L’emploi durable, une relation de type don/contre-don : De la validation aux enseignements d’un paradigme

Cet article s’intéresse à la question des relations d’emploi durables et se propose de démontrer la pertinence du paradigme du don/contre-don de Mauss (2003) pour lire et comprendre les réglages de ces relations et l’engagement des individus inscrits à l’intérieur. Il étudie, à partir d’une recherche de type ethnographique et inductive menée au sein de l’entreprise France Télécom, les moteurs et les ressorts de l’engagement durable des acteurs dans un contexte où les conditions initiales d’entrée dans la relation ont été modifiées par les restructurations de l’entreprise. En s’appuyant sur les résultats de l’enquête, il témoigne de la force explicative des thèses de Mauss et de leur intérêt pour la GRH, en montrant comment celles-ci complètent les approches managériales traditionnelles et redéfinissent les conditions d’efficacité des politiques d’accompagnement proposées par l’entreprise.There is much research into occupations, and a growing marked interest in what are called “new careers.” These new careers, which are defined in relation to traditional occupations, are typified by lower loyalty and less attachment to the employer on the part of the employee. There are various factors that account for this. From a sociological viewpoint, modern workers tend to need to give a sense to their professional life and so, depending on the moment and their desires, they change organization and accumulate diverse experiences over the course of their career. Economically, with the ubiquity of corporate restructuring and organizational change, employees aim to protect themselves from the risk of redundancy having come to the realization that jobs for life no longer exist. These changes correspond to a new, more contractual and more rational, psychological relationship between the individual and the organization. This means that in the new areas of exchange, loyalty and reciprocity are maintained through the synchronous realization of expectations. As a result, attachment to the organization and emotional investment are weaker than was the case in the past.While being both justified and pertinent, the above mentioned research engenders a particular viewpoint. Through a certain prioritization, this research has lead to an almost total neglect of research into single-employer careers and into long-term employment relationships which were historically the basis of an employee’s relation with the organization. Although single-employer careers have not disappeared, it must be admitted that nowadays they have taken on a new form. Internal reorganization and permanent changes have contributed to a redefinition of the conditions of long-term employment relationships. They also contribute to the modification of the rules of involvement and the transformation of the relationship between contribution and remuneration. This leads to the question of the longevity of the commitment of those who choose to stay with one organization. It is to this rarely investigated question that this article is addressed.This article analyses the sustainable employment relationship in order to understand the motives for the commitment of the actors engaged in such a relationship. The study is based on an ethnographic survey which was conducted over fifteen months within the firm France Telecom. Over the last fifteen years, this firm has undergone major restructurings which has had as a result that the firm’s employees work in a professional and social framework that is different from the one in place when they joined the company. The legal status, the meaning given to their work, the values as well as the job itself have all been redefined to match the new obligations of the organization. Classic management approaches consider that undergone changes in conditions induce hitches or even a rupture of the psychological contract. They also show that these hitches in the exchanges between employer and employee go along with negative consequences on the employees’ commitment, their loyalty, their social behaviour, and their performance (Delobbe et al., 2005). Studies on the psychological contract have mainly highlighted the fact that, under such circumstances, most employees resign. Our research seeks to understand what causes employees to maintain their involvement even when their employment conditions have been radically redefined. To do this, we start with the paradoxes seen in our study. At France Telecom, even when those involved have undergone professional reorientation, moving them away from their previous experiences, none of them wish to leave the company. The behaviour of the individuals and the performance of the company show a strong commitment to the company and to the work on the part of the employees. The inductive survey reveals that the reasons for a lasting/long-term commitment are grounded in and protected by the history of the relationship that links the employees to the firm (primary socialization, protection of traditional values, behaviour standards, social dependence) and also by a great number of mixed features that are specific to lasting/long-term employment relationships (strong identity roots, affection for the firm, etc.). The paradigm of gift/counter-gift (don/contre-don) and of the social phenomenon initiated by Marcel Mauss (1923–1924) is used here to analyze this type of relationship. This paradigm allows us to take into account the complexity of the relationship, the dynamics of the different features considered and, most importantly, the role of the lasting/long-term interaction between the employee and the particular context of the relationship. Moreover, it allows us to better understand the issues raised by reorganization for those involved. Using the results of the survey, the article confirms that Mauss’ gift/counter-gift paradigm is relevant to the analysis and understanding of lasting/long-term employment relationships. It also proves that Mauss’ theories are particularly illuminating and of a great interest for human resource management, showing that they complement the traditional management approaches as they define new conditions for the support programmes implemented by the firm in order to be efficient. In this article, we put forward the concept of a “chain giving.” This concept emphasizes the overall and historic dimensions of the relation with the enterprise. It encourages the measurement of all the implications involved in long-term employment relationships (professional, personal and social implications) and their incorporation into managerial decision making. This concept can bring us a clearer reading of the expectations of the individual, comprehension of the paradoxes observed at the workface and a deepening of our understanding of reactions to changes put in place by organizations.Este artículo se interesa a la cuestión de las relaciones de empleo durables y se propone demostrar la pertinencia del paradigma del don/ contra – don de Mauss (2003) para leer y comprender los reglajes de esas relaciones y la implicación de los individuos inscritos al interior. A partir de una investigación de tipo etnográfica e inductiva llevada a cabo en la empresa France Telecom, se estudia los motores y los resortes de la implicación durable de los actores en un contexto donde las condiciones iniciales de entrada en la relación han sido modificadas por las restructuraciones de la empresa. Apoyándose en los resultados de la encuesta, el estudio testimonia de la fuerza explicativa de las tesis de Mauss y de su interés para la GRH, mostrando cómo ellas se completan los enfoques de gestión tradicionales y redefinen las condiciones de eficacidad de las políticas de acompañamiento propuestas por la empresa

Management à distance et santé au travail : Quels sont les impacts de l’éloignement et de la méconnaissance du travail réel ?

Cette recherche explore deux cas d’entreprises développant un management à distance. On montrera que ce management focalisé essentiellement sur un contrôle formel de l’activité créé des distorsions entre les représentations du management et celles des salariés. Or, les salariés étant confrontés à une forte incertitude lors de périodes de mutations exigeantes en termes de management des ressources humaines, ces distorsions génèrent chez eux perte de confiance, désengagement, stress et désespoir, qui peuvent avoir un impact important sur leur santé

Human Preference and Fractal Dimension

The objective of this study is to assess any connections between the fractal dimension of edges in images of pastoral landscapes in Sweden and preference rating of the images and preference ratings for the edge images respectively. 23 participants volunteered for the trial. The mean age was 29,95 years, six of the subjects where women. The study consited of analysis of fractal dimension in images of pastoral landscapes from an earlier study and an experiment with human participants. The subjects estimated their preference for manipulated images, edge images, of pastoral landscapes. Their results where compared to results from the earlier study on non manipulated images. The result show that significant connection exists and in a way that correlates well with earlier studies. The edge images did not have significant correlation. Results for the edge images: (rs = 0.015, p<0.0001), and the original images: (rs = -0.853, p<0.0001). Furthermore the study discuss the concept “preference” and however that concept needs to be more defined if it is to be useful.

A furified freestyle : Homer and hip hop

Since Albert Lord published The Singer of Tales in 1960, the Parry-Lord oral-formulaic theory has been applied to various kinds of poetry from all over the world. Ruth Finnegan has studied griots in West Africa (1977), John D. Niles has studied traditional Anglo-Saxon poetry (1983), and John Barnie has studied the formulas of country blues singers in the United States (1978). I want to explore this theory's possible applications to rap music.Not

Information systems, task control and service management. An analysis of the customer-contact centers case

Cette recherche explore le rôle et les attitudes du manager de proximité dans sa fonction d’encadrement de personnel dont les tâches sont hautement codifiées et contrôlées par les systèmes d’information. Elle s’intéresse à la manière dont le manager de proximité trouve sa place et sa légitimité lorsque sa mission est intrinsèquement liée à l’usage des TI. Elle s’appuie sur la théorie de la régulation sociale de J.D. Reynaud qu’elle propose d’enrichir en analysant les conditions de son application au secteur des services. A partir de trois études de cas réalisées en centre d’appels, elle montre que le manager de proximité est en charge de la régulation conjointe de l’activité, mais que l’efficacité organisationnelle de son rôle est étroitement liée à sa capacité à dépasser les TI. D’un point de vue pratique, elle permet, à la lumière d’une théorie de la régulation sociale enrichie, de mieux comprendre les conditions nécessaires à la bonne tenue du poste de manager intermédiaire en centre d’appels

Tooteasetuste kasutamine seriaalis „Pilvede all“

Bakalaureusetöö eesmärgiks oli kaardistada tooteasetuse kasutamine seriaalis „Pilvede all“ kahe hooaja vältel ning anda ülevaade, milliseid tooteid paigutatakse saatesse kõige rohkem ja mis eesmärgil tooteasetust kasutatakse. Töö esimene, teoreetiliste ja empiiriliste lähtekohtade osa andis põhjaliku ülevaate tooteasetuse ajaloost, definitsioonist, esinemise viisidest, varasematest uuringutest auditooriumi reaktsioonist ja selle praktika eetilistest dilemmadest. Lisaks käsitles töö autor selles osas ka tooteasetuse praktikat Eestis ning tutvustas lühidalt seriaali „Pilvede all“. Esimeses osas anti lühiülevaade ka seminaritöö tulemustest. Empiirilise materjali kogumiseks kasutati kvantitatiivset sisuanalüüsi. Uurimuse selguse mõttes viidi läbi ka ekspertintervjuu sarja produtsendi Toomas Kirsiga. Töö autor kodeeris sarja „Pilvede all“ 30 osa kodeerimisjuhendi põhjal. Kodeerimisjuhend ja –tabel on esitatud lisades. Ekspertintervjuu läbi viimiseks koostati semistruktureeritud intervjuu kava ning intervjuu läbi viimisel lähtuti eelkõige intervjueeritava vastustest Kontentanalüüsist selgus, et seriaalis „Pilvede all“ esines tooteasetust kahe hooaja vältel 139 korral. Keskmiselt ilmes ühes saates viis tooteasetust ja ühe paigutuse eetriaeg oli 2-4 sekundit. Arvestades tooteasetuste praktika pikka ajalugu ning selle praktika populaarsust USAs võib väita, et sarjas kasutatakse tooteasetus üsna vähe. Samas ei ole USA ja Eesti antud kontekstis siiski päris võrreldavad ja võrdlus ei olnud ka antud töö eesmärk. Kõige rohkem esines sõiduautode, eriti Lexuse, tootepaigutust. Saate produtsent Toomas Kirsi sõnul kasutatakse erinevaid autosid ainult karakterite iseloomustamise või reaalsuse lisamise eesmärgil. Peamiselt esines Eesti päritolu tooteid. Selle põhjuseks võib olla asjaolu, et Eesti praktikas näevad ettevõtted oma toote asetamist seriaali võimalusena seda tutvustada. Seega nende jaoks on üheks kanaliks, mille kaudu jõuda potentsiaalse tarbijani. Pea kõigil juhtudel esines tooteasetus visuaalselt ning oli asetatud toode oli täielikult nähtav. Enamasti kasutati asetusi sisu edasi andmiseks või karakterite iseloomustamiseks.http://www.ester.ee/record=b4417481~S1*es

Uma proposta de tradução de Contos de fadas de Hermann Hesse num modelo de edição bilingue

Trabalho de projecto de mestrado, Tradução, Universidade de Lisboa, Faculdade de Letras, 2013Este trabalho tem como principal objectivo a tradução de uma selecção de contos de fadas de Hermann Hesse e a análise da especificidade deste género literário, dos problemas encontrados na tradução e das estratégias aplicadas na resolução dos mesmos, tendo em consideração o público-alvo. A nossa proposta de apresentação da tradução dos contos de fadas escolhidos é a de edição bilingue. Trata-se de um modelo ainda pouco implementado em Portugal, criando condições excelentes no contexto da aprendizagem de uma língua estrangeira e podendo ser útil para tradutores e estudantes de tradução na procura de equivalências linguísticas, bem como para professores de línguas e de literatura.Abstract: The main purpose of this research is to translate a series of literary texts (a selection from Hermann Hesse’s fairy tales), to analyze the problems found in the process of their translation and to discuss the applied strategies to resolve them, taking into account the target audience. Our suggestion is to present the translation of the selected fairy tales in the form of a bilingual edition. This model of presentation, which has not yet been explored sufficiently in Portugal, creates excellent conditions in the context of a foreign language learning environment. In turn, we believe that this can be very useful for translators and students of translation and of German literature