Comportement organisationnelLe comportement organisationnel est une discipline carrefour qui regroupe l'étude et le management du comportement humain au sein des organisations ainsi que l'étude et le management de ces organisations. Il reprend, aux niveaux de l'individu, du groupe et de l'organisation, les concepts de la psychologie individuelle (et plus particulièrement la psychologie du travail devenue la psychologie organisationnelle), la psychologie sociale au niveau du groupe, la sociologie et plus particulièrement la sociologie des organisations et la sociologie du conflit, l'anthropologie et les sciences politiques.
Évaluation par les pairsvignette|droite|Évaluation d'une proposition de financement par un spécialiste du NIH américain. Dans les disciplines scientifiques, l'évaluation par les pairs (ou peer review selon l'expression anglophone couramment utilisée) désigne l'activité collective des chercheurs qui jugent de façon critique les travaux d'autres chercheurs (leurs « pairs »). L'évaluation par les pairs est un principe fondamental de la recherche scientifique, que ce soit pour les sciences dites « exactes » ou les sciences humaines et sociales.
EvaluationIn common usage, evaluation is a systematic determination and assessment of a subject's merit, worth and significance, using criteria governed by a set of standards. It can assist an organization, program, design, project or any other intervention or initiative to assess any aim, realisable concept/proposal, or any alternative, to help in decision-making; or to ascertain the degree of achievement or value in regard to the aim and objectives and results of any such action that has been completed.
Argument téléologique (religion)Largument téléologique, ou argument du dessein divin', est l'argument sur l'existence de Dieu qui se base sur des preuves perceptibles d'ordre, d'intention, de conception ou de direction - ou d'une combinaison de ceux-ci - dans la nature. Il s'appuie sur l'aspect complexe du monde qui semble avoir été conçu, et serait donc l'objectif ou le but d'un être intelligent. Cet argument a été remis au goût du jour par les créationnistes américains, sous la forme du mouvement du Dessein intelligent.
Evidence-based policyEvidence-based policy is a concept in public policy that advocates for policy decisions to be grounded on, or influenced by, rigorously established objective evidence. This concept presents a stark contrast to policymaking predicated on ideology, 'common sense,' anecdotes, or personal intuitions. The approach mirrors the effective altruism movement's philosophy within governmental circles. The methodology employed in evidence-based policy often includes comprehensive research methods such as randomized controlled trials (RCT).
Kalam cosmological argumentThe Kalam cosmological argument is a modern formulation of the cosmological argument for the existence of God. It is named after the Kalam (medieval Islamic scholasticism) from which its key ideas originated. William Lane Craig was principally responsible for giving new life to the argument, due to his The Kalām Cosmological Argument (1979), among other writings. The argument's key underpinning idea is the metaphysical impossibility of actual infinities and of a temporally past-infinite universe, traced by Craig to 11th-century Persian Muslim scholastic philosopher Al-Ghazali.
Secondary sourceIn scholarship, a secondary source is a document or recording that relates or discusses information originally presented elsewhere. A secondary source contrasts with a primary source, which is an original source of the information being discussed; a primary source can be a person with direct knowledge of a situation or a document created by such a person. A secondary source is one that gives information about a primary source. In this source, the original information is selected, modified and arranged in a suitable format.
Organization developmentOrganization development (OD) is the study and implementation of practices, systems, and techniques that affect organizational change. The goal of which is to modify a group's/organization's performance and/or culture. The organizational changes are typically initiated by the group's stakeholders. OD emerged from human relations studies in the 1930s, during which psychologists realized that organizational structures and processes influence worker behavior and motivation.
