Studies about the formation of co-determination system in Germany after the second world war.

本研究的目的是跟踪占领下的西德共同决定制度的形成过程。通过这样的研究，我的目的是澄清在德国公司调节人事管理的劳资关系的特殊性。一般来说，德国工业关系的特点是在公司和/或机构中与工业工会和工作委员会共存。目前，这两个组织共同发挥其作用。但是，第二次世界大战后立即成立的劳动委员会帮助了工会的重建，而魏玛时期活跃的工会主义者不仅组织了工会，还组织了劳动委员会。因此，这两个组织在职业方面是密切相关的。战后不久，许多工会成员打算在工作委员会的基础上组织一个总工会。然而，工会联合会是与基督教工会合作组织的，由于对工会的怀疑和政党之间的反对等原因，工会联合会从工作委员会中分离出来。一些工作委员会要求参与管理决策，工作场所的去纳粹化等，批评纳粹政权。英国盟军和公司接受了相对温和的工会的要求，并让工人参与管理决策，以保证管理控制的正当性和稳定公司的劳资关系。可以得出结论，在第二次世界大战后德国工会主义地位发生变化的背景下，德国共同决定制度的目的是确保管理控制的正当性和稳定公司劳资关系。

The purpose of this study is to follow the formation process of co-determination system in West Germany under occupation. Through such a study I aim to clarify the particularity of industrial relations that regulate personnel management at the German companies.Generally industrial relations in Germany are characterized by a coexistence with industrial union and work council in companies and/or establishments. Currently both organizations share its role. But the work councils established immediately after the world war II help a reconstruction of trade unions, while unionists that are active in the Weimar period organized not only trade unions but also work councils. Therefore both organizations are close related together under occupation. Immediately after the war many unionists intended to organize a general union based on work councils. However a federation of labor unions is organized in cooperation with Christianity labor union, separating from work councils because of the suspicion with work councils and opposition between political parties etc.Some work councils was asking for the participation in managerial decision-making, denazification of work place and so on from criticism of Nazi-regime. The British Allied-Forces and companies accepted requests relatively moderate trade union and made the workers participate in managerial decision-making to guarantee the justification of management control and to stabile labor relations in company. It could be concluded that the purpose of co-determination system in Germany to ensure the justification of management control and to stabile labor relations in company against a background of changing status of German unionism directly after the world war II.