The End Of "Blood And Sweat"?

In a constitution that stipulates that the working class is a leader class country.

Nevertheless, we have brought some good news: these factories are located in Dongguan, Shenzhen, Wuxi and so on. They belong to automobile, textile, lighting and other industries. The number of front-line workers (at least 70% after 80) has ranged from hundreds to tens of thousands of people. The average monthly income of workers is above 2000 yuan, increasing at a rate of at least 5% per year.

They know clearly the price of their talents in the same industry.

Under normal circumstances, they can take a day off a week and work overtime for no more than 3 hours a week.

Heavy work has been replaced by machinery, accommodation has been or is being pferred to free.

They have health care, unemployment and endowment insurance (individual factories adopt voluntary pension policy), and enjoy welfare benefits such as daily necessities, festival gifts and so on.

Factories provide skills and quality training for workers.

Workers generally believe that the factory's promotion channels are smooth, and feel that they are respected. Complaints about dissatisfaction can be resolved soon.

Factory unions continue to increase new recreational activities to make up for the lack of entertainment life that workers are living on the edge of the city.

They could not understand the continuous jumping of Foxconn staff.

In terms of remuneration, remuneration and working environment, these factories have made great progress compared with 20 years ago, poor working conditions, abusive Japanese workers, Korean capital and Taiwan funded enterprises.

As a result, the defenders of the free market disagree with Qin Hui, a professor at Tsinghua University, in judging the "low human rights advantage" made in China.

In fact, the two agree with the progress of human rights in China. They all think that it can be improved, but the methods of advocating are different.

For example, Qin Hui thought

According to Qin Hui's standard, China's "sweatshop" is far from over, and the solution is the government's greater openness to human rights.

Opponents disagree with the saying "sweatshop" and think that it refers to a process that must be experienced.

The former pays more attention to the expansion of political rights while acknowledging the market, and the latter pays more attention to the market itself.

The survey of Chinese entrepreneurs lasted for a month and spread throughout the Pearl River Delta region.

In the private enterprises we investigated, there was basically no large-scale workers' protest.

In this regard, Marie E Gallagher, an American scholar who wrote "globalization and Labor Politics in China", said that the nationalistic factors inherent in the nationalism led to the greater political space and legitimacy of workers' protest in foreign factories.

Most of the workers we came into contact with were below the high school level, and accounted for more than half of them.

There was a clear objection.

The attitude of business owners to autonomous trade unions is divided into two kinds: welcome and indifference. Their self-confidence is based on the belief that the interests of factories and workers are the same.

These workers generally come from the countryside, but there are few or few places in their homes. Most of them say they can't go back to the countryside again.

They are closer to and more acceptable to the city than their fathers, but still lack the necessary conditions to integrate into the cities and arrange education for their children, although they are not troubled by such problems because of their younger age.

They live on the edge of the city, and the hierarchical segregation of their fathers continues on them.

Obviously, relying solely on market forces and changing their names from "migrant workers" to "migrant workers" is not enough to change their situation.

Changes after 1990s

Liu Fang is an assembly line worker at the OPPLE lighting Limited by Share Ltd ceiling lamp workshop in Zhongshan, Guangdong, aged 43.

Her latest worry is that the two post-90 employees of the new pipeline have dragged the whole leg back: they are piecework wages, and they intend to slow down the assembly speed and damage other people's income.

"What are you doing to earn so much money?" after 90 employees rebutted Liu Fang's accusation.

Making money is very important for Liu Fang.

She will take care of her parents and 5 children in the rural area of Guizhou (3 of them are the husbands of their husbands).

Every month, children's tuition and living expenses exceed 1000 yuan, plus their own expenses, and 2000 yuan of salary is very few.

Fortunately, Liu Fang's husband is director of another spray company in Zhongshan, earning five thousand or six thousand yuan a month, but the cost is also very large.

Liu Fang entered OPPLE in 1997 and never changed jobs.

Before 2004, she did not go home for the lunar new year to save money.

The villagers warned her that the children would not recognize you again until she realized the serious problem.

At this time, the growth of her income allowed her to return home for the new year.

Children sometimes complain that they are not inconsiderate, but others have built new houses.

"They are very sensible," Liu Fang said. "Anyway, if there is hope, we will send the children out of the countryside."

She has only three grade culture in primary school.

Liu Fang's burden and hope are representative of workers aged 40 or so.

In Dongguan, Chen Dong, a 36 year old employee of the Guangdong branch of the technology development company of the electric vehicle, is responsible for finished product packaging, with a monthly income of more than 2000 yuan.

He is a worker in Shaanxi Province. He has worked in Dongguan for 10 years. Last year, after the completion of the Dongguan factory,

Chen Dong's parents in Shaanxi are sick. Although he has two brothers at home, he needs help from time to time.

In 2008, when the economy was sluggish, Chen Dong returned to his hometown to grow oranges for a year, and he lost a few thousand yuan.

His family has 5 acres of land, his wife is not well, he rented to others.

Chen Dong's only son is in junior high school in Shaanxi.

The house was built in 1999 and has not been repaired yet.

"I want to let him go to college at all costs."

Speaking of his son, Chen Dong showed genuine joy.

After 80 years, 90 years later, workers still have no children to take care of. Generally there is no family burden. Their hopes are on themselves.

"Without ambition and idea, we can only be a general worker.

Soldiers who do not want to be general are not good soldiers.

The 21 year old Wang Yun, who has entered the OPPLE ceiling lamp workshop for a month, told us.

She is a native of Hubei, graduated from polytechnic school with rich working experience. She has worked in Suzhou, Xi'an and Dongguan, including coffee shop attendants, financial clerks, etc.

"I didn't make a production line to exercise myself.

I will do my best to send out my own light. "

After entering OPPLE for a month, she has become a "multi skilled worker": workers who can replenish all kinds of workstations on the assembly line.

This is a very expressive girl. She seems to regard our conversation as an opportunity.

Wang Yun also has a sister whose parents are building workers in the field. If she doesn't work, there will be no life problems.

"Nowadays young people are not staying at home."

"I don't want to go on like this."

Zhang Ting, who entered OPPLE energy saving lamp workshop in March this year, said.

She was born in 1990. After graduating from junior high school, she worked as a worker in a company that has been bought by Foxconn in Foshan.

Like Wang Yun, Zhang Ting has his own ideals, but he is not very willing to discuss with others.

Zhang Ting is quite satisfied with the current situation of "adding a little bit of work is not too late".

She is an only child, her father is a construction worker, and her mother is in the rural area of Hunan. At present, her salary of about 1700 yuan is entirely controlled by herself.

"They just want me to be happy."

But Zhang Ting has her own goals. She likes the service industry and hopes to save some money for a beauty or clothing store.

She said she was learning for this purpose.

"I think perseverance will always succeed.

It's boring to go on like this.

"Compared with workers born in the early 70s and early 80s, they are not very hard-working, but they have impulse to learn, and some are very strong."

Hu Huifang, senior manager of OPPLE production department, commented.

"The library we built was very beautiful, but few people read it.

Over the past few years more and more people, because after 90 came out.

"Before, workers are the mainstay of the family, an important source of economy, and now they are basically single sons. They are more concerned about individuals."

Qian Jinghong, vice chairman of the company, said.

Although young, the new generation of migrant workers are not ignorant of nature. They often have a very clear understanding of themselves.

Cui Aidong, a 22 year old native of Jiangsu, did not like reading.

He pferred from the Wuxi headquarters of Ya Di to the Dongguan factory.

"Wherever you go, you are tired," he said. "In a good mood, you don't feel tired."

It can be seen that he likes his work on the assembly line.

He quoted "a foreigner" as saying: "to see if there is any achievement, at least 5 years.

You didn't work out. You just wanted to create a tennis bar for me in the factory. It's unrealistic.

He earned more than 2000 yuan a month and spent 400 yuan on his own.

"1 years even 10 thousand yuan can not save, it's better to go home to farm."

Newly graduated college students seldom complain about their jobs.

Xie Houen, Dongguan's first working unit after graduating from university last year, met the psychological expectation of 2000 yuan.

He studied mechanical engineering, and now he is responsible for warehouse management, which is the backbone of technology.

He is going to work here for at least two years.

Kuang Yuhua and Xie Houen who graduated from college in 2009 are also from Hunan.

In Ya Di, she became a clerk from warehouse clerk, and said "just come out and accept" for more than 1700 yuan monthly salary.

Her parents wanted her to get a job in a rural credit union in her hometown, but she failed to take the exam this year.

"Accounting profession is hard to find a job," she said.

"Employees also have a position for themselves, and the number of jobs is relatively large."

Shu Weiyong, manager and trade union chairman of OPPLE Lighting Department, said.

"New employees have ideas, but to say that the desire to go up is very urgent, and it is not.

A production line pulls forty or fifty people, so long as two or three people have such an idea.

The small week of the Dongguan factory is the worst family condition in our survey.

He was born in Henan in 1990. His mother suffered from hemiplegia, and his academic performance was greatly affected.

In the locality, there are many people learning this technology and few job opportunities.

He will send at least 1000 yuan to his home every month.

Little Zhou, not on the Internet, has not heard of the labor contract law. It has neither joy nor complaining to the present work: "you can't give so much power, so people can't give so much money."

He has been to the Internet cafe, but "no one teaches you, and they all look at yourself."

"In the factory, there may be no internet access except for me."

He said.

Retain workers

Liu Fang reflected his views on his new colleagues to the leader of each production line, but without being supported, he was accused of "relying on old people".

She was very angry and thought that the idea of "rough management" was once thought that she did not want to go any further.

"Look at me, I can't get rid of me. China is so big that it can't live without it."

In other words, Liu Fang is unlikely to leave OPPLE lighting.

She is one of the few 4000 workers in the company who has worked for more than 10 years (OPPLE was founded in 1996) and has deep feelings for the company.

"The factory is very concerned about us, thinking for us a lot, very warm.

People like me who have no culture or ability are better off working here.

She believes that "companies will not cut me" unless they really do not have the ability to work.

In 2006, the OPPLE company celebrated its 10 anniversary. The company issued a gold commemorative coin for employees who worked for 5 years, and then one more (10 sets) each year.

Liu Fang already has four.

"Someone said, so something touched you? Actually, this is a very deep meaning."

In the year of celebration, 10 employees who worked for more than 7 years were also awarded twenty thousand yuan bonus.

In the 13 years of OPPLE, Liu Fang once had the chance to be promoted to be elongated, but she refused because she could not write or not.

The reward for the old staff is the feedback from the factory to their loyalty, and it may also inspire new employees.

Ningbo Tianya clothing company, which has been engaged in OEM production, has also made gold coins to employees who have worked for 10 years.

"This is the boss's reward for me," said Zhou's female worker who worked in Tianya for 12 years. "It's a great honor to show it to others in the future.

I will not sell it either.

At the same time, the team leader who has worked for 10 years has got a car, and the employee who has worked for 5 years can enjoy the 5 days of Beijing double fly.

"I will be 5 years old next year."

An employee of Tianya told us.

He has not been to Beijing yet.

Not only that.

In the three factories, employee benefits increased rapidly in the past two years.

In 2010, he returned to the company's Tianya employees and got a subsidy of 800 yuan.

In May, more than 600 employees from Tianya visited Shanghai in World Expo.

Yao Yachun, general manager of Tianya, is preparing to pay double salaries for employees at the end of this year.

OPPLE lighting has implemented a system of double pay for year-end employees.

At the same time, the length of service allowance has been adjusted from tens of yuan to the highest 150 yuan (5 years).

The Dongguan plant is free of charge according to local standard staff accommodation and will be implemented in the whole company (including Wuxi, Cixi and Tianjin, a total of about 3000 people).

This year, Tianya has also changed to full package meals and lodging.

Management is also more humane. Workers will not be scolded or fined for their work mistakes.

"The workers are very delicate now."

OPPLE Hu Huifang said.

The increase in welfare is generally understood by employees as "good boss and caring". They can tell many stories that make themselves moved.

The story of employees is undeniable, but the strength of the market is more important.

Despite the continuous improvement in the treatment, the recruitment gap still exists in varying degrees in the three factories.

"Recruiting is still more intense," Hu Huifang said. "Fewer and fewer people come out.

There are more and more factories in the mainland. In my hometown (Hunan), people would rather earn hundreds of dollars at home than go out of their homes and spend less money on their homes.

"Our competitiveness is our workers," Qian Jinghong said. "Workers who have worked for a year are totally different from those who only worked for three months."

According to the data provided by the company, nearly 62% workers are less than one year old.

In OPPLE, less than half a year of work is 38%, and 36% in half a year or less than 2 years.

"Workers' stability will bring a lot of value," Hu Huifang said. "Product quality is guaranteed and costs will be reduced."

But it's hard to keep employees loyal. "

In 2009, the union of OPPLE lighting set up 8 associations, including basketball, table tennis, chess and card, photography, dance and orchestral Orchestra, with one to two activities per month.

The versatility of the workers surprised the manager.

At the same time, President Ma Xiuhui set up a smaller mutual fund for employees in 2006 (the employee deducted 1 yuan a month, and the directors, managers and directors were 2 yuan, 5 yuan, 10 yuan each year, a total of 70 thousand yuan), and allocated 200 thousand yuan, which increased the subsidy for the employees with difficulty.

Similar fund Tianya also has Yao Yachun's personal investment of 100 thousand yuan.

At the same time, when the employees are in financial difficulties, the company will give full support to each other when they contribute to each other.

Both OPPLE and Ya Di have been developing from seven or eight workers to the present. If the boss's kindness can quickly benefit workers, then with the expansion of the enterprise scale, only by establishing relevant systems to ensure that their "goodwill" is downwards pmitted, so the market demand of law, policy and labor shortage makes it necessary.

Increasing welfare and life color has attracted some workers.

Shu Weiyong, chairman of OPPLE trade union, said that the turnover rate of new factory workers in 2008 was as high as 100% (the monthly turnover rate increased). By 2009, this figure had dropped by more than half. In 2010, the return rate of new year's workers reached 93%, "never before was so high".

It is also important to maintain a smooth rising channel.

On Hu Huifang's desk stood a pile of assessment forms for employees who should be paid or promoted according to their performance.

In the OPPLE production workshop, the monthly production pacesetter, excellent staff and photos of employees with more than 5 years of service are posted together.

Those who are capable of being discovered and promoted in a timely manner are more attached to the factory.

Yang Xiaobo, 20 years old, came to Tianya in 2009. His singing ability was soon discovered and became the main force of literary activities in the factory.

"He sang when he was working."

Li Jing, human resources manager and trade union chairman of Tianya said.

After talking with us, Yang Xiaobo also specially sent SMS to explain the rich activities of Tian Ya employees.

Ma Haifeng, who was born in 1981 after graduating from junior high school in OPPLE, has also obtained four gold coins.

He worked as a worker and worked as a storekeeper and planner until he became a purchasing engineer in 2008, and he was in charge.

"Opportunity is open," Ma Haifeng said. "As long as you work hard, you may go up.

The rising channel is very smooth, so long as you have the strength, what you want.

He believes that it is possible for OPPLE to become a manager and even a senior manager.

Xiaoping, who was born in 1991, agrees with the saying: "everyone's efforts will be seen."

In the three factories, the following grass-roots managers were basically generated from their employees. 8 of OPPLE's existing workshop managers, 6 came from front-line workers.

The 21 year old Wuxi junior high school graduated from junior high school and entered the factory at the end of 2007.

This intelligent young man has a good eloquence and is good at learning. According to his words, "if you want to climb up, you have to work hard."

Do you want an independent trade union?

"Strike? How can it be?" asked Yao Yachun, general manager of Tianya.

According to our observation of the three factories, there is indeed a lack of possibility.

"I will not take part in the strike."

After listening to our explanation of the independent trade union, Liu Fang said.

With regard to trade unions and strikes, her understanding and attitude can represent most of the workers we touch.

On the premise that China will not allow the existence of independent trade unions, the three bosses expressed their views on it.

Wang Yaohai, chairman of OPPLE lighting, has no objection.

"Why is confrontation? The key is to let workers understand that their own interests are linked to the interests of the enterprise."

Wang Jingchang said at the meeting: "managers who do not seek benefits for subordinates are not good managers."

The view of Li Jing, chairman of Tianya trade union, should be what Yao Yachun would like to say: "there is no need to go to the opposite level, even if both sides concession is not sincere.

Our approach is different. For example, last year when I talked to my boss about the shortage of labor, she took the initiative to raise 6 million yuan to improve the conditions of employment.

Soft and strong, and benevolent are invincible. "

Qian Jinghong, vice chairman of the company, agreed that workers would be free to strike, but they did not support the "American trade union": it would prevent companies from upgrading their equipment and productivity for their own interests.

In 2006, Qian Jing Hong experienced his only strike so far.

In June of that year, she was traveling in Jiuzhaigou with two children. She received telephone calls from the factory, and more than 300 workers on five or six lines went on strike.

"I am surprised that I did not expect such problems to happen in our factory."

As a result, the wages of workers in the off-season have been declining. Wages in May have been reduced by 500 yuan compared to 2000 yuan in April and 900 yuan in June.

The department leaders did not respond to this in a timely manner. They had some flexible funds for year-end awards.

On the second day, Qian Jinghong hurried back to the factory in Wuxi, and the order was restored.

"The workers are still cute," said Qian. "They just got a promise that the leader would come back and get into production."

The workers were not punished, and each received hundreds of yuan of subsidy.

"This is a family matter," Qian Jinghong said. "This analogy may not be appropriate.

They also want to live. "

In our discussion, the role of an independent trade union is limited to the fact that workers can fight against a boss for wages.

"I do not support strikes," Chen Dong said. "You feel difficult, you need money, and you need to consider the interests of the company.

If the company goes bankrupt, it involves thousands of people's lives.

He thought that he was the best company he had worked in for 10 years, and he would stay here as long as the company was there.

He often sighs with his workmates: the workshop is hot in summer, and the factory buys ice cream and boiled herbal tea.

"It's a little thing, but it's warm."

In Dongguan, Chen Dongceng attended a strike by thousands of workers in a Taiwanese furniture factory, but he did not seem to have a good impression.

A director of OPPLE lighting said to Chinese Entrepreneurs: "now many workers do not know social security and annual leave. They do not care about their rights and interests. The overall quality has not reached a higher level."

In a production workshop, a little girl who has just come into the factory and smiles is singing happily and working happily.

Did she think that it was not just businesses that could hurt her interests?