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Esta tese tem por objetivo explorar a teoria do reconhecimento sob o paradigma da psicanálise castoriadiana para transpô-la para o nível microssocial das organizações de trabalho. Esse objetivo foi construído como um passo para a compreensão das experiências emocionais geradas por padrões de reconhecimento intersubjetivo nas organizações de trabalho contemporâneas e sua realização foi apoiada em dados empíricos. A pesquisa empírica utilizou uma amostra de cinquenta processos trabalhistas, nos quais o reconhecimento em organizações foi identificado e analisado na sua forma negativa, ou seja, a recusa ao reconhecimento. Os padrões de recusa foram identificados por meio de práticas e significados gerados por diversos sujeitos dos territórios organizacionais. Quatro tipos de causa apareceram nas ações dos sujeitos: reprodução das formas macrossociais de desigualdade, obsessões sexuais em relações assimétricas de poder, vingança pessoal e três categorias de ação instrumental gerencial: gestão do corpo, gestão da subjetividade e gestão dos rendimentos. Quatro tendências surgiram no desdobramento temporal da recusa ao reconhecimento: acirramento quantitativo (as ações dirigidas ao mesmo trabalhador ficam mais frequentes), acirramento qualitativo (as ações dirigidas ao mesmo trabalhador ficam mais intensas), disseminação (cada vez mais sujeitos passam a promover ações dirigidas ao mesmo trabalhador) e aumento da complexidade (distintas categorias de ação são dirigidas ao mesmo trabalhador). Contudo, os dados demonstram que os diversos sujeitos significam diferenciadamente as mesmas ações. Os que são alvos das ações as significam como uma experiência de vitimização individual, os que as promovem as significam como algo banal, enquanto que os colegas de trabalho e clientes oscilam entre essas duas tendências e, não raramente, reagem com humor. As experiências emocionais subjacentes a essas ações, tais como vergonha, tristeza, medo e raiva, foram identificadas e conectadas aos padrões organizacionais de reconhecimento. As relações reveladas entre elas sugere que: (1) os padrões causais predispõem à prevalência de emoções distintas para cada categoria; (2) os padrões temporais tornam a experiência emocional mais intensa e complexa e; (3) os padrões de significação predispõem os trabalhadores a, consecutivamente, desconexão emocional, dissonância emocional e isolamento emocional / This thesis aims exploring the theory of recognition through the paradigm of Castoriadian psychoanalysis and transposing the resulting conceptual framework to the micro-level of work organizations. That objective was drawn as a step to the development of the understanding of underlying emotional experiences which stem from the patterns of intersubjective recognition in contemporary work organizations and was achieved and supported by empirical data. The research was carried out with a sample of fifty labor courts lawsuits through which organizational recognition patterns were gathered and scrutinized in a negative way, i.e., from the refusal of recognition. The patterns of the refusal of recognition were unfolded by the practices and meanings produced by the various subjects comprised in organizational territories. Several outcomes emerged from that analysis. Four kinds of causes came up in the actions of those subjects: the reproduction of social forms of inequality, sexual obsessions in asymmetrical power relationships, personal revenge and three subcategories of instrumental managerial action: body management, subjectivity management and earnings management. Four trends were identified in the temporal unfolding of the refusal of recognition: quantitative intensification (actions directed to the same employee became more frequent), qualitative intensification (actions directed to the same employee became more intense), dissemination (more subjects promote actions directed to the same employee) and complexity (actions from different causal categories were directed to the same employee). Yet, the findings pointed out that distinct subjects interpret those actions differently. Those who are the targets of the actions interpret them as a personal victimization experiences, whereas those who promote those actions interpret them as something banal; inasmuch as the coworkers and costumers who witness or promote them oscillate between these two trends and often give them a humorous sense. The emotional experiences underlying these actions such as shame, sadness, fear and anger were identified and related to the patterns of organizational recognition. The relationships found between them suggested that: (1) the causal patterns predispose the prevalence of different emotions for each category, (2) the temporal patterns makes emotional experiences more intense and complex; and (3) the meaning patterns predispose employees to, consecutively, emotional disconnection, emotional dissonance and emotional isolation

O presente estudo tem como tema principal o reconhecimento, a emancipação e a justiça na Teoria Crítica de Axel Honneth. A partir da exposição analítica de alguns textos do autor, procura-se compreender as fundamentações normativas sobre a relação entre justiça e práxis. O trabalho faz uma abordagem interdisciplinar sobre a concepção de justiça e suas possibilidades de realização na realidade social. O primeiro capítulo apresenta um esboço da Teoria Crítica de Horkheimer, Adorno e Habermas e as respectivas críticas de Honneth a esses modelos em sua tese de doutorado Kritik der Macht: Reflexionsstufen einer kritischen Gesellschaftstheorie. O segundo capítulo delineia os pressupostos e fundamentos da teoria do reconhecimento de Honneth, aportados em sua tese de livre docência, Luta por reconhecimento: a gramática moral dos conflitos sociais. O terceiro capítulo aborda a ideia de Honneth sobre justiça social e sua relação com redistribuição, segundo suas argumentações no debate com Nancy Fraser no livro Redistribution or Recognition? A Political-Philosophical Exchange. O quarto e último capítulo expõe analiticamente a teoria da justiça de Honneth, presente nas obras Sofrimento de indeterminação, The I in We e O direito da liberdade. Ao final, apresentam-se algumas reflexões sobre como a teoria da justiça de Honneth representa uma abordagem renovada do \"justo\" em relação às teorias da justiça liberais contemporâneas, pois, para o autor, a justiça só é efetivada quando são efetivadas as condições de realização intersubjetiva nas três esferas do reconhecimento recíproco. Além disso, apresentam-se as potencialidades e entraves desta teoria de se aproximar da práxis social e das possibilidades de emancipação. / This study concerns the theme recognition, emancipation and justice in Axel Honneth\'s Critical Theory. With the analyze of some of the author \'s writing, it tries to understand the normative foundations on the relationship between justice and praxis. It aims an interdisciplinary approach on the conception of justice and the possibilities of its realization in social reality. The first chapter presents an outline of the Critical Theory framework of Horkheimer, Adorno and Habermas, and Honneth\'s criticisms of them in his doctoral thesis Kritik der Macht: Reflexionsstufen einer kritischen Gesellschaftstheorie. The second chapter delineates the assumptions and foundations of Honneth\'s theory of recognition presented on the book Struggles for recognition: the moral grammar of social conflicts. The third chapter deals with Honneth\'s idea of social justice and its relationship with redistribution, according to his arguments in the debate with Nancy Fraser in the book Redistribution or Recognition? A Political-Philosophical Exchange. The fourth and final chapter presents Honneth\'s theory of justice, which can be found in his works Suffering from Indeterminacy, The I in We, and Freedom´s right. In the end it presents some reflections on how Honneth\'s theory of justice represents a renewed approach about \"the just\", comparing to the contemporary liberal theories of justice, because justice is only possible when the conditions of intersubjective realization can happen in the three spheres of reciprocal recognition. In addition, it presents the potentialities and obstacles of this theory for a rapprochement to social praxis and the possibilities of emancipation.

Inaug.-diss.--Uppsala. / Thesis note on added t.p., laid in; issued also without thesis note. Translated by A.J.A. Poignant. Errata slip inserted at p. 217. "Literature references and notes": p. 243-258.

Current geomorphic processes and recent morphological changes were investigated in the lower ablation and proglacial zones of the White and Thompson glacier complex, Axel Heiberg Island, Northwest Territories. Study of glacier front evolution and frontal moraine development over the last three decades (1959-1989) is based on photographic, cartographic and geodetic information acquired by researchers since the late 1950's updated by surveys of glacier-distal moraine perimeter position in the summer of 1989. Even though both glaciers are juxtaposed in the lowermost ablation zone, it was found that the White Glacier has receded circa 100 m while the Thompson Glacier front has progressed downvalley by approximately 500 m. Other findings include: (1) the uneven retreat of the White Glacier ice front; (2) the shrinking widthwise of the White Glacier and lengthwise of its frontal moraine due to the pushing action of the advancing Thompson Glacier and (3) the asymmetric development of the Thompson Glacier frontal moraine. / A series of measured transects and comparative photography for 1989 and 1990 provided information on short-term morphologic changes occurring within and beyond the moraine complex.

The work outlined in this thesis was a part of the program of glacial studies undertaken by the Arctic Research Expedition to Axel Heiberg Island, N. W. T., during the summer of 1960. The expedition was organized for the purpose of investigating the fields of glaciology, geology, meteorology, botany and other closely related subjects as they applied to Axel Heiberg Island. [...]

This thesis compares the habitat and community ecology of cylindrical meltholes from the surface of two polar glaciers. These holes (termed cryoconite holes) are formed when wind-blown dust gathers in small depressions in the ice causing vertical melting by absorption of more radiation than the surrounding ice. The communities are complex microbial consortia of heterotrophic bacteria, cyanobacteria, eukaryotic algae, and protists. Samples were taken from cryoconite holes on Canada Glacier, Taylor Valley, Antarctica (77°37'S, 162°55'E) and on White Glacier, Axel Heiberg Island, Nunavut Territory, Canada (79°27'N, 90°40'W). Water from Canada Glacier cryoconite holes contained significantly higher concentrations of nutrients and had higher pH values and conductivities, relative to the White Glacier meltwater. Cryoconite communities on the Canada Glacier were dominated by cyanobacteria, either coccoid or filamentous, while the White Glacier cryoconite holes showed an abundance of either saccoderm desmids or filamentous cyanobacteria. Canada Glacier communities were found to be associated with environmental gradients whereas White Glacier cryoconite ecosystems were not.

The search for extraterrestrial life begins with understanding how life developed and evolved on our own planet. Earth's polar regions provide a unique setting conducive to developing the methodologies and techniques that will be needed to find new life forms either as living organisms or as some biological signal in a sedimentary record. / The highest latitude perennial spring system in a region of thick, continuous permafrost resides in the Arctic archipelago of northern Canada. At Expedition Fiord on Axel Heiberg Island there are two sets of springs that provide useful analogs to liquid water habitats that may have existed on Mars. The springs occur in a region with a mean annual air temperature of -15.5° C. Spring flow rates and discharge temperatures are constant throughout the year. Filamentous bacteria, biofilms and mineral precipitates occur in association with the emergent, anoxic brine flowing from the springs. / Preliminary data on the microbial composition of the spring water has been obtained by applying the culture-independent approach. The majority (76%) of the fifty-five environtaxa showed high sequence similarity to Thiomicrospira species (sulfur-oxidizing organism). Other sequences show high similarity to sulfate-reducing members of the delta (Desulfocapsa sp.) and epsilon (Sulfurospirillum sp.) proteobacterium groups. A single sequence was found to have 99% sequence similarity to species of the genus Haloanaerobium a group of low G+C Gram positive, anaerobic, halophiles (Rainey et al. 1995). / A combined flow and thermal model of the Axel Heiberg springs has demonstrated how such springs are able to persist throughout the year despite temperatures that fall to below -50°C during the winter darkness. Dissolved gases emanating from the springs provide evidence of the origin of the water for the springs as well as placing constraints upon the residence time. The gas is composed primarily of N2 with relative concentrations of Ar, Kr, and Xe almost identical to air. No O2 is detectable and Ne is 60% of air values. We believe that ~50% of this gas originates from the direct release of air by nearby alpine glaciers and local ice sheets into groundwater that infiltrates sub-ice sedimentary deposits.

Esta tese tem por objetivo explorar a teoria do reconhecimento sob o paradigma da psicanálise castoriadiana para transpô-la para o nível microssocial das organizações de trabalho. Esse objetivo foi construído como um passo para a compreensão das experiências emocionais geradas por padrões de reconhecimento intersubjetivo nas organizações de trabalho contemporâneas e sua realização foi apoiada em dados empíricos. A pesquisa empírica utilizou uma amostra de cinquenta processos trabalhistas, nos quais o reconhecimento em organizações foi identificado e analisado na sua forma negativa, ou seja, a recusa ao reconhecimento. Os padrões de recusa foram identificados por meio de práticas e significados gerados por diversos sujeitos dos territórios organizacionais. Quatro tipos de causa apareceram nas ações dos sujeitos: reprodução das formas macrossociais de desigualdade, obsessões sexuais em relações assimétricas de poder, vingança pessoal e três categorias de ação instrumental gerencial: gestão do corpo, gestão da subjetividade e gestão dos rendimentos. Quatro tendências surgiram no desdobramento temporal da recusa ao reconhecimento: acirramento quantitativo (as ações dirigidas ao mesmo trabalhador ficam mais frequentes), acirramento qualitativo (as ações dirigidas ao mesmo trabalhador ficam mais intensas), disseminação (cada vez mais sujeitos passam a promover ações dirigidas ao mesmo trabalhador) e aumento da complexidade (distintas categorias de ação são dirigidas ao mesmo trabalhador). Contudo, os dados demonstram que os diversos sujeitos significam diferenciadamente as mesmas ações. Os que são alvos das ações as significam como uma experiência de vitimização individual, os que as promovem as significam como algo banal, enquanto que os colegas de trabalho e clientes oscilam entre essas duas tendências e, não raramente, reagem com humor. As experiências emocionais subjacentes a essas ações, tais como vergonha, tristeza, medo e raiva, foram identificadas e conectadas aos padrões organizacionais de reconhecimento. As relações reveladas entre elas sugere que: (1) os padrões causais predispõem à prevalência de emoções distintas para cada categoria; (2) os padrões temporais tornam a experiência emocional mais intensa e complexa e; (3) os padrões de significação predispõem os trabalhadores a, consecutivamente, desconexão emocional, dissonância emocional e isolamento emocional / This thesis aims exploring the theory of recognition through the paradigm of Castoriadian psychoanalysis and transposing the resulting conceptual framework to the micro-level of work organizations. That objective was drawn as a step to the development of the understanding of underlying emotional experiences which stem from the patterns of intersubjective recognition in contemporary work organizations and was achieved and supported by empirical data. The research was carried out with a sample of fifty labor courts lawsuits through which organizational recognition patterns were gathered and scrutinized in a negative way, i.e., from the refusal of recognition. The patterns of the refusal of recognition were unfolded by the practices and meanings produced by the various subjects comprised in organizational territories. Several outcomes emerged from that analysis. Four kinds of causes came up in the actions of those subjects: the reproduction of social forms of inequality, sexual obsessions in asymmetrical power relationships, personal revenge and three subcategories of instrumental managerial action: body management, subjectivity management and earnings management. Four trends were identified in the temporal unfolding of the refusal of recognition: quantitative intensification (actions directed to the same employee became more frequent), qualitative intensification (actions directed to the same employee became more intense), dissemination (more subjects promote actions directed to the same employee) and complexity (actions from different causal categories were directed to the same employee). Yet, the findings pointed out that distinct subjects interpret those actions differently. Those who are the targets of the actions interpret them as a personal victimization experiences, whereas those who promote those actions interpret them as something banal; inasmuch as the coworkers and costumers who witness or promote them oscillate between these two trends and often give them a humorous sense. The emotional experiences underlying these actions such as shame, sadness, fear and anger were identified and related to the patterns of organizational recognition. The relationships found between them suggested that: (1) the causal patterns predispose the prevalence of different emotions for each category, (2) the temporal patterns makes emotional experiences more intense and complex; and (3) the meaning patterns predispose employees to, consecutively, emotional disconnection, emotional dissonance and emotional isolation