本文选题：工资集体协商 + 政策执行　；参考：《扬州大学》2014年硕士论文

【摘要】：集体谈判,作为从西方引进的舶来品,在发达国家已有很成熟的经验。随着我国成功加入WTO,改革进入深水区,市场化程度日渐深入,劳资矛盾开始凸显,各类劳动争议事件层出不穷,因此,我国参照了西方经验,制定了工资集体协商政策,期望通过劳资双方的协商对话,对工资分配问题形成共识、达成协议,解决劳资争议、协调劳动关系。自1994年工资集体协商政策在广东试点近二十年来,已在全国地区得到了广泛执行,就地处长江三角洲地区的Y市H区来看,由于该地区经济快速发展,劳动关系呈现多元化、复杂化特征。尽管工资集体协商制度覆盖了该区95%以上的企业和职工,但侵害职工合法权益现象仍时有发生,各类劳资矛盾和劳资争议呈增长趋势,工资集体协商政策并没有像预想的那样,达到实现劳资双赢、构建和谐社会的初衷。为探寻工资集体协商政策执行效果不尽如人意的原因,本文以政策执行理论为分析基点,并基于协商民主理论、利益博弈理论、社会治理理论,通过对政策文本的解读和对执行现状的分析,找出造成执行困境的原因并提出相应对策,以期对地方工资集体协商政策执行提供借鉴。本文首先对工资集体协商政策文本进行了解读；随后对Y市H区工资集体协商政策执行的现状进行了分析,梳理出四条困境：一、工会代表性不足,二、职工缺席协商过程,三、地方政府单纯追求数据,四、资方对政策不遵从；接着分析了造成困境的原因：一、政策本身缺乏科学性、刚性和配套性,二、政策执行机构中地方政府受的绩效观和利益的驱使、工会的职能有效性发挥不足,三、政策目标群体中资方的自身角色局限和劳方的有效参与积极性缺失,四、政策执行环境中劳动力市场的不平衡及协商民主氛围的缺乏,并在此基础上提出了优化工资集体协商政策执行的路径设计：一、完善政策的顶层设计,二、改革政策执行机构,三、提升目标群体的遵从度,四、营造政策执行环境；以期通过对影响政策执行的几大要素的改进来突破工资集体协商执行的困境,切实保护职工利益,实现劳资双赢,彰显公平正义。
[Abstract]:Collective bargaining, as an import from the West, has very mature experience in developed countries. With China's successful entry into the WTO, the reform has entered the deep water area, the degree of marketization is deepening day by day, the contradiction between labor and capital is beginning to become prominent, and various kinds of labor dispute events emerge one after another. Therefore, our country has drawn up the policy of collective wage negotiation according to the western experience. Through the negotiation and dialogue between employers and employees, the author hopes to reach a consensus on the issue of wage distribution, reach an agreement, resolve labor disputes, and coordinate labor relations. The wage collective bargaining policy has been widely implemented in the whole country since 1994, when the wage collective bargaining policy was piloted in Guangdong. From the point of view of the Y City H area located in the Yangtze River Delta region, because of the rapid economic development in this region, the labor relations have become diversified. Complex characteristics. Although the wage collective bargaining system covers more than 95 percent of enterprises and workers in the area, the phenomenon of infringing on the legitimate rights and interests of workers and staff still occurs from time to time. All kinds of labor and capital contradictions and disputes are on the increase. The wage collective bargaining policy is not as expected. To achieve a win-win labor and capital, the original intention of building a harmonious society. In order to find out the reason why the effect of wage collective negotiation policy is not satisfactory, this paper takes the policy implementation theory as the basic point of analysis, and based on the theory of negotiation democracy, benefit game theory, social governance theory. Through the interpretation of the policy text and the analysis of the status quo of the implementation, this paper finds out the causes of the implementation dilemma and puts forward the corresponding countermeasures, in order to provide reference for the implementation of the policy of collective negotiation of local wages. This paper first interprets the text of wage collective bargaining policy, and then analyzes the status quo of wage collective negotiation policy implementation in H district of Y city, combing out four predicaments: first, the lack of trade union representation, second, the absence negotiation process of workers and staff. Third, local governments simply pursue data, fourth, the management does not comply with the policy; then it analyzes the causes of the predicament: first, the policy itself lacks scientific, rigid and supporting, second, Driven by the performance view and interests of the local government in the policy implementing organization, the function effectiveness of the trade union is insufficient. Third, the limitation of the role of the management in the target group of the policy and the lack of the effective participation enthusiasm of the labour side. On the basis of the imbalance of labor market and the lack of democratic atmosphere of negotiation in the environment of policy implementation, this paper puts forward the path design of optimizing the policy implementation of collective wage negotiation: first, to perfect the top-level design of policy, secondly, to reform the policy implementing organization. Third, improve the compliance degree of the target group, fourth, create a policy implementation environment, with a view to breaking through the plight of collective wage negotiation implementation through the improvement of several major factors affecting policy implementation, effectively protecting the interests of workers and staff, and realizing a win-win situation for employers and employees. Show fairness and justice.
【学位授予单位】：扬州大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：D412.6;F249.24

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