Around the world in Britain, the United States, Asia and the Middle East, there are people with power who are cashing in on chaos; exploiting bloodshed and catastrophe to brutally remake our world in their image. They are the shock doctors. Exposing these global profiteers, Naomi Klein discovered information and connections that shocked even her about how comprehensively the shock doctors' beliefs now dominate our world - and how this domination has been achieved. Raking in billions out of the tsunami, plundering Russia, exploiting Iraq - this is the chilling tale of how a few are making a killing while more are getting killed. "Packed with thinking dynamite...a book to be read everywhere." (John Berger). "If you only read one non-fiction book this year, make it this one." (Metro Books of the Year). "There are a few books that really help us understand the present. The Shock Doctrine is one of those books." (John Gray, Guardian). "A brilliant book written with a perfectly distilled anger, channelled through hard fact. She has indeed surpassed No Logo." (Independent).

The Shock Doctrine: The Rise of Disaster Capitalism

This is a study in industrial sociology; it a partial report, to be followed by another, of an investigation of singel factory seen in the light of Max Weber's theory of bureacracy.

Patterns of Industrial Bureaucracy.

A model is presented that summarizes existing knowledge concerning job insecurity, points at its deficiencies, and identifies further research needed to understand the nature, causes, and consequences of this increasingly important phenomenon. Such knowledge is crucial because job insecurity is a key element in a positive feedback loop that accelerates organizational decline.

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Job Insecurity: Toward Conceptual Clarity

The Community Question has set the agenda for much or much of sociology. It is the question of how large-scale social systemic divisions of labor affect the organization and content of primary ties. Network analysis is proposed as a useful approach to the Community Question, because, by focusing on linkages, it avoids the a priori confinement of analysis to solidary groupings and territorial units. Three contentions about the Question are evaluated: arguments that Community is Lost, Saved or Liberted. Data are presented about the structure and use of the "intimate" networks of 845 adult residents of East York, Toronto. Intimate networks are found to be prevalent, composed of both kin and nonkin, nonlocal, asymmetric, and of sparse density. Help in dealing with both emergencies and everyday matters is available from almost all intimate networks, but from only a minority of intimate ties. The data provide broad support for the Liberated argument, in conjunction with some portions of the Saved argument.

The Community Question: The Intimate Networks of East Yorkers

Employment precariousness is a social determinant that affects the health of workers, families, and communities. Its recent popularity has been spearheaded by three main developments: the surge in “flexible employment” and its associated erosion of workers' employment and working conditions since the mid-1970s; the growing interest in social determinants of health, including employment conditions; and the availability of new data and information systems. This article identifies the historical, economic, and political factors that link precarious employment to health and health equity; reviews concepts, models, instruments, and findings on precarious employment and health inequalities; summarizes the strengths and weaknesses of this literature; and highlights substantive and methodological challenges that need to be addressed. We identify two crucial future aims: to provide a compelling research program that expands our understanding of employment precariousness and to develop and evaluate policy programs ...

https://www.annualreviews.org/doi/pdf/10.1146/annurev-publhealth-032013-182500

Precarious Employment: Understanding an Emerging Social Determinant of Health

https://link.springer.com/content/pdf/10.1057/jors.1974.122.pdf

Working for Ford

This paper explores changes in employment policies and practices that are typically associated with the classical `model' of the internal labour market. Drawing on documentary information and inter...

Organisations and the Transformation of the Internal Labour Market

This article explores the erosion of the standard working-time model associated with the UK's voluntarist system of industrial relations, and argues that its renegotiation is likely to be a critical factor in shaping the employment relationship of the future. As numerous studies over the last two decades have revealed, organizations have increasingly seen 'time' as a variable that can be manipulated to increase productivity or expand service provision, through making workers work harder, longer or according to management demands. These studies have also drawn our attention to the wider consequences of the increasing demands that organiza- tions place on their employees in the name of 'flexibility', impacting both on what workers do while at work and how they organize and plan the other aspects of their lives. This article brings together two literatures, one on time and the other on industrial relations, and suggests that new working-time arrangements are changing the wage-effort bargain and blurring the previously clearly demarcated boundary between work and non-work time. Drawing on qualitative fieldwork in six large UK-based organizations, we argue that there is evidence of a move towards a new 'temporality' based on an employer-led model of working time, which differs significantly from both the traditional UK system of working-time regulation and that found in Continental Europe. KEY WORDSemployment relationshipintensification of worknon-working timeorganiza- tional changeworking time

/pdf/working-time-industrial-relations-and-the-employment-4xq2eg3iwq.pdf

Working Time, Industrial Relations and the Employment Relationship

Temporary jobs account for an increasing proportion of new engagements in the UK labour market, with temporary work agencies or 'labour market intermediaries' occupying a central role in the regulation of entry into some organisations. Such evolving arrangements have been found to have their contradictions, even for the host organisation. This article explores the internal and external pressures to use a temporary work agency as a means of recruiting labour at host organisations. It considers some of the HRM issues that stem from the use of such workers, including the tendency to devolve HRM to the managers of such agencies operating within the host organisation. Central to this article is a consideration of the potential sustainability of organisations' use of temporary agency workers, engaging with this concern from the perspective of organisational cost-effectiveness.

Huw Beynon

Papers

Working for Ford

Organisations and the Transformation of the Internal Labour Market

Working Time, Industrial Relations and the Employment Relationship

Dilemmas in the management of temporary work agency staff

Living with capitalism: Class relations and the modern factory