Schrank R
Harv Bus Rev. 1979 Sep-Oct;57(5):107-10, 112-5.
The labor movement in the United States has its roots deep in the soil of worker discontent over grueling working conditions, low pay, and indifference of bosses, who profited from others' sweaty labor. As more and more grubby jobs are replaced by technological innovations, as work becomes more abstract and everyone wears a white shirt, and as managers schooled in motivation theory and humane ideals of participation replace the owner-bosses of yesterday, what role will the unions have left to play? The author of this article, who has been in both the labor force and management, explores what the changes in the labor market will be in the future and what these changes will mean for labor-management relations. He does not conclude that there is no role for unions-only that it will be very different and that to survive unions will have to tackle new issues in the workplace. That adaptation will affect management's stance as well.
美国的劳工运动深深植根于工人对恶劣工作条件、低工资以及老板冷漠态度的不满情绪之中，而老板们却从他人的辛勤劳动中获利。随着越来越多肮脏的工作被技术创新所取代，工作变得更加抽象，每个人都穿着白衬衫，随着接受激励理论和人性化参与理念培训的管理者取代了昔日的老板，工会还将扮演什么角色呢？本文作者曾身处于劳动力队伍和管理层，探讨了未来劳动力市场的变化以及这些变化对劳资关系意味着什么。他并没有得出工会毫无作用的结论——只是工会的作用将大不相同，并且为了生存，工会将不得不应对工作场所的新问题。这种适应也将影响管理层的立场。
