近代企业劳资双方不乏矛盾与冲突,但这并不能否定双方寻求合作、以达成良性互助关系的史实。1922年无锡申新三厂运营伊始采取工头制,工人对工头有较强的人身依赖性,劳资关系表现为工人对工头的谨慎反抗。1925年申三试图废除工头制,遭到工头和部分工人的抵制而引起工潮。资方转而通过塑造新式工人,逐渐完成科学化管理改革。1928年,申三厂开始实行养成所制度,灌输本厂价值观,打造服从管理的工人。同时,试行劳工自治区,着力于劳工教育、福利及生活管理,工人及家属生活水准普遍提高。到1933年前后,“生活共同体”性质的劳工自治区,塑造出独特的劳资双赢、互相包容、工人以厂为荣的厂区文化。申三厂在构建和谐的劳资关系中,产量也得到提高。劳资合作根植于企业管理。企业管理归根到底是人的管理及其企业文化的营造,而企业文化则有赖于其内部生产、生活环境与相关机制的全面建立。 There is no shortage of contradictions and conflicts between the two sides in the modern enterprise, but this can not deny the two sides seek cooperation in order to reach the historical facts of the benign and mutual assistance relationship. In 1922, at the beginning of the operation of Wuxi Shenxin No.3 Factory, workers employed foreman. Workers had a strong personal dependence on foreman. The relationship between employers and employees showed cautious resistance of workers to foremen. In 1925, Shinzo attempted to abolish the foreman’s work system, which was caused by the resistance of foremen and some workers. The employers, in turn, gradually completed the scientific management reform by shaping new-style workers. In 1928, Sanshan Plant began to implement the system of cultivation, instilling the values ​​of our factory and building workers who obey management. At the same time, try out the labor autonomous regions and focus on labor education, welfare and life management. The standard of living for workers and their families has been generally raised. By 1933, the “Autonomous Community with Living Community” of nature had created a unique plant culture with win-win cooperation and mutual accommodation, and workers’ honor for the factory. Shen San plant in building a harmonious labor relations, production has also been increased. Labor-capital cooperation is rooted in business management. In the final analysis, enterprise management is the management of people and the building of enterprise culture, while the enterprise culture depends on the full establishment of its internal production and living environment and related mechanisms.