Run, Gerbil, Run--Faster!

Times have changed interestingly since Thomas Jefferson suggested we should be predominantly a nation of yeoman farmers. That meant, as the Bible puts it, that each man would till his own piece of land, have his own spring or cistern, sit under his own fig tree and raise his own grapes for wine.
It was a busy, hard life—both in ancient Israel and in colonial America, but there was an element of freedom to it. If you needed to go relieve yourself, you didn’t have to check with the foreman. Had you used up the seven minutes of toilet break provided by your union contract?
The work didn’t keep coming at you on a mechanized line over which you had no control. You didn’t keep welding the same spot over and over, hurrying to get it done before the line moved it past you. Your foreman was the weather and your own inclination.
Get firewood chopped by winter—or be very chilly. Get the cow milked by six o’clock or risk a serious injury. Even here there was always a bit of leeway, a bit of your own control in play. Not so any more. The assembly line brooks no independent thought or desire. Neither does the modern office.
The office at least tried to give you the illusion of personal freedom. Up until now you pretty much chose when to use the toilet, get a drink, or stop for some idle gossip. But the office had its own mechanical lines—projects and reports that were due with the same pitiless regularity of another car coming down the line.
Unlike the factory worker you could take them home and do them there or come in extra days, take them with you on vacation or stay late. And, unlike the yeoman farmer, it was never your choice which to do when. You did whatever the assembly line demanded be done first.
You never wanted to admit it, but management’s view of you—on an assembly line or in an office—was essentially that you were a gerbil on a treadmill. There was always the tension, in management’s view, of how fast you could make the gerbil run and how little you could feed him to keep him going.
I got my first real insight into that when I found myself responsible for the three small offices of a temporary jobs agency. One office manager had been with the company for years. She knew every employer in her small town, what they wanted in a worker, whom they wanted, the days when they would most likely need our help. The companies knew and trusted her.
I give her considerable latitude because she always got her work done, always kept the customers happy. The bean counter in the company suddenly realized that she had been around enough years to get enough raises to be making more money than other managers.
I argued that her proven capabilities and her profound knowledge of the market made her valuable enough to be worth the money. The president of the company sneered, “We can replace her with somebody else who makes a fraction of her salary.” That was all that mattered to him. He saw no other use for her than as a replaceable desk warmer. I was ordered to get rid of her. (Retail management is notorious for the same attitude. So is General Motors.)
Too much food for that gerbil. Or maybe she wasn’t running fast enough? In any case the trend has been going on ever since people were pulled off their own farms or village shops to work away from home in factories and office buildings.
The creation of factories—where you worked to make profits for stockholders rather than yourself—made a vast difference in working life. This became especially true when engineers and managers decided to get “scientific” about work and how it was done.
Frederick Winslow Taylor, one of the first management consultants (born 1856), introduced the idea of using a stopwatch to reduce the amount of time taken for each industrial operation. He wrote very candidly, “Only through ENFORCED standardization of methods, ENFORCED adoption of the best implements…, and ENFORCED cooperation” could true efficiency be achieved.
He added that anyone “stupid” enough to choose hard manual labor is “unable to comprehend the science” of it—thus the need for enforcement. He called this “scientific management”.
Frank Gilbreth (“Cheaper by the Dozen”, born 1868)) used a camera to show how the number of movements could be reduced for each job. Another scientific advancement.
Gone was the time when sunup was the only foreman on the job—when you could choose which task to do when, choose the tools to do it with, choose which motions to use. Now science—and the relentless mechanical assembly line were masters of a worker’s fate.
Now scientific management is coming to your office. “BusinessWeek Magazine” ran an interesting article last week. “How much is that worker worth? (p.46) ” Now that there is a computer at nearly every work station, notes BW, “…employees leave a digital trail detailing behavior, their schedule, their interests, and their expertise.”
This can be used to calculate “the return on investment for each worker”. (How fast or long does this gerbil run?) Human Resources has to be taught “number crunching skills”. Soon they will be “doing the numbers on ‘human capital’”.
In some tests, after the numbers are crunched, each employee is assigned a colored circle on a chart. In a downturn, “small and pale circles might be a good place to start cutting.” (Could make you think twice before using more than seven minutes a day on potty stops.) Sort of like a farmer figuring out which member of the herd to cull—based strictly on milk production. Perfectly Darwinian.
Neither the Bible nor Mr. Jefferson foresaw the day of cubicles and evaluation by numbers. Even Mr. Jefferson’s slaves were permitted to fish and grow the vegetables of their own choice. All you can say now is, Run Gerbil, Run!
What did Satchel Paige, the great Negro League pitcher say? “Don’t look back; something might be gaining.”