A third value is also found among many people living in premodern societies—especially among those who live in premodern communities that have experienced some prosperity. This third premodern value concerns quality of life. One works in order to enjoy other aspects of life: family, community, avocations, sports, eating and drinking—what we often identify as leisure-time activities. For many people living in premodern communities there is little appreciation for the heavy work commitments of modern workers. A farmer who lives in a small French village remarks: “You Americans seem to live in order to work, while we Frenchmen work in order to live!” There is a clear sense that work should always take a back seat to the act of living a full and enriching life within family and community.
The Modern Worker
Shelter, nutrition, and quality of life are still areas of concern to workers in a modern society. However, there are three additional needs. They are job security, adequate compensation (salary and benefits), and job safety. Given that the modern worker no longer either owns the organization in which he works nor has much influence over its operations, the concern understandably turns to several fundamental questions: (1) Will I have a job and can I be assured that I will be able to keep this job if I do satisfactory work? (2) Will I receive adequate compensation for the job I have been given? (3) Is there any risk that I will be harmed in doing the job that I have been given?
In seeking to find an acceptable answer to these three questions, many modern workers have turned to collective action (labor unions). Throughout the history of the modern labor movement, attention has typically focused on these three basic needs (job security, compensation, and job safety). In recent years, these three needs have often been met not by labor unions but rather by governmental regulations, thus reducing the strength (and forcing a refocusing of the efforts) of many labor unions. Minimal wage requirements, laws regarding inappropriate job termination, and workplace safety laws have begun to replace or at least complement the collective bargaining demands of unions.
The Postmodern Worker
The new knowledge workers need adequate shelter and nutrition, as do their premodern counterparts. In fact, concerns about nutrition may be particularly important to many postmodern workers. The knowledge worker also often yearns for quality of life and seeks out work settings that support these concerns (through flextime, informal dress, ability to work at home, generous vacation policies, and so forth). The postmodern worker needs job security, adequate compensation, and job safety just as much as the modern worker. The postmodern worker, however, also seeks work that is inherently meaningful and looks for workplace environments in which they can exert some influence. Furthermore, they want the workplace to be friendly and supportive of enriching interpersonal relationships. In many instances, they want the workplace to be their new neighborhood where they work, play, relate, and even find a life partner.
The 100 best companies as rated by Fortune in 1999 were rated high not only because of compensation and job security (modern worker concerns) but also because of many other variables that are distinctive in our postmodern era—or that relate back to the premodern emphasis on quality-of-life:[xxv]
“In dozens of interviews, people articulated, often with humor, what working for the best [company] means to them. ‘Being at a good company is like having a good wife,’ says Floyd Williams, a senior production manager at sports gear maker K2 (No. 52 [on Fortune’s list of the 100 best companies] ), who gushes about the opportunity to work on as many as 25 projects at a time. ‘When you get used to a certain level of freedom and excitement, you don’t want to leave.’ In fact none of Williams’ three marriages has lasted as long as his 28-year career with the company. ‘One wife told me it was either K2 or me. And I said, Well, I’m not leaving K2!’”
