Competitive Management and Labor Union's Function : a case study of electrical machinery industry.

在超大竞争的压力下，日本公司制度的竞争格局正在发生变化。推行年薪制，强化个人管理择优原则。改革正在进行，工资制度中年龄和资历的权重比以前更轻了。工资制度中的个人入息课税时间延长，因此一年的工资收入差距超过数百万日元。而另一方面，工会只增加了几百日元的工资基数。工人的意识很难转化为工会。公司制作为共同体的原则正在发生变化，劳动管理依赖于一种个人竞争机制。工会很少在按年龄和资历晋升的过程中解决个人竞争的问题。当一家新的晋升机构开始运作时，工会会对此有所评论。如果有人投诉那个晋升机构，工会会处理它。可以说，这样的企业工会从规范车间竞争的角度来看是有问题的。在‘春季攻势’中，工资差距造成的企业之间的业务差距正在蔓延。企业工会联合会没有解决这些问题。

Under the pressure of mega-competition, the competition suructure in Japanese company system has been changing now. The annual salary system is spreading, and a merit principle in personal management is intensified. The reform is progressing that the weight of age and seniority in a wage system has been made lighter than before. The lenght of personal assessment in a wage system expand, so wage differential in income a year is over several million yen. While on the other hand, the labor union gains only several hundred yen raise of the wage base. It is difficult to turn workers' consciousness to labor union. The company system as community is changing in its principle, and labor management depends on a mechanism of the personal competition.The our research finds the facts shown below. Labor unions seldom grapple with a problem of the personal competition in that promotion by age and seniority. When a new institution of promotion starts, union says somethings about it. If some complaints are made about that promotion institution, labor union cope with it. It can be said that such an enterprise union have problems from a point of view of the regulation of competition in workshop.In the 'spring offensive', wage differentials founded business disparity among enterprises is spreading. The federation of enterprise union dosen't cope with that problems.