This paper, presented in the form of a case study, argues that paternalism, as a form of worker control can, and does, exist as a contemporary tool of management. It provides a typology of paternalism and outlines the benefits for management that can be achieved through its use in the form of compliant and quiescent workers. It goes on to identify the problems that are experienced in maintaining the paternalist relationship and explores possible solutions to the problems of a workforce discontented with an employment relationship mediated by paternalism
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