Placement visits by tutors from college based programmes

In recent years some social work tutors have been subject to considerable criticism regarding their inability to keep pace with new developments, including anti discriminatory approaches. In the current harsh climate evident in higher education and following the development of the Dip SW, agency approval for practice teaching and accreditation of individual practice teachers, the tutor's role in visiting placements has been challenged and questioned. The purpose of this article is to argue for a continuation of regular contact by the tutor with practice teacher and student during the planning, monitoring, assessment and review stages of a placement. The tutor's responsibilities are highlighted, acknowledging the power base from which they and practice teachers operate. The importance of empowering both practice teachers and students is considered, while also stressing the need for tutors to maintain standards on placements and to ensure the permeation of anti-discriminatory approaches in both placement learning opportunities and in tripartite meetings.     

Building Relationships with Aboriginal People: A Cultural Mapping Toolbox

Abstract

This article describes a cultural mapping tool developed specifically for working with Aboriginal people experiencing mental health problems. The tool has broad scope, drawing from ecological and systems approaches. It will assist social workers to understand cultural and family obligations and build relationships with Aboriginal service users. Students learning about cultural diversity have expressed concern about asking culturally-sensitive questions. Australian human service workers typically state they feel inadequate in addressing Aboriginal culture in their practice approaches. The three components of the cultural mapping toolbox, (a) the social and emotional wellbeing cluster map, (b) the community and cultural diversity map, and (c) the migration map, provide social workers with a way of supporting a culturally connected lifestyle in contemporary society.     

Conjuring up traditions: atmospheres,eras and family Christmases

Despite some macro level concern with the concepts of tradition and ‘detraditionalization’, sociologists for the most part have paid relatively little attention to the everyday realities of family traditions as they are experienced and narrated in people's lives. Based on a qualitative study of ‘Family Backgrounds and Everyday Lives’, this article explores people's experiences and narratives of family Christmases, and examines how traditions are conjured up and evoked in multi‐dimensional, embodied, emplaced and sensory ways. The article argues that in recognizing and conjuring up family practices and happenings as ‘traditions’, people create a vivid and potent sense of generational eras, atmospheres and family styles. These have a moral currency that matters – sometimes quite profoundly – in people's lives, and are the subject of debate and negotiation between, as well as within, generations. Christmas traditions, it is argued, are central in the constitution of eras not least because they enable the bundling up of time – past, present and anticipated for descendant generations – into packages of generalized ‘time out of time’, characterized by distinctive atmospheres, and around which memories can coalesce and about which stories can be told. These atmospheric eras – more than broad or macro understandings of ‘tradition’ – are central in how generational dynamics and personal family histories take shape, and how memories are ‘indexed’ in and through time.     

Beyond the Call: Mothers of Children with Developmental Disabilities Responding to Sexual Abuse

A qualitative, interdisciplinary study was undertaken to examine the experiences of mothers of children with developmental disabilities who were sexually abused. In-depth interviews were conducted with four mothers, their children, and the professionals involved with each case. The dual impact of caring for a child with a disability together with dealing with the aftermath of child sexual abuse, both personally and systemically, was considered. Individual professionals went out of their way to try to help, but, nonetheless, the abuse increased what was already a significant burden of care and further reinforced stigmatization, marginalization, and powerlessness. At the same time, the study painted a picture of committed and determined mothers who were devoted to their children.     

Consequences of work-family conflict on employee well-being over time

The effects of work-family conflict on the well-being of a diverse sample of 342 non-professional employees from the greater Los Angeles area were examined. Data were collected at two points in time, and a rigorous research design was employed. The effects of self-report bias were considered by controlling for social desirability bias, and by collecting two sources of data (i.e. self-reports and co-workers reports). The results revealed that work-family conflict predicted employee well-being over and above social desirability bias. In addition, analyses were consistent when both self-reports and co-workers reports were utilized. Finally, work-family conflict was a longitudinal predictor of employee's positive well-being. Both cross-sectional and longitudinal analyses were consistent across self-reports and co-worker reports.     

Do Human Resource Practices Enhance Organizational Commitment in SMEs with Low Employee Satisfaction?

This paper considers a large matched employee–employer data set to estimate a model of organizational commitment. In particular, it focuses on the role of firm size and management formality to explain organizational commitment in British small and medium‐sized enterprises (SMEs) with high and low levels of employee satisfaction. It is shown that size ‘in itself’ can explain differences in organizational commitment, and that organizational commitment tends to be higher in organizations with high employee satisfaction compared with organizations of similar size with low employee satisfaction. Crucially, the results suggest that formal human resource (HR) practices can be used as important tools to increase commitment and thus, potentially, effort and performance within underperforming SMEs with low employee satisfaction. However, formal HR practices commonly used by large firms may be unnecessary in SMEs which benefit from high employee satisfaction and positive employment relations within a context of informality.     

A comparison of simplified value function approaches for treating uncertainty in multi-criteria decision analysis

Uncertainty is present in many decisions where an action's consequences are unknown because they depend on future events. Multi-attribute utility theory (MAUT) offers an axiomatic basis for choice, but practitioners may prefer to use simpler decision models for transparency, ease of use, or other practical reasons. We identify some ‘simplified’ models currently in use and use a simulation experiment to evaluate their ability to approximate results obtained using MAUT. Our basic message is that avoiding assessment errors in the application of a simplified model is more important than the choice of a particular type of model, but that the best performance over a range of decision problems is from a model using a small number of quantiles.