Dissertations / Theses on the topic 'Negotiated order'

Hopwood (1979) made the call for accountancy research to explore the importance of accounting to our understanding of organisations and society. This call has been the basis for this work in that the author has striven to find a way to understand accounting's role in a particular organisation's story. Only by exploring the organisation's story over a considerable time period, a time-span of fifteen years, and in detail has this been achievable. The research has been an ethnographic study based on considerable empirical evidence in a complex public service organisation: the King Charles Hospital Trust. The project has utilised experiences from the workplace and applied considerable rigour to the validity of the data and to its interpretation through grounded theory supporting the recommendation of Parker (1997). It is suggested that this work offers a template for accounting research in public sector organisations to explore the call made by Hopwood. Rahaman and Lawrence (2001) identified the lack of application of the concept of negotiated order as a way of exploring accounting in public sector organisations. This study has adopted this approach to explore the importance of accounting to the modem public service organisation. This project offers a clear contribution to the literature concerning the contribution of accounting to the modem organisation. Firstly the study builds upon existing studies in the area of the role of accounting in organisations and society and utilises the underused negotiated order perspective for the examination. Secondly, the fundamental contribution of the study, is that it develops the concept of the synergistic accounting negotiated order resource which can be used by actors within the organisation to influence the negotiated order of that organisation. This resource is a compendium of roles of accounting and their associated discourses. It is the finding of this study that in the modem organisation position within a negotiated order is enabled with the use of this resource.

For decades, union membership and activity has been declining in North America; employers have demanded greater flexibility and have successfully weakened workplace and worker protections. Modern workers increasingly use alternative strategies to negotiate conditions of employment with managers who have limited their discretionary power. Negotiated order theory provides a useful tool for analyzing the mesostructural arrangements of bargaining parties during labor disputes. This thesis applies negotiated order theory to explore how and why the National Football League (NFL) players have twice decertified their union and sought court intervention to challenge the legitimacy of the League's highly restrictive reserve system. An outcome-focused content analysis was designed as a preliminary investigation to ascertain why an alternative strategy was sought and if the strategy proved more effective in securing the players' preferred ends than conventional collective bargaining. The NFL case offers a fixed market from which to formulate a negotiation context of the interorganizational structures and bargaining interactions of its members.

Internationally, health systems have been undergoing an extended period of endemic change, where one effort at health system reform inevitably seems to lead to further attempts to make adjustments, re-direct the focus of the reform effort, or bring about further, sometimes very different changes. This phenomenon is described as churning in this thesis. Churning is a result of continual efforts to adjust and �improve� health systems to address intractable �wicked� problems, often through applying solutions based on neo-liberal reform agendas that have influenced public sector reform in developed countries since the early 1980s. Consistent with this, the South Australian health system has been caught up in a cycle of change and restructuring for almost thirty years. This qualitative study explores a case study of unsuccessful organisational change initiated by a group of health care agencies in the southern metropolitan area of Adelaide, South Australia, which took place between 1996 and 2001. The agencies sought to develop and establish a regional health service through a process they called �Designing Better Health Care in the South� which aimed to improve the way that services were provided in the area, and to enable the agencies to manage the increasing budgetary and workload pressures that they were all experiencing. A significant policy shift at the state government level meant that this initiative was no longer supported by the central bureaucracy and could not proceed. The agencies reverted from a focus on regional planning and service delivery to an institutional focus. The changes that are described within the scope of the case study are universally recognisable, including centralisation, decentralisation, managerialism and integration. The experience of Designing Better Health Care in the South as an unsuccessful attempt to implement change that was overtaken by other changes is also a universal phenomenon within health systems. This study locates the case study within its historical and policy contexts. It then analyses the key themes that emerge from consideration of the case study in order to understand the reasons for constant change, and the structural and systemic impediments to successful reform within the South Australian health system as an example of health systems in developed countries. As a case study of organisational change, Designing Better Health Care in the South was a story of frustration and disappointment, rather than of successful change. The case study of Designing Better Health Care in the South demonstrates the tensions between the differing priorities of central bureaucracy and health care agencies, and the pendulum swing between the aims of centralisation and regionalisation. The study uses the theory of negotiated order to understand the roles of the key themes of trust, partnership and collaboration, and power and control within the health system, and to consider how these themes affect the potential for the successful implementation of health care reform. Through analysis of the case study, this thesis contributes to an understanding of the difficulties of achieving effective reform within health systems in advanced economies, such as the South Australian health system, because of the complex power and trust relations that contribute to the functioning of the health system as a negotiated order. The study is multidisciplinary and qualitative, incorporating a number of social science disciplines including sociology, political science, historical analysis and organisational theory. Data collection methods for the study included interviews, focus groups, document analysis and a survey.

Le droit de l’environnement est un droit relativement jeune, dont la filiation naturelle à l’intérêt général en a fait l’affaire exclusive des pouvoirs publics. Mais aujourd’hui, alors que « toute personne a le devoir de prendre part à la préservation et à l’amélioration de l’environnement » (article 2 de la Charte de l’environnement), il ne saurait rester cantonné dans les bastions du droit public. La tendance contemporaine à la contractualisation du droit, traversant de nombreuses branches, touche le droit de l’environnement qui y puise les ressources de son déploiement. A cette fin, parler de « contractualisation du droit de l’environnement » recouvre deux réalités. C’est, d’abord, constater que le droit de l’environnement investit le contrat, qu’il s’agisse de diversifier son objet environnemental ou laisser y proliférer des obligations environnementales. La stratégie est simple. Le droit de l’environnement se place dans le contrat. Et le contrat, tel un « cheval de Troie », le fait pénétrer dans l’enceinte des relations interindividuelles. Vecteur de diffusion du droit de l’environnement, le contrat en devient un outil de gestion favorisant sa réception par les individus. C’est, ensuite, remarquer que le contrat agit sur le droit de l’environnement. Son action est, en premier lieu, créatrice de droit. A cet égard, la contractualisation recoupe, pour une part, l’hypothèse du droit négocié portant une dimension collective dans l’élaboration du droit et soulève, pour une autre part, la question débattue du potentiel normatif du contrat individuel, qui paraît pleinement se déployer en matière environnementale. L’action du contrat est, en second lieu, réformatrice. Une profonde mutation structurelle du droit de l’environnement est en effet à l’oeuvre, posant les fondations d’un ordre juridique environnemental, dont l’architecture glisse « de la pyramide au réseau ». Un tel changement de physionomie s’accompagnerait d’un changement de philosophie, vers un droit du développement durable. Mais c’est davantage au soutien d’un développement durable du droit de l’environnement que la dynamique de contractualisation trouvera sa pertinence. Dans le contrat et par le contrat, le droit de l’environnement prend de l’envergure : il rayonne et il s’impose, prêt à relever le défi de sa « modernisation »
Environmental law is a relatively young law. Due to its natural filiation to public interest, it was exclusively governed by the public authorities. But today, while "everyone has the duty to participate in the conservation and in the improvement of the environment" (article 2 of the Charter for the environment), it could not remain quartered in the realm of public law. The contemporary trend to the law contractualization, crossing lots of branches, concerns environmental law which draws from it the resources of its deployment. To this end, speaking about "contractualization of the environmental law" covers two realities. It is, at first, to notice that environmental law moves into the contract, whether it is a question of diversifying its environmental object or of letting proliferate environmental obligations there. The strategy is simple. Environmental law takes place in the contract. And the contract, like a Trojan horse, makes it penetrate the enclosure of the interpersonal relations. Like a vehicle for dissemination of environmental law, the contract becomes one management tool favoring its reception by individuals. It is, then, to notice that the contract acts on environmental law. In this connexion, the contractualization overlaps, for one part, the hypothesis of the negotiated law carrying a collective dimension in the elaboration of the law, and for another part, that of the spontaneous law revealing the normative potential of the individual contract. A profound structural transformation of environmental law is at work, putting the foundations of an ecological public order, the architecture of which slides "from the pyramid to the network". Such a change of face comes along with a change in philosophy, towards a sustainable development law. But it is more in the support of a sustainable development of environmental law that the dynamics of contractualization will find its relevance. In the contract and by the contract, environmental law expands: it shines and it stands out, ready to take up the challenge of its "modernization"

This thesis is a case study of the Swedish Rehabilitation Reform of 1992. Vocational rehabilitation is described as an organizational activity which takes place in the interaction between social policy regulations and organizational execution. The analytical point of departure is made up of two complementary theoretical perspectives (Chapter 3): New institutional theory and the concept of 'negotiated order'. New institutional theory can aid inter-organizational analysis as it assumes that organizations are not only influenced, but also permeated by institutional and technical frameworks. The 'negotiated order' perspective can provide an understanding of actors' motives when they work together. This perspective also acknowledges that actors are able to exercise 'episodic power', and that this differs from 'formal power'. The first empirical study (Chapter 4) analyses the political motives behind the Rehabilitation Reform of 1992. It shows that at the time of the Rehabilitation Reform economical and political interests were pushing for a tighter regulations in Swedish social policy. The following three empirical studies focus on the 'organizational field' in which rehabilitation is practised. This field consists of the social insurance office, employment agencies, primary health care centres and occupational health service centres. Chapter 5 deals with the regulations and environmental factors influencing the various organizations and their representatives. It points to five external forces that influence the performance of the four type of actors. The social insurance office is influenced by a judicial social insurance logic, the employment agencies by a holistic labour market policy logic, and the physicians in primary health care centres and in occupational health centres by a 'holistic' medical frame of reference, which contrasts with that often found in other medical sub-specialities. Finally, employers are influenced first, by a logic of profit which has a technical and institutional dimension and second, by an institutional welfare state logic. Chapter six shows that the largest 'domain conflict' in the initial phase of the rehabilitation trajectory has to do with defining 'capacity to work'. Domain conflicts are seen as resulting from different institutional logics, implying different views on illness and capacity to work. Numerous and frequent personal interaction make it possible for physicians and rehabilitation officials to avoid conflict. The operative phase is associated with two major domain conflicts. The first is related to negotiations between the social insurance office and the employers about transferring employees to other duties. Both sides avoid exercising power that may damage clients and future trust. Episodic power resources are used to exercise the strategy of 'the golden middle path'. The other domain conflict is related to the judgement of work capacity. The labour market officials' view of work capacity differs from that of the officials at the social insurance office. Chapter seven compares cooperative rehabilitation projects with regular rehabilitation activity. The results show that actors in cooperative projects break the sequential work order used in regular rehabilitation activity and thereby projects quickly collect comprehensive information about individuals. Cooperative projects can also achieve flexible solutions tailored to an individual clients needs. Further, cooperative projects allow time for unconventional initiatives, which regular activity do not. The process of 'returning to work' poses a challenge both kinds of work organizations. Individuals who are disabled in some way are required to meet the same labour market demands as healthy and well educated are expected to meet. Finally, regular rehabilitation work tends uses standardize clients while cooperative projects tend to treat them as individuals.
digitalisering@umu

Cette recherche tente de répondre à la problématique suivante : dans quelle mesure la mise en place d’un manager-hybride et d’une équipe pluridisciplinaire, peut- elle permettre la gestion de la concurrence entre des logiques institutionnelles au sein d’une organisation hybride ? Nous avons alors établi un cadre théorique développant d’abord la notion d’organisation hybride. Ensuite, nous investiguons la notion de manager-hybride en la rapprochant de celle de l’acteur-frontière. Enfin, nous nous intéressons à l’équipe pluridisciplinaire qui apparaît alors comme un espace favorable à la collaboration interprofessionnelle. Concernant notre démarche empirique, celle-ci, dans le cadre d’une étude de cas unique, s’est déroulée au sein du pôle Femme-Enfant d’un centre hospitalier intercommunal de grande taille que nous considérons comme un cas extrême et révélateur. Plus particulièrement nous avons endossé une méthodologie qualitative (entretiens semi-directifs avec analyse de contenu). Quant à nos résultats, nous avons constaté que les contextes institutionnel et organisationnel apparaissent comme empreints de tensions entre les différents groupes d'acteurs. Pour autant, le chef du pôle Femme-Enfant et le trio gestionnaire parviennent, via différents mécanismes, à agir en faveur d’une compréhension mutuelle des différents groupes et d’une hybridité équilibrée. Nous émettons alors deux principaux axes de discussion : l’un traitant des différentes habiletés du manager-hybride à soutenir la conciliation entre des logiques institutionnelles concurrentes ; et l’autre, de l’équipe pluridisciplinaire comme espace favorable à la diffusion d’une hybridité équilibrée et durable
The particular purpose of the research is to answer the following question : to what extent is the implementation of a hybrid-manager and a multidisciplinary team enables the management of competing institutional logics within a hybrid organization ? To this end, we propose a theoretical framework that develops, firstly, the concepts of hybrid organization. Next, we focus on the concept of hybrid-manager to put it closer to the boundary-actor one. Lastly, we focus on the concept of multidisciplinary team. Multidisciplinary team that appears as a favorable space for interprofessional collaboration. Our empirical approach is based on a single case study, which references a particular department in a hospital located in southern France (i.e. the « child-woman pole ») that we consider as an extreme and revelatory case. More specifically, we applied a qualitative methodology (i.e. semi-structured interviews with content analysis). Concerning our results, the data analysis shows an institutional and organizational context marked by tensions between individuals. But, the the head of the child-woman pole and the trio foster a mutual understanding between groups, and in so doing, balances competing logics. Finally, these results lead us to put foward two main themes for discussion : one centred on the skills and competencies of the hybrid-manager to support reconciliation and to balance coexistence of competing logics ; and the second one, centred on the multidisciplinary team as favorable space for the emergence of a hybrid institutional logic and for the dissemination of balanced and sustainable hybridity

Thesis (MEd)--Stellenbosch University, 2013.
Bibliography
ENGLISH ABSTRACT: This is an exploratory study of how school leaders can negotiate the various spaces in their schools in order to promote teacher motivation and, by implication, learner achievement. This research focuses on how three principals in the Western Cape Province have produced or re-appropriated spaces to create new, productive learning environments which positively engage the users of these spaces. According to section 4 of the Employment of Educators Act 76 of 1998 (PAM), all school leaders are expected to create a learning space that is conducive to teaching and learning. In order to know what such a leadership responsibility may entail, this study tries to capture the dynamic interplay between physical (perceived) and mental (conceived) spaces as embodied in social (lived) spaces in a school. It uses Lefebvre‟s spatial triad as its theoretical lens. Linked to the study‟s aim to investigate what the interplay is between the various Lefebvrean spaces in schools, is an examination of how school leaders can manage to negotiate the production of these spaces. For lived school spaces to have embodied meaning that is conducive to teaching and learning, they must be co-produced and co-owned by the users of that space. To illuminate the way in which school leaders can achieve this, the study draws on a model of transformational leadership. The qualitative study uses a focus group, individual interviews and observations of three schools that have all achieved recognition as schools with excellent learner achievement: a public primary school, a public high school and an independent high school. The main research findings are that each of the three school leaders instinctively followed a transformational leadership style, and produced spaces that encouraged professional interaction amongst their teachers as well as strong collegial support for their spatial changes. The staffrooms have been modernised and equipped with lush furniture, flat screen TV‟s, appealing decorations and stimulating pictures, all with the purpose of lifting the spirits and energy levels of the staff. In addition, teachers‟ professional meeting rooms and confidential workspaces have been established. Classrooms have been changed into inviting and functional 21st century ICT learning spaces, with flexible use of furniture and stimulating visuals. Outdoor learning spaces and safe “emotional zones” have been constructed At all three schools the entrances and receptions areas have been made into welcoming spaces in which learners can gather for meetings, and the schools‟ symbols and achievements are showcased. Clear signposting makes the visitor feel engaged. Braai areas for teacher and parent functions ensure that the school keeps parents involved. The main findings about the embodied spaces in the school are that the three school leaders have changed the physical spaces at their schools into new mental spaces which influence the perception, mood and motivation of the users of that space.
AFRIKAANSE OPSOMMING: Hierdie studie verken hoe skoolleiers die verskillende ruimtes in hul skole kan aanwend ten einde onderwysermotivering, en gevolglik ook leerderprestasie, te bevorder. Die navorsing konsentreer op hoe drie skoolhoofde in die Wes-Kaapse provinsie ruimtes geskep of heringerig het om nuwe, produktiewe leeromgewings teweeg te bring wat die gebruikers van hierdie ruimtes op 'n positiewe manier by onderrig betrek. Ingevolge artikel 4 van die Wet op Indiensneming van Opvoeders, Wet 76 van 1998 (PAM), moet alle skoolhoofde 'n bevorderlike ruimte vir onderrig en leer skep. Ten einde vas te stel wat sodanige leierskapsverantwoordelikheid behels, probeer hierdie studie die dinamiese wisselwerking tussen fisiese of waargenome (“perceived space”) en voorgestelde of veronderstelde (“conceived space”) ruimtes beskryf soos dit in die sosiale of belewingsruimtes (“lived spaces”) in 'n skool vergestalt word. Die navorsing gebruik Lefebvre se ruimtelike triade as teoretiese lens. Benewens die studiedoelwit om ondersoek in te stel na watter wisselwerking daar tussen Lefebvre se verskillende ruimtes in skole plaasvind, val die soeklig ook op hoe skoolleiers die skepping van hierdie ruimtes kan hanteer. Belewingsruimtes in skole sal slegs oor die nodige vergestalte betekenis beskik om onderrig en leer te bevorder indien die gebruikers van daardie ruimtes dit help skep en as hul eie aanvaar. Die studie put uit 'n model van transformasionele leierskap om lig te werp op hoe skoolleiers dít kan bereik. Hierdie kwalitatiewe studie gebruik 'n fokusgroep, individuele onderhoude sowel as waarnemings in drie skole wat bekend is vir hul uitnemende leerderprestasie: 'n openbare laerskool, 'n openbare hoërskool en 'n onafhanklike hoërskool. Die hoofbevindinge is dat elk van die drie skoolleiers instinktief 'n transformasionele leierskapstyl volg en ruimtes geskep het wat professionele wisselwerking tussen hul onderwysers sowel as sterk kollegiale steun vir hul ruimtelike veranderinge aanmoedig. Die personeelkamers is modern ingerig met gemaklike meubels, platskermtelevisies, aantreklike versierings en stimulerende prente, wat alles ten doel het om personeel se geesdrif en energievlakke te verhoog. Voorts is professionele vergaderlokale en vertroulike werkruimtes vir onderwysers tot stand gebring. Klaskamers is omskep in aantreklike en funksionele, 21ste-eeuse IKT-leerruimtes, met buigsame gebruik van meubels en stimulerende visuele elemente. Buitelugleerruimtes en veilige "emosionele sones" is ook geskep. By ál drie skole is die ingange en ontvangslokale in aanloklike ruimtes verander waar leerders vir vergaderings kan byeenkom en die skole se simbole en prestasies ten toon gestel word. Duidelike aanwysings betrek besoekers onmiddellik by die skoolomgewing. Braaigeriewe vir onderwyser-en-ouergeleenthede verseker ook voortdurende skakeling tussen die skool en ouers. Die hoofbevinding oor die belewingsruimtes in die skole is dat die drie skoolleiers die fisiese ruimtes by hul skole in nuwe geestesruimtes omskep het, wat die opvattings, gemoed en motivering van die gebruikers van daardie ruimtes beïnvloed.

Cette recherche tente de répondre à la problématique suivante : dans quelle mesure la mise en place d’un manager-hybride et d’une équipe pluridisciplinaire, peut- elle permettre la gestion de la concurrence entre des logiques institutionnelles au sein d’une organisation hybride ? Nous avons alors établi un cadre théorique développant d’abord la notion d’organisation hybride. Ensuite, nous investiguons la notion de manager-hybride en la rapprochant de celle de l’acteur-frontière. Enfin, nous nous intéressons à l’équipe pluridisciplinaire qui apparaît alors comme un espace favorable à la collaboration interprofessionnelle. Concernant notre démarche empirique, celle-ci, dans le cadre d’une étude de cas unique, s’est déroulée au sein du pôle Femme-Enfant d’un centre hospitalier intercommunal de grande taille que nous considérons comme un cas extrême et révélateur. Plus particulièrement nous avons endossé une méthodologie qualitative (entretiens semi-directifs avec analyse de contenu). Quant à nos résultats, nous avons constaté que les contextes institutionnel et organisationnel apparaissent comme empreints de tensions entre les différents groupes d'acteurs. Pour autant, le chef du pôle Femme-Enfant et le trio gestionnaire parviennent, via différents mécanismes, à agir en faveur d’une compréhension mutuelle des différents groupes et d’une hybridité équilibrée. Nous émettons alors deux principaux axes de discussion : l’un traitant des différentes habiletés du manager-hybride à soutenir la conciliation entre des logiques institutionnelles concurrentes ; et l’autre, de l’équipe pluridisciplinaire comme espace favorable à la diffusion d’une hybridité équilibrée et durable
The particular purpose of the research is to answer the following question : to what extent is the implementation of a hybrid-manager and a multidisciplinary team enables the management of competing institutional logics within a hybrid organization ? To this end, we propose a theoretical framework that develops, firstly, the concepts of hybrid organization. Next, we focus on the concept of hybrid-manager to put it closer to the boundary-actor one. Lastly, we focus on the concept of multidisciplinary team. Multidisciplinary team that appears as a favorable space for interprofessional collaboration. Our empirical approach is based on a single case study, which references a particular department in a hospital located in southern France (i.e. the « child-woman pole ») that we consider as an extreme and revelatory case. More specifically, we applied a qualitative methodology (i.e. semi-structured interviews with content analysis). Concerning our results, the data analysis shows an institutional and organizational context marked by tensions between individuals. But, the the head of the child-woman pole and the trio foster a mutual understanding between groups, and in so doing, balances competing logics. Finally, these results lead us to put foward two main themes for discussion : one centred on the skills and competencies of the hybrid-manager to support reconciliation and to balance coexistence of competing logics ; and the second one, centred on the multidisciplinary team as favorable space for the emergence of a hybrid institutional logic and for the dissemination of balanced and sustainable hybridity

Une des caractéristiques des entreprises multinationales est leur implantation dans des pays divers géographiquement et culturellement. Les services de communication interne sont représentés majoritairement comme la solution pour susciter l’adhésion à la culture d’entreprise et pour développer une synergie autour de celle-ci en dehors des considérations culturelles de chacun.Le discours dominant veut que la culture d’entreprise soit acceptée de la même façon par l’ensemble des salariés, notamment grâce à la communication interne qui y est définie comme un acteur stratégique jouant un rôle dynamique dans le quotidien de l’entreprise. L’objectif de cette thèse est de contraster les discours sur la communication interne avec les conclusions tirées de l’observation des tâches assurées par ses responsables dans trois filiales d’entreprises multinationales, en particulier pour constater à quel point les questions interculturelles font partie de leur quotidien. Il s’agit également de contraster les discours qui représentent l’entreprise comme une organisation à l’ordre social statique, basé sur une culture d’entreprise consolidée, avec le quotidien des salariés qui essaient de se trouver un espace d’expression de leur différence culturelle face à la culture de l’entreprise, ce qui remet en cause l’idée de l’environnement interne d’entreprise solide et inerte.Pour faire ressortir les écarts entre les discours et la réalité du travail dans l’entreprise multinationale, nous avons construit un cadre conceptuel basé sur la théorie de la régulation sociale de J.-D. Reynaud, en faisant l’hypothèse que la communication entre la culture de l’entreprise et les cultures des salariés se manifesterait via un jeu de règles permanent, et sur la théorie de l’ordre négocié de A. Strauss qui représente l’organisation en construction permanente de son ordre social basé sur la négociation des compromis entre acteurs. Les concepts du pouvoir et des représentations sociales sont utilisés pour renforcer l’idée selon laquelle toute interaction au sein de l’entreprise ne peut exister sans la présence des différentes manifestations de ces deux concepts.Pour formuler des conclusions, nous avons adopté une méthodologie de recherche basée sur l’étude de cas durant laquelle nous avons eu recours à l’observation participante, aux entretiens semi-directifs et à l’analyse du contenu des publications de la communication interne
One of the characteristics of multinational enterprises is their implementation in countries geographically and culturally diverse. Internal communication services are represented mostly as the solution to build support for the corporate culture and to develop synergy around it beyond workers' cultural considerations. The dominant discourse states that the corporate culture is to be accepted in the same way by all employees, notably through internal communication services, which are defined as a strategic actor playing an active role in everyday business. The objective of this thesis is to contrast the discourse of internal communication services with the conclusions drawn from the observation of tasks performed by its officials in three subsidiaries of multinational companies, in particular to see how cross-cultural issues are part of their daily lives. It aims also at contrasting how discourses that represent the company as an organization whose static social order is based on a consolidated corporate culture, with employees trying to find a space to express their cultural difference against the company culture in their daily life. In order to highlight the gaps between the rhetoric and reality of working in a multinational enterprise, we assembled a conceptual framework based on J.-D. Reynaud's theory of social regulation, assuming that communication between the corporate culture and the cultures of the employees would manifest itself through a set of permanent rules, and A. Strauss' negotiated order theory, which represents the organization permanently constructing its social order through the negotiation of compromises between actors. The concepts of power and social representations are used to highlight the idea that any interaction within the company can not exist without the presence of different manifestations of these two concepts. In order to draw conclusions, we have adopted a research methodology based on case studies. We have therefore used participant observation, semi-structured interviews and content analysis of the publications of internal communication services

Inscrits dans le contexte actuel de mondialisation, le développement et la promotion remarqués des modes amiables de règlement des différends (MARD) témoignent d’une nouvelle appréhension de la production normative où le justiciable est placé au cœur du droit, l’entente se substitue à l’autorité, la discussion et le dialogue prévalent. Tandis que le temps économique ne semble plus cadrer avec le temps judiciaire dans ce contexte concurrentiel qui exige des réactions rapides, les MARD répondent à une demande concrète des entreprises. Placées au centre de ce processus vivant et complexe, les entreprises adaptent leur stratégie de gestion des conflits en faisant appel à des moyens qui servent le mieux leurs intérêts. La prévention des risques est une priorité, la gestion de l’aléa, un défi quotidien et l’adaptation au contexte évolutif à l’espace et au temps, la marque de l’efficience des instruments normatifs adoptés. Les MARD laissent ainsi entrevoir la résurgence de la question de la légitimité du droit et de la justice étatique. On a qualifié ce phénomène de justice douce mais s’agit-il d’une forme de justice fut-elle alternative ? La réponse à cette question dépend de la compréhension globale que nous avons de ce phénomène. Cette réflexion se propose ainsi de le définir bien plus que comme la seule mise en œuvre de modes consensuels de traitement des différends, mais, véritablement comme l’expression d’un ordre juridique en développement. Approuvé par ses principaux usagers, les MARD deviennent un outil efficace de justice équitable. La notion de justice est alors envisagée, non pas dans son sens organique, mais substantiel, la justice pouvant être aussi consensuelle
As part of the current context of globalisation, the development and promotion of the alternative dispute resolution (ADR) clearly show a new approach in the production of norms, whereby the litigant is positioned at the very heart of the rule of law, and where mutual understanding replaces authority, and discussion and dialogue prevail. While economic time no longer correlates with judicial time in the competitive framework, which by its very nature demands rapid reactions, the ADR process meets concrete corporate needs. At the core of this active and complex process of globalisation, corporations adapt their conflict management strategies through ways which best serve their interests. Risk prevention is a priority, risk management a daily challenge and the adaptation to the evolving context, in space and time, the sign of efficiency of the normative tools used. Thus, ADR and its involvement in the globalisation process, raises anew the issue of the legitimacy of law and court justice. This phenomenon has been qualified as negotiated or consensual justice, but is it at its core a form of justice, even an alternative one? The answer to this question mainly depends on the overall understanding of the ADR phenomenon. That is why this thesis proposes to view it as more than just a simple implementation of a consensual dispute resolution tool as it is often depicted, but more genuinely as the expression of a developing legal order. Approved by its main users, the ADR process has become an instrument of fair and effective justice and has captured the concept of justice in its essence rather than in its structure

A small proportion of people claim to live and consume in ways they consider more sustainable in social and environmental terms. As yet, we do not know how many exactly, but possibly no more than 5-10% of the population. The thesis intentionally focuses on this minority finding there are at least three reasons why it is interesting to do so. First because they are all but ignored in sociologies of practice in the context of sustainable consumption which considers this minority an insignificance and focuses almost exclusively on 'mainstream' majority which more closely maps onto the stereotype of 'consumer society'. Second because we think we can learn much from juxtapositioning this group empirically against the spectrum of theories of practice to devise more robust and appropriate theoretical explanation of how these subjects, in the context of everyday practice, negotiate the many interpretations and contradictions involved in trying to put 'sustainability' into practice. Third because by understanding them better we can reflect on theoretical, empirical and policy implications for nudging this minority of the population to a higher percentage. The thesis sits at one end of a spectrum of positions in theories of practice applied to consumption, and in particular with a normative interest in sustainable consumption. It aligns with those who seek to re-insert the reflexive agent into accounts of practice, with particular reference to the conceptual construct of the 'citizen-consumer' and the context of political consumption (Spaargaren & Oosterveer 2010). Referring to theories of consumption, the thesis adds perspectives on how people negotiate multiple domains of consumption simultaneously since everyday practice involves interactions across multiple domains (such as eating, mobility, householding); and yet typically in theories of practice these are artificially separated into single domains. The study therefore considers the implications which domains have on how particular practices are carried out, first separately (per domain) and then as they come together (in a cross-cutting domain perspective). The study then takes theories of practice as a springboard to develop a theoretical position and framework which better fits the narrated accounts of the 37 subjects who participated in this study. In iteratively co-developing a theoretical framework and multiple 'stages' of empirical research (using grounded theory methodology) the study seeks to explain theoretically how subjects justify their 'doings' (drawing on 'conventions' and 'orders of worth' (Boltanski & Thévenot 2006)); how they appear to muddle through as best they can (introducing 'bricolage' (Lévi-Strauss 1972)); and how subjects appear to devise decision short-cuts when approaching decisions characterised by the multiple contradictions of sustainable consumption and incomplete or 'too much' information (introducing heuristics (Gigerenzer & Gaissmaier 2011)). In joining calls to re-insert the reflexive agent to account for how, when and why subjects enact changes towards trajectories which they consider 'more sustainable' in their own terms, the study takes inspiration from Margaret Archer's morphogenesis approach (1998) and explores her model of multiple modes of reflexivity, announcing certain modes as 'better fitting' conditions of late modernity. The study finally finds that contrary to a notion of the un-reflexive agent, the citizen-consumer is able to articulate visions of the 'good life'. In addition she is able to fold these visions back onto everyday practices performed in the past, present and future, laying out normative guidelines and positive accounts of how to achieve personal or societal well-being and happiness. The overarching positioning of the study is much inspired by Andrew Sayer's (2011; 2000) 'normative turn' calling upon social sciences to re-instate research into the things about which people care. The study is therefore guided by the overarching question of how people translate their environmental and/or social concerns into the ways in which they live and consume.

Yes
Safe and successful surgery depends on effective teamwork between professional groups, each playing their part in a complex division of labour. This article reports the first empirical examination of how introduction of robot-assisted surgery changes the division of labour within surgical teams and impacts teamwork and patient safety. Data collection and analysis was informed by realist principles. Interviews were conducted with surgical teams across nine UK hospitals and, in a multi-site case study across four hospitals, data were collected using a range of methods, including ethnographic observation, video recording and semi-structured interviews. Our findings reveal that as the robot enables the surgeon to do more, the surgical assistant's role becomes less clearly defined. Robot-assisted surgery also introduces new tasks for the surgical assistant and scrub practitioner, in terms of communicating information to the surgeon. However, the use of robot-assisted surgery does not redistribute work in a uniform way; contextual factors of individual experience and team relationships shape changes to the division of labour. For instance, in some situations, scrub practitioners take on the role of supporting inexperienced surgical assistants. These changes in the division of labour do not persist when team members return to operations that are not robot-assisted. This study contributes to wider literature on divisions of labour in healthcare and how this is impacted by the introduction of new technologies. In particular, we emphasise the need to pay attention to often neglected micro-level contextual factors. This can highlight behaviours that can be promoted to benefit patient care.