While it may be admitted that co-operatives cannot reform capitalism away (see last section), many supporters of "free market" capitalism will claim that a laissez-faire system would see workers self-management spread within capitalism. This is because, as self-management is more efficient than wage slavery, those capitalist firms that introduce it will gain a competitive advantage, and so their competitors will be forced to introduce it or go bust. While not being true anarchistic production, it would (it is argued) be a very close approximation of it and so capitalism could reform itself naturally to get rid of (to a large degree) its authoritarian nature.

While such a notion seems plausible in theory, in practice it does not work. Free market capitalism places innumerable barriers to the spread of worker empowering structures within production, in spite (perhaps, as we will see, because) of their more efficient nature. This can be seen from the fact that while the increased efficiency associated with workers' participation and self-management has attracted the attention of many capitalist firms, the few experiments conducted have failed to spread. This is due, essentially, to the nature of capitalist production and the social relationships it produces.

As we noted in section D.10, capitalist firms (particularly in the west) made a point of introducing technologies and management structures that aimed to deskill and disempower their workers. In this way, it was hoped to make the worker increasingly subject to "market discipline" (i.e. easier to train, so increasing the pool of workers available to replace any specific worker and so reducing workers power by increasing management's power to fire them). Of course, what actually happens is that after a short period of time while management gained the upper hand, the workforce found newer and more effective ways to fight back and assert their productive power again. While for a short time the technological change worked, over the longer period the balance of forces changed, so forcing management to continually try to empower themselves at the expense of the workforce.

It is unsurprising that such attempts to reduce workers to order-takers fail. Workers' experiences and help are required to ensure production actually happens at all. When workers carry out their orders strictly and faithfully (i.e. when they "work to rule") production threatens to stop. So most capitalists are aware of the need to get workers to "co-operate" within the workplace to some degree. A few capitalist companies have gone further. Seeing the advantages of fully exploiting (and we do mean exploiting) the experience, skills, abilities and thoughts of their employers which the traditional authoritarian capitalist workplace denies them, some have introduced various schemes to "enrich" and "enlarge" work, increase "co-operation" between workers and their bosses. In other words, some capitalist firms have tried to encourage workers to "participate" in their own exploitation by introducing (in the words of Sam Dolgoff) "a modicum of influence, a strictly limited area of decision-making power, a voice - at best secondary - in the control of conditions of the workplace." [The Anarchist Collectives, p. 81] The management and owners still have the power and still reap the majority of benefits from the productive activity of the workforce.

David Noble provides a good summary of the problems associated with experiments in workers' self-management within capitalist firms:

"Participant in such programs can indeed be a liberating and exhilarating experience, awakening people to their own untapped potential and also to the real possibilities of collective worker control of production. As one manager described the former pilots [workers in a General Electric program]: 'These people will never be the same again. They have seen that things can be different.' But the excitement and enthusiasm engendered by such programs, as well as the heightened sense of commitment to a common purpose, can easily be used against the interests of the work force. First, that purpose is not really 'common' but is still determined by management alone, which continues to decide what will be produced, when, and where. Participation in production does not include participation in decisions on investment, which remains the prerogative of ownership. Thus participation is, in reality, just a variation of business as usual — taking orders — but one which encourages obedience in the name of co-operation.

"Second, participation programs can contribute to the creation of an elite, and reduced, work force, with special privileges and more 'co-operative' attitudes toward management — thus at once undermining the adversary stance of unions and reducing membership . . .

"Thirds, such programs enable management to learn from workers — who are now encouraged by their co-operative spirit to share what they know — and, then, in Taylorist tradition, to use this knowledge against the workers. As one former pilot reflected, 'They learned from the guys on the floor, got their knowledge about how to optimise the technology and then, once they had it, they eliminated the Pilot Program, put that knowledge into the machines, and got people without any knowledge to run them — on the Company's terms and without adequate compensation. They kept all the gains for themselves.'" . . .

"Fourth, such programs could provide management with a way to circumvent union rules and grievance procedures or eliminate unions altogether. . ." [Forces of Production, pp. 318-9]

Therefore, capitalist-introduced and supported "workers' control" is very like the situation when a worker receives stock in the company they work for. If it goes some way toward redressing the gap between the value of that person's labour, and the wage they receive for it, that in itself cannot be a totally bad thing (although, of course, this does not address the issue of workplace hierarchy and the social relations within the workplace itself). The real downside of this is the "carrot on a stick" enticement to work harder — if you work extra hard for the company, your stock will be worth more. Obviously, though, the bosses get rich off you, so the more you work, the richer they get, the more you are getting ripped off. It is a choice that anarchists feel many workers cannot afford to make — they need or at least want the money - but we believe that the stock does not work for many workers, who end up working harder, for less. After all, stocks do not represent all profits (large amounts of which end up in the hands of top management) nor are they divided just among those who labour. Moreover, workers may be less inclined to take direct action, for fear that they will damage the value of "their" company's stock, and so they may find themselves putting up with longer, more intense work in worse conditions.

However, be that as it may, the results of such capitalist experiments in "workers' control" are interesting and show why self-management will not spread by market forces (and they also bear direct relevance to the question of why real co-operatives are not widespread within capitalism — see last section).

According to one expert "[t]here is scarcely a study in the entire literature which fails to demonstrate that satisfaction in work is enhanced or. . .productivity increases occur from a genuine increase in worker's decision-making power. Findings of such consistency, I submit, are rare in social research." [Paul B. Lumberg, cited by Hebert Gintis, "The nature of Labour Exchange and the Theory of Capitalist Production", Radical Political Economy vol. 1, p. 252]

In spite of these findings, a "shift toward participatory relationships is scarcely apparent in capitalist production. . . [this is] not compatible with the neo-classical assertion as to the efficiency of the internal organisation of capitalist production." [Herbert Gintz, Op. Cit., p. 252] Why is this the case?

Economist William Lazonick indicates the reason when he writes that "[m]any attempts at job enrichment and job enlargement in the first half of the 1970s resulted in the supply of more and better effort by workers. Yet many 'successful' experiments were cut short when the workers whose work had been enriched and enlarged began questioning traditional management prerogatives inherent in the existing hierarchical structure of the enterprise." [Competitive Advantage on the Shop Floor, p. 282]

This is an important result, as it indicates that the ruling sections within capitalist firms have a vested interest in not introducing such schemes, even though they are more efficient methods of production. As can easily be imagined, managers have a clear incentive to resist participatory schemes (and David Schweickart notes, such resistance, "often bordering on sabotage, is well known and widely documented" [Against Capitalism, p. 229]). As an example of this, David Noble discusses a scheme (called the Pilot Program) ran by General Electric at Lynn, Massachusetts, USA in the late 1960s:

"After considerable conflict, GE introduced a quality of work life program . . . which gave workers much more control over the machines and the production process and eliminated foremen. Before long, by all indicators, the program was succeeding — machine use, output and product quality went up; scrap rate, machine downtime, worker absenteeism and turnover when down, and conflict on the floor dropped off considerably. Yet, little more than a year into the program — following a union demand that it be extended throughout the shop and into other GE locations — top management abolished the program out of fear of losing control over the workforce. Clearly, the company was willing to sacrifice gains in technical and economic efficiency in order to regain and insure management control." [Progress Without People, p. 65f]

However, it could be claimed that owners, being concerned by the bottom-line of profits, could force management to introduce participation. By this method, competitive market forces would ultimately prevail as individual owners, pursuing profits, reorganise production and participation spreads across the economy. Indeed, there are a few firms that have introduced such schemes, but there has been no tendency for them to spread. This contradicts "free market" capitalist economic theory which states that those firms which introduce more efficient techniques will prosper and competitive market forces will ensure that other firms will introduce the technique.

This is for three reasons.

Firstly, the fact is that within "free market" capitalism keeping (indeed strengthening) skills and power in the hands of the workers makes it harder for a capitalist firm to maximise profits (i.e. unpaid labour). It strengthens the power of workers, who can use that power to gain increased wages (i.e. reduce the amount of surplus value they produce for their bosses).

Workers' control basically leads to a usurpation of capitalist prerogatives — including their share of revenues and their ability to extract more unpaid labour during the working day. While in the short run workers' control may lead to higher productivity (and so may be toyed with), in the long run, it leads to difficulties for capitalists to maximise their profits. So, "given that profits depend on the integrity of the labour exchange, a strongly centralised structure of control not only serves the interests of the employer, but dictates a minute division of labour irrespective of considerations of productivity. For this reason, the evidence for the superior productivity of 'workers control' represents the most dramatic of anomalies to the neo-classical theory of the firm: worker control increases the effective amount of work elicited from each worker and improves the co-ordination of work activities, while increasing the solidarity and delegitimising the hierarchical structure of ultimate authority at its root; hence it threatens to increase the power of workers in the struggle over the share of total value." [Hebert Gintz, Op. Cit., p. 264]

So, a workplace which had extensive workers participation would hardly see the workers agreeing to reduce their skill levels, take a pay cut or increase their pace of work simply to enhance the profits of capitalists. Simply put, profit maximisation is not equivalent to technological efficiency. By getting workers to work longer, more intensely or in more unpleasant conditions can increase profits but does not yield more output for the same inputs. Workers' control would curtail capitalist means of enhancing profits by changing the quality and quantity of work. It is this requirement which also aids in understanding why capitalists will not support workers' control — even though it is more efficient, it reduces the ability of capitalists to maximise profits by minimising labour costs. Moreover, demands to change the nature of workers' inputs into the production process in order to maximise profits for capitalists would provoke a struggle over the time and intensity of work and over the share of value added going to workers, management and owners and so destroy the benefits of participation.

Thus power within the workplace plays a key role in explaining why workers' control does not spread — it reduces the ability of bosses to extract more unpaid labour from workers.

The second reason is related to the first. It too is based on the power structure within the company but the power is related to control over the surplus produced by the workers rather than the ability to control how much surplus is produced in the first place (i.e. power over workers).

Hierarchical management is the way to ensure that profits are channelled into the hands of a few. By centralising power, the surplus value produced by workers can be distributed in a way which benefits those at the top (i.e. management and capitalists). Profit maximisation under capitalism means the maximum profits available for capitalists — not the maximum difference between selling price and cost as such. This difference explains the strange paradox of workers' control experiments being successful but being cancelled by management. The paradox is easily explained once the hierarchical nature of capitalist production (i.e. of wage labour) is acknowledged. Workers' control, by placing (some) power in the hands of workers, undermines the authority of management and, ultimately, their power to control the surplus produced by workers and allocate it as they see fit. Thus, while workers' control does reduce costs, increase efficiency and productivity (i.e. maximise the difference between prices and costs) it (potentially) reduces profit maximisation by undermining the power (and so privileges) of management to allocate that surplus as they see fit.

Increased workers' control reduces the capitalists potential to maximise their profits and so will be opposed by both management and owners. Indeed, it can be argued that hierarchical control of production exists solely to provide for the accumulation of capital in a few hands, not for efficiency or productivity (see Stephan A. Margin, "What do Bosses do? The Origins and Functions of Hierarchy in Capitalist Production", Op. Cit., pp. 178-248). This is why profit maximisation does not entail efficiency and can actively work against it.

As David Noble argues, power is the key to understanding capitalism, not the drive for profits as such:

"In opting for control [over the increased efficiency of workers' control] . . . management . . . knowingly and, it must be assumed, willingly, sacrificed profitable production. Hence [experiences such as] the Pilot Program [at GE] . . . illustrates not only the ultimate management priority of power over both production and profit within the firm, but also the larger contradiction between the preservation of private power and prerogatives, on the one hand, and the social goals of efficient, quality, and useful production, on the other . . .

"It is a common confusion, especially on the part of those trained in or unduly influenced by formal economics (liberal and Marxist alike), that capitalism is a system of profit-motivated, efficient production. This is not true, nor has it ever been. If the drive to maximise profits, through private ownership and control over the process of production, it has never been the end of that development. The goal has always been domination (and the power and privileges that go with it) and the preservation of domination. There is little historical evidence to support the view that, in the final analysis, capitalists play by the rules of the economic game imagined by theorists. There is ample evidence to suggest, on the other hand, that when the goals of profit-making and efficient production fail to coincide with the requirements of continued dominance, capital will resort to more ancient means: legal, political, and, of need be, military. Always, behind all the careful accounting, lies the threat of force. This system of domination has been legitimated in the past by the ideological invention that private ownership of the means of production and the pursuit of profit via production are always ultimately beneficial to society. Capitalism delivers the goods, it is argued, better, more cheaply, and in larger quantity, and in so doing, fosters economic growth . . . The story of the Pilot Program — and it is but one among thousands like it in U.S. industry — raises troublesome questions about the adequacy of this mythology as a description of reality." [Forces of Production, pp. 321-2]

Hierarchical organisation (i.e. domination) is essential to ensure that profits are controlled by a few and can, therefore, be allocated by them in such a way to ensure their power and privileges. By undermining management authority, workers' control undermines that power to maximise profits in a certain direction even though it increases "profits" (the difference between prices and costs) in the abstract. As workers' control starts to extend (or management sees its potential to spread) into wider areas such as investment decisions, how to allocate the surplus (i.e. profits) between wages, investment, dividends, management pay and so on, then they will seek to end the project in order to ensure their power over both the workers and the surplus they, the workers, produce. In this they will be supported by those who actually own the company who obviously would not support a regime which will not ensure the maximum return on their investment. This maximum return would be endangered by workers' control, even though it is technically more efficient, as control over the surplus rests with the workers and not a management elite with similar interests and aims as the owners — an egalitarian workplace would produce an egalitarian distribution of surplus, in other words (as proven by the experience of workers' co-operatives). In the words of one participant of the GE workers' control project — "If we're all one, for manufacturing reasons, we must share in the fruits equitably, just like a co-op business." [quoted by Noble, Op. Cit., p. 295] Such a possibility is one no owner would agree to.

Thirdly, to survive within the "free" market means to concentrate on the short term. Long terms benefits, although greater, are irrelevant. A free market requires profits now and so a firm is under considerable pressure to maximise short-term profits by market forces (a similar situation occurs when firms invest in "green" technology, see section E.5).

Participation requires trust, investment in people and technology and a willingness to share the increased value added that result from workers' participation with the workers who made it possible. All these factors would eat into short term profits in order to return richer rewards in the future. Encouraging participation thus tends to increase long term gains at the expense of short-term ones (for it ensures that workers do not consider participation as a con, they must experience real benefits in terms of power, conditions and wage rises). For firms within a free market environment, they are under pressure from share-holders and their financiers for high returns as soon as possible. If a company does not produce high dividends then it will see its stock fall as shareholders move to those companies that do. Thus the market forces companies (and banks, who in turn loan over the short term to companies) to act in such ways as to maximise short term profits.

If faced with a competitor which is not making such investments (and which is investing directly into deskilling technology or intensifying work loads which lowers their costs) and so wins them market share, or a downturn in the business cycle which shrinks their profit margins and makes it difficult for the firm to meet its commitments to its financiers and workers, a company that intends to invest in people and trust will usually be rendered unable to do so. Faced with the option of empowering people in work or deskilling them and/or using the fear of unemployment to get workers to work harder and follow orders, capitalist firms have consistently chosen (and probably preferred) the latter option (as occurred in the 1970s).

Thus, workers' control is unlikely to spread through capitalism because it entails a level of working class consciousness and power that is incompatible with capitalist control. In other words, "[i]f the hierarchical division of labour is necessary for the extraction of surplus value, then worker preferences for jobs threatening capitalist control will not be implemented." [Hebert Gintis, Op. Cit., p. 253] The reason why it is more efficient, ironically, ensures that a capitalist economy will not select it. The "free market" will discourage empowerment and democratic workplaces, at best reducing "co-operation" and "participation" to marginal issues (and management will still have the power of veto).

In addition, moves towards democratic workplaces within capitalism is an example of the system in conflict with itself — pursuing its objectives by methods which constantly defeat those same objectives. As Paul Carden argues, the "capitalist system can only maintain itself by trying to reduce workers into mere order-takers. . . At the same time the system can only function as long as this reduction is never achieved. . . [for] the system would soon grind to a halt. . . [However] capitalism constantly has to limit this participation (if it didn't the workers would soon start deciding themselves and would show in practice now superfluous the ruling class really is)." [Revolution and Modern Capitalism, pp. 45-46]

The experience of the 1970s supports this thesis well. Thus "workers' control" within a capitalist firm is a contradictory thing - too little power and it is meaningless, too much and workplace authority structures and short-term profits (i.e. capitalist share of value added) can be harmed. Attempts to make oppressed, exploited and alienated workers work if they were neither oppressed, exploited nor alienated will always fail.

For a firm to establish committed and participatory relations internally, it must have external supports - particularly with providers of finance (which is why co-operatives benefit from credit unions and co-operating together). The price mechanism proves self-defeating to create such supports and that is why we see "participation" more fully developed within Japanese and German firms (although it is still along way from fully democratic workplaces), who have strong, long term relationships with local banks and the state which provides them with the support required for such activities. As William Lazonick notes, Japanese industry had benefited from the state ensuring "access to inexpensive long-term finance, the sine qua non of innovating investment strategies" along with a host of other supports, such as protecting Japanese industry within their home markets so they could "develop and utilise their productive resources to the point where they could attain competitive advantage in international competition." [Op. Cit., p. 305] The German state provides its industry with much of the same support.

Therefore, "participation" within capitalist firms will have little or no tendency to spread due to the "automatic" actions of market forces. In spite of such schemes being more efficient, capitalism will not select them because they empower workers and make it hard for capitalists to maximise their short term profits. Hence capitalism, by itself, will have no tendency to produce more libertarian organisational forms within industry. Those firms that do introduce such schemes will be the exception rather than the rule (and the schemes themselves will be marginal in most respects and subject to veto from above). For such schemes to spread, collective action is required (such as state intervention to create the right environment and support network or — from an anarchist point of view — union and community direct action).

However such schemes, as noted above, are just forms of self-exploitation, getting workers to help their robbers and so not a development anarchists seek to encourage. We have discussed this here just to be clear that, firstly, such forms of structural reforms are not self-management, as managers and owners still have the real power, and, secondly, even if such forms are somewhat liberatory, market forces will not select them (i.e. collective action would be required).

For anarchists "self-management is not a new form of mediation between workers and their bosses . . . [it] refers to the very process by which the workers themselves overthrow their managers and take on their own management and the management of production in their own workplace." [Sam Dolgoff, Op. Cit., p. 81] Hence our support for co-operatives, unions and other self-managed structures created and organised from below by and for working class people.