ABSTRACT
Whether or not a role is played in them by workplace union representatives, we can observe a variety of different group strategies followed by employees to protect their relative autonomy vis-à-vis management and generally to defend their implicit contract with the employer. These are job control strategies or, more pejoratively, restrictive practices. A particularly significant activity here, given the constant pressure on employers to rationalise their methods and improve their efficiency, is the tendency towards resisting change.
