同志社大学大学院社会学研究科
2024 年度 春期実施

試験科目

入社会人特別選抜
課程：前期
専攻：産業関係学

学

試

験問題（注）□ 問題用紙に直接解答すること。
☑

英

受験番号語

氏名

別紙の解答用紙 １枚に解答すること。

№１［Ⅰ］以下の英文は、Ronald Dore. British Factory - Japanese Factory: The Origins of National※

Diversity in Industrial Relations.1973. University of California Press から引用した文章である。
全文を読んで、以下の１．と２．の設問に答えなさい。

On the British side, to begin with, employees can first be divided into three broad categories.
The first, those in the higher management categories (who also get more) are paid an annual salaryin monthly instalments in arrears. The amount paid does not vary with the number of hours worked,and payments continue during absence through sickness, for thirty-nine weeks in the case of thehighest grade, for between six and thirty-nine weeks, depending on length of service, for the nextgrade. The amount of one's annual salary is a matter for individual negotiation at any time with one'simmediate superiors.
Annual reviews are also carried out to award, selectively, merit increases. 'Salaries….', says
an English Electric recruiting handbook, 'do not follow set minima and maxima within a known
sequence of grades, but reflect individual ability and responsibility.' This still accurately describes
the Bradford situation. At Liverpool, however, the personnel staff were attempting in some small
degree to rationalize the pattern of managerial careers. On the one hand, they were evaluating andgrading managerial jobs on a much finer scale than the existing three managerial categories and（著作権の都合上、問題文を掲載しておりません）
setting maxima and minima
for the grades (divulging only the minima, and keeping the maxima aclosely guarded secret). Then, starting from the other side, they were assessing individuals
according to their ultimate potential (from the alpha pluses deemed possible future generalmanagers, to the gammas likely to end up with little more than a rather unexciting department torun). For each of these ability categories, a standard salary-age curve was drawn on the basis ofgeneral information about the managerial job market. Merit increases were decided in light of thesecurves — that is, they tried to ensure that no one whom they did not wish to encourage to leave, was
too far below the curve for his ability level.
The second category comprises those in the lower reaches of the staff hierarchy — someforemen and inspectors, clerks up to clerical section leaders, draughtsmen, technicians, typists, etc.
They are known as 'weekly paid staff' because they are paid by the week — though many of them
directly into a bank account. Unlike the managers, they receive additional payment — at premium
rates — for overtime. Depending on their length of service they may receive two to twenty-twoweeks' sick pay. They also have the same possibility of merit increases, though for certain categories
regular annual increments are guaranteed as a result of negotiation. Draughtsmen for example,（次ページに続く）

同志社大学大学院社会学研究科
2024 年度 春期実施

試験科目

入社会人特別選抜
課程：前期学試

験問題（注）□ 問題用紙に直接解答すること。

専攻：産業関係学

☑

英

受験番号

語

氏名

別紙の解答用紙 １枚に解答すること。

№２
negotiated in 1965 a scale rising from ￡15.85 at age 21 to ￡26.15 at age 25, and have since sought
to extend the system of automatic increases up to the age of 30. The clerical workers union is also
seeking a similar automatically rising scale.
It is possible to give some statistical indications of the distribution of salary differentials at theBradford factory and it would be useful to do so since they throw light on the question: how sharp isthe contrast between the Japanese system based explicitly on payment according to age and lengthof service, and the British system overtly based on payment according to function — the purchase ofskills at their market value ?
The correlation between age and salary is quite high for university graduates, lower for
graduates of technical and correspondence courses, and lower still (though still significant) forweekly paid staff. This result conforms reasonably well with functional market principles since it isin the more responsible occupations likely to be filled by university graduates that the accumulationof experience has the greatest functional importance.

･････（中略）･････

Nevertheless, thefact that some considerations over and beyond the market value of work
（著作権の都合上、問題文を掲載しておりません）
performed to enter into the determination of salaries is clear from the fact that for weekly staff(foremen, etc.) the correlation between salary and length of service is higher than that between
salary and age. There must, therefore, be some premium paid for 'loyalty', not simply foraccumulated experience.
A third category of workers — the 'hourly-rated' — are paid according to a variety of methodsof calculation. They are collectively distinguished from the others by a variety of differences infringe benefits, secondly, by the fact that their wages are paid in cash and not into a bank, and thirdly,by the fact that their wage rates are still in many cases conventionally described in terms of shillingsand decimal points of a shilling per hour. Until 1966 they were paid only for days on which theyworked; in that year the company introduced a system of sick payments which — while notproviding full earnings as for the staff— might provide as much as 85% of normal earnings for up totwenty-six weeks for skilled workers and up to thirteen weeks for others, depending on length ofservice.
The means of calculating the actual weekly sums due to a man or woman within this category
are infinitely varied, but basic to them all is a concept of a worker's 'rate', differentials between
which represent the basic presumed differences of worth between different skills.
１．イギリスの労働者はどのように分類されるか述べなさい。
２．１．で答えた労働者それぞれについて、その特徴を述べなさい。
以上同志社大学大学院社会学研究科
2024 年度 春期実施

試験科目

入社会人特別選抜
課程：前期
専攻：産業関係学

学

試

験

問

題（注）■ 問題用紙に直接解答すること。
□

別紙の解答用紙

受験番号

専門に関する論文
氏名枚に解答すること。

№１［Ⅰ］人材マネジメントの観点から、労働組合の存在意義について述べよ。

※

同志社大学大学院社会学研究科
2024 年度 春期実施

試験科目

入社会人特別選抜
課程：前期
専攻：産業関係学

学

試

験

問

題（注）■ 問題用紙に直接解答すること。
□別紙の解答用紙

受験番号

専門に関する論文
氏名枚に解答すること。

№２［Ⅱ］フォロワーのワーク・エンゲージメントを高めるための方策について、考えるところを述べよ。

※