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Promoting gender equality and equity remain an important goal for schools in South Africa, and strides have been made in many areas to reduce inequalities. Local and international legislative and policy frameworks create a context within which unfair discrimination can be curtailed, but these, albeit important, are not entirely sufficient, and inequities persist based on perceptions regarding motherhood and teaching. There is a need to address practices at grassroots level, where historical stereotyping and procedures have become entrenched in the system. For female teachers to experience meaningful equality, these underlying issues need to be addressed and this cannot be achieved through legislative processes. What is required is that the whole process of socialisation into sex roles needs to be addressed. This study sets out to analyse and describe the world of mother teachers, and to explore how entrenched assumptions, cultural values and beliefs impact on the meaningful construction and harmonisation of the dual role of mother and teacher. The professional woman who becomes a mother finds herself faced with the dual role of mother and professional and the result is that conflicting and complementary dimensions emerge that makes the pressure to meet all expectations overwhelming. These mother teachers consistently try to be what they think ‘others’ want them to be and, therefore, they often have not come to terms with who they are. Their life become a life to please ‘others’ and because they cannot please everybody, they experience feelings of failure. This study came to understand that the mother teachers’ will experience ambivalence and discomforts concerning their attempts to balance their personally constructed multiple roles successfully when they do not accept themselves fully as women with special talents, competencies and attributes. Supportive behaviour from the state, school principals and fathers is needed. However, mother teachers themselves are the main source for self-actualisation. Unfortunately, when mother teachers cannot accept themselves for who and what they are, no support system will be able to help them to feel successful about being both homemakers and professionals. I was interested in what each participant’s experiences of motherhood and teaching were; how she expressed herself in conveying these experiences; and consequently, the meaning she attached to her experiences. The research problem, and the nature of the information sought, suggested the use of three distinct methods, namely (1) the narrative interview; (2) reflexive journal entries; and (3) observational field notes. After these three data collection methods had been conducted, coding of the information gathered took place to facilitate analysis and interpretation. From the findings, I believe that these mother teachers will only find themselves and fulfil their place in society once they are able to redefine their own perceived role expectations of society when fulfilling personally constructed multiple role expectations. / Dissertation (MEd (Educational Management, Law and Policy))--University of Pretoria, 2008. / Education Management and Policy Studies / unrestricted

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Work-family balance practices (WFBPs) in the workplace have caused growing interest amongst employees and employers in developing countries like Malaysia. Previous research has shown that the application of work-family balance interface (e.g. work-family integration) in the workplace has an impact on the role of manager, particularly at the micro level analysis. The study has four objectives, which are: (1) To explore how managers and executives in the O& G sector perceive the notion of WFBPs; (2) To identify the type of WFBPs introduced in the Malaysian O&G companies; (3) To compare the WFBPs in both government-owned and privatelyowned O&G companies; and (4) To evaluate the role of a manager in implementing WFBPs in O&G companies. A qualitative method was employed in this study by using a face-to-face, semi-structured interview approach. The interview approach was used to explore the concept and dimensions of the understanding of WFBPs, as this is the appropriate approach to gain a viewpoint from an individual perspective. The empirical result of the investigation has recognised the significant themes of the implementation of WFBPs on the O&G employees' work-life balance. Firstly, it provided the WFBPs' notions of the integration, separation and integration-separation concept between work and family lives to the O&G workforces. Secondly, the study identified and examined the utility of the WFBPs that enables the comparison of formal and informal WFBPs for both government-owned and privately-owned O&G companies. Thirdly, the study evaluated the role of the manager in undertaking the WFBPs and factors that motivate the O&G workforces in the workplace. This study also revealed the impact on the individual and the organisation from the implementation of WFBPs. Hence, the study showed the interconnected manager roles in achieving the work-life balance whilst working with the O&G industry.

警察勤務是24小時晝夜輪替服勤，其工作性質具高度危險性、辛勞性、不確定性及機動性，警政署規劃逐年降低男女警員員額十比一的錄取比例限制，未來女警人數勢必增加且在未來人力運用上，女警扮演日益重要的角色。以往女警在警界中往往扮演邊陲角色或擔任性質單純的內勤工作，現在的勤務卻是包羅萬象，諸如，值班、巡邏、交通整理、執行擴大路檢、追捕逃犯、緝毒肅槍等勤務。如此，女警要面對多元複雜的治安環境及兼顧家務，此舉是否導致她們面臨角色衝突，女警的角色是否必須有所調整，為值得探究的課題。 本研究採用質性研究法中的深入訪談法，以基隆市警察局機關編制內已婚且育有子女的12位女警為訪談對象，以探討女性員警之親子關係、角色期望與衝突，以期深入了解女性員警的生活及所面臨的問題，並探究其在扮演多重角色時，如何有效因應身兼工作角色及家庭角色。訪談所得資料，經歸類、分析所得研究結果： 一、親子關係、權威管教 受訪者受到傳統觀念的影響，再加上雙薪家庭，工作時間長且工作時間日夜顛倒，壓縮到陪伴子女的時間，親子間互動減少，然而必須在短暫的時間內傳遞溝通的訊息，避免子女出現偏差行為，所以大多數受訪者採取權威式管教方式，並設定規範要求子女遵守。 二、經濟考量、從警主因 受訪者當初選擇進入警界的原因，經濟因素是女性選擇從警的主因之一，另一項原因就是崇拜警察陽剛、打擊犯罪的正義形象。 三、母職扮演、傳統依舊 受訪者對於「母職」與「妻職」的角色，仍無法擺脫傳統的性別角色與義務，她們通常把家庭與教養視為自己理所當然的責任與義務，不得不犧牲自己的時間，滿足子女與先生的需求。 四、兼顧子女、負荷頗重 受訪者對於學齡前子女教養工作花費的許多時間與精力，超出體力的負荷，有時會將子女帶進辦公處所，一邊工作、一邊照顧子女與指導作業；如果先生無法分擔家庭事務工作，更增加受訪者的壓力，而無法調適的情形，感到蠟燭兩頭燒的窘境。 五、角色衝突、尋求支持 受訪者在面臨工作與家庭事務衝突時，最重要的是尋求支持系統，例如長輩的照顧、辦公室的托育等；另一方式就是會找尋丈夫、家人、朋友聊天獲抒發己見以獲得暫時的安慰或者聽音樂、做運動紓解壓力，這些都是對於受訪者感到有效的策略。但是女警在專心追求事業的同時，仍會配合家庭運作，以家庭生活為重心，畢竟維持家庭生活運作仍然是女性員警的最終考量。 本研究依據研究結果，提一些建議：一、對警察機關的建議：舉辦健康親子休閒活動、宣導女警角色、強化性別平等教育、合理勤務時間、紓解工作壓力、協助育兒托育、適當的女警輪調制度；二、對已婚女警的建議：提供社會支持、重視家庭溝通、做好時間管理、尋求支持，善用資源、平權的家務分工。 關鍵字：已婚女警、親子關係、多重角色、角色期望、角色衝突 / Police staff works round the clock and on a shift basis. Their jobs involve high risks, physical strength requirements, uncertainty and mobility. On a year-by-year basis, the National Police Agency is planning to lift the 10:1 quota for male and female recruitments. Increase in the number of female police staff, therefore, is foreseeable. In terms of human resources management, policewomen will play an increasingly important role in the industry. In the past, policewomen were normally assigned to minor tasks or less complicated office works. Now their roles are becoming versatile, having to fulfill different job requirements including shift works, patrolling, traffic conduction, roadside inspection, chasing criminals, combating guns and drugs, etc. They have to deal with a diversified and complicated environment for public security and to fulfill their family responsibilities at the same time. Are policewomen, therefore, facing role conflicts? Do they need role adjustments? These are all issues worthy of further exploration. In this research, we adopted the In-Depth Interview approach, one of the Qualitative Research methodologies, and have interviewed 12 married policewomen with children, who are working for the Keelung City Police Bureau. The purpose is to achieve an in-depth understanding of the life of these policewomen; the parental relationship, role expectation and role conflicts; as well as various problems they encountered. We also tried to understand the approaches they took to achieve an effective work/family balance when dealing with their multiple roles. The results of the interview have been classified and analyzed, and are summarized below: 一、Parental Relationship and the Authority Teaching Style Most of the interviewees are influenced by traditional concepts. Facing the pressure of double-income families, as well as lengthy and irregular working hours, they are forced to squeeze the time spent with their children. The interaction between parents and children, therefore, is reduced. Having to communicate with the kids within limited time and minimize undesired behaviors from the children, most of the interviewees adopt the authority teaching style. They set up rules and asked their children to follow. 二、Financial Considerations – The Key Reason for Selecting Police Jobs For female police staff, one of the key reasons for joining the police force is financial considerations. Another reason is their adoration of the “manlike” nature of the police jobs and their positive image in combating crime and protecting justice. 三、 The Traditional Role as a Mother In terms of their roles as a “mother” and a “wife”, the interviewees still could not free themselves from the traditional roles and obligations for the gender. They believed that they had unshirkable responsibilities to look after the family and educate the children. They have no choice but to sacrifice their own time to satisfy the need of their husbands and children. 四、 Childcare – a Heavy Load The interviewees have spent tremendous time and energy in looking after and educating their preschool children. They felt physically overloaded. Sometimes they needed to bring the kids to offices so that they could, while working, look after the kids and help with their homework at the same time. The pressure would become worse if their husbands were unable to share the house chores. Some interviewees felt themselves “a candle burning at both ends”, having difficulties in adapting themselves to the situation. 五、Role Conflicts and the Need for Support When facing a role conflict between family and work, the interviewees felt it most important to turn to a support system. For example, they would seek help from the elders in the family for help, or rely on the childcare services from the employers. Other methods for temporary relief are to talk with their husbands, families or friends, listening to music or join sport activities. These are all effective strategies for the interviewees. While striving for their career, policewomen are still required to remain family-focused and support all family activities, since family care is still reckoned as their ultimate goal of life. Based on the results of this research, we wish to provide the following recommendations: (1) For police agencies: We recommend to arrange parental/children activities, provide education on the roles of policewomen, enhance education on sexual equality; review and ensure reasonable working hours, provide childcare supports and build up a good rotation system for policewomen. (2) For married policewomen: Provide social supports, improve communication within the family, develop time management skills, solicit external supports, improve resource management and ensure equality in the sharing of housework. Key Words: Married Policewomen, Parental Relationship, Multiple Role, Role Expectation, Role Conflicts

This diploma thesis analyses Ulrich's concept of the multiple-roles model and the implementation of the HR Operating Model through selected theoretical bases, published qualitative and quantitative researches conducted especially in the environment of European organizations of the secondary and tertiary sector of the market. HR Operating Model is also analysed through own qualitative research conducted in the personnel department of a selected organization operating in the field of fast moving consumer goods, which becomes a part of a multinational organization. Part of the qualitative research is a descriptive case study that monitors the transformation of the organizational structure of the personnel department, the revision and the implementation of the personnel processes, the degree of its' adaptation to the specific local conditions, the descriptive case study also identifies the positive and the negative consequences of the transformation in the local personnel department. Keywords HR Operating Model, Three-legged Model, multiple-role model, HR Business Partner, transformation of the personnel department