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Verbetrieblichung der Lohnfindung und der Festlegung von Arbeitsbedingungen

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  • Schnabel, Claus
Abstract
Das durch branchenweite Tarifverträge dominierte deutsche System der Lohnfindung und der Regelung von Arbeitsbedingungen wird trotz unbestreitbarer Verdienste in der Vergangenheit immer mehr in Frage gestellt. Als Reaktion auf die zunehmenden Herausforderungen des internationalen Wettbewerbs sowie des technischen und strukturellen Wandels wird häufig eine Dezentralisierung und 'Verbetrieblichung' der Lohnfindung zur Erhöhung der betrieblichen Flexibilität gefordert.Der vorliegende Überblick über die wirtschafts- und sozialwissenschaftliche Forschung zu diesem Thema macht deutlich, dass sowohl zentrale, überbetriebliche als auch dezentrale, betriebliche Regelungen verschiedene Stärken und Schwächen aufweisen, die je nach Betrieb und Branche bzw. je nach einzel- oder gesamtwirtschaftlicher Sicht von unterschiedlicher Bedeutung sind. Ein in jeder Hinsicht optimales Lohnfindungssystem und eine besonders vorteilhafte Tarifverhandlungsebene lassen sich beim heutigen Stand der Forschung nicht eindeutig identifizieren.Eine Dezentralisierung bzw. Verbetrieblichung der Lohnfindung erweitert auf der einen Seite den Gestaltungsspielraum der Betriebe und ermöglicht ihnen flexiblere Reaktionen auf neue Herausforderungen. Sie erlaubt differenzierte Abschlüsse und vergrößert damit mittel- und langfristig die Lohnspreizung. Zudem ermöglicht sie eine genauere Orientierung an der wirtschaftlichen Lage und Leistungsfähigkeit eines Betriebes. Auf der anderen Seite erhöht eine Verbetrieblichung tendenziell den Verhandlungsaufwand und damit die Transaktionskosten, sie belastet das Betriebsklima und lässt das Arbeitskampfrisiko steigen. Gesamtwirtschaftlich dürfte sie ferner zu einer (weiteren) Abnahme der tarifvertraglichen Abdeckungsrate führen. Ihre Auswirkungen auf die Investitionen bzw. Innovationen und die Höhe der Löhne sind a priori offen und hängen nicht zuletzt von der wirtschaftlichen Lage und den Machtverhältnissen im Betrieb ab. Möglich sind sowohl Lohnsenkungen zur Sicherung der Arbeitsplätze in weniger erfolgreichen Betrieben als auch die Umverteilung betrieblicher Innovationserträge auf die Arbeitnehmer in überdurchschnittlich profitablen Betrieben (was Investoren abschrecken könnte).Insgesamt deutet aus theoretischer wie empirischer Sicht wenig darauf hin, dass eine generelle Verlagerung der Tarifverhandlungen auf die Betriebsebene in Deutschland in jedem Fall von Vorteil sein dürfte.

Suggested Citation

  • Schnabel, Claus, 2006. "Verbetrieblichung der Lohnfindung und der Festlegung von Arbeitsbedingungen," Arbeitspapiere 118, Hans-Böckler-Stiftung, Düsseldorf.
    • Handle: RePEc:zbw:hbsarb:118
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    Cited by:

    1. Werner Nienhueser & Heiko Hossfeld, 2011. "The Effects of Trust on the Preference for Decentralized Bargaining," SAGE Open, , vol. 1(3), pages 21582440114, October.
    2. Kohaut, Susanne & Schnabel, Claus, 2006. "Tarifliche Öffnungsklauseln : Verbreitung, Inanspruchnahme und Bedeutung," Discussion Papers 41, Friedrich-Alexander University Erlangen-Nuremberg, Chair of Labour and Regional Economics.

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