Is Cruelty to Workers Behind Workplace Violence?

Another workplace shooting took place in Fresno on November 5th at a chicken processing plant. Three workers were killed and two were injured by a fellow employee with a handgun. According to filmmaker Emil Chiaberi, this pattern of workplace violence has roots in the way employees are treated in this country.

Chiaberi's 2010 film, “Murder by Proxy: How America went Postal,” sheds both light and heat on the phenomena of workplace murders. Beginning with the Royal Oak Post Office massacre of 1991, which caused the expression “going postal” to become a part of American slang, through other workplace attacks, Chiaberi chronicles a history of employee abuse that drives some beyond the limits of sanity to commit appalling and desperate acts.

There is no excuse for these crimes and Chiaberi does not try to present one. But there are reasons and, through interviews, he explains the history of cruelty to workers that is characteristic of the US Postal Service as well as many other working-class jobs.

Since the mid-eighties no workplace protections have been instituted for workers. The climate we now inhabit is overtly hostile to those that make the machine of service or manufacturing run. The post office is a hotbed of extreme stress and discontent for many reasons. Workers are required to keep up with sorting machines, the pace of which are inhuman. Those who deliver mail have speed and safety issues combined. The job requires little skill or training but has good benefits and pays well. In other words, there’s more where you came from is a prevailing mantra.

Workplace scapegoating seems to be a particularly prevalent problem in the postal service and other low-skill level jobs. This is not explained in the film, I assume, because it is not completely understood. But scapegoating, when it works, tends to do two things. One, frighten other workers because the same thing could happen to them. And two, unify folks against a common enemy, the workplace scapegoat.

But many of the workers interviewed see through this ruse and understand the common enemy is their systematic and continual dehumanization. One shooter skipped shooting a boss who simply asked him how his recent eye surgery went.

The fact that workers are people has escaped those who advocate for the business owners and managers. With anti-union politicians like Wisconsin’s governor Scott Walker leading the charge, worker protection is rapidly becoming a thing of the past. Films like “Murder by Proxy,” may not change that but at least they can serve as a warning of what may be in store for our increasingly income-skewed society where production and service workers are belittled and their fundamental humanity ignored.

Do Managers Merit Admiration?

"Look at me, you fools!"

As I settle into a retired, more gratifying lifestyle, I am in a perpetual state of disbelief. I've never been in a situation where I am not working and not looking for a job. The fact that I never have to return to my workplace of nearly eighteen years seems totally unbelievable.

In my last year at work, the environment deteriorated completely. The element of forced scheduling and overwork certainly  were contributing factors but these alone do not explain how the relationships between my own immediate superiors and myself eroded so rapidly and thoroughly.

I have come to realize that when the iron fists emerges from the velvet glove all the veneer of civility falls away. As a worker, I lost my subtlety as well. No longer could I go through the motions of a devoted employee when we were under such blatant attack. The glue that held the precarious employer/employee relationship together in the past was gone. A huge component of that glue consists of the qualities of admiration and emulation which management types rely onto do their dirty work. No matter how bitter the pills are, that underlings are expected to swallow, many swallow them readily because, someday they would like to be the ones distributing them. When it is clear that a worker holds no desire to climb that ladder they are on, management has no more carrot. They are left only with the stick.

 I admire and wish to emulate many people. Among them are writers, artists, musicians and political activists. I admire all kinds of scientists, doctors, professors and intellectuals putting forth interesting hypotheses and theories. You know, people who actually accomplish something. They do not have to achieve mainstream "success" to earn my admiration, only to be engaged in worthwhile pursuits.

I have zero admiration for people whose main goal is to get others to perform tasks for them. Managers are no more than puppeteers who reap the rewards of manipulation and deception while profiting off the labor of others, an inherently repellent idea whose time has come and gone.

Dehumanization in the Capitalist Workplace

Along with the relatively recent rebirth of a movement against economic injustice has come not only questioning not only of the great wealth divide but also the structure of the capitalist workplace itself. As jobs disappear many are re-examining the hierarchy of the American labor force and formulating ways to make it more just and humane.

Marxist economist Richard Wolff points out that financial transactions don’t work within the family unit because they promote greed and discord, so why would anyone expect these same skewed priorities to function any differently in the workplace?

Capitalism requires all workplace interactions at work to have, at their foundation, the profit motive that requires the maximum accumulation of capital is the goal of any endeavor. In a service industry such as a hospital, library or school, this goal translates to servicing the greatest number of people with the lowest amount of expenditure. This is effected by a work speed up requiring more desk hours, patients and ever-increasing class sizes. In order to enforce this speed-up, the pressure is applied to middle management.

This group consists of folks who are offered extra goodies in exchange for extracting the maximum amount of monetary value from the effort of each worker, like squeezing as much juice as possible from an orange. There are always people willing to control others in return for their own personal comfort but no matter how you slice it, this process is inherently unpleasant. 

In the workplace it is commonly accomplished in one of two ways: manipulation or intimidation. Most often, it winds up being a combination of both. Manipulation includes not only the concept of worker discipline, but the more pleasant aspects of a worker/manager relationship as well. For example, praise for work is included here. While, in some cases, this may be genuine, it also serves the function of motivating the worker to continue to work hard. Intimidation is the method that is more fundamental to the manager/worker relationship. Every interaction at work harbors veiled threats to the survival of the worker because, at any moment, his position could be terminated. In the private sector, where the“employment at will” doctrine prevails, job insecurity creates perpetual stress. It is only with the advent of union protection that working people were granted a bit of relief from this sword of Damocles. 

In an inauthentic, contrived, highly-pressurized environment like the capitalist workplace, collateral damage is everywhere. In public sector work, managers are trained to distance themselves from treating and even perceiving their subordinates as human beings. Training workshops are instituted to instruct them not to engage their underlings in genuine conversations about the actual concerns in their lives. Any opening that might let friendship in must be slammed shut. This would interfere with the credo of putting production first and foremost. A philosophy where suppressing anything close to emotional intimacy is an absolute necessity.

For starters, we can begin rethinking and reworking ideas that have ceased to function properly and replace them with a more beneficial and productive vision. We all deserve something better. How can we create a cooperative workplace? Is there a way to pay people for creative contributions to society, not just wage slavery? A cooperative model would be a good starting point. Those who have a say in their lives at work will be more likely to pull together for a common goal. In a world where everyone can earn compensation for some kind of contribution, there would be no need for every exchange to be predatory or adversarial.

Alliances are stronger than hierarchies. Subordination only breeds varying degrees of resentment.. We are all tired of the tired old degrading capitalist model that is now longer functioning. Instead of begging for a piece of the pie, now is the time to throw out the moldy mess and begin to bake something entirely new.

Management Manipulation of an Economic Crisis

Richard Wolff

One of my favorite economists, the open and unabashedly Marxist Richard Wolff, states the following about a concept very foreign to American workers, democracy in the workplace. He begins by commenting that for a democracy-loving people, Americans sure do make a glaring exception for the world of work:

"If democracy belongs anywhere, it belongs in the workplace. Yet we accept, as if it were a given, that once we cross the threshold of our store, factory, or office, we give up all democratic rights. If this agreement at least delivered a rising standard of living, it might make sense that people would accept it. But now we have an economic system that imposes an undemocratic workplace and doesn’t deliver a decent economy in exchange."

Wolff finds it both stunning and amazing that a freedom-loving, group of people who extol the virtues of individual initiative should find an authoritarian-style work environment inevitable.He finds the uncritical acceptance of status hierarchy not only oppressive to workers but counter to productivity as well. 

Of course, the fact that co-operative style workplaces where everyone has a voice and an interest in the organization's success operate more efficiently and humanely is a no-brainer. Even when the product is public service at, for example, a large urban library, a democratic workplace could improve both morale and efficiency, making the institution more relevant and meaningful to all who are involved in its operation.

The current concept of increasing productivity involves a certain type of management that plays down any human commonality between those on the serving end of instruction and those receiving it. This strategy is basically just the sugar-coating of a management manifesto of manipulation. The workshop tips that proliferate in the civil service workplace are indicative of the contempt in which employees are held.  

What exactly are these apprentice managers, some of whom make only about $5,000 a year more than their charges, learning? Shocking, anti-human things like how to avoiding exchanging personal information or having any kind of a genuine relationship with inferiors. They are boning up on ways to ward off and field questions from underlings in order to avoid any degree understanding or emotional intimacy. They are provided a treasure trove of stock phrases to parrot back regarding sick pay, vacation pay or any kind of personal leave. In short, the foundation of this "management training" consists of indoctrination in the "skills" of remaining aloof and barking out directives at people who are assumed to be lazy, devious, potential scammers.

I have worked at my library workplace for seventeen years and have, of late, witnessed its deterioration into a sweat shop. It started when the San Francisco City Librarian gave birth to the idea to keep on only a skeletal staff. This wasn't done by layoffs but simply by no replacement workers being hired after folks move on or retire. This natural attrition has left a skeletal staff in the place where a full staff used to be. A micro-staff that is expected to work just as hard as the full staff used to. Why not five hours a day on the public desk instead of three? Why not have everyone work some evenings and weekend days? Why not have one person order books in three subject areas instead of just one?

This kind of "experiment" is taking place right now in workplaces across the country: speeding up production as salaries drop due to furlough days, fewer sick and vacation days, increased employee contributions to health and pension benefits or the elimination of these benefits altogether.

Yes, if nothing changes the workplace for the "lucky" few employed workers of the future will be upper management's wet dream and the working stiff's nightmare. The way they put it on 60 Minutes was that it's a "buyer's market" for employers. But all it really means is the value of labor has become dirt cheap and those who perform it, totally expendable.

The War on Workers Intensifies

As Republican reactionaries wage their battle against the most fundamental of women's rights and Rush Limbaugh flaunts his pathetic ignorance, the war against workers, unions and the most basic of protections such as job security, paid sick time and health benefits continues at every level.

Teachers are the latest public enemy and the drive in New York to evaluate them publicly based on the test scores of their students is gaining momentum. At long last teachers are speaking out and being published in the mainstream media. "Confessions of a 'Bad' Teacher," appeared in the New York Times and "What Value is Added by Publicly Shaming Teachers?" appeared on the Huffington Post.

My own workplace, a large library system in that city by the bay, has joined the trend, shamelessly hammering the relatively few employees who are still working there. Everyone who could retire, has done so and I must add that I am hoping to join them shortly. In the meantime, and it is mean time in every sense of the word, threatening and provocative emails arrive in our inboxes almost weekly, warning us of how we will lose our employment if we conduct any sort of political activity, even on our own time, from work computers.

Oh, did I forget to add that we are in contract negotiations?

The latest threat letter was specifically geared to employees on part-time requisitions (of which I am one) who are seeking extra hours through a substitute-finding database linked to all the Library Branches. I'm not going to bore you to death with direct quotes from this unsavory document but I can sum it up like this: Employees are not permitted to search for extra hours on work time, even during their own breaks. And employees who use any combination of sick leave on their regular work hours when they are scheduled to sub in a given week, will be penalized by not being allowed to use the sub service for time periods ranging from 1 month up to six months.

I am aware that some people, to get more work hours, sometimes schedule themselves for seven days a week of work, followed by another seven. So you can see why someone who is working this way may need to use some sick time to keep going. Oh, did I tell you how much work we have because we are so understaffed? Or how stressed out and crazy members of the public have gotten since the economy went into the toilet.

Well if I didn't, just use your imagination!

(Disclaimer: This entry was written on my own time, at home from my personal computer)