SOCIAL CHANGE AND NATIONAL QUESTION IN EASTERN EUROPE

在与斯大林发生冲突后，南斯拉夫共产党脱离了苏联的社会主义模式，实行了新型的社会主义制度。其中一项基本制度是企业职工自我管理制度。在这种制度下，职工代表大会由全体职工选举产生，任命企业董事，监督管理委员会。这一制度的意义在于使员工对企业产生了强烈的认同感，从而提高了员工的工作士气。此外，工人有很好的机会通过参与管理来学习公司的运作。这一点尤为重要，因为它将农民出身的雇员转变为真正的产业工人。然而，工人自我管理在20世纪80年代暴露出其弊端。最大的问题是，工人在分配企业收入时要求的工资过高。这家企业依靠银行贷款扩大了业务。它的来源是外债。当他们无力偿还贷款时，南斯拉夫的经济陷入危机。为了弥补财政赤字，政府大量印钞，导致了严重的通货膨胀。20世纪90年代初，南斯拉夫共产主义政权垮台，民族冲突遍布全国。工人自我管理制度消失。然而，我们必须承认，这是一次员工参与管理的历史性实验。

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.