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20世纪20、30年代,中国许多企业中自发兴起了一场科学管理改革。改革对中国企业管理制度的发展、对劳资关系的塑造都产生了重要影响。以往的研究,多从制度变革的角度来研究科学管理改革,而忽视了管理改革实现和运行的真实过程;多从企业家的角度来研究,忽视了科学管理改革对劳资关系的影响,而这恰恰是科学管理改革最主要的出发点之一。本文主要以申新三厂和民生公司为例,从劳资关系的视角来探讨这场管理改革。管理改革虽然未能最终造就一种成熟稳定的企业管理制度和劳资关系,但我们认为经过劳资双方的互动,一种新的制度文化和劳资关系的萌芽出现了,值得我们认真总结、分析。
In the 1920s and 1930s, many Chinese enterprises spontaneously set off a scientific management reform. The reform has exerted a significant influence on the development of the enterprise management system in China and on the shaping of the relations between labor and capital. In the past researches, we mostly studied scientific management reform from the perspective of institutional change, while ignoring the real process of the realization and operation of management reform. We studied and neglected the influence of scientific management reform on labor-capital relations from the perspective of entrepreneurs, It is precisely one of the most important starting points for the reform of scientific management. This paper mainly takes Shenxin Sanchang and Minsheng Co. as examples to discuss this management reform from the perspective of labor-capital relationship. Although management reform failed to bring about a mature and stable enterprise management system and labor relations, we think that through the interaction between employers and employees, a new system of culture and the emergence of labor-capital relations have emerged. It is worth our careful conclusion and analysis.