446.
48
32
In effect, then, one might say that wage-movements are
primarily determined in Hong Kong by a system of overlapping mutual
major
understandings between/employers, which at the same time permits the
individual firm a good deal of flexibility (particularly in relation to
As Prof. Hart
its specific combination of wage-rates, pay-systems and non-wage benefits)
to meet its particular labour market requirements.
remarks, therefore, that part of our terms of reference relating to
impediments to the development of effective
11
employers' organisations"
is (from an industrial relations viewpoint, at least) redundant.
Employers have as much organisation as they need for labour market
purposes, and the development of collective bargaining would impose
rigidities on them which they would naturally dislike.
بهار
But from the workers' point of view, the situation equally
carries considerable disadvantages. While real wages have undoubtedly
risen in the medium term, the system conveys no guarantee that they will
rise equitably with profits still less, that they will contribute to a
reduction of transparent overall income inequality. There are significant
40
possibilities of authentic "exploitation"
i.e., in the Marshallian
rather than the Marxist sense: namely that workers in some cases might
their
be paid less than their market value, so that/employers could raise wages
(ile without reducing profits below the going rate of return on capital.
certainly encountered instances of groups whose pay seemed very low in
terms of comparable work elsewhere). The structure of pay-differentials
is largely determined by employer practice and requirements, and in
several instances conveyed little impression of internal equity. While
pay-systems, and the combination of wage and non-wage benefits, is not
necessarily that which workers would prefer, but largely reflect
particular employer requirements. And in one major respect.
to judge
..../