The authors draw on several case studies to investigate the organization of labour relations conceived as evolving and contextualizable processes. For example, a human action will not be the same if it is free or required. The authors highlight the fact that some phases of technological innovation call for new types of labour relations: from "the unspoken to cooperation". They also try to establish how the situation changes when one goes from communication between experts to projectbased communication. Lastly, they explore the subject of risk assessment by actors in situations of uncertainty, and the role of mediation by the collective.