In a Fordist environment, workers are designated based on "collar color" and "no-collar color" worker depending on their occupation and level of skills. In Dennis Mumby’s Organizational Communication text, a white-collar worker is depicted as a person who is subject to the ignominies of the bureaucratic form of institution and is too committed thus lacking freedom and self-sufficiency (Mumby, 2013). Such worker gets isolated from his activities because they dedicate most of their time and drive into handling office tasks. According to Mills, the modern day work environment doesn't seem to be alienating only the blue-collar workers and the working class, but this has been extended to the middle-level white-collar bureaucrats whose tasks initially was to manage others in the employment appendage. In the 21 st century, however, white-collar work is still in existence, primarily with managerial posts, administrators, and other office employees handling the ordinary, often tedious clerical errands in various organizations (Sennett, 1998). The initial stages of the 18 th and 19 th century posed a different spec in the job insecurity as compared to today. White-collar workers then enjoyed the privilege of retaining their positions at the workplace for the rest of their lives despite the fact that they were alienating and the terms of service were minimal. In today’s work environment, white-collar jobs are dull, isolating and unpredictable when it comes to job security because one can get sucked anytime.
No-collar worker exhibits a different gesture as compared to a white-collar worker. No-collar workers are radical towards work, and this depicts the revolution at the workplace that has taken its course in the past decades(Mumby, 2013). No-collar workers appeal images of graphic T-shirts and denim trousers at work which is an extension of "casual Fridays" to the entire whole new work week. The no-collar workers view work in a different perspective. Unlike the collar-color workers, they consider their tasks as platforms for exercising their skills, making discoveries, developing their careers for better jobs and not a place for making huge salaries. For this reason, no-collar workers do not demonstrate the same form of loyalty to companies customarily linked with employee identification and commitment, but to them, they are free agents who take their highly marketable skills to the highest bidder (Sennett, 1998). The crucial phase of no-collar work professionally is centered on making things happen and results realized. Initially, no-collar workers experienced alienation since the results of their deliverables could not be felt. This is likened to the branding of a product. It is the branding part that adds value to a product and gives it meaning, ideas and emotion. No-collar workers consequently are said to be different from white-collar workers in the way their work links with the outcome of their service, the way they employ fresh ideas, symbols, and meanings rather than to things.
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References
Mumby, D. K. (2013). Organizational communication: A critical approach . Thousand Oaks: SAGE.
Sennett, R. (1998). Richard Sennett: how I write: sociology as literature; award of the Gerda Henkel Prize 2008; 10. November 2009, Kunstsammlung NRW - K21, Düsseldorf = Wie ich Schreiber: Soziologie als Literatur: Verleihung des Gerda Henkel Preises 2008 . Münster: Rhema.
