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

在大竞争的压力下，日本公司制度的竞争结构正在发生变化。年薪制正在扩散，人事管理中的绩效原则正在加强。改革正在进行，工资制度中年龄和资历的权重比以前轻了。工资制度的个人课税期限扩大，每年收入的工资差距超过数百万日元。而另一方面，工会的工资基础只提高了几百日元。工人的工会意识很难转变。作为共同体的公司制度正在发生原则性的变化，劳动管理依赖于一种个人竞争机制。我们的研究发现如下事实。工会很少解决在晋升过程中因年龄和资历而产生的个人竞争问题。当一种新的晋升制度开始时，工会会对此发表意见。对晋升机构有投诉的，由工会处理。从对车间竞争的规制来看，可以说这样的企业工会存在问题。在“春季攻势”中，企业之间因业务差异而产生的工资差异正在扩大。企业工会联合会无法解决这一问题。

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.