O empregado intra-empreendedor, uma nova gestão do trabalho no capitalismo no século XXI: novos métodos para fomentar a eficiência produtiva nas organizações empresariais

Abstract

In the context of modern methods and techniques of management of labor organizations are going to stimulate an entrepreneurial culture in the intra-entrepreneurial employees. In this sense, entrepreneurial companies such flagging a participatory management, with greater autonomy for employees, based on meritocracy, innovation and creativity. With the advent of methods and techniques entrepreneurial business organizations began to invest in training of the intellectual capital of the "collaborators" and recognition for their business development. The objective of this research was to examine whether the new methods and techniques entrepreneurs establish new relations of power, exploitation and alienation in the relationship between capital and labor. This study was conducted at Sun Computers, retail company leader in information technology in northern Brazil, were used 35 employees in different positions. The research is of type monographic, non-participatory and systematic, with the adoption of quantitative and qualitative methods. Through research it was observed that the adequacy of the standard employed entrepreneur requires new cognitive skills and intellectual, to adapt to ever-shorter cycles of validity of learning processes and training, see also the improvement of institutional communication techniques as a strategy of ideological construction for promoting awareness and encouraging employees in the generation of organizational innovations. This fact shows that the accession of the new worker's pragmatic people management is not done voluntarily, but a condition for staying in the income and benefits. It is concluded that the practice of corporate entrepreneurship intensifies the processes of alienation (cycle of validity of the know-how soon demanding more training and recycling), power (the pragmatics of participatory management maximizes individual performance through subjection to the manager and team work) and holding (capital appreciation with the generation of innovations by employees - continuous improvements with modest financial rewards).