References of "Rondeaux, Giseline"
     in
Bookmark and Share    
See detailL'identité des agents face aux réformes publiques: perte de repères ou nouvelles racines?
Rondeaux, Giseline ULg

in Emery, Yves; Giauque, David (Eds.) Les dilemmes de la nouvelle gestion publique (2007)

Detailed reference viewed: 39 (4 ULg)
Peer Reviewed
See detailIdentity dynamics in post‐NPM administration: A subtle two‐step between contents and context.
Rondeaux, Giseline ULg; Pichault, François ULg

in Proceedings of the 23rd EGOS Conference: "Beyond Waltz - Dances of Individuals and Organization" (2007)

Due to the current need for modernization, many public administrations are faced with a series of reform processes, under various forms and concerning several aspects of the administration. One can ... [more ▼]

Due to the current need for modernization, many public administrations are faced with a series of reform processes, under various forms and concerning several aspects of the administration. One can reasonably suppose that these upheavals have effects on civil servants, on their relationship with the organisation and on the way they see it. Within such a large issue, our main concern is to question the existence of links between a major planned change within an administration (such as a NPM reform) and its organizational identities. Three positions can be tested: • the impact: public reforms involve the transformation of identities; • the independence: identities persist, whatever the reforms may be; • and finally, co-structuring: reforms partly modify identities, but the latter also shape the reforms process. The position we are adopting in this paper tends to fit into this third approach, resulting from empirical data collected within a Belgian Ministry: the introduction of an NPM reform leads to a hybridization of identity logics within a public administration, but in other respects, the reform process can eventually be influenced by the identity logics. Using a qualitative analysis of our empirical material, we first distinguished 6 identity profiles, characterised by their reference to an identity logic (public service, public managerialism or pragmatism) and their perception of the context (congruence or dissonance). This identity profile concept can be defined as the enactment of the context according to each logic. In other words, the confrontation of the identity logic with the perception of the context can lead to either a situation of congruence (in which the perception of the context appears to be in continuity with the identity logic) or a situation of dissonance (in which there is a break between the perception of the context and the identity logic). The position towards the context, leading to either congruence or dissonance, depends on both individual and group factors. In order to give these profiles a longitudinal dimension and to propose an analysis of identity dynamics in a temporal perspective, we then conducted a second set of interviews 12 to 18 months later, with the same sample of people we had met before. In this way, we can explain how identity profiles evolve over time. A concomitant analysis of the administration context and the identity changes allows us to reveal the links between identities and the continuous change context into which they fit. Through our case study, our hypothesis of organizational identities and reform process co-structuring appears to be valid, as shown by the hybridization of identity logics within the administration we studied. Our results allow us to assume a modification of identity points of reference following a reform, as well as a reinterpretation of this reform through the identity filter. Our longitudinal approach reveals the identity dynamics, by identifying notably the shift processes from one position to another, and leads us to propose a model of contextualized identity dynamics. From our data, we are also able to show which factors produce (or are likely to produce) identity shifts. These evolution factors are the situational events which, when they occur, entail an evolution in the perception of the context perception of either congruence or dissonance), and can lead to a transition from one identity profile to another. We also consider the frame of mind of each identity profile towards change (1) as it is actually experienced and (2) in a projective way, as it would be experienced in future (i.e. the dimensions people wish to be changed, and those they fear being changed). Such information results in several lessons for managerial consideration: it can be used as a basis to extract precious indicators for change management – on the content of change as well as how it is conducted. These observations can also be used to identify the change potential of an organisation, in the design of change management strategies, and particularly in terms of communication policies. [less ▲]

Detailed reference viewed: 28 (0 ULg)
Peer Reviewed
See detailIdentities and change in public administrations: which interaction over time?
Rondeaux, Giseline ULg

Conference (2006, September)

In the name of their modernization, public administrations are confronted to series of change processes, under varied forms and addressed to several aspects of the administration. One can reasonably ... [more ▼]

In the name of their modernization, public administrations are confronted to series of change processes, under varied forms and addressed to several aspects of the administration. One can reasonably suppose that these upheavals cause effects on civil servants, on their relation to the organisation and on the way they see it. Within such a large question, our preoccupation is to question the existence of links between a major planned change within an administration (such as a NPM reform) and its organizational identities. Three hypotheses can be tested: • the impact: public reforms involve transformation of identities; • the independence: identities persist whatever the reforms may be; • and finally the co-structuring: reforms modify partly identities, but these ones shape also the reforms process. The position we adopt in this paper tends to be inscribed in this third hypothesis: we assume indeed that the introduction of a NPM reform leads to a hybridization of identity logics within public administration, but in other respects the reform process can be eventually influenced by the identity logics. We illustrate this assumption with empirical data collected in a Belgian Ministry. According to a first qualitative analysis we distinguished 6 identity profiles, characterised by their reference to either one or the other identity logic (public service or public managerialism) and their adopted positioning (fidelity or reality) (see EGPA 2005). 12 to 18 months later, we conducted a second set of interviews with the same sample of people we met before. This leads us to give these first results a longitudinal dimension and to propose an analysis of identity dynamics in a temporal perspective. We thus explain how identity profiles evolve over time. A concomitant analysis of the administration context and the identity changes allow us to reveal the links between identities and the continuous change context in which they are inscribed. Furthermore, we also proceed to the statistical exploitation of questionnaires sent to the whole Ministry personnel, in order to broadening our empirical basis. Doing this, we attempt to estimate the relative importance of the identity profiles as they are represented within this organization. Through our case study, our hypothesis of organizational identities and reform process co-structuring appears as valid, as shows the hybridization of identity logics within the administration we studied. Our results allow us to assume a modification of identity points of reference following a reform, as well as a reinterpretation of this reform through the identity filter. Our longitudinal approach reveals the identity dynamics constructed over time, by identifying notably the shift processes from one position to another. [less ▲]

Detailed reference viewed: 8 (0 ULg)
See detailSome Issues for the Successful Implementation of an E-Government Project
Rondeaux, Giseline ULg

in Makkia, M.; Antiroikko, A. (Eds.) Encyclopedia of Digital Government (2006)

Detailed reference viewed: 22 (4 ULg)
Full Text
Peer Reviewed
See detailModernizing Public Administration: the impact on organisational identities
Rondeaux, Giseline ULg

in International Journal of Public Sector Management (2006), 19(6), 569-584

Detailed reference viewed: 26 (4 ULg)
See detailLes technologies de l'information et de la communication: un instrument de motivation des fonctionnaires
Dieu, Anne-Marie ULg; Rondeaux, Giseline ULg

in Duvillier, T.; Genard, J.-L.; Piraux, A. (Eds.) La motivation au travail dans les services publics (2003)

Detailed reference viewed: 16 (6 ULg)
See detailE-projets: la conduite du changement par la traduction
Rocher, O.; Rorive, Brigitte; Durieux, Dorothée et al

Report (2003)

Detailed reference viewed: 25 (4 ULg)
Peer Reviewed
See detailPour une télématique de service public
Rondeaux, Giseline ULg; Schoenaers, Frédéric ULg

in Revue de Gestion (2001), (printemps),

Detailed reference viewed: 15 (7 ULg)
Peer Reviewed
See detailL’administration publique et les technologies de l’information
Cornet, Annie ULg; Rondeaux, Giseline ULg

in Gestion : Revue Internationale de Gestion (2001), 26(1), 28-30

Detailed reference viewed: 17 (1 ULg)
Peer Reviewed
See detailFemmes et Hommes en entreprise : quels fondements normatifs pour la GRH ?
Rondeaux, Giseline ULg

in Actes du Xe colloque de l’AGRH (2000, November)

Colloque -

Detailed reference viewed: 20 (2 ULg)
Peer Reviewed
See detailGender, Work and Positive Actions: Evolution of the Representations of Equal Opportunities on the Belgian Labour Market
Cornet, Annie ULg; Rondeaux, Giseline ULg

Conference (1999, July)

Framework of the paper This paper focuses on the representation of equal opportunities in companies and non-profit organisations identified as having best practices in their human resources policies. Our ... [more ▼]

Framework of the paper This paper focuses on the representation of equal opportunities in companies and non-profit organisations identified as having best practices in their human resources policies. Our reflections are based on a inter-universities research made during 1998. Our primary focus is to study up to what point the actions posed last years under the topic of equality between men and women on the workplaces contributed to modify the representations and the practices of companies and non-profit organisations (such as hospitals, for example). Research process and questions To reach that goal, we broke up the research process into two parts: first : the evaluative processes aimed at encircling what in our cultural context could be compared to 'best practices' in an equal opportunity sense; second : to test up to what point this concept of equality of chances gets a coverage in the companies and to perceive if the mentality have evolved. The aim here is to see whether the actions set up by the Ministry of Labour and Employment under the topic "positive actions" could have modified the representations around this theme. Is there for example a shift towards the concept of management of diversity like in North America? In short, we tried to see whether, beyond concrete actions which have been undertaken, the values of companies themselves are changing and have evolved. Methods The methodology we used proceeds from a two-levels process : • the qualitative level : we made six case-studies in Belgian companies and non-profit organisations. In each case study, we interviewed employers as much as employees. To reach a certain representativity of the companies, we chose some selection criteria: multinational company versus local company, big company versus SME, secondary, tertiary or non-profit sector, predominantly masculine or feminine jobs, low or high qualifications requirements, etc. • the quantitative level : we made a large investigation by questionnaires on the national scale. We sent those questionnaires to the persons in charge of the Human Resources from 700 companies, and we carried out a statistical processing of the answers. In addition, we have broaden the perspective by identifying similar initiatives at the level of the European Community, and by exchanging theoretical and bibliographical informations through a transnational network. Results The research results reveal that, beyond the concrete actions undertaken, the representations of men and women on the labour market remain strongly linked to the perception of social roles, especially family ones. It seems that there is an agreement around the principle of equal opportunities, but which calls more upon values of equity and justice than of valorisation of women on the labour market or questioning the operating modes of companies. We used in particular Hofstede's concepts of autostereotypes and heterostereotypes within the framework of our analysis. The results of this analysis appear particularly interesting on what is identified as specific competencies, the advantages and the brakes of men and women at the professional level. They also question the opportunity of positive actions and the image these actions have for both men and women. [less ▲]

Detailed reference viewed: 23 (0 ULg)
Peer Reviewed
See detailDeconstructing the rational model : the case of mergers
Schoenaers, Frédéric ULg; Rondeaux, Giseline ULg

in collectif (Ed.) Proceedings of the Ninth European Congress on Work and Occupational Psychology (EAWOP) (1999, May)

Detailed reference viewed: 5 (0 ULg)