The Research of Labor-management Conflict and Adjustment in Private Enterprise of Gulang County
|Keywords||Private enterprises Labor-management conflicts Reasons Adjustment strategies|
The enterprise-management conflict has been the adverse effects on workers, enterprises and society in modern society. The problems still exists in China’s market economy at present. In recent years, the labor relations of private enterprises in Gansu Province Gulang County has not harmonious. Mainly as follows:overtime for a long time, workers low wages, wage arrears, hidden safety problems in working environment, managers savage verbal abuse, inadequate implementation of the social security system and so on. All these factors have led to labor-management conflicts and continued, some enterprises workers appeared absenteeism, sabotage, resignation, or even strike action. These problems has been plagued corporate management and government, not only restricting the further development of enterprises, but also hold back government to maintain the interests of both employers and employees and to build a harmonious society.This paper reviews the domestic and international conflicts on labor-management relations and conflicts, and to analyze the status of private enterprises in Gulang County, including the development of private enterprises and its status of human resources. On this basis, using the empirical analysis to investigate the status of labor relations in private enterprises, analyze the manifestations of labor conflicts in private enterprises of Gulang County, and analyze the reason that led to the labor conflict from the resource factors, legal factors, knowledge factors and organizational factors. Finally, put forward four coping strategies to adjust the labor-management conflicts in private enterprises of Gulang:strengthening of The role of the institutional and improving the legal and institutional; strengthening the government and trade unions functions and responsibilities in the organization; establishing trade unions, employers and the Government coordination mechanisms in the mechanism; strengthen corporate social responsibility and the implementation of human resource management.