泰勒制与工资机制问题研究

Study of Taylorism and Salary Mechanism

中文关键词:  劳动定额；计件工资；泰勒制；劳动法；劳动关系

英文关键词:Labor Law, Labor Relations, Labor Quota,Wages by pieces, Taylorism

中文摘要:

      泰勒制使管理从经验变为科学，极大地提高了企业的生产效率，但属于典型的工程师管理，缺乏人文关怀。基于泰勒制的劳动定额和计件工资制已经成为许多企业压低劳动者工资、迫使劳动者“自愿”加班的诀窍。劳动创造财富的观点是斯密经济理论和马克思经济理论的共同基石，维护劳动者权利、劳资共享经济发展成果是政策和法律的基本要求。劳动定额和计件工资的确定，不仅必须遵守劳动法——任何情况下安排劳动者延长工作时间，都必须支付加班工资，无论是否完成劳动定额；也应该走出泰勒制、走向共治——坚持劳资两利、公平合理，通过集体协商确定计件工资标准。此外，人力资源管理应该与劳动关系调整结合，坚持以人为本。

英文摘要:

      Taylorism changes Business Administration Experiences to Science and Technology, promoting productivity a lot. But Taylorism is a typical administration of engineers without humanities. At present in China, Labor Quota and Wages by Pieces based on taylorism have become special skills of companies to decrease wages and compel workers to work over time “volunteerly”. In fact, labor theory of value is the common cornerstone of the economic theories of Karl Marks and Adams Smith, and protecting labor rights and securing workers to share the benefit of economic development are basic requrements of labor policy and law. Therefore labor quota and the rates of wages by pieces shall abide by labor law, which means overtime pay shall be paid whenevr workers work overtime, even if they haven’t finished the labor quota. Meanwhile the decision-making process of labor quota and rates of wages by pieces shall be changed from Taylorism to Co-regulation by way of collective bargaining according to the principle of benifiting both labor and management, and the principle of fairness.