c o n t i n u i t y a n d c o n t r ac t 355 lawyers, employers and advocates of a stable Swedish economy. Thus, this method might appear to be rational, although it was strongly questioned among those concerned. In the late 20th century, economic growth based upon efficient and competitive trade and industry was one argument for maintaining the employment as primarily a relationship of subordination. Not only in the private sector, but also to an increasing extent in the public administration, a firm control of work and far-reaching demands on a loyal and submissive staff were presented as harsh but necessary requirements for achieving efficient businesses and thus making possible an increased standard of living. From this perspective, the employer’s right not to be questioned appeared as a principle which was in the interest of the worker’s own well-being.630 An old legal principle of subordination received new political legitimacy. The judge-made regulation of current Swedish working life corresponds to a belief in the “Taylor Scientific Management”, of hierarchical control and management, a far-reaching division of labour and specialisation, time and motion studies, central instructions, staffing plans and reports.631 Does this ideal and regulation correspond to the demands of society and working life today? Like Winroth and others a century ago, we can observe indications of changing structural and ideological positions. Labour relations are moving towards more “flat” organisations, demands for broader competence among the workers and greater scope for teamwork. TheTayloristic view of the worker’s expected behaviour as well as the attitude that the legal rules express, have been criticised for functioning as an impetus to passify the employees, so that they primarily perform assigned tasks, and are not encouraged to be active and think for themselves. In Swedish labour law, the 630 Adlercreutz, A1994, p. 140; Hasselbalch 1980, p. 640. 631 Taylor, FW (1856-1915), Shop Management, 1900;The Principles of Scientific Management (1911); Rationell arbetsledning:Taylorsystemet (1913). See alsoWrege & Greenwood 1991.
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