transitions in the south waikato labour market: an ethnographic study

(ii)Transitions Research – Concept and MethodologyThough the term transition is frequently used in labour market analysis and discussion,what is contained in this choice of word is a wealth of contextual detail. By its verynature, a transitional perspective emphasises the dynamic quality of such markets andfocuses on “flows and not stocks” and can “reveal and explain patterns … during thelifecycle of individuals or groups” (Schmid et al, 1999:268). Thus, although our use ofthe term transition incorporates the common meaning of the word – a movement orshift from one state or point to another – we develop the concept more fully to achievesuch an emphasis and focus. In doing so we seek to identify the array of starting pointsand outcomes that can make up a transition and unpack the mix of contexts, influencesand processes that are integral to any shift. The result is a detailed analysis of changeat the micro-level of the labour market.Such analysis is important for a range of reasons, one being that the labour marketitself is undergoing significant change. Schmid et al (1999:268) conceptualise thesechanges, in part, as a greater blurring of the borderlines between gainful dependentlabour market work and other productive activities. They note that the “‘standardlabour contract’ is fading, but we do not know yet which new standards will develop”.A transitional focus serves as one approach to analysing these changes. However,since paid work no longer necessarily forms the outcome of, or even the motivationfor, some transitions, for approach to be valuable it also becomes necessary tounderstand work in its broadest sense.People’s work experiences across any period can be summarised in their workhistories that are, in turn, composed of their work profiles – the combination of workactivities that they were involved in at any one time. Transitions are changes to thoseprofiles. Whilst thinking of transitions easily brings to mind shifts such as a movefrom unemployment to paid work, our use of this concept also encompasses moresubtle and multi-layered change. Thus, transitions need not only occur when one typeof work is substituted with something else or when there is a complete shift from onestatus to another. Rather, they can be signalled by the changing composition orshifting balance of activities within the mix of people’s various work responsibilities.That is, when a person’s work profile is altered but not necessarily completelychanged nor entirely replaced.The broad notion of work adopted here means that it would be highly unlikely that aperson’s profile could be described in terms of just one role. Though many of thoseinterviewed in this study certainly seemed to have a predominant role orresponsibility, blurring was evident as each person also took on other secondary rolesor activities. Accordingly, when change occurs – at either primary or secondary level– we need to consider how different aspects of a person’s profile complement,compete or conflict with one another as a result of any shift. Importantly, we also needto be alert to continuity. The maintenance of stable profiles and periods withoutchange can be of equal interest and significance. In general, work histories wereusually quite dynamic, though there was wide variation in the frequency, nature anddegree of any changes, and people often demonstrated phases of relative stability orvolatility.4