Work

Listening to “Bob Harris Country”:http://www.bbc.co.uk/radio2/shows/bobharriscountry/playlist.shtml last Thursday, I was really captivated by “Tom Russell”:http://www.tomrussell.com/ talking about Charles Bukowski. I didn’t know anything about Bukowski, except having a vague idea that he might be something to do with the beat poets. Anyway, I was intruiged enough to go out and buy “Post Office”:http://www.amazon.com/exec/obidos/ASIN/0876850867/junius-20 , Bukowski’s grittily written account of working for the US post office as a relief postman and then as a clerk whilst being almost permanently drunk, gambling and womanizing.

bq. It began as a mistake.

A great opening line to hook you in, reminiscent of Hammett or Chandler, except this isn’t a crime story. Brilliant muscular writing about snagging with petty authority figures, trudging around delivering letters to lunatics in the pouring rain, mean and manipulative men and women, making money at the track, routine, boredom, cheating the system.

One of the best things I’ve read in a while, I don’t mind saying. Completely non-boring. I’ve now gone out and bought “Ham on Rye”:http://www.amazon.com/exec/obidos/ASIN/0876855575/junius-20 , which I’m really looking forward to, as well as a book of poems: “You Get So Alone At Times That It Just Makes Sense”:http://www.amazon.com/exec/obidos/ASIN/0876856830/junius-20 . Comments to further remedy my Bukowski-related ignorance (or my Tom Russell-related ignorance for that matter) would be most welcome.

Nathan Newman is spearheading a new initiative, “Agenda for Justice”:http://www.agendaforjustice.org/, which deserves attention and support. The core idea is to create and implement a progressive agenda at the local and regional levels that would be worthwhile in itself, and that might eventually serve as a platform for national level reform. It covers some of the same territory as David Sirota’s “Progressive Legislative Action Network”:http://www.progressivestates.org/, but seems to me to have a more specific set of aims, with a focus on work, trade union rights and family support.

A minor victory for San Francisco hotel workers, who are fighting a divisive battle over contracts with their employers. The American Political Science Association has announced that it is “moving its 2006 meeting”:http://www.apsanet.org/content_18472.cfm to Philadelphia, “[d]ue to the lack of progress in the protracted labor-management dispute in San Francisco.” This is the result of a deliberate strategy by the hotel workers’ union, which has been working on persuading academic organizations not to host conferences at the hotels in question, while they continue to try to hold out. Union officials figure that it’s time for academic lefties to put their money where their mouth is, and they’re damn right. I’m delighted that the American Political Science Association has done this.

Update: I should make it clear that my understanding isn’t that the APSA is taking a political stance on the underlying merits of the issues here. Instead, I read the press release to say that given the likelihood of disruption (which would stem from leftwing political scientists boycotting, or organizing pickets, alternative meetings etc in solidarity with the hotel workers), the APSA has decided to move to a less controversial location.

“Jonathan Cohn”:http://www.tpmcafe.com/story/2005/7/18/114013/338 asks whether there’s any good reason to believe that nice guys do indeed finish first in the business world.

bq. I’d love nothing more to believe that treating employees well is actually better business than treating them shabbily. But at the moment, anyway, count me as skeptical.

As I think I’ve mentioned before, Gary Miller has used economic theory to make exactly this argument, in a series of publications over the last fifteen years (this “piece”:http://www.isnie.org/ISNIE99/Papers/millerg.pdf co-written with Dino Falaschetti, gives a good flavour of his work). Miller uses social choice theory and game theory to argue that managers, if they are to get workers to deliver their full effort, need to be able to make credible commitments to them that their efforts will be rewarded over the longer term. It’s thus a good idea to keep a strict separation between management and owners. Efforts to make the interests of stockholders and managers coincide with each other are going to weaken management’s ability to credibly commit to workers that they will continue to be employed, as managers become more interested in chasing short term stock market gains than in ensuring the long term health of the company. Long term success, for Miller, is produced through “gift exchange” in which managers credibly commit to insulate workers from the pressure for short term profits, and workers reciprocate by giving additional effort. One of Miller’s examples of a firm that used to do this very well is rather timely. From Miller’s 1992 book, “Managerial Dilemmas”:http://www.powells.com/search/DTSearch/search?partner_id=%2029956&cgi=search/search/&searchtype=kw&searchfor=gary%20miller%20managerial%20dilemmas :

bq. Another condition for the achievement of cooperative equilibria in a repeated game is the mutual expectation that the relationship will go on long enough to justify the investment in cooperation. This was achieved at Hewlett-Packard by an early decision by the two founders not to be a “hire and fire company,” but one in which employees would have the security of employment commitment. In the 1980 recession, this policy was tested severely, but everyone in the organization took a 10 percent cut in pay and worked 10% fewer hours so that no one would be fired (Peters and Waterman 1982: 44). This confirmed everyone’s subjective belief that the relationship was long-lasting and that employee efforts were not going to be exploited for short-term gain by Hewlett-Packard.

How “things have changed”:http://www.washingtonmonthly.com/archives/individual/2005_07/006756.php.

“Jordan Barab”:http://www.nathannewman.org/laborblog/archive/003203.shtml writes about a quite appalling story at Nathan Newman’s blog today.

bq. Last week federal immigration officials took into custody dozens of undocumented workers from Mexico, Honduras, El Salvador and Ukraine at the Seymour Johnson Air Force Base in Goldsboro, North Carolina. How did they lure them into the trap? None of your business, says the federal Bureau of Immigration and Customs Enforcement (ICE). “We’re not going to discuss how we do our business,” Sue Brown, an immigration and customs spokeswoman in Atlanta, said last Thursday.

bq. However, Allen McNeely, head of the state Labor Department’s Occupational Safety and Health division, said the workers were lured into the arrest by a flier announcing a mandatory Occupational Safety and Health Administration meeting.

bq. McNeely said one of the contractors who employed the immigrants faxed him a copy of the flier. It is printed in English and Spanish. It tells all contract workers to attend an OSHA briefing at the base theater and promises free coffee and doughnuts. … “Federal immigration officials say they have the right to round up illegal immigrants in any manner they see fit — even if it means impersonating Occupational Safety and Health Administration officials.”

Jennifer Gordon wrote an “article”:http://bostonreview.net/BR30.3/gordon.html a few months ago which explains exactly how badly undocumented workers are screwed under the existing system of workplace safety regulation. They rarely know their rights, are reluctant to complain about abuses for fear of deportation, and as a result are killed or maimed far more frequently in workplace accidents than they should be. This utterly, utterly shameful operation will make undocumented workers even less likely to contact OSHA about workplace safety than in the past – and as a result will lead to more cripplings and deaths.

Update: See also this “NYT story”:http://www.nytimes.com/2005/07/13/national/13janitor.html?pagewanted=1&ei=5094&en=a5044eb5a15dd403&hp&ex=1121227200&partner=homepage

Another interesting feature of last night’s was a strong turnout of trade unionists, handing out balloons and footy-shaped brochures about the dangers for working life arising from the Howard government’s proposed industrial relations reforms. Having finally gained control of the Senate a day or two, the government is pushing hard to shift the balance of power in favour of employers and managers, and against workers and unions. The unions are fighting back and seem to be winning the battle of public opinion, thought the immediate practical effect is likely to be limited.
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Two interesting articles in the new issue of the “Boston Review”:http://bostonreview.net/. “Joe Carens”:http://bostonreview.net/BR30.3/carens.html makes a political-theoretical argument that we have an obligation to grant citizenship to most immigrants and their children. “Jennifer Gordon”:http://bostonreview.net/BR30.3/gordon.html argues on practical grounds that those who want strong trade unions should be in favour of granting citizenship rights to undocumented immigrants. She writes about how these workers are exploited in sweatshop situations, and how the threat of alerting immigration authorities is used to enforce compliance and to squash union membership drives. On the one hand, this means that the workers who are most vulnerable to exploitation and most in need of union representation are extremely hard for unions to reach. While new forms of protection – worker centers – have sprung up, they’re structurally disadvantaged and only cover a small number of undocumented immigrants. On the other, the existence of a large working population which has no choice but to accept the conditions that they are offered weakens the bargaining power of organized labour more generally. As Gordon writes:

bq. A serious attack on the very worst work in this country will require immigration reform to allow undocumented workers to legalize their status, removing the greatest source of their vulnerability to exploitation; a genuine commitment to enforcing the worker-protection laws that currently languish on the books; and a significant investment in new forms of organizing—including worker centers.

“Nathan Newman”:http://www.nathannewman.org/laborblog/archive/002986.shtml writes about union-busting cartels.

bq. For folks who remember the southern California grocery chain strike last year, a key to the grocers breaking the strike was a revenue sharing deal between the big chains– thereby preventing the unions from easily reaching settlement with any of the firms individually.

The L.A. Times “story”:http://www.latimes.com/business/la-fi-supers26may26,0,6124770.story?coll=la-home-business that he links to has more.

bq. The chains initially refused to disclose the pact’s details and sought to have them sealed after Lockyer sued. But King unsealed the documents in February. They showed that the companies used a formula based on their sales, before and during the dispute, and their regional market shares to figure out what Kroger should pay the others. Kroger later revealed in securities filings that it paid a combined $148 million to Safeway and Albertsons, and Albertsons said it received $63 million of that. That would have left $85 million for Safeway.

Those who have read Adam Smith will remember “his observations”:http://geolib.com/smith.adam/won1-08.html on the tendency of business owners to gang up together against workers.

bq. We rarely hear, it has been said, of the combinations of masters, though frequently of those of workmen. But whoever imagines, upon this account, that masters rarely combine, is as ignorant of the world as of the subject. Masters are always and everywhere in a sort of tacit, but constant and uniform combination, not to raise the wages of labour above their actual rate. To violate this combination is everywhere a most unpopular action, and a sort of reproach to a master among his neighbours and equals. We seldom, indeed, hear of this combination, because it is the usual, and one may say, the natural state of things, which nobody ever hears of. Masters, too, sometimes enter into particular combinations to sink the wages of labour even below this rate. These are always conducted with the utmost silence and secrecy, till the moment of execution, and when the workmen yield, as they sometimes do, without resistance, though severely felt by them, they are never heard of by other people.

(Funnily enough, Smith’s self-appointed intellectual heirs at the Adam Smith Institute don’t seem all that interested in his ideas on combinations of masters, despite their eagerness to “smash trade unions”:http://www.adamsmith.org/80ideas/idea/26.htm. An oversight that I’m sure they’ll be rushing to rectify.)

“Savage Minds”:http://savageminds.org/2005/05/16/the-anarchist-in-the-academy/ posts on the decision of Yale’s Department of Anthropology not to renew David Graeber’s contract, and suggests that the “real tipping point was his involvement with campus politics” and more specifically his support for “one of the organizers of a graduate student unionizing drive.” The source for this appears to be “Graeber himself”:http://www.counterpunch.org/frank05132005.html. Now I’ve no way of knowing whether Graeber’s own account tells the whole story, and the other side don’t seem to be talking. But either which way, the decision to let Graeber go is illustrative of a wider problem; as Jennet Kirkpatrick and Ian Robinson “put it”:http://www.dissentmagazine.org/menutest/articles/wi05/kirkpatrick.htm, non-tenure track faculty are fighting for the right “to be fired, but only with just cause.” It’s demonstrably risky for non-tenure track faculty to make waves, even when there’s strong justification for so doing; their reappointment (or lack of same) is at the pleasure of the Department, and they’ve no recourse (or right to know why) if they’re let go.

Update: See also this story at “Inside Higher Ed”:http://www.insidehighered.com/news/2005/05/18/yale where Marshall Sahlins says that Graeber’s “scholarship was at the level he would have had tenure at any normal university.” See also this “petition”:http://www.petitiononline.com/dgraeber/ in support of Graeber.

Kimberly Morgan, who guestblogged with us a couple of weeks ago, spoke a little while ago on the BBC World Service about the politics of childcare in Western Europe and the United States. It’s a great interview.

There’s a very disturbing report in the Nation, about a memo in which Alan Brinkley, the provost of Columbia University, suggested that the university consider punishing graduate TAs who went on strike. The key paras:

In addition, the University should consider taking other measures to discourage teaching fellows from abandoning their instructional responsibilities. These will vary depending on whether the teaching fellows are still on the five-year funding plan or teaching in a later year of study. Students in their first five years of study could

1) Be required to teach an extra semester or year within the five-year period in order to meet the teaching requirements for their degree;
2) Lose their eligibility for summer stipends; and
3) Lose their eligibility for special awards, such as the Whitings.

Students beyond their fifth year of study could be told that

1) They are jeopardizing their chances of receiving further instructional assignments;
and
2) Those teaching in the Core will not receive the summer stipends normally given to preceptors who are reappointed to teach in the subsequent year.

It’s not at all clear that these threats were either made to the students or acted upon, but Brinkley should still be ashamed of himself. Punitive action against students exercising their right to strike would be flat-out illegal, had the administration-stacked NLRB not reversed its decision that graduate students had the right to organize. It’s certainly quite repugnant to the ideals of the university. This is a sorry day for Columbia.

(via Inside Higher Ed).

Joseph Braude suggests (free registration or bugmenot required) that the Bush administration should support trade unions in the Arab world, as an intermediate step towards democratization.

In light of the fact that 15 of the 19 hijackers on September 11 were Saudis, it’s hard to fathom why the United States would even consider ignoring a secular movement in the Gulf with reasonable goals and thousands of members. … The Gulf unions, by contrast, according to the American labor official, desire logistical support and training from the United States–a sentiment you don’t hear very often from the traditional Arab labor headquarters in Damascus. To be sure, the Bahraini unions are–and the Kuwaiti unions are about to become–members of the Damascus-based establishment. All the same, their eagerness for American partnership is an opportunity to plant the seeds of meaningful political change. … What can the United States do for these unions in practical terms? In countries where there are no unions, the U.S. government should demand to know why–well before a free trade agreement is signed. Laws restricting public assembly–which exist in many Gulf states–ought to be eased in any country wishing to sign a free-trade agreement with the United States. But the right to assemble is only the first step in a long road that should lead to the rights to strike and collectively bargain–which either don’t exist or are severely constrained in all Gulf states. And it’s not just the U.S. government that has a role to play. In countries where unions are already active and feisty, like Bahrain and Kuwait, American labor unions should lend support to their counterparts by offering advice and tactical training.

Sounds like a good idea – but one which I suspect this administration won’t pursue (I’d be very happy to be proved wrong on this).

And this 2002 article by Richard Freeman and Joel Rogers fits very nicely with the Nathan Newman post on minority union representation that I blogged about last week.

One for Daniel Davies from a book I’m reviewing.

“Monitoring, Rules, and the Control Paradox: Can the Good Soldier Svejk Be Trusted,” in Roderick M. Kramer and Karen S. Cook eds., Trust and Distrust in Organizations, New York: Russell Sage 2004.

One of the most fascinating and revealing forms of organizational sabotage is “working to rule” – precisely following rules while providing no voluntary effort beyond that required by the rules. An especially destructive form of “working to rule” involves applying the rules most carefully where they are least appropriate to the situation. This technique was perfected by Private Josef Svejk, a leading Czech cultural hero, and the eponym of Jaroslav Hasek’s satirical novel, The Good Soldier Svejk. … Svejk was taking advantage of a basic fact … it is simply impossible to specify in advance all the behaviors that the organization will require from its employees if it is to survive and thrive. This is the organizational manifestation of the phenomenon known as “contractual incompleteness” in economics (Coase 1937). … many organizational tasks simply do not lend themselves to outcome-based incentives. The rest of this paper discusses the alternative: close specification of desired behaviors by means of rules and commands, and sanctions to enforce those behaviors. In particular, I will argue that built-in inefficiencies may plague management by monitoring. The inefficiencies may be understood by picturing the monitoring relationship as a one-shot game with a Pareto-suboptimal equilibrium. … The paper will examine the nature of the “tit-for-tat” exchange that is capable of Pareto improvements in organizations in which labor contracts are based on monitoring of individual actions rather than measurement of individual outcomes. Furthermore, cooperation requires trust in that hierarchical superiors must yield some of their capacity for discovering and punishing shirking by subordinates.

The FT has a long investigative article, suggesting that schemes in which Western firms monitor their Chinese subcontractors to see whether they conform to labour standards aren’t working. The subcontractors are getting increasingly adept at cooking the books.

Factory managers in China are becoming increasingly sophisticated at falsifying worker time cards and payroll documents to disguise irregularities including underpayment, excessive hours and inadequate health and safety provision. Auditors estimate that more than half of factories they see in China are forging some of their records – meaning that many of the international companies that source from China are learning less about the actual working conditions in the factories they use, even as they step up efforts to monitor them.

But if Chinese suppliers are only pretending to comply with these standards, the auditors hired by Western companies are often only pretending to check up on them properly.

As the social compliance auditing industry has grown in response to increased demand it has left many auditors with less time to spend at each factory. “I tell auditors that I cannot tell them the truth in relation to some of their questions. They smile and move on to something else,” a manager at one large garment factory in Dongguan told CSR Asia, a Hong Kong-based research group. “They are complicit in the deception.”

Update: Thanks to Stephen Frost at CSR Asia for pointing to a no-sub-required version of the story, and to the CSR-Asia report quoted in the FT story