The Historical Study on the Change of the Payment Systems in Japan

本研究的目的是通过观察日本主要公司的支付系统的发展来描述和分析行业关系。观察的重点是审查如何和为什么所谓的“能力为基础的支付系统”已经成为如此受欢迎，甚至在“蓝领工人”。我拿起JUJO造纸有限公司和八田钢铁有限公司（现新日铁）的情况下。很简单的说，他们经历了类似的变化，资历为基础的一个->工作为导向的一个->能力为导向的一个。这种变化与20世纪60年代和70年代初关于工资的激烈争论的焦点变化相对应。在完成了对这两家公司的实地调查后，我发现以下三点很重要。1.战后日本年资工资的根本弱点在于，“蓝领”和“白色”地位平等后的雇员等级秩序不是建立在劳动力的差异上，而是建立在家庭生活的需要上。因此，20世纪50年代为克服资历工资缺陷而进行的管理试验是在雇员中建立一种民主的、无地位的秩序的努力。管理者选择岗位本位还是能力本位，取决于其战略思维。2.虽然JUJO和YAHATA等大多数大型制造企业在20世纪60年代努力提高工资中的工作率比例，但这些工作率要素在20世纪70年代转变为“基于能力”的支付。这一重要的变化是由于对更有效地利用劳动力的需求，这对实现降低成本和高质量是至关重要的。3.为了清楚地了解工会是否阻碍了这些发展，我们需要进一步的案例研究。

The purpose of this study is to depict and analyse the indusrial relations by observing the developments of the payment systems in major Japanese companies. The focus of observation is to review how and why the so-called "abilty-based payment systems" have become so popular even among the 'blue collar workers". I picked up the cases of JUJO paper manufacturing Co. Ltd. and Yahata steel Co. Ltd. (currently Nippon Steel). Very simply speaking, they experienced similar change like seniority based one->job oriented one->ability oriented one. This type of change corresponds to the change of focuses of the feverish debates on wages during 1960s and early 70s.Having finished the field work of those two companies, I found the following three points important. 1. The essential weakness of seniority wages in post war Japan lay in the fact that the hierarchal order of employees after equalization of status between 'blue' and 'white" collars was built not on the differenes of labor but on the needs of family life. The manegerial trials to overcome the defects of seniority wages in 1950s, therefore, was an effort to build a democratic and status-free order among employees. Whether the management chose the job-based order or the ability-based order depended on their strategical thought. 2. Although the most of big manufacturing companies including JUJO and YAHATA made efforts to have a bigger portion of job rates in the wages in 1960s, , those elements of job rates changed into the 'ability-based" payment in 1970s. This important change was necessiated by the demand for more efficient utilization of labor which was vital to achieve cost reduction and high quality Further. ; 3. To have a clear picture of whether the unions hindered these developments or not we need futher case studies.