Labor and Monopoly Capital: The Degradation of Work in the Twentieth Century.

Braverman, Harry

doi:10.2307/2063071

Cited by 600 publications

(11 citation statements)

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“…Efficiency imperatives have been seen as a central organizing force, or as one of several factors that also include culture, power struggles, legitimacy demands, and other internal and external circumstance (Haveman & Wetts, 2019a, 2019b). Accordingly, organizations are thought to adopt new technologies (at least in part) in order to increase their efficiency, for instance by enhancing, controlling, or cheaply substituting for human labor (Autor et al., 2003; Braverman, 1974). Such moves are often cast as inevitable: organizations must keep up in order to avoid being supplanted by competitors.…”

Section: Discussionmentioning

confidence: 99%

“…Technological change looms large in the study of organizations and work. Industrial and digital technologies are credited with prompting organizational rationalization, restructuring, and out‐sourcing, network forms of organization, intensified labor exploitation, and generally with transforming employment relationships (Barley, 2020; Bartley et al., 2019; Braverman, 1974; Harrison & Bluestone, 1990; Podolny & Page, 1998; Rubin, 2012). Researchers have also examined the impact of technology on markets, but mostly finance markets (Callon, 1998; MacKenzie & Millo, 2003; Zaloom, 2003).…”

Section: Introductionmentioning

confidence: 99%

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Organizational perspectives on digital labor market intermediaries

2022

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Dramatic changes in organizational forms and employeeemployer relationships have coincided with a proliferation of labor market intermediaries. Often digital and internet-based, these new hiring technologies assist organizations in recruiting and screening potential job candidates.We identify three types of digital labor market intermediaries (dLMIs): connectors, curators, and comminglers. We examine the use of dLMIs through the lens of organizational theory, focusing on implications for organizational efficiency, power, and equity. dLMI use is patterned but variable across different organizations and has unintended outcomes that defy efficiency expectations. It poses new constraints for job seekers while allowing organizations and intra-organizational groups to negotiate institutional pressures and power imbalances. Finally, dLMI use appears to reproduce pre-existing inequalities among different types of employees.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Organizational perspectives on digital labor market intermediaries

2022

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“…Arendt, 1998) as well as forming the basis for empirical research on labour exploitation (cf. Braverman, 1998;Buroway, 1979). Eventually, the solution to alienation is the reorganization of the means of production through an economic and political empowerment of the worker.…”

Section: The Problem Of Alienation On the Jobmentioning

confidence: 99%

The entrepreneur, the trailblazer and the cosmopolitan: promoting the ideal worker through employee testimonials

Keere¹,

Cescon²

2023

Preprint

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It is a common practice among employers to publish employee testimonials on their websites. They are intended to attract and regulate employees by expressing organizational objectives and setting cultural standards for employee behaviour. As such, organisations systematically defuse a profile of what they deem their ‘ideal worker’. This study entails a combination of quantitative and qualitative content analysis of a sample of employee testimonials (N:181) published by a organisations (N:37) from four employment sectors (finance, tech, energy and government). In this way, it is explored which cultural repertoires organizations draw upon to regulate the identities of their (future) employees. Eventually, three ideal types of workers are distinguished: ‘the entrepreneur’, with an emphasis on risk-taking, hard work and passion, ‘the trailblazer’, focused on innovation and changing the world, and, ‘the cosmopolitan’, who fully embraces the globalized work environment. Significant variations exist in sectorial popularity of each ideal worker.

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“…The power of silence lies in strategies of both domination and resistance to control over knowledge of the labor process. Literature analyzing the struggle over this process has focused on silence to the extent of managerial efforts to control knowledge and subsequent worker efforts to retain, and in some cases conceal, their work process from managerial oversight (Braverman, 1974;Burawoy, 1979). However, the silences I found in teaching labor existed not only within manager-worker relationships but also across and between workers, often lasting far beyond the teaching appointment.…”

Section: Theorizing Silence In the Labor Processmentioning

confidence: 99%

The Power of Silence: Anxiety and Autonomy in TA Labor

Eby

2023

Work and Occupations

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When I took on increasing responsibilities within my university's pedagogical training programs during the pandemic, I expected an increase in collaboration and pedagogical discussion because of the difficult teaching circumstances. Instead, I came to see a silence that kept teaching assistants (TAs) from talking about their labor process either with their instructors or with fellow TAs. In this paper, I theorize this silence both as a defense against anxiety and as protecting autonomy. I draw on my own experiences as a TA, my work as a pedagogy instructor in my department and for the university, and an ethnography of working TAs to investigate how TAs leverage their silence to strategically manage multiple competing interests. Finally, I suggest that TAs first internalize these dual purposes of silence to make sense of their teaching labor and later carry it with them as they go from trainee to professional academic.

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Labor and Monopoly Capital: The Degradation of Work in the Twentieth Century.

Cited by 600 publications

References 0 publications

Organizational perspectives on digital labor market intermediaries

Organizational perspectives on digital labor market intermediaries

The entrepreneur, the trailblazer and the cosmopolitan: promoting the ideal worker through employee testimonials

The Power of Silence: Anxiety and Autonomy in TA Labor

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