Med hjälp av internpriser kan den offentliga organisationen spåra vart kostnader uppstår och vart resurserna hamnar. När en offentlig verksamhet går mot att styras mer som den privata sektorn uppstår vissa problem. Den offentliga verksamheten som har en stor bredd i sina verksamheter för att tillhandahålla service till medborgarna behöver det att de också hushålla med sina resurser, då dessa finansieras av bland annat skatteintäkter. Det kan uppstå vissa styreffekter till följd till användningen av internpriser, som kan vara av såväl positiv som negativ karaktär. Genom att en offentlig organisation använder sig av internpriser för att styra i organisationen uppstår ytterligare effekter såsom förändringar i resursanvändandet. Syftet med denna uppsats är att undersöka hur offentlig verksamhet använder sig utav internpriser för att styra i organisationen. Med att använda internpriser syftas det på vilken metod som används och hur styreffekterna hanteras i organisationen. Den teoretiska delen av uppsatsen behandlar i först hur styrning i en offentlig organisation kan se ut genom att redogöra för New Public Management. I den andra delen av teorin behandlas internpriser, dess syfte, användbara metoder samt vilka effekter som kan uppstå när en organisation använder internpriser. Teorin avslutas med att redogöra för en prismodell som kan vara användbar vid arbetet kring att etablera internpriser. För att undersöka hur internpriser används till att styra i praktiken har en fallstudie med semistrukturerade, kvalitativa intervjuer genomförts. Intervjuer har genomförts med personer som arbetar med styrningen och internpriser i offentlig verksamhet. Dessa intervjuer har sedan kompletterats med dokumentanalyser, av material som tillhandahållits av respondenterna. Det empiriska materialet har tillsammans med den teoretiska referensramen bidragit till att vi kunnat genomföra en analys av en offentlig organisations användning av internpriser Genom att använda internpriser i offentlig organisation kan vissa förväntade effekter uppstå. Exempel på sådana effekter är bland annat ökad kostnadsmedvetenhet hos medarbetarna, vilket leder till ett minskat slöseri med resurser. Men det kan även uppstå effekter som tenderar till att vara negativa, genom att internpriser kan bidra till att det administrativa arbetet kan upplevas som krävande och tungt. Genom att analysera de problem och svårigheter som finns med internpriser i offentliga organisationer har vi kommit fram till att problemet inte återfinns i prisnivån. Istället går det att härleda svårigheterna med internpriser, till vad som inkluderas i erbjudandena samt hur dessa sedan kommuniceras ut i organisationen. Dock är offentliga organisationer komplexa med stor bredd i sin verksamhet, vilket kan leda till att fler än en prismodell kan behöva användas. Det finns lite teoretisk fakta kring internprissättning överlag, men framförallt kring internprissättning i offentliga organisationer. Att offentliga organisationer arbetar utan vinstsyfte och strävar efter ett noll resultat, kan vara en anledning till att de kostnadsbaserade internpriser att föredra i de fall där den offentliga sektorns tjänster inte kommer i kontakt med marknaden. / This thesis will explore the subject of the difficulties of applying transfer pricing within public organizations, and the effect this practice has on such organizations. There are limited theories that address the issue of transfer pricing in public as well as in private organizations. The lack of theories only makes this problem more pressing and this thesis questioned the recurring use of such a practice in light of this. This thesis sets out to analyze an approach to establish a functional transfer pricing strategy in a specific organization. Data was gathered on the organization’s use of transfer pricing as a means to guide the organization towards tax saving, reduce the waste of recourses and establish awareness of cost effectiveness within the organization. The analysis showed that the problem for this specific organization was not the price level itself but instead what the offer actually included and how well the seller communicated the content of the offer to the other unit of the organization.

Offentliga organisationer har de senaste åren implementerat styrsystem från privata organisationer för att förbättra organisationerna. Dessa styrsystem har både påvisat för- och nackdelar för de offentliga organisationerna vilket även har ökat de icke-finansiella riskerna för dessa. Vi ställer då oss frågan om ett riskhanteringsramverk som är skapat främst för privata organisationer kan förbättra riskhanteringsarbetet för Hudkliniken på Örebro Universitetssjukhus (USÖ). Syftet med vår fallstudie är att förklara hur Hudkliniken på USÖ arbetar med riskhantering och om det där finns förbättringsmöjligheter. Vi vill också studera om COSOs ramverk för riskhantering kan vara till nytta för kliniken och hjälpa dem i deras arbete. Studien har använt en kvalitativ forskningsansats. Datan har bestått av intervjuer samt Hudklinikens dokumentation kring riskhantering. Studien visade att Hudkliniken på flera områden utför ett adekvat arbete gällande riskhantering med vår teoretiska referensram som mall. Då teorins alla områden inte täcks i verksamhetensnuvarande arbete skulle dock COSOs ramverk kunna vara till hjälp för organisationen.

The purpose of this study is to demonstrate to what extent non-monetary incentives are utilized in the public sector of Turkey and whether non-monetary incentives have the potential to increase the motivation of public employees as much as the monetary incentives. Incentive is any means that makes an employee desire to do better, try harder and expend more energy. Non-monetary incentives such as participation in decision making, verbal or written recognition of good work etc. are the kinds of incentives that do not involve direct payment of cash. To realize the objectives of the thesis, a survey study was administered at the General Directorate of Investment and Enterprises, under the Ministry of Culture and Tourism. According to the results of the study, most of the employees think that the level of utilization of the non-monetary incentives in their organization is inadequate. Also, the findings suggest that they value non-monetary incentives as much as monetary incentives. Thus, within the limitations of the survey study, it may be concluded that non-monetary incentives have the potential to increase the motivation of personnel in this public organization.

A gestão de empresas públicas e privadas é foco de diversos estudos nos diversos centros acadêmicos. No caso da gestão pública, a lógica do negócio é diferente e necessita de estudos específicos que atendam a suas características peculiares. Mesmo com certas peculiaridades, as empresas públicas também necessitam de uma estratégia bem definida, processos estruturados e indicadores que mostrem aos gestores informações sobre o desempenho da organização. Desenvolvido por Müller (2003), o MEIO (Modelo de Estratégia, Indicadores e Operações) procurou criar e fortalecer a integração entre o Planejamento Estratégico, Avaliação de Desempenho e Gestão por Processos em empresas de natureza privada. Essa integração se mostra importante no que tange alinhar todos os processos da organização à estratégia e também acompanhar a evolução desses processos para o alcance das metas que levarão ao atendimento dos objetivos estratégicos. O objetivo deste trabalho é contribuir com uma discussão sobre a necessidade de gestão integrada em empresas públicas, tendo como base o MEIO, através de uma pesquisa-ação. A análise da aplicação de um modelo similar ao MEIO, mesmo que parcialmente, na empresa objeto de estudo mostra resultados quantitativos e qualitativos, os quais são analisados e discutidos. / Many academic studies focus on the management of private and public companies. However, there are a lot of differences in business logic between the private and public sector. Because business logics of public companies contain many peculiarities, they demand special attention and specific studies. The management process of public organizations needs to present a well defined strategy, structured business processes and performance indicators, providing the managers with the required information about the organization’s performance. The MEIO (Strategy, Measures and Operations Model) model, developed by Müller (2003), aims to create and solidify the integration between Strategic Planning, Performance Measurement Evaluation and Business-Process Management in private companies. This integration is very important, since it aligns the business processes with the organization strategy, and also evaluates the evolution of the processes concerned with the fulfillment of strategic objective goals. This dissertation discusses the necessity of having integrated management in public companies. The discussion is based on the MEIO model, using a research-action method. The study analysis was based on the quantitative and qualitative results of a partial application of a model similar to the MEIO on a public company.

A gestão de empresas públicas e privadas é foco de diversos estudos nos diversos centros acadêmicos. No caso da gestão pública, a lógica do negócio é diferente e necessita de estudos específicos que atendam a suas características peculiares. Mesmo com certas peculiaridades, as empresas públicas também necessitam de uma estratégia bem definida, processos estruturados e indicadores que mostrem aos gestores informações sobre o desempenho da organização. Desenvolvido por Müller (2003), o MEIO (Modelo de Estratégia, Indicadores e Operações) procurou criar e fortalecer a integração entre o Planejamento Estratégico, Avaliação de Desempenho e Gestão por Processos em empresas de natureza privada. Essa integração se mostra importante no que tange alinhar todos os processos da organização à estratégia e também acompanhar a evolução desses processos para o alcance das metas que levarão ao atendimento dos objetivos estratégicos. O objetivo deste trabalho é contribuir com uma discussão sobre a necessidade de gestão integrada em empresas públicas, tendo como base o MEIO, através de uma pesquisa-ação. A análise da aplicação de um modelo similar ao MEIO, mesmo que parcialmente, na empresa objeto de estudo mostra resultados quantitativos e qualitativos, os quais são analisados e discutidos. / Many academic studies focus on the management of private and public companies. However, there are a lot of differences in business logic between the private and public sector. Because business logics of public companies contain many peculiarities, they demand special attention and specific studies. The management process of public organizations needs to present a well defined strategy, structured business processes and performance indicators, providing the managers with the required information about the organization’s performance. The MEIO (Strategy, Measures and Operations Model) model, developed by Müller (2003), aims to create and solidify the integration between Strategic Planning, Performance Measurement Evaluation and Business-Process Management in private companies. This integration is very important, since it aligns the business processes with the organization strategy, and also evaluates the evolution of the processes concerned with the fulfillment of strategic objective goals. This dissertation discusses the necessity of having integrated management in public companies. The discussion is based on the MEIO model, using a research-action method. The study analysis was based on the quantitative and qualitative results of a partial application of a model similar to the MEIO on a public company.

Made available in DSpace on 2015-04-16T14:49:17Z (GMT). No. of bitstreams: 1 arquivototal.pdf: 2182697 bytes, checksum: 8dd3717abef616ad1e66e95c73ffe4f3 (MD5) Previous issue date: 2014-08-11 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / The purpose of this thesis was to study the confidence of citizens in the current municipal executive through the development of a scale measuring the construct and the study of municipal executives before them. Analyzing the confidence in the public interest through the marketing perspective has been a way to expand studies beyond the managerial context, as had been reported in the literature. The choice for this particular municipal executive was made based on the level of government closest to citizens and the high number of municipalities in the Brazilian State. A review of the literature on public organizations marketing and the factors that influence trust and its measurement was performed and it was identified that trust is composed of two dimensions, credibility and benevolence. For empirical analysis, two samples in the cities of João Pessoa, Bananeiras and Solanea in the state of Paraíba, and the city of Garanhuns in Pernambuco state were performed. The scale which consisted of 10 items developed reflective relationship with the latent dimensions. The results partially confirmed the hypotheses that the factors relation citizen satisfaction, the performance of the municipal executive and citizen participation are which factors affect the confidence of citizens and rejected the hypothesis that the propensity to trust is a predictor of trust. The research contributed to public managers with information regarding the confidence of citizens in different cities and at different levels. Also contributed to the academy, through the availability of a scale measuring non-existent in the literature and validated in a rigorous manner / A finalidade desta dissertação foi estudar a confiança dos cidadãos no executivo municipal por meio do desenvolvimento de uma escala de medição do construto e do estudo de seus antecedentes. Analisar a confiança na perspectiva de marketing no interesse público tem sido uma maneira de expandir seu estudo além do contexto gerencial, como vinha sendo abordado na literatura. A escolha pelo executivo municipal se deu por ser a esfera de governo mais próxima dos cidadãos e da quantidade elevada de municípios no Estado Brasileiro. Foi realizada uma revisão da literatura sobre marketing de organizações públicas e sobre os fatores condicionantes da confiança e sua mensuração, tendo-se identificado que a confiança é composta de duas dimensões, credibilidade e benevolência. Para análise empírica, foram realizadas duas amostragens nas cidades de João Pessoa, Bananeiras e Solânea no estado da Paraíba, e na cidade de Garanhuns no estado de Pernambuco. A escala desenvolvida constou de 10 itens de relação refletiva com as dimensões latentes. Os resultados de relações confirmaram parcialmente as hipóteses da satisfação dos cidadãos, do desempenho do executivo municipal e da participação dos cidadãos como fatores condicionantes da confiança dos cidadãos e rejeitaram a hipótese de que a propensão à confiança é um fator preditor da confiança dos cidadãos. A pesquisa contribuiu para os gestores públicos com informações relativas à confiança dos cidadãos em diferentes cidades e em seus diferentes níveis. Também contribuiu para a academia, por meio da disponibilização de uma escala de medição não existente na literatura e validada de forma rigorosa

A gestão de empresas públicas e privadas é foco de diversos estudos nos diversos centros acadêmicos. No caso da gestão pública, a lógica do negócio é diferente e necessita de estudos específicos que atendam a suas características peculiares. Mesmo com certas peculiaridades, as empresas públicas também necessitam de uma estratégia bem definida, processos estruturados e indicadores que mostrem aos gestores informações sobre o desempenho da organização. Desenvolvido por Müller (2003), o MEIO (Modelo de Estratégia, Indicadores e Operações) procurou criar e fortalecer a integração entre o Planejamento Estratégico, Avaliação de Desempenho e Gestão por Processos em empresas de natureza privada. Essa integração se mostra importante no que tange alinhar todos os processos da organização à estratégia e também acompanhar a evolução desses processos para o alcance das metas que levarão ao atendimento dos objetivos estratégicos. O objetivo deste trabalho é contribuir com uma discussão sobre a necessidade de gestão integrada em empresas públicas, tendo como base o MEIO, através de uma pesquisa-ação. A análise da aplicação de um modelo similar ao MEIO, mesmo que parcialmente, na empresa objeto de estudo mostra resultados quantitativos e qualitativos, os quais são analisados e discutidos. / Many academic studies focus on the management of private and public companies. However, there are a lot of differences in business logic between the private and public sector. Because business logics of public companies contain many peculiarities, they demand special attention and specific studies. The management process of public organizations needs to present a well defined strategy, structured business processes and performance indicators, providing the managers with the required information about the organization’s performance. The MEIO (Strategy, Measures and Operations Model) model, developed by Müller (2003), aims to create and solidify the integration between Strategic Planning, Performance Measurement Evaluation and Business-Process Management in private companies. This integration is very important, since it aligns the business processes with the organization strategy, and also evaluates the evolution of the processes concerned with the fulfillment of strategic objective goals. This dissertation discusses the necessity of having integrated management in public companies. The discussion is based on the MEIO model, using a research-action method. The study analysis was based on the quantitative and qualitative results of a partial application of a model similar to the MEIO on a public company.

Syftet med denna kvalitativa studie var att undersöka vad en ledare behöver göra för att skapa förutsättningar för och arbeta med ständiga förbättringar i offentliga organisationer. Studien rymmer en teoretisk litteraturstudie samt en empirisk intervjustudie. Den teoretiska datainsamlingen visade initialt att tidigare forskning i huvudsak är inriktad på implementering av ständiga förbättringar i privata organisationer. Detta föranledde att datainsamlingen kompletterades med forskning kring offentliga organisationers särdrag samt forskning om ledarskap i ett bredare perspektiv. Resultatet av litteraturstudien blev att framstående modeller för implementering av ständiga förbättringar samt förändringsarbete fusionerades tillsammans med forskning specifikt gjord på offentliga organisationers särdrag i en ny modell, vilken testas empiriskt i denna studie. Modellen beskriver områden som visserligen redan är beskrivna av tidigare forskning, men förklarar med hjälp av ett bredare teoretiskt perspektiv och empiri hur den blir applicerbar i en offentlig organisation. I intervjustudien intervjuades tio personer som i sin yrkesroll leder förbättringsarbete i en offentlig organisation. I intervjuerna behandlades de åtta områdena som ingår i den framtagna modellen genom att respondenterna tillfrågades om de ansåg området vara viktigt för att skapa förutsättningar för implementering av arbete med ständiga förbättringar, de ombads motivera sitt svar och om möjligt ge exempel på hur de arbetade med respektive område. Varje intervju dokumenterades i en framtagen struktur i form av ett frågeformulär. Utsagorna sammanfördes i ett gemensamt dokument där de sorterades för att mönster och skillnader skulle framträda, vilka beskrivs i studiens empiridel. När resultatet från intervjuerna sammanställts i studiens empiridel gjordes en likartad analys av studiens teoridel. Detta skapade två delar av data, den data som beskrivs av teorin och den data som beskrivs av empirin. Analysen gjordes genom att se vilken data som enbart fanns i endera del samt vilken data som fanns i både teori- och empiridel. Författarnas slutsats är att de åtta områdena i den framtagna modellen är viktiga områden för ledare att beakta för att skapa förutsättningar för och arbeta med ständiga förbättringar i offentliga organisationer. Särskilt framträder tre områden som angelägna för offentliga organisationer och dessa är; att säkerställa en positiv organisatorisk kultur; forma en arbetsstruktur och arbeta iterativt. Vidare drar författarna slutsatsen att förbättringsverktyg skulle kunna användas i högre utsträckning i offentliga organisationer för att stödja ledares arbete med att skapa förutsättningar för och arbeta med ständiga förbättringar. / The purpose of this qualitative study was to investigate what a leader needs to do to create the conditions for, and work with, continuous improvement in public organizations. The study contains a theoretical literary study as well as an empirical interview study. The theoretical data collection initially showed that prior research is mainly focused on the implementation of continuous improvements in private organizations. This led to data collection being supplemented with research on the characteristics of public organizations, and further with research on leadership in a broader perspective. The result of the literary study was that prominent models for the implementation of continuous improvements and change were merged together with research specifically done on the characteristics of public organizations in a new model, which is empirically tested in this study. The model describes areas that have already been described by previous research, but with the help of a broader theoretical perspective and empirical data, explains how it becomes applicable in a public organization. In the interview study, ten people were interviewed who in their professional role lead continuous improvements work in a public organization. In the interviews, the eight areas included in the developed model were addressed by asking respondents if they considered the area to be important to create the conditions for the implementation of continuous improvement, they were asked to justify their response and, if possible, give examples of how they worked with each respective area. Statements from each interview were documented in a developed structure, in the form of a questionnaire. The statements were collated into a joint document, where they were sorted so that patterns and differences could emerge, which are described in the study's empirical section. When the results of the interviews were compiled in the study's empirical section, a similar analysis was made of the study's theoretical section. This created two parts of data; the data described by theory, and the data described by empiricism. The analysis was done by examining which data existed in only one part, and which data was present in both theoretical and empirical information. The authors conclude that the eight areas in the developed model are important areas for leaders to work with in order to create the conditions for, and work with, continuous improvement in public organizations. In particular, three areas appear to be especially important for public organizations and these are; to ensure a positive organizational culture, to form a work structure, and to work iteratively. Furthermore, the authors conclude that improvement tools could be used to a greater extent in public organizations to support leaders' efforts to create the conditions for, and work on, continuous improvement. / <p>2020-06-26</p>

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No. of bitstreams: 1 Tese Elias -EBAPE_FGV_05_06_2015 Submeter.pdf: 1669985 bytes, checksum: f6e0908b2cae43a30b8a218b9071970e (MD5) Previous issue date: 2015-05-05 / Despite the Brazil rely on free public distribution model of drugs, representing progress compared to most developing countries, the overall scenario presents problems of many orders. The public supply is flawed and inefficient, with poorly motivated professionals. This condictions results in losses arising from deviations, poor condition of inadequate storage and distribution processes. The use of private distribuition through Programa Farmácia Popular do Brasil, to the government's point of view, promotes capillary in attendance, increasing social welfare and reduces costs by using staff. From the point of view of society, increases the drug access to the population. Thus, the program has represented an efficient solution for the distribution of medicines in the country. However, from a business point of view, the results of the use of private mesh for the free distribution of medicines are still less described. This study aims to assess the impacts related to the accreditation in the federal program in independent pharmacy chains and private drugstores free distribution of medicines to the population. It addresses a multifunctional matter, and consist of one program analysis that is part of the federal government guidelines and be an unprecedented nature theme with focus on the business environment. From a business point of view, the service to the distribution of free drug program in compliance with the federal government program may represent a business leverage factor to bring potential customers to the establishment. However, it is necessary adaptations occurring in cash flow management to support the possible delays in the transfer of government and meet the supply of medicines to the growing demands. So drugstores inserted in the pharmaceutical retail sector in developing cities acquire competitive advantage and provide greater value to their customers. The free distribuition project implies generalized net benefits. For the population, the direct and effective access. For the private sector, market expansion and the stability of demand. For the government, the replacement of a strategy that converges to the economic, social and political friction. / Esta tese teve por objetivo identificar os principais fatores de motivação de pessoas que trabalham em organizações públicas fortemente hierarquizadas, como as do Exército Brasileiro, preenchendo uma lacuna de conhecimento existente em pesquisas acadêmicas sobre o tema. Diferentes trabalhadores possuem diferentes fatores de motivação, fatores estes que liberam a motivação que está dentro dessas pessoas.Estudou-se dezoito teorias sobre motivação dentre as mais citadas no meio acadêmico. Estas teorias permitiram estruturar um roteiro de entrevistas que foi aplicado em trinta e três militares do Exército Brasileiro.Estas entrevistas foram submetidas à análise de conteúdo, o que permitiu a identificação dos principais fatores de motivação desses profissionais.Concluiu-se que os principais fatores de motivação das pessoas que trabalham em organizações fortemente hierarquizadas, em ordem de importância, são: 1) valorização, 2) fazer o que se gosta, 3) exemplo do chefe, 4) importância do que se faz, 5) realização, 6) confiança e 7) justiça. Os três primeiros fatores formam um primeiro grupo e os outros quatro fatores formam um segundo grupo. Essa divisão se fez necessária porque os fatores do primeiro grupo se revelaram muito mais fortes que os fatores do segundo grupo, havendo necessidade de destacá-los. Confirmou-se, também, que as teorias de motivação são perfeitamente aplicáveis às organizações públicas fortemente hierarquizadas e que estas teorias produzem alguns fatores de motivação específicos à realidade organizacionaldessas instituições. Após a análise do conteúdo das entrevistas, à luz das teorias de motivação, concluiu-se que há uma necessidade psicológica muito forte nas pessoas: a necessidadede se sentir valorizada. A motivação no contexto organizacional normalmente depende do relacionamento entre o gestor de pessoas, ou o líder e os seus liderados. A ação do líder é fundamental para despertar a motivação que já está dentro das pessoas. O foco das atenções do líder deve estar voltado para os liderados e não para si mesmo.Porque quando os liderados são fortes, o líder é forte e a organização obtém resultados surpreendentes. Por fim, conclui-se que a motivação das pessoas, nas organizações públicas fortemente hierarquizadas, como o Exército Brasileiro, é liberada quando a organização procura aplicar os sete principais fatores de motivação de pessoas revelados nesta tese.E acima de tudo, quando o líder cria condições para a satisfação da principal necessidade das pessoas: se sentir valorizadas.

La question de la promotion de la diversité dans le monde politique et dans celui del'entreprise a déjà fait l'objet de nombreuses études et débats. Mais que sait-on du recrutement des descendants de migrants non-occidentaux au sein des collectivités territoriales ?Au-delà des chartes, labels ou signes d’engagement médiatisés, à quoi ressemblent les politiques de diversité des origines au niveau local ? Comment les logiques d’inclusion et de valorisation des descendants de migrants sont-elles concrètement appliquées ? De quelles manières les recruteurs s’organisent-ils et gèrent-ils leurs sélections face aux directives de diversité ? Et au-delà de la rhétorique, parvient-on à des résultats concrets ?Dans un contexte de travail tendu où la compétition est de plus en plus rude, cette enquête se propose de plonger, à travers l'étude comparative de deux études de cas, dans la "boîte noire" du recrutement au sein de deux mairies : celle de X., ville de l'agglomération bordelaise, en France, et la mairie d’arrondissement d'X., dans la périphérie de la capitale des Pays-Bas. Une comparaison d'autant plus instructive que dans ces deux pays aux modèles d'intégration bien différents, voire opposés -- discrimination positive aux Pays-Bas, refus des statistiques ethniques en France -- l’insertion des descendants de migrants dans l’emploi fait l’objet de politiques publiques récentes.En s’appuyant sur la parole des élus, chefs de service, chefs de départements, responsables de recrutement, et sur l’expérience des descendants de migrants, ceux qui sont employés en mairie comme ceux qui ont essuyé des refus, cette thèse tend à éclairer les logiques d’action des recruteurs et des candidats de la diversité des origines aux prises avecles nouvelles directives de diversité. / The issue of promoting diversity in the political and private spheres has been the subject of a great number of studies and debates. But what do we know about the recruitment of descendants of non-Western migrants in local authorities? What do policies of ethnic diversity look like at local level, beyond charters, labels and publicized signs of commitment? In what ways are the logics of inclusion and valorization of migrants' descendants applied in practice? In what ways recruiters organize their selection of suitable candidates? And do they achieve any concrete results? In a tense work environment where competition is increasingly fierce, this research aims to plunge into the “black box” of recruitment processes in two administrations through the comparative study of two cases: X., an area of the city Bordeaux in France, and the city district X. in the Netherlands. This comparison is instructive, because the two countries have very different integration models (sometimes they are even considered opposites: positive discrimination in the Netherlands, refusal of ethnic statistics in France), and the integration of descendants of migrants in the sphere of the labor market has been the subject of recent public policies. This study focuses on the one hand, on the discourse of elected officials, heads of departments, managers, and, on the other hand, on the experiences of the descendants of migrants, both employed in city administrations and those who didn’t pass the selection process. It aims to shed light on the logics of action from recruiters and candidates from ethnic backgrounds, who are struggling with the new diversity guidelines