희망찬 21세기를 열기 위한 노동조합활동 = Trade Union Management and Activities for the 21st Century

다국어 초록 (Multilingual Abstract)

1. Introduction
The success of general strike at the beginning of 1997, aimed at nullifying the worsening labor law, reflects the growth of the Korean labor movement since the epoch-making worker struggle in the middle of 1987.
However, economic crisis of Korea followed by the IMF rescue package was the serious challenge for the Korean labor movement.
Since then labor market flexibility entailing the legalization of layoff and worker dispatch system was considered unavoidable to recover the competitiveness of Korean firms. It was also a part of the IMF program in Korea. Labor came to accept the legalization of layoff in return for the reform of corporate management in the Tripartite agreement. Since layoff was new in Korea here life job had been a norm, rank and file was too angry to accept layoff in the agreement. Korean labor movement, especially KCTU has lacked clarity and consistency on what to do to cope with this new challenge.
Economic crisis and accompanying challenge have revealed the limitations and weak points of the Korean trade union movement. What is needed to overcome these difficulties? In this report we focus on the unions' capability to control their own destinies. Special attention will be payed to the management and activities of trade unions, because these are very important in maintaining strong membership and dynamic union culture.
2. Current State and Critical Tasks of Korean Labor Movement
Until now, Korean labor movement has developed some of the assets favourable to the growth of the movement. These assets include autonomy of trade union, democratic frame in the management of trade union, a certain level of participation of the members in the union activities, and a substantial number of activists. However, there also exist some unfavourable trends. Low level of class consciousness, and entailing 'free rider' mind-set, declining participation of the workers in the union activities constitute major obstacles for the further development of the union movement. The background factors that induced these obstacles can be summed up as follows.
Firstly, since the wage bargaining has been the main focus of trade union activities, the role of union is limited to the economic gains and social and political role of union has been largely ignored. In the midst of economic crisis job security is the main issue, not the wage bargaining. As a result, trade unions are left in the new unknown terrain.
Secondly, employers' strategy caused negative impact on the class consciousness of the workers. Employers have implemented new management strategy such as the introduction of merit pay scheme, employment of temporary workers, the application of scientific management techniques, etc. Despite the worsening working conditions and employment stability, the intensification of competition in the business and economic crisis in general is cultivating cooperative attitude among the workers.
Thirdly, trade union activities tend to be simplistic. Diverse opportunities for the workers to participate in the union activities have not been offered. The subjects and methods of education have been uniform and monotonous. Trade unions have shown the tendency to neglect to secure favourable conditions to increase the participation of the workers. For example, meeting schedule was not made in a way to ensure participation of larger number of workers.
Fourth, the principle of democracy is not being fully respected yet in the management of trade union. Trade unions cannot be inspired without the spontaneous and active involvement of the workers. However, most trade unions are still being operated with the initiatives of union activists, leaving most of the workers inactive.
Fifthly, weakness of the leadership is also hindering further growth of organizational capacity. Especially the leadership at the national level of union organization is not fully equipped to cope with the new challenges caused by the economic crisis. Lack of systematic and intensive leadership training is to be blame at least in part.
Critical tasks of Korean trade unions in the management and activities that have to be accomplished can be summed up as follows.
Firstly, union activities should be expanded to such areas as participation in the decision-making process of economic policy, participation and expansion of social welfare system, reduction of working time, substantiation of vocational training, participation in management, etc. Through these activities, labor movement should establish its status as a leading force of social reform.
Secondly, centralization of the activities and resources of trade unions should be achieved urgently. In addition, trade unions should clearly define their roles in each level of union organization. The national center is to concentrate mainly on the activities related to social economic reform; Industrial federations are to carry out collective bargaining, educational and organizational activities, and the activities related to industrial policy; enterprise level organizations focus on the activities such as grievance resolution, membership education, bargaining on the enterprise specific affairs, etc.
Thirdly, the principle of democracy should be realized throughout every aspect of union activities. It is essential for the strong unions, because their organizational power and effectiveness depend on it.
3. Enterprise Level Organization
The tasks of the enterprise level organizations are as follows.
― Realization of union democracy
ㆍscheduling general assembly after the conclusion of collective bargaining; inclusion of debates on activity plan and union statute among the general meeting agenda.
ㆍelectoral system: activation of debates between the candidates; increase in the number of representatives
― Improvement of administration system
ㆍmaking administration system consistent with the characteristics of enterprises
ㆍstrengthening of executive capacity: selection of staff based on the competence; expanded participation of part time activists; preparation of activist training system
ㆍenlarging executives' terms of office
ㆍinstitutional arrangement to secure the stable operation of union management
― Improvement of financial operations
ㆍcentralization of financial resources
ㆍeffective use of budget (less money for gifts for workers, for example)
ㆍtransparent operations
ㆍdemocratization and specialization of audit system
― Organizational activity
ㆍregular communication with membership
ㆍestablishment of committees in every department
ㆍinstitutional and financial support for the representatives
ㆍintroduction of shop steward system
ㆍrevitalization of workshop meeting
ㆍactivation of workshop bargaining
ㆍreduced sectionalism of the unofficial activists organization
― Education activity
ㆍelevation of the educational activities onto upper level
ㆍpromoting development of education contents
ㆍaggressive efforts to specify more educational opportunities in collective agreement
ㆍsecuring the labor education experts including internal instructors
4. Industry level organization
The fundamental tasks of the industry level organizations are as follows.
― Centralization of collective bargaining and strengthened activities for social reform
ㆍpromotion of entrusting authority of collective bargaining onto industry level organization
ㆍactivation of education, propaganda, and policy activities for social reform
― Improved allocation of representative
ㆍespecially in the central committee, allocating reasonable number of representatives of workers employed in small and medium sized enterprises, irregular workers, women, and youth.
― Enforcement of the rule of meeting and more lively debates among the members
ㆍpunctuality, check-up of unqualified participants, observance of the quorum
ㆍelaborate preparation for the efficient proceeding
ㆍsufficient debates among the rank and file before important policy decision
― Improvement of administration system
ㆍclarification of roles of each administration organization
ㆍreasonable division and integration of work
ㆍallocating persons suitable for the roles of each administration organization
― Activation of recruitment
ㆍtraining organizers and financial support for them
ㆍfoundation of regional union for recruitment of workers employed in small and medium sized enterprises and irregular workers
ㆍstrengthened activities for unorganized workers: improvement of national minimum wage system, enlargement of social welfare systems, etc.
― Establishment of education system
ㆍpreparation of medium and long term plan and determination of basic frame of education policy
ㆍsystematization of education contents, financial management
ㆍaggressive efforts such as securing education leave by law to extend the educational opportunities
ㆍsecuring labor education experts and cooperation with external specialized institutes
― Enlargement of finance
ㆍcentralization of financial resources
ㆍmerger of small industrial federations
ㆍsecuring public finance resources