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The improvement of working conditions (IWC) has, during the 1970s, been the object of both intensive debate and policy seeking to alter the rules of work organization. This thesis studies the main issues at stake in this newly identified area of social policy. IWC has been especially concerned with the finely divided work tasks of large batch production. The trend in occupational health risks and the change in the attitudes of workers have provoked a reassessment of the effectiveness of the taylorist and fordist methods of organization. There has been a significant increase in experimentation with new methods of work organization. On the basis of three case studies, this research analyses the main components of these innovations, their economic impact, their relationship with personnel management methods, and their long term effects. The reasons for the relative failure of these innovations are also analyzed. As concerns the framework of industrial rules governing work management, IWC has encouraged major procedural changes: a limitation in the role of law, active personnel policies by enterprises, and a decentralization of industrial relations. State policy, employers' policies designed to promote greater flexibility, and union attitudes to work organization, and the workers' participation are also analyzed from 1968 until the 1982 "Auroux laws". The articulation between the issues of substance (the implementation of IWC) and of procedure (the level and the actors involved in work organization), has favored a neo-liberal view of work management. However, the longer term implications of IWC are to be found in the attempts to go beyond the models of mass production. The methods of neo-classical economics, the study of industrial relations, and more structural analyses of work management are used. ; L'amélioration des conditions de travail (ACT) a concerné durant les années soixante-dix de nombreux discours et pratiques visant à modifier les règles de la gestion du travail. La thèse étudie les enjeux de cette ...

The improvement of working conditions (IWC) has, during the 1970s, been the object of both intensive debate and policy seeking to alter the rules of work organization. This thesis studies the main issues at stake in this newly identified area of social policy. IWC has been especially concerned with the finely divided work tasks of large batch production. The trend in occupational health risks and the change in the attitudes of workers have provoked a reassessment of the effectiveness of the taylorist and fordist methods of organization. There has been a significant increase in experimentation with new methods of work organization. On the basis of three case studies, this research analyses the main components of these innovations, their economic impact, their relationship with personnel management methods, and their long term effects. The reasons for the relative failure of these innovations are also analyzed. As concerns the framework of industrial rules governing work management, IWC has encouraged major procedural changes: a limitation in the role of law, active personnel policies by enterprises, and a decentralization of industrial relations. State policy, employers' policies designed to promote greater flexibility, and union attitudes to work organization, and the workers' participation are also analyzed from 1968 until the 1982 "Auroux laws". The articulation between the issues of substance (the implementation of IWC) and of procedure (the level and the actors involved in work organization), has favored a neo-liberal view of work management. However, the longer term implications of IWC are to be found in the attempts to go beyond the models of mass production. The methods of neo-classical economics, the study of industrial relations, and more structural analyses of work management are used. ; L'amélioration des conditions de travail (ACT) a concerné durant les années soixante-dix de nombreux discours et pratiques visant à modifier les règles de la gestion du travail. La thèse étudie les enjeux de cette ...

The improvement of working conditions (IWC) has, during the 1970s, been the object of both intensive debate and policy seeking to alter the rules of work organization. This thesis studies the main issues at stake in this newly identified area of social policy. IWC has been especially concerned with the finely divided work tasks of large batch production. The trend in occupational health risks and the change in the attitudes of workers have provoked a reassessment of the effectiveness of the taylorist and fordist methods of organization. There has been a significant increase in experimentation with new methods of work organization. On the basis of three case studies, this research analyses the main components of these innovations, their economic impact, their relationship with personnel management methods, and their long term effects. The reasons for the relative failure of these innovations are also analyzed. As concerns the framework of industrial rules governing work management, IWC has encouraged major procedural changes: a limitation in the role of law, active personnel policies by enterprises, and a decentralization of industrial relations. State policy, employers' policies designed to promote greater flexibility, and union attitudes to work organization, and the workers' participation are also analyzed from 1968 until the 1982 "Auroux laws". The articulation between the issues of substance (the implementation of IWC) and of procedure (the level and the actors involved in work organization), has favored a neo-liberal view of work management. However, the longer term implications of IWC are to be found in the attempts to go beyond the models of mass production. The methods of neo-classical economics, the study of industrial relations, and more structural analyses of work management are used. ; L'amélioration des conditions de travail (ACT) a concerné durant les années soixante-dix de nombreux discours et pratiques visant à modifier les règles de la gestion du travail. La thèse étudie les enjeux de cette ...

Rapport d'expert sans projet de publication ; Il peut sembler a priori choquant ou tout au moins paradoxal de s'interoger sur les rapports existants entre les critères économiques d'une part et l'amélioration des conditions de travail. Il semble en effet acquis que l'amélioration des conditions de travail est une action volontariste dont les critères se trouvent à l'extérieur du monde économique. Cela est particulièrement vrai pour les politiques globales d'amélioration des conditions de travail telles qu'elles peuvent être mises en oeuvre par les Etats ou au plan de la coopération internationale. Mais ceci est aussi une grande partie exact sur le plan micro-économique, celui des entreprises, dont les actions dans ce domaine relèvent d'abord d'une stratégie sociale, même si elle est profondément imbriquée aux objectifs économiques. Est-ce à dire que l'économie n'intervient dans ce domaine qu'en tant que contrainte, et non en tant que critère de décision ? Pour répondre à cette question, il faut s'interroger sur les critères utilisables dans une action d'amélioration des conditions de travail. [.]

Rapport d'expert sans projet de publication ; Il peut sembler a priori choquant ou tout au moins paradoxal de s'interoger sur les rapports existants entre les critères économiques d'une part et l'amélioration des conditions de travail. Il semble en effet acquis que l'amélioration des conditions de travail est une action volontariste dont les critères se trouvent à l'extérieur du monde économique. Cela est particulièrement vrai pour les politiques globales d'amélioration des conditions de travail telles qu'elles peuvent être mises en oeuvre par les Etats ou au plan de la coopération internationale. Mais ceci est aussi une grande partie exact sur le plan micro-économique, celui des entreprises, dont les actions dans ce domaine relèvent d'abord d'une stratégie sociale, même si elle est profondément imbriquée aux objectifs économiques. Est-ce à dire que l'économie n'intervient dans ce domaine qu'en tant que contrainte, et non en tant que critère de décision ? Pour répondre à cette question, il faut s'interroger sur les critères utilisables dans une action d'amélioration des conditions de travail. [.]

Rapport d'expert sans projet de publication ; Il peut sembler a priori choquant ou tout au moins paradoxal de s'interoger sur les rapports existants entre les critères économiques d'une part et l'amélioration des conditions de travail. Il semble en effet acquis que l'amélioration des conditions de travail est une action volontariste dont les critères se trouvent à l'extérieur du monde économique. Cela est particulièrement vrai pour les politiques globales d'amélioration des conditions de travail telles qu'elles peuvent être mises en oeuvre par les Etats ou au plan de la coopération internationale. Mais ceci est aussi une grande partie exact sur le plan micro-économique, celui des entreprises, dont les actions dans ce domaine relèvent d'abord d'une stratégie sociale, même si elle est profondément imbriquée aux objectifs économiques. Est-ce à dire que l'économie n'intervient dans ce domaine qu'en tant que contrainte, et non en tant que critère de décision ? Pour répondre à cette question, il faut s'interroger sur les critères utilisables dans une action d'amélioration des conditions de travail. [.]

Expert report without a draft publication It may seem a priori shocking or at least paradoxical to interact with the relationship between the economic criteria on the one hand and the improvement of working conditions on the one hand. Indeed, it seems clear that improving working conditions is a proactive action, the criteria of which lie outside the economic world. This is particularly true for overall policies to improve working conditions as they can be implemented by States or at the level of international cooperation. But this is also an accurate micro-economic part, that of enterprises, whose actions in this area are primarily part of a social strategy, even if it is deeply intertwined with economic objectives. Does it mean that the economy only intervenes in this area as a constraint, not as a decision criterion? In order to answer this question, it is necessary to consider the criteria that can be used in an action to improve working conditions. [.] ; Rapport d'expert sans projet de publication Il peut sembler a priori choquant ou tout au moins paradoxal de s'interoger sur les rapports existants entre les critères économiques d'une part et l'amélioration des conditions de travail. Il semble en effet acquis que l'amélioration des conditions de travail est une action volontariste dont les critères se trouvent à l'extérieur du monde économique. Cela est particulièrement vrai pour les politiques globales d'amélioration des conditions de travail telles qu'elles peuvent être mises en oeuvre par les Etats ou au plan de la coopération internationale. Mais ceci est aussi une grande partie exact sur le plan micro-économique, celui des entreprises, dont les actions dans ce domaine relèvent d'abord d'une stratégie sociale, même si elle est profondément imbriquée aux objectifs économiques. Est-ce à dire que l'économie n'intervient dans ce domaine qu'en tant que contrainte, et non en tant que critère de décision ? Pour répondre à cette question, il faut s'interroger sur les critères utilisables dans une action ...

This is a follow-up report of PEPPER report on the financial participation in Europe organised by Professor Erik Poutsma ( Nijmegen School of Management, Netherland). Le cas français est inclu dans "PRACTICES OF FINANCIAL PARTICIPATION IN EUROPE: Features of Best Practices" DOI:10.13140/RG.2.2.30425.11361 ; France has a pattern that consists of more state regulated (mandatory) broad based deferred profit-sharing with the aim of enhancement of employee savings and wider distribution of wealth and wage flexibility. Financial participation systems are also used for income and employment policies. The corporate governance system of France provide for a limited scope of employee share ownership due to more concentration of capital and the substance of closely held family firms. The system in France has mainly promoted company profit sharing and the build-up of considerable, though very unevenly distributed, employee savings. Even though the government has offered incentives several times since the 1970s, ESO has developed relatively slowly, and the tax system has not done anything to discourage this trend. If ESO appears to be developing at a faster pace these days, it is only because of privatization procedures and stock market developments. But will the current downswing in the stock market and the impending decrease of privatizations slow down the ESO trend? And won't payroll restraints (due mostly to the reduction in work hours) encourage the use of company performance-related bonuses as a supplement to wages? In these conditions, employee saving schemes appear to be the most strategic component of the financial participation system. This is probably why it is central to the 2001 Fabius Act. By creating co-operative business savings schemes (PEI) for the small companies that are excluded from mandatory profit sharing schemes, the law aims to extend the possibility for building employee savings with preferential taxation treatment to all employees except civil servants. And by establishing PPESV schemes, it promotes long-term savings that employees can use to build their personal assets. ESO is only one approach to this saving strategy. The law aims to give ESO a role by incentivizing a minimum 3% ESO holding in company capital and employee involvement in company management. If the system continues to develop, it could energize social dynamics. But it could also remain just another component of company social and payroll policy.

This is a follow-up report of PEPPER report on the financial participation in Europe organised by Professor Erik Poutsma ( Nijmegen School of Management, Netherland). Le cas français est inclu dans "PRACTICES OF FINANCIAL PARTICIPATION IN EUROPE: Features of Best Practices" DOI:10.13140/RG.2.2.30425.11361 ; France has a pattern that consists of more state regulated (mandatory) broad based deferred profit-sharing with the aim of enhancement of employee savings and wider distribution of wealth and wage flexibility. Financial participation systems are also used for income and employment policies. The corporate governance system of France provide for a limited scope of employee share ownership due to more concentration of capital and the substance of closely held family firms. The system in France has mainly promoted company profit sharing and the build-up of considerable, though very unevenly distributed, employee savings. Even though the government has offered incentives several times since the 1970s, ESO has developed relatively slowly, and the tax system has not done anything to discourage this trend. If ESO appears to be developing at a faster pace these days, it is only because of privatization procedures and stock market developments. But will the current downswing in the stock market and the impending decrease of privatizations slow down the ESO trend? And won't payroll restraints (due mostly to the reduction in work hours) encourage the use of company performance-related bonuses as a supplement to wages? In these conditions, employee saving schemes appear to be the most strategic component of the financial participation system. This is probably why it is central to the 2001 Fabius Act. By creating co-operative business savings schemes (PEI) for the small companies that are excluded from mandatory profit sharing schemes, the law aims to extend the possibility for building employee savings with preferential taxation treatment to all employees except civil servants. And by establishing PPESV schemes, it ...

International audience ; We focus on meta-organisations at the subnational level, with regional governance and implementation at theheart of our analysis. There are parallels between that regional governance and the role of intermediaries in the economic development of regions (Cooke and Morgan 1998, Scott 1998). More recently, the new economic landscape has called for a review of the regional clusters policy and the adoption of a multilevelgovernance model that regulates commercial and non-commercial relations between the different regional and external stakeholders. This region-specific approach to innovation would be based on sectoral diversification, internationalopenness and a high level of diversity among stakeholders to reduce the risks associated with lock-in effects and self-referential behaviours (Cappellin 2010, 2017). However, organisations of organisations are not designed to betools for improving our understanding of the relationship between new types of region-specific government policies and the construction of collective identities through business associations.To answer our research question, we adopt a qualitative method that focuses on the analysis of three structurally different PRIDES: Culture Industries and Heritage, Business Tourism and Care Services.1 Despite the differences in their activities, the distinguishing feature of these types of cluster is that they have regional groups and administrative bodies as clients, suppliers, and trustees. After outlining our theoretical framework and methodology, we introduce theregional policy of the PRIDES as well as the geographical boundaries of each cluster. We then analyse how each meta-organisation has made use of the public incentives for innovation and development through the use of ICT. We conclude with a discussion on the relevance and limits of public policy with regard to the geographical boundaries of these very diverse business groupings, all of which include a significant number of SMEs. ; Au début des années 2000, certains Conseils ...

International audience ; We focus on meta-organisations at the subnational level, with regional governance and implementation at theheart of our analysis. There are parallels between that regional governance and the role of intermediaries in the economic development of regions (Cooke and Morgan 1998, Scott 1998). More recently, the new economic landscape has called for a review of the regional clusters policy and the adoption of a multilevelgovernance model that regulates commercial and non-commercial relations between the different regional and external stakeholders. This region-specific approach to innovation would be based on sectoral diversification, internationalopenness and a high level of diversity among stakeholders to reduce the risks associated with lock-in effects and self-referential behaviours (Cappellin 2010, 2017). However, organisations of organisations are not designed to betools for improving our understanding of the relationship between new types of region-specific government policies and the construction of collective identities through business associations.To answer our research question, we adopt a qualitative method that focuses on the analysis of three structurally different PRIDES: Culture Industries and Heritage, Business Tourism and Care Services.1 Despite the differences in their activities, the distinguishing feature of these types of cluster is that they have regional groups and administrative bodies as clients, suppliers, and trustees. After outlining our theoretical framework and methodology, we introduce theregional policy of the PRIDES as well as the geographical boundaries of each cluster. We then analyse how each meta-organisation has made use of the public incentives for innovation and development through the use of ICT. We conclude with a discussion on the relevance and limits of public policy with regard to the geographical boundaries of these very diverse business groupings, all of which include a significant number of SMEs. ; Au début des années 2000, certains Conseils ...