Cette thèse a pour objet de traiter la problématique de l’œuvre d’animation et des expériences cognitives et sensorielles qui animent le corps. Elle a pour point de départ la pratique de l’image et de l’audiovisuel qui s’intéresse à la sensation du mouvement. La voie à des travaux sur la relation du corps au dispositif d’animation a été ouverte par l'approche des images et des films. Ceux-ci ont été conçus à partir de dessins, d’objets et d’environnements naturels qui se transforment dans le temps, sous l’effet de mutations biologiques (plantes), de changements de décors (lumières), ou de constructions manuelles (bâtiments d’habitation).Le cinéma d’animation et les arts plastiques sont ainsi les principaux champs d'investigation pour une étude de l’expérience sensible du mouvement, de la relation aux espaces, aux objets et aux images façonnés par des techniques mais aussi vécus biologiquement par l’organisme. La thèse est attentive aux dispositifs au service de la création des œuvres d’animation et interroge la relation aux outils de création mais aussi le rapport à l’espace et au temps du quotidien. L’œuvre d’animation est donc envisagée comme création plastique et cinématographique, mais aussi comme l’expression d’un rapport particulier au réel. S’appuyant sur un corpus de films d’animation réalisés par Jan Švankmajer, Lesley Adams, Blu, William Kentridge, Pierre Hébert ou Virgil Widrich, cette recherche explore le rapport ambigu aux objets, la distance incertaine entre animé et inanimé et la mémoire comme matériau sensible. Par le déplacement de l’ordre et des fonctions des éléments employés, par la manipulation de leurs images et objets, les méthodes et processus de création de certaines œuvres d’animation témoignent d’une perturbation du sens, permettant des projections imaginatives au potentiel poétique. L’expérience du mouvement engendrée par l’animation des images est mise en lien avec d’autres disciplines artistiques, notamment la danse et le théâtre. La thèse examine le corps en tant qu'interface et lieu d'une résonance des images animées. Elle permet de questionner les limites du corps, la problématique du morcellement et de la fragmentation, à la fois dans nos modes cognitifs et dans les systèmes de fabrication d’œuvres d’animation. / This thesis is based on image practices dealing with the sensation of movement. Images and films are designed with drawings, objects and natural environments that change over time, like through biological mutations (plants), shift of scenery (lights), or manual constructions (buildings). Their processes of transformation open the way on the relationship between the body and the animation device. Cinema and visual arts are thus the main fields canvassed to investigate thecognitive and sensory experiences of motion. They concern the connection to affective places, shaped by the embodied experience of space, but also by technology. By focusing on the creative processes of animation films, visual arts productions and their devices, we examine our relationship with creation tools in everyday environments.The work of animation is approached as filmmaking and artistic creation, but it also reveals a particular relationship to the real, to the body set in motion. Based on the films of Jan Švankmajer, Lesley Adams, Blu, William Kentridge, Pierre Hébert or Virgil Widrich, this research explores the ambiguous connection to objects, to the memory as sensitive material, and the uncertain distance between the animate and inanimate. By shifting the organization and functions of elements, bymanipulating their images and objects, some animation practices reflect a disturbance of the sense, giving rise to imaginative projections and to a poetic potential. To examin the body as an interface of the resonance of animated images, the experience of motion is also approached throughout performative arts such as dance and theater.This research questions the limits of the body, the issue of fragmentation and partition, both in our cognitive arrangements and in manufacturing systems of animation.

After the first democratic election that took place in South Africa in 1994, numerous changes occurred within the labour force. The labour force has become increasingly diverse with individuals from different races, genders and ages now fulfilling various positions within organisations. Consequently, organisations have become more focused on managing this diverse workforce and eliminating stereotypes, and consequently discrimination that accompanies this diversity. Stereotypes that are formed within organisations can be based on various criteria and, if not addressed, can lead to various negative consequences for both the individual and the organisation. It therefore seems that stereotypes are an important topic to research, specifically within the unique South African context. The objective of this study was to explore the prevalent stereotypes and the experiences thereof among individuals working in selected South African organisations. Within the social constructivism paradigm using an emic perspective, qualitative research from both a phenomenological and hermeneutic approach was employed to achieve the objectives of this study. Both purposive and convenience sampling was used for the purpose of this study after utilising a multiple case study strategy. Employees of selected South African organisations (N = 336) were involved in this research study. These organisations formed part of the following employment sectors: banking, higher education institutions, mining, municipalities, nursing, police services, primary and secondary schools, and restaurant industry. Data was collected by making use of semi-structured interviews, and data analysis was achieved by means of thematic analysis. The results of this study indicated that individuals working in selected South African organisations are familiar with the meaning of stereotypes and that they are consciously aware of the origin of stereotypes. Results indicated that although not all of the participants have had direct experiences with stereotyped groups, they are well aware that stereotypes are also caused by indirect sources. The results of this study also illustrate that various stereotypes exist within selected South African organisations. It was explored on an out-group and in-group level. It was found that not only do employees stereotype others (out-group), they are also well aware of being stereotyped themselves (in-group). The most prevalent stereotypes were based on race, gender, age, occupation, and other work-related dimensions. Stereotypes based on race, gender and age were based on the internal dimensions of diversity. Stereotypes were also based on the external and organisational dimensions of diversity and included occupation, physical appearance, position, qualification, and duration in organisation. Interesting to note is that with in-group occupational stereotyping, most employees felt they are also stereotyped on their internal dimensional characteristics (race, gender and age). Stereotyped occupations include: academics, administration staff, educators, engineers, finance, human resources, librarians, mining, nursing, police and restaurant waitrons. The findings of this study also showed that when individuals experience in-group stereotypes, they react to these stereotypes on a cognitive, behavioural or emotional level. Results indicated that participants mostly reacted to stereotypes in a cognitive manner and most of these experiences were negative in nature. Recommendations with regard to future research and practice were made. Managers within organisations should eliminate stereotypes from organisational practices and decision-making by not focusing on irrelevant personal differences, but rather on performance-related information. Employees should be trained and educated by the organisation regarding stereotypes and the effects thereof. Employees should also be provided with an opportunity to interact with diverse people within the organisation. / PhD (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

After the first democratic election that took place in South Africa in 1994, numerous changes occurred within the labour force. The labour force has become increasingly diverse with individuals from different races, genders and ages now fulfilling various positions within organisations. Consequently, organisations have become more focused on managing this diverse workforce and eliminating stereotypes, and consequently discrimination that accompanies this diversity. Stereotypes that are formed within organisations can be based on various criteria and, if not addressed, can lead to various negative consequences for both the individual and the organisation. It therefore seems that stereotypes are an important topic to research, specifically within the unique South African context. The objective of this study was to explore the prevalent stereotypes and the experiences thereof among individuals working in selected South African organisations. Within the social constructivism paradigm using an emic perspective, qualitative research from both a phenomenological and hermeneutic approach was employed to achieve the objectives of this study. Both purposive and convenience sampling was used for the purpose of this study after utilising a multiple case study strategy. Employees of selected South African organisations (N = 336) were involved in this research study. These organisations formed part of the following employment sectors: banking, higher education institutions, mining, municipalities, nursing, police services, primary and secondary schools, and restaurant industry. Data was collected by making use of semi-structured interviews, and data analysis was achieved by means of thematic analysis. The results of this study indicated that individuals working in selected South African organisations are familiar with the meaning of stereotypes and that they are consciously aware of the origin of stereotypes. Results indicated that although not all of the participants have had direct experiences with stereotyped groups, they are well aware that stereotypes are also caused by indirect sources. The results of this study also illustrate that various stereotypes exist within selected South African organisations. It was explored on an out-group and in-group level. It was found that not only do employees stereotype others (out-group), they are also well aware of being stereotyped themselves (in-group). The most prevalent stereotypes were based on race, gender, age, occupation, and other work-related dimensions. Stereotypes based on race, gender and age were based on the internal dimensions of diversity. Stereotypes were also based on the external and organisational dimensions of diversity and included occupation, physical appearance, position, qualification, and duration in organisation. Interesting to note is that with in-group occupational stereotyping, most employees felt they are also stereotyped on their internal dimensional characteristics (race, gender and age). Stereotyped occupations include: academics, administration staff, educators, engineers, finance, human resources, librarians, mining, nursing, police and restaurant waitrons. The findings of this study also showed that when individuals experience in-group stereotypes, they react to these stereotypes on a cognitive, behavioural or emotional level. Results indicated that participants mostly reacted to stereotypes in a cognitive manner and most of these experiences were negative in nature. Recommendations with regard to future research and practice were made. Managers within organisations should eliminate stereotypes from organisational practices and decision-making by not focusing on irrelevant personal differences, but rather on performance-related information. Employees should be trained and educated by the organisation regarding stereotypes and the effects thereof. Employees should also be provided with an opportunity to interact with diverse people within the organisation. / PhD (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

Cette thèse porte sur l’analyse de l’activité de traduction philosophique dans le processus de modernisation de Turquie et l’évolution de la conception de la traduction au cours du temps. Dans un premier temps, notre thèse se concentre sur l’histoire de la traduction philosophique. Nous présentons les traductions des textes philosophiques dans la période des Tanzimat et la période après la fondation de la République. Dans un second temps, notre thèse se propose de mener une étude comparative entre les différentes traductions des textes philosophiques. Les questions qui se posent peuvent être énoncées comme suit. Quels types de politique ont-ils pu adopter aussi bien sur un plan théorique que sur le plan du choix des textes à traduire ? Les politiques adoptées ont-elles présentées des modifications notables et significatives tout au long de la période considérée, selon l'évolution de la demande émanant des lecteurs ou selon les exigences des pouvoirs politiques qui se sont succédé ? / This thesis deals with the analysis of the philosophical translation activity in the process of modernization of Turkey and the evolution of the conception of translation over time. First, my thesis focuses on the history of philosophical translation. I present translation activities in general and translations of philosophical texts in the Tanzimat period and the period after the founding of the Republic. In the second section, my thesis proposes to carry out a comparative study between the different translations of philosophical texts. The questions that arise can be stated as follows. What types of policies have they adopted both on the theoretical level and on the choice of the texts to be translated? Have the policies that were adopted resulted in significant changes throughout the period under review, depending on the evolution of the demand from the readers or the requirements of the political authorities that have followed one another?