Essays on Chinese Industrial Relations Case Study

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The paper "Chinese Industrial Relations" is a perfect example of a business case study.   Since the year 1978, Chinese employment and industrial relations have gone through a marvellous revolution alongside China’ s decision to take a step in the direction of a market economy. The industrial relation system of china is by far different and sophisticated as compared to the industrial relations systems of other Asian countries. According to Chang and Li (2004), China has been considered as being the factory of the world for over thirty years now and the economic growth rate of China is a proof that the Chinese IR is not on the same level with that of other Asian countries.

In the year 2008, the year that marked the 30th anniversary of China’ s economic reform, a series of high profile social and labor legislation, for example, the employment promotion law, labor contract law, and the labor dispute mediation and arbitration law were introduced by the Chinese government (Naughton, 2007). According to Naughton, (2007), such kind of a move signaled that the Chinese government made yet another step in social and economic expansion, following the tempestuous time of the nineteen nineties’ , the time when the long-standing social agreement was thrown away while a completely fresh communal order was however yet to arise.

The variations that have occurred since the beginning of the year 2000 are not restricted to the labor law regime. The Chinese government has since then fastened industrial relations foundation development, which comprises of the formation of three-way consultation parties from the central government down to district ranks, the publicity of wage collective bargaining and negotiation, and intensive union forming operation, according to Mark, Peter, Cooper, and Macneil (2004).

As a result of that, the Chinese government now boasts one of the top-level union densities. Since the early 2000s, collective bargaining has been seen to have risen rapidly. This is subject to consideration that collective bargaining in China was virtually unknown until the early 1990s; hence this is remarkable progress (Liu, 2007). At the same period, however, labor conflicts of various forms – whether street protest, wildcat strikes, formal complaints to the arbitration councils – outside and within the official labor relations system have increased since the 1990s.

The instantaneous growth of labor disputes/protest and collective bargaining coverage is a clear indication that the action of institutionalizing relations between management and workers by the formal industrial relations officers might not be generating the anticipated results of social accord (Chang, 2004). The framework of Collective Bargaining & Industrial Relations in China According to Balnave, Brown, Maconachie, and Stone (2009), since the beginning of the year 2000, Chinese people have witnessed an unexpected rush of intensive determinations to develop a totally fresh industrial relations practice.

One can understand this appropriately beside the contextual of the social mayhems that were created by the step taken by the Chinese government towards a market economy at an extraordinary pace and scale over thirty years ago. The trade and industry reorganization changed China, from what was once considered a total separation from the world transaction system, to what is being referred to as “ factory of the world” and also the 3rd leading economy existing on the globe. The Chinese trade and industry growth for the past thirty years is the main reason that helped the Chinese government to intensely diminish insufficiency at the fastest pace and the largest scale that never been seen in the world.

The economic transformation also came with sweeping changes to the economic and social structure (Gallagher, 2005)


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