Research On The Strategy Choice Of Enterprise Labor Disputes Settlement

The number of Labor disputes in China outbreaks with the transition ofeconomic system, the perfection of legal system and the increasing maturity of labormarket. Whether the dispute can be settled properly is not only about the interests andrights of employees, but affects the effectiveness and efficiency of business operation.Without rational ways to cope with labor disputes, the contradiction between laborand capital will be easily intensified. More seriously, the stability of society can beaffected. At present, the settlement of labor disputes is mostly completed withprocedurally adjustment method, namely, consultation, mediation, arbitration and trial.This paper discusses the strategy choice of enterprise labor disputes settlement from amicrocosmic perspective and tries to provide a theoretical and practical basis forenterprise action, so that disputes can be handled smoothly, steadily and effectivelyand more harmonized labor-capital relationship can be realized.Based on the organizational conflict theory, this paper explores the process ofstrategy choice of enterprise labor disputes settlement. Firstly, this paper builds theresearch framework through literature review and theoretical analysis. Secondly, anenterprise with rich experiences of handling labor disputes is selected to conduct thecase study. Several labor disputes cases, which are settled through different strategies,will be chosen as the research objects. This paper conducts the data collection throughfield interviews and archival research and then refines the specific strategies and theselection process based on the analysis of labor disputes cases. The exact factorsinfluencing the selection process will be analyzed in detail. Finally, this paperconducts the discussion, conveys the main conclusions, suggestions and future studydirections. The main conclusions are as following:1. The specific strategies include: compromising, dominating, integrating andobliging.2. Considering the factor of employer’s long-term interests, the enterprise tendsto adapt compromising strategy when dealing with individual dispute triggered byrealistic conflict. 3. Considering the factor of avoiding spreading the negative effects, theenterprise tends to adapt dominating strategy when dealing with individual disputetriggered by unrealistic conflict.4. Considering the factor of minimizing legal risk, the enterprise tends to adaptintegrating strategy when dealing with individual dispute triggered by realisticconflict.5. Considering the factor of solving problems and stabilizing the situation, theenterprise tends to adapt obliging strategy when dealing with collective disputetriggered by unrealistic conflict.