New-York tribune. [volume] (New York [N.Y.]) 1866-1924, 1919-12-07

Try ana ABROAD instituted welfare
work; started systems of insurance
and compensation; made conditions of
their working people as pleasant and
safe as possible; but everything was
paternally imposed from the top, and
lid not come as result of the ex-
pressed desire of a great body of en-
oloyees. This system was benevolent,
'ut it was nevertheless despotic to an
'xtent. Just as benevolent despotism
politics has given way to a great
democracy, so in industry we are find
ing the old system being set aside.
Now the employee is not given the
light, but is urged to accept it, to sit
on an equal basis with his employer
and decide every question which af-
fects his interest. Industry is be-
coming democratic.
There are certain fundamental prin-
clples underlying any plan of employee
representation. In the first place, there
must be full representation (here I
quote from the plan of the Interna-
tlonal Harvester Company 'on all
questions relating to working condi-
tons, protection, safety, wages, hours
of labor, recreation and other similar
matters of mutual interest to the en-
ployes and the management The plan
must be broad if it is to be democratic.
and if it is not broadly democratic it
cannot succeed.
"A truly democratic plan of employee
representation must involve joint con-
terence between men and management.
AS long as these interests remain un-
acquainted with each other they must
be mutually suspicious. The funda-
mental point is to get together; to
talk things over; to debate them; to
understand each others intelligently
expressed opinions-and then the solu-
ton will come by itself.
"The third point is to have sufficient
representation.
There must be an easy, secret meth
od of election to give the men absolute
freedom in choosing their representa-
tives. Only if the choice is absolutely
free will the appointed representatives
of the management be able to get in
touch with the real opinion of the
men.
"The plan must provide for an easy
method of appeal to the highest au-
thority in the company. Red tape must
be conspicuous by its absence.
ANY plan Of employee representa-
ton will fail unless there is real
determination to avoid any discrimi-
nation (and here again l quote from
the international Harvester Company
plan) ON account of race, sex, political
or religious aftiliation, or membership
in any labor or other organization
IF employee representation is to
succeed it must have executive super
vision. The best man in the country
IS not too good to act as chief of the
department of industrial relations Of
any company Incorporating such plan.
The man chosen may be related either
to the president of the company or to
the official in charge of production.
The labor problem is the great question
of to-day and tomorrow, and the spe-
cialist who gives his attention to its
solution cannot be too we'll thought
Of in any industrial organization.
In former years, when an employer
ruled one or two hundred workmen,
he knew his men individually and they
understood him. Now. on the other
hand, the corporation has replaced the
individual employer and the employees
are numbered by thousands instead OF
hundreds. It is, therefore, impossible
for the managers of a business to
maintain personal contact with their
employees. Industry has gained more
| efficiency through the development Of
large units, but the old personal con-
tact between owner and workmen has
been lost. Civilization cannot afford
to do without the economy of large
production, and it is looking to en-
ployee representation to bridge the
present gap and to bring the men into
contact with the management and tha
management in direct contact with ths
men," !.