Presents the idea that the "Aubry" law context, which concerns the reorganization
of working time, constitutes an encouragement to decentralize the collective negotiation.
Introduced in June 1998, this mechanism represents an opportunity to observe innovative
negotiation modes and the construct of organizations' models. These models aim to
associate the principles of Taylorism with the increasing need for flexibility. Through
negotiation cases, the authors observe the manner in which the social partners build
satisfactory compromises regarding work and the organization of working time. Such
processes show the ability of employees to participate in organizational constructs
and their creativity. The empirical observations illustrate the debate on the renewal
of the Taylorian approach for organizations. Historically, in France, the action
of trade union organizations has been deeply rooted in the protest against the Taylorian
model; today the union movement constitutes, in our understanding, one phase of professional
relations in the reshaping process of the Taylorian model of organization.