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This paper discusses new technologies in regards to their potential to capture workers’ situated knowledge. Machines are said to substitute but also to contribute to the labour process in collaboration with human skill sets. ‘Industry 4.0’ became the policy-wide shorthand to describe the new quality of real time interconnectedness and feedback loops, known as cyber-physical systems (CPS) within industry and engineering sciences. Data flows generated in these systems are used to continuously improve work processes by extracting information down to the very micro level of neuroergonomics. In this process, workers’ interactions with the system are extracted, feed back and processed for future use and improvement. The paper argues that in addition to the potential for extraction of new (bodily) knowledge, shifting skill use, and the potential for new forms of control, new technologies contain the potential to extract situated knowledge owned by the worker and crucial for resistance and collective struggles.

Contemporary labour process analysis (LPA) emphasises the intimate connections between transformations of capitalism and trends in work and employment. Within social theory influential images of labour such as Reich’s (1993) symbolic analysts or Castell’s (1996) self-programmable workers, ultimately derive from conception of the broader economy, in this case informational capitalism or the knowledge economy. Their diagnosis is based on the following assumptions. First, the sources of profit, productivity and power in the new economy are said to be (variously) intangible, immaterial or weightless (knowledge, creativity, information, intellectual assets). Digital products are reproducible at low cost for high returns, enabling capitalism to overcome scarcity and ‘the limits of time and space’ (Castells 2001, p. 5). Second, that knowledge-intensive, intellectual or professional work is either in the majority or becoming the majority in advanced post-industrial societies. Third, there has been a decisive shift of power from capital to labour given that ‘(knowledge) ‘remains with the employee and in no real sense is it ever of the firm. It is impossible to separate knowledge from the knower’ (Despres and Hiltrop, 1995, p. 11). Fourth, that traditional, hierarchical structures and practices of management are no longer appropriate, with the best practice being to hire talented people, then leave them alone (Florida 2002, p. 132). Fifth, corporate forms have mutated into decentralised, flat, networked organisations. Extensive critique of these claims have been made elsewhere and we will not repeat them here (Thompson et al 2001; Thompson and Harley 2012). What we do want to do is look in more detail at a related, but newer version that comes under the heading of cognitive capitalism, in part because it will facilitate a more extended engagement with issues of digital industries and labour.

This article makes a distinctive contribution to critiquing the Taylor Review of Modern Working Practices (TRMWP). Rejecting TRMWP’s abstracted concept of 'choice' and its celebration of the 'British way' of job creation, it emphasises the degree of compulsion experienced by low-pay, temporary workers in local labour markets. The empirical focus is on Amazon’s ‘fulfilment centre’ at Swansea and draws on testimonies of 'associates', both permanent and, mostly, agency temps including migrant workers. The article situates these worker experiences in job-starved labour markets, considering the role of temporary worker agencies (TWAs) and the effects of workfare and benefit sanctions. The evidence compels a reconceptualization of the triangular relationship between TWAs, employers and temp workers as quadrilateral, emphasising the role of the state. A brutal, digitally-enabled lean workplace regime intersects with a brutal, digitally-enabled workfare regime which serves to thoroughly critique Taylor’s absurdly optimistic characterisation of choice.

Public employment regimes are changing. New forms of service provision based on performance assessment have replaced the traditional model of the civil servant who offers obedience and loyalty in exchange for privileged employment conditions. This book explores the extent to which the material and ideological driving forces of change have actually resulted in a transformation of public employment regimes in Western countries. By analyzing reform processes in energy market regulation, waste collection, and the police in Germany, France, and Sweden, and contrasting these against the implementation of New Public Management in the United Kingdom, the authors show how institutional structures, legal traditions, functional requirements of specific public services, and labour market conditions have influenced the pathways of reform. They demonstrate how public employment regimes have unravelled in different domains of public service, contesting the idea that the state remains a 'good' and 'model' employer.