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The modern managerial model is characterised by deep contradictions that destabilise and weaken employees. On the one hand, the managers call upon intelligence, intuition and the reactivity of the employees (by putting them in competition with each other) and on the other hand, they hinder them by means of constraint and control (process, procedures, protocols methodologies, good practices imposed). The practice of permanent change, which creates systematic obsolescence of the knowledge and experience of employees, dispossesses them of any legitimacy to challenge the model and reinforces subordination.