The discomforting rise of ' public geographies': a 'public' conversation.

In this innovative and provocative intervention, the authors explore the burgeoning ‘public turn’ visible across the social sciences to espouse the need to radically challenge and reshape dominant and orthodox visions of ‘the academy’, academic life, and the role and purpose of the academic

Urban informality and confinement: toward a relational framework

In the 21st century, a growing number of people live ‘informal’ lives within fissures between legality and informality. Concomitantly, power relations are increasingly expressed through devices of confinement. While urban informality and confinement are on the rise often occurring simultaneously, scholars have so far studied them separately. By contrast, this article proposes a new framework for analysing urban informality and confinement relationally. It generates new insights into the role of informality in the (re)production of confinement and, vice versa, the role of confinement in shaping informal practices. While these insights are valuable for urban studies in general, the article charts new lines of research on urban marginality. It also discusses how the six articles included in this special issue signal the heuristic potential of this relational framework by empirically examining distinct urban configurations of ‘confined informalities’ and ‘informal confinements’ across the Global North and the Global South

Privatization and State Capacity in Postcommunist Society

Economists have used cross-national regression analysis to argue that postcommunist economic failure is the result of inadequate adherence liberal economic policies. Sociologists have relied on case study data to show that postcommunist economic failure is the outcome of too close adherence to liberal policy recommendations, which has led to an erosion of state effectiveness, and thus produced poor economic performance. The present paper advances a version of this statist theory based on a quantitative analysis of mass privatization programs in the postcommunist world. We argue that rapid large-scale privatization creates severe supply and demand shocks for enterprises, thereby inducing firm failure. The resulting erosion of tax revenues leads to a fiscal crisis for the state, and severely weakens its capacity and bureaucratic character. This, in turn, reacts back on the enterprise sector, as the state can no longer support the institutions necessary for the effective functioning of a modern economy, thus resulting in deindustrialization. Using cross-national regression techniques we find that the implementation of mass privatization programs negatively impacts measures of economic growth, state capacity and the security of property rights.http://deepblue.lib.umich.edu/bitstream/2027.42/40192/3/wp806.pd

'White knuckle care work' : violence, gender and new public management in the voluntary sector

Drawing on comparative data from Canada and Scotland, this article explores reasons why violence is tolerated in non-profit care settings. This article will provide insights into how workers' orientations to work, the desire to care and the intrinsic rewards from working in a non-profit context interact with the organization of work and managerially constructed workplace norms and cultures (Burawoy, 1979) to offset the tensions in an environment characterized by scarce resources and poor working conditions. This article will also outline how the same environment of scarce resources causes strains in management's efforts to establish such cultures. Working with highly excluded service users with problems that do not respond to easy interventions, workers find themselves working at the edge of their endurance, hanging on by their fingernails, and beginning to participate in various forms of resistance; suggesting that even among the most highly committed, 'white knuckle care' may be unsustainable

Preparing to work: dramaturgy, cynicism and normative ‘remote’ control in the socialization of graduate recruits in management consulting

online) This paper examines the socialization of graduate recruits into a knowledge intensive labour process and organizational culture. Theoretically the paper draws upon the idea of ‘preparing for work’ to position this early socialization as a crucial moment in the production of subjectivities suited (and booted) for the labour process of management consulting. Empirically the paper reports on a two-day induction session for new graduate recruits joining a global management consultancy and their responses to this training. Particular attention is given to the use of role-play and a dramaturgical workshop used in part of the training process. The paper argues that the utilization of dramaturgy in training is consistent with the overall approach to control developed in the firm in response to the fact that the labour process of consulting is often conducted on client sites, away from any direct supervisory gaze. As such, the consultants were subjected to a form of cultural control that was designed to function independently of direct supervision. This control did not operate directly upon the new employees professed values, however, but at one step removed so that a ‘cynical distance’ from the content of the organization’s culture was accepted so long as a professional ‘ethic of behaviour’ was established. By focusing on an ‘ethic of behaviour’ these young professionals were encouraged to internalize a self-control akin to that of an actor, rather than internalizing the corporate values entirely

Teams between Neo-Taylorism and Anti-Taylorism

The concept of teamworking is the product of two distinct developments. One: a neo- Tayloristic form of organization of work, of which Toyota has shown that it can be very profitable, was packaged and reframed to make it acceptable to the Western public. Two: anti-Tayloristic ways of organizing work, inspired by ideals of organizational democracy, were relabeled to make these acceptable to profit-oriented managers. Drawing on empirical research in Scandinavia, Germany, The Netherlands and the UK, as well as on published case studies of Japanese companies, the paper develops a neo-Tayloristic and an anti-Tayloristic model of teamworking. Key concerns in the teamworking literature are intensification of work and the use of shop floor autonomy as a cosmetic or manipulative device. Indeed, all the features of neo-Tayloristic teamworking are geared towards the intensification of work. However, one of the intensification mechanisms, the removal of Tayloristic rigidities in the division of labor, applies to anti-Tayloristic teamworking as well. This poses a dilemma for employee representatives. In terms of autonomy, on the other hand, the difference between neo-Tayloristic and anti-Tayloristic teamworking is real. In anti-Tayloristic teamworking, there is no supervisor inside the team. The function of spokesperson rotates. All team members can participate in decision-making. Standardization is not relentlessly pursued; management accepts some measure of worker control. There is a tendency to alleviate technical discipline, e.g. to find alternatives for the assembly line. Buffers are used. Remuneration is based on proven skill level; there are no group bonuses. In contrast, in neo-Tayloristic teamworking, a permanent supervisor is present in the team as team leader. At most, only the team leader can participate in decision-making. Standardization is relentlessly pursued. Management prerogatives are nearly unlimited. Job designers treat technical discipline, e.g. short-cycled work on the assembly line, as unproblematic. There are no buffers. A substantial part of wages consists of individual bonuses based on assessments by supervisors on how deeply workers cooperate in the system. Group bonuses are also given. The instability and vulnerability of anti-Tayloristic teamworking imply that it can only develop and flourish when managers and employee representatives put determined effort into it. The opportunity structure for this contains both economic and political elements. In mass production, the economic success of Toyota, through skillful mediation by management gurus, makes the opportunity structure for anti-Tayloristic teamworking relatively unfavorable

Communicative practices and contexts of interaction in the refugee status determination process in France

This chapter draws on material from an anthropological study of the asylum process in France, conducted between 2007 and 2009, to explore the following questions: What can ethnographic research contribute to knowledge and understanding of the kinds of communication that take place at successive stages of the refugee status determination process in France? What light can it throw, more specifically, on the relationship between forms of communicative practice and the different contexts or spaces in which interaction between those involved occurs? Finally, what are some of the difficulties associated with adopting an ethnographic approach to investigate asylum processes and how can researchers attempt to address these

The employee as 'Dish of the Day’:human resource management and the ethics of consumption

This article examines the ethical implications of the growing integration of consumption into the heart of the employment relationship. Human resource management (HRM) practices increasingly draw upon the values and practices of consumption, constructing employees as the ‘consumers’ of ‘cafeteria-style’ benefits and development opportunities. However, at the same time employees are expected to market themselves as items to be consumed on a corporate menu. In relation to this simultaneous position of consumer/consumed, the employee is expected to actively engage in the commodification of themselves, performing an appropriate organizational identity as a necessary part of being a successful employee. This article argues that the relationship between HRM and the simultaneously consuming/consumed employee affects the conditions of possibility for ethical relations within organizational life. It is argued that the underlying ‘ethos’ for the integration of consumption values into HRM practices encourages a self-reflecting, self-absorbed subject, drawing upon a narrow view of individualised autonomy and choice. Referring to Levinas’ perspective that the primary ethical relation is that of responsibility and openness to the Other, it is concluded that these HRM practices affect the possibility for ethical being

Compulsory reduced working time in Belarus: Incidence, operation and consequences

This article examines compulsory reduced working time (CRWT) in five Belarusian factories, to assess its impact on employment relationships and evaluate arguments about ‘Soviet legacies’ and labour ‘patience’. Local use of CRWT increased between 2001 and 2012, and took a form more inimical to worker interests, thereby differing from official macro statistics. Managers expressed discontent at being pushed by state policy to use CRWT, but used it as a disciplinary tool. Workers perceived worsening work relationships and threats of collective response were in evidence. Arguments about ‘Soviet legacies’ and labour’s ‘patience’ therefore currently appear inappropriate