Note:This book review previously appeared in the ASTD (American Society for Training and Development newsletter.) Pink, Daniel H. (2001). Free Agent Nation: How America's New Independent Workers are Transforming the Way We Live. New York, NY: Warner Books, Inc. Well researched and entertainingly written, Free Agent Nation introduces readers to a "revolution" in the work force—the growth of "free agents" and the shifts in institutional relationships the 30 million independent workers in America are bringing with them. Pink provides a review of literature, compelling statistics, and engaging excerpts from interviews he conducted with hundreds of independent workers across America to support his contention that free agency is changing the face of America. In Part One of five parts, Pink, a former Gore chief speechwriter, and a contributing editor to Fast Company, analyzes the roots of free agency. He examines how many free agents there are and who they are, which includes definitions of soloists, temps, and microbusinesses (companies that employ ten or fewer employees). If you want to better understand the trend to independent contract work, this is the introduction you need. Pink makes it easy to get the "big picture," too. Every chapter ends with the "The Box"—a concise summary with four components: (1) "the crux," a paragraph capturing the essence of the chapter's message; (2) "the factoid," just as it sounds, a (sometimes startling) statistic in support of key issues; (3) "the quote," an apparent "sound bite" remnant of his speech writing background, it's always interesting, and often provocative; and (4) "the Word," a reminder of the new vocabulary he's using to clarify this brave new world. For example, Chapter 2 ends with the word "Nanocorp. A microbusiness that remains 'ruthlessly small'—as both a personal preference and a competitive strategy." In Part Two, Pink persuasively explores the new worth ethic, employment contract, and time clock the "dis-organization" men and women bring with them and astutely analyzes the shifts in our relationships that come with these core changes in our perception of what it means to "go" to work. For those interested in the social and economic ramifications of a work force centered around individuals marketing their skills/talents, Part Three will be the most fascinating. Pink explains how and why free agency works, including a redefinition of "team work" on a global scale, the growth of agencies who service and coach this dynamic workforce, and the more personal changes free agency brings to our sense of the mythical "balance" between work and family. In Part Four, Pink examines the "roadblocks" to free agency, arguing persuasively for changes to existing health insurance, tax, and zoning restrictions. He also provides a stimulating analysis of the inequality that arises between those who have marketable skills and thus are in demand, and those who do not. Pink reveals how several new worker organizations ("a 'self-organized labor' movement") are evolving to represent the "downtrodden," such as the "temp slaves"—temporary workers, who are denied health insurance and other benefits, though they may work for years beside permanent employees performing the same duties. The final part of his book is devoted to predictions about the free agent future, touching on everything from "e-retirement," education, real estate, finances, politics, commerce, community, and family relationships. Clearly, Pink firmly believes the independent model of working in America will persist in shaking up all our institutions, "transforming the way we live" in the decades ahead—and perhaps in ways even Pink has yet to imagine. Whether you agree or not with Pink's assessments, when the nation's largest private employer is not a Fortune 500 company, but Manpower, Inc., something is happening in how America does business. What does that mean for those training the country's workforce? For corporate leaders/trainers struggling to keep the best and brightest engaged in their organizations, Pink's book might offer some insights—or at least provide fodder for another rousing debate about training ROI for intrinsically motivated employees. If nothing else, marketing learning options to this self-actualizing group of high performers who have already left the corporate womb could offer some potentially lucrative consulting/coaching prospects for freelance trainers/writers who are willing to exhibit a little entrepreneurial chutzpa themselves. Verlane is a technical writer and Internet analyst for GuideOne Insurance in West Des Moines and a doctoral student in education at Drake University in Des Moines. |