labour trouble

简明释义

劳资纠纷

英英释义

例句

1.A strike was called due to ongoing labour trouble 劳资纠纷 over wages.

由于工资问题的持续劳资纠纷，工人们发起了罢工。

2.The government intervened to resolve the labour trouble 劳资纠纷 affecting the transport sector.

政府介入以解决影响交通行业的劳资纠纷。

3.Management held a meeting to discuss strategies for avoiding future labour trouble 劳资纠纷.

管理层召开会议讨论避免未来劳资纠纷的策略。

4.The company faced significant labour trouble 劳资纠纷 when employees demanded better working conditions.

公司在员工要求改善工作条件时面临严重的劳资纠纷。

5.The factory shut down temporarily due to labour trouble 劳资纠纷 with the union.

由于与工会的劳资纠纷，工厂暂时关闭。

作文

In recent years, the world has witnessed a surge in labour trouble, which refers to disputes between employees and employers regarding working conditions, wages, and other employment-related issues. These conflicts can manifest in various forms, including strikes, protests, and negotiations. Understanding the root causes of labour trouble is essential for both workers and management to foster a harmonious workplace environment.One of the primary reasons for labour trouble is the growing disparity between wages and the cost of living. As inflation rises, many workers find their salaries insufficient to meet basic needs. This economic pressure often leads to dissatisfaction among employees, prompting them to demand higher wages or better benefits. For instance, in several countries, workers from various sectors have organized strikes to advocate for fair pay. These actions not only highlight the urgency of the issue but also reflect the collective strength of the workforce.Another significant factor contributing to labour trouble is the lack of job security. In an era where companies frequently downsize or restructure, employees may feel insecure about their positions. This uncertainty can lead to anxiety and decreased morale, fueling discontent among the workforce. When employees perceive that their jobs are at risk, they may resort to collective actions to protect their rights and secure their livelihoods. Thus, addressing job security is crucial in mitigating labour trouble.Moreover, poor working conditions often exacerbate labour trouble. Employees who work in hazardous environments or under excessive stress are more likely to voice their grievances. Ensuring a safe and healthy workplace is not only a legal obligation for employers but also a moral one. Companies that prioritize the well-being of their employees tend to experience lower turnover rates and higher productivity levels. Therefore, it is in the best interest of employers to address these concerns proactively.The role of unions cannot be overlooked when discussing labour trouble. Unions serve as a collective voice for workers, enabling them to negotiate better terms with employers. However, the relationship between unions and management can sometimes be contentious. While unions strive to protect workers' rights, employers may view their actions as disruptive. A collaborative approach, where both parties engage in open dialogue, can help resolve potential conflicts before they escalate into serious disputes.Furthermore, societal factors such as discrimination and inequality can also fuel labour trouble. Workers from marginalized groups may face additional challenges in the workplace, leading to feelings of frustration and resentment. It is essential for organizations to cultivate an inclusive culture that values diversity and promotes equal opportunities for all employees. By addressing these social issues, companies can reduce the likelihood of labour trouble arising.In conclusion, labour trouble is a multifaceted issue that requires attention from both employers and employees. By understanding the underlying causes, such as wage disparities, job insecurity, poor working conditions, and social inequalities, stakeholders can work towards creating a more equitable and harmonious workplace. Open communication, proactive measures, and a commitment to employee welfare are vital in preventing and resolving labour trouble. Ultimately, fostering a positive work environment benefits not only the employees but also the organizations as a whole, leading to greater success and sustainability in the long run.

近年来，世界目睹了劳资纠纷的激增，这指的是员工与雇主之间关于工作条件、工资和其他与就业相关问题的争议。这些冲突可以以多种形式表现出来，包括罢工、抗议和谈判。理解劳资纠纷的根本原因对于员工和管理层来说至关重要，以促进和谐的工作环境。导致劳资纠纷的主要原因之一是工资与生活成本之间日益扩大的差距。随着通货膨胀的上升，许多工人发现他们的薪水不足以满足基本需求。这种经济压力通常会导致员工的不满，促使他们要求更高的工资或更好的福利。例如，在多个国家，各行业的工人组织了罢工，以倡导公平的薪酬。这些行动不仅突显了问题的紧迫性，还反映了劳动力的集体力量。另一个导致劳资纠纷的重要因素是缺乏就业保障。在公司频繁裁员或重组的时代，员工可能会对自己的职位感到不安。这种不确定性会导致焦虑和士气下降，加剧员工的不满。当员工感到自己的工作面临风险时，他们可能会采取集体行动来保护自己的权利和生计。因此，解决就业保障问题对于缓解劳资纠纷至关重要。此外，恶劣的工作条件往往加剧劳资纠纷。在危险环境中或承受过大压力工作的员工更有可能表达他们的不满。确保安全和健康的工作场所不仅是雇主的法律义务，也是道德义务。优先考虑员工福祉的公司往往会经历更低的员工流失率和更高的生产力水平。因此，雇主主动解决这些问题符合他们的最佳利益。在讨论劳资纠纷时，工会的作用不可忽视。工会作为工人的集体声音，使他们能够与雇主进行更好的谈判。然而，工会与管理层之间的关系有时可能会紧张。虽然工会努力保护工人的权利，但雇主可能将他们的行为视为破坏性。采取合作的方法，让双方进行开放的对话，可以帮助在冲突升级为严重争端之前解决潜在的矛盾。此外，歧视和不平等等社会因素也可能助长劳资纠纷。来自边缘化群体的工人在工作场所可能面临额外的挑战，导致沮丧和怨恨的情绪。组织培养一种重视多样性和促进平等机会的包容文化至关重要。通过解决这些社会问题，公司可以减少劳资纠纷发生的可能性。总之，劳资纠纷是一个多方面的问题，需要雇主和员工的关注。通过理解根本原因，如工资差距、就业不安全、恶劣工作条件和社会不平等，利益相关者可以共同努力创造一个更公平和和谐的工作场所。开放的沟通、主动的措施以及对员工福祉的承诺对于预防和解决劳资纠纷至关重要。最终，营造积极的工作环境不仅有利于员工，也有利于整个组织，从而在长期内实现更大的成功和可持续发展。