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This paper investigates the (un)making of borders as a form of labour governmentality in one of Amazon's warehouses in Poland. Guided by a critical theory of borders as a form of labour governmentality under global capitalism, we identify organizational practices through which socio-demographic categories traditionally deployed as principles of organizing work (e.g., gender, age, ability) are un made: the management of deskilled labour through an algorithmic system, the non-selective hiring of workers, the enforcement of social norms of interpersonal respect and a universal system of casualized employment. Together, these practices constitute workers as undifferentiated, interchangeable and equal labour, let them compete with each other under harshly exploitative conditions, and continuously dispose of the least productive among them, keeping all in structural uncertainty. The study contributes to the critical diversity literature by showing a 'post-diversity' governmentality that rests on equality, competition and precarization of labour as a whole, rather than segregation and marginalization through an 'ideal worker' norm. This labour governmentality operates by eliciting consent from historically subordinated workers and eliminating the advantage of historically relatively privileged ones. Unmaking borders within labour inside the organization, this governmentality at the same time crucially rests on borders outside it. [ABSTRACT FROM AUTHOR]

Algorithms in information technology influence changes in contemporary organizations. They monitor business processes, support decision-making, and help to increase efficiency. The literature has described extensively the applications of algorithmic technology in new models of organizations but few studies have addressed the relationship between algorithms and organizational culture. This paper fills that niche by concentrating on black boxing to address the technological transparency in the algorithmic workplace. This paper uses the case study of the Amazon POZ 1 warehouse near Poznań, Poland. The findings show that algorithmic culture has a profound effect on how employees interact, how they see themselves at work, and how they perform their job responsibilities. As we show, algorithmic transparency influences not only employees' worklife but also the general positionality of the workforce in the wider political economy. We conclude by arguing in favor of greater algorithmic regulation. [ABSTRACT FROM AUTHOR]