Submitted by Joel de Lima Pereira Castro Junior (joelpcastro@uol.com.br) on 2016-07-23T21:45:30Z No. of bitstreams: 1 VivianFrança.pdf: 2881557 bytes, checksum: 1ce976b103742f469288ae61c5b5fec4 (MD5) / Approved for entry into archive by Biblioteca de Administração e Ciências Contábeis (bac@ndc.uff.br) on 2016-08-03T18:45:49Z (GMT) No. of bitstreams: 1 VivianFrança.pdf: 2881557 bytes, checksum: 1ce976b103742f469288ae61c5b5fec4 (MD5) / Made available in DSpace on 2016-08-03T18:45:49Z (GMT). No. of bitstreams: 1 VivianFrança.pdf: 2881557 bytes, checksum: 1ce976b103742f469288ae61c5b5fec4 (MD5) / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Centro Universitário Hermínio da Silveira (IBMR) / O objetivo desta pesquisa é identificar os vieses cognitivos que motivaram os funcionários da Petrobras a tomarem a decisão de aderir ao Plano de Demissão Voluntária (PDV). Como objetivos específicos têm-se: a) compreender como os vieses cognitivos agiram no processo de decisão de adesão ao PDV; b) identificar como os vieses cognitivos agiram nos funcionários que não aderiram ao PDV nesta mesma época. Para isso, realizou-se uma pesquisa de natureza quantitativa, com a aplicação de dois questionários padronizados, direcionado para cada perfil de sujeitos da pesquisa. Estes totalizaram em 61 respondentes, sendo 31 Pedevistas (sujeitos que aderiram ao PDV) e 30 Não Pedevistas (sujeitos que não aderiram ao PDV). Para análise dos dados utilizou-se o site de gerenciamento de pesquisa www.enquetefacil.com e para as análises complementares de estatística o software SPSS (Statistical Package for the Social Sciences), como forma de garantir a fidedignidade das informações obtidas. Constatou-se que em muitos momentos Pedevistas e Não Pedevistas comportaram-se de maneira muito similar, minimizando qualquer possibilidade de diferenças estatísticas observadas. Em outros momentos, os Pedevistas revelaram-se como indivíduos menos analíticos, excessivamente confiantes e ingênuos. Enquanto os Não Pedevistas também demostraram-se ser potencialmente confiantes, porém analíticos e conservadores. Conclui-se que os Não Pedevistas conseguiram usufruir positivamente do potencial adverso das heurísticas de julgamento e seus vieses cognitivos, consequentemente obtiveram melhores resultados com a sua decisão. No entanto, os Pedevistas foram potencialmente prejudicados pelos efeitos negativos dos vieses cognitivos e até hoje sofrem os danos gerados pela decisão de tomaram. / The purpose of this research is to identify the cognitive biases that motivated employees of Petrobras to take the decision to join the Plano de Demissão Voluntária – PDV. The specific objectives are to: a) understand how cognitive biases acted in decision to join the PDV b) identify how cognitive biases acted in employees who do not adhere to this same time PDV. Then, we carried out a quantitative survey applicated by two standardized questionnaires, directed to each profile of research subjects. These totaled in 61 respondents, 31 Pedevistas (subjects who adhered to PDV) and 30 Non Pedevistas (subjects who did not adhere to PDV). Data analysis used the site management and www.enquetefacil.com search for complementary analyzes of the statistical software SPSS (Statistical Package for the Social Sciences), in order to guarantee the reliability of information obtained. It was found that in many instances that not Pedevistas and Pedevistas behaved in a very similar manner, minimizing any possible statistical differences observed. At other times, Pedevistas proved as individuals less analytical, overly trusting and naive. While not Pedevistas demonstrated to be potentially confident, analytical and conservative. We conclude that Pedevistas could take advantage of the positive potential adverse judgment heuristics and their cognitive biases, thus reached better results with his decision. However, Pedevistas were potentially affected by the negative effects of cognitive biases and still suffer the damage caused by the decision taken.

La négociation collective n’est plus étrangère à la règlementation des grands licenciements collectifs nécessitant l’établissement d’un plan social. Depuis une vingtaine d’années, son rôle dans l’entreprise se renforce. La négociation collective d’entreprise s’est ainsi emparée de dispositifs procéduraux instituant le cadre d’une information-consultation des représentants du personnel ou encore des garanties d’évitement et d’accompagnement des licenciements. L’instauration par la loi n°2013-504 du 14 juin 2013 de la possibilité d’un plan social négocié par les organisations syndicales représentatives dans l’entreprise marque un tournant. Celles-ci participent désormais à la décision de gestion des conséquences sociales d’un projet de licenciement collectif pour motif économique. Cette négociation décisionnelle est source d’innovations dans la procédure interne mais aussi externe encadrant la mise en œuvre des grands licenciements collectifs. L’évolution de leur encadrement vers un droit négocié dans l’entreprise est affermie et constitue l’objet de la recherche conduite dans la présente thèse. / The collective bargaining of redundancy plan related to collective dismissals The collective bargaining is now part of the regulation of collective dismissals requiring the establishment of a redundancy plan in companies. Its role in companies have been getting stronger during the past thirty years. Thus, collective bargaining in companies seized the procedural rules linked to the framework of information and consultation of representatives but also relating to guarantees of avoidance and social assistance to dismissals. A real watershed was marked thanks to the enactment of the 14th June 2013 (n°2013-504) law. Indeed, this law ensures employment protection by offering the possibility to trade unions that represent workers in companies to negotiate the redundancy plan. These trade unions are now involved in the managerial decision determining the social consequences of collective dismissals for economic reasons. This collective bargaining that applies to a specific decision process generates innovations in the internal and external procedure setting up the framework of collective dismissals. The evolution of the redundancy controls, which are now oriented towards a negotiated right in companies, is reinforced. This constitutes the subject of the researches that are conducted in this thesis.

L’UES constitue un outil de recomposition du cadre de l’entreprise. Le recours à l’UES permet en effetde considérer que plusieurs entités juridiquement distinctes constituent, en droit du travail, uneentreprise unique. La reconnaissance de l’UES facilite alors la mise en oeuvre de normes déterminéespar le juge ou le législateur, parmi lesquelles figurent en premier lieu celles relatives à la représentationcollective du personnel. L’évolution de son utilisation a façonné son périmètre en un cadre d’exercicedes droits collectifs des salariés. Toutefois, si le recours à l’UES correspond à la recherche de l’entrepriseen droit du travail, son régime demeure à l’état de « construit jurisprudentiel » élaboré à des fins utiles.Il laisse un sentiment d’inachevé. Les conséquences de la reconnaissance d’une UES ne peuventatteindre les relations individuelles de travail. Les salariés demeurent contractuellement liés à leursemployeurs respectifs. La constatation d’un pouvoir de direction unique entre les entités juridiques nepermet pas considérer l’UES comme étant l’employeur unique de l’ensemble des salariés, ni même queses membres sont autant de coemployeurs. L’absence de personnalité morale reconnue à ce type degroupement représente incontestablement une limite dans la construction d’un régime juridique. Lessolutions applicables dans un groupe d’entreprises peuvent également l’être dans l’UES. Cependant,elles ne représentent que des alternatives limitées à l’attribution de la personnalité morale. Or, dans lecadre de la théorie de la réalité de la personne morale, il apparaît que l’UES pourrait être considéréecomme telle. La reconnaissance de la personnalité morale aurait pour effet de rendre solidairementresponsables ses membres à l’égard de l’emploi des salariés qui contribuent au déploiement de l’activitééconomique dans ce périmètre. / UES constitutes a tool used to recompose the framework of the company. UES permits to consider thatseveral legally distinct entities constitute, in fact, a unique company. The recognition of an UESfacilitates the application of norms determined by the judge or the legislator, and especially normsrelated to collective representation. The evolution of its use has shaped its perimeter in a framework forthe exercise of the employees’ collective rights. However, if the UES corresponds in the search of thecompany in labor law, its regime stays at the state of "built case law" developed for useful purposes. Itleaves a feeling of unfinished. The consequences of the UES recognition cannot reach the individualworking relations. The employees remain contractually bound to their respective employers. Theobservation of a unique direction power between the legal entities doesn't permit to consider UES asbeing the unique employer of the set of the employees, nor even that its members are as much coemployers.The absence of moral personality of this type of grouping represents incontestably a limit inthe construction of its legal regime. The applicable solutions in a group of companies can also beapplicable in the UES. However, they only represent alternatives limited to the assignment of the moralpersonality. However, in the setting of the theory of the reality of the moral person, it appears that UEScould be considered like such. The recognition of the moral personality would have the effect of makingjointly responsible its members towards the employment of the employees who contribute to thedeployment of the economic activity in this perimeter.