The Influence Of Factory Management Control On Workers' Differentiation

As a large number of cheap labor and natural resources for the global production of "world factory", China occupies an important position in the global capitalist labor chain. This requires us to the "world factory" in the labor relations to understand the situation and the current discourse of workers. The electronic OEM business as low value-added, high labor density industry, the internal labor force is not equal, the rights of workers are not fully guaranteed, while some companies use management strategy to differentiate workers, weakening the collective formation between workers and employers against the power of game and the right to speak. The end of the industry chain enterprises is one of the main production of China’s manufacturing industry on behalf of the enterprise, the number of large-scale uneven foundry enterprises, involving many labor personnel, the enterprise internal labor relations, labor conflicts caused by the complex also OEM production and grow with each passing day, the workers living conditions is a key issue in research on such factory labor relations.This paper based on the factory management control,and associated with the differentiation of workers labor process theory combined with empirical research to "field survey" and "participant observation", analysis of internal labor relations from the micro level. This paper found that in the labor process, there are both existence of external differentiation of management control and internal differentiation of workers. Prior to production, business managers adopt differentiated labor management, workers will conduct a preliminary classification of differentiation; in the production process, employers use the workplace, time, management of business rules and regulations to realize workers differentiation, further physical and mental discipline to workers; in the labor reproduction process, employers mainly use the dormitory labor regime of management coupled with differences of workers subject characteristic, which make the employer differentiation further deepens, and forming complex and overlapping social networks of small groups. In addition, atomic workers have been differentiated, the subjectivity of the same, have in common together, the formation of new social ties, with the main characteristics based on unity. It is worth noting that the employer of workers’ control over management strategy will lead temporary identification and then lead "things", so that the workers can differentiate together to form a united force reaction to control. In reality, the relationship among the workers is not remain unchanged, which means there is no long-term differentiation and segmentation, but may contain unity. This paper provides a reference for the management of labor relations in such enterprises OEM factory, in the realization of the labor process at the same time, protectting the labor rights and interests of first-line production workers, the pursuit of both sides of labour force game equilibrium, promoting the construction of harmonious labor relations.