title: Te manemanerau a te kāwanatanga: A history of the confiscation of Tūhoe lands in the Bay of Plenty

authors: Melbourne, Sydney

subjects: Ngāi Tūhoe

abstract: This thesis endeavours to show that Tūhoe lands should never have been confiscated and that Tūhoe efforts to gain compensation have been totally unsuccessful to date. When certain lands within the confiscated district of the Bay of Plenty were returned to the tribes there, Tūhoe were not granted any. Furthermore, lands which actually belonged to Tūhoe were granted to other tribes.
Although the major focus is on issues specific to Tūhoe, these are viewed within the wider context of nineteenth century land acquisition in New Zealand. This study looks at Tūhoe historical claims to disputed lands included in the confiscation district of the Bay of Plenty. Chapter One traces the extent of Tūhoe territories within the confiscation district and describes how Tūhoe came to occupy them and the duration of their occupation. Information about these claims came from tribal oral sources and original manuscripts, as well as from more generally accessible sources.
The development of colonial expansion patterns is discussed in Chapter Two. The contention is that they were based on materialistic considerations and legal pretexts to justify the acquisition of Māori lands. Hostilities between Māori and Government in the Bay of Plenty are dealt with in Chapter Three. Particular attention is paid to the causes of the hostilities and the complex racial and political misunderstandings which contributed to the inevitability of war. As a result of these encounters, the New Zealand Settlements Act was imposed.
Chapter Four covers the implementation of its provisions through the Compensation Court. The failings of this Court and its commissioners and field officials are exposed.
Chapter Five examines the settlement of Tūhoe lands in Ōpouriao and Waimana, as well as the changing fortunes of some of the settlers who took advantage of the settlement scheme. After placing the experiences of Tūhoe people within the wider context of what had taken place in New Zealand, Chapter Six focuses on Tūhoe attempts to bring the wrongs they had suffered to the attention of Government. In retrospect these early Tūhoe attempts at redress show that much has to be learnt about presenting substantial submissions. It was obvious that much of what was known by the elders then, though recorded, was never used in evidence to support their petitions. Nonetheless, without the existence of these manuscripts, present attempts would not be possible.
Chapter Seven gives a basis for a proposed just settlement for the confiscation of Tūhoe lands. In order to provide a guide for monetary compensation, details of values of Tūhoe confiscated land have been sought from official records. Compensation for the denial of justice, the loss of human life, land and property, remain open for negotiation.
Finally, while certain conclusions can be and are drawn from these investigations, the end of the story remains unwritten. It will depend on the outcome of new Tūhoe attempts to gain redress from the appropriate statutory body.

text: Te manemanerau a te kāwanatanga: A history of the confiscation of Tūhoe lands in the Bay of Plenty This thesis endeavours to show that Tūhoe lands should never have been confiscated and that Tūhoe efforts to gain compensation have been totally unsuccessful to date. When certain lands within the confiscated district of the Bay of Plenty were returned to the tribes there, Tūhoe were not granted any. Furthermore, lands which actually belonged to Tūhoe were granted to other tribes.
Although the major focus is on issues specific to Tūhoe, these are viewed within the wider context of nineteenth century land acquisition in New Zealand. This study looks at Tūhoe historical claims to disputed lands included in the confiscation district of the Bay of Plenty. Chapter One traces the extent of Tūhoe territories within the confiscation district and describes how Tūhoe came to occupy them and the duration of their occupation. Information about these claims came from tribal oral sources and original manuscripts, as well as from more generally accessible sources.
The development of colonial expansion patterns is discussed in Chapter Two. The contention is that they were based on materialistic considerations and legal pretexts to justify the acquisition of Māori lands. Hostilities between Māori and Government in the Bay of Plenty are dealt with in Chapter Three. Particular attention is paid to the causes of the hostilities and the complex racial and political misunderstandings which contributed to the inevitability of war. As a result of these encounters, the New Zealand Settlements Act was imposed.
Chapter Four covers the implementation of its provisions through the Compensation Court. The failings of this Court and its commissioners and field officials are exposed.
Chapter Five examines the settlement of Tūhoe lands in Ōpouriao and Waimana, as well as the changing fortunes of some of the settlers who took advantage of the settlement scheme. After placing the experiences of Tūhoe people within the wider context of what had taken place in New Zealand, Chapter Six focuses on Tūhoe attempts to bring the wrongs they had suffered to the attention of Government. In retrospect these early Tūhoe attempts at redress show that much has to be learnt about presenting substantial submissions. It was obvious that much of what was known by the elders then, though recorded, was never used in evidence to support their petitions. Nonetheless, without the existence of these manuscripts, present attempts would not be possible.
Chapter Seven gives a basis for a proposed just settlement for the confiscation of Tūhoe lands. In order to provide a guide for monetary compensation, details of values of Tūhoe confiscated land have been sought from official records. Compensation for the denial of justice, the loss of human life, land and property, remain open for negotiation.
Finally, while certain conclusions can be and are drawn from these investigations, the end of the story remains unwritten. It will depend on the outcome of new Tūhoe attempts to gain redress from the appropriate statutory body.

year: 1987

title: Exploring Inclusion, Support and Culture in the Workplace: A Study of Māori and European Employees

authors: Brougham, David M.

subjects: Inclusion

abstract: New Zealand boasts a wide range of vibrant and contrasting cultures within the workplace. This level of cultural diversity within New Zealand is set to increase substantially over the next 15 years. This increase has already created a need for researchers and human resource managers to understand the importance and benefits of diversity within the workplace. However, recent research has found that the ‘apparent benefits’ of traditional diversity management cannot be fulfilled unless individuals feel included within the organisation. 
Inclusion is defined as “the degree to which an employee perceives that he or she is an esteemed member of the work group through experiencing treatment that satisfies his or her needs for belongingness and uniqueness” (Shore, Randel, Chung, Dean, Ehrhart & Singh, 2011, p. 1265). Despite a realisation that inclusion may be the future of managing diverse workplaces, the literature on inclusion is under developed and lacks empirical testing. The main contribution and focus of this thesis centres on cultural inclusion in the workplace. A secondary focus is on the benefits of other types of support, from various sources (e.g., organisation, supervisor, and family), within New Zealand’s rich cultural context. 
This PhD has been undertaken by publication. Thus, the majority of its chapters are stand-alone (although related) journal articles. Many of the journal articles within this thesis are either under review, or published/in press, and this is signalled at the start of each chapter. Chapters one and two overview the thesis and discuss the research methods used within this PhD by publication. The first journal article (chapter three) details the cultural context of New Zealand and the importance of managing diversity and including all employees. The second journal article (chapter four) focuses on the importance that Māori culture, collectivism and language has in the workplace for Māori well-being. Findings were based on a sample of Māori employees, with the results highlighting the importance of collectivism and cultural identity for Māori employees towards achieving greater well-being. These two published articles build the foundation for the next three journal articles, which discuss the importance of cultural inclusion in the workplace. 
In an endeavour to test the inclusiveness of organisations’ support for cultural values and beliefs, this thesis offers a new measure of perceived cultural inclusion (PCI). The PCI measure is based on perceived organisational support (POS) owing to the parallels between inclusion and POS. POS is also a strong and reliable predictor of employee outcomes. Data was collected from two culturally distinct groups (i.e., Māori n=349 and New Zealand Europeans n=144) within New Zealand. Findings showed that PCI predicted POS, which in turn predicted job outcomes (i.e., job satisfaction, career satisfaction, organisational commitment, turnover intentions) and mental health outcomes (anxiety and depression) for both Māori and New Zealand Europeans (refer to chapters five and six). This thesis also investigated the effects of PCI to POS to work-family related outcomes on the sample of Māori employees, and findings suggested that PCI would predict POS, which would in turn predict work-family related outcomes in the expected direction (refer to chapter seven). These three chapters provide strong empirical evidence for POS mediating the influence of PCI on numerous employee outcomes. 
The literature has also highlighted the importance of supervisor and family support when predicting job and well-being outcomes. The effects that supervisor support for work-family issues and whānau (extended family) support have on job outcomes (chapter eight) and well-being outcomes (chapter nine) for Māori employees were also investigated. Findings from two Māori samples (N=260 and N=466) emphasised the importance that both supervisor and whānau support have on job satisfaction, turnover intentions, life satisfaction, cultural identity, health and well-being (see chapters eight and nine for more details). 
Overall, this thesis draws findings from both New Zealand European and Māori employee samples to provide evidence that supporting and understanding cultural values is highly important for job and well-being outcomes. These findings have many theoretical and managerial implications. The following chapters discuss in-depth, relevant theories, literature, methods and conclusions that form this thesis.

text: Exploring Inclusion, Support and Culture in the Workplace: A Study of Māori and European Employees New Zealand boasts a wide range of vibrant and contrasting cultures within the workplace. This level of cultural diversity within New Zealand is set to increase substantially over the next 15 years. This increase has already created a need for researchers and human resource managers to understand the importance and benefits of diversity within the workplace. However, recent research has found that the ‘apparent benefits’ of traditional diversity management cannot be fulfilled unless individuals feel included within the organisation. 
Inclusion is defined as “the degree to which an employee perceives that he or she is an esteemed member of the work group through experiencing treatment that satisfies his or her needs for belongingness and uniqueness” (Shore, Randel, Chung, Dean, Ehrhart & Singh, 2011, p. 1265). Despite a realisation that inclusion may be the future of managing diverse workplaces, the literature on inclusion is under developed and lacks empirical testing. The main contribution and focus of this thesis centres on cultural inclusion in the workplace. A secondary focus is on the benefits of other types of support, from various sources (e.g., organisation, supervisor, and family), within New Zealand’s rich cultural context. 
This PhD has been undertaken by publication. Thus, the majority of its chapters are stand-alone (although related) journal articles. Many of the journal articles within this thesis are either under review, or published/in press, and this is signalled at the start of each chapter. Chapters one and two overview the thesis and discuss the research methods used within this PhD by publication. The first journal article (chapter three) details the cultural context of New Zealand and the importance of managing diversity and including all employees. The second journal article (chapter four) focuses on the importance that Māori culture, collectivism and language has in the workplace for Māori well-being. Findings were based on a sample of Māori employees, with the results highlighting the importance of collectivism and cultural identity for Māori employees towards achieving greater well-being. These two published articles build the foundation for the next three journal articles, which discuss the importance of cultural inclusion in the workplace. 
In an endeavour to test the inclusiveness of organisations’ support for cultural values and beliefs, this thesis offers a new measure of perceived cultural inclusion (PCI). The PCI measure is based on perceived organisational support (POS) owing to the parallels between inclusion and POS. POS is also a strong and reliable predictor of employee outcomes. Data was collected from two culturally distinct groups (i.e., Māori n=349 and New Zealand Europeans n=144) within New Zealand. Findings showed that PCI predicted POS, which in turn predicted job outcomes (i.e., job satisfaction, career satisfaction, organisational commitment, turnover intentions) and mental health outcomes (anxiety and depression) for both Māori and New Zealand Europeans (refer to chapters five and six). This thesis also investigated the effects of PCI to POS to work-family related outcomes on the sample of Māori employees, and findings suggested that PCI would predict POS, which would in turn predict work-family related outcomes in the expected direction (refer to chapter seven). These three chapters provide strong empirical evidence for POS mediating the influence of PCI on numerous employee outcomes. 
The literature has also highlighted the importance of supervisor and family support when predicting job and well-being outcomes. The effects that supervisor support for work-family issues and whānau (extended family) support have on job outcomes (chapter eight) and well-being outcomes (chapter nine) for Māori employees were also investigated. Findings from two Māori samples (N=260 and N=466) emphasised the importance that both supervisor and whānau support have on job satisfaction, turnover intentions, life satisfaction, cultural identity, health and well-being (see chapters eight and nine for more details). 
Overall, this thesis draws findings from both New Zealand European and Māori employee samples to provide evidence that supporting and understanding cultural values is highly important for job and well-being outcomes. These findings have many theoretical and managerial implications. The following chapters discuss in-depth, relevant theories, literature, methods and conclusions that form this thesis.

year: 2013

title: On the Benefits of Non-Canonical Filtering in Publish/Subscribe Systems

authors: Bittner, Sven

subjects: computer science

abstract: Current matching approaches in pub/sub systems only allow conjunctive subscriptions. Arbitrary subscriptions have to be transformed into canonical expressions, e.g., DNFs, and need to be treated as several conjunctive subscriptions. This technique is known from database systems and allows us to apply more efficient filtering algorithms. Since pub/sub systems are the contrary to traditional database systems, it is questionable if filtering several canonical subscriptions is the most efficient and scalable way of dealing with arbitrary subscriptions. In this paper we show that our filtering approach supporting arbitrary Boolean subscriptions is more scalable and efficient than current matching algorithms requiring transformations of subscriptions into DNFs.

text: On the Benefits of Non-Canonical Filtering in Publish/Subscribe Systems Current matching approaches in pub/sub systems only allow conjunctive subscriptions. Arbitrary subscriptions have to be transformed into canonical expressions, e.g., DNFs, and need to be treated as several conjunctive subscriptions. This technique is known from database systems and allows us to apply more efficient filtering algorithms. Since pub/sub systems are the contrary to traditional database systems, it is questionable if filtering several canonical subscriptions is the most efficient and scalable way of dealing with arbitrary subscriptions. In this paper we show that our filtering approach supporting arbitrary Boolean subscriptions is more scalable and efficient than current matching algorithms requiring transformations of subscriptions into DNFs.

year: 2005