A empresa neoliberal: da ordem espontânea à ordem moral

Abstract

Resumo O vocabulário dos riscos psicossociais permite qualificar novos sofrimentos no trabalho: enquanto, no século XIX, a violência feita aos corpos atingia as almas, hoje as pressões exercidas sobre as mentes atingem os corpos. Essa terminologia, que se tornou usual no jargão administrativo, é, todavia, dúbia, pois conduz à individualização e à despolitização dos problemas. Essa negação do político está no âmago do projeto neoliberal. Por isso, propomos analisar a coerência ideológica dessa doutrina, antes de examinar de que forma os dispositivos administrativos nas grandes empresas podem ter incorporado, ao menos em parte, uma visão da ação humana sem fim, sem vontade e sem prazer.Abstract The vocabulary of psychosocial risks is used to describe new forms of suffering in the workplace: whereas in the 19th century, violence against the body affected souls, today’s pressures exerted on the minds hit the bodies. This terminology, which has become common in the managerial language, is however double-edged, since it leads to the individualization and depoliticization of problems. This negation of politics is at the heart of the neoliberal project. Therefore, we propose to analyze the ideological coherence of this doctrine before examining how the managerial devices in large companies have perhaps, at least partly, incorporated a vision of human action without ends, without will and without pleasure.Résumé Le vocable de risques psychosociaux permet de qualifier de nouvelles souffrances au travail : tandis qu’au 19ème siècle la violence faite aux corps atteignait les âmes, les pressions exercées sur les esprits atteignent les corps. Cette terminologie devenue usuelle dans la langue managériale est cependant à double tranchants lorsqu’elle conduit à l’individualisation et à la dépolitisation des problèmes. Cette négation du politique est au cœur du projet néolibéral. Voilà pourquoi nous proposons d’analyser la cohérence idéologique de cette doctrine avant d’examiner en quoi les dispositifs managériaux au sein des grandes entreprises ont peut-être, au moins en partie, incorporé une vision de l’action humaine sans fin, sans volonté et sans plaisir.