L’analyse de la littérature traitant du changement organisationnel montre l’existence de plusieurs processus explicatifs du changement (processus planifié, processus politique, processus interprétatif, processus incrémentiel et processus complexe). Les résultats empiriques de recherches antérieures montrent l’existence de combinaisons différentes de ces processus pour comprendre et expliquer les changements observés selon les cas, objets de ces études. Motivés par la compréhension de ces résultats, nous mobilisons l’apport des travaux traitant de la capacité de changement des organisations. L’objectif de la présente recherche porte sur l’étude de l’influence de la capacité de changement d’une entreprise sur les processus explicatifs du changement. Pour cela, une étude qualitative par étude de cas longitudinale est menée au sein de Basic Bank, établissement bancaire leader sur le marché tunisien, afin de relever les composantes de la capacité de changement influentes pendant la conduite du projet (P24). A cet effet, nous avons découpé le processus de changement induit par le projet (P24) en trois phases : phase de lancement du changement, phase de sa mise en œuvre et phase de sa consolidation. Les résultats montrent que la capacité leadership, la communication, la reconnaissance du personnel, le recrutement et l’apprentissage organisationnel, composantes de la capacité de changement de Basic Bank, influencent les processus explicatifs du changement induit par (P24). Toutefois, l’étendue de cette influence diffère selon les phases de changement analysées. / The analysis of the literature on organizational change shows the existence of several explanatory process of change (planned process, political process, interpretive process, incremental process and complex process). The empirical results of previous studies show the existence of different combinations of these processes to understand and explain the changes observed depending on case studies. Motivated by the understanding of these results, we mobilize the contribution of works dealing with the capability to change of organizations. The objective of this research is to study the influence of the capability to change of a company on explanatory process of change. To achieve this goal, a qualitative study by longitudinal case study is conducted in Basic Bank, the leader of the Tunisian market bank, to identify the influential components of capacity of change during the conduct of the project (P24). To this end, we split the process of change induced by the project (P24) in three phases: phase of launching change, phase of its implementation and its consolidation phase.The results show that the leadership capability, communication, staff recognition, and organizational learning, components of change capability of Basic Bank, influence the explanatory process of change induced by (P24). However, the extent of this influence varies according to the phases of change analyzed.

<p>Aim: Preferential treatment and allocation of quotes according to sex are two current concepts due to the increasing demand for equality. One organization that may use preferential treatment is the fire department. This is why we chose it as a starting point for our study. The aim with this essay is to investigate how Gästrike Räddningstjänst can create a more equal organization.</p><p>Method: We have interviewed eight employees and prepared questions for each one. This represents a qualitative method. We have studied literature on the subject to get a theoretical background before the interviews. After the study we analysed the interviews with help from the theory. And finally we drew conclusions from this analysis. This resulted in suggestions that could help Gästrike Räddningstjänst create a more equal organization.</p><p>Result & Conclusions: Equality between the sexes is important but at the same time it is important that the employed women have the right qualities. Measures should be taken to draw women to the profession in order to create a wider selection. One measure that could give a wider selection is positive special treatment. It is important to think about the employees while making a change so that negative attitudes do not affect the process to make the profession more equal. Based on theory we can see that it is important to communicate the aim of the change to reduce resistance from the employees. Change has to be allowed to take time since the organizational culture is strong and has existed for a long time. Due to the strong culture it is necessary to focus on measures that will create a strong but adaptable culture. Management should continually evaluate the process of change to discover possible problems and to highlight progress. Employees can also take part in the evaluation.</p><p>Suggestions for future research: It would be interesting to compare different fire departments in Sweden considering their work with equality between sexes. It would also be interesting to observe the process of recruitment more closely.</p><p>Contribution of the thesis: Our hope is that this essay helps to increase awareness in the important issue of equality.</p> / <p>Syfte: Positiv särbehandling och kvotering är två aktuella begrepp i och med ökade krav på jämställdhet. Räddningstjänsten är en organisation som berörs av framförallt positiv särbehandling. Därför valde vi brandmannayrket som utgångspunkt för vår studie. Syftet med denna uppsats är att undersöka hur ledningen inom Gästrike Räddningstjänst kan gå tillväga för att skapa en mer jämställd organisation.</p><p>Metod: Vi har intervjuat åtta personer och förberett anpassade frågor till var och en, vilket representerar en kvalitativ metod. Innan intervjuerna genomförde vi en litteraturstudie för att få en teoretisk grund. Efter vår empiriska studie analyserade vi intervjuerna med stöd av teorin. Därefter drog vi slutsatser utifrån analysen, vilket resulterade i förslag på hur Gästrike Räddningstjänst kan skapa en mer jämställd organisation.</p><p>Resultat & slutsats: Jämställdhet är viktigt men samtidigt måste de kvinnor som anställs vara tillräckligt kompetenta. Åtgärder bör vidtas för att locka fler kvinnor till yrket för att skapa ett bredare urval vid rekrytering. En åtgärd som kan ge ett bredare urval är positiv särbehandling. Vid förändringsarbetet är det viktigt att ta hänsyn till anställda så att inte negativa attityder försvårar processen att göra yrket mer jämställt. Utifrån teorin kan vi se att det är viktigt att tydligt kommunicera syftet med förändringen för att minska ett eventuellt motstånd. Förändringsarbetet måste få ta tid eftersom det är en stark organisationskultur som funnits länge. På grund av den starka organisationskulturen är det nödvändigt att fokusera på faktorer som gör kulturen stark men anpassningsbar. För att upptäcka eventuella problem och för att belysa framsteg bör ledning kontinuerligt följa upp förändringsarbetet. Detta kan med fördel genomföras tillsammans med de anställda.</p><p>Förslag till fortsatt forskning: Det skulle vara intressant att jämföra olika brandstationer i Sverige för att se om det ser likadant ut i hela landet, eller om vissa stationer kommit längre i sitt jämställdhetsarbete. Det skulle även vara intressant att mer närgående observera anställningsprocessen.</p>

Aim: Preferential treatment and allocation of quotes according to sex are two current concepts due to the increasing demand for equality. One organization that may use preferential treatment is the fire department. This is why we chose it as a starting point for our study. The aim with this essay is to investigate how Gästrike Räddningstjänst can create a more equal organization. Method: We have interviewed eight employees and prepared questions for each one. This represents a qualitative method. We have studied literature on the subject to get a theoretical background before the interviews. After the study we analysed the interviews with help from the theory. And finally we drew conclusions from this analysis. This resulted in suggestions that could help Gästrike Räddningstjänst create a more equal organization. Result &amp; Conclusions: Equality between the sexes is important but at the same time it is important that the employed women have the right qualities. Measures should be taken to draw women to the profession in order to create a wider selection. One measure that could give a wider selection is positive special treatment. It is important to think about the employees while making a change so that negative attitudes do not affect the process to make the profession more equal. Based on theory we can see that it is important to communicate the aim of the change to reduce resistance from the employees. Change has to be allowed to take time since the organizational culture is strong and has existed for a long time. Due to the strong culture it is necessary to focus on measures that will create a strong but adaptable culture. Management should continually evaluate the process of change to discover possible problems and to highlight progress. Employees can also take part in the evaluation. Suggestions for future research: It would be interesting to compare different fire departments in Sweden considering their work with equality between sexes. It would also be interesting to observe the process of recruitment more closely. Contribution of the thesis: Our hope is that this essay helps to increase awareness in the important issue of equality. / Syfte: Positiv särbehandling och kvotering är två aktuella begrepp i och med ökade krav på jämställdhet. Räddningstjänsten är en organisation som berörs av framförallt positiv särbehandling. Därför valde vi brandmannayrket som utgångspunkt för vår studie. Syftet med denna uppsats är att undersöka hur ledningen inom Gästrike Räddningstjänst kan gå tillväga för att skapa en mer jämställd organisation. Metod: Vi har intervjuat åtta personer och förberett anpassade frågor till var och en, vilket representerar en kvalitativ metod. Innan intervjuerna genomförde vi en litteraturstudie för att få en teoretisk grund. Efter vår empiriska studie analyserade vi intervjuerna med stöd av teorin. Därefter drog vi slutsatser utifrån analysen, vilket resulterade i förslag på hur Gästrike Räddningstjänst kan skapa en mer jämställd organisation. Resultat &amp; slutsats: Jämställdhet är viktigt men samtidigt måste de kvinnor som anställs vara tillräckligt kompetenta. Åtgärder bör vidtas för att locka fler kvinnor till yrket för att skapa ett bredare urval vid rekrytering. En åtgärd som kan ge ett bredare urval är positiv särbehandling. Vid förändringsarbetet är det viktigt att ta hänsyn till anställda så att inte negativa attityder försvårar processen att göra yrket mer jämställt. Utifrån teorin kan vi se att det är viktigt att tydligt kommunicera syftet med förändringen för att minska ett eventuellt motstånd. Förändringsarbetet måste få ta tid eftersom det är en stark organisationskultur som funnits länge. På grund av den starka organisationskulturen är det nödvändigt att fokusera på faktorer som gör kulturen stark men anpassningsbar. För att upptäcka eventuella problem och för att belysa framsteg bör ledning kontinuerligt följa upp förändringsarbetet. Detta kan med fördel genomföras tillsammans med de anställda. Förslag till fortsatt forskning: Det skulle vara intressant att jämföra olika brandstationer i Sverige för att se om det ser likadant ut i hela landet, eller om vissa stationer kommit längre i sitt jämställdhetsarbete. Det skulle även vara intressant att mer närgående observera anställningsprocessen.

Text in Afrikaans / In this study a description of the development of meaningful alternative constructions has been provided. The development of meaningful alternative descriptions of a painful situation within which people find themselves could create the possibility of movement taking place. · The development of alternative descriptions was discussed by means of the following components of a therapeutic conversation: The therapist uses the different punctuations of the family in their description of the problem and takes complementary descriptions into consideration. (Punctuation/complementation.) In the description of alternative realities the therapist uses a language that creates hope for change. (Reframing.) The therapist listens to the family with respect and endeavours to hear the family's themes, to understand and to use them. (Language.) The therapist, by asking questions of which the answers facilitate further questions, accepts the responsibility to facilitate discussions that encourage participation in the therapeutic process. (Participation/questions leading to further questions.) The discussion was based on a constructivist approach. A case history was described to illustrate how meaningful alternative descriptions were developed in a therapeutic conversation. / In hierdie studie is 'n beskrywing van die ontwikkeling van betekenisvolle alternatiewe konstruksies gegee. Die ontwikkeling van alternatiewe beskrywings vir 'n pynlike situasie waarin mense hulle bevind kan die moontlikheid skep dat beweging plaasvind. Die ontwikkeling van alternatiewe beskrywings word bespreek aan die hand van die volgende vier komponente van 'n terapeutiese gesprek: Die terapeut gebruik die verskillende punktuasies van die gesin in hulle beskrywing van die probleem en neem komplementerende beskrywings in ag. (Punktuasielkomplementering.) In die beskrywing van alternatiewe realiteite gebruik die terapeut 'n taal wat die hoop op verandering skep. (Herformulering.) Die terapeut luister met respek na die gesin, en poog om die gesin se temas aan te hoor, te verstaan en te gebruik. (Taal.) Die terapeut neem, deur vrae te vra waarvan die antwoorde tot verdere vrae aanleiding gee, die verantwoordelikheid op hom om gesprekvoering te fasiliteer wat deelname aan die terapeutiese proses aanmoedig. (Deelname/vrae wat aanleiding gee tot verdere vrae.) Die bespreking is gebaseer op 'n konstruktivistiese benadering. 'n Gevallestudie word beskryf om te illustreer hoe betekenisvolle alternatiewe beskrywings in 'n terapeutiese gesprek ontwikkel is. / M.A. (Social Work)

Submitted by Tatiana Lima (tatianasl@ufba.br) on 2015-10-19T21:16:52Z No. of bitstreams: 1 IRENE CARVALHO DE BRITO COTRIM.pdf: 4676892 bytes, checksum: bbc999a5551d4af5c21c50446710eef6 (MD5) / Approved for entry into archive by Tatiana Lima (tatianasl@ufba.br) on 2015-10-19T21:30:23Z (GMT) No. of bitstreams: 1 IRENE CARVALHO DE BRITO COTRIM.pdf: 4676892 bytes, checksum: bbc999a5551d4af5c21c50446710eef6 (MD5) / Made available in DSpace on 2015-10-19T21:30:23Z (GMT). No. of bitstreams: 1 IRENE CARVALHO DE BRITO COTRIM.pdf: 4676892 bytes, checksum: bbc999a5551d4af5c21c50446710eef6 (MD5) / This paper aims at analyzing how the organizational culture elements of the State Center for Health and Management Professional Education – CEEP influenced and influence the process of change experienced by the institution. Thereby it is discussed the important role played by the organizational culture in public education institutions, as they also present deep rooted cultural elements of politics and national culture. This study is specially based in Prates and Barros (1996), using the model of investigation and analysis of cultural features found in Brazilian companies and that influence their management, the “Brazilian Style of Managing”. For this purpose, desk research, participant observation and semi-structured interviews with former and present teachers, managers, articulators, and educational coordinator were carried out. Features of national culture were identified in the first managements of CEJDC (Educational Center João Durval Carneiro) as abuse of power, mobilization and affectivity. In its process of change to CEEP (State Center for Health and Management Professional Education – Guanambi-BA) those features were modified, others were produced that influenced the current management and the operation of the whole school community, either complicating or facilitating the change. The research can be used by other Centers of Productive Backland that face problems which generate similar situations, as one more element of analysis, comparison and discussion for the production of new knowledge and strategies of change. / O presente estudo analisa como elementos da cultura organizacional do Centro Estadual de Educação Profissional em Saúde e Gestão – CEEP influenciaram e influenciam no processo da mudança pelo qual passa a instituição. Com isso, discute-se a relevância do papel desempenhado pela cultura organizacional nas instituições públicas de ensino, por estas apresentarem, também, elementos culturais mais arraigados da política e da cultura nacional. Este estudo se fundamenta, especialmente, em Prates e Barros (1996), utilizando o modelo de investigação e análise dos traços culturais encontrados nas organizações brasileiras e que influenciam nas suas gestões, o “Estilo Brasileiro de Administrar”. Para este fim foram realizadas pesquisa documental, observações participantes e entrevistas semi-estruturadas com professores, gestores, articuladores dos eixos tecnológicos e coordenação pedagógica, antigos e atuais. Foram identificados traços da cultura nacional nas primeiras gestões do CEJDC (Centro Educacional João Durval Carneiro), como abuso de poder, mobilização e afetividade. No seu processo de mudança para CEEP (Centro Estadual de Educação Profissional em Saúde e Gestão – Guanambi-BA) estes traços foram modificados, produzindo e criando outros que influenciam a gestão atual e o proceder de toda a comunidade escolar, ora dificultando, ora facilitando a mudança. A pesquisa poderá ser utilizada por outros Centros do Sertão Produtivo, que enfrentam problemas que geram situações análogas, como mais um elemento de análise, comparação e discussão, para produção de novos conhecimentos e estratégias de mudança. / This paper aims at analyzing how the organizational culture elements of the State Center for Health and Management Professional Education – CEEP influenced and influence the process of change experienced by the institution. Thereby it is discussed the important role played by the organizational culture in public education institutions, as they also present deep rooted cultural elements of politics and national culture. This study is specially based in Prates and Barros (1996), using the model of investigation and analysis of cultural features found in Brazilian companies and that influence their management, the “Brazilian Style of Managing”. For this purpose, desk research, participant observation and semi-structured interviews with former and present teachers, managers, articulators, and educational coordinator were carried out. Features of national culture were identified in the first managements of CEJDC (Educational Center João Durval Carneiro) as abuse of power, mobilization and affectivity. In its process of change to CEEP (State Center for Health and Management Professional Education – Guanambi-BA) those features were modified, others were produced that influenced the current management and the operation of the whole school community, either complicating or facilitating the change. The research can be used by other Centers of Productive Backland that face problems which generate similar situations, as one more element of analysis, comparison and discussion for the production of new knowledge and strategies of change.

Orientador: Cláudia Maria Daher Cosac / Banca: Alfredo Argus / Banca: José Walter Canôas / Banca: Rosalinda Chedian Pimentel / Banca: Edna Maria Campanhol / Resumo: O presente estudo teve o objetivo de compreender e explicar o processo de modernização da gestão das empresas familiares da cidade de Franca/SP, levando em consideração as mudanças estruturais advindas e impostas pelo processo de reestruturação produtiva a partir dos anos de 1990. A investigação foi realizada por meio de pesquisas bibliográficas, documental e de campo que, ao longo do processo, permitiram acúmulo de conhecimentos acerca do objeto de estudo e possibilitaram análise e compreensão das formas de atualização da gestão das empresas familiares da cidade de Franca. Essas empresas familiares, parte integrante da amostra do presente estudo, foram criadas em períodos propícios que possibilitaram seu crescimento e desenvolvimento. Na década de 1970, as indústrias orientaram a produção para atender o mercado externo e, durante quase duas décadas, conseguiram alcançar desenvolvimento industrial, considerando o volume significativo das exportações que nos anos 1980 atingiram 35% da produção total. No início da década de 1990, essas organizações empresariais, passaram por momentos de transição diante do processo de globalização, dinâmica e abertura internacional dos mercados incluindo políticas econômicas voltadas à estabilização da economia brasileira. Nesse contexto, as empresas familiares foram obrigadas à reestruturação para atender a realidade dos mercados, na expectativa da oferta de produtos mais sofisticados, com maior qualidade e menor preço. A abertura dos mercados colocou as empresas diante de grandes desafios, uma vez que a estrutura produtiva e organizacional não se encontrava totalmente preparada às exigências internacionais. O empresariado se preocupou com a competitividade e, para isso, foram necessários investimentos, modernização no sentido de busca por maior tecnologia e processos inovadores de organização e ... / Abstract: The current study had the objective of understanding and explaining the modernization process in the management of the familiar enterprise of the city of Franca-SP, taking into consideration the structural changes occurred and imposed by the productive reestructuration process from the 1990's on. The investigation was realized through documental, bibliographics and from the area researches that, throughout the process, allowed the knowledge accumulation about the study object and enabled the analysis and understanding the upgrade ways in management of the familiar enterprise of the city of Franca. This familiar enterprises, integrating part of the sample of the current study, were created in promising time that possibilted its growth and development. In the 1970s, the industry guided the production to attend the external market and, during almost a couple of decade, they could reach industrial development, considering the significant volume from the exportation that in the 1980's reached 35% of the whole production. At the beginning of the 1990's, these enterprise organizations, has passed by transition moments in front to the globalization process, dynamics and international market opening, including economical politics turned to the stabilization of the Brazilian economy. In this context, the familiar enterprises were foreced to restructure themselves to attend to the market reality, in expectation of offering more sophisticated products, with a better quality and lesser prices. The market opening placed the enterprises in front to great challenges, since the productive and organizational structure was not fully prepared to international demands. The undertaker worried about the competitiveness and, for that, it was necessary investments, modernization meaning the search for higher technology and innovative processes in the organization and management of work. Times have changed and the ... / Doutor

Ce travail de thèse s’appuie fortement sur le concept de « transformation normative du social et de l’intime », transformations induites par les évolutions de l’environnement économique et social vers une exacerbation de l’individualisme renvoyant d’une part aux cadres sociaux et idéologiques et d’autre part aux psychisme des individus souvent mis en difficulté par cette tourmente transformationnelle. Face à cet environnement en transformation rapide, cette thèse relate, à partir d’un cas d’entreprise, l’utilisation du « marketing de combat » dans le domaine social et considère la fragilité et la gestion du rythme optimal de la dynamique apprenante d’un processus de changement. De l’étude de ce cas est déduite l’importance que peut revêtir la médiation sociocognitive. S’y ajoute une tentative de modélisation des résultats concernant le jeu des interactions et rétroactions relatives aux multiples voies du devenir de la liberté individuelle générée par le difficile processus de subjectivation. Le nécessaire développement de la médiation sociocognitive intra-entreprise ou inter-entreprises est requis pour résoudre (purger) les conflits interpersonnels et déployer l’altérité. / This thesis relies heavily on the concept of "normative transformation of both innermost and social being ", transformations induced by changes in the economic and social environment to an exacerbation of individualism on the one hand referring to executives social and ideological and partly to the psyche of individuals often challenged by the turmoil transformational. Faced with this rapidly changing environment, this thesis describes, from a business case, the use of "marketing war" in the social sphere and considers the fragility and managing the optimal pace of learning the dynamics of a process of change. From the study of this research-action is deduced the potential importance of social cognitive mediation. An attempt to model the results concerning the interplay of interactions and feedbacks on multiple pathways of the future of individual freedom generated by the difficult process of subjectivation is added. The necessary development of sociocognitive mediation intra-company or inter-company is required to solve (purge) interpersonal conflicts and deploy otherness.

Sociala konsekvensanalyser är en process som handlar om att beskriva, analysera och hantera avsiktliga och oavsiktliga sociala konsekvenser som uppkommer som en följd av planerad stadsutveckling. Syftet med studien är att skapa ökad kunskap kring teori och praktik i sociala konsekvensanalyser genom att jämföra teorier om social rättvisa och aktuell forskning med ett praktiskt exempel i anslutning till infrastrukturprojektet “Västlänken” i Göteborg. Studien kommer även att undersöka om det finns några eventuella utmaningar i den praktiska tillämpningen av sociala konsekvensanalyser. Vidare syftar studien till att få insikt i på vilket sätt en social konsekvensanalys potentiellt kan påverka social rättvisa. Resultatet visar att det förekommer utmaningar kring en gemensam förståelse och definition av området, avsaknad av en gemensam modell samt en brist på kompetens inom social hållbarhet och social rättvisa. Studien föreslår att det införs ett lagkrav på sociala konsekvensanalyser och utformning av en nationell modell med utgångspunkt i teorier om social rättvisa. Att inkludera sociala konsekvensanalyser i planeringsprocessen innebär att ta ställning till ett antal komplexa frågor, nödvändiga för att nå fram till ett rättvist och socialt hållbart samhälle. / Impact Assessments are common tools in urban planning, used to predict future consequences of a certain project. This study focuses on the Social Impact Assessment, which is about the processes of describing, analyzing and managing the intended and unintended social consequences of planned interventions. The purpose of the study is to create an understanding of the theory and practice in Social Impact Assessments and in what way the Social Impact Assessment could have the potential to affect social justice. This will be accomplished by comparing existing research within the subject and theories about social justice with the Social Impact Assessment carried out in an infrastructure project called "Västlänken" in Gothenburg, Sweden. The study also explores if there are any particular challenges in the field of Social Impact Assessments and its practical application. The results show that there are challenges around the common understanding and definition of the field, absence of a common model and a lack of expertise in social sustainability and social justice. The study proposes that the Social Impact Assessment becomes a legal requirement in Sweden and that a national model based on theories of social justice will be created. Including Social Impact Assessments in the planning process means taking a stand in a variety of difficult questions, necessary in the aim for a just and socially sustainable society.

Sweden is adapted to a certain type of climate. The conditions that the climateprovides determine how buildings are constructed and designed. In 2018 the Swedishgovernment introduced a national climate adaption strategy to adapt Sweden toclimate change. As a result of this the municipalities in Sweden need to increase theirdemands on developers in new construction work. The climate adaptationrequirements can, among other things, lead to increased costs.The purpose of this thesis and the research questions answered are to investigatewhat climate adaptation requirements Swedish municipalities impose in the detailedplanning process and how they affect developers' investments in new constructionwork.An interview-based, qualitative method with an abductive approach have been used.Four municipalities, three developers and two other actors were interviewed. Theresults obtained were that the requirements set were based on the conditions of thesite and that the property should be suitable for development. The most commonproblems the municipalities said they had are rainfall, flooding, and sea level rise.Hence, the stormwater issue becomes important and demands are placed ondevelopers to follow the municipality's stormwater strategies.Further, there are also shared opinions about what type of requirements themunicipality may impose, which has led to ambiguities regarding procedures, divisionof responsibilities and funding. The requirements that may be imposed can also havean impact on revenue and costs that form the basis of the developers' computation.Furthermore, this is one of several factors that influence their investmentassessments.The climate adaptation work is at an early stage and therefore there is lack ofexperience which makes the work more difficult. Over time, municipalities anddevelopers will gain more knowledge about climate adaptation. This will eventuallymake the climate work easier in ways that municipalities, developers, and other actorswill get a better picture of the future climate conditions and the approaches that shouldbe used.

La présente étude explore la trajectoire de vie d’un détenu condamné à une peine à perpétuité qui bénéficie d’une libération conditionnelle totale afin d’identifier laquelle ou lesquelles des cinq grandes conceptualisations théoriques du désistement criminel permettent le mieux d’expliquer sa trajectoire de désistement. Pour atteindre cet objectif, une méthodologie qualitative de type exploratoire a été privilégiée. Un homme purgeant une peine à perpétuité dans la collectivité a été rencontré en contexte d’entretiens afin de restituer en profondeur son histoire de vie et cerner, à la lumière des théories recensées, les concepts applicables à son désistement criminel. Une série de neuf entretiens d’environ une heure et demie a été réalisée. Le récit de vie de monsieur P est présenté et analysé pour illustrer l’applicabilité des principales conceptualisations théoriques du désistement criminel qui ont été recensées dans le présent mémoire. L’analyse des données recueillies a permis de faire ressortir l’importance de considérer le concept identitaire dans le processus de désistement et le changement psychologique qui l’accompagne. La discussion aborde quelques pistes d’interventions susceptibles de soutenir le travail des membres du personnel qui œuvrent auprès des délinquants qui purgent de longues peines. Celles-ci prennent en compte les défis posés par la clientèle particulière des détenus à perpétuité et cherchent à maximiser leur réintégration sociale lors de leur mise en liberté. / This research explores the life trajectory of an offender serving a life sentence in the community after having been granted a full parole. The goal of this research is to identify which of the five main theoretical concepts, explaining the cessation of criminal behavior, best indicates what led him to cease his criminal behavior. To reach this objective, an exploratory qualitative research was preferred. A man serving a life sentence in the community was interviewed on numerous occasions. These interviews were aimed at getting the utmost account of his life story and then, by integrating the appropriate theories in the research process, selecting the concepts that best explained the cessation of his criminal behavior. A series of nine interviews, each one lasting approximately an hour and a half, were conducted. For the purpose of this memoir, the life story of Mr. P is presented and analyzed so has to illustrate the application of the main theoretical concepts linked to the cessation of criminal behavior. By analyzing the data collected, the importance of considering the identity concept in the cessation of criminal behavior was noted just as the psychological change that comes with it. The discussion also addresses certain intervention strategies that are likely to offer an improved support for people working with offenders serving long sentences. These interventions take into account the challenges that arise when working with this type of clientele and they aim at maximizing the social reinsertion potential of these individuals upon release.