By Katherine V. W. Stone
From Widgits to Digits is ready the altering nature of the employment dating and its implications for exertions and employment legislation. for many of the 20 th century, employers fostered long term employment relationships by utilizing implicit grants of task safeguard, well-defined hierarchical activity ladders, and longevity-based salary and profit schemes. latest employers not price toughness or search to inspire long term attachment among the worker and the enterprise. as a substitute employers search flexibility of their employment relationships. therefore, staff now function as unfastened brokers in a boundaryless office, during which they circulation throughout departmental strains inside businesses, and throughout company borders, all through their operating lives. trendy problem is to discover a way to supply employees with continuity in wages, on-going education possibilities, sustainable and transferable abilities, unambiguous possession in their human capital, moveable merits, and an infrastructure of help constructions to allow them to climate profession transitions.
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From Widgits to Digits is ready the altering nature of the employment dating and its implications for exertions and employment legislation. for many of the 20th century, employers fostered long term employment relationships by utilizing implicit offers of activity protection, well-defined hierarchical task ladders, and longevity-based salary and gain schemes.
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Additional resources for From Widgets to Digits: Employment Regulation for the Changing Workplace
Throughout most of the nineteenth century, the employment relationship was governed by the master-servant law. One aspect of master-servant law was the “entire contract doctrine,” a doctrine that established constructive conditions concerning when payment was due in contracts for services. Under the entire contract doctrine, a worker who quit or was fired before the end of the term of his employment contract forfeited any wages for the time worked. For example, if a worker was hired for a year and left voluntarily after ten months, he would often find himself with no pay for the period he had worked.
14 Principles of Scientific Management was a how-to guide for management to systematically transfer that traditional, accumulated, rule-of-thumb knowledge from the worker to the management. According to Taylor’s disciple, H. K. ”15 Taylor’s system was designed to promote efficiency by restructuring the location of knowledge in the employment relationship. To this end, Taylor and his followers used time and motion studies not only to set rates but also to provide management with knowledge about production processes.
2 The theory of piecework was that workers would drive themselves to work harder in order to maximize their earnings. However, piecework systems usually failed. This was because with piecework, workers could raise their pay by working harder or finding faster ways to do a job. When managers 2 Katherine Van Wezel Stone, The Origins of Job Structures in the Steel Industry, in Labor Market Segmentation 44–45 (D. Gordon, M. Reich, & R. , 1975). J. Stephan Jeans, American Industrial Conditions and Competition 58 (1902).