DOI:
10.31063/2073-6517/2019.16-3.12
For citation:
Belkin, V. N., Belkina, N. A., & Antonova, O. A. (2019). Modernization of Social and Labour Relations in Russian Enterprises. Zhurnal Economicheskoj Teorii [Russian Journal of Economic Theory], 16(3), 444-453
Abstract:
The article discusses current issues of the modernization of labour relations in Russian organizations on the basis of the democratization of industrial life in the developed countries of the world and in the Russian Federation. Two main routes of modernizing labour relations on the ground of the democratization of production life are explored: engaging workers in the relations of firm capital ownership and engaging them in the relations of production management. Workers’ participation in production management is considered on the example of individual Western European countries and the whole European Union. The experience of industrial life democratization in the Russian Federation is considered on the example of Closed joint- stock companies of workers (people’s enterprises). The Russian Federation faces a task of great historical importance — the modernization of its economy. To achieve this goal, it is necessary to take into account the rich historical experience of the development of the countries of the “golden billion”. Of particular interest is the experience of developed countries in the democratization of industrial life based on the involvement of company personnel in capital ownership and attraction to management. Over the past half century in the United States, Western European countries, Japan, there have been significant changes in the situation of workers. This allowed firms to mobilize their labour potential and thereby significantly increase labour productivity, the quality of goods and services, and reduce production costs. This experience is the most valuable for Russian organizations that are in difficult economic conditions. Unfortunately, the personnel development in most Russian organizations is low. The systems of labour relations that have emerged in practice, as a rule, give rise to labour and innovation passivity, the opportunistic behavior of a significant part of workers. Russian enterprises lag behind developed countries in terms of HR management for at least half a century.
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