Personal development in organizations: between modernity and postmodernity

Abstract

We are witnessing major changes in
companies that constitute the emergence of new
paradigms. Relationships and interactions between
people are now considered as central, at least in the
intentions and speeches. This article aims to show
how personal development can participate to change
the logic of process and individual competencies into
a logic of interaction and regulation between people.
For this it is necessary to distinguish it from a strictly
individual development that does not answer to the
needs of new forms of work organization.