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This thesis is focused on matters of alternative theories of a company in relation to their neoclasicistic model. It deals with view on profit maximization as traditional goal of a company and on different alternatives of this goal -- either reaching of satisfying amount of profit, or maximizing other economic indicators of a company or even on mission of a company to share with the community from its profit, which is above a company's primary function. This paper reviews function of a profit accross different theories and gives detailed overview on selected models of management and behavioral alternative theories. These points are later on followed by a section dedicated to corporate responsibility of companies. Its placing between alternative theories of company is preceded by an overview of relevant expert literature sources and by an overview of conditions, which current form and understanding of corporate social responsibility formed. The end of the paper is focused on JNJ Corporation and its environment, in which the company fulfills its social responsibility goals.

Malgré les enjeux stratégiques de l’organisation de la production de la formation professionnelle, très peu d’études empiriques ont été effectuées sur ce sujet. Cette lacune est particulièrement visible sur les choix de gouvernance, qui concernent la mobilisation des ressources et compétences internes ou le recours à des prestataires externes pour assurer les différentes étapes de conception et d’animation d’une action de formation. L’objectif de cette recherche est d’étudier les facteurs qui influent sur la décision d’internalisation ou d’externalisation de la production de la formation, à l’aide d’un modèle théorique issu des principales théories de la firme, à savoir la théorie des coûts de transaction et la (les) théorie(s) des ressources et compétences. Il me en évidence le lien entre les caractéristiques d’une action de formation (spécificité transactionnelle, spécificité foncière, récurrence, incertitude environnementale et interdépendance) et la décision d’internalisation. Cette relation est expliquée par un certain nombre de variables médiatrices liées à la perception des décideurs quant aux risques d’opportunisme et aux aptitudes de production et de coordination dont ils disposent en comparaison avec les prestataires externes. Le modèle théorique est mis à l’épreuve des faits à travers une étude de cas sur la direction de la formation du groupe Veolia. Nous avons mené dans un premier temps une étude qualitative pour mieux comprendre la façon dont les concepts du modèle émergent, prennent forme et influent sur la décision des praticiens dans le contexte de la production de la formation. Pour vérifier la validité des hypothèses avancées, nous avons ensuite conduit une démarche quantitative centrée sur un échantillon de 140 actions de formation, en mobilisant la méthode d’équations structurelle PLS (PLS-SEM). Les résultats obtenus apportent un éclairage significatif à l’analyse des décisions de gouvernance en matière de production de la formation professionnelle continue, et permettent également de souligner un certain nombre de lacunes sur les théories mobilisées. / The aim of this research is to study the factors that impact the decision to insource or outsource the production of vocational training programs, by using a theoretical model from the main theories of the firm, namely Transaction Cost Theory and Resources and Capabilities Theory. In doing so, we link the characteristics of a training program (transactional specificity, firm specificity, frequency, environmental uncertainty and interdependence) and insourcing decision. This relationship is explained by some mediating variables related to the perception of decision makers about the risks of opportunism and their productive and coordinative capabilities in comparison with external training providers. The theoretical model was tested through a case study on the training direction of Veolia group. We first performed a qualitative study to better understand how the concepts of our model, emerge, take shape and influence the decision of practitioners in the context of training production. Then, in order to test the validity of our hypothesis, we conducted a quantitative study based on a sample of 140 training programs, by using the method of structural equations modeling. The results provide both a detailed analysis of training production governance and a critical assessment of the theories of the firm.

Yes / In previous decades, the perception of Japan¿s employment practices has been strongly intertwined with its economic fortunes. From the 1970s, Japan¿s employment practices came to be seen as one of the cornerstones of its economic success. However, this perception changed, albeit with a substantial delay, when the economy proved incapable of returning to its former path of growth after the `bubble¿ burst at the end of the 1980s. Like so many of its economic institutions, the employment practices became the subject of substantial criticism in a debate on the revitalisation of Japan¿s economy. This study takes its position within this debate by discussing the likelihood, character, and economic consequences of change. Environmental changes, like the ageing of the population and the substantial decrease in economic growth, require Japanese firms to adapt their human resource management. However, the embeddedness of national practices limits the scope of firms to make these adjustments; and change is determined by the dialectics between their strategies and existing practices. The firm, as an institution, thus experiences the impact of both the embedded employment practices and the economic impact of environmental changes. Accordingly, it is at the centre of this study. Theories of the firm are used to discuss the contribution of employment practices on efficiency, capabilities, and competitive strength. Case-studies from four different industries ¿ automobile, electronics, construction, and retailing ¿ describe the adaptations made by individual firms. Subsequently, these findings constitute the basis for a discussion of industry-specific employment practices and provide an answer to whether developments such as the rise in performance-based pay and labour mobility have altered the logic of Japanese employment practices.

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