摘要
涉及企业之劳资争议处理之机制,其名称会是五花八门,不一而足。遇有任何劳资争议,其预防性处理(preventive dispute resolution)总是优于补救性处理(remedial dispute resolution)。企业争议预防性处理,即是当事人自治与自愿,而预防争议扩大之处理机制。企业争议预防性处理机制建立,主要需有一些要件为基础,例如争议双方需互为依赖(interdependence),且必需依赖互相合作以达成其等之目标或满足。企业内预防性调解主要之各工具与技巧面向,含有企业内动态性的争议处理机制、利益基础型问题处理方法、调解人参与之劳资会议、基层监管人员训练与目标性关系制度。
The preventive dispute resolution is always better than the remedial dispute resolution although there are various mechanisms of labor dispute in enterprises.The preventive dispute resolution of enterprises refers to the mechanism in which the parties reach voluntarily an agreement so as to prevent the dispute from getting worse.Some requirements are necessary for setting up the mechanism of the preventive dispute resolution of enterprises,such as interdependence and corporation of the parties.The technique and method of the preventive dispute resolution of enterprises include： the mechanism of the dynamic dispute resolution of enterprises,the method of dealing with the basic interest issue,the labor-manager conference that mediator attends and the relationship between primary supervisor training and goal system.
出处
《北京行政学院学报》
CSSCI
北大核心
2012年第6期83-88,共6页
Journal of Beijing administration institute
关键词
劳资争议处理机制
利益基础型协商
动态性争议处理机制
预防性处理
补救性处理
mechanisms of labor dispute
basic interests negotiation
dynamic dispute resolution mechanism
perventive dispute resolution
remedial dispute resolution
作者简介
谢棋楠（1957-），男，中国文化大学劳工关系系教授
