Berkeley's Betrayal - Public Sociology @ Berkeley - University of ...

always room for improvement.’ So you could never get like straight A’s or perfect marks.And of course, if they see you doing really well in your work area, then they just giveyou more work.Unfortunately, professors also often leave workers feeling unappreciated. Susan, an administrativeassistant, told us of having to work for “disrespectful professors” who snap at her, sayingthings like “you do this” or getting upset at trivial matters. Another administrative assistant,Angela, feels that the professors she deals with show their lack of respect when they don’t say“hi” in the hallways.In addition to feeling unappreciated, many workers feel unheard. While Abe has seven yearsof experience as a custodian, his supervisors “don’t look at us like we know what we aredoing…They never ask me what I think as a professional custodian. It is just like ‘you do this’ or‘you do that.’” When Abe wished to discuss this issue with his supervisors, they “were not evenwilling to sit down and talk.” Colin, a food service worker, says that for a long time the onlyvenue for worker input was a “suggestion box.” But this box was removed several years ago andnow there is no way to be heard by supervisors. Without worker input, the quality of the servicehas declined, Colin believes, from “four stars” to “three or two” stars. This lack of concern aboutthe employees’ perspective illustrates, in his opinion, that “management does not care about theheart and soul of workers.”Instead of listening, many supervisors are in the habit of barking commands. Michael, a custodiansays his supervisor is hard to get along with because “he’s always right, you know?Whatever it is, he won’t listen to anybody.” Andy, a parking lot attendant, has supervisors whopersistently “holler” at him. “They don’t listen to me when I try and talk to them,” he complains.He feels like he is treated as a mere warm body rather than as a person with thoughts and feelings.Stacey, a custodian, feels that “it’s always a chase to get someone to listen to you.” Sheexplains:We have a lot of problems with our supervisors. They don’t care. They’re not doing anythingfor us. I know now that if you try to speak out, there is going to be trouble. Theycan choose if they want to listen to you. That’s no good. They set the rules for whomeverthey want and it should be equal for everyone.A common complaint is that supervisors engage in arbitrary exercise of authority whichsometimes degenerates into full-blown corruption. Ralph’s former supervisor forced his workersto give him bribes (cigarettes or “gas money”), or else he would “make you work in Siberia.”One time he asked Ralph for gas money. When Ralph told him he didn’t have any money, thesupervisor told him he would “cover” for him while he ran to the cash machine. When Ralphrefused, he found himself picking up trash outside in the rain.Workers have little recourse against the arbitrary use of power. Linda, an administrativeassistant, described her prior supervisor as putting intense pressure on her and continuouslyincreasing her workload until her job became “unbearable.” When Linda took her situation tothe “proper channel” and complained to an “administrative supervisor” about her abusive boss,all she was told is “can’t you adjust?” Linda decided that her only option was to go on disability.Sandra was harassed by a co-worker. She pleaded for help from her supervisor but was met withdeaf ears. Like Linda, Sandra also ended up going on disability for stress-related symptoms.Jessica, a custodian, found her requests to move to a different work location because of an24