Collaborative group builds a vibrant, self-managed structure with gears and plants.

Self-Management Revolution: Can Worker Autonomy Redefine the Future of Work?

Lena Voss in Business & Economy December 2025 • 3 min read.

"Exploring the interfaces and challenges of self-management and subjectivity in the vision of specialists from ANTEAG, UNISOL, and UNITRABALHO."

Traditional hierarchical structures in business, often perpetuated by mainstream management theories, can stifle innovation and ethical considerations. These models frequently prioritize profits over the well-being and autonomy of employees, leading to environments of injustice and exploitation. But is there a better way?

Enter self-management: a radical approach that champions democratic and non-hierarchical organization. While the concept isn't new, its implementation faces significant hurdles. It demands a fundamental shift in how we perceive work, power, and individual roles within a collective.

This article explores the challenges and opportunities of self-management, drawing insights from experts at ANTEAG, UNISOL, and UNITRABALHO – organizations dedicated to fostering self-managed entities. We'll unpack the concept of 'subjectivity,' examining how individual and collective mindsets must evolve for self-management to truly thrive.

The Crisis of Conventional Management

Collaborative group builds a vibrant, self-managed structure with gears and plants.

The dominant theoretical currents in Administration often transform companies into spaces for ideological propagation regarding hierarchical forms of organization and work management. By denying the political and ideological dimension of administrative action, Administration Theory has become complicit in the interests of business, educating professionals whose actions end up superimposing the economic to the human factor and to ethical issues.

The traditional administrative practices and management theories have served to control workers and increase company efficiency since the rise of Scientific Administration. Human Resources (HR), within the prevailing functionalist perspective, exemplifies this. Employees, seen as mere inputs, are selected, trained, developed, and compensated to generate the outputs of the company, essentially reducing people to resources for production.

Hierarchies and controls are normalized, suppressing alternative models.
Focus is strongly adapted to Anglo-Saxon roots, furthering power.

In contrast to this dominant model, self-management presents a vision of a workplace where power is distributed, decisions are made collectively, and individuals are empowered. It is a step towards justice and equality.

Looking Ahead: The Future of Self-Management

The journey toward self-management is complex and requires both individual and collective transformations. Overcoming ingrained hierarchical mindsets and fostering a culture of collaboration are key challenges. While uncertainties remain and the path is arduous, the potential rewards – a more equitable, engaging, and innovative world of work – make the pursuit of self-management a worthwhile endeavor.

About this Article -

This article was crafted using a human-AI hybrid and collaborative approach. AI assisted our team with initial drafting, research insights, identifying key questions, and image generation. Our human editors guided topic selection, defined the angle, structured the content, ensured factual accuracy and relevance, refined the tone, and conducted thorough editing to deliver helpful, high-quality information.See our About page for more information.

This article is based on research published under:

DOI-LINK: 10.1590/s1679-39512012000100006, Alternate LINK

Title: Autogestão E Subjetividade: Interfaces E Desafios Na Visão De Especialistas Da Anteag, Unisol E Unitrabalho

Subject: General Medicine

Journal: Cadernos EBAPE.BR

Publisher: FapUNIFESP (SciELO)

Authors: Fernanda Mitsue Soares Onuma, Flávia Luciana Naves Mafra, Lilian Barros Moreira

Published: 2012-03-01

Everything You Need To Know

What is self-management and how does it differ from traditional management approaches?

Self-management is a radical approach to work that champions democratic and non-hierarchical organization. Unlike traditional management, which often relies on hierarchical structures and prioritizes profits over employee well-being, self-management distributes power, encourages collective decision-making, and empowers individuals. Traditional models, influenced by mainstream management theories, can stifle innovation and ethical considerations, whereas self-management aims for a more equitable, engaging, and innovative work environment.

What role do ANTEAG, UNISOL, and UNITRABALHO play in the context of self-management?

ANTEAG, UNISOL, and UNITRABALHO are organizations dedicated to fostering self-managed entities. The article draws insights from these specialists to explore the challenges and opportunities of self-management. Their work provides valuable perspectives on the implementation and evolution of self-management practices, contributing to a deeper understanding of how to create and sustain non-hierarchical workplaces.

How does 'subjectivity' influence the success of self-management?

Subjectivity, in the context of self-management, refers to the individual and collective mindsets that must evolve for self-management to thrive. Overcoming ingrained hierarchical mindsets and fostering a culture of collaboration are key. This involves a fundamental shift in how individuals perceive work, power, and their roles within a collective. If individuals can transform their own perspectives and beliefs about work, the success of self-management can be achieved more easily.

What are the core problems associated with conventional management practices?

Conventional management practices, often rooted in Administration Theory, prioritize profits and efficiency over employee well-being and ethical considerations. These practices, influenced by Anglo-Saxon roots, rely on hierarchical structures and control mechanisms. They transform companies into spaces for ideological propagation, often at the expense of the human factor. Human Resources (HR) departments, within this framework, often treat employees as mere inputs for production, thereby reducing people to resources. This can lead to environments of injustice and exploitation, suppressing alternative models.

What are the key challenges and potential rewards associated with the pursuit of self-management?

The journey toward self-management faces challenges like overcoming ingrained hierarchical mindsets and fostering a culture of collaboration. Uncertainties remain, and the path is arduous. However, the potential rewards are substantial: a more equitable, engaging, and innovative world of work. The shift towards self-management requires both individual and collective transformations, but the benefits – greater justice, equality, and employee empowerment – make the pursuit a worthwhile endeavor, promising a more fulfilling work experience for all.