Initial Thoughts on Building Harmonious Labor Relations
Xiaowen Zhu, Zhihong Zhang, Mingliang Zhang
DOI: 10.4236/me.2012.31016   PDF   HTML   XML   5,662 Downloads   9,681 Views   Citations


Labor relation is an important relationship of the modern market economy, and harmonious labor relation is not only conducive to promote social harmony, but also the reflection of the core competitiveness of enterprises, which is also important to the value achievement of workers. Research on the conflicts of labor relations has increasingly presented the features of intervening from the perspective of human resource management. Based on this, this article puts special emphasis on the following three aspects to promote the establishment of harmonious labor relations: strengthen the position of the core indicators of employee satisfaction, design system of remuneration based on benefit-sharing, upgrade cost consciousness of related professionals.

Share and Cite:

X. Zhu, Z. Zhang and M. Zhang, "Initial Thoughts on Building Harmonious Labor Relations," Modern Economy, Vol. 3 No. 1, 2012, pp. 118-121. doi: 10.4236/me.2012.31016.

Conflicts of Interest

The authors declare no conflicts of interest.


[1] Z. D. Huang and D. T. Yang, “The Integration of Human Resource Management and Labor Relations,” Modern Management Science, Vol. 27, No. 12, 2008, pp. 18-20.
[2] M. Li and T. Zhang, “Review on Management Research of Western Industrial Relations Conflict,” Journal of Sou- th China University of Technology (Social Science Edition), Vol. 4, No. 3, 2002, pp. 45-49.
[3] M. Barrier, “Putting a Lid on Conflicts,” Nation’s Business, Vol. 86, No. 4, 1998, pp. 34-35.
[4] C. George Jr., “The History of Management Thought,” The Commercial Press, Beijing, 1985.
[5] Z. Y. Zhang and S. M. Zhao, “Discussion on the Labor Conflict Rooted in the Solution under the View of Industrial Relations and Human Resource,” Foreign Economics and Management, Vol. 30, No. 10, 2008, pp. 32-38.
[6] S. Zhao, “Application of Human Capital Theory in China in the Context of the Knowledge Economy,” The International Journal of Human Resource Management, Vol. 19, No. 5, 2008, pp. 802-817. doi:10.1080/09585190801991145
[7] Z. D. Huang and D. T. Yang, “The Integration of Human Resource Management and Labor Relations,” Modern Management Science, Vol. 27, No. 12, 2008, pp. 18-20.
[8] D. H. Zhou, “The Harmony between Government and Labor Relations,” Fujian Forum (Humanities and Social Sciences Edition), Vol. 26, No. 2, 2006, pp. 134-137.
[9] Social Development Research Group of Department of Sociology of Tsinghua University, “The Road toward Social Reconstruction,” Jinan Times, Jinan, 2010-09-16.
[10] K. Chang and W. Z. Tao, “Human Resource Management and Labor Relations Adjustment,” Human Resource Development, Vol. 20, No. 8, 2006, pp. 4-9.
[11] Y. Z. Jiang, “The Analysis of Impact of Organizational Relations Climate on Organizational Performance,” Theory and Reform, Vol. 23, No. 1, 2010, pp. 84-87.

Copyright © 2023 by authors and Scientific Research Publishing Inc.

Creative Commons License

This work and the related PDF file are licensed under a Creative Commons Attribution 4.0 International License.