La gestion des conflits est indiscutablement une préoccupation actuelle des opérateurs économiques qui en appellent fréquemment à leur volonté afin de prévenir, traiter, aménager ou résoudre les conflits, au sein du contrat d’origine, par le contrat ou dans le procès, s’appropriant ainsi l’œuvre de justice. La volonté des sujets de droit et l’ordre imposé par les différentes sources de droit s’entrechoquent alors avec une intensité variable selon qu’il s’agit du domaine contractuel ou processuel. De cette confrontation se dessinent les frontières de la liberté qu’il apparaît nécessaire d’éprouver. Apprécier le rôle de la volonté, individuelle ou conjointe, des parties ou des tiers, dans la gestion des conflits permet ainsi d’isoler plusieurs conceptions de la Justice, entre satisfaction d’intérêts privés, service public et réalisation d’un idéal universel. À cet égard, la position adoptée par le droit positif incite à se demander si une vision plus individualiste de la justice serait envisageable. / Conflict management is nowadays undoubtedly a major subject for economic operators who frequently mobilize their will in order to prevent, process, adjust or solve their conflicts, within the original agreement, by an agreement or during the proceedings, thus appropriating the art of justice. Individual will then confronts with the imposed order as defined by different mandatory legal sources with an intensity which varies depending on the contractual or procedural nature of the considered field. From this confrontation arise freedom’s boundaries which need to be challenged. Assessing the role of will, whether individual or joint, of the parties or of third parties, in conflict management enables the isolation of multiple conceptions of Justice, as private interest satisfaction, universal ideal achievement and public service. The position adopted by subtantive law invites to determine if a more individualistic view of justice is conceivable.

M.B.A. / Sponsorship of business-to-business conferences is an effective marketing tool available to companies targeting the business market. However, as with any other marketing tool, there are various factors that influence the degree to which business-tobusiness conference sponsorship will be effective in contributing to the achievement of a company's strategic marketing objectives. For this dissertation, the research problem is that sponsors do not seem able to accurately measure the degree to which business-to-business conference sponsorship has been effective in achieving their marketing objectives. If sponsors do not know how effective sponsorship has been in achieving their objectives then they cannot make informed decisions about future sponsorships. The purpose of this study therefore, was to examine the evaluation of business-tobusiness conference sponsorship and explore the extent to which sponsors evaluate the degree to which sponsorship has met their marketing objectives. A research survey was conducted amongst senior managers responsible for marketing decisions within their organisations. The findings of the research showed that 17% of respondents did not set objectives to be achieved though their sponsorship of a business-to-business conference. By not setting objectives, it is unlikely that companies will be able to accurately determine whether the money spent on sponsorship was justified or not. A further 13% of respondents that did set objectives did not measure the extent to which the objectives were achieved. The researcher identified eight primary marketing objectives of business-to-business conference sponsorship. These are: Increasing awareness Positioning Sales Niche marketing iii Entertaining clients Database building Networking and forging new business relationships Conduct market research It was found in the research that the most commonly mentioned method to measure the extent to which business-to-business conference sponsorship objectives had been achieved was using a sales-related measure, for example sales revenue. However, the majority of respondents (60%) also indicated that it was "strongly unlikely" that sales objectives could be achieved through business-to-business conference sponsorship. It is interesting that the majority of respondents (48%) believe that it is the "fault" of the sponsors themselves that their marketing objectives have not been achieved by sponsoring a business-to-business conference, while 30% believe that the "fault" lies with the conference organiser. This report concludes with recommendations for both sponsors and conference organisers about how to improve the effectiveness of business-to-business conference

La gestion des conflits est indiscutablement une préoccupation actuelle des opérateurs économiques qui en appellent fréquemment à leur volonté afin de prévenir, traiter, aménager ou résoudre les conflits, au sein du contrat d’origine, par le contrat ou dans le procès, s’appropriant ainsi l’œuvre de justice. La volonté des sujets de droit et l’ordre imposé par les différentes sources de droit s’entrechoquent alors avec une intensité variable selon qu’il s’agit du domaine contractuel ou processuel. De cette confrontation se dessinent les frontières de la liberté qu’il apparaît nécessaire d’éprouver. Apprécier le rôle de la volonté, individuelle ou conjointe, des parties ou des tiers, dans la gestion des conflits permet ainsi d’isoler plusieurs conceptions de la Justice, entre satisfaction d’intérêts privés, service public et réalisation d’un idéal universel. À cet égard, la position adoptée par le droit positif incite à se demander si une vision plus individualiste de la justice serait envisageable. / Conflict management is nowadays undoubtedly a major subject for economic operators who frequently mobilize their will in order to prevent, process, adjust or solve their conflicts, within the original agreement, by an agreement or during the proceedings, thus appropriating the art of justice. Individual will then confronts with the imposed order as defined by different mandatory legal sources with an intensity which varies depending on the contractual or procedural nature of the considered field. From this confrontation arise freedom’s boundaries which need to be challenged. Assessing the role of will, whether individual or joint, of the parties or of third parties, in conflict management enables the isolation of multiple conceptions of Justice, as private interest satisfaction, universal ideal achievement and public service. The position adopted by subtantive law invites to determine if a more individualistic view of justice is conceivable.

Do conventions still have relevance in the modern political world? Some call them glorified television infomercials for presidential candidates while others refer to them as admired pillars of American political history. Whichever viewpoints one identifies with, presidential conventions are interesting to study historically, and can be studied analytically. The following case studies examine the institution of the nominating convention: what they do, how they form, what they have accomplished and how they affect the voters. This study finds that conventions are still meaningful in American politics, particularly for affecting party unity, candidate image and, to a lesser degree, party platform.

La hiérarchie des normes est une notion commune du langage juridique. Les conventions, à l'instar de la Constitution à l'égard de la loi, peuvent-elle entretenir entre elles des relations hiérarchiques ? Trois éléments feraient obstacle à cette hypothèse. L'effet relatif des conventions, l'identité de nature juridique de ces actes et, enfin, le fait que les conventions ne soient pas des règles de Droit mais des actes d'exécution du droit.Lever un à un ces obstacles qui ne sont pas rédhibitoires et démontrer que le contrat est une règle de Droit, autorise alors à admettre théoriquement cette hypothèse. L'étude du droit positif permet ensuite de confirmer que des conventions peuvent entretenir des rapports hiérarchiques. Tel est le cas du contrat de société à l'égard des conventions de la société contractante ou bien encore du mandat à l'égard du contrat projeté.Il est alors possible d'étudier les conditions dans lesquelles un lien de nature hiérarchique peut apparaître. Les conditions préalables à cette mise en ordre supposent une pluralité d'actes et la nature conventionnelle de ceux-ci. Les " éléments constitutifs " du lien hiérarchique supposent eux que la convention qui occupe la place de norme supérieure soit impérative à l'égard des parties à la seconde convention

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Ce travail porte sur une étude de l’efficacité des régimes protecteurs d’investissements directs étrangers actuellement au Cambodge, en faisant une comparaison avec ceux connus des pays étrangers, spécialement de la France. La protection internationale des investisseurs directs étrangers se définit comme l’ensemble des principes et des règles, de droit international comme de droit interne, qui ont pour objet ou pour effet d’empêcher ou de réprimer toute atteinte publique à l’existence ou à la consistance de l’investissement international. La sécurité de l’investisseur étranger est un point essentiel pour attirer des investissements internationaux. L’atteinte publique ou une mesure prise par le Cambodge ne peut pas créer des obstacles à l’investissement étranger. En voulant protéger mieux des investisseurs directs étrangers, le Cambodge est en train de se doter de règles juridiques, spécialement le droit des investissements afin d’attirer des investisseurs étrangers. C’est la raison pour laquelle, le Cambodge a adhéré à l’Association des Nations de l’Asie du Sud-Est (ANASE ou ASEAN) en 1999 et à l’OMC le 13 octobre 2004. Le Cambodge coopère également avec d’autre Pays en concluant des conventions bilatérales dans la matière de la protection de l’investissement. / This work focuses on a study of the effectiveness of the current legal rules which protect foreign direct investments in Cambodia, by making a comparison with the foreign countries’ legal rules, especially the French legal rules. The international protection of foreign direct investment is defined as the set of principles and rules of international law and domestic law, which have as their object or effect of preventing or suppressing any public detriment to the existence or consistency of international investment. The security of the foreign investor is a key point for attracting international investments. Public involvement or action taken by Cambodia can not create barriers to foreign investment. In wanting to better protect foreign direct investors, Cambodia is establishing legal rules, especially the investment law to attract foreign investors. That is why, Cambodia joined the Association of Asian Nations Southeast (ASEAN) in 1999 and the WTO on October 13, 2004. Cambodia also cooperates with another Country by concluding bilateral agreements in the field of the protection of the investment.

The aim of this essay is to analyse how three female main characters, of Astrid Lindgrens work,are represented in certain series and movies. The study examines the three main characters from a gender perspective using theories such as representation, stereotyping and “The female voice”. The analysis comes to the conclusion that the three main characters do not follow the norms of a patriarchal society. This conclusion is proven through a method using a three stage model with elements of semiotics. The paper also examines how the differences and the similarities between the characters appear in the series and the movies and how the series and movies have been affected by Lindgrens voice. The purpose with this study is to contribute to new research about Lindgrens work and give the audience a reason to look at her work from a gender and social- related perspective.

Based on an intense small scale study which observed a small team of operations personnel who work in a telecommunications company within the oil industry, this thesis examined employee reactions to management communication. Employee interpretations and reactions after each communication from the management team were analysed as the ‘organisational story’ ‘unfolds’ from the ‘other side’ (i.e. employee perspective) instead of the rather usual/dominant one (i.e. managerial perspective). Behaviour was observed from an interactionist, interpretive and critical perspective and analysed in the light of several managerial and communication theories with the aim of critically examining the claims of the post-modern organisation theory (i.e. humanisation of work) and certain communication theories. An ethnographic approach, which enabled the researcher/participant to conduct participant observation in a real setting, ensured deep understanding of social situations and human actions. The results of this study suggest that upward communication is problematic due to the power settings that exist in organisations. Based on Goffman’s theory, it is suggested that employee ‘performance’ is affected by certain rules and conventions which shape organisational psychology and interpersonal relations. Therefore, the utopian claims of the post-modern organisation theory along with the rather simplistic assumptions of some of the literature on communication need to be re-evaluated and re-defined in the search for a more critical understanding of communication. This thesis concludes that contrary to the utopia of the post-modern organisation, the reality of organisational life and communication reflects the persistence of the modern organisation and the power structures which dominate it.

When a multicultural team is formed of say six individuals of different cultural backgrounds, there will be potential conflicts and greater varieties. However, there will be a ¡§normal¡¨ curve forms the range and permissible boundaries of a team. In concept, this normal distribution is the ¡§calm¡¨ state when the team is not active (norms). The potential is the range of team members¡¦ abilities/differences (divergences). To be able to reach the potential and perform is part of the team¡¦s goal (convergences & attributions). But to expect something more than expected is cultural synergy (break the original boundaries). The factors that will be considered as diverging forces are the differences that are born (already exists) when the team is formed. In order to model these cultural factors and estimate these cultural differences, Hofstede cultural dimensions are used. The factors that will be considered as converging forces are what each individual believe in such as perspective taking and self-leadership. These values are projected from the assessments of team individuals. The factors that will be considered as supporting forces (attribution factors) are how each member interacts with one another during the process. These are each individual behavior and personality. Therefore, from the perspective of divergence and convergence to see how cultural differences influence the teams and talk about their possible behaviors and reasons behind them is a conceptual way to look at the team. Based on the concept described above, the analysis of these different forces on multicultural teams is conducted. Using these factors, the paper explains/examines: l Cultural and individual values differences l Wish to base on the findings from the research to make helpful inferences on the learning and performance of multicultural teams. l Cultural divergent factors l Individual convergent factors l Individual attribution factors l Cultural synergy