Abstract

Since the end of the 198os, we have been witnessing a shift in the type of control that is exerted on salaried labor. The disciplinary control of Taylorist provenance has been giving way to a modular control which introduces a new freedom, the freedom of the salaried employee to modulate his or her laboring activity, and, in part, mobility and usage of tithe. But this new type of control is above all a control of the subjective commitment of the employee, an evaluation of performance which tends to equate the employee with a form of micro-capital, entrusted with valorizing itself economically and justifying its continuing employment. But the positive aspect of this mutation should also be noted: the personal commitment of the employee is also a forma of initiative taken in real-life situations, a production of services for various audiences, which produce, in the strong sense of the term, an ethical investment in how labor activity is conducted, along with a new evaluation of productivity. The strictly personal perspective is not the whole picture, for it conceals the emergence - real or potential - of communities of commitment. It is in terms of this mutation that both the usage of time and the modalities of salaried wages need to be rethought