This article establishes a parallel between the theory of gift exchange, as expounded by Marcel Mauss, and structural relationships in the workplace. Based on research conducted in 122 public and private organizations, in various sectors of the economy, it was possible to identify: the obsolescence of the teamwork structure and the prevalence of a structure that favors individualized labor. Based on this premise, the article discusses the possibility that the system of purchase-sale of fragmented labor is in the process of being replaced by the system of gift-recognition of individualized labor. The results of a research discussed in this article reveal that this movement is the product of a mutation rather than evolution or chance. In an attempt to withstand market pressures, organizations have been forced to impose radical change in the management of their assets. Consequently, the manner in which human resources are hired, used and discarded has changed. The structural model of labor-merchandise sold in a fragmented fashion has been replaced by a structure in which the result of labor is transacted in batches and integral fractions for a compensation that transcends mere remuneration.
work; structuralism; management; administration; organizations
