This review was originally published in SAFETY AT WORK BULLETIN Issue 58, January 23 2006.
Reviewed by Kevin Jones
This is certainly not a book about occupational health and safety but there is an acknowledgement from industry, academics and government that OHS is affected by and must be considered in workplace relations. Recent debate on workplace relations reforms focussed on wages, leave entitlements, hours of work and unfair dismissals. OHS professionals realise that workplace stress is very close to being the most significant and costly workplace hazard of this century, and that major contributors to stress are excessive hours, poor communication, a lack of respect, unreasonable performance targets and contracts.
It is in this context that I approached BRAVE NEW WORKPLACE and there is much to be found in the book. For OHS people the most useful and pertinent information is in the first couple of chapters where there is a comprehensive discussion on individualism and collectivism. This is important as a major element of OHS has been the enforcement and monitoring role of the trade union movement. Addressing this role in the more abstract terms of individualism and collectivism, allows us to see the motivations for change without the organisation and political baggage from employee representatives. It also acknowledges that the brave new workplace will be dominated by individual workers and a shadowy corporate structure and behaviour.
The importance of workplace safety and the legislative requirements for compliance will rarely be disputed but OHS relies on shopfloor enforcement by the individual or by a representative. With the decline of union representation and the (necessary) focus of the individual on contracts and wages, the understanding and prominence of OHS will decline also unless the individual worker takes on the enforcement role themselves.
OHS legislation has an obligation for individuals to not put themselves and others at risk through their work practices. Previously this legislative section has been used in relation to bullying but watch this space. How will individual workers assess risks when there is an increased pressure from the new contract of employment? I suspect that personal safety will be risked more than in the past. Peetz writes that
“Collectivism requires that, for at least a period, individual self-interest gives way to the common good. Individualism, by contrast, refers to the extent to which interests, orientations and behaviours are based on predominantly individual rather than predominantly group reference points.” (p.7)
Students of corporate studies will also find this book useful as a very current reference to the roles of corporations and the cultural decisions that corporate managers make. Some of the discussion will sound familiar from some of the other recent analyses of corporate behaviour but this useful Australian perspective pulls together our corporate activities, our trade union role and our government’s agenda.
David Peetz’s book is going to be an excellent tool for all businesses and workers. The workplace relations changes are going to affect all aspects of our lives and how we do business. Workplace safety will be affected also and for us to organise strategies to cope we need to have a basic understanding of the changed rules and norms that generate the effect.
Before purchasing this book though there is one important point that must be understood. The book is not about the WorkChoices legislation. It is about the work and societal effects of that legislation and how that “revolution” has been an evolution over the last 15 to 20 years. If you want to know about the legislation look elsewhere.
There is a risk in books written by academics for the text to become unfathomable as the writer targets the book to peers. David Peetz has managed to provide a book that is accessible to anyone and occasionally he hits a note that makes you sit up and re-read.
“It all makes sense. Individual contracts are an alternative means of employment regulation to collective bargaining and indeed are antithetical to collective bargaining. Collective bargaining is the mechanism by which unions achieve most of the gains for their members, particularly since the shift away from arbitration, and is the mechanism by which unions demonstrate the power of their members. Collective bargaining is strengthened when union density is high, but without collective bargaining, unions are ineffective in achieving gains for their members. A central element of shifting employees to individual contracts is to weaken unions. Without the right to collectively bargain, there is limited incentive on the part of employees to remain in a union while there is direct or subtle pressure from the corporation to leave. Shifts from collective bargaining to individual contracts, then, will inevitably mean employees will leave a union. That is their underlying purpose, even if it is not always their explicit aim. The individualisation of the employment relationship is fundamentally about restricting freedom of association and the right to collectively bargain. It also frequently involves discrimination in employment.” (p. 155-6)
The loss of union representation in a range of industries has had a far greater impact on our lives than the unions forecast. The loss of a common good is even more regrettable. Workers will suffer unless they understand their rights and take action. In the final chapter, David Peetz tries to provide us with a way forward. He talks about the World Trade Organisation, the International Labour Organisation and corporate conduct but ultimately, he comes up with nothing new. This is because we know what is needed but there is currently insufficient motivation for people to act. Perhaps this government’s WorkChoices legislation is just the spark that is needed.
BRAVE NEW WORKPLACE – How Individual Contracts Are Changing Our Jobs by David Peetz, 2006, Allen & Unwin, ISBN 1741148650, Pp 272, RRP $29.95, (Australian)
A review copy of the book was provided to Safety At Work
