L'interaction homme-robot arrive dans une phase intéressante ou la relation entre un homme et un robot est envisage comme 'un partenariat plutôt que comme une simple relation maitre-esclave. Pour que cela devienne une réalité, le robot a besoin de comprendre le comportement humain. Il ne lui suffit pas de réagir de manière appropriée, il lui faut également être socialement proactif. Pour que ce comportement puis être mise en pratique le roboticien doit s'inspirer de la littérature déjà riche en sciences sociocognitives chez l'homme. Dans ce travail, nous allons identifier les éléments clés d'une telle interaction dans le contexte d'une tâche commune, avec un accent particulier sur la façon dont l'homme doit collaborer pour réaliser avec succès une action commune. Nous allons montrer l'application de ces éléments au cas un système robotique afin d'enrichir les interactions sociales homme-robot pour la prise de décision. A cet égard, une contribution a la gestion du but de haut niveau de robot et le comportement proactif est montre. La description d'un modèle décisionnel d'collaboration pour une tâche collaboratif avec l'humain est donnée. Ainsi, l'étude de l'interaction homme robot montre l'intéret de bien choisir le moment d'une action de communication lors des activités conjointes avec l'humain / Human Robot Interaction is entering into the interesting phase where the relationship with a robot is envisioned more as one of companionship with the human partner than a mere master-slave relationship. For this to become a reality, the robot needs to understand human behavior and not only react appropriately but also be socially proactive. A Companion Robot will also need to collaborate with the human in his daily life and will require a reasoning mechanism to manage thecollaboration and also handle the uncertainty in the human intention to engage and collaborate. In this work, we will identify key elements of such interaction in the context of a collaborative activity, with special focus on how humans successfully collaborate to achieve a joint action. We will show application of these elements in a robotic system to enrich its social human robot interaction aspect of decision making. In this respect, we provide a contribution to managing robot high-level goals and proactive behavior and a description of a coactivity decision model for collaborative human robot task. Also, a HRI user study demonstrates the importance of timing a verbal communication in a proactive human robot joint action

To stay competitive, the increasingly challenging reality that digitization and globalization have led to a constant evolution of market conditions, Google and other organizations use a model called OKR, objectives and key results. Implementing a model such as OKR in an organization places high demands on the interaction of the management team, which is one reason why not everyone is successful with the implementation. To improve interaction, several management teams have applied Patrick Lenicinois' management team method the five dysfunctions in a team. The purpose of this study is to investigate how a management team's interaction is affected by applying a management team method. To answer the question, two focus group interviews have been conducted, consisting of members from two different management groups that have implemented the management group method, the five dysfunctions in a team, and the goal management model, OKR, in recent years. The empirical work has been analyzed based on Goffman's symbolic interactionism and Weber's bureaucratic structures. Application of a management group method can, according to the study, lead to changes in the interaction, in the form of increased trust within the group, that communication takes place more in the form of dialogue and a higher collective commitment to the management group's common goals and results. For a change to take place, the management team needs to invest time and energy both initially and continuously. This insight is significant for research into the impact of the management team method on norms and behaviors in social contexts and how the corporate world can meet the need for interconnected management teams for e.g. change management.