Professional culture and organizational morality: an ethnographic account of a therapeutic organization

An ethnographic exploration of the social reality of a counselling and training institute points to the profound impact of the therapeutic paradigm on the 'patterned regularities', the general principles, rules and daily practices, in other words, the organizational morality. The limited house-rules or practices emerged mainly as 'enabling conditions' to let professional autonomy prevail and to maintain the game rather than to prescribe behaviour. Organizational rules, structures, mechanics served as a platform for negotiations among different groups of 'provinces of meaning'. These negotiations do not necessarily show any sense of organizational logic or administrative rationality. Perhaps the opposite is true. Loosely coupled interactions and consensual validation rather than goal-oriented thinking appeared to be the predominant organizational occupation. The irrational, at times even ironic dynamics operative in organizational morality are nevertheless meaningful. They function as 'mapping' and sense-making devices and can be seen as vehicles for reflecting and ordering underlying meanings.     

Training as a factor in policy implementation: Lessons from a National Evaluation of Child Welfare Training

Federal, state, and local governments spend substantial resources on training child welfare staff. Moreover, enhanced training is often proposed as a core solution to many problems facing public child welfare and other human service agencies. In this paper we conceptualize training as an element of the policy implementation process. We use data from a multiple case study evaluation of nine federally-funded training projects to examine training activity within a policy implementation framework. Findings indicate federal, state, county and organizational contexts were important in successful implementation; the projects were, for the most part, successfully implemented; training projects lacked explicit causal theory to link training activities to training outcomes; and elements of both top-down and bottom-up implementation frameworks were identified. Conclusions focus on the utility of training for enhancing policy implementation, as well as the need for greater theory development in this area.     

Process evaluation of a diversity training program: the value of a mixed method strategy

Patients’ health and health needs are influenced by categories of difference like sex, gender, ethnic origin and socioeconomic status (SES). To enhance awareness of this diversity among patients and to provide holistic care for them, health professionals should first be aware of the relation between dimensions of diversity and patients’ health and health demands. This paper presents a formative process evaluation of a diversity sensitivity training programme for healthcare professionals. The training was implemented in three healthcare settings (mental healthcare, nursing home and hospital care). Mixed methods were used to monitor the implementation of the training and its effects after three years. Findings demonstrate that the training stimulated participants’ awareness, knowledge and critical attitudes towards diversity. Their motivation and willingness to take action regarding diversity was also enhanced. Yet these developments were less apparent among nursing home participants who felt less satisfied and did not develop a critical perspective on this issue. Qualitative data were helpful to explain differences between the settings. By means of the combination of quantitative and qualitative data, we can conclude that individual learning was not enough to guarantee a sensitive approach to diversity at the organizational level.     

Überqualifizierung im Kontext organisationaler Karrieren

Overqualification occurs when a person has a surplus of knowledge, experience, and qualifications relative to the job he or she holds. Approximately 15 to 20% of employees in industrialized countries are overqualified. Thus, overqualification has become an integral part of organizational reality. The present paper deals with overqualification in the context of career development. We first summarize attitudinal, well-being, and behavioral outcomes of overqualification. Afterwards, we will provide an overview of the relationships between overqualification and career-related outcomes. Based on the partly contrary findings, we develop a conceptual model. In particular, we postulate that overqualified individuals’ proactive behavior might be a signal for organizational decision makers, which in turn triggers career-enhancing changes and developments. Finally, we discuss practical implications of the empirical findings and the proposed model.     

Was leistet Organisationsentwicklung?

Potentials of organization development (OD) are discussed from the perspectives of organization/client, counselling and science. The focal questions of the discussion are: What can OD achieve compared to strategy consulting? How can both forms be sensibly combined? What are the potentials of a psychologically based form of organizational counselling? Which (potentially latent) functions do organizational consulting / OD fulfil for the client organization? The discussion closes with considerations regarding a potential professionalization and the future of OD.     

Looking for sufficient change: Evaluation of counsellor training for STI syndromic management in India

In India, public health care of Sexually Transmitted Infections is delivered through Designated STI/RTI Clinics (DSRCs) using syndromic management. This paper describes efforts, over three years, to improve in-service training for counsellors positioned at DSRCs—using a data approach. The programme managers realised, through rigorous monitoring of initial induction training reports that, while knowledge and attitudes of most trainees had improved as evident from t-tests, at least one-quarter scored worse on post-training assessments (n = 859). Therefore, they undertook a survey using a competency approach to diagnose what critical competencies are influenced through training: counselling skills, risk reduction suggestions, labelling male and female anatomy, record-keeping and STI patient education (n = 132). Survey results demonstrated that trainees failed to pass a two-thirds cutoff score in most competencies. These findings led the programme managers to modify training and implement tighter quality measures. In the second round of training – refresher training – outcomes on competency assessments before and after training showed more acceptable performance (n = 833). The paper describes how programme managers, after an acceptance of such initial short-comings, developed customized assessments when literature provided limited guidance and how they worked to achieve change that was acceptable for programme needs.     

Netzwerk Management – im virtuellen globalen Raum effizient sein

The results of the author’s research on virtual international teams are presented and applied to organizational networks. Based on some typical challenges of working in virtual work relationships, success factors for efficient management and leadership as well as perspectives for counselling in virtual teams and organizational networks are developed.     

The problem of unemployment amongst refugees in Europe

Refugees, asylum seekers, 'de facto' refugees, and refugees in irregular situations have become a constant phenomenon of the social reality of the member states of the European Community. All agencies must ensure that the situation of these people is as widely publicized as possible. The integration of refugees should be assisted as much as possible by employment schemes, social counseling, and psychological assistance. The European Community should deal with the increasing numbers of refugees who are suffering under long-term unemployment, inadequate housing, and poor language and vocational training facilities. The European Governments and the European Communities should consider giving priority to funding voluntary agencies for carrying out long-term assistance programs. The promotion of specific programs for refugees should be considered an urgent priority. Programs operated by the voluntary agencies should include information on 1) the social, economic, and legal structure of the host country; 2) employment and vocational policies and facilities; and 3) voluntary repatriation and resettlement programs. The voluntary agencies should be able to carry out their tasks by 1) giving individual, unbiased counseling to each refugee in need; 2) employing well-trained staff speaking the language of the group concerned; and 3) undertaking action-oriented research projects.     

Emerging strategies for reducing racial disproportionality and disparate outcomes in child welfare: the results of a national breakthrough series collaborative

Racial disproportionality in child welfare has been discussed as a seemingly intractable challenge with complex contributing factors. Some argue that these dynamics are far too difficult to be significantly impacted by public child welfare systems alone. The Breakthrough Series Collaborative (BSC) methodology, incorporating an analysis of structural racism and potential system bias, was proffered as a tool for engaging public child welfare agencies in a rapid, action-oriented process for identifying innovative strategies and practices to reduce racial disproportionality and disparate outcomes. This article describes the Disproportionality BSC process, as well as the work of participating jurisdictions with respect to transforming organizational culture and testing/implementing child welfare practice improvements. A theory of change is presented and critical lessons learned are shared in the form of collaborative reflections.     

Discrepancies in Perceived Organizational Control: their Incidence and Importance in Local Churches*

The effects of discrepancies between preferred and perceived control among church members are investigated in terms of amount and distribution of control. For each dimension of control, three categories of respondents are identified: those who preferred a greater amount or wider distribution of control than they perceived to exist within their churches (deficit); those whose preferred and perceived control scores were identical (balance); and those who preferred a lesser amount or more concentrated distribution of control in their churches than they perceived to exist (surplus). For both amount and distribution of control, a perceived deficit is more common than a surplus. Respondents experiencing discrepancies in either direction are more dissatisfied and alienated than those with a balance in desired and perceived organizational control. A deficit is associated with more dissatisfaction (but not necessarily more alienation) than a surplus. Subsample comparisons show these findings hold for both officers and non-officers. Regression analyses show that discrepancies regarding organizational control are important even after other aspects of control have been introduced.     

Family Court Mediation: New Zealand Practices and Perspectives

Family separation is increasingly being dealt with by counsellors trained in the skills of mediation, along with skills of counselling and therapy. Other professionals also offer mediation services. In New Zealand, special provisions exist in the Family Court system to minimise the trauma for families by using mediation services, with the special opportunity for a couple to enter a Mediation Conference chaired by a Family Court Judge. It is argued that mediation is different from counselling and therapy, but that mediation requires many of the skills of counselling. This has particular consequences for training and for multidisciplinary teamwork.     

Un‐entwining monological narratives of change through dramaturgical and narrative analyses

The concept of a single reality view of social situations has been problematized and deconstructed in recent critical literature on organizations. However, much of the managerial literature promotes concepts and models of unity, and hence much managerial intent and action is still bounded by convergent and exclusive thinking, within a unified and unifying structure. In critically engaging with notions of unity and convergence in an organizational context, we seek to promote divergent thinking that accepts that organizational actors perceive multiple realities, and that these are not unstructured, but are framed by micro‐level structures that are both constraining of, and constructed within these realities. We apply dramaturgical and narrative analyses to elucidate and elaborate organizational actors' complex realities of the experience of change through tracing and deconstructing the various narrative lines which were intertwined in monological accounts that predominated in the organizational situation from which our illustrations are drawn. The illustrative examples for this paper are drawn from a series of longitudinal interventions within a large public sector organization, investigated through multi‐methods including consultancy projects, structured and unstructured interviews, questionnaires and participant observation. The material drawn from the various interventions has been subject to reflection and critical examination over time and from a number of perspectives.     

Pole Pole Watamu — Langsam, langsam, weißer Mann!

?Time“ is an invention of man and as well as space it is a principal tool for organizational purposes, and it is necessary to find consensus about it. In the age of virtual reality it becomes more and more unnecessary to maintain a structure of space and time. Therefore, methods of group dynamics become more important that help to establish ?time-consensus“.     

Using mixed method approach in measuring effects of training in firms: Case study of the European Social Fund support

Public support of training in firms corresponds to the long-term importance of the quality of human capital in the competitiveness of firms and nations. Thus, the EU supports such training via the European Social Fund (ESF). The evaluation community evaluates the support by using either qualitative or quantitative methods. The simultaneous application of these two approaches is rare. The purpose of this paper is to combine quantitative (counterfactual impact evaluation) and qualitative (qualitative comparative analysis) methods in order to fill the methodological gap. Based on the combination of both approaches, it explores their strengths, complementarity and disadvantages to evaluate public support for employee training in the Czech Republic. The combination of methods makes it possible to identify not only the impacts but also their causes. Linking the ESF support to corporate competitiveness is crucial for demonstrating the effectiveness of public spending.     

Transferring training to child welfare practice: Individual and collective efforts

The transfer of training to practice constitutes an ongoing challenge in child welfare services. Many efforts to understand and promote training transfer address the concept as an individual-level behavior. This study suggests that training transfer is both an individual and collective process. The study involves a survey at two time points of 214 workers from child welfare agencies who attended a training program. Principle components analysis identified two meaningful sub-components within the concept of the training transfer. Hierarchical linear regression was used to assess the influence of individual-level and contextual factors on both components. Findings suggest that to promote collective training transfer and enhance both individual and group performance, child welfare administrators may need to strengthen supervisory support and to promote positive work climates in which trainees can discuss training concepts and work together to apply them.     

Kooperation bei Großschadensereignissen

In cases of major emergencies a whole range of organizations has to cooperate quickly and efficiently. This situation poses a challenge to cooperation and communication. The article sketches some problem areas typical for the cooperation in disaster situations which have been identified in interviews with representatives of the organizations involved, by participatory observation and in a survey of the relevant literature. These problem areas are analyzed against the background of systems-theoretical considerations on cooperation in organizational networks. On this basis the authors develop a multi-level counselling model for improving the cooperation in major emergencies.     

Entwicklung einer auf Resilienz ausgerichteten OrganisationskulturDevelopment of an organizational culture aiming resilience

This article examines how resilience of organizations can be enhanced by promoting their capability for adaptation. In a first step, the current understanding of the conceptualization of organizational resilience is compared to the resilience of individuals and teams. In a second step, the article also aims to illustrate the relationship between organizational resilience and organizational culture. Based on this, the applied research and development project “TeamSafe” in collaboration with a nuclear power plant is described as an example of a resilience-oriented training concept and a method for coping with unknown situations. In this project a multi-methodological approach (observational methods, video analysis and workshops) was chosen in order to identify relevant competencies and combine them with scientific findings. By involving simulator instructors and operating teams during the development process of the training concept, crucial action knowledge of operating teams in a nuclear power plant was gained by observations in the simulator and shared between different teams. This enabled the resilience-oriented development of the organization’s culture.     

The Training of Receptionists

The role of the receptionist in the intake/therapeutic process has been largely ignored in the literature. However this role has been demonstrated in practice to have considerable importance. On the one hand an administrative position, the receptionist in a counselling agency is also required to talk with and to some extent “manage” people in crisis, elicit some information and yet not get into the client's request in detail. It is argued that because of these additional, specialised, potentially stressful tasks, the role and training of receptionists in counselling agencies should be reconsidered. Given the recent introduction of the Training Guarantee Legislation (1990), the welfare sector now has the opportunity to re-assess carefully the training and support needs of reception staff with a view to improving the counselling service as a whole.