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Excerpts from
TALKING ABOUT MACHINES:
An Ethnography of a Modern Job
by
Julian E. Orr
Cornell University Press, 1996
170pp, $13.95, ISBN 0-8014-8390-5 |
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- A Technician's Priorities... (page 76)
- The [Xerox copier repair] technicians should be viewed as an occupational
community (van Maanen and Barley 1984). They are focused on the work, not
the organization, and the only valued status is that of full
member of the community, that is, being considered a competent
technician. In pursuit of this goal, they share information,
assist in each other's diagnoses, and compete in terms of their
relative expertise. Promotion out of the community is thought
not to be worthwhile. The occupational community shares few
cultural values with the corporation; technicians from all over
the country are much more alike than a technician and a
salesperson from the same district.
The technicians, however,
depend on both home and client organizations for their own
identities, one to provide the machines and pay their wages, the
others to provide an arena wherein they may practice. The only
real career option, promotion to management, means leaving the
community, and most technicians would rather remain a
technician-hero than become an organization manager. Then too,
the technicians are in some ways more involved with their
customers than with their own corporation, so even though they
are always working in space that is not theirs, it makes sense to
remain within the triangular relationship of technicians,
machines, and customers.
- The Technician as "Gunslinger"... (page 143)
- [These war stories] are part of the occupational community (van
Maanen and Barley 1984); they have little to do with the
corporation as a whole. In contrast to Joanne Martin's work
(1982) with stories told in support of an organizational ethos,
the organization rarely appears in technicians' stories, but then
the organization is largely irrelevant to the technician's actual
work, which is performed alone or with one or two companions.
This promotes a gunslinger mystique of self-reliance: the lone
technician walks into the customer site to cope with whatever
troubles lie therein ... but with the community available as a
resource. The technicians are both a community and a collection
of individuals, and their stories celebrate their individual
acts, their work, and their individual and collective identities.
- Why Technicians Love Their Work... (page 148)
- The combination of individual, challenging work with a supportive
community may be the key to the attraction this job has for the
technicians. They participate as individuals, and they work
independently. To a great extent they manage their own time and
their own accounts. The work is sporadic and unpredictable and
therefore cannot be scheduled. Each service call is potentially
something new, and initially they deal with it alone. However
they have the resources of the group for support and potentially
the resources of the entire corporation, if needed. In this
arena they can make or lose their reputation, but no single
service call will be decisive. Technicians are quite explicit
about how much they value independence. They also talk about how
much they like the fact that they have to think about their work.
With advantages like these, unhappy customers and erratic
machines are not major drawbacks; they are opportunities to be
heroic and material for better stories.
- The Challenge to Management... (page 151)
- A concept of collective identity that is more closely linked to
modern industrial work is van Maanen and Barley's definition of
occupational community: "Occupational communities represent
bounded work cultures populated by people who share similar
identities and values that transcend specific organizational
settings. Moreover, self-control is a prominent cultural theme in
all occupational communities, although its realization is highly
problematic" (van Maanen and Barley 1984, pp. 314-15).
These authors see control of an occupational community as a clear
challenge to management. The fragmentation of work caused by the
more successful attempts at de-skilling has increased
management's control at the expense of the community. A
different approach for management is to offer career development
which will increase ties to the organization rather than to the
occupational community. This strategy depends on the possibility
of real career movement, and the community may counter it by
devaluing promotions. Occupational communities can be expected
to resist changes in the work process, particularly ones that
increase their ties to the organization or that appear to be
aimed at de-skilling the practitioners.
[Emphasis added]
©D. Verne Morland, 2003.
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