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本文是一篇论述19世纪后半叶英国劳资关系变化及股东食利阶层出现的文章。
The 'shareholders' as such had no knowledge of the lives, thoughts or needs of the workmen employed by the company in which he held shares, and his influence on the relations of capital and labor was not good. The paid manager acting for the company was in more direct relation with the men and their demands, but even he had seldom that familiar personal knowledge of the workmen which the employer had often had under the more patriarchal system of the old family business now passing away. Indeed the mere size of operations and the numbers of workmen involved rendered such personal relations impossible. Fortunately, however, the increasing power and organization of the trade unions, at least in all skilled trades, enabled the workmen to meet on equal terms the managers of the companies who employed them. The cruel discipline of the strike and lockout taught the two parties to respect each other's strength and understand the value of fair negotiation.
像这样的“股东”不了解他所持股份的公司里雇用的工人的生活、思想或需要，他对劳资双方的关系也不会产生积极的影响。为公司工作而领取薪水的经理人员同工人以及工人的要求有更直接的联系，但即使是他们也很少熟知工人的个人情况，而在更具有家族统治的体制下，如今已不复存在的老字号的雇主通常十分了解工人的情况。实际上，仅仅是经营规模和所涉及的工人人数就使这样的关系变得不可能。然而，幸运的是，工会的势力和组织在不断扩大，至少在技术行业的工会是这样，这使得工人与雇用他们的公司经理的地位平等了。罢工和封闭工厂的无情惩罚使得双方懂得尊重彼此的力量并且理解了公平协商的价值。