Craft Regulations in the British Engineering Industry ; its origin, reproduction, and the industrial relations

英国工程行业的工艺法规；

• 批准号: 07630073
• 负责人: ONOZUKA Tomoji
• 金额: $ 1.41万
• 依托单位: University of Tokyo (1996-1997)Yokohama City University (1995)
• 依托单位国家: 日本
• 项目类别: Grant-in-Aid for Scientific Research (C)
• 财政年份: 1995
• 资助国家: 日本
• 起止时间: 1995 至 1997
• 项目状态: 已结题
• 来源: https://kaken.nii.ac.jp/grant/KAKENHI-PROJECT-07630073/
• 关键词: British engineering Industry; Craft Regulations; skill; apprenticeship; wage rating; competence; foremen; labor management; 職場秩序; アメリカ的生産方法; 入職規制; 能力評価; 労働・雇用慣行; 職種間賃金格差構造

After analyzing more than 300 biographical data of engineers from the eighteenth century till the litter-war period, the origin of Craft Regulations in the British Engineering Industry is found at latest in the 1830-40s, when it was maed a custom between employers and workers that only those who have served more than five years at the engineering trade can enter into the trade legally or regularly. Even with some exceptions, such custom has been prevailing in Britain and Ireland for a century. Though the early engineers' unions relaxed the entrance rules based on apprenticeship in the 1800-20s, engineering employers did not define at all what competence they required of engineers and how to train it, and they were obliged to depend almost entirely upon apprenticeship as an existing training system in order to procure necessary workforce. The fact was that engineering apprenticeship was newly formed in the new branches of the trade such as turners, litters, machine-joiners etc., and eve … More n in the old engineering trades such as millwrights and smiths apprenticeship was. transformed into the modern version which did not require strict seven years but only five years apprenticeship with two years experience in the trade and /or being rated as craft (skilled) worker. James Nasmyth remarknbly broke down apprenticeship and the entrance regulations, but his 'non-apprenticeship' did not define engineers competence and its training process too.In the mid nineteeth century not only the entrance rules into the trade but various regulations on the number of apprentices, demarcation, new processes and machinery, working hour and overtime, paying method, etc. as a whole made the Craft Regulations established in the engineering industry. Employers' associations, which developed their power and organization in accordance with engineering trade unions such as the Amalgamated Engineers and the Boilermakers in the 1860-70s and the following decades, stood upon the Craft basis. And they were empowered to restrict individual managerial prerogatives. Engineering employers attained a subjective issues of factory management and administration, though they did not define the competence and the shop floor power authorized by themselves with which engineering workers were made capable of regulating the trade. As a result Craft Regulations survived unchanged through the latter half of the century. For a beter management the employers followed non-unionization of foremen as keyperson on shop floor matter, while foremen pursued their own organization as benefit and educational society by which they appealed and assumed that they retained the engineers' culture' which was now neglected by both employers and workers.In the inter-war British engineering industry there can be found a possibility for defeating Craft Regulations, but the employers did not actually defeat it because they were restricted by the industrial relations system and their own associations, not solely by trade unions. The employers condemned the unjustifiable Craft Regulation set by the collective workers on the one hand, and depended upon it on the other hand, thinking that craftsmanship was the important heritage of the British engineering industry. Less

在分析了从18世纪到文明战争时期的300多名工程师的传记资料后，我们发现，英国工程业的手艺法规最晚起源于19世纪30-40年代，当时雇主和工人之间形成了一种习俗，即只有在工程行业工作了5年以上的人才能合法或定期地进入这一行业。即使有一些例外，这种习俗在英国和爱尔兰已经流行了一个世纪。尽管早期的工程师工会在19世纪20年代放松了基于学徒制的入职规则，但工程雇主根本没有定义他们对工程师的能力要求以及如何培训，他们被迫几乎完全依赖学徒制作为现有的培训制度，以获得必要的劳动力。事实是，工程学徒制度是在这个行业的新分支中新形成的，如车工、垃圾工、机械加工工等，以及Eve…。更多的是在旧的工程行业，如磨坊和铁匠学徒。转变为现代版本，不要求严格的七年，而只要求五年学徒，有两年的行业经验和/或被评为手工艺(熟练)工人。詹姆斯·纳斯米斯明显地打破了学徒制和入门规则，但他的非学徒制度也没有定义工程师的能力及其培训过程。在十九世纪中叶，不仅有进入行业的入门规则，而且在学徒数量、分界、新工艺和机械、工作时间和加班时间、支付方式等方面的各种规定总体上使工艺规则在工程行业建立起来。雇主协会在19世纪60-70年代和随后的几十年里，根据工程工会，如联合工程师和锅炉制造商，发展了他们的权力和组织，站在手工艺的基础上。他们被授权限制个人的管理特权。工程雇主遇到了工厂经营和行政的主观问题，尽管他们没有定义工程师工人有能力管理行业的能力和他们授权的车间权力。因此，手工艺法规在本世纪后半叶一直没有改变。为了更好的管理，雇主遵循不成立工头作为车间事务的关键人物，而工头追求他们自己的组织作为利益和教育社会，他们通过这个组织上诉，并认为他们保留了现在被雇主和工人都忽视的工程师文化。在两次世界大战期间的英国工程业中，可以找到击败Craft法规的可能性，但实际上雇主并没有失败，因为他们受到劳资关系系统和他们自己的协会的限制，而不仅仅是工会的限制。雇主们一方面谴责集体工人制定的无理的工艺法规，另一方面又依赖于它，认为工艺是英国工程业的重要遗产。较少