Suchergebnisse

This study describes an industrial pay system established in the 1930s, which by 1956-the date of the study-had long been made obsolete by subsequent inflation and pay increases. It was, nevertheless, maintained in operation by the use of certain "patching" devices: unnecessary overtime, false returns, and restrictive practices. These were successful because, as analysis of the labor turnover showed, the men were interested only in the amount they earned, and not in their working conditions or in the time taken to earn it. The maintenance of the obsolete pay system by the use of such devices was not in the interests of either the management or the men but, for different reasons, they believed it to be. A common factor behind these beliefs was the failure of the management, the shop stewards, and the older men, at least, to perceive the extent and permanence of the changes which had taken place since the 1930s. This led to a common belief that the changes were merely temporary and that conditions would eventually revert to what they still considered as "normal. " The failure to perceive and accept the needfor change appeared to be related to the age and early experience of the management, the shop stewards, and many of the workers.

The navvies' like interest in, and value of, individual independence affects their social behaviour at work and their social status and relations with society. It would appear that this like interest inhibits not only the growth of common interest groups but even the development of social groups of any kind. Comparisons with other industries provide additional grounds for concluding that the nature of employment determines the pattern of interests and thereby many features of social relations at work and in the community.

In the Civil Engineering industry the attitudes of the navvies have been found to conform to a broad pattern imposed by their like interest in, and value of, individual independence. This interest and value appear to have originated in the circumstances of the industry which enforce on the workers a reaction of individual independence of, and an evasion of relationships with, the employers. The resulting like interest and value become dominant among the interests and values held by the navvies in their industrial situation inhibiting the growth of common interests and of collective action.

Four factors jointly responsible for the printing Chapel's cohesion are examined: conflict with the employer, custom, sanctions and the social structure of the group. Cohesion is maintained by practices and principles that are taught by custom and enforced, when necessary, by social sanctions. However, it was found that in practice the strictness with which these principles and practices are kept depends upon feelings of moral obligation. Such feelings are developed most strongly within primary groups. The Chapel is based upon primary relations of this kind. The feelings of moral obligation found within it are particularly strong because (a) the Chapel is a multi-purpose group, and (b) it is group-centered and not leader-centered.