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首页> 外文期刊>Journal of Workplace Behavioral Health >Labor Welfare in Japan: Social Change and Enterprise Unionism
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Labor Welfare in Japan: Social Change and Enterprise Unionism

机译：日本的劳动福利：社会变革与企业工会主义

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Japanese unions, most typically known as enterprise unions, have realized extensive fringe benefits (welfare programs) through collective bargaining, but some unions, and their upper-level councils and federations, also have created their own welfare programs, including human services such as support for people with disabilities, the aged, women and children, consultation and counseling services, and career development. A pioneering example of the Denki Rengo (Japanese Electric, Electronic and Information Union) is presented. These programs have developed over decades in response to demographic changes such as an aging population, more women in the workforce, economic prosperity and stagnation, a shift toward service industries, globalization, and a philosophic change in emphasis from mutual help to self-help. Members' needs moved from economic affairs to broader life issues, became more individualized, and shifted toward the need to be secure in work and life, to which unions had to respond. Meanwhile, the base of enterprises, thus enterprise unionism, itself eroded. Unions lost power to play the game to yield economic gains. An emerging neo-classic society requested unions to take a role of welfare providers, not receivers. Unions escaped into, or steered toward, the welfare arena. Unions' welfare programs are being transferred to upper organizations, from individual enterprise unions, in cooperation with community organizations, and now are starting to extend their services not only to their own members but also to the community in general. Lacking is social workers' involvement. Many historic social work functions today are being carried out by unionists. Social workers, however, may start working for union programs soon, if Japanese social work, which has not shown a great interest in labor unions, expands its jurisdiction.
机译：日本工会（通常被称为企业工会）通过集体谈判实现了广泛的附带福利（福利计划），但是一些工会及其上级理事会和联合会也制定了自己的福利计划，包括诸如支持等人类服务为残疾人，老年人，妇女和儿童提供咨询和咨询服务以及职业发展。介绍了Denki Rengo（日本电气，电子和信息联盟）的开创性例子。这些计划已经发展了数十年，以应对人口的变化，例如人口老龄化，劳动力中更多的妇女，经济繁荣和停滞，向服务业的转变，全球化以及从互助转向自助的观念转变。会员的需求从经济事务转移到更广泛的生活问题，变得更加个性化，并转向工会必须对此作出回应的工作和生活安全的需求。同时，企业基础本身也因此侵蚀了企业工会主义。工会失去了玩游戏的权力，无法获得经济利益。新兴的新古典社会要求工会扮演福利提供者而不是接受者的角色。工会逃脱到或进入了福利领域。工会的福利计划正在与社区组织合作，从单个企业工会转移到上级组织，现在不仅将服务扩展到自己的成员，而且还扩展到整个社区。缺乏是社会工作者的参与。今天，工会主义者正在履行许多历史性的社会工作职能。但是，如果对工会没有表现出浓厚兴趣的日本社会工作扩大了其管辖范围，则社会工作者可能会很快开始为工会计划工作。

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