The heirs of these schools

Résumé du document

In this context, it is possible to obtain a joint development of human resources and business performance. This development is possible through the voluntary introduction and controlled change.It is therefore to find the optimal means of mobilizing human resources.

The training groups: formation of groups whose members must achieve a greater capacity for understanding, increased capacity, greater stimulation and insight about their own goals. Participants led by a facilitator must develop more effective behaviors.
The survey feedback: It is complete studies group, questionnaires, in order to analyze the modes of coaching, organizational climate, member satisfaction ... for the sake of improvement.

Transactional Analysis: Starting from the idea that everyone has 3 states (unconscious, I, superego), everyone must learn to manage their transactions with each other. Either the organization hierarchy or power it seeks to identify problems with the staff and then seek solutions in order to create a dynamic success.

Extraits

[...] The organization is also composed of assets that are specific or not. More their high degree of specificity is more there will be a risk of appropriation by a party who seeks to capture a portion of the profits. Given this risk, the greater the need to integrate these assets and coordination will be carried out by the firm and not by the market. Considering all these factors the confrontation between agents (transaction) generates costs (transaction costs) because of mobilized resources, time devoted to seek a compromise, standardization efforts, protective measures put in place . [...]

[...] The company operates as assets. They determine the value, are likely to disappear or transform and therefore the company must evolve, reconfigure permanently. The company is an evolutionary element to be able to control over the events. Co-evolution is parallel to the development with partners. The evolutionary relationships are more or less strong and long with its partners and are all collaborative relationships. It must reconfigure its links to its environment. Plus it is less turbulent the number of links is important and vice versa Systems Analysis.: Bertalanffy will use science to analyze areas that are not addressed by scientific exploration. [...]

[...] The company will then expand its range, address new markets and diversify so that must then adopt a more flexible structure (matrix in autonomous centers of decision). VII. THE SOCIO-TECHNICAL SYSTEM. A. CONCEPT SYSTEM APPLIED TO ORGANIZATIONS Business and Biology The company is composed of tangible organizational, financial assets, customers and suppliers. Two other categories are distinguished: tangible (hardware) and intangible (immaterial). It is the core of the enterprise should be optimally combined to create value. The company must look at what assets value generator. [...]

[...] This is the best system for Likert. It allows the introduction of matrix structures per project. B. THE GRID SHEEP AND BLAKE. BLAKE and MOUTON. They propose a grid whose principle is simple: two notes between 1 and 9 is given to man in the company, one for the interest in the human element, the other concerning the interest production Deductions. They infer from 5 types of management styles and 5 companies and managers: 1.1 Strict minimum: minimum effort to support a sufficient level of production ensuring the continued support of the staff Authority, obedience potential conflicts unless working conditions are managed Vacation Club: attention paid staff, so good atmosphere but too little interest in the production Administration: The organization is based on the balance requirement of the production and maintenance of morale Team work: the work is done by individuals involved. [...]

[...] Stakeholders will develop strategies to expand their own degree of freedom and arbitrary and reduce that of others. [...]