Un certain nombre d’éléments semblent reliés à la problématique de l’intégration des personnes vivant avec des déficiences ou des incapacités. Parmi ces éléments se retrouvent : la formation, la compensation de l’incapacité, le recrutement de ces personnes et autres. La pertinence de cette thèse repose sur l’intégration de la différence en milieu de travail en ce qui concerne les personnes ayant des déficiences ou des incapacités qui s’inscrit dans les orientations sociales contemporaines et reliées à l’exercice effectif du droit à l’égalité. Le but de cette thèse est de connaître comment se construit l'intégration de la différence en milieu de travail entre les travailleurs ayant des déficiences ou des incapacités et ceux qui n'en n'ont pas. Pour atteindre cet objectif, le modèle du RIPPH/SCCIDIH (1998) portant sur Le Processus De Production Du Handicap a été utilisé. De même, les écrits de Goffman (1973, 1974) sur les interactions de la vie quotidienne, en particulier, ont servi de base pour comprendre ce phénomène. Afin de bien saisir la réalité au quotidien et de comprendre en profondeur l’intégration en tant que processus, il m’a semblé important de suivre une méthodologie qui comprend deux volets : l’observation ethnographique de travailleurs réunis en trois équipes ayant des vocations différentes dans un milieu bancaire pendant une durée de neuf mois et la tenue de quinze entretiens semi-dirigés avec des travailleurs ayant des déficiences ou des incapacités, avec des travailleurs sans limitation et leurs gestionnaires. Chaque travailleur ayant une déficience ou une incapacité a été pairé à un travailleur n’en ayant pas et avec une expérience comparable. Le nombre d’années d’expérience a été considéré. Ainsi, parmi les sujets, il y en a qui ont moins de deux ans d’expérience et d’autres qui ont plus de deux ans. La taille de l’équipe est aussi un facteur qui a été pris en compte. Dans deux équipes, on compte environ une vingtaine d’employés et dans la troisième environ une cinquantaine. De même, dans une équipe, il y a un seul travailleur ayant une déficience et des incapacités et dans les deux autres, il y a plus qu’un travailleur ayant une déficience ou une incapacité. Le nombre de paires de travailleurs s’élève à cinq. L'analyse des résultats où chaque sujet observé à été comparé avec celui avec lequel il était pairé et avec les autres travailleurs de l'équipe, révèle que les facteurs d'intégration tiennent davantage à la production en tant que système comme bien connaître les tâches, obtenir un rendement comparable aux autres travailleurs, avoir des bonnes cotes d'évaluation du rendement; qu'aux interactions entre travailleurs. De plus, ce résultat s'applique avec plus d'importance aux travailleurs ayant des déficiences ou des incapacités qu'aux autres. Ces travaux ont aussi permis d'assister à la transformation du modèle de RIPPH/SCCIDIH qui s'est étendu à l'étude de la différence et non pas seulement à celle de la déficience; les sujets en cause étant non seulement des travailleurs ayant des déficiences; mais, aussi ceux sans déficience. Ainsi, du modèle appelé le processus de production du handicap nous sommes passés à celui nommé le processus de production de l'intégration de la différence. La portée envisagée de ce dernier vise d'autres sortes de différence comme l'âge, le sexe, la nationalité de sujets à travers divers milieux. / Various factors seem linked to the issue of the integration of workers living with impairments or disabilities, notably training, the compensation of disabilities, and the hiring of these individuals and others. The rationale of this thesis rests on the integration of differences in the workplace pertaining to individuals with impairments or disabilities. This integration is in line with current social trends and is associated with the effective realization of the right to equality. This thesis is aimed at discovering how the integration of differences is achieved in the workplace between workers with impairments or disabilities and workers who do not have these features. To achieve this objective, the INDCP/CSICIDH model (1998) focusing on the Disability Creation Process was used. Writings by Goffman (1973, 1974), particularly those concerning interactions in everyday life, were also used as a basis to understand this phenomenon. In order to acquire a clear understanding of the day-to-day reality and the integration process, it seems important to me to follow a twofold methodology: a 9 month ethnological observation of banking sector workers belonging to three teams, each team having a different role, and fifteen semi-structured interviews involving employees with an impairment or a disability, workers without limitations and their managers. Obtaining case histories through interviews and confirming this information by means of observation in the workplace enables me to gain an insight into the situation which would not have been possible otherwise. Every worker with an impairment or a disability was paired with a non-disabled worker whose level of experience was comparable. The number of years of experience was taken into account. Certain subjects have less than two years of experience while others have more than two years. Team size is another factor that was considered. Two teams are made up of about twenty employees, and the third team, about fifty. In one team, only one worker has an impairment or a disability, while in the two other teams, more than one worker has these features. There are five pairs of employees. Each subject observed was compared to the worker with whom he or she was paired. The analysis of the results reveals that integration factors are more related to production as a system (for example, having a good knowledge of tasks, delivering a performance similar to that of other employees, and scoring well on performance appraisals) than to the interactions between workers. Furthermore, these results apply more significantly to employees with impairments and disabilities than to the other workers. This body of work has also allowed the transformation of the INDCP/CSICIDH model which has broadened from the study of impairments only and now encompasses the study of differences. The subjects involved were not only workers with deficiencies, but also employees with no impairments. We have moved from the Disability Creation Process model to the Difference Integration Creation Process. The expected scope is to cover other types of differences, such as age, gender, and nationality of subjects in various environments. / co-directrice: Saint-Jean, Micheline

Literature has shown that the involvement of men in gender and health programmes remains unclear on the ground (Esplen, 2006:1; Rivers and Aggleton, 1999:2-3). This has been happening in the midst of claims to have moved from the Women in Development to the Gender and Development framework which calls for the involvement of men in gender and development work. Furthermore, it has been argued that where literature exists, the work is generally based on studies done in developed countries and the relevance of such findings to the developing world still remains unclear (Abraham, Jewkes, Hoffman and Laubsher, 2004:330; Connell, 1987:235-236). This study therefore attempts to fill this gap by looking at the work of the Malawi Human Rights Resource Center, one of the non-governmental organisations working on gender and health programmes in Malawi. A qualitative approach was used. Six project staff and eighteen project beneficiaries were interviewed to assess their perceptions and experiences. The study found out that men involvement continues to be minimal and unclear in gender and health programmes. Although there is awareness of the importance of men’s involvement this was not implemented effectively. The few men that were involved continue to be intimidated and humiliated by both men and women. The issues of masculinities and patriarchal also continue to shape gender inequalities in the area under study. All these discourage most men from active participation in such work. Furthermore, the few that are involved meet a number of barriers which deter them from greater involvement. Such barriers according to this study include, among other things, cultural barriers, lack of men’s own space where they can discuss their own gender related issues, the view held by some gender activists that gender is equal to women’s issues and men resistance to change considering the benefits accrued by being men. All these have impacted on the way people, especially men, view gender and health programmes. The study further found that although men are regarded as the main perpetrators of violence, not all men are as such, some do acknowledge the effects of the practise. Furthermore, some men also do experience violence. According to the study findings, this is an area which has also continued to be overlooked by most developmental agencies. In Malawi, this is also exacerbated by the fact that there are no specific programmes that target men’s welfare. Nevertheless, the study argues that men’s involvement is crucial in gender and health work. In areas where men were involved positive indicators were noted and reported. The indicators include improved communication within most families, peaceful family coexistence, happy families and changes in sexual behaviour. All these give hope regarding the reduction of HIV/AIDS and development as a whole. This suggests that where gender equality is to be achieved, men need to be actively involved, both as partners and victim of gender and health related violence. When implementing such programme, there is also need to acknowledge that not all men are violent, some are actually willing to join the fight against the malpractice. / Thesis (M.Dev.Studies)-University of KwaZulu-Natal, Durban, 2010.

Abstract available in pdf file.

Les organisations hybrides (ex.: entreprises sociales) sont en tension permanente entre une logique sociale et commerciale. Battilana et Dorado (2010) disent qu'une identité organisationnelle homogène permet de réduire ces tensions et ces conflits identitaires. Notre recherche montre que la mise en place d'un outil de mesure de la performance permet de diminuer les tensions et les conflits identitaires. A partir de l'approche par les pratiques (Ahrens, Chapman, 2007), nous avons mené une étude qualitative de cas en profondeur de l'entreprise d'insertion ARES. Nous avons étudié l'installation d'un système de mesure de la performance sociale, de 1991 à 2013. Nos résultats montrent que la diminution des aides publiques contraint les organisations hybrides à importer progressivement des outils traditionnels de gestion. Cette standardisation de mesure de la performance sociale (tableaux de bord, indicateurs et une division des tâches adaptée), permet aux salariés de ARES d'atteindre leurs objectifs d'insertion professionnelle et de réduire ainsi leurs conflits identitaires. Notre thèse contribue d'une part, à une meilleure compréhension du processus d'identité organisationnelle homogène dans les organisations hybrides. D'autre part, notre recherche contribue en contrôle de gestion, en montrant comment l'hybridation de logiques permet un meilleur alignement entre stratégie et outils de mesure de la performance.

La sélection de sources de données est un des processus des plus critiques pour les systèmes de médiation dans des contextes grande échelle. C'est le cas notamment des grandes organisations virtuelles où le grand nombre de sources de données, la distribution, l'hétérogénéité, la fragmentation et la duplication des données rendent difficile l'identification des sources pertinentes à l'évaluation d'une requête. Cette thèse aborde cette problématique et propose OptiSource, une stratégie de sélection de sources de données créée pour des tels contextes. OptiSource est particulièrement performante dans des configurations où un grand nombre de sources sont susceptibles de contribuer à une requête selon leur niveau intentionnel (schéma), mais seulement un petit nombre d'entre elles peuvent effectivement le faire au niveau extensionnel (le contenu). OptiSource propose un processus itératif basé sur la sélection des sources de données dominantes pour chaque condition de la requête. Les sources dominantes sont désignées selon leur contribution attendue. Cette estimation utilise un modèle qui priorise les sources en fonction du rôle qu'elles peuvent jouer dans la requête, et optimise la répartition des sous-requêtes en utilisant un modèle d'optimisation combinatoire. OptiSource fait partie d'un système de médiation créé pour organisations virtuelles qui peut choisir dynamiquement la stratégie de sélection de sources la plus approprié au contexte. Notre domaine d'application privilégié a été le médical. Nous avons validé nos propositions sur divers types de contextes de grande taille.

This study looks at political culture and socialisation responses to Integrated Water Resource Management (IWRM). It identifies political culture and socialisation as part of a process, the development of a political culture with specific attitudes, cognitions, and feelings towards the political system. Political culture and socialisation impart the knowledge of how to act politically, i.e. how to apply values in formulating demands and making claims on the political system. They form a connecting link between micro- and macro-politics. The study maintains that political orientations are handed down from one generation to another, through the process of political socialisation. Top-down and bottom-up influences come into play to augment a discourse on the global nature of political socialisation and the political culture of international societies with regard to IWRM and governance ideologies. It is argued that these international ideas become relevant in the national political agenda, civil society organisations and trans-national networks. The IWRM aspects of water as an economic good and a basic human right have become a two-edged sword in the South African context. The study reveals that politics stand at the epicentre of water problems, and that IWRM is a political-ethical issue which challenges power bases in many communities. The IWRM global norms of equitable, efficient and sustainable use of water resources have become a major problem in a water-scarce country burdened with economic inequalities and abject poverty. This is a pressing issue because there is an increasing demand for water to sustain the development necessary to redress the draconian ills of the apartheid past. This becomes evident in the fundamental legislative overhaul that has taken place since 1994, embracing a transformation culture that glorifies the norm of water not only as a fundamental human right, but also as a commodity that is necessary to sustain human dignity. It is here that water is politicised. Violent protests have erupted in reaction to perceived neo-liberal attempts to deny the poor their access to this resource. The political culture and socialisation responses as far as IWRM is concerned appear within fragmented lines, i.e. mainly black and poor communities embrace a culture of non-payment for services and resort to violent protests as a viable method to raise their concerns. In contrast, the white and middle-class communities manifest a tendency to form parallel local government structures; they then withhold rate payments and provide services for themselves through ratepayer associations. Finally, the study considers the South African context with regard to the manifestations of political culture, and how this influences water resources. It is evident that there is too much emphasis on politics at the expense of discussions on IWRM. Civil society organisations make very little attempt to encourage public participation in water management structures. It also appears that political elites who are disillusioned with civil society organisations tend to derail their efforts to educate the public on water management structures. / MA, Political Studies, North-West University, Vaal Triangle Campus, 2011

Research has shown that trust is essential to the functioning of co-management. This is especially true in the Territory of Nunavut where wildlife is an integral part of the lifestyle and culture of Nunavummiut (the people inhabiting Nunavut). In Nunavut, wildlife is managed by a co-management board situated in between federal, territorial, regional, and community governments and organizations. This research explores Inuit attitudes and trust in managing wildlife as part of a co-management system in the Kivalliq Region of Nunavut, Canada. Interviews were conducted in the communities of Igluligaarjuk (Chesterfield Inlet), Tikirarjauq (Whale Cove), and Qamani’tuaq (Baker Lake). Even now with the 1993 settlement of the Nunavut Land Claims Agreement (NLCA) and the implementation of a public government in 1999, there is documented evidence that beneficiaries of the NLCA are dissatisfied with wildlife management decisions and do not trust the governing process of co-management. In this study, participants specifically indicated dissatisfaction with regulations and outcomes of current polar bear co-management. It has been predicted that conflicts specific to polar bear management could lead to regulations being ignored or even defied and endanger the entire system of wildlife co-management. Results from this research indicate that dissatisfaction over decisions involving polar bears is dominantly compartmentalized towards the outcomes of polar bear management and does not necessarily apply to the broader system of wildlife co-management. Therefore, in the Kivalliq Region, predicted impacts of dissatisfaction over polar bear co-management may apply directly to the polar bear co-management system but likely not the wildlife co-management system generally. This study provides a forum where Inuit trust in the wildlife co-management system is documented and I hope it will contribute to an increased understanding of Inuit goals in wildlife management and to the discourses on co-management in Nunavut.

This study is concerned with furthering an understanding of the behaviour of organisational boundary personnel, or more exactly, with how boundaries act as psychological environments. The study has two complementary aims: to describe the psychological environment encountered by boundary personnel and to offer a theoretical model of the organisation as a psychological environment, the latter being a prerequisite of the former. It is held that a social psychological perspective is needed which can deal adequately with organisations as antecedent conditions of behaviour, and that situational analysis offers a useful social psychological framework for this purpose. The empirical investigation is an initial descriptive study of the psychological environment encountered by boundary personnel. It is argued that initial descriptive studies are necessary when dealing with largely unstudied phenomena, and that this stage in the scientific process has often been undervalued by social psychologists. A diary analysis followed by interviews were used to elicit a range of situations encountered by boundary personnel having direct and frequent contact with customers and clients. Four organisations were studied, each having a different primary task. A self-completion questionnaire was administered to elicit judgemental data, using the situations as stimuli. Multidimensional scaling was applied to analyse the data, treated as four sub-sets. This yielded the dimensions underlying each data set and the representation of situations according to these dimensions in each case. The results suggest that three common dimensions (formality, anxiety and socio-emotionality) underlie the cognitive representations of boundary personnel, and that the psychological environment encountered is complex. A taxonomy of situations is constructed and several important hypotheses relating to the psychological environment of boundary personnel formulated. Implications for future research are discussed.

This research applies institutional economics theory to management challenges arising in connection with e-business related transformational change. The research was carried out in response to widely recognised problems in managing IT-enabled change in complex organisations. A cyclic approach builds researcher competence in both the chosen theory, New Institutional Economics (NIE), and its application through a series of four contrasting case studies. The case situations, which derive from the researcher’s work as a technology management consultant, are treated as action research experiments which investigate e-business related transformational change in financial services, retail and government settings. A constructivist stance is adopted within the case situations with the researcher acting as a participant observer. Reflective practice is used to improve the experimental method for the case studies through the course of the research, leading to the use of participatory action research (PAR) for the final case. A literature review of NIE shows it to be loosely defined as a theory, so an analytic NIE framework is created to provide a cognitive model. This model is then modified and extended to produce a final theoretical framework. In parallel, a conceptual map of NIE is created from the research as a practical aid to illustrate NIE concepts and linkages. These two models, the theoretical framework and the conceptual map, evolve through the four case situations which were selected from a range of e-business consulting opportunities available to the researcher over the period of the research. The second case study drives the main development of the two models and draws out the necessary and complementary contributions of both transaction cost economics (TCE) and agency theory (AT) as parts of NIE, neither of which is sufficient on its own. The final case study demonstrates application to practice. The overall sequence of case studies shows the researcher’s cognitive growth from being a novice in the theory and its application in the first case through to a level of proficiency in applying NIE to the rigours of e-business practice in the final case. The research makes several contributions to knowledge. It makes a significant methodological contribution by bringing research methods developed for other forms of professional practice to the management discipline. It also makes a significant contribution to theoretical knowledge. It develops two theoretical models of NIE – a conceptual map and a theoretical framework – which present a way of linking NIE concepts in a meaningful way, and a structure by which NIE can be used in the analysis of highly complex organisational situations. These models clarify the complementary roles of TCE and AT, and indicate a reason why so many studies limited to TCE alone have been inconclusive. Applying NIE to the rigours of e-business management produces, in turn, a contribution to IT strategy formulation. The research makes a practical contribution by showing how NIE can be applied to e-business practice, subject to a number of significant caveats. NIE, as a descriptive theory, is shown to provide a powerful conceptual framework when combined with PAR, although both require deep knowledge and skill. In particular, adopting PAR as a case study method depends on an experienced, skilled and committed practitioner for its effective use. Finally, the research finds that NIE’s strengths as a framework for strategic analysis of large scale and complex e-business situations involving transformational change, which make it unduly sophisticated for less challenging situations, mean that NIE is suited to use by highly skilled, specialist consultants rather than by general managers.

The aim of this thesis was to generate a series of propositions identifying the elements most likely to be found in 'durable' employee-owned organisations. Previous studies in the field had often been marked by the assumption that benefits associated with employee share ownership, including reduced 'social divisions' between employees and their managers and a greater propensity among the former to work harder, would follow in all employee-owned enterprises, Few researchers had addressed the 'empirical reality' and 'diversity' of individual employee share ownership conversions and the circumstances in which systems had been created, implemented and subsequently managed by organisations.' Areas covered by the thesis included an examination of employee participation structur'es in different employee share ownership environments and 'feelings of ownership and commitment' among employee shareholders. The thesis also considered whether the 'traditional' trade union role would be undermined by new forms of representation and participation resulting from the introduction of employee share ownership programmes, Applying an extensive 'multimethod' approach, quantitative and qualitative data were collected over an eighteen-month period from six organisations in the UK bus industry -regarded by the mid 1990s as the most important locus of employee-owned companies. In 1994, some twenty-five UK bus companies were defined as 'employee-owned', generally consisting of non-managerial employees holding at least 25 per cent of the equity in their work places, Results from the investigation revealed that 'direct monetary investment' by employees and extensive information and communication programmes were among the elements characterising durable employee-owned organisations, Preservation of the 'traditional' trade union role was also evident, with employee shareholders generally content to participate in company matters through their union, More broadly, the thesis concluded that recognition in future research of the interplay of different variables was essential to increase understanding in relation to employee commitment, participation and industrial relations outcomes.