Presentation on theme: "Durkheimian Industrial Sociology 1. Social solidarity through normative consensus 2. The division of labour as a source of organic solidarity 3. The maintenance."— Presentation transcript:
Durkheimian Industrial Sociology 1. Social solidarity through normative consensus 2. The division of labour as a source of organic solidarity 3. The maintenance of solidarity through ritual expressions of shared identity 4. Workplace game playing/rule breaking/fiddles as (formal) deviance that, nevertheless, creates cross- group solidarity (games as rituals).
Formal Groups Group of workers intentionally created as part of company policy either as a permanent part of the organisational structure (e.g. Quality Circles) or a temporary means of problem solving (e.g. Task teams)
Informal Group Informal Group More or less spontaneous development of a shared identity among a group of workers based on either physical proximity and/or shared interests (work and non-work related). Typically group formation is associated with the development of distinctive norms, values rewards/sanctions, goals. re e.g. Banana Time; making out
Legitimating the fiddle 1. Anonymous or institutional victim 2. Extension of work skills 3. Exchange of goods and favours rather than money 4. Limited by norms = FIDDLING IS UNEXCEPTIONAL
Gift The exchange of gifts is either regarded as a method of creating and reinforcing binding social relationships or as an exhibition of superior wealth Source: Penguin Dictionary of Sociology
Douglas Group –Grid modification of Durkheims Suicide 1 GROUP = Degree of integration among workers GROUP = Degree of integration among workers GRID = Degree of coordination of group into other networks work place groups are: more (hi) or less (lo) internally coordinated; more (hi) or less (lo) interlinked
Douglas Group –Grid modification of Durkheims Suicide 2 Hi Grid: Lo Group Fatalistic. Experience of being subject to uncontrollable external forces e.g. slaves. Lo Grid: Lo Group Egoism Prioritisation of the interests of the individual. Absence of externally set limits on behaviour e.g. Protestants, free-thinkers Hi Grid: Hi Group Altruistic Trivialisation of the significance of personal survival in favour of the interests of the group e.g. soldiers Lo Grid Hi Group Anomic Absence of coherent or applicable or shared norms e.g. migrants, those experiencing sudden wealth, sudden poverty.
Mars typology of workplace theft (taken from Douglas, taken from Durkheim ) 1. DONKEY (fatalistic) Isolated from co-workers: subject to close external control; e.g. cash-out workers. Theft as revenge 2. HAWK (egoistic) Isolated from co-workers: independent of external control e.g. travelling salesmen, direct sales workers. Theft as perk; demonstration of ingenuity and independence 3. VULTURE (anomic) Integrated with co-workers: independent of external/internal control, e.g. restaurant workers. Theft as opportunistic compensation. 4. WOLF (altruistic) Integrated with co-workers: incorporated into internal system of control e.g. dockers, bin-men. Theft as collectively organised expression of power and solidarity. Source: Mars, G. Cheats at Work