Download Free Bargaining On Technology Book in PDF and EPUB Free Download. You can read online Bargaining On Technology and write the review.

This thesis was motivated by the advent of digital technologies and their effects on workers. Using technology as a substitute for labor is a common industrial practice and the effects of substitution (though not the decision to substitute) will continue to dominate collective bargaining in the information age. More relevant than substitution is the effect that digital technologies are having on the production process itself. It is becoming 'taskified' and 'digitized.' Decomposed into smaller, well-defined tasks that are also digitally compatible with each other, the entire production process is becoming easier to direct, control, and monitor. Each new task presents management a new lever of power in two forms -- the decision to substitute and the ability to monitor. While substitution of technology for labor remains an issue, the complementarity of labor and technology contributions in the production process is becoming more important; apportioning value created to a factor in the production process is especially complicated and subjective with large numbers of complementary tasks. The need for labor education is amplified by these factors and argues for a renewed interest in technology bargaining. A policy examination from various labor-related organizations and informant discussions suggest that labor recognizes this and is responding accordingly. Bargaining agreements have data and technology clauses, `digital union representatives' are being hired, and education on digital technologies is being prioritized. Keywords: Complementarity, Decision bargaining, Effects bargaining, Industrial relations, Labor education, Labor substitution, Power, Production process, Taskification, Technology bargaining, Worker monitoring
Cell phone apps share location information; software companies store user data in the cloud; biometric scanners read fingerprints; employees of some businesses have microchips implanted in their hands. In each of these instances we trade a share of privacy or an aspect of identity for greater convenience or improved security. What Robert M. Pallitto asks in Bargaining with the Machine is whether we are truly making such bargains freely—whether, in fact, such a transaction can be conducted freely or advisedly in our ever more technologically sophisticated world. Pallitto uses the social theory of bargaining to look at the daily compromises we make with technology. Specifically, he explores whether resisting these “bargains” is still possible when the technologies in question are backed by persuasive, even coercive, corporate and state power. Who, he asks, is proposing the bargain? What is the balance of bargaining power? What is surrendered and what is gained? And are the perceived and the actual gains and losses the same—that is, what is hidden? At the center of Pallitto’s work is the paradox of bargaining in a world of limited agency. Assurances that we are in control are abundant whether we are consumers, voters, or party to the social contract. But when purchasing goods from a technological behemoth like Amazon, or when choosing a candidate whose image is crafted and shaped by campaign strategists and media outlets, how truly free, let alone informed, are our choices? The tension between claims of agency and awareness of its limits is the site where we experience our social lives—and nowhere is this tension more pronounced than in the surveillance society. This book offers a cogent analysis of how that complex, contested, and even paradoxical experience arises as well as an unusually clear and troubling view of the consequential compromises we may be making.
New technology arguably provided the greatest challenge to industrial relations since the formation of unions. The problems raised led to a whole range of responses - from rejection of the new technology to acceptance fo the change with management and workers making new (and sometimes unheard of) agreements. This book, originally published in 1986 and based on extensive original research, examines the changes in industrial relations which the new technology of the 1980s caused, analysing the implications for the workforce and the reactions of the management and trade unions to the challenges.
Study of collective bargaining adjustments to problems of technological change in the USA - covers provisions of relevant collective agreements in selected industries, and includes wage incentive and profit sharing experience. Bibliography p. 53.
Research paper on collective bargaining issues raised by the application of technological change in the UK - distinguishes five sets of issues, i.e. Unemployment, changes in job content, and deskilling, increased appearance of new occupational health hazards and wages effects; includes case studies of the coal mining and printing industries and banking to illustrate the need for change in traditional management attitudes and trade union attitudes, and gives a checklist for negotiators. Bibliography.
This study analyzed the ways the implementation of instructional technology proscribes higher-education faculty work as coded in faculty collective bargaining agreements (CBAs). This study replicates and extends the work on the production politics of teaching and technology completed by Rhoades (1998). Collective bargaining agreements were collected from the higher education contract analysis system database, state employee relations websites, and union websites. A close reading and content analysis of the CBAs focused on to what extent instructional technology has deskilled or enskilled faculty work and/or extended managerial control over faculty work. This study found instructional technology provisions in faculty CBAs increased from 37% to 96% over last 20 years. The organizational and social context effected the frequency of negotiating instructional technology provisions. Two new categories emerged regarding faculty evaluation and privacy. Finally, the findings reinforce Rhoades' contention that faculty are being marginalized to the periphery of the higher education organization and the traditional faculty duties are being assumed by contingent faculty and non-faculty professionals.