Object. Social and labour relations as a key category of labour economics. Subject of the Study. Complementarity of labour relations in the workplace. The requirements of system logic and some concepts of systems thinking. Self-organized system of social and labour relations (SLR). Reflexivity of subjects of SLR. The cycle of controlling the management of social and labour relations as a matrix, «meaning — form — content — the process ». Social and cultural values of the subjects of social and labor relations. Organizational components and configurations of relations within the organization (hierarchy, subordination, autonomy, disunity, competition, network-cooperation) and SLR system. Methods of interactive planning technology-based participation or evaluating research. Contents of the Article. A method of interpreting the system of social and labor relations (SLR) as a resource for organizational development is presented. The methodology is based on an extended system approach as well as on the use of system archetypes. The article (1) clarifies the mechanism of coordination of interests of members of SLR in the postindustrial economy; (2) identifies the requirements of the system logic to interpret the system SLR; (3) describes the SFCP — technique (sense-form contentsprocess); (4) examples of cyclic causality in the SLR are given. Purpose. Developing a systematic approach to the analysis of social and labour relations.
a system of social and labour relations, an extended system approach, feedback, system archetypes, complementarity of social and labour relations.
От механистической к системной (организационной) культуре социально-трудовых отношений
Социально-трудовые отношения — это ключевая категория экономики труда и экономической науки в целом, которая отражает то, что Дж. Стиглиц назвал задачей обеспечения совместимости интересов [7]. Для индустриальной экономики, с ее крупными предприятиями, системой социального партнерства на уровне государства и системой коллективных договоров на уровне предприятия, совместимость интересов участников СТО достигалась через компромисс. С развитием постиндустриальной экономики на базе все более широкого применения информационных технологий и распространения знаний в сфере СТО, характеризующейся индивидуализацией труда, нестабильностью занятости [Санкова, 2014, 27] и ее нестандартными формами, индивидуальными трудовыми договорами, командной работой, управлением знаниями (созданием коллективного интеллекта организации), механизм согласования интересов изменился вслед за изменением характера труда и СТО [Международная конференция, 2014, 18, с. 22, 23].
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