What Do Bosses Do?: The Origins and Functions of Hierarchy in Capitalist Production
01 Jul 1974-Review of Radical Political Economics (Sage PublicationsSage CA: Thousand Oaks, CA)-Vol. 6, Iss: 2, pp 60-112
TL;DR: In this article, it is argued that self-expression in work must at best be a luxury reserved for the very few regardless of social and economic organization, and even the satisfactions of society's elite must be perverted by their dependence on their dependence, with rare exception, on the denial of selfexpression to others.
About: This article is published in Review of Radical Political Economics.The article was published on 1974-07-01. It has received 1135 citations till now. The article focuses on the topics: Hierarchy.
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TL;DR: The authors argue that the behavior of wages and returns to schooling indicates that technical change has been skill-biased during the past sixty years and that the recent increase in inequality is most likely due to an acceleration in skill bias.
Abstract: This essay discusses the effect of technical change on wage inequality. I argue that the behavior of wages and returns to schooling indicates that technical change has been skill-biased during the past sixty years. Furthermore, the recent increase in inequality is most likely due to an acceleration in skill bias. In contrast to twentieth century developments, most technical change during the nineteenth century appears to be skill-replacing. I suggest that this is because the increased supply of unskilled workers in the English cities made the introduction of these technologies profitable. On the other hand, the twentieth-century has been characterized by skill-biased technical change because the rapid increase in the supply of skilled workers has induced the development of skill-complementary technologies. The recent acceleration in skill bias is in turn likely to have been a response to the acceleration in the supply of skills during the past several decades.
2,378 citations
Cites background from "What Do Bosses Do?: The Origins and..."
...The experience of the nineteenth and early twentieth centuries led Braverman (1974) and Marglin (1974) to argue that technical change was “deskilling”—a major purpose of technical change was to expand the division of labor and simplify tasks previously performed by artisans by breaking them into…...
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TL;DR: The authors argue that the behavior of wages and returns to schooling indicates that technical change has been skill-biased during the past sixty years and that the recent increase in inequality is most likely due to an acceleration in skill bias.
Abstract: This essay discusses the effect of technical change on wage inequality. I argue that the behavior of wages and returns to schooling indicates that technical change has been skill-biased during the past sixty years. Furthermore, the recent increase in inequality is most likely due to an acceleration in skill bias. In contrast to twentieth-century developments, much of the technical change during the early nineteenth century appears to be skill-replacing. I suggest that this is because the increased supply of unskilled workers in the English cities made the introduction of these technologies profitable. On the other hand, the twentieth century has been characterized by skill-biased technical change because the rapid increase in the supply of skilled workers has induced the development of skillcomplementary technologies. The recent acceleration in skill bias is in turn likely to have been a response to the acceleration in the supply of skills during the past several decades.
1,673 citations
01 Jan 1986
TL;DR: Chua as discussed by the authors discusses the consequences of conducting research within these philosophical traditions via a comparison between accounting research that is conducted on the "same" problem but from two different perspectives, and some of the difficulties associated with these alternative perspectives are briefly dealt with.
Abstract: Mainstream accounting is grounded in a common set of philosophical assumptions about knowledge, the empirical world, and the relationship between theory and practice. This particular world-view, with its emphasis on hypothetico-deductivism and technical control, possesses certain strengths but has restricted the range of problems studied and the use of research methods. By changing this set of assumptions, fundamentally different and potentially rich research insights are obtained. Two alternative world-views and their underlying assumptions are elucidated-the interpretive and the critical. The consequences of conducting research within these philosophical traditions are discussed via a comparison between accounting research that is conducted on the "same" problem but from two different perspectives. In addition, some of the difficulties associated with these alternative perspectives are briefly dealt with. The history of thought and culture is, as Hegel showed with great brilliance, a changing pattern of great liberating ideas which inevitably turn into suffocating straightjackets, and so stimulate their own destruction by new emancipatory, and at the same time, enslaving conceptions. The first step to understanding of men is the bringing to consciousness of the model or models that dominate and penetrate their thought and action. Like all attempts to make men aware of the categories in which they think, it is a difficult and sometimes painful activity, likely to produce deeply disquieting results. The second task is to analyse the model itself, and this commits the analyst to accepting or modifying or rejecting it and in the last case, to providing a more adequate one in its stead. [Berlin, 1962, p. 191 SINCE the late 1970s there have been signs of unease among academics about the state and development of accounting research. In 1977 the American Accounting Association's (AAA) Statement on Accounting Theory and Theory Acceptance concluded that there was no generally accepted theory of external reporting. Instead, there was a proliferation of paradigms that offered only limited guidance to policy makers. In addition, the Committee was pessimistic that a dominant consensus could The author would like to acknowledge the continual support of Tony Lowe and the helpful comments of Ray Chambers, David Cooper, Anthony Hopwood, Richard Laughlin, Ken Peasnell, Tony Tinker, Murray Wells, David Williams, participants at a Sydney University Research Seminar, and the anonymous reviewers of this journal. Wai Fong Chua is a Senior Lecturer at the University of New South Wales, Australia. Manuscript received September 1984. Revisions received August 1985 and February 1986. Accepted March 1986.
1,495 citations
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TL;DR: This paper analyzed the relationship between employee satisfaction and long-run stock returns and found that employee satisfaction is positively correlated with shareholders' returns and need not represent managerial slack, even when independently verified by a highly public survey on large firms.
Abstract: This paper analyzes the relationship between employee satisfaction and long-run stock returns. A value-weighted portfolio of the "100 Best Companies to Work For in America" earned an annual four-factor alpha of 3.5% from 1984-2009, and 2.1% above industry benchmarks. The results are robust to controls for firm characteristics, different weighting methodologies and the removal of outliers. The Best Companies also exhibited significantly more positive earnings surprises and announcement returns. These findings have three main implications. First, consistent with human capital-centered theories of the firm, employee satisfaction is positively correlated with shareholder returns and need not represent managerial slack. Second, the stock market does not fully value intangibles, even when independently verified by a highly public survey on large firms. Third, certain socially responsible investing ("SRI") screens may improve investment returns.
1,256 citations
TL;DR: In this article, Fombrun et al. classified the diverse schools of organizational thought according to micro and macro levels of organizational analysis and deterministic versus voluntaristic assumptions of human nature to yield four basic perspectives: systemstructural, strategic choice, natural selection, and collective action views of organizations.
Abstract: We appreciate the helpful suggestions on earlier drafts of this paper from Charles Fombrun, John Bryson, William Gomberg, and anonymousASQ reviewers. We also appreciate the support of the Center forthe Study of Organizational Innovation at the University of Pennsylvania and the Charles F. Kettering Foundation for release time to prepare this paper. The diverse schools of organizational thought are classified according to micro and macro levels of organizational analysis and deterministic versus voluntaristic assumptions of human nature to yield four basic perspectives: systemstructural, strategic choice, natural selection, and collective-action views of organizations. These four views represent qualitatively different concepts of organizational structure, behavior, change, and managerial roles. Six theoretical debates are then identified by systematically juxtaposing the four views against each other, and a partial reconciliation is achieved by bringing opposing viewpoints into dialectical relief. The six debates, which tend to be addressed singly and in isolation from each other in the literature, arethen integrated ata metatheoretical level. The framework presented thus attempts to overcome the problems associated with excessive theoretical compartmentalization by focusing on the interplay between divergent theoretical perspectives, but it also attempts to preserve the authenticity of distinctive viewpoints, thereby retaining the advantages associated with theoretical pluralism.*
1,243 citations