Paradoxo gerencialista e hiperperformance: sobre os laços psicológicos e ideológicos nas organizações multinacionais
Carregando...
Data
2018-01-12
Autores
Braz, Matheus Viana [UNESP]
Título da Revista
ISSN da Revista
Título de Volume
Editor
Universidade Estadual Paulista (Unesp)
Resumo
Na esteira do enfraquecimento e perda de credibilidade das instituições sociais, no universo da globalização da produção, do comércio e das finanças, as companhias multinacionais alcançaram um poderio sociopolítico-econômico sem precedentes na história. No epicentro da iniciativa pública e privada, difundem metodologias de gestão, nutrem um imaginário específico de progresso social, encarnam o símbolo máximo da eficiência, um novo polo de legitimação social, representam a consolidação de uma nova instituição sagrada e se amparam na promessa de realização de projetos específicos: ascensão vertiginosa, reconhecimento, visibilidade e destaque social. Embora na atualidade os riscos físicos de trabalho tenham sido progressivamente minimizados em países industrializados, incluindo o Brasil, segundo a literatura as condições subjetivas laborais parecem se degradar cada vez mais, o que revela o surgimento de novas fontes de risco e modos sofrimentos no trabalho. Como, então, o mal-estar e sofrimento profissional vinculam-se aos investimentos subjetivos entre indivíduo e empresa? Entre as exigências de hiperperformance, os paradoxos organizacionais e a busca pela superação contínua de si mesmo, como o sujeito dá sentido ao seu trabalho? Baseados nessas premissas, objetivamos empreender um estudo da incorporação ideológica e dos laços subjetivos estabelecidos no seio das companhias multinacionais, considerando as relações entre as antinomias das significações sociais imaginárias hegemônicas com fenômenos de ordem familiar, social e existencial, inscritos no cenário laboral atual. Para tanto, a partir da Psicossociologia e Sociologia Clínica, e com base em relatos de experiências singulares, provenientes da realidade concreta e vivida de trabalhadores que compõem quadros dirigentes de diversas empresas multinacionais, inscrevemos nosso estudo na orientação clínica da tradição francesa de pesquisadores e interventores que buscam compreender as mudanças e evoluções do mundo do trabalho. Propusemos, então, que especialmente a partir das últimas duas décadas uma nova configuração sociopsíquico-organizacional ganha contornos cada vez mais aparentes e refere à expansão de uma modalidade arquetípica de laço subjetivo estabelecido com as empresas, emergente como produto de transformações culturais da hipermodernidade. Isso quer dizer que comumente há a incorporação de valores relacionados à organização ou a apropriação do discurso gerencialista, no entanto, em face das instâncias mediadoras existentes nas companhias, nos níveis psicológico e ideológico do vínculo com a empresa, paradoxalmente de modo oculto predominam a descrença, desconfiança, desencantamento, pessimismo, saturação, instabilidade, insegurança e a incoerência em relação ao ambiente no qual estão inseridos. O imperativo da excelência, de destaque social e a necessidade de se afirmar como sujeito, quando vinculados a maior vulnerabilidade do emprego assalariado e a proliferação de exigências incompatíveis, produz um ambiente de incerteza constante. Com efeito, em uma sociedade na qual a individualização dos percursos se revela central, na ausência de elementos estruturantes do coletivo, a pejoração da média e a empresarização dos comportamentos tendem a fazer com que o indivíduo sinta com cada vez mais peso os efeitos dessas injunções, como se a busca pela afirmação de sua existência social comumente não o levasse a lugar algum.
The multinational corporations have achieved a unique position and powerful influence within the economic, social and cultural spheres, unprecedented in history, in a social institutions weakening and loss of credibility context and the globalization of production, commerce, and finance. These companies are at the epicenter of public and private initiative, disseminate management methodologies and establish a specific imaginary of social progress. In addition, represent a new pole of social legitimation, the ultimate symbol of efficiency, the consolidation of a new sacred institution and support the promise of achievement of specific projects: vertiginous rise, recognition, visibility and social prominence. Currently, although physical labor risks have been progressively minimized in industrialized countries, including Brazil, according to the literature the subjective labor conditions seem to degrade more and more, which reveals the emergence of new sources of risk and ways of suffering at work. Based on this, how is professional malaise and suffering linked to subjective investments between individual and company? Among the demands of hyperperformance, organizational paradoxes, and the search for continuous self-upgrade, how does the individual create the sense of purpose at work? Based on these premises, we intended to study the ideological incorporation and the subjective bonds established within the multinational companies, considering the relations between the antinomies of imaginary hegemonic social significations and the family, social and existential order effect, inscribed in the current labor scenario. In order to do it, based on reports of unique experiences from the concrete and lived reality of workers that are executives leaders of several multinational companies, we have proposed our study correlated with the French tradition clinical orientation of the researchers and interventors that aiming to understand the changes and evolutions of the work world. We proposed, then, that especially in the last two decades a new sociopsychic-organizational configuration has being more evident and refers to the expansion of an archetypal mode of subjective bond established with companies that emerges as the product of cultural transformations of hypermodernity. As expected, there is usually the incorporation of values related to the organization or the appropriation of the managerialist discourse. However, in reason of mediating instances in the companies, in the psychological and ideological levels feelings linked to the company, paradoxically and not evident is predominating the disbelief, mistrust, disenchantment, pessimism, saturation, instability, insecurity and incoherence with the own environment which they are inserted. The imperative of excellence, social prominence and the necessity of affirmation as a subject, when linked to the greater vulnerability of wage employment and the proliferation of incompatible demands, produce an environment of constant uncertainty. Indeed, in a society which the individualization of pathways is central, in the absence of the collective structuring elements, the average depreciation and the company standard behaviors tend to increase the weight of these injunctions effects, as if the social existence affirmation search usually did not take himself to anywhere
The multinational corporations have achieved a unique position and powerful influence within the economic, social and cultural spheres, unprecedented in history, in a social institutions weakening and loss of credibility context and the globalization of production, commerce, and finance. These companies are at the epicenter of public and private initiative, disseminate management methodologies and establish a specific imaginary of social progress. In addition, represent a new pole of social legitimation, the ultimate symbol of efficiency, the consolidation of a new sacred institution and support the promise of achievement of specific projects: vertiginous rise, recognition, visibility and social prominence. Currently, although physical labor risks have been progressively minimized in industrialized countries, including Brazil, according to the literature the subjective labor conditions seem to degrade more and more, which reveals the emergence of new sources of risk and ways of suffering at work. Based on this, how is professional malaise and suffering linked to subjective investments between individual and company? Among the demands of hyperperformance, organizational paradoxes, and the search for continuous self-upgrade, how does the individual create the sense of purpose at work? Based on these premises, we intended to study the ideological incorporation and the subjective bonds established within the multinational companies, considering the relations between the antinomies of imaginary hegemonic social significations and the family, social and existential order effect, inscribed in the current labor scenario. In order to do it, based on reports of unique experiences from the concrete and lived reality of workers that are executives leaders of several multinational companies, we have proposed our study correlated with the French tradition clinical orientation of the researchers and interventors that aiming to understand the changes and evolutions of the work world. We proposed, then, that especially in the last two decades a new sociopsychic-organizational configuration has being more evident and refers to the expansion of an archetypal mode of subjective bond established with companies that emerges as the product of cultural transformations of hypermodernity. As expected, there is usually the incorporation of values related to the organization or the appropriation of the managerialist discourse. However, in reason of mediating instances in the companies, in the psychological and ideological levels feelings linked to the company, paradoxically and not evident is predominating the disbelief, mistrust, disenchantment, pessimism, saturation, instability, insecurity and incoherence with the own environment which they are inserted. The imperative of excellence, social prominence and the necessity of affirmation as a subject, when linked to the greater vulnerability of wage employment and the proliferation of incompatible demands, produce an environment of constant uncertainty. Indeed, in a society which the individualization of pathways is central, in the absence of the collective structuring elements, the average depreciation and the company standard behaviors tend to increase the weight of these injunctions effects, as if the social existence affirmation search usually did not take himself to anywhere
Descrição
Palavras-chave
Relações de Trabalho, Saúde do Trabalhador, Psicossociologia e Sociologia Clínica, Organizações Multinacionais, Paradoxo organizacional