L'autonomie des individus dans l'entreprise : essai de conceptualisation et regard sur les pratiques.

Abstract : This dissertation tries to define what can be work autonomy in today's firms, and wich human resources management policies car promote it without getting to chaos. Starting from a reading in Kant's philosophy and in Freud's theory of personality, it shows that autonomy at work means a capacity to engage oneself into work situations where uncertainty makes it necessary to elaborate specific diagnosis and to imagine adequate solutions, negotiated whith other workers. It so presents a typology of twenty kinds of work autonomy, stolen or given by the boss, operating on different topics, starting from being free to talk, ending in being free to define one's goals and rules A review of organizational theory literature leads us to wonder whether the joint regulation model (Jean Daniel Reynaud, 1989), that says that stolen autonomy is a major source of performance since workers exchange their real work against a recognition of their identity, can also explain workers behaviors in the case or manager's demand of autonomy. Two qualitative case studies, allow us to show that actors accept to play the game of autonomy if they are considered by their manager as real subjects, having a right to manage their career path. There is a displacement of the negotiation towards a different kind of autonomy recognition. We thus show that it is possible to foster autonomy at work by engaging workers within a competence management system where autonomy is exchanged against more freedom in one's career choices : more differences between each individual, granted by a face-to-face relationship with one's manaer, along with a globally equitable system.
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Frédérique Alexandre-Bailly. L'autonomie des individus dans l'entreprise : essai de conceptualisation et regard sur les pratiques.. Gestion et management. HEC PARIS, 2001. Français. ⟨NNT : 2001EHEC0076⟩. ⟨pastel-00918740⟩

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