SOCIAL CHANGE AND NATIONAL QUESTION IN EASTERN EUROPE

南斯拉夫共产党在与斯大林发生冲突后，打破了苏联的社会主义模式，采用了一种新型的社会主义制度。最基本的制度之一就是企业的职工自我管理制度。在这一制度中，由全体职工选举产生的职工大会任命企业董事，监督管理委员会，这一制度的意义在于促进了员工对企业的强烈认同，从而提高了员工的工作士气。此外，工人们有很好的机会通过参与管理来了解公司的运营情况。这一点尤为重要，因为它把农民出身的员工变成了真正的产业工人。然而，工人自治在20世纪80年代暴露了它的弊端。最大的问题是，工人们在分配公司收入时想要太多的工资。这家企业依靠银行贷款扩大了业务。其来源是外债。南斯拉夫经济陷入危机，因为他们无法偿还贷款。90年代初，南联盟共产主义政权垮台，民族冲突接踵而至。工人自我管理制度消失了。然而，我们必须承认，这是一次员工参与管理的历史实验。

After a clash with Stalin, Yugoslav Communist broke with Soviet model of Socialism and adopted a new type of socialist system. One of the basic institutions was workers' self-management system of the enterprise. In this system, workers council, elected by all employees, appointed the director of the enterprise and supervised management board.The significance of this system was that it facilitated employees to identify themselves strongly with the enterprise and thus enhanced their work morale. Moreover workers had a good opportunity to learn the operation of the firm through the participation in management. This was particularly important, because it transformed the employees of peasant origin into the real industrial workers.However, workers' self-management revealed its drawback in 1980s. The biggest problem was that workers wanted too much wage when they distributed the corporate income. The enterprise extended its business depending on a bank loan. Its source was foreign debt. Yugoslav economy fell into a crisis when they could not afford to reply a loan. The government printed money to make up for financial deficit and raised an enormous inflation.In the beginning of 1990s Yugoslav communist regime collapsed and ethnic conflicts followed all over the country. Workers self-management system disappeared. Nevertheless we must admit that it was a historical experiment of employees' participation in management.