Changing Contours of Work: Jobs and Opportunities in the New Economy, by Stephen Sweet and Peter Meiksins, Thousand Oaks: Pine Forge Press, 2008, 239 pp., ISBN: 978-1-4129-1744-5.

Stephen Sweet and Peter Meiksins have written their book, Changing Contours of Work, with a strong sense of purpose: to mount a relentless case in support of all those members of the workforce who are actually worse off in the new (global) economy rather than sharing in its many potential benefits. Initially it might appear to focus on the needs of those in lower socio-economic groups, but the more pervasive message is that the majority of the workforce have fewer options in their pursuit of reasonable and meaningful work, and therefore, of a balanced and meaningful life. The authors’ intent is to make sense of work opportunities in the “new economy” with the hope of generating dialogue about strategies which would result in more equitable opportunities for all. They raise significant issues which are likely to be overlooked as people strive to respond individually to forces which need to be addressed collectively. They identify issues and causes, they support their case with extensive evidence, but significant change is not anticipated in the short to medium term. Differences between the old and the new economies are addressed with the conclusion that while there might be productivity gains through differences in methods and structures, there have not been equivalent gains in opportunities for the average worker to make choices about work and overall quality of life. If anything, the options are more limited than they were. The “new economy” (or “global” economy) has emerged with significant changes to so many areas of work including information management, production processes, geographically distributed manufacturing, and globally based services such as call centers. Exploitation of the changes to increase profits do not benefit workers, especially those with limited skills or education. Even those with professional qualifications can find themselves having to make “hard” choices between career goals and other personal values. The need for substantial change is established by considering work as a necessary opportunity for people to develop a meaningful and fulfilling life, not to do no more than achieve mere subsistence. Race, gender and ethnicity are factors which still leave some members of society with significantly fewer choices than others. Evidence and arguments are amassed to make the case that shifts in power and control in workplaces have resulted in a greater proportion of workers being vulnerable. Four case studies represent the range of workers and situations where the authors identify a deterioration of opportunities and equitable conditions. Further examples make explicitly clear the frustrating dialectic of productivity improvements (for those in control) resulting in diminishing opportunities and increasing constraints (for those who lack any form of power). Where those in middle class jobs and roles might have thought themselves to be save from threat, the authors point out that the pressure to perform and the lack of certainty about tenure in a job, leave virtually no one unaffected. Little doubt, if any, is left in the reader’s mind that a strong reaction to these conditions is required. The authors are also clear and direct in laying virtually all responsibility for this situation with employers and with government. The primary area of their concern is North America with extensive research data being cited in their various claims that the United States in particular is well behind the reasonable practices and standards of other countries. At times it is implied that changes initiated by employers are even designed to their advantage with concomitant disadvantage to employees. Some positive changes such as flextime and flexplace are attributed to the demands of workers, and even then their resultant disadvantages are noted. It is suggested that six …