Going beyond training: theory and practice in managing learning

The establishment of new bodies to replace the Central Council for Training and Education in Social Work (CCETSW) and to regulate the social work profession provides the opportunity to establish an improved progressive system of qualifications and continued professional development in the coming years. With the current pressure on social work agency budgets it is imperative that precious training resources—staff and money—are used to make the maximum impact on service delivery. Our involvement in the provision of a range of training programmes leads us to believe that much of the staff development and training effort invested by agencies in their staff often seem to have a limited impact on effectiveness. A change in approach is needed so that learning is placed at the heart of organisational processes to maximise the benefits of affirmation and growing professional confidence. This is essential if we are to continue to ‘nurture’ valuable professional staff and ensure that services remain flexible, creative and responsive in meeting ever‐rising public expectations.

This paper examines some of the challenges of evidence‐based practice and the demands for routine evaluation and objective‐setting. The advantages and disadvantages of a competence specification approach within the development of service and occupational standards as the basis for professional education are discussed. The paper argues that strategies for practice learning require the development of learning organisations and a better academic and agency partnership to support more effective professional education and continued professional development.     

Men at Work and at Home: Managing Emotion in Telework

Home‐based telework, as one of the flexible working options available today, is unique in its ability to blur physically and emotionally the boundaries between work and home. This article explores how men experience working from home, how they construct their identities as workers and as parents in this ambiguous location and how, as fathers, they manage the emotional work of reconciling family and career in this context. Our findings suggest that in order to manage the emotional aspects of telework men will, at times, focus on either the professional or parental part of their identity in their narratives, and at times attempt to ‘have it all’. We conclude that telework can provide a space where men can adopt emotional discourses and practices traditionally associated with women and, particularly, with working mothers.     

Opting Back In: The Influence of Time at Home on Professional Women's Career Redirection after Opting Out

Limited research on professional women's labour force re‐entry after a career break (so‐called ‘opting out’) finds that women redirect away from former careers. Little is known about why this occurs. Our study, based on in‐depth interviews with 54 at‐home mothers, extends prior research to address this question. We find that among women who intended to return to work (who constitute the majority), most planned to pursue alternative careers, typically in traditionally female‐dominated professions or were uncertain about their career direction; few planned to return to their former employers. The reasons for this redirection were women's negative experiences in family inflexible occupations, skill depreciation and perceived age discrimination. Equally or more important, however, was their adaptation to new constraints and opportunities at home (such as increased involvement in mothering and community work), which engendered an aspirational shift towards new, care‐oriented professions that were lower paid and had lower status. We discuss the policy implications of these findings.     

Organizational Resources and the Gender Gap in Congregational Lay Leadership

The purpose of this study is to examine how organizational resources affect the gender gap within lay (volunteer) leadership in religious congregations. Using institutional theory as a framework, this study situates congregations within a larger field of organizations competing for legitimacy. Congregations with higher levels of resources—such as wealthier members, better-educated members, or larger memberships—are more likely to be connected to the core of the field and therefore more likely to have gender egalitarian practices in order to signal their legitimacy. Therefore, I hypothesize that women in resource-rich congregations will have greater access to volunteer leadership positions than women in congregations that are resource deficient. I analyze 70,942 individuals in 344 religious congregations from the 2001 U.S. Congregational Life Survey using multilevel modeling. I show that religious congregations with more members, better-educated attenders, and wealthier attenders have smaller gender gaps in volunteer leadership positions. Congregational resources can mitigate the gender gap in lay leadership, and women within resource-rich organizations have greater access to positions of authority.     

Union Legitimacy and the Team Concept: A Case Study of Workers’ Attitudes*

Unions are facing a crisis of legitimacy resulting in part from employer‐initiated workplace participation programs that seek to undermine labor militancy and attachment to unions. The overall trend among union leaders, however, is support for the team concept when implemented in unionized settings. This study examines the effect of union involvement in the team concept on pragmatic and moral union legitimacy at the first unionized team concept assembly plant in the automobile industry—the General Motors’ truck plant in Shreveport, Louisiana. The unique contribution of the study is that it systematically examines how workers who began their careers in the industry under different production regimes view the team concept and union legitimacy. The analysis is based on a random sample survey of workers and employs an original approach of comparing work attitudes and union legitimacy among different “political cohorts.” The results indicate that the team concept threatens pragmatic union legitimacy for veteran workers because it undermines seniority rights. Significant time working under the team concept may also weaken moral union legitimacy, even among workers socialized initially in nonteam concept environments.     

Social closure,micro‐class immobility and the intergenerational reproduction of the upper class: a comparative study

This article assesses how processes of social closure enhance intergenerational immobility in the regulated professions and thus promote persistence at the top of the occupational hierarchy. We compare four European countries (GB, Germany, Denmark and Sweden) that differ considerably in their degree of professional regulation and in their broader institutional arrangements. We run log‐linear and logistic regression models on a cumulative dataset based on three large‐scale surveys with detailed and highly comparable information at the level of unit occupations. Our analyses indicate that children of licensed professionals are far more likely to inherit the occupation of their parents and that this stronger micro‐class immobility translates into higher chances of persistence in the upper class. These results support social closure theory and confirm the relevance of a micro‐class approach for the explanation of social fluidity and of its cross‐national variations. Moreover, we find that, when children of professionals do not reproduce the micro‐class of their parents, they still display disproportionate chances of persistence in professional employment. Hence, on the one hand, processes of social closure erect barriers between professions and fuel micro‐class immobility at the top. On the other hand, the cultural proximity of different professional groups drives intense intergenerational exchanges between them. Our analyses indicate that these micro‐ and meso‐class rigidities work as complementary routes to immobility at the top.     

Social Capital and Residential Decision Making Among Rural and Nonrural College Graduates

Due to the low demand for highly educated workers in rural areas, high‐achieving rural students have been portrayed as having to pick between staying close to home and facing limited economic opportunities or leaving to pursue higher education and socioeconomic advancement. But what of those who want both—college degree and return to rural living? Comparing the experiences of rural graduates who returned to rural locales with those who out‐migrated and nonrural graduates across one predominantly rural state, this study explores how social capital matters in the residential decision‐making process. Proximity to work and family were the primary factors determining adult residence. Sense of place—but not attachment to a specific community—also mattered, especially for rural graduates. Family, school, and community social capital were more likely to play a role in career development for rural students, as career aspirations during adolescence followed by career‐driven college choices created pathways for rural return. Findings underscore the importance of analyzing rural return from a regional lens, as respondents reframed lifestyle elements researchers tend to portray as mutually exclusive—rural lifestyle, proximity to family, and professional career—as compatible by employing broad and flexible definitions of proximity and place.     

Feasibility and Validity of Geographically Explicit Ecological Momentary Assessment With Recall‐Aided Space‐Time Budgets

We employ data from the Adolescent Health and Development in Context Study—a representative sample of urban youth ages 11–17 in and around the Columbus, OH area—to investigate the feasibility and validity of smartphone‐based geographically explicit ecological momentary assessment (GEMA). Age, race, household income, familiarity with smartphones, and self‐control were associated with missing global positioning systems (GPS) coverage, whereas school day was associated with discordance between percent of time at home based on GPS‐only versus recall‐aided space‐time budget data. Fatigue from protocol compliance increases missing GPS across the week, which results in more discordance. Although some systematic differences were observed, these findings offer evidence that smartphone‐based GEMA is a viable method for the collection of activity space data on urban youth.     

Ecologies of Boundaries: Modes of Boundary Work in Professional Proto‐Jurisdictions

Ecological approaches to professional work, authority, and regulation have seen a resurgence in the sociology of professions, as epitomized in the linked ecologies framework of Andrew Abbott. Alongside this resurgence comes a renewed attention to the way symbolic and material boundaries within and between professions, as well as between professional, university, and political institutions, come to be defined, negotiated, and changed as part of ongoing professional projects. Building on and comparing case studies set in Denmark into three emerging professional “proto‐jurisdictions”—of water‐related climate adaptation, lifestyle disease prevention, and innovation management—this article identifies three key modes of interprofessional boundary work important for such projects. In doing so, it grounds Abbott's meso‐level framework of linked ecologies in more situated accounts of workplace‐level boundary interaction, by reconnecting to a wider tradition of symbolic interactionist studies of professions.     

The Impact of Flexible Working Arrangements on Work–life Conflict and Work Pressure in Ireland

Recent rapid economic growth in Ireland has been accompanied by a strong surge in the number of women in employment, and this has led to a significant increase in the proportion of dual‐earner families. These changes have brought the issue of reconciliation between work and care commitments to the fore. Flexible working arrangements in firms have been identified as one important means of balancing work and other commitments. In this article we investigate the relationship between four flexible working arrangements; flexitime, part‐time hours, working from home and job sharing, and two key employee outcomes; work pressure and work–life conflict, using data from the first national survey of employees in Ireland in 2003. Our results show that while part‐time work and flexitime tend to reduce work pressure and work–life conflict, working from home is associated with greater levels of both work pressure and work–life conflict. We conclude that it is important to distinguish between flexible working arrangements to discover their potential for reducing work pressure and work–life conflict.     

Children's Perceptions of Choice in Relation to their Play at Home,in the School Playground and at The Out‐of‐School Club

Choice is often presented as a defining feature of play and it has been argued that a perception of choice contributes to the developmental potential of play. This paper investigates children's self‐recorded levels of choice during play across three contexts—the home, the school playground and the out‐of‐school club. Children recorded their play activities across contexts using a structured diary technique. Findings based on 401 reported play episodes indicated that choice varied across contexts, according to the number of children involved and whether or not an adult was present. The findings are discussed in relation to theory, policy and professional practice.     

Language,games and language games

How do social values come about and gain legitimacy? Starting from the premise that discourses of social analysis affect the ways in which social norms develop and proliferate, this article models the evolution of professional codes and dialects using Wittgenstein’s idea of a language game. A language game is formalized as a repeated game of tacit coordination played among participants with informational asymmetries. The informational asymmetries model the different meanings that people assign to the same word used in a conversation. A language is formalized as a code that emerges as a result of repeated interactions in a language game. The paper argues that certain codes—such as those based on the real number system—lead to more reliable strategies in language games. The result is used to argue that professional dialects based on axiomatizable codes—such as physics, mathematics and economics—are less likely to experience fragmentation into intra-disciplinary ‘sects,’ camps and incommensurable paradigms than are professional dialects that are not based on an axiomatizable code—such as sociology, psychology, organization studies, and strategic management studies. The idea of a language game is extended to explore ways in which certain disciplines can establish cognitive jurisdiction over particular phenomena, starting from a particular set of codes, and thereby claim ‘cognitive monopolies.’ A rudimentary theory of the market for ideas is advanced.     

‘To Do Or Not To Do (Gender)’ and Changing the Sex‐Typing of British Theatre

Concepts of doing, and undoing, gender have become increasingly prevalent within studies of sex‐typed work. However, these concepts, as currently figured and applied, contain a significant analytical lacuna: they tend not to register changes in the sex‐typing of work. In this study we engage this research gap by addressing the changing sex‐typing of British theatre — specifically, the shift from female‐dominated amateur to male‐dominated professional theatre work. We draw upon and develop concepts of doing and undoing gender to understand changes in the sex‐typing of work. In so doing, we explain how spatially and temporally differentiated ways of doing ‘male’ and ‘female’ become implicated in how people make sense of, and enact, the changing spaces and times of ‘amateur/female’ ‘professional/male’ work. Our analysis of theatre work suggests that, despite recent criticisms of their wider significance, concepts of un/doing gender are useful to understand broader changes in the sex‐typing of work. Thus, it also appears possible to (un)change such sex‐typings by undoing gender. However, our analysis suggests that such subversive acts remain ineffective, unless those involved in such gendered undoings engage with, rather than renounce, the gendered doings that help enact the changing sex‐typing of work.     

Situated legitimacy: Deliberative arenas and the new rural governance

Rural governance in the UK and elsewhere has undergone far-reaching changes, as partnerships and other collaborative approaches have emerged to address the challenges of rural sustainable development. The legitimacy of this ‘new rural governance’ is purportedly grounded in deliberation between stakeholders, but this is problematic—it is not clear how ‘legitimacy’ is to be understood now that the criteria of legitimacy appropriate to representative democratic government are not obviously applicable.Here we propose an analysis of legitimacy as situated—that is, given meanings by actors in specific contexts—and continuously constructed through discursive processes, where it also plays a reciprocal, highly political role in shaping those processes. We use this framework to analyse decision making in three distinctive deliberative arenas for sustainable transport policy making in the Peak District National Park in England. Legitimacy claims were found to be significant elements in each arena, but no single, overriding legitimacy discourse was successfully established. Instead, each arena's legitimacy was a hybrid, justified through a complex mix of competing rationales.While no single conclusion can be drawn about the legitimacy of ‘the new rural governance’, the strongest legitimising principles remained those grounded in representative democracy. In contrast, the ‘new’ approaches rely on deliberative norms accepted only by (some of) the relatively limited circle of stakeholders directly involved. More generally, if such norms are to become accepted principles for legitimate rural governance, then more work is needed to discursively establish their acceptability both in networks of governance and with the wider population.     

Family Experiences of Competition and Adolescent Performance

The authors examined how mothers' and fathers' feelings of competition at home and work affect their relationships with their daughters and sons using time‐diary data from a national sample of 220 families. Multivariate analyses revealed 3 relationships between parents' feelings of competitiveness at work and home and feelings of competition experienced by their children at school and home: (a) parents' and adolescents' competitiveness varied across home, work, and school—with mothers and fathers reporting similar levels of competition at work but daughters feeling more competitive at school than sons; (b) parents' competition at work was associated with similar activities; however, daughters' and sons' competition at school varied by activities; and (c) mothers' competition was associated with strategies for college enrollment and varied by gender, most notably with respect to daughters' academic progress. The results suggest how parents' competitive disposition may motivate their children's academic performance, especially between working mothers and their daughters.     

Professionals' Accounts for Work‐related Deceptions

Using interview and observational data, this article analyzes how private detectives account for using work‐related deceptions, I place special emphasis on how practitioners' accounts draw on professional affiliations and organizational resources that are less available to individuals in their private lives. These affiliations and resources include economic and demographic characteristics of employers, practitioners, clients and investigative targets, state licensing, the profession's social repute, and asymmetries in specialized knowledge between practitioners and laypersons. The conclusion addresses how accounts for work‐related deceptions benefit professionals through advantaging them over targets, obscuring harmful consequences of work, and helping them and their clients to avoid negative labeling. If you call someone up and say, “Hi, would you mind telling me where your brother is, so that I can put his ass in jail for the next five years,” you won't last too long in the private detective business. —Anonymous private detective     

Stress,satisfaction and role conflict in dual-doctor partnerships

Stress in doctors has major implications for themselves, their family and patients. In dual-doctor partnerships, stress may or may not be compounded. Previous studies have suggested that demands of work have a greater impact on home life than vice versa, and that there may be a gender difference in stress between work and home. This study compared perceived stress, satisfaction and conflict for professional males and females working in dual-doctor partnerships investigating the bi-directional relationship between work and home roles. A sample of 244 male and female doctors in dual-career partnerships working in the National Health Service in Scotland completed a self-report questionnaire. Male doctors perceived their work as more stressful and less satisfying than females. Work stress had a greater impact on home life than vice versa, but there were no gender differences in levels of stress from work to home (WH) or home to work (HW). However, more males than females, particularly younger males, reported that work was a source of conflict with their partner. WH stress predicted marital conflict for both male and female doctors, whereas HW stress predicted marital conflict only for females. Time on call out of hours, the ethical commitment to medicine, and work encroaching into family time were identified as major sources of conflict. These findings have implications both for the well-being of doctors and their families, and for patient care, and for other professionals in dual-career partnerships.     

Constructions of Continuity after Stroke

Prior research suggests that illness disrupts biographical self because of the resulting difficulty in continuing to draw on the same material and symbolic resources used in self‐construction. Recent literature suggests that constructing continuity is possible because of the multi‐faceted nature of self‐construction. One hundred and twenty‐two veterans who had been hospitalized after an acute stroke and discharged home were enrolled in the study. In‐depth interviews were collected from the veterans at one month post‐stroke. Results indicate that some of these individuals construct continuity through their use of personally accessible discursive resources such as expectations for aging and religious beliefs.     

Is there a wage cost for employees in family‐friendly workplaces? The effect of different employer policies

This article assesses the wage impact of different family‐friendly employer policies: in‐kind or in‐cash child‐related benefits and flexible work schedule arrangements. We use French matched employee–employer data with a rich set of indicators of family‐friendly benefits, and we pay attention to the possible endogeneity of worker–employer matching. Our results show that the provision of in‐cash or in‐kind benefits is associated with higher wages for women, while flexible work schedules have no significant effect on wages. Our results lead us to reject the hypothesis of compensating wage differentials: women do not appear to face a trade‐off between wages and a better work–life balance. Our findings are more in line with the enhancing productivity theory: in‐kind benefits reduce the time devoted to household activities and alleviate conflict between professional life and family life, thereby improving women's work effort and productivity. This is not the case for flexible work arrangements, which may be perceived as negatively related to workers’ commitment to their job.