Spending time at work, with family/whanau, and communities takes up a large proportion of Maori women's lives. Finding a balance can often be complex and challenging, due to surrounding environmental influences that are continually changing. This thesis explores those challenges, and considers whether 'being Maori' affects the way they manage their lives around the dimensions of work family/whanau and community.The study interviewed Maori women over 20 years of age, in paid work, and who were active members in two urban Maori communities of Auckland, namely Te Whanau o Waipareira Trust and Manukau Urban Maori Authority.It was anticipated that information gleaned could be used to consider positive strategies to facilitate the better management of their time given the constraints imposed on them by modern existence without compromising their cultural obligations as Maori actively involved in their communities.Overall, it was found that being Maori does have an affect on how the women manage their lives around work, family/whanau, and community. A number of factors are identified that help balance work and everyday life including whanau and community support as well as individual strategies and personal assistance. For example, flexible employers that valued Maori beliefs and culture helped reinforce and facilitate the achievement of this balance. Similarly, quality childcare was invaluable. Further research is suggested as to how Maori women balance competing priorities from community and whanau demands.

Spending time at work, with family/whanau, and communities takes up a large proportion of Maori women's lives. Finding a balance can often be complex and challenging, due to surrounding environmental influences that are continually changing. This thesis explores those challenges, and considers whether 'being Maori' affects the way they manage their lives around the dimensions of work family/whanau and community.The study interviewed Maori women over 20 years of age, in paid work, and who were active members in two urban Maori communities of Auckland, namely Te Whanau o Waipareira Trust and Manukau Urban Maori Authority.It was anticipated that information gleaned could be used to consider positive strategies to facilitate the better management of their time given the constraints imposed on them by modern existence without compromising their cultural obligations as Maori actively involved in their communities.Overall, it was found that being Maori does have an affect on how the women manage their lives around work, family/whanau, and community. A number of factors are identified that help balance work and everyday life including whanau and community support as well as individual strategies and personal assistance. For example, flexible employers that valued Maori beliefs and culture helped reinforce and facilitate the achievement of this balance. Similarly, quality childcare was invaluable. Further research is suggested as to how Maori women balance competing priorities from community and whanau demands.

Cette thèse analyse les mutations du travail et de l’emploi et par conséquent, les mutations de la protection des travailleurs licenciés dans les Entreprises Publiques (EP) rendues privées au Gabon. Ce faisant, elle tente de lire les mutations (licenciements, pertes d’emplois) intervenues après la privatisation. Mais face à ces mutations, quelle est la politique d’emploi au Gabon? Quels accompagnements (plans sociaux) pour un retour à l’emploi ? Aussi, par quels processus et mécanismes la privatisation entraîne-t-elle les mutations d’emploi dans les EP rendues privées? L’hypothèse est que la faiblesse des politiques d’accompagnements et de protection des travailleurs initiées par le gouvernement en vue de lutter officiellement contre la précarité du travail et du chômage, lors des mouvements de privatisations au-delà des considérations du droit du travail, explique ces mutations. C’est ce que nous tentons de cerner au niveau de la SEEG, de la SETRAG et de la SUCAF-Gabon à partir d’une démarche qui prend en compte les approches quantitatives et qualitatives d'une manière empirique / This thesis analyzes the changes in work and employment and therefore the changes in the protection of workers dismissed in the Public Enterprises (EP) made private in Gabon. Thus this thesis tries to understand the mutations (layoffs, job losses, outsourcing, subcontracting) that occurred after privatization. But in front of these changes at work, what is the employment policy in Gabon? What social supports are used for returning into employment? By what processes and mechanisms, the privatization causes the transformations of employment in public enterprises made private? The assumption is that the weakness of social policies and protection of workers introduced by the government to fight officially against precarity and the unemployment during the movements of privatizations beyond the consideration of labor law policy explains these mutations. This is what we try to understand from the companies SEEG, SETRAG and SUCAF GABON by an approach that takes into account both quantitative and qualitative approaches in an empirical way.

This diploma thesis deals with use of alternative work arrangements. It introduces the topic of job flexibility and alternative work arrangements. It focuses mainly on the use of four main alternative work arrangements as provided by the International Labour Organization, which are: temporary employment, part-time work, temporary agency work and self-employment. The text compares data regarding these four alternative work arrangements in the European Union. The thesis also includes a qualitative research carried out in big organizations in Prague that assesses what forms of alternative work arrangements do they use, what are the reasons for opting for some of the alternative work arrangements in an organization and it identifies the most beneficial alternative work arrangements, applicant groups and job positions that the alternative work arrangements are used for the most. KEY WORDS labour market flexibility, non-standard employment, flexible working arrangements, temporary employment, part-time work, temporary agency work, self-employment