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Made available in DSpace on 2016-08-02T21:42:44Z (GMT). No. of bitstreams: 1 Ficha Catalografica.pdf: 8962 bytes, checksum: 1983d4b598c407b6e8826b0b2eeded19 (MD5) Previous issue date: 2007-10-05 / This paper has the aim to examine the actual stage of the process of development of Human Resources (HR) function and if the roles, required or existing, attend the expectations of the stratus concerned, helping in the search of better results to the companies and for those who work there. On this context, it was based on the premise that the increasing partner-cultural alterations and the constant technological advance experimented in the world, beyond the modifications of the life conditions, modify the conditions of work and expectations of convivence among the people and their organizations, demanding that the Human Resources search for performance alternatives to line up its strategies to the organizations ones where it acts and making that the system of management of people can be a source of sustainable competitive advantage. One searched to analyze if what an organization does and how it does is factor that distinguishes it from the others, if its specialization and abilities let it more capable, if this capacity becomes it more competent and technique and if, in this set, the postural positioning of Human resources is adjusted. Also it tried to analyze the performance of diverse public of interest, as the involved ones in the labor party-syndical activities and if the new elements of the corporative governance are defining of strategical performance for the professionals of the studied area. In the concepts above, it was studied theories and facts that summarized and explained what it is known on the studied object, classified them and systemize them as presented in the empirical reality and selected those to be studied, in the attempt to search and to foresee new characterizations of the roles played for Human resources, that better clarify them. The analysis of the theoretical surveys strengthened the importance of the competitive advantages for the enterprise success and the necessity that specialized people can become more productive in the search of these advantages, the assurance that these people must be prepared to act in demanding and complex contexts and the alert that the strategic performance of HR is basic in the solidification of this new profile of the employees. The diverse operational functions attributed the Human resources, among them the administration of the infrastructure and the management of the contribution of the employees, must be complemented, now, with the so-called strategic functions, generating value, distinguishing the aid in the definition of the enterprise strategies and its translation in action of transformation and change. Moreover, it was verified the increasing concern of authors in uniting the recent concepts of corporative governance to this strategic function of Human resources.(AU) / Este trabalho tem como objetivo examinar o estágio atual do processo de desenvolvimento da função de Recursos Humanos (RH) e se esses papéis, ainda requeridos ou já existentes, atendem às expectativas dos diversos estratos envolvidos, auxiliando na busca de melhores resultados para as empresas e os que nelas trabalham. Nesse contexto, baseou-se na premissa de que as crescentes alterações sócio-culturais e o constante avanço tecnológico experimentado no mundo, além das modificações das condições de vida, permeiam e alteram as condições de trabalho e expectativas de convivência entre as pessoas e suas organizações, exigindo que a função Recursos Humanos busque alternativas de ação para alinhar suas estratégias às das organizações onde atua e fazendo com que o sistema de gestão de pessoas seja fonte de vantagem competitiva sustentável. Buscou-se analisar se o que uma organização faz e como o faz é fator que a distingue das demais, se sua especialização e habilidades deixam-na mais capaz, se é essa capacidade que a torna essencialmente mais competente e técnica e se, nesse quadro, o posicionamento postural de Recursos Humanos é adequado. Também procurou analisar a atuação de diversos públicos de interesse, como os envolvidos nas atividades trabalhistas-sindicais e se os novos elementos da governança corporativa são definidores de atuação estratégica para os profissionais da área estudada. Dentro dos conceitos acima, verificaram-se teorias e fatos, além de pesquisa, que resumissem e explicassem o que se sabe sobre o objeto estudado, classificando-os e sistematizando-os conforme apresentados na realidade empírica e selecionando aqueles a serem estudados, na tentativa de buscar e prever novas caracterizações dos papéis desempenhados por Recursos Humanos, que melhor os clarifiquem. A análise dos levantamentos teóricos realizados reforçou a importância das vantagens competitivas para o sucesso empresarial e a necessidade de que pessoas de conhecimento tornem-se mais produtivas na busca dessas vantagens, além de constatar que essas pessoas devem estar preparadas para atuar em contextos exigentes e complexos e o alerta de que a atuação estratégica de RH é fundamental na solidificação desse novo perfil dos empregados. As diversas funções operacionais atribuídas a Recursos Humanos, entre elas a administração da infra-estrutura e o gerenciamento da contribuição dos funcionários, devem complementar-se, agora, com as chamadas funções estratégicas, geradoras de valor, destacando-se o auxílio na definição das estratégias empresariais e sua tradução em ações de transformação e mudança. Mais do que isso se verificou a crescente preocupação de autores em aliar os recentes conceitos de governança corporativa a essa função estratégica de Recursos Humanos.(AU)

Made available in DSpace on 2016-08-02T21:42:45Z (GMT). No. of bitstreams: 1 Luiz Vagner Raghi.pdf: 1032692 bytes, checksum: 3e0d07439a49c190d17ac06ee191f6bf (MD5) Previous issue date: 2008-02-11 / This study it aims at to search and to understand the social phenomenon of the Representation of the Workers in the Workstation-RLT in the region of the Great ABC. Initially, through a literature revision, to trace a similar description of the plant commission and organizations for the world, being observed practical its in these countries and approaching participative administration and the European socialism and its self-determination. In a sequence to approach the commission of plant in Brazil, to tell the history of the first commission of official plant installed in the country, in the plant of the Ford in São Bernardo do Campo. It follows study of the tabulation of effected research of field, with emphasis to the following aspects: it of the RLT for the companies is evidenced practical; it consists RLT through employees indicated for the workers, companies or for the labor unions; it is regulated RLT through statute; it is accomplished participation and influence of the union of the workers in the RLT; the which interests take care of the RLT, companies, labor unions or workers. The methodology to be used is qualitative, is followed of research of field carried through in group, with interlacement of these data with the professional experience of the author. The conclusion of the study is that the RLT is not much practised, its members is indicated by the workers and respective Unions, takes advantage the regulated RLT, having participation and influence of the labor Unions. With priority the RLT takes care of the interests of the companies, followed of the interests of the labor Unions and finally, the interests of the workers.(AU) / Este estudo visa pesquisar e compreender o fenômeno social da Representação dos Trabalhadores no Local de Trabalho na região do Grande ABC. Inicialmente, através de uma revisão de literatura, traçar um histórico da comissão de fábrica e organizações semelhantes pelo mundo, observando sua prática nestes países e abordando administração participativa e o socialismo europeu e a sua autodeterminação. Na sequência abordar a comissão de fábrica no Brasil, narrar a história da primeira comissão de fábrica oficial instalada no país, na fábrica da Ford em São Bernardo do Campo. Segue estudo de tabulação de pesquisa de campo efetuada, com ênfase aos seguintes aspectos: constata-se a prática da RLT pelas empresas; constitui-se a RLT através de empregados indicados pelos trabalhadores, empresas ou pelos sindicatos de trabalhadores; regulamenta-se a RLT através de estatuto; efetiva-se a participação e influência do sindicato dos trabalhadores na RLT; a quais interesses atende a RLT, empresas, sindicatos de trabalhadores ou trabalhadores. A metodologia a ser utilizada é qualitativa, seguida de pesquisa de campo realizada em grupo, com entrelaçamento destes dados com a experiência profissional do autor. A conclusão do estudo é que a RLT é pouco praticada, seus membros são indicados pelos trabalhadores e respectivos sindicatos, prevalece a RLT regulamentada, havendo participação e influência dos sindicatos de trabalhadores. A RLT atende prioritariamente aos interesses das empresas, seguido dos interesses dos sindicatos de trabalhadores e por último, os interesses dos trabalhadores.(AU)

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Cette recherche dresse un portrait de la situation de la relève syndicale au Québec et des tentatives des organisations syndicales pour stimuler la participation de leurs membres de moins de 30 ans. Elle brosse d’abord un aperçu des habitudes sociales, des valeurs et des caractéristiques en emploi des jeunes. Elle nuance et recadre ensuite la problématique des jeunes en ce qui concerne l’identité collective qu’ils partagent instinctivement et les modalités de socialisation à l’interne façonnant leur participation. Cette recherche remet en question la fenêtre de recrutement estimée où les jeunes seraient en mesure d’entâmer leur participation dans les structures syndicales. Au demeurant, elle décrit l’ampleur des innovations syndicales destinées à stimuler la participation des jeunes et démystifie le mandat de l’une d’elle, les comités jeunes, qui peuvent agir à la fois comme porte-parole de leur organisation, comme la voix des jeunes membres et comme pépinière de la relève syndicale. Les données empiriques utilisées pour ce mémoire proviennent d’une vingtaine de groupes de discussion et de huit entretiens semi-dirigés (n=228), tenus dans deux organisations syndicales d’importance au Québec, disposant d’un comité jeunes et organisés par les chercheures d’un projet de recherche plus vaste sur la participation syndicale des jeunes. Nos résultats démontrent en premier lieu une identité collective construite autour de la précarité et des injustices perçues par les nouveaux travailleurs. L’âge ne serait pas significatif dans la construction de l’identité des jeunes qui semblent en phase de conquérir leur identité. En second lieu, le cadre strict de plusieurs modalités de socialisation avait un effet inhibiteur sur la participation, favorisait des relations d’échanges instrumentales et ne tenait pas compte de la sensibilité de cette nouvelle génération pour les interactions réciproques avec leurs représentants syndicaux. Nous avons aussi observé une utilisation limitée des nouvelles technologies, qui présentent des potentialités intéressantes en matière de transfert des connaissances de surcroît. Par ailleurs, nos résultats à l’égard de l’identité collective observée et de la durée du processus de socialisation soulèvent des questionnements sur la pertinence même des structures jeunes dans leurs paramètres actuels. Le parcours d’un jeune vers la militance syndicale apparaît plus tardif qu’escompté. Plus encore, la problématique jeunes met en lumière les tensions intrinsèques au mouvement syndical quant à la libre négociation sociale des intérêts défendus et du consensus interne nécessaire à leur légitimité. / This research addresses the situation of Québec’s trade unions’ youth and the trade unions’ attempts to stimulate the participation of those under 30 years old. It also helps to describe social habits, values and characteristics at work of young workers. Then it qualifies and reframes the youth issue in terms of their shared identity and the socialization mechanisms shaping their participation. This research brings into question the actual recruitment window when young members could start participating into their unions. Finally, it describes some trade unions’ strategies to stimulate youth’s participation and clarifies one of the, the youth committees, who not only have the mandate to act as the unions’ spokesperson, but also as the youth’s voice from the inside and as a school for the trade unions’ next generation of members. The chosen qualitative methodology comes from twenty focus groups and eight semi-structured interviews (n=228) held in two notorious trade unions in Québec which had youth committees and organized by the researchers of a larger research project on youth’s participation. Our results show a collective identity built around precariousness and perceived unfair treatments by the newest workers. We found that age was not a significant factor in building collective identity and young members were still battling to express their own collective identity. Besides, it shows how the rigid frame of many socialization mechanisms had inhibiting effects on participation, positionned members in an instrumental relationship with their trade union and did not take into account this generation’s sensitivity for reciprocal interactions with their union representatives. We also observed weak engagement coming from trade unions towards new technologies, which seemed a great opportunity for knowledge transfer regarding the new generations of workers. In addition, our results about the observed collective identity and the actual duration of the socialization process bring into question the relevance of youth structures within their actual parameters. The journey of a young member towards union activism seemed to take more time than estimated. Moreover, the youth issue highlights inherent tensions to the labour movement’s social negotiation of the defended interests and the consensus needed for their legitimacy.

Cette recherche fait état de la crise du syndicalisme qui affecte la capacité d’action et l’efficacité des pratiques des organisations syndicales à travers le monde. Elle dresse un portrait complet des éléments de crise qu’elle décline sous les niveaux économique, politique et social. Cette recherche expose ainsi la nécessité d’un renouveau syndical pour porter précisément sur les coalitions, hétérogènes notamment, comme stratégie de renouveau syndical. Au plan analytique, elle évalue l’impact de l’identité et de la capacité organisationnelle d’une organisation syndicale aux Philippines sur son choix de se coaliser, mais aussi l’influence de ses objectifs et du contexte national dans lequel elle évolue. Les données empiriques pour mener cette étude proviennent principalement de près de 24 entrevues semi-dirigées, tenues auprès de représentants de l’une des plus grandes organisations syndicales des Philippines, de représentants d’organisations non syndicales alliées et de répondants externes à celle-ci. Premièrement, nos résultats montrent qu’une identité collective sociétale forte influence favorablement le choix de l’organisation syndicale étudiée de se coaliser. Elle confirme également le rôle essentiel de l’identité dans l’orientation de son action collective. Deuxièmement, nos résultats permettent de conclure qu’une capacité organisationnelle forte influence favorablement le choix de cette organisation syndicale de se coaliser, considérant qu’elle permet à celle-ci d’identifier les opportunités d’action, de mettre en œuvre de nouvelles stratégies et d’assurer la légitimité et la mobilisation des membres quant aux actions entreprises. De nos résultats ressort l’importance de l’éducation sur l’accroissement de la capacité organisationnelle et, particulièrement, sur la formation et le renforcement de l’identité collective de l’organisation syndicale étudiée. Plus encore, nos résultats exposent l’interaction entre les dimensions de l’identité et de la capacité organisationnelle : précisément, nous avons observé une relation de renforcement positif entre ces deux variables. Troisièmement, nos résultats mettent de l’avant l’interaction entre les différents niveaux de transformations résultantes de sa participation à différents types de coalitions. Ainsi dans le cas observé, l’obtention de transformation au plan intraorganisationnel permet à rebours d’obtenir des transformations au plan extraorganisationnel et vice-versa. Finalement, le contexte répressif des Philippines et les objectifs de l’organisation syndicale étudiée apparaissent favorables à son choix de se coaliser à différents niveaux (local, régional, national et international). / This research aims to survey the crisis, which affects the effectiveness and action-readiness of labor unions around the world. It portrays crisis elements happening at the economic, political and social levels, thus exposing the necessity of implementing union renewal. The research puts the focus on how coalitions might be one of the many key elements to this revitalization. It evaluates the influence of identity and organizational capacity on choosing whether to coalesce, while taking into account the specific union objectives and the national context in which it operates. The research has been conducted in a trade union organization based in the Philippines. The empirical data used in the research comes from 24 semi-structured interviews with representatives from one of the largest labor union in the country, representatives from non-union allies to this organization, and other actors not directly involved with the trade union organization under study. First, the results show that a strong societal, collective identity influences the choice of this union organization to join coalitions. Collective identity is also a fundamental element to better understand the orientation of the collective action displayed by this organization. Second, our results also suggest that a strong and visionary organizational capacity influences positively the choice of joining a coalition, since the union is reputed by then to be better-equipped to identify opportunities to act differently, to elaborate strategies of union renewal, and to ensure that these actions are properly understood and legitimized by the rank-and-file members. Our case study also demonstrates the importance of education for increasing organizational capacity, especially when it comes to collective identity formation and empowerment. Furthermore, our findings confirm the interaction between identity and organizational capacity: specifically, we observe a positive, mutually reinforcing relationship between the two variables. Third, our results reveal the interaction between the different levels of transformations resulting from the participation in coalitions. In fact, our case study shows that intraorganizational transformation leads to extraorganizational transformation and vice-versa. Lastly, our study shows that the combined effect of the repressive context of the Philippines and the specific objectives of the interviewed labor union seem to support its decision to coalesce at different (local, regional, national and international) levels.

Ce travail entend examiner les conditions de production d’un syndicalisme « politique », à partir de l’analyse localisée d’un syndicat CGT d’établissement dans un hôpital psychiatrique de 1968 à aujourd’hui. La catégorie de « politique », au cœur de ce travail, recouvre différentes dimensions qui sont analysées : des activités syndicales qui ne s’éprouvent pas seulement sur le lieu de travail, une présence importante de militants multipositionnés dans des organisations politiques, un attachement à attribuer une signification aux positions occupées dans les rapports sociaux. L’attention portée à l’ancrage syndical dans le lieu de travail permet de saisir comment ce dernier façonne le syndicat et ses membres. La thèse montre dans quelle mesure les modalités de l’engagement des militants procèdent conjointement des socialisations professionnelles et des socialisations syndicales. Néanmoins, l’inscription du syndicat dans l’univers hospitalier a pour effet de reproduire une inégale distribution des positions sociales et professionnelles dans l’organisation, accentuant des rapports différenciés à l’engagement et aux conceptions syndicales qui sont portées par les militants. L’approche socio-historique permet d’appréhender dans le temps la production de l’institution syndicale et ses spécificités en étant attentif aux continuités et aux évolutions. / This work aims at examining the conditions of production of a “political” trade unionism through a study of the specific case of a CGT trade union in a psychiatric hospital from 1968 to nowadays. The sense of “political”, crucial to this work, is explored and analyzed in its numerous dimensions, such as the trade union activities experimented in other places than work, the large amount of multipositioned activists taking part in political organizations or the tendency to give a meaning to the different positions in social relationships. By focusing on how a trade union and a workplace are closely intertwined, we aim at showing how a workplace can shape both a trade union and its members. Similarly, the activists’ commitment has to be understood in association with the socialization process within their work and their union trade. However, in this case, the unbalanced distribution of social and professional positions in the hospital is reproduced in the organization, which in turn widens the gap between the activists’ different ways of being committed in the trade union or even of considering it. Through its socio-historical approach, this work seeks to understand how a trade union is produced and what its characteristics are while keeping its developments in sight.

Quelle a été l’évolution ces dernières décennies du rapport des mouvements sociaux (MS) québecois aux catégories de l’action politique que sont la question nationale, la forme parti et les rapports entre mouvements? La plupart de ces dimensions de l’action politique mouvementiste ont suscité une importante attention de la part des sciences sociales, lorsqu’il s’est agi d’étudier les décennies 1960 et 1970. L’intérêt pour l’étude de ces catégories de l’action des MS des décennies suivantes s’est quelque peu tari, à la faveur d’un récit de la déploration regrettant l’époque glorieuse de la Révolution tranquille et les tumultueuses années 1970. Notre thèse propose de se réapproprier la trame historique d’un demi-siècle d’action politique des MS, en cherchant à repérer les modalités du cheminement de trois mouvements (syndical, féministe, communautaire) sur ce terrain, au travers de l’étude minutieuse des mutations de leur culture politique. Cette dernière a subi d’importantes interpellations et remises en question, sous l’influence de divers facteurs, au cours des dernières décennies. Un de nos arguments centraux est qu’il y a eu au sein des MS québécois un cheminement dans la façon d’aborder la sphère politique et la transformation sociale, cette évolution traduisant chez eux un processus d’apprentissage, à savoir une forme de développement du rapport à l’action politique. Celle-ci se voit conférer le statut de compétence développée dans le quotidien des mouvements, sur le tas, donc par essais et erreurs. Notre enquête sur le terrain a permis de dégager des résultats traités de façon à la fois chronologique et taxonomique, relatifs à nos trois dimensions de l’action politique. Successivement, chacune d’elles fait l’objet d’un chapitre : les rapports entre MS, la question nationale, la forme parti (incluant les élections). Dans chaque cas, l’examen de l’évolution se donne pour tâche de dégager les éléments de bilan faits par les militants et militantes, puis d’exhumer les acquis, souvent tacites, en termes de connaissances politiques. Cette recherche permet de dégager précisément en quoi il y a eu développement du rapport des MS à l’action politique, en outre à l’initiative du mouvement des femmes, dont l’influence a été déterminante.

Résumé : Le mouvement syndical au cours des dernières années est en déclin, notamment au Québec. Plus précisément, le taux de présence syndicale était de 40,3% et il est descendu à 39.1% en 2020 (INSPQ, 2020). Mais pourquoi donc ? Plusieurs recherches ont abordé cette question en soulevant que les causes du déclin du syndicalisme sont principalement externes aux organisations syndicales (ex. : montée des valeurs individualistes) et d’autres évoquent des causes plutôt internes aux organisations syndicales (ex. : structures syndicales complexes). Toutefois, dans un contexte où les travailleurs ont l’obligation de choisir un syndicat, quels seront les facteurs qui influenceront l’adhésion syndicale de ces travailleurs ? Cette recherche tente de répondre à cette question avec le cas de l’industrie de la construction au Québec. Dans cette industrie, les travailleurs, dès leur entrée, doivent adhérer à une des cinq organisations syndicales reconnues, et ce, indépendamment des choix des autres travailleurs de son métier ou de l’entreprise pour laquelle ils travaillent. Il pourra revisiter son choix lors d’un scrutin syndical qui a lieu tous les quatre (4) ans. Pour répondre à notre question de recherche, nous présentons une revue de littérature riche sur l’adhésion syndicale ; le maraudage syndical ; l’engagement syndical ; et les facteurs explicatifs de l’adhésion syndicale. Nous consacrons notre deuxième chapitre complet à l’industrie de la construction pour bien comprendre les différents aspects de cette industrie qui ont une influence sur les facteurs d’adhésion syndicale des travailleurs. Nous présentons au chapitre trois, notre modèle concept et notre méthodologie de recherche appuyés par notre revue de littérature du premier chapitre. Avec les données statistiques que nous avons obtenues de la Commission de la Construction du Québec (CCQ), nous présentons au quatrième chapitre les résultats des maraudages de 2012, 2016 et 2020. Lors du cinquième et dernier chapitre, nous traitons des résultats obtenus au précédent chapitre, des hypothèses que nous avons émises, des limites de notre recherche et ainsi que des pistes de réflexion futures. / The union movement has been in decline in the recent years, particularly in Quebec. More precisely, the union presence rate was 40.3% and it went down to 39.1% in 2020 (INSPQ, 2020). But why? Several studies have addressed this question by pointing out that the causes of the unionism’s decline are mainly external to union organizations (e.g., the rise of individualistic values), while others point to causes that are more internal to union organizations (e.g., complex union structures). However, in a context where workers are obliged to choose a union, what factors will influence union membership among these workers? This research attempts to answer this question with the case of the construction industry in Quebec. As soon as the workers enter this industry, they must join one of the five recognized union organizations, regardless of the choices made by other workers in their trade or the company they work for. They can revisit their choice during a union vote that takes place every four (4) years. To answer our research question, we present a rich review of the literature on union membership; union raiding; union involvement; and factors that explain union membership. We devote our second full chapter to the construction industry to fully understand the different aspects of this industry that influence the factors of union membership among workers. In chapter three we present our conceptual model and research methodology supported by our literature review in chapter one. With the statistical data we obtained from the Commission de la Construction du Québec (CCQ), we present in the fourth chapter the results of the 2012, 2016 and 2020 union raids. In the fifth and last chapter, we discuss the results obtained in the previous chapter, the hypotheses we have put forward, the limits of our research and future avenues of reflection.