Th. 3e cycle--Géogr. de l'aménage.--Toulouse 2, 1986.

Cette recherche explore le partage de l’interprétation de la musique à partir du point de vue des interprètes. Elle est fondée sur une expérimentation sur le terrain conduite avec un ensemble professionnel. Le travail de l’ensemble a été observé et analysé selon les principes de la Recherche Action et du Constant Comparative Method de Strauss et Corbin, avec l’objectif de décrire et classer les comportements des musiciens et éclaircir les modalités de communication et d’interaction entre eux. L’expérimentation a été conduite sur deux œuvres ouvertes, répertoire qui sollicite un processus de travail sur l’interprétation qui démultiplie la communication et l’interaction entre les musiciens. L’analyse des données nous a amené à penser que le noyau expressif de la musique–de nature indicible-est partagé grâce à un savoir incarné du corps qui relève de l’intuition, et qui se produit seulement si chacun est à l’écoute des autres. La qualité des relations entre les musiciens est la condition indispensable pour le partage de l’interprétation. Ses éléments fondamentaux ne sont pas véhiculés par la parole, mais circulent entre les musiciens grâce à l’identification avec l’autre et à travers la matière musicale même: le son. La communication verbale, indispensable, est néanmoins limitée, dans la majorité des cas, au discours technique et pratique, qui révèle aussi des souhaites expressives cachés derrière les mots. Nous formulons l’hypothèse que l’activation du système des neurones miroir permet de comprendre les gestes des partenaires aussi comme leurs émotions, mais la vérification de cette hypothèse doit attendre ultérieures recherches dans le domaine des neurosciences. / This research explores the mechanisms for sharing the interpretation of music from the point of view of the performers. It is based on an experiment on the ground realised with a professional contemporary music ensemble. The work was observed and analised according to the principles of the Action Research and the Constant Comparative Method of Strauss and Corbin, with the purpose of describing and classifying the behavior of musicians and understanding and clarifying the modality of communication and interaction between them. The experiment was about two works of Anglo-Saxon composers (Ensemble by Tim Parkinson and Treatise by Cornelius Cardew) issued from ‘open works’ repertoire, because its demand to the interpreters to define the final form of music lead to a collective process on the interpretation that multiplies communication and interaction between musicians.Data analysis led us to think that the musicians share the expressive core of music–for his nature unspeakable–through a kind of embodied knowledge and intuition, that can exist only if every participant is open to the others. The quality of relationships between musicians is a prerequisite for sharing the interpretation.Its fundamentals are not conveyed by words but flows between the musicians through the identification with the others and through the musical material itself, the sound.Verbal communication is limited, in most cases, to the technical speech, that, often hiddens expressive thoughts behind the words. Our hypothesis is that the activation of the mirror neurons system allows partners to understand gestures such as emotions, but verification must await further research in the field of neurosciences.

vi, 84 p. A print copy of this thesis is available through the UO Libraries. Search the library catalog for the location and call number. / This thesis explored the significance of the 1969 Woodstock festival and its anniversary festivals as indicated through media use of iconic and popular photographs. The literature review examines the role of iconic and journalistic images in the collective memory of historic events. The dynamic interplay of collective memory and images forms the theoretical backbone of the thesis, which applies semiotic analysis to interpret the meaning and significance of three significant photographs from the festivals. Results indicate that photographs from the original festival are icons forming the template against which photographs from later festivals can be understood and read. Images from anniversaries of the festival reflect a ritualistic repetition of themes from the original festival, as well as its increasing commercialization. / Committee in Charge: Dr. Julianne Newton, Chair; Dr. Pat Curtin; Dr. Philip Scher

South Africa has in the recent past seen employees embarking in strike action, even in sectors designated as essential services. The impact adversely affected inter alia economic growth, investor confidence, international credit ratings and the high rate of unemployment. The Labour Relations Act 66 of 1995 from its inception on 11 November 1996, and as amended, in 2002 and in 2015, has brought about some minor changes to the model aimed at regulating essential services, maintenance services and minimum services agreements. This research is aimed at investigating; whether essential services, maintenance services and minimum services agreements are designed to unjustifiably limit the right to strike or not. The Constitution1 and the Labour Relations Act, 19952 encourages parties in employment relationship to engage in collective bargaining. Mechanisms such as a no duty to bargain envisaged within the current LRA regulatory framework, appears to be undermining the significance of ensuring that parties engaged within services designated as essential and maintenance services exercise their fundamental right to strike and to bargain collectively. The Essential Services Committee when dispensing with its statutory functions may be unjustifiably limiting the right to strike for employees engaged in essential and maintenance services. Some employers may be to some degree reluctant to trigger maintenance services provisions as the LRA appears to be adopting a voluntarism principle when regulating collective bargaining, as the Act is encouraging employers to deal with the provision of maintenance services within collective agreements. An introduction of a judiciable enforceable duty to bargain collectively in services designated as essential and maintenance services may compel employers to conclude minimum services agreements. The extremely low number of services designated as maintenance services is a worrying reality and the solution is urgently required.

The main research problem in this study was to identify what trust-building strategies can be utilised by organisations to enhance collective bargaining processes. To achieve this objective a theoretical Institutional Arrangements-Based Model of trust-building was conceptualised, developed and presented in Chapter 5. The presentation of this model was the culmination of the research design phases outlined below: -The first phase consisted of a literature survey undertaken to discover the nature and dynamics of the concept "trust". -The second phase consisted of surveying the literature attempting to understand the nature of the collective bargaining process, its elements and types and the environmental factors that tend to impinge on it. -The final phase of the literature survey focused on various trust-building strategies, theories and models that can be utilised by organisations to ii enhance collective bargaining processes. Trust is generally acknowledged as a necessary requirement for effective and successful workplace relationships. Because of this factor it is crucial that South African employer-employee relationships are improved in a conscious and sustainable way in order for our businesses to remain competitive in the face of global competition. With this reality in mind there is still much in the South African labour relations environment that fosters conflict. One of the primary factors that impinge on trust in employer-employee relations in South Africa is the previous government‘s divisive and racist apartheid policies. These policies have resulted in serious structural imbalances in the economy, the skewed distribution of wealth and the general scarcity of resources to address these attendant challenges. Finnemore and van Rensburg (2002, p. 36) surveys the current labour relations scenario and comments about the extent to which it has been severely affected by apartheid. Some of its appalling outcomes are: racial divisions between skilled and unskilled workers, apartheid wage gaps, poorly educated workers, dictatorial management styles and a lack of protection for the most vulnerable workers. As revealed in this research study there are still widely divergent views at the workplace regarding the nature and levels of trust that are prevalent. The overwhelming view, however, is that there is, generally, a lack of trust between managerial and employee collective bargaining teams. This lack of trust which is evident between employer and employee parties will tend to result in collective bargaining processes being embarked upon in a climate imbued with the negative spirit of distrust. The recommended Institutional Arrangements-Based Model of trust-building advocates for a process of trust-building prior to any collective bargaining initiatives. This process, as depicted in the elements of the recommended model, needs to begin with phases which will focus on frame-alignment and the identification of all sources of distrust between the parties. These prescribed sessions seek to culminate in a common understanding, between the contesting parties, of their real divergent issues and concerns as well as their existing commonalities. The next phases of the recommended model entail the parties, jointly, developing proposals and policies that in the short and long term will aim at the resolution of the identified sources of distrust and thereby reduce the psychological distance between them. The final phase of the model entails the implementation of joint problem–solving resolutions and the development of appropriate policies i.e. institutional arrangements, to deal with all conflict-prone areas of the business operations. Simultaneously, there needs to be continuous evaluation and monitoring of organisational trust and the "agreed to" trust-building strategies to ensure that distrust is reduced or eliminated in the long term, allowing the organisation and the individual employees to perform at their optimum in order to achieve their common goals.

Past approaches to the understanding of the occurrence of exchange Interactions and the generation of sentiments of social approval and social disapproval within collectivities are reviewed and a new theory is formulated. The new theory focuses on initial, unequal distributions of dimensions of wealth within the collectivities . On the basis of knowledge about the differences between the members' net wealth levels, four hypotheses regarding the patterns of exchange interactions in the collectivities are derived for testing. These hypotheses concern: ( i ) the emergence, and order of emergence, of cliques within the collectivities, and ( i i ) the generation of sentiments of approval between fellow clique members and sentiments of disapproval between the members of the different cliques in each collectivity. An experimental paradigm is then described and the results of actual, laboratory experiments presented. It is concluded that all four hypotheses are supported by the data. Finally, the theory is placed within the wider context of the sociology of social stratification in general. / Arts, Faculty of / Anthropology, Department of / Graduate

The present study is intended as an alternative to the experimental game approach to the investigation of conflict. It explores a particular real-world conflict situation, the labor-management bargaining relationship, and is viewed as a transitional step between laboratory experimentation and research in natural settings. Subjects were 34 male adults, 19 representing "Management" and 15 representing "Labor", all with formal bargaining experience in labor-management negotiations. A total of ten 3-hour sessions were conducted in which representatives of both parties participated in 3- and 4-person groups. The study was designed to provide information concerning ways in which representatives of each party (1) perceive the labor-management relationship, and (ii) approach negotiations. Perceptual information was obtained by means of an opinion questionnaire which dealt with specific aspects of labor relations, and semantic differential-type scales. In addition to the descriptive information provided by these tools, it was found that: (1) labor representatives perceived more differences of opinion between "Labor" and "Management" than did management representatives; (2) the personal opinions of management representatives differed from the opinions they perceived "Management" in general to hold more frequently than the personal opinions of labor representatives differed from the opinions they perceived "Labor" in general to hold; (3) the personal opinions of labor representatives differed from the opinions they perceived "Management" in general to hold:, more frequently than the personal opinions of management representatives differed from the opinions they perceived "Labor" in general to hold; (4) no differences existed between the labor sample and the management sample in terms of homogeneity of perception or in terms of homogeneity of personal opinion. The first finding is considered to reflect different values placed upon tension and conflict by "Labor" and "Management", while the second and third findings suggest a greater tendency for "Labor" to hold personal opinions which resemble a perceived "party line". An implication of the fourth finding is that if exogeneous "party lines" do exist, the "party line" adopted by "Labor" is no more well defined for labor representatives than any "Management party line" is for management representatives. A potentially important observation involving misperceptions was the tendency for both labor and management representatives to think the other party perceived them in a less favorable manner than it actually did. This is regarded as one consequence of the roles prescribed for two parties in a conflict relationship. Negotiating information was obtained from a formal analysis of the verbal content of simulated bargaining sessions. The bargaining problem employed in this study cast management representatives in the role of business partners and labor representatives as the elected officials representing employees of the business. The two parties were required to negotiate a wage settlement for the coming year on the basis of a projected wage and profit analysis adapted from the model of Sawyer's bargaining board. Findings are outlined in terms of the ways in which Labor and Management presented the position of their party on the wage issue, questioned the position taken by the other party, and dealt with questions and arguments from the other party. Those aspects of verbal behavior reported Include the relative emphasis given particular bargaining positions, the kinds of arguments presented and degree of determination with which supportive statements were expressed, the types of information exchanged, and the nature of threats and attacks made by each party. In addition to categorizing verbal statements made during "negotiations", emphasis was placed upon the relative frequency with which a particular kind of statement was made by Labor and Management. Implications of the findings of this exploratory study and suggestions for future research are discussed. / Arts, Faculty of / Psychology, Department of / Graduate

This thesis examines on a conceptual level whether, in Canada, government induced centralization of the bargaining structure is apt to contribute to a stabilization of industrial relations measured in terms of a reduction in strike/lockout frequency. A micro-model of strike causation, viewing the outbreak of industrial action as the result of a deliberate gamble of the bargaining parties, forms the core of the conceptual framework developed in this paper. According to this model centralization lowers strike/lockout frequency if it (1) raises the relative costs of industrial action (2) induces the bargaining parties to integrate macro-goals into their goal portfolio (3) modifies collectivity internal interest aggregation in favor of its moderate segments and (4) successfully internalizes intra-group conflict. On the basis of theoretical considerations and existing evidence, the paper then seeks to establish whether centralization can be expected to fulfill these conditions. The study suggests that the impact of centralization upon vertical interest aggregation takes the desired direction. Because of the design of the analysis a general prediction of the effect of centralization upon horizontal interest aggregation can not be made. The relative costs of industrial action in the 'average bargaining unit' are diagnosed to remain unaffected by centralization. While centralization of the bargaining structure appears to be a necessary condition for unions and employers to integrate macro-goals into their goal portfolio, the analysis can not show that it is a sufficient condition. Finally, contingent on the readiness of the government to actively back the rule of the majority, centralization is expected to internalize intra-group conflict successfully. / Arts, Faculty of / Political Science, Department of / Graduate

This thesis reports theory development and explorative field observation of potential effects of conflict occurring within a collective bargaining team. From the theoretical bases of Walton and McKersie's (1965) intraorganizational conflict (IOC) concept and Pondy's (1967) process model of conflict, a model of bargaining team IOC is developed. The model partitions bargaining team IOC into functional and dysfunctional subsets. Seven propositions related to the effects of dysfunctional IOC are developed from conflict and decision making literature. These propositions are concerned with the effects of dysfunctional IOC on participation of team members, rule breaking behavior, time delays, and decision styles. Operational definitions and tests for dysfunctional IOC are developed using Filley's (1975) five item definition of conflict and seven item win-lose, lose-lose, conflict responses. A participant/observer quasi-case analysis of an actual collective bargaining team experience is the basis for data generation. Many of the propositions are supported iii the observed bargaining team environment. While the single case methodology prevents generalized conclusions regarding the effects of dysfunctional IOC, the findings tentatively suggest there may be considerable practical payoffs for extending this research area. The field experience provides some additional research insights regarding the dynamic variable of dysfunctional IOC. In this study, dysfunctional bargaining team IOC is observed as a few recurring issue-related problems flowing throughout the bargaining team interactions. Implications of this study regarding future research on IOC in a bargaining team are suggested. / Business, Sauder School of / Graduate

Thesis advisor: Raquel Muñiz / Research has shown that collective efficacy, school-based leadership, and social and emotional (SEL) competencies positively contribute to student success. In the context of education, collective efficacy refers to whether teachers believe in the ability and capacity of their colleagues to support the achievement of all students. Limited research has examined the bridge between leadership practices and the primary sources of collective efficacy: mastery experiences, vicarious experiences, verbal/social persuasion, and affective states. The purpose of this qualitative case study was to identify leadership practices and determine how they shaped the sources of collective efficacy. Findings indicated that leadership practices – meeting time, professional development, positive praise, coaching, feedback, and sharing expertise – modeled the SEL competencies of social awareness, relationship skills, and responsible decision-making. Implications of these findings further establish the sources of collective efficacy as influential factors that shape adult interactions, actions, reflections, and ultimately, student achievement. / Thesis (EdD) — Boston College, 2020. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.