Work Reform

Introduction

The benchmark of democratic society is that citizens have a participatory voice and a stake in decision-making, translating to (notional) control over their destiny. However, workers in the generations-old bureaucratic work environment have lost the control of their work and organizational decision-making to management focused on realizing profit over supporting workers’ needs. The resulting power struggles, dehumanization of work, and lack of worker participation have led to dissatisfying conditions in the workplace. To increase worker satisfaction and participation, work needs to be reformed. Is the kind of humanistic work reform required to increase participation and satisfaction attainable in a neoliberal economy?

This essay investigates the viability of work

The Role of Management, Union, and State

Reforming work requires a coordination of strategies and responses by management, unions, and the state, with each filling a particular role and advocating for divergent interests in the process. Managers serve many important functions in regards to work reform as they are responsible for decision-making regarding organization and regulation of work (Krahn et al, 2012, p. 235).

“An overriding management objective is to create motivated and cooperative employees” (Krahn et al, 2012, p. 239). (employee engagement that creates satisfaction and compliance)

Managers have a lot of influence over workers’ attitudes and behaviours, and the best leaders are open to change, new options, employee input (Krahn et al, 2012, p. 239).

Training, coaching, mentoring (Krahn et al, 2012, p. 236). Barriers to actualize this. Organizational policies dictate managers’ decisions (Krahn et al, 2012, p. 237).

Unions play a huge role in work reform.

The state in a capitalist economy does not do anything to impair profit