[转自寻正邮件090722]
The belief that labor unions can substantially raise real wages over the long run and for the whole working population is one of the great delusions of the present age. 相信工会可以在长期内从根本上提高整个工业人口的实际工资,这种想法是当今时代重大的妄想之一。
This delusion is mainly the result of failure to recognize that wages are basically determined by labor productivity.
如此妄想的主要原因是在于没有认清工资从根本上说是由劳动生产力决定的。
In spite of the overwhelming evidence that labor productivity is the fundamental determinant of wages, the conclusion is usually forgotten or derided by labor union leaders and by that large group of economic writers who seek a reputation as “liberals” by parroting them. 尽管有压倒性的证据表明,劳动生产力是工资的根本决定因素,但这个结论常被工会领袖所忘记或者嘲笑,一大批跟在工会领袖屁股后面鹦鹉学舌的经济学作家也以此求得“自由主义经济学者 ”的名声。
But this conclusion does not rest on the assumption, as they suppose, that employers are uniformly kind and generous men eager to do what is right.这个结论并不是建立在如那些人所嘲弄的雇主们全都很和善慷慨与仗义疏财的假设上。
Why should he not prefer, for example, to make $1 a week out of a workman rather than see some other employer make $2 a week out of him? And as long as this situation exists, there will be a tendency for employers to bid workers up to their full economic worth.
雇主怎可能坐视别的雇主从一个员工身上每周赚取两美元(自己两手空空),而不自己(少赚一美元却)从他身上每周赚得一美元呢?只要这种状况存在,雇主们竞相出价招揽物超其价的劳工,将使劳工工资趋于他们的最大经济价值。
The central function they can serve is to improve local working conditions and to assure that all of their members get the true market value of their services.工会能起到的核心作用,是改善局部的工作条件,并且确保工会成员所提供的劳务能够得到实际市场价值。
For the competition of workers for jobs, and of employers for workers, does not work perfectly. 由于劳动力市场的工人求职与雇主择才的竞争并不完美,
An individual worker may not know the true market value of his services to an employer. 单个劳工也许不知道他对雇主提供的劳务的实际市场价值。
and he may employ a hundred or a thousand men. 但是,他雇用了成百上千的求职者。
His whole means of livelihood is involved. Not only may he fail to find promptly another job offering more; he may fail for a time to find another job offering remotely as much. And time may be the essence of his problem, because he and his family must eat. So he may be tempted to take a wage that he believes to be below his “real worth” rather than face these risks. When an employer’s workers deal with him as a body, however, and set a known “standard wage” for a given class of work, they may help to equalize bargaining power and the risks involved in mistakes.
他的谋生全赖一份工作。他不仅会发现自己无法很快找到待遇更好的工作,还有可能一时间连待遇低很多的工作也找不到。他最大的问题是时间上拖不起,他要吃饭,他的家人也要靠他吃饭。为避免这些风险,即便雇主开出的工资低于他心目中“ 实际市场价值”,他也可能接受。然而,当雇主的工人们形成一个整体与他打交道,并且为其中某一工种确定了一个大家都知道的“标准工资 ”时,他们会有助于均衡双方在讨价还价中的力量以及判断失误的风险。
But it is easy, as experience has proved, for unions, particularly with the help of one-sided labor legislation which puts compulsions solely on employers, to go beyond their legitimate functions, to act irresponsibly, and to embrace short-sighted and antisocial policies. TI do this, for example, whenever they seek to fix the wages of their members above their real market worth. Such an attempt always brings about unemployment. The arrangement can be made to stick, in fact, only by some form of intimidation or coercion.
历史经验却证明,工会很容易就做过了头,特别是当劳动法规偏向劳动者,单方面强制约束雇主时,工会会做出一些不负责任的行为,实行短视的、反社会的政策。例如,只要他们想把工会会员的工资固定于高出他们实际市场价值的水平,他们就在这么干。这样做一定会造成失业。事实上,要达到这个目的,工会还必定采取某种胁迫和强制手段。
One device consists in restricting the membership of the union on some other basis than that of proved competence or skill. restriction may take many forms: it may consist in charging new workers excessive initiation fees; in arbitrary membership qualifications; in discrimination, open or concealed, on grounds of religion, race or sex; in some absolute limitation on the number of members, or in exclusion, by force if necessary, not only of the products of nonunion labor, but of the products even of affiliated unions in other states or cities.
手段之一是订立歧视性的工会会员资格,在专长或技能的因素之外,设立各种限制条件。可以是对新工人收取过高的入会费、主观裁决会员资 格、以公开或隐秘的方式进行宗教、种族或性别歧视、采取某种绝对的会员人数限制,或是在需要的情况下,通过强制手段推行排他性政策:不仅排斥非工会劳工生产的产品,甚至排斥外地的工会生产的产品。
even though it is one that should be used rarely and as a last resort. 即便如此,罢工也应该是不得已才作为最后的手段。
If his workers as a body withhold their labor, they may bring a stubborn employer, who has been underpaying them, to his senses. 齐心协力的罢工,可以使一贯克扣员工的偏执老板得到教训清醒。
He may find that he is unable to replace these workers with workers equally good who are willing to accept the wage that the former have now rejected. 他可能会发现,他无法以罢工者拒绝的工资标准去雇到同样优秀的劳工。
But the moment workers have to use intimidation or violence to enforce their demands—the moment they use mass picketing to prevent any of the old workers from continuing at their jobs, or to prevent the employer from hiring new permanent workers to take their places—their case becomes suspect. 但是,一当罢工行动掺杂胁迫或暴力的手段——组织大批纠察队员阻止在职员工继续上班工作,或者阻止雇主招募新员工取代他们,罢工者的主张就难免令人生疑。
If the strikebreakers consist merely of professional thugs who themselves threaten violence, or who cannot in fact do the work, or if they are being paid a temporarily higher rate solely for the purpose of making a pretense of carrying on until the old workers are frightened back to work at the old rates, the hatred may be warranted. 如果罢工破坏者只是专职流氓,他们自己就用暴力威胁,或者无能其职,或者他们得到临时的高工资,其唯一目的是制造复工假象直到原有工人被吓到复工,领原先的微薄工资,人们仇视他们就是有道理的。
But if they are in fact merely men and women who are looking for permanent jobs and willing to accept them at the old rate, then they are workers who would be shoved into worse jobs than these in order to enable the striking workers to enjoy better ones. And this superior position for the old employees could continue to be maintained, in fact, only by the ever-present threat of force.
但如果 “罢工破坏 者”只是普通的男女劳工,目的不过是为了求得一分稳定的工作,而且愿意接受原有的工资标准,那么,他们就成了为了使那些罢工工人享受更好的工作条件而不得不被推到比此更坏的工作中去的工人了。事实上,也只有通过不断进行持续的暴力威胁,原有雇员的这一优越地位才有可能被维持下去。
Their wage rates, determined without any element of coercion, are not necessarily equal; but whatever they are, let us assign to each of them an original index number of 100 as a base. 他们的工资不由任何 强制因素决定,不一定必彼此相等,但不管工资是多少,我们直接给每一群劳工一个原始的指数,以100为基础。
For several reasons, including the fact that labor costs do not represent all costs, the price will not quite do that—certainly not in any short period. But the figures will nonetheless serve to illustrate the basic principle involved.)
由于好几个原 因,包括了劳动力成本并不能代表所有生产成本这一事实,价格不会那变动——短期内是肯定不会的。尽管如此,那样的数字仍然可以用来说明其中的基本原理。
The retail store workers, even though they have got an increase in money wages of 10 percent, will be worse off than before the race began. 零售商店店员的货币工资虽 然涨了10%,处境也比调资竞赛之前更糟。
But even such calculations rest on the assumption that the forced increase in wages has brought about no unemployment. 即使这样的简化计算,还要假设强行涨工资不会带来失业。
for unemployment will be shifted and distributed in relation to the relative elasticity of the demand for different kinds of labor and in relation to the “joint” nature of the demand for many kinds of labor. 因为,失业出现了转移和分配,跟对不同劳动力的需求弹性以及很多种劳动力的“联合需求”特点相关。
Such relief, in the first place, is paid for in large part, directly or indirectly, out of the wages of those who work. 首先,此种救济很大程度上是直接或间接地从那些就业者的工资中支付的。
When strong labor unions in the past made it their function to provide for their own unemployed members, they thought twice before demanding a wage that would cause heavy unemployment. 在过去,扶助失业会员是有影响的工会的一项基本功能,所以,它们在要求涨工资时,总是三思而后行,会充分衡量由此可能带来的失业。
But where there is a relief system under which the general taxpayer is forced to provide for the unemployment caused by excessive wage rates, this restraint on excessive union demands is removed. 而在现代失业救济制度下,政府强迫一般纳税人负担工资过高造成的失业救济支出,工会便失去此种针对提过份调资要求的约束。
Moreover, as we have already noted, “adequate” relief will cause some men not to seek work at all, and will cause others to consider that they are in effect being asked to work not for the wage offered, but only for the difference between that wage and the relief payment.
此外,我们说过,“充分的”救济会使一些人根本不想工作,而工作的人又觉得努力工作挣来的实际收入仅相当于工资和救济金两者的差额。
In the first place, in spite of the enormous legal and political encouragements (one might in some cases say compulsions) to unionization under the Wagner-Taft-Hartley Act and other laws, it is not an accident that only about a fourth of this nation’s gainfully employed workers are unionized. The conditions propitious to unionization are much more special than generally recognized. But even if universal unionization could be achieved, the unions could not possibly be equally powerful, any more than they are today. Some groups of workers are in a far better strategic position than others, either because of greater numbers, of the more essential nature of the product they make, of the greater dependence on their industry of other industries, or of their greater ability to use coercive methods. But suppose this were not so? Suppose, in spite of the self-contradictoriness of the assumption, that all workers by coercive methods could raise their money wages by an equal percentage? Nobody would be any better off in the long run, than if wages had not been raised at all.
首先,不论瓦格纳—塔夫脱—哈特利法(Wagner-Taft-Hartley Act)以及其他的法律条文怎样从法律上和政治上给予工会组织以极大的支持(人们可能会在某些情况下把这种做法称为强制),但美国仍然只有约四分之一的潜在受惠的劳工参加了工会。导致工会化的条件要比我们通常所认为的要特殊得多。即使人人参加工会,各工会的力量也不可能很均衡,一如今天的形式。某些种类的工人有远比他人更有利的策略性优势,要么是会员人多势众,要么是生产的产品不可或缺,要么其它行业对这一行业更为依赖,要么是更会使用暴力。但是,假如情况相反呢?撇开这一假设中自我矛盾之处不谈, 如果所有工人的货币工资都可以通过强迫手段等比例地提高,又能如何呢?可以肯定,从长期来看,没有人会过得比工资丝毫不变要好那怕一点点。
This may of course happen for short periods or in special circumstances. If wages are forced up in a particular firm, in such competition with others that it cannot raise its prices, the increase will come out of its profits. This is less likely to happen if the wage increase takes place throughout a whole industry. If the industry does not face foreign competition it may be able to increase its prices and pass the wage increase along to consumers. As these are likely to consist for the most part of workers, they will simply have their real wages reduced by having to pay more for a particular product. It is true that as a result of the increased prices, sales of that industry’s products may fall off, so that volume of profits in the industry will be reduced; but employment and total payrolls in the industry are likely to be reduced by a corresponding amount.
这种情况在特定条件下或者短期当然有可能发生。例如,某家公司的工资被迫调高,但为了跟同行竞争,产品无法涨价,那么调增那部分工资,只好从利润中扣取。比较少见的是整个行业全部调增工资。如果那个行业不担心外国货的竞争,该行业就可以通过提高价格把调资负担转嫁给消费者。考虑到消费者大多是劳工,必须付更多的钱购买商品,也就等于所有 实际工资会因此下降。那么由于商品提价,那个行业的销量会减少,从而利润基数会减少,而该行业从业员工人数和总工资也会相应减少。
The investors once had liquid funds. But they have put them, say, into the railroad business. They have turned them into rails and roadbeds, freight cars and locomotives. Once their capital might have been turned into any of a thousand forms, but today it is trapped, so to speak, in one specific form. The railway unions may force them to accept smaller returns on this capital already invested.
投资人曾经拥有很多流动资金,但是假设这些资金已经投资到铁路业了。他们的资金已经转变为了铁轨和路基、货车厢和火车机车。他们的资金曾经可以投到其他很多地方,现在却被套牢在一种特定形式上了。对于那些已经投资下去的资本, 铁路工会可以迫使投资人接受较低的投资回报。
but in the long run they will not even bother to replace items that fall into obsolescence or decay. 但是长期而言,他们想都不会想去追加投资对破旧落后的设备搞更新换代。
Even though labor for a time will have a greater relative share of the national income, the national income will fall absolutely; so that labor’s relative gains in these short periods may mean a Pyrrhic victory: they may mean that labor, too, is getting a lower total amount in terms of real purchasing power.
尽管劳动者收入占国民收入的相对比率会一度提高,绝对要下降;劳工相对获益,不仅是短期胜利,甚至是得不偿失的 胜利,因为从实际购买力看,劳动力的收入总量同样降低了。
The belief that they do so rests on a series of delusions. One of these is the fallacy of post hoc ergo propter hoc, which sees the enormous rise in wages in the last half century, due principally to the growth of capital investment and to scientific and technological advance, and ascribes it to the unions because the unions were also growing during this period. 相信工会能够做到这一点的想法是以一系列错误认识为基础的。其中之一是“后发者因之而发” (post hoc ergo propter hoc)的巧合谬论。在过去的半个世纪以来,资本投资增长和科技进步工资大幅升高,因此工资稳步增长,但同期工会也不断成长,因此他们将工资增长归功于工会。
They have certainly been a force working to hold down or to reduce wages if their effect, on net balance, has been to reduce labor productivity; and we may ask whether it has not been so.如果工会造成的总体影响是降低了劳动生产率,那么工会肯定是阻碍工资上涨、甚至是降低劳工工资的一股力量;我们可以探索事实是否是这样?
With regard to productivity there is something to be said for union policies, it is true, on the credit side. 谈到生产力,不少工会政策还是可圈可点的,有贡献是真的。
And sometimes ignorant or shortsighted employers might even reduce their own profits by overworking their employees. 甚至有的雇主无知短视,不顾一切让员工操劳过度反而减少利润。
It was a gain to leisure, but not necessarily to production and income, to reduce a forty-eight-hour week to a forty-four-hour week. The value to health and leisure of reducing the working week to forty hours is much less, the reduction in output and income more clear. But the unions now talk about, and sometimes enforce, thirty-five and thirty-hour weeks, and deny that these can or need reduce output or income.
再从48小时减为44小时,对劳工的休闲生活有好处,但不一定能增加生产和收入。将每周的工作时数缩减为40小时,对劳工的健康和休 闲生活不会增加多少好处,而产出和收入将明显减少。但是现在的工会讨论甚至有时还强制实行35小时乃至于30小时的周工时制度,否认这样做会或者需要减少产出或者收入。
What A produces constitutes the demand for what B produces.甲所生产 的东西会产生对乙的产品的需求。
Their net effect, therefore, in the long run and for all groups of workers, has been to reduce real wages—that is, wages in terms of the goods they will buy—below the level to which they would otherwise have risen. 从长期 看来,工会政策的净影响对于所有工人来讲是减少了实际工资——也就是说,从他们能够购买的商品的角度来年的工资— —使之低于它们本可以提高到的水平。