In this paper we discuss the relation between the new pattern of work and employment relations of flexible capitalism and the new generation of workers, showing how the young labour force has played a central role in the introduction of a new model of workforce control. We argue that, in the context of a neoliberal agenda, a variable that has contributed to strengthen Capital over Labour following the deregulation and liberalisation of labour markets is the use of young workers, giving way to new patterns of labour relations. With reference to the Brazilian context, we argue that the features and expectations of the younger generation of workers have been an underpinning factor in the implementation of a new managerial approach to labour utilisation.
We propose that there is a match between the new organizational discourse (and practice) and the expectations of the young labour force. The new model, connected with the so-called flexible capitalism, is characterized by flexibility for capital and labour, and insecurity and uncertainty especially for the latter. From an individualistic and immediate point of view these new patterns might seem attractive and seductive; however, when one takes into account the big picture (i.e. when one considers the labour relations, labour rights, wages and benefits) this impression can be misleading.
We will illustrate the arguments presented with data collected in the Brazilian low cost aviation sector. Drawing on interview and survey data from workers employed by low cost airlines (including supply firms thereof), we discuss the interplay between flexible working arrangements (transient employment), flexible working practices (primarily centred around functional flexibility) and the attitudes of young workers, defined for the purpose of this study as those under the age of 35. By examining worker attitudes in a Brazilian sector (low cost aviation) that is known for making intensive use of a young labour force to implement new patterns of work and employment relations, we illustrate our argument that young worker attitudes and an unitarist ideology are particularly congruent with the new forms of work organisation centred around functional flexibility and subsequent worker buy in to managerial prerogative, as pursued by low cost airlines in this study. The data presented in the third part of this paper draws on data from 52 semi-structured interviews, two focus groups and a follow up questionnaire (128 responses) with aviation workers at major airports in São Paulo and Rio de Janeiro in 2012.
We aim to problematize the conceive of flexibilisation (whether based on numerical, spatial or temporal flexibility) as a volitive or strategic action to achieve greater diversity in organizations. Alternatively, it should be seen more as a structural demand (aiming to guarantee the extended reproduction of capital) than as a strategic choice (aiming to bring a better work-life balance, for instance). Understanding flexibility in a broad sense (not focusing in one or other particular form of its manifestation, i.e. numerical, contractual or functional one), we highlight how a particular category of workers might be used to implement a new model of work and employment relation more tuned to demands of our economic system (and not the other way around!). In sum, with this paper, we hope to contribute to the understanding of the complex relations between generational issues and structural economic demands.
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