1. Before the show begins, We have a one question. Do you know what you really want? we find the 2-type example. First, example of case1, Research result show that Korea worker has the dissatisfaction with own’s job, generally 60% . Why they have a dissatisfaction with own’s job, at that more than a half. The typically reason that income doesn’t get up with self-expectation. Second, Example
job.
(직업에 대한 몰입, 만족, 열정에 대한 등급)
Engaged employees are passionate about their work and company.
(몰입된 직원들은 그들의 일과 회사에 열정적이다.)
Job satisfaction(직업만족)
: a positive feeling about a job resulting from an evaluation of its characteristics.
(직업의 특성을 평가함으로써 도출된 직
development, structure and the job itself, and the working environment.
Of course, not all information found will lead to a perfect correlation with Microsoft’s individualistic organizational culture. However, we found many elements that in fact do have a relationship with such culture. Obviously, on top of facts, our group’s subjective opinion and thoughts are weighted in our judgments.
Ⅲ. 노동조합의 운영 원칙
1. 자주성
노동조합은 노동자들의 자주적 단결에 의해 만들어진 것이다. 자본가나 정권의 부당한 지원이나 개입 없이 노동자적 관점에서 운영되어야 한다. 자본가는 노동조합 활동을 탄압하거나 방해해서는 안 된다. 노동조합 활동을 이유로 불이익을 주어서도 안된다.