英国代写：劳资关系的历史与发展

英国代写：劳资关系的历史与发展。这一论点有研究支持，而且在建立劳资关系方面，管理层确实被认为占了上风。在霍夫斯泰德关于权力距离的维度中，已经确定具有高权力距离的国家将接受不平等，并且这些国家将与控制重大决策的管理层存在等级关系，并且雇员/工人被削弱为权力较小的成员。现在中国有80分，表明该国存在极端的权力划分。偏爱在正式权威、领导等下工作的个人接受不平等的权力分配。接下来英国代写为同学们讲解下劳资关系的历史与发展。

人力资源管理的共识模式在逻辑上会倾向于更好的权力分配，支持平等，但是，中国文化本身接受权威、不平等和工作结构正规化，因此他们不介意拥有权力立场。有时，一个表格的工会甚至可以充当名义，通常由中层管理人员处理员工的不满。

1990 年代的国有企业和私营企业似乎都面临劳资关系管理的问题。在其研究中报告的工人申诉范围很广，从长时间工作到十小时和十二小时不等。一些基于特定行业的工人甚至在周末也没有起飞。据报道，低爪和不安全的工作条件 (Taylon & Chang, 2003; Sundar 2004)。没有休息和仅仅几分钟的预定休息会导致很多工人倦怠。有时在工作场所创造生活空间，工人可以在这些空间获得指定的休息时间。 1994年广东省总工会的一项调查显示，全省至少有46%的工人会加班，其中约35%的人认为加班不是一种选择，而是强制性的。 .低工资的工作制度，除了工资之外几乎没有什么好处，导致 1990 年代劳资关系恶化(Chan，1995)。

由于政府倾向于报告与民族主义自豪感或文化自豪感密切相关的一切，因此劳资关系中的问题通常不会被强烈强调。例如，据报道，香港和台湾的企业对工人的剥削行为很多，但与祖国的亲近使这些企业被视为通宝。与作为外国投资者的外子相比，他们在官方上是最接近的。因此，当在国内或更接近县域的行业中观察到剥削行为时，外国投资者与国籍的讨论就被带入了问题中。在创造中国工业伟大和美好的神话的过程中，隐藏着中国产业关系的问题。

There is research support for this argument, and the management indeed is seen to have the upper hand when it comes to industrial relation making. In the Hofstede’s dimensions on power distance, it has been identified that countries with a high-power distance will accept inequality and that these countries will have hierarchical relationships with the management controlling major decision making and employees/workers reduced to being less powerful members. Now China has a score of 80 indicating that there is extreme power division in the country. The unequal power distribution is accepted by individuals who prefer working under formal authorities, leadership etc.

The consensual pattern of human resource management will logically tend towards better power division where equality is supported, however, the very culture of China accepts authority, inequality and formalizes work structures and hence they do not mind having the power stance. Sometimes, a form’s trade union could even act as name sake and usually the middle manager handled the grievances of employees.

Both the state-owned enterprise and the private enterprises of the 1990s appeared to have face issues in industrial relations management. Worker grievances reported in its studies range anywhere from working for long hours, like ten and twelve hours. Some workers based on specific industry did not get to take off even on the weekend. Low paw and unsafe working conditions were reported (Taylon & Chang, 2003; Sundar 2004). No rests and scheduled breaks for just a couple of minutes led to much worker burnout. Living spaces were sometimes created in the workplace and workers could get specified time of rest in these spaces. A survey carried out in the Guangdong Province’s General Trade Union as of the year 1994 indicated that at least 46 percent in workers in the province would work over time, and around 35 percent of them opined that over time is not an option, it was mandatory. Low wage working system, with little benefits outside their wages led to deteriorating industrial relations in the 1990s (Chan, 1995).

Issues in industrial relations are often not strongly highlighted because of the government tendency to report everything in close connection to nationalistic pride or cultural pride. For instance, enterprises from Hone Kong and Taiwan are reported to have much exploitive practices when it comes to workers, and yet the closeness with the motherland makes these enterprises being viewed as the tongbao. They are officially the closest compared to the waizi, who were the foreign investors. Therefore, when exploitive practices are observed in industries within the country or closer to the county, the discourse of foreign investors versus nationality is brought into the question. In the creation of a myth of the greatness and goodness of the Chinese industry, the issues of Chinese industrial relations are hidden.

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