Controle em novas formas de trabalho: teletrabalhadores e o discurso do empreendimento de si

Abstract

As tecnologias de controle nas organizações contemporâneas caracterizam-se não mais pela supervisão direta sobre os atos do trabalhador, mas pelo controle à distância, pela formatação dos sujeitos "adequados" para o desempenho dos papéis organizacionais. Até o momento, o teletrabalho pode ser considerado a iniciativa gerencial que põe em prática, de maneira mais contundente, o afastamento indivíduo-organização. Este artigo busca explorar como o esforço de controle à distância se dá nessa situação em que a separação física organização-indivíduo é clara e estabelecida. Foram entrevistados 25 teletrabalhadores residentes na cidade do Rio de Janeiro, todos mantendo vínculo empregatício com as empresas para as quais teletrabalham e desenvolvendo tarefas que podem ser caracterizadas como intensivas em conhecimento.<br>The new technologies of control in contemporary organizations rely on the constitution of the adequate subjects for performing organizational roles. Their objective is to control at a distance, instead of the direct supervising of individuals. It can be said that teleworking is the managerial initiative that has taken further the idea of distance between organizations and individuals. This paper aims at exploring how organizational control takes place in a situation in which physical distance between organization and individual is clearly established. Twenty-five teleworkers residing in Rio de Janeiro city were interviewed. All of the interviewees are teleworkers who hold stead job positions and perform knowledge-intensive tasks

Aspectos críticos do teletrabalho em uma companhia multinacional

“…Organizational rationales argue that the teleworker must be autonomous, disciplined, reliable and proactive, among other aspects that keep employees subject to company demands (COSTA, 2013) through the following process: once they are named by the organization as people with distinct skills and abilities, and thus have been differentiated from other workers at the institution, teleworkers end up being dominated by this positioning of the organization beyond the workday, which makes them more likely to dedicate even more time to work to merit the confidence placed in them by the organization (COSTA, 2013;GRISCI and CARDOSO, 2014).…”

“…It has to make sure that remote workers are integrated into the company, given that their work environments are different: space and interaction time are reduced for teleworkers and they become socially isolated within the organization (COSTA, 2013). To minimize this aspect, Whittle and Mueller (2009) point out that some companies have adopted measures to integrate their teleworkers more, both among themselves and with other workers, through meetings at the company, team lunches and happy hours after normal work hours.…”

“…This type of multifunctionality not only harms the quality of the service requested by superiors, it also contributes to work overload in meeting the demands of scheduled activities (COSTA, 2013;GRISCI and CARDOSO, 2014).…”

“…Another interviewee went further to signal her family that she was working: Together with the impacts on one's social life, it's important to analyze the coexistence of these subjects with other teleworkers, bearing in mind that social isolation is common in this type of work (COSTA, 2013). Paradoxically in terms of the structure of telework, spending time with other professionals is fundamental to a youth's development at work, because the internship, since its creation in 1977, envisions supervision in a location close to the company.…”

A Poli (Mono)fonia Do Teletrabalho

“…Costa (2003Costa ( , 2007Costa ( , 2013 Em uma classificação de modalidades do teletrabalho, podem ser citados como os arranjos mais comuns:…”