Brave New (Jobs) World

“The American work environment is rapidly changing.
For better or worse, the days of the conventional full-time job
may be numbered.”

The above quote is from a December 5, 2016 Quartz article that reported the findings of economists Lawrence Katz (Harvard) and Alan Krueger (Princeton, former chairman of the White House Council of Economic Advisers) that 94% of all US jobs created between 2005 to 2015 were temporary, “alternative work” — with the biggest increases coming from freelancers, independent contractors, and contract employees (who work at a business but are paid by an outside firm).

These findings are consistent with what we looked at last time:  how neoliberal economics has eroded institutional support for the conventional notion of working for a living, resulting in a more individuated approach to the job market. Aeon Magazine recently offered an essay on this topic:  The Quitting Economy:  When employees are treated as short-term assets, they reinvent themselves as marketable goods, always ready to quit. Here are some samples:

“In the early 1990s, career advice in the United States changed. A new social philosophy, neoliberalism, was transforming society, including the nature of employment, and career counsellors and business writers had to respond. (Emphasis added.)

“US economic intellectuals raced to implement the ultra-individualist ideals of Friedrich Hayek, Milton Friedman and other members of the Mont Pelerin Society…In doing so… they developed a metaphor – that every person should think of herself as a business, the CEO of Me, Inc. The metaphor took off, and has had profound implications for how workplaces are run, how people understand their jobs, and how they plan careers, which increasingly revolve around quitting.

“The CEO of Me, Inc. is a job-quitter for a good reason – the business world has come to agree with Hayek that market value is the best measure of value. As a consequence, a career means a string of jobs at different companies. So workers respond in kind, thinking about how to shape their career in a world where you can expect so little from employers. In a society where market rules rule, the only way for an employee to know her value is to look for another job and, if she finds one, usually to quit.”

I.e., tooting your own résumé horn is no longer not so much about who you worked for, but what you did while you were there. And once you’re finished, don’t get comfortable, get moving. (This recent Time/Money article offers help for creating your new mobility résumé.)

A couple years ago I blogged here about a new form of law firm entirely staffed by contract attorneys. A quick Google search revealed that the trend toward lawyer “alternative” staffing has been gaining momentum. For example:

This May 26, 2017 Above the Law article reported a robust market for more conventional associate openings and lateral partner hires, but included this caveat:

“The one trend that we see continue to stick is the importance of the personal brand over the law firm brand, and that means that every attorney should really focus on how they differentiate themselves from the pack, regardless of where they hang their shingle.”

Upwork offers “Freelance Lawyer Jobs.” “Looking to hire faster and more affordably?” their website asks. “ Tackle your next Contract Law project with Upwork – the top freelancing website.”

Flexwork offers “Flexible & Telecommuting Attorney Jobs.”

Indeed posts “Remote Contract Attorney Jobs.”

And on it goes. Whether you’re hiring or looking to be hired, you do well to be schooled in the Brave New World of “alternative” jobs. For a further introduction, check out these articles on the “Gig Economy” from Investopedia and McKinsey. For more depth, see:

The Shift:  The Future of Work is Already Here (2011), by Lynda Gratton, Professor of Management Practice at London Business School, where she directs the program “Human Resource Strategy in Transforming Companies.”

Down and Out in the New Economy: How People Find (or Don’t Find) Work Today (2017), by University of Indiana Anthropology Professor LLana Gershon — the author of the Aeon article quoted above.

Next time, we’ll begin looking at three major non-human players in the new job marketplace:  artificial intelligence, big data, and robotics. They’re big, they’re bad, and they’re already elbowing their way into jobs long considered “safe.”

Could Be Worse

could-be-worse-not-sure-how-but-it-could-be-quote-1

Meaningless work is not inevitable, but we’re often prevented from taking remedial action because our thinking has become corrupted with feelings of powerlessness. As Studs Terkel said in his book Working:

“You know, ‘power corrupts, and absolute power corrupts absolutely.’
It’s the same with powerlessness.
Absolute powerlessness corrupts absolutely.”

If we believe there’s something patriotic, virtuous, even sacred about the way we have always viewed working for a living, then if we feel despair about our jobs it must be a personal problem, a character flaw. We ought to put up, shut up, and get cracking. The shame associated with that kind of judgment is absolutely disempowering. As long as we hold onto it, we’ll stay stuck in workplace despair and meaning malaise — a state of mind poet Richard Cecil captures in “Internal Exile,” collected in Twenty First Century Blues (2004):

Although most people I know were condemned
Years ago by Judge Necessity
To life in condos near a freeway exit
Convenient to their twice-a-day commutes
Through traffic jams to jobs that they dislike
They didn’t bury their heads in their hands
And cry “oh, no!” when sentence was pronounced:
Forty years accounting in Duluth!
Or Tenure at Southwest Missouri State!
Instead, they mumbled, not bad. It could be worse,
When the bailiff, Fate, led them away
To Personnel to fill out payroll forms
And have their smiling ID photos snapped.

And that’s what they still mumble every morning
Just before their snooze alarms go off
When Fluffy nuzzles them out of their dreams
Of making out with movie stars on beaches.
They rise at five a.m. and feed their cats
And drive to work and work and drive back home
And feed their cats and eat and fall asleep
While watching Evening News’s fresh disasters —
Blown-up bodies littering a desert
Fought over for the last three thousand years,
And smashed-to-pieces million-dollar houses
built on islands swept by hurricanes.

It’s soothing to watch news about the places
Where people literally will die to live
When you live someplace with no attractions —
Mountains, coastline, history–like here,
Where none aspire to live, though many do.
“A great place to work, with no distractions”
Is how my interviewer first described it
Nineteen years ago, when he hired me.
And, though he moved the day that he retired
To his dream house in the uplands with a vista,
He wasn’t lying–working’s better here
And easier than trying to have fun.

Is that the way it is where you’re stuck, too?

Good question. How would you answer it?

True, one of the factors behind job wretchedness is internal exile:   we’re estranged from what we really want out of our work, or we’ve given up on ever having it, and so we settle for could be worse. But there’s more to it than that. There are external factors at work, too — global winds of change propelling people who want to work with passion in directions they never thought they’d be going.

kraken

There be krakens out there in the deep. One of them is something two business writers call the “Stupidity Paradox”:  a prevalent workplace model that — like the bureaucracies we looked at last week — encourages obeisance to rules (we might say “best practices”) at the cost of independent thinking.

We’ll look at the Stupidity Paradox next time.