Despite the important developments that peacebuilding plays in academia on conflict resolution and management, the field remains unexplored in multiple ways. One of the ways that this can be done is through the involvement of women in a domain that is considered to be relatively less inclusive of marginalized groups. The role women can play in negotiating for conflict resolution is significantly emerging as an important debate in peace research work and studies. Relatively little attention has been paid on the relevance of traditional approaches to conflict resolution particularly on the role that women contribute to using such methods. This impacts in balancing gender representation in peacebuilding processes. This research therefore takes a deeper look into the role of women in peacebuilding using the women groups in Casamance, Senegal as the empirical case study. The main objective of this study is to critically analyze the significant role women play as peacebuilders specifically, highlighting the relevance of traditional knowledge of conflict resolution. Hence, the key research question is to empirically reconstruct the role of women in peacebuilding and analyze how the use of traditional methods of conflict resolution has contributed to peacebuilding in Casamance. In this vein, this study employs a qualitative approach to critically analyze the situation in Casamance using semi-structured in-depth interviews and focus group discussions. This study utilizes the actor network theory (ANT) as the framework for analysis. A core finding of this dissertation reveals a disconnection between the existence of laws and policies on the participation of women in peacebuilding versus recognizing the local practices and initiatives of women groups at the grassroots with regard to implementation. The findings also bring to light the importance of further research in traditional methods of conflict resolution as contributing to peace and security.

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Cette recherche interroge les conditions de structuration et de perduration d’un engagement séparé pour les femmes dans les organisations et au sein de mobilisations agricoles bretonnes. Majoritairement composés d’exploitantes installées en couple et situés à la frontière entre associations de défense de l’égalité, cercles de sociabilités professionnelles et groupes de parole, les espaces d’encadrement agricole féminins offrent une occasion idoine de questionner non seulement l’imbrication des identités professionnelles et conjugales dans l’engagement mais également la labilité des usages rhétoriques de l'égalité et du féminisme dans des espaces professionnels non-mixtes. L’analyse de leur position dans l’espace de la représentation agricole questionne le degré d’autonomie des revendications portées au nom des agricultrices, leur influence sur les agendas organisationnels et leur effet sur la construction des carrières militantes. L’enquête s’appuie sur un dispositif cumulant une observation de quatre années des activités formelles et informelles des groupes féminins, une étude de leur documentation professionnelle, un recensement de leurs tribunes dans la presse agricole, auxquels s’ajoutent la réalisation d’entretiens avec les actrices qui y sont engagées et la constitution de données statistiques relatives aux mandats féminins dans les organisations agricoles bretonnes depuis 1990. Sur la base d’une analyse croisant les études de genre, la sociologie du militantisme et celle de la représentation professionnelle agricole, notre thèse consiste à démontrer que les groupes et mobilisations d’agricultrices forgent les contours d’une « cause de femmes » agricole mise sous tutelle des intérêts catégoriels et chevillée à l’idéal normatif de la complémentarité des sexes. En tant que réceptacles de positions professionnelles, organisationnelles et conjugales entrecroisées, les espaces de l’engagement féminin produisent des politisations ambivalentes de ces appartenances multiples, à la fois porteuses de contestation comme de reproduction des hiérarchies sexuées et de l’ordre social et politique. / This research looks into the conditions for the structuring and continuation of a separate female activism within Breton organisations and farmers mobilisations. Mainly made up of professionals living in couples and situated at the intersection between gender equality advocacy groups, professional networks and support groups, farming self-help groups are a case in point to question not only the intertwining of professional and marital identities within activism but also the lability of rhetorical uses of equality and feminism within women-only professional spaces. The analysis of their position within the farmers’ representation spaces makes it compelling to question the degree of autonomy of the claims made in the name of women farmers, their influence upon the setting of professional agendas and their impact on the development of activist careers.Evidence was collected through an apparatus which consisted in the addition of a four-year-long observation of female groups’ formal and informal activities, an analysis of their professional literature, an inventory of their opinion columns inside the farm press, to which can be added semi-structured interviews with women farmers engaged in this activism and the setting up of statistical data about female mandates within Breton farm organisations since the 1990s. Drawing on an analysis which mixes gender studies, sociology of militancy and studies of farming professional representation, this PhD aims to demonstrate that women farmers groups and mobilisations shape the features of a farming “women cause” although it is subordinated to corporatist interests and seen through the lenses of the normative ideal of complementarity between the sexes. Being a repository of interlinked professional, organisational and matrimonial standpoints, female activism spaces lead to the ambivalent politicisation of plural belongings. These multiple affiliations can be a catalyst for protest as well as a way to reproduce sexual hierarchies and social and political order.

在各個不同的產業裡，皆有研究提出構成企業「成功」和使其具有競爭力應擁有的關鍵因素。本研究以訪談資深非營利組織領導人來歸類整理出何謂「成功」的非營利組織及其發展的關鍵成功因素，以提供給向來資源有限的非營利組織在發展過程中作為檢視，以將資源優先投入這些關鍵的領域來減少無謂的摸索和失敗的可能。 為達研究目的，選擇持續運作超過十年的婦女團體，運用深度訪談法與關鍵事件分析法（Critical Incident Technique ,CIT），依五個受訪者所提其組織發展關鍵成功因素及對彼此組織發展關鍵成功因素，以「非營利組織的使命」;「非營利組織的參與者」；「非營利組織的運作」這三個構面將訪談內容歸類整理出非營利組織發展的「關鍵成功因素」如下： *非營利組織的使命：有清楚的宗旨（使命） *非營利組織的參與者： 1.參與者的特質：主動積極、對組織使命認同、有理想性格、熱忱、具行動力 2.組織的領導者：一路堅持的靈魂人物、願意不斷成長且洞見觀瞻的領導者 3.互補又分工的合作團隊 *非營利組織的運作： 1.組織文化：平等開放、學習型組織、活力型組織 2.把訴求清楚表達的能力 3.建立公信力及獲得社會認同 4.把人當做最大的資產，對參與者採「增權」方式 5.不斷檢視社會環境變遷，依社會需要調整服務或回應需求產生新服務 6.創新的靈活策略且能結合各方資源發揮影響力 一個非營利組織從成立到成為一個「成功」的非營利組織，最關鍵的因素為組織能否部份或階段性達成當初設定的使命，所以建議領導者要不斷檢視組織的使命是否有貫徹；要不斷反省與自我提升；同時要隨時注意時事以掌握社會需求脈動。非營利組織需掌握社會各種媒介的情報，促使成員相互激盪，培養出組織的共識與新行動；重視團隊合作；連結不同組織的資源網絡及凝聚共識的過程需平等公開，不採取一言堂的方式，「增權」組織成員潛能以使其盡情發揮，使組織維持最大動能。 / Research shows that there are key factors contributing to “success” that are common across industries. This study investigated the key to success of Non-Profit Organizations (NPO) and their developments through in-depth interviews with NPO leaders. These findings can serve as developmental key learnings for other, resource-limited NPO’s, allowing them to more effectively harness available resources, thus reducing wastage due to trial and error. This research paper endeavors to organize these Critical Success Factors into easily accessible best-of-practice case studies for up-and-coming NPO’s. For the purposes of this study, the author selected five Non-Profit Women’s Associations with a least ten years of successful operations. Research methodology was depth interviews combined with Critical Incident Technique (CIT). Three main constructs were used in this process including: The mission of NPOs, NPO participants and NPO operations. This study identifies and organizes “Critical Success Factors” that all successful Non-Profit Organizations should own. The Critical Success Factors of A Successful NPO Are: 1.Well defined missions. 2.Strong Personnel/Membership Structure: a.Members of the organization will have: i.self-motivated; identification to organization missions ii.A high degree of enthusiasm iii.The ability to execute the organization directives b.A successful NPO will have Leadership with the following characteristics/skill sets: i.The spiritual leader of an NPO with an unchanging sense of mission, a strong and insight. ii.The ability to continually learn and apply those learnings to the organization. iii.A mutually supporting team that divides work up equally. 3.Strong Operations: a.Organization culture: Equal, open, focused on learning and vigorous. b.Externally it will be able to: i.Clearly articulate organizational goals and objectives ii.Create sufficient exposure to create positive awareness and opinion within society c.Internally it will be able to: i.Create “esprit-de-corps” within organization ii.Empower stake-holders to leverage their strengths d.Continual review of social changes and the adjustment of old services or the introduction of new services to meet social needs. e.Creative and flexible strategies and the ability to integrate various resources to exert influence. A successful NPO needs to accomplish the initial Mission. In order to achieve this, it is recommended that the NPO leadership continually review whether or not the organization is achieving the objectives for which it was established and conduct self-evaluation and self-improvement. The NPO also needs to be in tune with developments and trends in the society it is operating in. By making the information gleaned open and available to all members of the organization, the leadership can empower its members and contribute to a common sense of purpose, helping it achieve the maximum efficiencies and success.