This diploma thesis deals with thema of harmonization of family and working duties in women at managerial positions. Background is drawn from the area of psychology of work and organization in theoretical part and from personal experiences of manager women in empirical part. The thesis analyzes the meaning of work in nowdays society, its changes and raising work demands in each individual. Next there are underlined themes of woman in management and social expectations from woman. Used strategies in 7 women were investigated with hep of qualitative research with usage of semistructured interview in real conditions. The thesis draws conclusion that spousal support, supportive family background, a need of self-fulfillment at work, use of flexible working time arrangements and the use of modern technologies are crucial points. Discovered data were recorded and women feelings emerging from building their careers and gaining work success as well. Keywords work, woman, management, harmonization of work and family life, leadership, children

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The status of women on the labour market and motherhood The main objective of this thesis is to analyse the position of women in the labour market in selected countries representing different models of family policy. The analysed countries are the Czech Republic, France, the Netherlands, Spain, Sweden and the United Kingdom. As first step, there are introduced conditions for the reconciliation of work and family life in selected countries and in the context of legislative of European Union. As second step, there are analyzed the level of fertility and the position of women in the labour market. There are also examined impacts of reconciliation of work and family not only on reducing the impact of parenthood on women's employment, but also on the level of fertility. The last part of this thesis deals with the evaluation of the respondent's opinions from International Social Survey Programme 2012 by average scores and binary logistic regression. Topics of analysed questions are the employment of mothers with young children and the division of roles in the family. The results confirmed that in countries with better conditions for the reconciliation of work and family there are smaller impacts of parenthood on women's employment also there are higher fertility rates. In the Czech Republic, there are most...

This diploma thesis is focused on the harmonization of work and family life. Specifically focused to the return of women with completed secondary education without leaving exam to the labor market after the maternity leave. The aim of this work is to find the unique determinants that affect transition between maternity leave and labor market. Next step is to compare unique factors with those that can be seen in the literature and specific determinants that can be seen in the financical sector. Adopted research strategy is qualitative approach, specifically semi-structured interview and questionnaire, which is conducted on nine preselected respondents. Collected data are analyzed by using open coding method, which brings us following details and conclusions. The respondents with completed secondary education without leaving exam are not interested in harmonization of work and family life, they would rather separate both spheres.The biggest barrier of return to the labour market is low education, the lack of kindegartens, night shifts and the lack of work experience. On the other hand there is an advantage on labor market if the mother have enough work experiences. Newly identified determinants are: poor financial situation of the family, the lack of information and sick child as a barrier of the transition between maternity leave and labor market. Vice versa contacts in the work field makes huge advantage when the mother has them. The results of this study provide hypotheses for further research. The contribution of this work is an insight to the return of a particular group of women to the labor market. It is possible that these women could experience different barriers than better educated mothers.

The employment status of persons caring for a child Abstract The content of this thesis is the employment status of persons caring for a child. It is a topic that affects most people, mainly women, as it is a very current issue with a high social importance. Parenthood and childcare have a significant impact on an employee's working life, as the position of these persons under labor law is considerably more difficult and their protection is therefore absolutely essential in this area. The thesis deals in a comprehensive way with individual areas of labor law that are affected by child care. The thesis is concentrating on all phases of child care and according to this the thesis is divided systematically into five chapters. The first chapter analyzes the current legislation not only on national but also international level as well as it analyzes the European Union law. The second chapter is devoted to the working conditions of women during their pregnancy, the third chapter deals with the time after childbirth, such as maternity, the institution of maternity leave and the corresponding benefit of social security law. The rights of the father of the child after childbirth are also taken into account. The fourth chapter deals with parental leave together with parental allowance. The final chapter deals with...

1 ABSTRACT The current European family is based on the ideal of gender equality and considers the interest of the child to be fundamental. The European Union strategy is to involve as many women as possible in the labour market and encourages national governments to adopt measures to enable women to reconcile their work and care for children. Developed countries also promote both parents being equally involved in the care of children, including preschool children. Czech legislation conforms to European standards and creates the preconditions for reconciling family and work life. In practice, the conservative attitude of both parents and employers persists. The mother usually stays at home with a child under the age of three and employers are not very accommodating to flexible forms of work that enable mothers of young children to get involved in the work process. The way to change the situation is to increase corporate social responsibility and family friendliness and to change the attitudes of parents themselves, increasing the involvement of fathers in care of children in particular. Solutions to the protection and support of pregnancy, maternity and parenthood, as well as the protection of the child in the Czech Republic can be considered as above-standard and comparable to the situation in the most...

The thesis deals with the development of availability of preschool childcare in the Czech Republic after 1990 and its relation to the harmonization of family and working life of women. The aim of this work is to identify possible future perspectives of this development and its potential impact on the economy of the country. In the introduction, it is firstly outlined how the demographic development and the approach to family policy changed in the Czech Republic after 1990. After that follow a specification of the system of preschool care in the Czech Republic and an analysis of development of the availability of preschool childcare and of employment of women in the labour market. For the estimation of future development, a projection of potential candidates for preschool care services and a projection of expected number of mothers with young children in 2020 are conducted. The results of the projections indicate that the current capacity of kindergartens could be sufficient already in the school year 2019/2020, in the context of the decreasing number of live births. Nevertheless, the Czech Republic is likely to fail to fulfil timely the objectives of the European Union for the minimum participation of children in preschool education based on the Barcelona criteria and the strategy Europe 2020. Insufficient...

“Although the subject of female leadership is very well documented at an international level, Pakistan still lacks enough research in this area. This scarcity of research gives rise to a commonly held belief that gender equality has been achieved in Pakistan which hides the gender stereotypes and discrimination practices still prevailing in the country.” “Digging into the experiences of thirty working women, this study examined the effect indigenous culture of Pakistan has in shaping their life experiences as well as career success. The study followed a qualitative research approach with phenomenological theoretical framework. Fifteen females were interviewed from urban areas and fifteen from rural areas to draw a holistic picture of indigenous culture of Pakistan and its effect on career success of females.” “Female participants of this study were interviewed on skype and the data gathered through these interviews was analysed using grounded theory approach. Interviews were taken in Urdu and transcriptions were prepared in English to conduct analysis for this study. Seven categories were initially developed through open coding, followed by three clusters through axial coding an lastly the study created a theoretical framework through selective coding. Findings of the study indicate that indigenous culture strongly effects the career success of working women in Pakistan. Based on thematic analysis, the study concludes that indigenous culture of Pakistan puts taboos on females in the form of family bevahior, expectations and the structurally enforced inferior status of females which effects their leadership skills negatively and restricts their career growth.” “Indigenous culture of Pakistan creates mobility issues for women which restricts the possibility to join better jobs at other places instead of their home town and it also effects expansion of entrepreneurial ventures by restricting females to their home towns. Apart from social mobility, culture restricts the decision making power of females which effects their self-recognition and vision development and other skills necessary to become a better leader. Females also face difficulty managing work and family life because of the uneven domestic work burden on females and the concept that woman is the caretaker of house no matter how tough her job gets. Single females don’t face the problem of managing house work and family life however they face issues such as social immobility, preference of male colleagues over them because of their perceived short work life, lack of decision making power and lack of self-confidence.” “The participants were of the view that despite of all the challenges brought by culture, they are still struggling for their career and fighting against the taboos put by culture.” “Respondents of this study agreed that their family support is most important factor for them to stand against the cultural taboos and pursue their dreams. Therefore, this study concludes that there is a strong need to change the mind-set prevailing in these societies that female is a creature who has to be agreeable and caretaker of family and who is responsible for saving relationships. Although efforts have been done to give women equal rights in Pakistan, these efforts will become more meaningful if general perception of society about women and their role starts to change which will require awareness programmes and cooperation from academic institutions and policy makers.” Page 4 of 97 Impact of Indigenous culture on Female Leadership in Pakistan “This study recommends a future research on the perception of males about female colleagues working with them in order to examine if males of countries like Pakistan are ready to accept female leaders. As this study was conducted on females only, for future it is recommended to examine the mind set of males of the society to draw a comparison between situation of females and impact of males mind set on this situation.”

Cette thèse compare deux pays dont les niveaux de fécondité sont très différents et se pose la question de savoir dans quelle mesure les dispositifs des politiques familiales, et notamment les mesures qui permettent aux femmes de concilier activité professionnelle et vie familiale expliquent cette différence. Les deux pays ont en effet en commun de consacrer proportionnellement un même pourcentage de leur PIB pour soutenir les familles. Or la conciliation entre vie familiale et vie professionnelle est différemment soutenue. Tandis qu’en France les dispositifs et les modes de gardes pour les enfants d’âge préscolaire permettent une rapide reprise de l’activité professionnelle pour les femmes après une naissance, en Hongrie c’est une longue interruption de cette activité qui est soutenue avec les allocations-interruption. Ce système, hérité des années 1960-1990 influence la durée de l’inactivité des femmes qui est en moyenne de 4,7 ans après une naissance. Les mentalités soutiennent d’ailleurs ce mode de fonctionnement puisque les normes sociales préconisent en Hongrie la garde maternelle avant l’âge de trois ans des enfants. Ces normes sont toutefois en train de changer, les femmes jeunes étant plus permissives et souhaitant travailler plus rapidement après une naissance. La quasi obligation de quitter le marché du travail après une naissance a comme résultat que le statut professionnel influence significativement la réalisation des intentions de fécondité en Hongrie tandis qu’en France, en conséquence d’une plus grande neutralité des politiques familiales, le statut professionnel joue moins sur ces intentions dont la réalisation est d’ailleurs plus fréquente. / This dissertation compares two countries in which the level of fertility is very different and explores to which extent these differences can be explained with current family policy measures and in particular with measures that permit women to reconcile employment and family life. Both countries devote the same proportion of their GDP to families, but they support the reconciliation between work and family life differently. While in France the measures and the childcare facilities for children below three allow women to resume work quickly after a birth, long career interruptions are supported in Hungary. The measures, inherited from the era of state-socialism, have an important impact on the duration of career interruptions of women: after a birth, the mean length of these interruptions is about 4.7 years.At the meantime people’s mentality supports this organisation of family life after a birth since social norms require maternal childcare until the age of three. Yet, these norms are changing and younger women are more permissive and wish to resume work more quickly. The almost obligation to take up parental leave after a birth means that women’s employment status has a significant effect on the realisation of fertility intentions in Hungary. In France, on the contrary, as a result of the more neutral family policy, employment status has less effect on the realisation of fertility intentions, and moreover, these intentions are more often realised than in Hungary.

The present paper will analyze, in the first place, the state of reconciliation of work, personal and family life, pointing those deficiencies that are presented, and the obstacles on the development of this right. Additionally, it will analyze if the establishment of a basic income could be an incentive to this reconciliation or, to the contrary, it could have an adverse effect, this seen from a gender perspective. / El presente estudio analizará, en primer lugar, el estado de la conciliación de la vida personal, familiar y laboral, señalando aquellas carencias que presenta y los obstáculos del desarrollo de este derecho. Adicionalmente, se analizará si el establecimiento de una renta básica puede ser un incentivo a la conciliación, o en cambio sería perjudicial, esto último visto desde la perspectiva del género.