Latinos Participating in Multiethnic Coalitions to Prevent Substance Abuse

Abstract

This paper presents a case study of a neighborhood based coalition formed by two major participants, a neighborhood association formed by white and older neighbors and a school based parents association formed by younger Latino neighbors. Differences in their communication and organizational sales emerged after an external agency brought them together to form a substance abuse prevention coalition. This paper explores emerging themes as two different communities attempt to organize around shared community concerns. Challenges and guidelines for developing multiethnic urban coalitions are also provided.     

Tailoring Organizational Characteristics for Empowerment

ABSTRACT

Empowerment is an important value orientation and intervention approach in social work and other disciplines. Viewed from an ecological perspective, a good fit between organizational characteristics and the life circumstances of individuals should provide empowerment benefits. By studying interaction effects of material resources and organizational characteristics on empowerment, this research sought to extend understanding of empowerment dynamics in community organizations. Using hierarchical regression analyses to investigate socio-economic status (SES) in a moderator model, findings of the study demonstrated that, among a diverse group of participants in two different faith-based community organizations, perceptions of organizational characteristics were more strongly related to empowerment for participants of lower SES. A substantive implication of the study is that community practitioners should attend to the fit between specific organizational processes and economic circumstances of community based organization participants. Strategies weighted toward attention to relationships among members linked to availability of and participation in a variety of organizational roles may be more salient for empowerment of the disadvantaged. Our findings are consistent with an ecological orientation to empowerment, and they add further support to the importance of ecological specificity in empowerment theory.     

Authentic leadership and its influence on group cohesion and organizational identification: the role of organizational justice as a mediating variable / El liderazgo auténtico y su influencia sobre la cohesión grupal y la identificación organizacional: el papel de la justicia organizacional como variable mediadora

Abstract

The aim of this study is to analyse the relationship between authentic leadership, group cohesion, organizational identification and the potential effect of organizational justice as a mediating variable. Partial Least Squares (PLS) modelling was used to analyse the data from 210 employees at several Spanish companies. The results showed that organizational justice as a mediator in the proposed model and positive relationships among the variables studied. These findings are discussed taking into account the importance of the authentic leadership model in the study of group processes in organizations and the development of policies and behaviours that promote ethics, transparency and justice in companies.     

Deconstructing divisions: Cultural schismogeneses as sources of creativity in organizations

Drawing on Gregory Bateson's theory of cultural schismogenesis, the authors analyse such processes within two organizations: the Birdwatching and Bird Study Association of Slovenia and VU University Amsterdam. Both cases illustrate internal cultural divisions typical for non-profit organizations whose goals go beyond optimizing financial profits and can thus be interpreted in various, sometimes conflicting, ways. The article demonstrates how organizational members, through continuous processes of creative deconstruction, transform organizations by simultaneously creating both schisms and coalitions. This shows that, although cultural divisions may at first glance seem destructive, they are at the same time sources of creativity that permit organizational renewal and growth.     

Theoretical and Practical Imperatives for Reflective Social Work Organizations in Health and Mental Health

Summary

This article describes the common challenges to health and mental health organizations that require these agencies to become more “reflective” in their culture and structures. This necessitates integrating practice and research at all organizational levels. Schon's concept of reflective practice to health and mental health organizations is extended to develop the construct of a reflective organization, in which direct practitioners are integral to organizational learning through ongoing service evaluation and redesign. The theoretical and practical reasons why social work administrators and clinicians alike are obliged to integrate practice and research are discussed. University-based models of practice-research integration impede this process; Epstein's Practice-Based Research approach facilitates it.     

The Effects of Organizational Policies on Resident Perceptions of Autonomy in Assisted Living

Abstract

This study examines the effects of organizational policies on resident perceptions of autonomy in assisted living. The sample included 412 residents in 59 facilities. Organizational policies were measured in terms of policies that foster resident choice and control in the facility. Resident autonomy was assessed according to resident perceptions of influence and independence. Hierarchical linear modeling was used to examine the effects of organizational policies on resident autonomy, controlling for facility size, ownership, and level of care. Higher levels of choice-enhancing policies were related to more favorable resident perceptions of autonomy. These findings suggest that allowing residents more choice in their daily routines may contribute to a greater resident autonomy.     

The strategies that bind: NGO coalitions and their influence

Abstract This article examines NGOs as strategic organizations that form coalitions in order to influence other actors, particularly international financial institutions. It has three primary aims: to examine NGOs as strategic organizations; to look at a particular type of NGO network, the coalition, which unlike a network involves more value and commitment; and to assess the factors that contribute to their strategies such as changes to the NGO environment. To do this, the resource dependency perspective is utilized to evaluate the influence of various resources (funding, legitimacy and information) on NGOs’ organizational strategy. Oxfam International, the NGO Working Group on the World Bank, and the Bretton Woods Project are three NGO coalitions examined. I conclude that there are differences between NGO networks and coalitions and that the coalitions strategically act and react to changing resources in their environments.     

Organizational evolution and strategies for change of Bulgarian firms

Abstract

The purpose of this paper is the study of organizational evolution of Bulgarian firms and their strategies for change. We applied a research approach based on a longitudinal study comprising both quantitative and qualitative methods. Our objective is double: on the one hand, we wish to explore and analyze the real practice of Bulgarian firms while dealing with changes in market environment, while on the other hand we attempt to develop a model of organizational evolution, which incorporates the notions of evolutionary economics and chaos theory. With respect to our objectives we developed a conceptual model of organizational evolution which has been further tested. Firstly, a desk research covering a time span of ten years (19932003) has been accomplished. The main research goal was to identify and to evaluate the key external drivers of organizational evolution in Bulgaria. Then a detailed representative study among the managers/CEOs of Bulgarian firms has been conducted in years 1999 and 2001. Based on the research results several conclusions about the applicability of the proposed conceptual model have been drawn.     

Organizational Sustainability and Systemic Boundary Processes

Abstract

Every day, managers work to sustain the organizations wherein they work. In this article, the authors examine certain systemic boundary processes that are intrinsic to organizations and their sustainability. For readers of this journal, whose name points to the inherent connection between organizations and society, the authors present an argument that organizational boundary processes and their influence on organizational sustainability are important considerations for those of us interested in a viable future for our society. The importance of these processes for managers also is indicated.     

Relationship between organizational socialization and attitudes and behaviours in volunteers: the importance of organizational justice / Relación entre la socialización organizacional y las actitudes y conductas en el voluntariado: la importancia de la justicia organizacional

This study explores the influences of organizational socialization on the intention to stay and innovative behaviours using a two-time design with a sample (N = 308) of volunteers who provide advice and guidance. Furthermore, it analyses the mediating role of perceptions of organizational justice on the relationships between socialization and results. Our findings support the proposed hypotheses; that is, they showed that the higher the organizational socialization, the higher the intention to stay and the more innovative behaviour shown by the volunteers, and that both effects are mediated by the perceived organizational justice. The practical implications are discussed.     

Cultural Change in the Kibbutz Factory ‘Bereshit’(Genesis): An Israeli Case Study

Abstract

Cultural changes in the ‘Bereshit’ factory have been influenced by the privatization process that has engulfed the majority of Israeli kibbutzim. In the wake of organizational difficulties and economic losses, the kibbutz management (the factory owner) appointed as factory manager someone from the outside to oversee changes, a person without commitment to current factory workers who were kibbutz members as well. This change of management accelerated the inevitable processes of change: the collectivist culture that had previously favoured kibbutz members and assigned primary importance to them, evolved into a far more capitalistic one. Today the factory is managed along purely business lines that leave no room for any obligations toward individuals. Nevertheless, the new management has adopted a dual value system: on the one hand, it supports a materialist and capitalistic approach to the worker, but on the other it fosters the image of the factory as a ‘home’ that both preserves classic collectivist values and expects its workers to feel a primary and familial obligation to ‘Bereshit’. This duality is examined in light of Schwarz’s organizational culture model.     

Employees Amidst Welfare Reform

SUMMARY

The impact of welfare reform on organizational functioning at the Georgia Division of Family and Children Services (DFCS) is measured between 1999 and 2000 using a longitudinal survey method, a large sample of employees, and multiple regression analysis. During this one year period the agency experienced a change in leadership as well as had to contend with the evolving requirements associated with the Personal Responsibility and Work Opportunity Reconciliation Act of 1996 (PRWORA). The findings indicate that a trusted leadership and an organizational climate that is receptive to and fosters effective communication can improve the chances of successfully implementing large-scale organizational change like that created by the PRWORA.     

Data-Mining Client Concerns in Adolescent Mental Health Services

Summary

Via a practice-based research collaboration, clinicians, supervisors, and managers in an urban adolescent mental health program studied previously collected intake information concerning adolescent risk exposures, behaviors, worries, and self-assessed coping. In addition, desire to talk with a mental health counselor about specific risks and worries was systematically analyzed with the aim of generating practice insights into the clinical challenge of engaging urban adolescents in mental health services. Though provided with research consultation, practitioners were full participants in all aspects of the researchprocess. This organizational development process placed strains on the participants and organization, but many benefits were derived from it. One significant benefit was that mining the expressed concerns of clients gave participants a powerful vehicle for reshaping services. The organization came to see its clients as more than mere service recipients, resulting in a recommitment to Youth Development principles and a renewed effort to increase direct client participation in organizational life.     

Promoting Computer-Mediated Communications in Community Coalitions

SUMMARY

Community coalition participants are adopting new communication tools. This article identifies issues involving adoption of one type of communication tool, computer-mediated communications (CMC), based on a review of relevant literature and a recent exploratory research study of CMC adoption by community coalitions. Suggestions for aiding adoption and anticipating problems are presented and some social justice and professional value issues are highlighted. Human service professionals whose work involves community coalitions may find the theoretical background and practical advice useful in anticipating and responding to CMC changes in coalitions.     

Women's Accounts of Organizational Politics as a Gendering Process

Organizational politics is implicated in all levels of organizational functioning, from power structures and informal interaction to individual identity. This study argues that organizational politics provides an approach to examining professional women's experiences of organizations as gendered. Women graduates in male‐dominated organizations claimed not to be limited by explicit discrimination, but they construct organizational politics as being masculine in character and as a barrier to their careers. These women represent organizational politics as irrational, aggressive, competitive and instrumental, leading to individual, not organizational, success. Their accounts undermine the stereotypical dichotomy of masculine rationality and feminine emotion by claiming that women behave reasonably and by focusing on emotion in men's political game playing. However, claiming to be rational and rejecting politics, while acknowledging its role in career success, is uncomfortable for ambitious women. They risk sabotaging their own position by appearing too sensitive to engage in the less savoury aspects of organizational life. Organizational political processes are seen as fundamental to gender in organizations, first, because political activity is seen as gendered and masculine and contrary to female identity; secondly, because politics is part of the informal system which constructs organization from which outsiders are excluded; and finally, because political activity is linked to the performance, achievement and maintenance of power.     

Engaged at work? An employee engagement model in public relations

ABSTRACT

Engagement has emerged as an important concept in public relations scholarship. Yet a theoretically informed model with a clear and coherent explication of the construct is still lacking. By situating our study in the internal organizational context, we provided an updated conceptualization and operationalization of employee engagement, proposing a strategy-engagement-behavior three-step employee engagement model. Results from an employee survey (n = 568) supported our conceptual model, showing that organizational engagement strategies positively predicted employee engagement, which in turn accounted for employees’ positive and negative messaging behavior, as well as their contextual performance behavior. After controlling for significant demographic variables such as gender, age, organizational size, number of subordinates, and level of management position, we identified a complete mediation effect of employee engagement in our two-step structural equation modeling analysis.     

The Structure and Functions of Employee Assistance Programs in Higher Education

Abstract

Workplace stress can be defined as the change in one's physical or mental state in response to workplaces that pose an appraised challenge or threat to that employee. Research has shown that there are a number of factors that contribute to workplace stress. These factors include a toxic work environment, negative workload, isolation, types of hours worked, role conflict, role ambiguity, lack of autonomy, career development barriers, difficult relationships with administrators and/ or coworkers, managerial bullying, harassment, and organizational climate. Should the stressors continue, the employee is at significant risk of developing physiological and psychological disorders that can lead to increased absenteeism, organizational dysfunction, and decreased work productivity. Intervention strategies are discussed to help managers provide support and intervention to employees coping with workplace stress.     

‘Some have ideologies,we have values’: the relationship between organizational values and commitment in a political party

ABSTRACT

This paper seeks to advance the study of organizational values by analyzing the role of values in a Danish political party called The Alternative, a party claiming to be guided by values rather than ideology. Inspired by recent work in organizational psychology, I group The Alternative’s values into two categories: vision values and humanity values. Through an empirical investigation, I show how the vision values encourage members to take initiative in realizing their own political ideas, while the humanity values encourage them to remain morally inclusive towards people with different views. The combination of vision and humanity values allows The Alternative to maintain commitment from members who might otherwise feel marginalized by the emergence of dominant ideas within the party. The paper’s contribution consists in highlighting the importance of using qualitative methods to study how values influence commitment and to expose the political dimension of this relationship.     

Organizational identity,political contexts,and SMO action: Explaining the tactical choices made by peace organizations in Israel,Northern Ireland,and South Africa

Students of social movements have long been interested in the question of why social movement organizations (SMOs) employ the tactics that they do. This paper explores this question by examining twenty-seven SMOs engaged in peace and conflict resolution in Israel, Northern Ireland, and South Africa. While the investigation reveals that SMOs across the sample employed an eclectic mix of tactics to pursue their goals, both cross-region and within-region variations in SMOs' tactical behavior are identified. The paper argues that cross-region variations in tactical behavior are best explained by the political contexts of each region and demonstrates that SMOs' organizational identities best account for within-region variations. Overall, the analysis supports scholars' claims that organizational identities ultimately drive the goals that SMOs pursue, the mix of tactics they emphasize, the degree to which they change their tactics over time, and, most importantly, the extent to which they are willing to engage in extra-institutional modes of action (protest, civil disobedience, violence).     

Chapter 12: Wells Fargo's Employee Assistance Consulting Model

Abstract

Wells Fargo and Company's Employee Assistance Consulting (EAC) is an established and successful internal corporate-based EAP that delivers organizationally congruent services to a diversified financial services company with 80+ businesses and over 146,000 team members. While some elements of traditional EAPs are evident in the services provided by this entity, EAC also provides highly specialized and customized consultations to its corporate partners, business group customers and employees. Using a highly integrated service model that aligns closely with the specific strategy and operations of each Wells Fargo business, EAC is an invited guest at many of the company's most influential tables. EAC collaboratively partners with senior and line management, Human Resources, the Employment Law Department, Disability Management (called WorkAbility at Wells Fargo) and Risk Management, Corporate Benefits, Corporate Security, Learning and Development, and others to provide leadership and organizational influence on such wide ranging issues as threat assessment and management, business incident management, workplace trauma, health and productivity, and organizational and employee effectiveness. This article describes proven methods and strategies for maximizing organizational influence and positioning EAP consultants as effective business partners.