ses, and long-term employment and in some cases lifetime employment guarantees remain the essential characteristics of the Japanese labor market. Partnership and cooperation between labor and management, which have developed steadily over many years, remain strong. This relationship is the base of the Japanese corporate system and for Japan's economic growth.
Inoue writes that in the context of continuing economic problems in Japan, there is pressure to adopt what is referred to as a new market doctrine. There is also a school of thought that relates the causes of Japan's economic stagnation to the traditional practice of lifetime employment. No social force is overtly hostile to trade unions in Japan. However, the market approach seems to be gaining influence, even though unemployment is rising and widening wage discrepancies are observed in some sectors. Advocates of the market doctrine urge enhanced flexibility in making lay-offs easier. Since 1997, there have been efforst to expand the use of temporary workers. Recent revisions of the Labor Standards Law allow more flexibility in fixed-term employment contracts. Trade unions have launched campaigns against these moves, which have resulted in some restrictions on implementing the revised provisions (Inoue).
According to Rengo: The Japanese Trade Union Confederation website, Japanese trade union organizations have a three-tier hierarchical structure: enterprise-based unions, industrial federations, and the national center. The enterprise-based unions utilize negotiations and labor-management consultations in the workplace to improve working conditions, and to monitor corporate activities. The industrial federations are composed of enterprise-based unions in the same industry. Their member unions exchange information on common working conditions in the industry, discuss industrial policies and other problems, and strive to rectify these industry-specific problems. By brin...