Enterprise Unionism In Japan

Format: Paperback / softback
Length: 494 pages
Publication date: 31 December 2023
Publisher: Taylor & Francis Ltd

During the 1980s, a significant shift occurred in Japan as the country embarked on a process of internationalization. This period marked a growing awareness among the Japanese population of the need to adapt to a globalized economy. Simultaneously, Japanese-style industrial relations gained widespread recognition on a global scale. For many individuals, the term "Japanese-style industrial relations" became synonymous with the "three sacred treasures": lifetime employment, seniority wages, and enterprise unionism.

Lifetime employment, a cornerstone of Japanese-style industrial relations, guaranteed employees a stable and long-term job, providing them with a sense of security and stability. It was deeply ingrained in Japanese culture and was seen as a way to foster loyalty and commitment among employees. Seniority wages, another key aspect, rewarded employees with higher pay and benefits based on their length of service at the company. This system aimed to promote loyalty and discourage turnover, as employees who had worked for longer periods were considered valuable assets. Enterprise unionism, on the other hand, was a form of labor organization that represented the interests of employees within a particular enterprise. It allowed employees to negotiate with management on issues such as wages, benefits, and working conditions. Enterprise unionism was often seen as a way to balance the power between employees and management, ensuring that workers' voices were heard and their concerns addressed.

However, the implementation of Japanese-style industrial relations was not without its challenges. One of the main criticisms was that it could create a culture of complacency and resistance to change. Lifetime employment, for example, could lead to employees becoming stagnant and unwilling to adapt to new technologies or business practices. Seniority wages could also create an unfair system, where younger employees with the same skills and qualifications were paid less than their more experienced counterparts. Enterprise unionism, while effective in protecting employees' interests, could sometimes lead to inflexibility and inefficiency in the workplace.

Despite these criticisms, Japanese-style industrial relations continued to be influential in many parts of the world. Companies in various industries, including manufacturing, finance, and technology, sought to emulate the practices of Japanese companies in order to achieve success in the global marketplace. The "three sacred treasures" remained a central aspect of Japanese-style industrial relations, and were widely praised for their ability to create a stable and productive workforce.

In conclusion, the 1980s saw a significant shift in Japan's industrial relations as the country embraced internationalization. The "three sacred treasures" of lifetime employment, seniority wages, and enterprise unionism became a defining feature of Japanese-style industrial relations. While these practices were praised for their ability to create a stable and productive workforce, they were also criticized for their potential to create a culture of complacency and resistance to change. Despite these challenges, Japanese-style industrial relations continued to be influential in many parts of the world, and companies sought to emulate the practices of Japanese companies in order to achieve success in the global marketplace.

Weight: 471g
Dimension: 216 x 138 (mm)
ISBN-13: 9781138968844