Dans cette thèse, nous présentons un modèle d’analyse du discours économique et commercial à différents niveaux : énonciatif, lexical, syntaxique, sémantique, pragmatique et sociolinguistique. L’analyse détaillée du corpus spécialisé dans le domaine de l’économie peut grandement contribuer à la définition des caractéristiques spécifiques du discours économique et commercial. En fonction des résultats nous proposons des moyens pour l’application des résultats d’analyse à la didactique de la langue française en proposant les tâches à effectuer dans une perspective actionnelle. Notre hypothèse part du principe qu’en améliorant et en modernisant les méthodes d’apprentissage/enseignement de la langue française, nous répondrons aux demandes et aux besoins langagiers contemporains des apprenants, des entreprises et des institutions en Serbie. L’apprentissage des langues étrangères représente une des grandes priorités pour l’Union européenne dans le cadre de la stratégie Europe 2020. Chaque entreprise, qui veut être plus efficace, plus performante et plus compétitive sur le marché mondial, a besoin d’un personnel parlant la langue du client ou du partenaire d’affaires. Par conséquent, cela nécessite l’adaptation de l’enseignement de la langue française ou plus précisément le français sur objectif spécifique (FOS) ou le français de spécialité (FS) aux conditions socio-économiques actuelles en Serbie. À cet effet, nous consacrons une attention particulière au rôle de la langue dans le travail, à la description des enjeux de la communication professionnelle et aux relations économiques entre la Serbie et la France ainsi qu’avec le monde francophone. / In this paper, we present the analytical model of economic and commercial speech on different levels: expository, lexical, syntactic, semantic, pragmatic, and sociolinguistic. Detailed analysis specified in the area of economics can greatly contribute to defining the particularities of economic and commercial speech. According to the results, we offer some ways for involvement of the analyzed results to the teaching of the French language, suggesting various tasks, which would be done in action-oriented perspective.Our hypothesis represents the idea that while enriching and modernizing current methods of learning French language, we actually respond to requests and needs of a contemporary language to ones who learn it, to enterprises, and institutions in Serbia. Learning foreign languages presents one of the biggest priorities for European Union in means of their strategy called EU 2020. Every enterprise which has a goal to become more efficient, more successful, and more competitive on the world’s market, needs a person who speaks the language of a customer, or a business partner. According to that, it demands the adjustment of learning French language, and more precisely said, French language for specific purposes, or French language for personal communication under current socio-economic conditions in Serbia. In that purpose, we pay special attention to the role of language in work, in describing parts in professional communication and economic relations between Serbia and France, as well as the relations between Francophone countries.

The purpose of this project is to use Java technology to create an instant messenger application that could be used by any person who has the basic knowledge of working with a graphical user interface. The goal here is to develop an application that provides communication to users running different operating systems.

Abstract The thesis deals with effective interpersonal communication and communication with customers, which is one of the most important parts of marketing. The thesis is divided into three main sections – theoretical, analytical and practical. The theoretical part describes external and internal communication in corporate management. The analytical section describes the company Videoklinik Ltd. from perspective of its activities and by means of analysis identifies weaknesses in communication. In the practical part elements of communication are drawn and recommended to streamline system of communication within and outside the company thus to secure not only prosperity of the company but mainly its maintenance on the market.

Das Internet mit immer neuen Kommunikationsdiensten hat das Potenzial, völlig neue Strategien des Unternehmens an der Schnittstelle zu seinen privaten Kunden einzuleiten. Der Kunde nimmt in Zukunft nicht mehr allein die Rolle eines passiven Käufers ein [Homburg, Gruner 96]. Stattdessen entwickelt er sich zu einem aktiven Partner des Unternehmens, was potenziell zu einer neuen Gestaltung der Unternehmensorganisation führt sowie zu neuen strategischen Optionen, z. B. zur Generierung von Wettbewerbsvorteilen. Ein Beispiel dieser Entwicklung ist die Customer Integration, die Einbindung des Kunden als Co-Worker in Wertschöpfungsprozesse eines Unternehmens.

Eine wachsende Zahl von Unternehmen aus den produzierenden und Zuliefererindustrien integriert bereits externes Know how oder Zuarbeiten in ihre Produkte. Diese verteilten und häufig asynchronen Geschäftsprozesse in und außerhalb der Unternehmen fordern eine stärkere Integration und Koordination der internen und betriebsübergreifenden Kommunikations- und Kollaborationsprozesse. Häufig steht die organisationale Struktur eines Unternehmens mit ihrer Unterteilung in einzelne Geschäftsbereiche jedoch orthogonal zu der effizienten Vermittlung dieses Wissens. Dabei wird das erfolgskritische Wissen für Unternehmen gerade an den Schnittstellen von Geschäftsbereichen oder einzelnen Phasen des Produktlebenszyklus entwickelt. Als Beispiel mag hier der hohe Bedarf an Kommunikation zwischen Entwicklungsabteilung und Servicebereichen dienen. Hier entsteht in der Abstimmung von Prozessen oder dem Erfahrungsaustausch oftmals hochgradig zeit- bzw. kontextsensitives Wissen, das unmittelbar an einzelne Mitarbeiter oder Gruppen im Unternehmen gebunden ist. Die Kommunikation dieses Wissens erfolgt oft in informellen face-to-face Meetings oder am Telefon. Die Dokumentation entsteht per Mail parallel zu einem formalisierten und dokumentengetriebenen Geschäftsprozess.

В магистерской диссертации реализуется комплексный подход к анализу деловой корреспонденции восточной (китайской) и славянской (русской) лингвокультур с выделением наиболее значимых компонентов и типологических особенностей. Актуальность темы определяется необходимостью учета культурологических факторов при осуществлении профессиональной коммуникации представителями разных лингвокультурных сообществ, в частности, России и Китая, с целью повышения продуктивности деловых отношений. Объектом исследования является деловая корреспонденция русской и китайской лингвокультур. В ходе работы над исследованием применяется описательный метод, включающий обобщение и систематизацию полученной информации; сопоставительный метод, метод контекстуального анализа. Теоретическая значимость работы состоит в анализе китайских и русских деловых писем, определении их особенностей и связи с культурой. Практическая ценность исследования определяется возможностью использования его результатов в разработке курсов «Деловой русский и китайский», в курсах по сравнительной типологии русского и китайского языков, в специальных курсах по «Социолингвистике». В теоретической главе магистерской диссертации рассматриваются понятия деловой коммуникации и деловой корреспонденции, выявляются основные черты и особенности стиля делового общения (в том числе ведения корреспонденции) в русской и китайской культурах, приводится классификация деловой корреспонденции, задается алгоритм собственного исследования. В практической главе производится сопоставительный анализ деловых писем на русском и китайском языках, направленный на выявление и описание концептуально схожих черт, а также особенностей делового письма России и Китая на структурно-стилистическом и лингвистическом уровнях. Каждому письму на русском языке соответствует аналогичное по жанру письмо на китайском языке. Общее количество писем – 40. / The master's thesis implements an integrated approach to the analysis of business correspondence of Eastern (Chinese) and Slavic (Russian) linguistic cultures with the allocation of the most important components and typological features. The relevance of the topic is determined by the need to take into account cultural factors in the implementation of professional communication by representatives of different linguocultural communities, in particular, Russia and China, in order to increase the productivity of business relations. The object of the study is the business correspondence of Russian and Chinese linguocultures. In the course of work on the study, a descriptive method is used, including the generalization and systematization of the received information; a comparative method, a method of contextual analysis. The theoretical significance of the work consists in the analysis of Chinese and Russian business letters, determination of their features and connection with culture. The practical value of the study is determined by the possibility of using its results in the development of courses "Business Russian and Chinese", in courses on comparative typology of Russian and Chinese languages, in special courses on "Sociolinguistics". The theoretical Chapter of the master's thesis deals with the concepts of business communication and business correspondence, identifies the main features and features of the style of business communication (including correspondence) in Russian and Chinese cultures, provides a classification of business correspondence, sets the algorithm of their own research. The practical Chapter provides a comparative analysis of business letters in Russian and Chinese, aimed at identifying and describing conceptually similar features, as well as features of business writing in Russia and China at the structural, stylistic and linguistic levels. Each letter in the Russian language corresponds to a similar genre of the letter in the Chinese language. Thetotalnumberofletters – 40.

<p><p>This thesis describes, analyses and compares changes in the practice of human resource management (HRM), the roles of human resource departments (HRD) and management models in companies in Belgium, France (partially) and Chile by highlighting the similarities and differences. This is therefore an international comparative study.<p><p><p>The study is carried out using a contextualist analytical approach.<p><p><p>It answers the question: <b>what are the changes in HRM practice, the roles of HRD and the management models in social organisations in different contexts?</b><p><p><p>It uses theoretical models (“typical ideals”) to analyse reality, while drawing from writers such as Mintzberg, Pichault and Nizet, Crozier, Crouch, Ulrich, Pettigrew. With regard to management, the study resorts to classical, instrumental and political models. As regards human resource management (HRM), it is based on objective, conventionalist and individualised models. In the human resource department (HRD), the models are those of administrative officer, operational expert and strategic partner.<p><p><p>The changes do not only result from a decision-making process dictated mechanically by contextual factors but more particularly from complex interaction and the balance of power among the actors concerned who use the contextual elements to advance their own interests.<p><p><p>Amongst the most relevant developments which bear <b>similar</b> characteristics, one can cite:<p><p><p>1.- <b>a significant increase in the use of management methods specific to the instrumental or “Californian” model, </b><p><p><p>2.- <b>more extensive use of individual competencies in HRM practices</b>, and<p><p><p>3.- <b>a significant reduction in the size of the HRD and, notably, in the profile of administrative officer of the HRD. </b><p><p><p>As regards the <b>differences</b> found in the various contexts, one can highlight the fact that:<p><p><p>1.- <b>In the Belgian and French models, the dominant managerial model remains political management.</b> On the other hand, <b>in the Chilean model, the Californian management model has become clearly dominant. </b><p><p><p>2.- <b>In Belgium and France, the dominant HRM practices are those of the conventionalist model. On the other hand, in Chile, the dominant HRM practices are those of the individualised model. </b><p><p><p>3.- The evolution of the roles of HRD, <b>in the Belgian model, has been practically non-existent or appeared later since the dominant role has remained that of the administrative officer (AO). On the other hand, in the Chilean model, the dominant role has become that of operational expert (OE). </b> The role of strategic partner (SP) which was so recommended and desired by managers has been long in developing.<p><p><p>The professional relations model and the political system constitute one of the most important factors which explains the differences noted. In Belgium, the neo-corporate and social-democrat model of professional relations at the national level (with a strong trade unionist movement) functions as a socio-economic regulatory mechanism reflecting the forces and the agreements between social partners. In Chile, there exists neither social dialogue nor equivalent institutionalisation at the national level; what prevails here is the confrontational Latin model (with a weak trade unionist movement).<p><p><p>Similarly, in Belgium social legislation is more comprehensive, regulating the market more and protecting people’s interests. Furthermore, it offers greater social security coverage via, in addition, vast public expenditure by the State. In Chile on the other hand, social legislation is more incomplete and more flexible, favouring rather discretionary decisions by managers and allowing the interplay of market forces to regulate the labour market. The right to strike, the allocation of unemployment benefits, the procedures for hiring and firing, etc. testify to these differences.<p><p><p>The characteristics of the “hybrid” Belgo-Latin culture based on the traditional negotiation model increasingly influence, for example, the development of a political management model and conventionalist HRM practices, team work or coaching, etc. On the other hand, the characteristics of Chilean Latin culture, where authoritarianism and paternalism are still very present, stimulate a more classical management model and objective HRM practices.<p><p><p>The differences between the developments are evident. The social aspects (social security, education, workers’ rights, etc.) are better guaranteed in the Belgian model and the productivist logic stronger and damaging in the Chilean model. As long as the actors involved remain as they are, with their ideological, political and cultural particularities and their specific strengths, these models will remain different.<p><p><p><p><p>Cette thèse décrit, analyse et compare les changements des pratiques de la gestion des ressources humaines (GRH), les rôles des directions des ressources humaines (DRH) et les modèles de management, dans des entreprises situées en Belgique, en France (partiellement) et au Chili, en relevant les similitudes et les différences. Il s’agit donc d’une recherche internationale comparative.<p><p><p>La recherche s’inscrit dans une approche d’analyse contextualiste.<p><p><p>Elle répond à la question :<b>quels sont les changements des pratiques de GRH, des rôles des DRH et des modèles de management dans des organisations sociales situées dans des contextes différents ?</b><p>Elle utilise des modèles théoriques (des “ideaux types”) pour analyser la réalité, en s’inspirant des auteurs tels que Mintzberg, Pichault et Nizet, Crozier, Crouch, Ulrich, Pettigrew. Au niveau du management, l’étude a recourt aux modèles: classique, instrumental et politique. Au niveau de la gestion des ressources humaines (GRH), elle se base sur les modèles: objectivant, conventionnaliste et individualisant. Tandis qu’au niveau de la direction des ressources humaines (DRH), les modèles sont ceux d’agent administratif, d’expert opérationnel et de partenaire stratégique.<p><p><p>On constate que les changements ne résultent pas seulement d’un processus décisionnel dicté mécaniquement par les éléments du contexte mais surtout d’un jeu complexe d’interactions, d’un jeu de pouvoir des acteurs concernés, qui mobilisent les éléments du contexte pour faire prévaloir leurs intérêts.<p><p><p>Parmi les évolutions <b>similaires</b> les plus relevantes, on peut citer:<p><p><p>1.- <b>l’accroissement important de l’usage des méthodes de management propres au modèle instrumental ou « californien » ;</b><p><p><p>2.- <b>l’utilisation plus extensive des pratiques de GRH individualisantes</b> et, <p><p><p>3.- <b>la diminution importante de la taille de la DRH et, notamment, du profil d’agent administratif de la DRH. </b><p><p><p>Quant aux <b>différences</b> retrouvées dans ces contextes différents, on peut relever :<p><p><p>1.- <b>Dans les cas belge et français le modèle managérial dominant reste le management politique. </b> Par contre, <b>dans le cas chilien, le modèle de management « californien » est devenu clairement dominant. </b><p><p><p> 2.- <b>Les pratiques dominantes de GRH, en Belgique et en France, restent celles du modèle conventionnaliste. Par contre, au Chili, les pratiques dominantes de GRH sont celles du modèle individualisant. </b><p><p><p>3.- L’évolution des rôles de la DRH, <b>dans le cas belge, a été pratiquement nulle ou plus tardive puisque le rôle dominant est resté d’agent administratif (AA). </b> Par contre, <b>dans le cas chilien, le rôle dominant est devenu celui d’expert opérationnel (EO). </b> Le rôle du partenaire stratégique (PS), tant prôné et souhaité par les managers, tarde lourdement à se développer.<p><p><p>Le modèle de relations professionnelles et le système politique, constituent un des facteurs parmi les plus importants qui expliquent les différences constatées. En Belgique, le modèle de relations professionnelles néo-corporatiste et social-démocrate au niveau national (avec un syndicalisme fort) fonctionne comme un mécanisme de régulation socio-économique reflétant les forces et les accords entre les partenaires sociaux. Tandis qu’au Chili, il n’existe ni de concertation sociale ni d’institutionnalisation équivalente au niveau national ;il prévaut ici le modèle confrontationnel et latin (avec un syndicalisme faible).<p><p><p>De même, tandis qu’en Belgique il existe une législation sociale plus complète régulant davantage le marché et protégeant les intérêts des personnes, en offrant une sécurité sociale plus large avec, en plus, une forte participation de l’Etat dans les dépenses publiques, au Chili la une législation sociale est plus incomplète et plus souple, favorisant davantage les décisions discrétionnaires des managers amenant principalement une régulation par le libre jeu du marché du travail. Le droit de grève, l’assignation de chômage, les procédures de licenciements ou d’embauche, etc. témoignent de ces différences.<p><p><p>Les traits de la culture latine « hybride » belge, traditionnellement négociatrice, influencent davantage, par exemple, le développement d’un modèle de management politique et des pratiques de GRH conventionnalistes, un travail en équipe ou le coaching, etc. Par contre, les traits de la culture latine chilienne, où l’autoritarisme et le paternalisme sont encore forts présents, stimulent un modèle de management plutôt classique et des pratiques de GRH objectivantes.<p><p><p>La différence des évolutions est évidente. Les aspects sociaux (sécurité sociale, éducation, droits des travailleurs, etc.) sont mieux garantis dans le cas belge et la logique productiviste est plus forte et nuisible dans le cas chilien. Tant que les acteurs indiqués demeurent, avec leurs particularités idéologiques, politiques, culturelles et leurs forces spécifiques, ces modèles resteront différents. <p><p> / Doctorat en sciences politiques / info:eu-repo/semantics/nonPublished

The aim of this study was to critically analyse the visual and verbal language used on printed adverts by some selected banks in Zimbabwe. A semiotic theory was used to analyse the printed adverts. The study revealed that all the banks use stereotyped language in communicating their messages to potential customers. Some audiences identified with this stereotyped languages, though others were also critical of stereotyped adverts. This paradox is dependent on the uneven levels of social consciousness of the audiences. The study argues that communication between banks and the potential customers is a product of negotiation of meaning at the point of reception of the printed adverts. The study then recommended the use of gender, race and class neutral language in order to enhance the effectiveness of advertisements. Future research into the study of the language of advertisement should focus on the problem of copyright infringement in advertising. / African Languages / M.A. (African languages)

The purpose of this study was to explore and describe Kenya Power employees’ perceptions of their adoption and implementation of online internal communication tools as a means of creating and managing long lasting relationships among all employees in the organisation. The theoretical point of departure for this study was framed within online internal communication and relationship management while principles of e-government were also considered. A single case study design was adopted for the study which combined both quantitative and qualitative data collection techniques while data was triangulated using an online self-administered questionnaire, focus group moderator’s guide and an interview schedule. The results guided by the theoretical criteria indicate that the implementation of online internal communication tools was done at Kenya Power without considering the internal stakeholders’ needs and preferences. The consequence is that employees have developed negative perceptions about internal online communication resulting in low adoption for relationship management activities. The findings of this study could be useful for other public sector organisations in that it will help them to positively change employees’ perceptions as well as enhance the implementation and adoption of internal online communication tools for the purposes of relationship building which could result in better internal communication and public sector services. / Communication Science / M.A. (Communication)

The purpose of the study was to identify and transform, as necessary, constructs of communication satisfaction and to develop a hybrid quantitative audit of organisational communication satisfaction for collectivist contexts that is both reliable and valid, using Amos Graphics for structural equation modelling. The objective was also to develop a full latent variable model and to test its fitness to the data collected from a random sample of civil servants across Addis Ababa’s civil service bureaus. The study comprised three sequential parts, namely pilot, exploratory factor analysis (EFA) (Main Study One) and confirmatory factor analysis (CFA) (Main Study Two). These were used as per the existing framework in instrument development and validation. The pilot study indicated the need for more robust data. After a series of tests, principal factor axis factoring with oblique rotation was used as the most appropriate for perceptual data, out of several options on the EFA menu. The initially hypothesised six-factor solution with the dimensions of horizontal communication, personal feedback, supervisory communication, communication climate, relational trust and job satisfaction was found to be unfit for the data on conceptual and statistical grounds and psychometric analyses which involved the use of eigenvalues and the scree plot. A more appropriate two-factor solution based on the more precise parallel analysis strategy was consistent with current research that communication satisfaction is best conceptualised in terms of informational and relational domains as operationalised using the EFA procedure. The two-factor solution led to the formation of a 17-item scale out of the original 30-item measure, with two latent dimensions namely relational satisfaction and informational satisfaction. The items of the new EFA-generated organisational communication satisfaction scale were renumbered consecutively and the scale was cross-validated on a xiv new sample of 288 civil servants from the Addis Ababa City Administration. The cross-validation necessitated model respecification and re-estimation. The respecified model underwent validation at different levels. All seven aspects of validity, namely content validity, construct validity, factorial validity, reliability, convergent validity, discriminant validity and nomological validity, were addressed and found to be adequate. However limitations are also indicated as avenues for further enquiry. / Communication Science / D. Litt. et Phil. (Communication)