earticle

영어

The British industrial relations system has the deep-rooted tradition of voluntary collective bargaining without government interventions and voluntarism is regarded as the important characteristics of the British industrial relations system. After the Second World War there was a tendency of high politics and low industrial relations, the British trade union movement reached its climax and eventually peaked in 1979 at a membership of nearly 13.5 million and a density of some 55 percent. And therefore the growing strength of the labour movement in this period gave greater potential for disruption and frictions in the labour market than ever before. But the Conservative Party under Thatcher embraced the philosophy of the newly ascendant economic right and sought a break with the consensual bias of all post-war governments in order to install a regime of economic liberalism. This required the imposition of strict monetary disciplines, the end of direct state intervention in the functioning of markets and the removal of institutional constraints on their free operations. Among these, Solving the union were the most important. There were some causes of the fall of the British labor movement. First, the legal framework was altered dramatically to the direction to weaken still further the limited legal protections available to individual workers, while overtuning the tradition of trade union immunities. Second, there was a gradual deterioration of unemployment and a far more flexible workforce with a rapid growth in part-time working, in temporary contracts and in self-employment. Third, there was a sharp fall in trade union membership, which had peaked at over 13 million in 1979 but fell year by year to under 8 million in the late 1990s. Fourth, the government strenuously encourage a devolution of managerial authority and the breakdown of national bargaining. Fifth, the number of strikes fell to the lowest levels since records began over a century earlier, and the numbers of workers involved and days lost also declined substantially. Lastly Loss of membership and economic effectiveness led to a dramatic weakening of trade unions' influence within the Labour Party.

한국어

통적인 영국노사관계는 정부의 간섭없이 노사간에 자율적으로 단체교섭을 행하는 오랜 전통을 가지고 있으며, 이러한 단체교섭을 통한 노사자치주의는 영국노사관계의 큰 특징이라고 할 수 있다. 그러나 제2차 세계대전 이후 영국노동조합운동은 정치비중의 증가와 노사관계비중의 감소를 경험하면서 전성기를 구가하게 되고, 특히 1979년에 와서는 노조원수는 1,350만 명, 노조조직률은 55%에 달하여 정점에 도달하였다. 그리하여 노동시장에서 갈등을 초래하거나 나아가 영국경제에 손상을 가져다 줄 수 있는 힘을 가지게 되었다. 그러나 1979년 이후 대처정부는 새롭게 부상하는 경제적 권리의 철학을 수용했고, 경제적 자유주의 체제를 구축하기 위하여 전후 정부가 취했던 모든 합의 성향과 결별하고자 했으며, 이로 인해 시장축에 기초한 안정적인 노동조합주의 모형을 명백하게 흔들어 놓았다. 영국노동조합운동의 쇠퇴 요인으로는 첫째, 노동조합의 면책특권과 보호장치 약화, 둘째, 실업률 증가로 인한 노동시장의 상황 악화 및 노동시장의 유연화 증가, 셋째, 노동조합원수의 급격한 감소, 넷째, 전국적인 단체교섭의 와해를 추구했던 사용자들의 정책과 관행, 다섯째, 공공연한 산업갈등의 감소, 마지막으로는 노동조합원수의 감소와 경제적 비효율로 인해 노동당 내에서 노동조합의 영향력이 급속히 약화된 점을 들 수 있다.