Over the last few decades’ significant changes to Canada’s economy and labor force have transpired. Gone are the days where the rich owned servants and the metal smiths flourished with business. Employment became centralized around assembly lines and factory work initializing the biggest change the economy had seen and capitalists were at large with their ability to mass-produce. Post industrialism and globalism silenced the roar, leading us where we are today, with a heavily populated and unskilled service industry. This leaves society wondering, “what is the future of work”? In this written essay, we will explore the future of work by focusing on the current situations and what possibilities might transpire. The following topics will be covered:

• The real reasons for precarious work popularity and it’s outcome on the labor force
• The impact of unions and what their disappearance would bring
• Post industrial Canada and the effects of international business on industries
• Environmental threats on the primary industry
• The future of technology on work

As we’ve seen with pervious trends, the future of work is heavily reliant on the current situation. In today’s economy most workers are faced with inequality and job insecurity resulting in unemployment, precarious work, or furthermore dangerous jobs. The human capital theory suggests that an equal opportunity is available for everyone but only those individuals with the higher skill sets will end up in virtuous work opportunities (Krahn et al. 2011, p. 108). Canada’s education system is non-discriminating and it allows an equal opportunity for all citizens, which proves that the problem lies within the labor force (Krahn et al. 2011, p. 127). The nations rapid population growth will only contribute to the quick growth of the service industry, and although we rely on precarious workers the polarization will reach a point so great that we would see a modern version of the master-servant law. The rich will continually get richer and the poor poorer, diminishing the remainder of a middle class.

Over the years employees have gained control over work and earned rights in support of themselves. Laws such as human rights, abolition of child and forced labor and the ability to engage in collective bargaining have all been introduced. Unions were the beginning of worker empowerment. Just as they did years ago, unions serve as a healthy channel for conflict, meant to collectively protect workers interests and rights in the work place. Unions decreased the competition for employment, which resulted in higher wages (Khran et al. 2011, pp. 346). The purpose of laws governing pay, working time, health and safety and human rights is to take human labor out of the realm of competition. Unfortunately, current patterns of development (globalization) are, in effect, putting workers back into competition and therefore eroding many of these gains (Howard, J & Gereluk, W. 2001). Although unions are active, their presence is minimally decreasing. Between 2000 and 2008 union membership decreased 1% (Khran et al. 2011, pp. 369). It is no surprise that unions are loosing support. Members most in need of collective bargaining aren’t received the benefits of being unionized. Precarious worker, Samuel Yaul, was nearly fired for agreeing to meet with a union representative to discuss an organizing campaign (Is work working? pp. 19). This makes it extremely difficult for employees to engage in unionization and collective bargaining.

The future focus is shifting towards strategic human resource planning. This high-performance type of workplace model is aimed to be sympathetic towards employee wants and needs, while still pursuing the organizations goals. The basic assumption is that if management treats employees well and listens to their concerns, a union won’t be necessary (Khran et al. 2011, pp. 382). Futuristically this will result is a complete loss of power for non-unionized workers. A loss of power will likely never mean that workers will back-pedal and return to that in-humane type of work environment that once existed, but rather the issues with todays statutory and common law won’t be resolved. Workers were once on pace to even out the employer-employee obligations, however with unions being replaced it is highly unlikely they’ll gain back their position to change work.

Industry has shifted from goods producing to services. Jobs in the goods-producing industry have diminished, remaining position include natural resources, manufacturing and construction but those still in existence are very sensitive to the economic conditions (Statistics Canada 2007, p. 38). The ability for Canadian entrepreneurs to have products manufactured elsewhere, for a fraction of the cost, is extremely attractive. This idea of globalization and international business is what killed the primary industry in Canada. The future of the primary industry will rely heavily on those resources unique to Canada i.e. farming, forestry and oil/gas.

The little primary industry that does exist in Canada is threated not only by factors such as globalization, work organization and the economy but additionally the effect of the environment. Going Green Collar: Labor Responds to Global Warming an article written by Carole Pearson notes the effects that things such as global warming have on the oil and gas industry, or the Pine Beetle infestation have on forestry. These are large environmental affects on large industries that are completely out of our power. To theorize on how this might affect the future of work is unforeseeable however we have to know that it’s affects can be serious and additionally threaten the already weakening primary industries.

The biggest threat to the organization of work, aside from globalization and post industrialism, is technology. Technological change is happening rapidly, which brings a positive and negative outcome to the future work. For the majority, technology can replace jobs by turning machinery into processes, formerly done by workers. If jobs continually disappear due to technology, we won’t be left with many skill or unskilled positions. On the contrary, employees in office positions are challenged when employers will combine the task of two roles on the assumption that the technology does the majority of the work. In addition to implementing technology many employees are unclear on how to properly utilize it, leaving them with much self-training (Eyerman, A. 2000). These issues are primarily due to the rapid rate of growth and although technology is supposed to make things easier it doesn’t appear to be adding much benefit to the future of where work is headed.

With each of the above issues affecting the future of work, it is almost impossible to predict what lies ahead. We can map out the possibilities and try to piece each of them together, however no assumption will ever be correct. The biggest threat to our industries is technology. This threat is the largest possibly because it is changing the quickest and in ways that nobody can predict or slow down. The outcomes are endless and could range from positive to detrimental. Many believe that this technological revolution (similar to the industrial revolution) we are seeing is the end of work. While the first wave of technology was rendered a mechanical brilliance, this “new” technology brings new qualities to the palate. Technology is smarter, threatening both mental and physical work (Betcherman, et al. 1997).

Our labor market has seen many changes, over many years. The changes will never stop, and will continue to surprise society. In conclusion, the association between capital greed and labor has been a topic of discussion since the Marxist period. Levels of capital-intensiveness, post industrialization and work organization, among others, have in part influenced conditions of work. The environment and technology place unpredictable threat on Canada’s industries. Unfortunately workers have been left to face insecurity and inequality, and with unions facing extinction, they may be demoralized to unparalleled levels. Though improvements to the standards of work reform have occurred, the present situation may require closer attention if the future prospects for work in Canada are to be optimistic for both employees and those providing the employment to society.

References

Is work working? Work Laws that Do a Better Job. 2004. Government of Canada.

Krahn, H. J., Lowe, G. S., & Hughes, K. D. (2011, 2008). Work, Industry, and Canadian Society (6th ed.). Toronto, ON: Nelson Education LTD.

Statistics Canada. 2007. The Canadian Labor Market at a Glance. Labor Statistics Division. Catalogue no. 71-222-X. Ottawa: Statistics Canada.

Eyerman, A. 2000. Loretta: Overwhelmed and Undertrained at the Insurance Company. pp 52-58.

Howard, J., Gereluk, W. 2001. Core Labor Standards and Human rights in the workplace. International Institute for Environment and Development (HED). Retrieved from http://www.iied.org/pubs/pdfs/11021IIED.pdf.

Pearson, C. 2007. Going Green Collar: Labour Responds to Global Warming. Our Times: Canada’s Independent Labour Magazine, 26 (2), 19-23, 25.

Betcherman, G., Lowe G. S., The Future of Work in Canada: A Synthesis Report. 1997. Retrieved from: http://www.cprn.org/documents/24985_en.pdf.