Mémoire numérisé par la Division de la gestion de documents et des archives de l'Université de Montréal

En management, les recherches sur la socialisation s’intéressent majoritairement à l’inclusion de nouvelles recrues au sein d’organisations stables. En contrepoint, cette thèse étudie le processus de socialisation des établis en contexte de changement organisationnel. Construit à partir des approches gestionnaires et sociologiques de la socialisation au travail et de plusieurs concepts de la théorie des rôles, le cadre conceptuel met à jour les dimensions clefs qui composent le processus : contraste, tensions de rôle, tactiques/pratiques organisationnelles, tactiques/comportements individuels, états de socialisation. Réalisée à la SNCF, une étude longitudinale qualitative permet d’enrichir la compréhension de chaque dimension et de repérer les mécanismes sociaux qui les relient. Six processus typiques menant à l’absorption, l’exploration ou la détermination du rôle sont repérés. Quatre trajectoires collectives sont également identifiées, en fonction de la continuité/rupture identitaire perçue dans une perspective diachronique. Des pistes d’actions managériales sont suggérées à la SNCF et aux organisations rencontrant des enjeux de socialisation similaires. / The literature on organizational socialization in management has mainly focused on newcomers’ adjustment into stable organizations. Conversely, this study attempts to understand the socialization process of insiders in a context of organizational change. Built from managerial and sociological approaches of socialization at work and complementary concepts of role theory, the conceptual framework highlights the key dimensions of the process: contrast, role tension, organizational tactics/practices, proactive tactics/behaviors, socialization states. Conducted in the national French railway company (SNCF), a qualitative longitudinal study enriches the understanding of each dimension and their articulation through social mechanisms. From this research, six typical processes are identified leading to three behaviors of absorption, exploration or role determination. From a meta-level analysis, four collective trajectories are suggested, based on the continuity/discontinuity perceived of identity in a diachronic perspective. Managerial implications are proposed to the company and organizations experiencing similar socialization issues.

Submitted by Claudete Camargo Pereira Basaglia null (claudete.sociologia@gmail.com) on 2017-05-30T21:52:59Z No. of bitstreams: 1 TESE REVISADA.pdf: 3191493 bytes, checksum: af3733a0ff4e12427d9abda9e576b732 (MD5) / Approved for entry into archive by Luiz Galeffi (luizgaleffi@gmail.com) on 2017-05-31T18:23:07Z (GMT) No. of bitstreams: 1 basaglia_ccp_dr_arafcl.pdf: 3191493 bytes, checksum: af3733a0ff4e12427d9abda9e576b732 (MD5) / Made available in DSpace on 2017-05-31T18:23:07Z (GMT). No. of bitstreams: 1 basaglia_ccp_dr_arafcl.pdf: 3191493 bytes, checksum: af3733a0ff4e12427d9abda9e576b732 (MD5) Previous issue date: 2017-03-30 / Proposé par la Ligne de Recherche, Diversité, Identité et Droits, ce texte traite des réflexions sur le développement d'une recherche qualitative sans que cela empêche le recours à la méthodologie quantitative. Il s'agit d'une recherche sur l'interface de la maternité concernant l'homosexualité lesbienne avec des nuances qui accompagnent la dynamique sociale des faces des maternités au seuil du XXIe siècle. On a comme présupposé que le choix entre être ou ne pas être mère est un phénomène qui s'est consolidé pendant le XXe siècle et cela a ébauché le procès social de transformations aux femmes d'affermir leurs luttes pour l'égalité, aux enfants d'être envisagés comme sujets et aux lesbiennes la recherche des droits ce qui a provoqué des tensions socisles et politiques en créant des enjeux impensables dont la Sociologie n'est pas exempte. Ce travail a pour but mettre en relief les formes de maternité lesbienne et considére les configurations familiales contemporaines qui se contituent à partir de ces nouveaux statuts sociaux. On voudrait donc contribuer au débat sur les questions concernantes aux maternités, â être lesbienne, aux configurations familiales de femmes lesbiennes et élargir la compréhension de la dynamique de la transversalité des égalites et des différences parmi les personnes, en tenant compte de ce qui est consolidé par les études faites dans ce domaine en Sciences Sociales. / Proposto para a Linha de Pesquisa Diversidade, Identidades e Direitos, este texto diz respeito às reflexões em torno do desenvolvimento de uma pesquisa com base qualitativa, sem que isso impeça o recurso quantitativo. Trata-se de uma pesquisa que tem como tema a interface da maternidade voltada para a homossexualidade lésbica em nuanças que acompanham a dinâmica social das maternidades no limiar do século XXI. Tem como pressuposto que a escolha entre ser ou não ser mãe é um fenômeno que se consolidou no decorrer do século XX e esboçou o processo social de transformações que permitiu às mulheres firmarem-se em suas lutas pela igualdade, às crianças serem vistas como sujeitos e às lésbicas a busca por direitos, o que passou a provocar tensões sociais e políticas dando origens a desafios impensáveis dos quais a Sociologia não está isenta. É uma pesquisa pautada pelos objetivos de realçar formas de maternidade lésbica e de considerar as configurações familiares contemporâneas que se constituem a partir desses novos estatutos sociais. Pretende-se, desse modo, contribuir para o debate sobre questões relativas às maternidades, ao ser lésbica, às configurações familiares de mulheres lésbicas e ampliar a compreensão da dinâmica da transversalidade das igualdades e das diferenças entre as pessoas, sem desconsiderar o que está consolidado por estudos realizados pelas Ciências Sociais nesse campo de pesquisa.

En 1962, Gerhard Richter peint Tisch. Dans ce tableau, une table représentée en perspective est biffée par une violente gestualité. L’espace pictural s’érige entre l’illusion de profondeur et l’affirmation matérielle de la toile et de la peinture. Impulsée par une pratique personnelle, mise en regard avec le travail actuel de jeunes artistes héritiers des altérations fécondes de Richter, tels que Adrian Ghenie, Duncan Wylie ou Stephen Bush, Les dislocations de l’espace pictural se penche sur les relations dynamiques qui animent une figuration en tension entre l’image et le pictural. Taches, semis et coulures déstabilisent les assises iconiques tout en créant des mondes ambigus. L’espace pictural oscille entre dextérité et lâcher-prise. L’inachèvement et les réserves exposent au regard les vacillements de ses strates constitutives. / Gerhard Richter painted Tisch in 1962. In this painting, a table, which is represented in perspective, has been erased with a violent gestural brushstroke. The pictorial space stands between the illusion of depth and the emphasized materiality of the canvas and the painting. The dislocations of the pictorial space, fostered by Richter’s personal practice and supplemented with the work of current young artists, heirs to his productive alterations, such as Adrian Ghenie, Duncan Wylie or Stephen Bush, these dislocations show the dynamic relationships which animate a figuration in tension with the picture and the painting. Stains, patterns, and streaks destabilize established iconic values while creating ambiguous worlds. The pictorial space oscillates between dexterity and letting go. The incompleteness and the reserves display the wavering of its constitutive layers.

Le concept de coopétition s'intéresse aux stratégies d'entreprise simultanément concurrentielles et coopératives. Il les envisage du point de vue de la dialectique et du paradoxe. De nombreux travaux abordent les déterminants des stratégies de coopétition à partir de diverses perspectives théoriques. La complexité du phénomène requiert l'intégration de plusieurs niveaux de déterminants. Les difficultés liées à la mise en œuvre de stratégies de coopétition sont peu abordées par la littérature. Par essence paradoxales, les stratégies de coopétition créent des tensions spécifiques, définies comme des tensions coopétitives. Pour que les partenaires atteignent leurs objectifs, les tensions coopétitives doivent être managées. La thèse vise à répondre à la problématique suivante : s'il semble opportun pour deux entreprises leaders et concurrentes sur un même marché de mutualiser leurs forces au travers d'une stratégie de coopétition pour atteindre un objectif commun, comment gèrent-elles les tensions induites par la mise en œuvre d'une telle stratégie paradoxale ? Trois axes de questionnement se déclinent à partir de la problématique centrale. Ils abordent successivement les déterminants des stratégies de coopétition, les sources de tensions coopétitives et leur management. Un acteur tiers doté de compétences architecturales peut contraindre les stratégies de coopétition. Selon l'influence de cet acteur tiers architecte, deux formes de coopétition sont distinguées : la coopétition intermédiée et la coopétition non-intermédiée. Les déterminants, les sources de tensions coopétitives et leur management sont envisagées pour ces deux types de coopétition. Le secteur des télécommunications de l'industrie spatiale est retenu comme cadre empirique. La méthode de recherche est qualitative. Elle repose sur l'étude approfondie de deux programmes spatiaux de télécommunications menés conjointement par les deux industriels européens : Astrium (EADS) et Thales Alenia Space (Thales). Le cas Alphabus est représentatif d'une stratégie de coopétition intermédiée. Le cas Yahsat est représentatif d'une stratégie de coopétition non-intermédiée. Les résultats intègrent le niveau de l'industrie, de l'organisation et de l'individu pour comprendre l'adoption de stratégies de coopétition. Des tensions coopétitives apparaissent au niveau de l'industrie, au niveau dyadique, organisationnel, intra-organisationnel et interindividuel. Bien que nécessaire, le cadre contractuel est insuffisant pour assurer une gestion efficace des tensions coopétitives. Les SI facilitent le management des tensions coopétitives. Des dispositifs et des actions spécifiques sont nécessaires. L'étude met en exergue deux modes de management des tensions coopétitives. Dans le cas d'une stratégie de coopétition intermédiée, le management des tensions coopétitives est externalisé à l'acteur tiers. Dans le cas d'une stratégie de coopétition non-intermédiée, le management des tensions coopétitives est internalisé. Il repose sur l'équipe-projet, sa structure de gouvernance et son chef de projet. La duplication des postes clés au sein de l'équipe est primordiale. Le chef de projet est doté de compétences spécifiques. Personnage schizophrène, il intègre le paradoxe de la coopétition et assure la gestion des tensions au sein de l'équipe au travers de ses différentes missions. / The concept of co-opetition analyzes simultaneous cooperative and competitive strategies from a dialectical and paradoxical perspective. Previous scholars focused on drivers of co-opetition using various theoretical backgrounds. The complexity of the phenomenon requires a multiple-level framework to understand the drivers of co-opetition. A gap exists in the literature about the implementation of co-opetitive strategies. Since paradoxical, co-opetitive strategies create specific tensions defined as “co-opetitive tensions”. To achieve their goals, partners need to manage efficiently co-opetitive tensions. The thesis aims to answer the following question: if two competing leaders join their forces in a co-opetitive strategy to reach a common objective, how do they manage the tensions resulting from the implementation of such a paradoxical strategy? Three issues come from this questioning: the drivers of co-opetition, the sources of co-opetitive tensions and their management. A third party as an architect can constrain the emergence of co-opetitive strategies. Thus, two types of co-opetition are distinguished: intermediated co-opetition and non-intermediated co-opetition. For both types of co-opetition, drivers, sources of co-opetitive tensions and their management are investigated. The empirical study is conducted within the sector of manufacturing telecommunications' satellites. The method is qualitative. It is based on two in-depth case studies of common programmes conducted by European manufacturers: Astrium (EADS group) and Thales Alenia Space (Thales group). The programme Alphabus is an exemplar case of intermediated co-opetition. The programme Yahsat is an exemplar case of non-intermediated co-opetition. The results of the study combine industry-level, organization-level and individual-level to understand the drivers of co-opetition. Co-opetitive tensions appear at the industry, dyadic, organizational, intra-organizational and inter-individual levels. Even necessary, contracts are insufficient to manage efficiently co-opetitive tensions. Information systems facilitate the management of co-opetitive tensions but specific tools and actions are needed. The study provides insights about managing co-opetitive tensions. In the case of intermediated co-opetition, the management is externalized through a third party. In the case of non-intermediated co-opetition, the management is internalized. Its efficiency depends on the team, the governance structure of the team and on the project manager. Managerial responsibilities must be duplicated and equally shared by both partners. The project manager has specific competences. Schizophrenic character, he embodies the paradox of co-opetition. Through its various missions, he is responsible for the management of co-opetitive tensions within the team.

This thesis commences with the notion that interorganizational exchange relationships are dynamic to an unprecedented degree. It is argued that, global production networks have integrated firms into interdependent structures that blur traditional geographical and organizational boundaries. It is also true that the same networks bring together companies with diverse socio-cultural and economic backgrounds. Thus, the thesis focuses on the complexity of the contemporary international business landscape. The purpose of the work performed was to understand the process of change in interorganizational relationships under these complexities. Through a qualitative study of two main cases and a pilot study, the thesis investigates the networking behavior and the relationship dynamics between multinational companies from Sweden and Turkey, operating in Turkish and Swedish markets, respectively. By examining how firms create, maintain, dissolve and reconstruct their relationships, the thesis contributes to problematizing some of the assumptions that are commonly taken for granted, but which underpin several studies of interorganizational relationship dynamics. The findings illustrate that as recent trends such as cross-border acquisitions frequently perturb the contexts within which firms are embedded, the impact might be favorable for some actors, while others might push for new and different ‘directions’, finding the existing relational arrangements and resource structures counter to their future goals. Yet, the actions of parties are constrained by the structural position in which they find themselves. Thus, the development of an exchange relationship involves multiple processes, often inconsistent with one another, thereby disturbing the stability of the relationship. Through the aggregation of each paper’s contribution, the “Thesis Summary” offers a wide perspective of the relationship dynamics. By incorporating both teleological and dialectical views, the framework proposed captures both the actions undertaken by individual firms to make change, and the structural forces both promoting and opposing change. Ultimately, the thesis offers a framework for investigating the impact of complexity on change in interorganizational relationships, opening doors to an improved understanding of the significance divergent perspectives and disruptive experiences have on relationship change.

Thèse numérisée par la Division de la gestion de documents et des archives de l'Université de Montréal.

Horizontal relationships between subsidiaries within an MNC are rarely shown on an organisation chart but the interactions along this dimension are critical to the achievement of an MNC’s global operations and strategic activities. Different interaction logics of social relationships and economic exchanges in horizontal relationships induce simultaneous competition and collaboration between the subsidiaries. Collaboration and competition is a business reality in inter-subsidiary relationships as they collaborate to share resources and knowledge, but ultimately compete for resources, customers and profits. While much research has focused on the effects of internal collaboration, and to a lesser extent internal competition, on organisational performance, little is known about the antecedents of competition and collaboration and the interplay of simultaneously occurring interactions. By focusing on one or the other, any understanding of the inherent tensions between the two is overlooked. This research explores the coopetitive nature of the inter-subsidiary relationship using a qualitative approach within three MNCs, where internal competition and collaboration are more salient. Data were gathered from 98 semi-structured interviews with top and senior management, top management focus groups and a body of secondary data including internal reports, policy documents and external publications, among others, has been referenced. The study makes three key contributions. First, by extending Luo’s (2005) theoretical model of intra-MNE coopetition, the study identifies additional respective antecedents of competition and collaboration. Second, the study locates inherent tensions arising from inter-subsidiary coopetition and explicates how the tensions are managed by the HQ and subsidiaries using spatial, balancing and assessing mechanisms and specific interventions. Third, the study offers an empirically-based model of inter-subsidiary coopetition with a more dynamic and temporal set of multiple relationships among the subsidiaries within the MNCs. Management implications include that senior management teams be aware of the opportunities and constraints of promoting a culture of collaboration while simultaneously fostering inter-subsidiary competition through internal accounting policies and incentive systems, and that the capability of senior managers to work effectively within dual organisational structures be developed and incorporated into executive development programmes.

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This dissertation concerns the development of a new interorganizational vehicle platform in the truck industry. The studied project setting was large, and can be referred to as a mega project. I ask the question How are boundaries organized in an interorganizational vehicle platform project setting, and how can we understand the tensions which arise when such organizing is performed? I assume that tensions arise in relation to questions concerning novelty, interdependencies, and differences.  Tensions should therefore not be seen as something bad, tensions are rather a prerequisite for achieving change.   The overall aim is to create insights in how boundaries in an interorganizational platform project setting are organized between: projects and governing actors, projects and permanent organizations, projects and external organizations, projects and projects, and finally inside projects (between different functions).  A secondary aim is to understand the roles which actors, activities and objects play, and the tensions which are experienced, when boundaries are being challenged and organized.   The study was performed during the concept phase, and a practice approach was used in order to capture the inner life of projects. A project setting with three projects was studied for three months, where I performed 68 interviews and observed 32 meetings. I have used a mix of narrative and alternate templates strategies and induced themes which constitute the base for the analysis.   I assume that boundaries are socially constructed and I argue that traditional normative findings in project management studies should be complemented with findings from organizational theory, and therefore use a multidisciplinary theoretical base. I have combined theories relating to; boundary construction, projects, boundary actors, activities, objects, and coordination/integration.   My analysis consists of two parts, in the first part I analyze value-, mandate-, and structural tensions and finds that actors in the setting; organize a commonality balancing area where decisions are affected by a mandates filter and need to be understood in relation to a coopetitive tensions model. In the second part of the analysis I have found that actors in the setting balance tensions and organize boundaries by performing four major Quality improvement loops based on a fragmented value base where boundary activities should be seen as having three dimensions; administrative, sharing, and political.   The creation of the shared platform is simultaneously affected by strategic, operational, and functional efforts.  This fact in combination with the size and uniqueness of the project setting, leads to the insight that technological innovation must be accompanied by organizational innovation. Therefore I have suggested that organizing of boundaries in interorganizational vehicle project settings should be understood as being performed through Concurrent Boundary Enactment.