My thesis examines moral and political responses to the character of work through critical evaluation of the work we do to sustain a stable social order suitable for human acting and being. My original contribution rests upon my application of Wolf s (2010) distinct bipartite value of meaningfulness (BVM) to the structure of action in work, which integrates the objective and subjective dimensions of meaningfulness when subjective feelings of attachment are united. to an assessment of the objective worthiness of the object. Work which is structured by the BVM is a fundamental human need, because it addresses our inescapable interests in autonomy, freedom, and social recognition, which are met when work is non-alienated, non-dominated and dignified. To realise the BVM, each person must possess the capabilities for objective valuing and affective attachment, in addition to their equal status as eo-authorities in the realm of value. Being able to participate in creating and sustaining positive values through meaning-making alleviates concerns that meaningful work is a perfectionist ideal which undermines autonomy. But meaning-making gives rise to interpretive differences over values and meanings which often remain as pre-political potentials unless brought into public deliberation through deliberative practices. I argue that realising the BVM in work requires a politics of meaningfulness generated by a system of workplace democracy, where democratic authority at the level of the organisation is combined with agonistic democratic practices at the level of the task. Furthermore, capability justice requires the satisfaction of two principles ~ the principle of egalitarian meaning, such that all persons must be able to experience their work as meaningful, and the threshold of sufficient meaning, such that work is sufficiently meaningful when constituted by the values of autonomy, freedom and social recognition. I conclude that the relevant capabilities for meaningfulness are realised, indirectly, through institutional guarantees for the Capability for Voice. Ruth Yeoman Abstract

Thesis (Ph.D.)--Ohio University, August, 2006. / Title from PDF t.p. Includes bibliographical references.

A presente dissertação teve como motivação geral aprofundar na compreensão do trabalho dentro da Flaskô, uma Empresa Recuperada pelos Trabalhadores (ERT), devido ao interesse nessas experiências de autogestão. A questão de fundo consiste em entender se seriam as ERT\'s capazes de possibilitar transformações substanciais no trabalho de maneira a apontar para novas relações sociais e de produção. Questão abrangente que permanecerá por muito tempo. A partir de um recorte um pouco mais específico, buscamos compreender como se configura a cooperação entre os trabalhadores em suas atividades de produção. Para isso utilizamos o referencial teórico da Ergonomia da Atividade. Foi feita uma pesquisa-ação na fábrica seguindo a metodologia Análise Ergonômica do Trabalho (AET), que permitiu que nos aproximássemos da atividade e da organização real do trabalho, podendo observar no processo de mudança e projeto de novas formas organizacionais os interstícios, contradições e lógicas do trabalho na fábrica. A partir das vivências que os trabalhadores deixaram emergir na AET bem como dos relatos, entrevistas e observações realizadas, analisamos a cooperação à luz dos conceitos da Psicodinâmica do Trabalho, tentando construir uma interpretação da deontologia do fazer na fábrica, ou seja, dos processos que permitem o reconhecimento intersubjetivo dos trabalhadores através da discussão, deliberação, criação de acordos, normas e regras que envolvem a capacidade de construir confiança, comunicar-se, coordenar as inteligências singulares através de arbitragem e da legitimação de certo tipo de autoridade fundada no saber e na utilidade, e não na dominação. / The present work was motivated by the general interest to understand deeply the work inside Flaskô, a self-management company which was recovered by its workers during the failure process, due to the interest in these self-management and democracy at workplace experiences. The fundamental question behind all the work is to understand if those experiences are able to produce substantial changes in work leading to new social and production relations. But that is a question that will remain for a long time. In this research, more specifically, we tried to focus on in understanding how the cooperation between the workers in the production activities is configured. For this purpose, we use the theoretical reference of the Activity Ergonomics, following the methodology of Ergonomic Analysis of Work in Flaskô, which allowed us to approach the work activity and the real organization of the work. In the process of designing changes in the organization with the workers we were able to observe the interstices, contradictions and logics of work. The workers brought up a lot of experiences from their lives at the factory. That allowed us, along with the reports, interviews and observations that we made, build an interpretation of the cooperation, using as theoretical framework the concepts of Work Psychodynamics. We tried to understand cooperation from the process of \"deontology of work\" in the factor: the processes that allow the intersubjective recognition of workers through discussion, deliberation, creation of agreements, norms and rules that involve the capacity to build trust, communicate, coordinate the singular intelligences through arbitration and the legitimation of a certain type of authority based on knowledge and in utility, not domination.

Made available in DSpace on 2016-04-26T20:27:21Z (GMT). No. of bitstreams: 1 Ney Duarte Montanari.pdf: 459299 bytes, checksum: f355863a5cdd125509f7949a4cc0e3c6 (MD5) Previous issue date: 2008-05-09 / This academic study has its foundations fixed in the reflection of more than three and a half centuries of slavery, the compulsory work system, the monopoly of managerial power in the hands of de holders of the production means, the reflexes in the business and in the relationships among employee and employer in the current days, seen by the eyes of the law s analyses with focus in the company s economical life, its organization and the instruments of people s produced by the schools of administration and economy until the current days. It studies the Brazilian Constitutions, starting form de Imperial of 1.824 until the text of the current Great Letter, beside the legal system, the syndical structure, the mechanisms of conflicts solution, the information rights and de instruments of representation and worker s participation in the administration, in the profits and in the companies results. It presents the foundations and de evolution of the Administration Schools, starting from the scientific theory and personal relationship, through models identified as taylorism, fordism and toytism, reaching the organization and people s management, know as Administration by Objectives and Participant Administration. It exposes and analyses the instruments of de existing worker representation, passing through the internal committee of accidents, factory committee and worker representation, internal regulations, by the co-administration to focus in the larger objective of the dissertation and to demonstrate the reach and dimensions of the workers in the profits participation or results of de companies, instrument that in crumbled and discussed in full detail, highlighting its nature, purpose, economical advantages, flexibility, juridical safety and its model inspirations of democracy and humanization in the relationship between employee and employer / Este estudo acadêmico tem seus alicerces fincados na reflexão sobre os mais de 3 séculos e meio da escravidão, o sistema de trabalho compulsório, o monopólio do poder diretivo nas mãos dos detentores dos meios de produção, seus reflexos na cultura empresarial e nas relações entre empregado e empregador nos dias atuais, vistos pelos olhos do analista do direito com foco na vida econômica das empresas , sua organização e os instrumentos de gestão de pessoas produzidos pelas escolas de administração e economia até os dias atuais. Estuda as Constituições brasileiras, a partir da Imperial de 1.824 até o texto da atual Magna Carta, ao lado do sistema legal laborativo, da estrutura sindical, dos mecanismos de solução de conflitos, do direito de informação e dos instrumentos de representação e de participação dos trabalhadores na gestão, nos lucros e resultados das empresas. Apresenta os fundamentos e a evolução das escolas de administração, a partir da teoria científica e de relações humanas, através dos modelos identificados como toylorista, fordista e toyotista, chegando aos ensinamentos de Peter Drucker e W. Edwuard Deming e seus revolucionários e democráticos modelos de organização e de gestão de pessoas conhecidos como Administração por Objetivos e Administração Participativa. Expõe e analisa os instrumentos de representação dos trabalhadores existentes, passando pelas comissões internas de acidentes, pelas comissões de fábrica e representação de trabalhadores, pelos regulamentos internos, pela co-gestão para focar no objetivo maior da dissertação e demonstrar o alcance e as dimensões da participação dos trabalhadores dos lucros ou resultados das empresas, instrumento que é esmiuçado e discutido detalhadamente, destacando-se sua natureza, finalidade, vantagens econômicas, flexibilidade, segurança jurídica e suas inspirações modernizantes, democratizantes e humanizantes das relações entre empregado e empregador