독일 단체교섭체계의 구조와 변화

The german collective bargaining system on the industry level has a high application rate of the collective agreement despite of th low organization rate of the trade unions. It shows also the characteristic of the restrain of the state intervention in the area of the collective bargaining system. This paper analysed the structure and dynamic of the german collective bargaining system on the industry level as a model. The german collective bargaining system was traced through the change in the economic and managerial environments as a outer factor and the strategy of the labour and capital as a inner subjective factor. The changed environment since the german unification in the 90s' and the following changes in the power relations between the labour and capital have brought a remarkable change in the german industrial relations and the collective bargaining system. The german trade unions faced on the indirect state intervention and the trial of the capitals in the direction to the decentralization, defragmentation and individualization of the collective bargaining system. The german trade union was successful in defending this challenge, but the situation was getting worse for the german trade unions. 4 mio. umemployees and the umemploymen rate up to 10% give a press on the german trade unions, and the falling organizational rate of the trade unions also result in the loss of the bargaining power of the german trade unions. In the end, it can be summarized that the decentralization, defragmenation and individualization of the german collective bargaing system on industry level reshape the traditional relationship between the german trade union and the works council as the representative organisation for the workers interest.