This whole story is a perfect example of the claim by Labour Historian Jeremy Brecher that in the periods of mass strike, workers act outside of their institutionally prescribed roles. They reinvent themselves as historical actors and as a part of a group making history together. In this story, Rita O’Grady who was a bit hesitant to represent women machinist for the first meeting was inspired by how management was ignorant about the work women do for making car seat covers. She couldn’t resist herself from showing how they carry out such a skilled task under pathetic working conditions.
On the other side of it, management was trying to sort this problem out with the help of union representative without being concerned about women’s problems. They never expected that a woman will put forth their problems during the meeting.
Then, Rita comes to know that the actual problem is not about the skills but it is about their sex. She understood that they will always be paid lesser than men until they stop this wrongdoing by the management and the government as a whole. She inspired all women to fight against sexual discrimination and to go on indefinite strike. This incident depicts that now women are no more worried about the organisation they represent and the job they perform at Ford, but they consider themselves amongst a larger social group of WOMEN. Rita and her fellow machinist demanded for sexual equality across the board. They wanted to stop this discrimination forever and wanted to make history together as women.
When women stopped working in their factory, the factory ran out of finished car seats. This shows that factory cannot work simply on other divisions alone but it works on harmonious production by all of its hands. Non-functioning of even the smallest of the division can make company loss millions of pounds daily. Management failed to realise the impact of such strike by women machinist. Eventually entire car plant at Deganham came to a halt. Management’s task was to sense the situation, sense the problems which women faced and solve the issue beforehand but they followed very casual approach and because of that had to incur such huge losses.
Thus, when mass strike happens, we see transformation in the roles of workers and the management (Ackers, 2003). When workers withdraw their cooperation from existing institutions, they reveal that those institutions are not the fixed things they appear in life but they depend on the living human beings whose activity makes them up. Albert had also seen the consequences of such sexual discrimination and exploitation through his mother. Thus workers associate themselves more to a social group rather than an organisation where they work. On the other side, management is a group of people who are the owners of the company or they directly work for the owners of the company. Their primary concern is the profit to the company and in a process of maximising it and reducing losses due to strike, they take steps to ensure that companies continue their operations during strike. Sometimes harsh regulations on workers or threatening them as done in this case may produce undesired results and may lead to more losses. Management should try to convince workers in a mutually beneficial way as early as possible so that production process does not come to a standstill position.
这整个故事是一个由劳动历史学家杰瑞米布雷彻声称在大规模罢工期间的完美的例子，工人的制度规定的角色外行为。他们将自己重塑成历史的演员和作为一个团队一起创造历史的一部分。在这个故事中，丽塔O’Grady谁是代表女人机械师，第一次有点犹豫的灵感来自于如何管理有关工作的妇女无知做制造汽车座椅套。她忍不住自己展示他们如何进行这样的熟练的工作条件下工作。
在它的另一面，管理正试图解决这个问题与工会代表的帮助而不关心妇女问题。他们没有料到，一个女人会提出他们的问题在会议上。
然后，丽塔想知道实际的问题不是关于技能，但它是关于他们的性。她明白，他们将永远被支付低于男人直到他们停止这种行为的管理，政府作为一个整体。她鼓励所有妇女反对性别歧视和继续无限期罢工。这一事件的描绘，现在妇女不再担心该组织代表和他们的表现在福特公司工作，但他们认为自己在一个更大的社会群体的女性。丽塔和她的同事机械性平等一刀切要求。他们想阻止这种歧视永远想一起创造历史，妇女。
当女性停止他们的工厂工作，工厂里跑出来的成品的汽车座椅。这表明工厂不能工作，只是在其他部门单独但它所有它的手生产的协调工作。即使是最小的划分可以使公司损失了数百万英镑的日常无功能。管理未能意识到女性的机械师罢工的影响。最终整个汽车厂在deganham停下。管理的任务是意识的现状，意义，女性所面临的问题，事前解决问题但又很随意的方法，因为那已经遭受如此大的损失。
因此，当大罢工时，我们看到工人的角色转变和管理（鞭炮，2003）。当工人退出现有的机构合作，他们发现，这些机构是不固定的东西出现在生活但他们依靠人类生活的活动让他们了。艾伯特也看到了这种性别歧视和剥削的后果通过他的母亲。因此，工人把自己更多的不是一个组织在他们工作的一个社会群体。另一方面，管理是一个群体的人谁是公司的所有者或直接为之工作的公司的所有者。他们主要关心的是利润的公司，在最大化和减少由于罢工损失的过程中，他们采取措施确保公司继续运行在罢工。有时严厉的法规对工人或威胁他们这样做可能会产生不希望的结果，可能会导致更多的损失。管理层应努力说服工人，在互惠互利的方式尽快使生产过程不停顿的位置。
