Dongrak CHOI
LSTU-L 315
Gregor koso
Burawoy
Burawoy had very interesting views countering the work of Braverman. While Braverman was looking at the conflict in a workplace, Burawoy was wondering why there were not even more conflicts. From Braverman’s point of view, capitalism creates conflict between workers and management and must create such conflict.
Burawoy on the other hand does not deny that such conflict exists; he borrows this notion from the perspective ofMarx, but he is concerned not just in the conflict created but the consent fashioned as well. He asks the following questions: how is it that workers largely accept their jobs? How do workers really experience the conflict in the workplace? These are the questions he tries to answer in the chapter from ManufacturingConsent, “Thirty Years of Making Out which will be discussed below and various comparisons …show more content…
To settle the conflicts that may arise in the work place the management "manufactures consent" by the use of a variety of ways so as to satisfy the workers and settle their disputes. At Allied Corporation where he worked, Burawoy observed the following strategies:
1. Piece-rate Pay System
The piece-rate system that was used in the machine-shop created the delusion of labor as a game. Therefore, the workers were in competition with each other so as to "make out" and exceed their anticipated production quotas. Therefore as time goes by, the job fulfillment will come from the proficiency of the complex and often devious protocols to "make out" under a variety ofmanufacturing conditions.
Braverman on the other hand does not really give much regard to this system as he says the conflict of workers do not stem from the shop-floor only but there is the presence of other factors.
2. Internal Labor
LSTU-L 315
Gregor koso
Burawoy
Burawoy had very interesting views countering the work of Braverman. While Braverman was looking at the conflict in a workplace, Burawoy was wondering why there were not even more conflicts. From Braverman’s point of view, capitalism creates conflict between workers and management and must create such conflict.
Burawoy on the other hand does not deny that such conflict exists; he borrows this notion from the perspective ofMarx, but he is concerned not just in the conflict created but the consent fashioned as well. He asks the following questions: how is it that workers largely accept their jobs? How do workers really experience the conflict in the workplace? These are the questions he tries to answer in the chapter from ManufacturingConsent, “Thirty Years of Making Out which will be discussed below and various comparisons …show more content…
To settle the conflicts that may arise in the work place the management "manufactures consent" by the use of a variety of ways so as to satisfy the workers and settle their disputes. At Allied Corporation where he worked, Burawoy observed the following strategies:
1. Piece-rate Pay System
The piece-rate system that was used in the machine-shop created the delusion of labor as a game. Therefore, the workers were in competition with each other so as to "make out" and exceed their anticipated production quotas. Therefore as time goes by, the job fulfillment will come from the proficiency of the complex and often devious protocols to "make out" under a variety ofmanufacturing conditions.
Braverman on the other hand does not really give much regard to this system as he says the conflict of workers do not stem from the shop-floor only but there is the presence of other factors.
2. Internal Labor