Strengthening Social Programs to Promote Economic Stability During Childhood

Economic instability has increased in recent decades and is higher for families with low incomes and Black families. Such instability is thought to be driven primarily by precarious work and unstable family structure. In addition, the social safety net has become less of a stabilizing force for low-income families, in part because benefits are often tied to employment and earnings. Too much change in economic circumstances may disrupt investments in children, parenting practices, and family routines—particularly if the economic changes are unpredictable, undesired, or not part of upward mobility. Given the considerable evidence that economic circumstances affect child health and development, economic stability can and should be an important goal of multiple policy domains. In this report, we describe economic instability, review the pertinent theories for considering how economic instability might matter to children, and describe ideas for policies that could reduce or moderate instability. We include policies that reduce instability in earnings, use public assistance to stabilize income or reduce material hardship, or enhance parents' capacity to deal with or avoid instability.     

Book notes

The Social Mind: Language, Ideology and Social Practice By James Paul Gee. New York: Bergin & Garvey, 1992. 175 pages. $14.95 (paper).

The Afterlife of the Life History. A special issue of the Journal of Narrative and Life History, 2(1). M. Blackman (Ed.), Hillsdale, NJ: Lawrence Erlbaum Associates, 1992. 79 pages, $17.50.

Teaching Thinking: An Agenda for the 21st Century. C. Collins & J. N. Mangieri (Eds.). Hillsdale, NJ: Lawrence Erlbaum Associates, 1992. 362 pages, $69.95; $34.50 (paper).     

Challenges faced by inpatient child/adolescent psychiatric nurses

Inpatient nurses work to engineer an environment in which patients and staff are physically and psychologically safe. A recent research study on an adult psychiatric unit examined the dimensions involved in keeping the unit safe. The four dimensions included ideology, people (staff and patients), space, and time. In this article, we discuss how these dimensions apply to real-world efforts to keep child and adolescent inpatient units safe. We also discuss the challenges nurses face within each of these safety dimensions, including those arising from fluctuating acuity, staffing formulas, surveillance of physical space, and entrenched unit cultures.     

Repeated confidence intervals and prediction intervals using stochastic curtailment

Jennlson and Turnbull (1984,1989) proposed procedures for repeated confidence intervals for parameters of interest In a clinical trial monitored with group sequential methods. These methods are extended for use with stochastic curtailment procedures for two samples in the estimation of differences of means, differences of proportions, odds ratios, and hazard ratios. Methods are described for constructing 1) confidence intervals for these estimates at repeated times In the course of a trial, and 2) prediction intervals for predicted estimates at the end of a trial. Specific examples from several clinical trials are presented.     

The relationship between transformational leadership behaviors,psychological, and training outcomes in elite military recruits

Two studies examined the effects of a differentiated model of transformational leadership on follower outcomes. In Study 1, 484 UK Royal Marine recruits completed questionnaires about their trainers' leadership behaviors and their own attitudes towards training. Training outcome was measured as successful completion of training or non-completion. Discriminant function analyses identified that fostering acceptance of group goals, inspirational motivation, appropriate role model, individual consideration, and contingent reward significantly discriminated between pass and failure. A separate discriminant function analyses revealed that the attitudinal variables of self-confidence, resilience, and satisfaction also successfully discriminated between pass and failure. Study 2 used a true experimental design to examine the effectiveness of a transformational leadership intervention. Participants were 85 experimental and 67 control recruits who completed questionnaires at weeks 5 and 15 of recruit training. Results revealed that 3 of the 5 key leadership behaviors, and all of the 3 recruit attitudinal variables measured, were significantly enhanced by the intervention.     

THE CULTURAL GENOGRAM: KEY TO TRAINING CULTURALLY COMPETENT FAMILY THERAPISTS

Training programs committed to the development of culturally competent family therapists must discover ways to raise cultural awareness and increase cultural sensitivity. While awareness involves gaining knowledge of various cultural groups, sensitivity involves having experiences that challenge individuals to explore their personal cultural issues. This article outlines how the cultural genogram can be used as an effective training tool to promote both cultural awareness and sensitivity.     

The Power Behind Empowerment: Implications for Research and Practice

The 1990s have been called theempowerment era, yet growing evidencesuggests that empowerment programs often fail to meetthe expectations of both managers and employees. Toprovide a better understanding as to why empowerment programs often fail andto suggest how such failures may be averted, we examinethe power behind empowerment. Ironically, although powerand empowerment are inextricably linked, much of the work on empowerment in the businessliterature has been devoid of any discussion of power.We present a four-dimensional model which shows themultifaceted way in which power works. In it, we observe the similarities and differences in the waysthat different theorists have approached the study ofpower, notably those ascribing to mainstream , critical, and Foucauldian perspectives. We then use this power model as a lens with which to examineempowerment practices in business. This analysissuggests a number of possible reasons for the failure ofbusiness empowerment programs and provides directions for future research and practice which mightaddress these shortcomings.