000			02908cam a2200313 i 4500
999			_c2076 _d2076
003			OSt
005			20250106114130.0
008			130509s2014 maua b 001 0 eng
020			_a9780674725447 (hardcover)
040			_aDLC _beng _cDLC _erda _dDLC
043			_an-us---
100	1		_aWeil, David, _97361
245	1	4	_aThe Fissured Workplace: Why Work Became so Bad for so Many and What Can be Done to Improve it
264		1	_aCambridge, Massachusetts : _bHarvard University Press, _c2014.
300			_aviii, 410 pages : _billustrations ; _c25 cm
336			_atext _2rdacontent
337			_aunmediated _2rdamedia
338			_avolume _2rdacarrier
504			_aIncludes bibliographical references (pages 375-395) and index.
520			_aFor much of the twentieth century, large companies employing many workers formed the bedrock of the U.S. economy. Today, on the list of big business’s priorities, sustaining the employer-worker relationship ranks far below building a devoted customer base and delivering value to investors. As David Weil’s groundbreaking analysis shows, large corporations have shed their role as direct employers of the people responsible for their products, in favor of outsourcing work to small companies that compete fiercely with one another. The result has been declining wages, eroding benefits, inadequate health and safety conditions, and ever-widening income inequality. From the perspectives of CEOs and investors, fissuring—splitting off functions that were once managed internally—has been a phenomenally successful business strategy, allowing companies to become more streamlined and drive down costs. Despite giving up direct control to subcontractors, vendors, and franchises, these large companies have figured out how to maintain quality standards and protect the reputation of the brand. They produce brand-name products and services without the cost of maintaining an expensive workforce. But from the perspective of workers, this lucrative strategy has meant stagnation in wages and benefits and a lower standard of living—if they are fortunate enough to have a job at all. Weil proposes ways to modernize regulatory policies and laws, so that employers can meet their obligations to workers while allowing companies to keep the beneficial aspects of this innovative business strategy. (website)
650		0	_aLabor _zUnited States. _97362
650		0	_aIndustrial relations _zUnited States. _97363
650		0	_aManpower planning _zUnited States. _97364
650		0	_aQuality of work life _zUnited States. _97365
856			_3The Fissure Workplace (book home page) _uhttps://www.fissuredworkplace.net/
906			_a7 _bcbc _corignew _d1 _eecip _f20 _gy-gencatlg
942			_2JEL _cBO