Penal and welfare conditionality: Discipline or degradation?

This paper aims to complement analyses of welfare conditionality by examining what can be learned from studies of conditional punishment in the criminal justice system. Drawing on a range of recent studies, I explore lived experiences of the conditionality attendant on penal forms of supervision; penal forms that have expanded rapidly in recent decades. I argue that, to paraphrase Stan Cohen, such supervision is as much about the dispersal of degradation as it is about the dispersal of discipline. Indeed, in contemporary western societies, both in punishment and in welfare systems, I suggest that conditionality functions less to discipline poor and marginalised people and more to disqualify them from the entitlements of ordinary citizenship. In so doing, conditionality constructs them as denizens, thus serving to limit the liabilities for the state that arise from social inequalities. Extending Delroy Fletcher and Sharon Wright's metaphor, the abusive slaps now meted out in concert by both hands of the penal state are as much about degrading and denying the entitlements of “needy” denizens as they are about influencing their conduct. But crucially, even within the increasingly restrictive context created by these developments, penal practitioners can and do provide care and assistance.     

Generalizing from social media data: a formal theory approach

ABSTRACT

Researchers increasingly draw on social media data to answer big questions about social patterns and dynamics. However, as with any data source, social media data present both opportunities and significant challenges. One major critique of social media data is that the data are not generalizable outside of the platforms from which the data originate. Problems of generalizability stem from non-universal participation rates on various platforms, demographically biased samples, as well as limited access to data based on infrastructural constraints and/or user privacy practices. We suggest that instead of empirical generalizability, social media data are theoretically generalizable in the formal theory tradition. Through a case example in which we use YouTube comments to test and extend a key tenet of identity theory, we show how social media data can instantiate theoretical variables and thus generalize to theoretical propositions. Mediated through formal theory, social media data maintain the capacity to address broad social questions while upholding methodological integrity.     

‘Care is not a dirty word!’ Enacting an ethic of care in social work practice

While ‘care’ has been positioned as a core value of the social work profession since its inception, the increasing influence of neoliberal rationalities have placed care on the periphery of social work theory and practice. Social work scholars have promoted the incorporation of ethic of care theory into direct social work practice as a means of countering the effects of a context that is antithetical to caring practice. I present findings from my Australian study, providing an original contribution by presenting concrete understandings of how social workers enact care in everyday direct social work practice. The study was guided by a grounded theory approach. Fifteen social workers were interviewed using a semi-structured interview schedule. The interviews were analysed using constructivist grounded theory techniques. ‘Meeting needs’, ‘just being there for clients’, ‘building relationships with clients’, and ‘going the extra mile’ were some of the ways that participants demonstrated care in their practice. Constraints on care were challenged and resisted by ‘taking a stand’, ‘bending the rules’, ‘picking battles’, ‘justifying care’, and ‘taking risks’.     

Do “protean” employees make better leaders? The answer is in the eye of the beholder

While the protean career (Hall, 1976, 2002) has been lauded for its advantages in helping individuals adapt to changing career contexts, it is not clear how this career orientation may impact how others perceive a person's leadership ability. In this study, we hypothesized that those with a protean career orientation would receive higher leadership ratings from subordinates and superiors, but lower leadership ratings from peers, in part based upon social comparison theory. Using structural equation modeling, our hypotheses regarding subordinates and peers were supported, but not with respect to superiors, who, along with peers, rated those with a protean career orientation lower in terms of transformational leadership as measured by the MLQ. We discuss potential reasons for these findings and the consequences for research and theory. Also, we examine the implications of this research for leadership development, workforce recruitment and retention, and possible generational significance.     

Kompetenz- und karrieref?rderliches Führungsverhalten: Zum Stand der Forschung

The direct manager which has close contact with his employees is suited to challenge and support them according to their interests and abilities. This paper provides a summary of the empirical literature about the meaning and mechanism of different leadership behaviors influencing employees?? competencies and career advancement. The leader??s behaviors are divided in two ways of support. The direct contact (feedback, training measures, promotion, trust and expectations, objectives?? management, social support, role model behavior) and support by providing competence and career enhancing tasks and job design (delegation of challenging tasks, job control, person-job-fit). Thereby a particular focus is placed upon gender-specific outcomes. Based on the actual research findings, additional recommendations for the career enhancement in practice and for future research are provided.     

Resisting Hybridity in Community-Based Third Sector Organisations in Aotearoa New Zealand

The influence of the state policy agenda though a neo-liberal contracted funding environment is redefining the boundaries of the third sector through a process of hybridisation. Hybridised organisations adapt to possess characteristics and logics of multiple sectors (public, private or community). Increasing hybridity within the New Zealand community and voluntary sector has resulted in a perceived dichotomy separating organisations that adapt to these challenges from those that resist. In this paper, we apply a hybridity lens to seven community development organisations, who have predominantly resisted marketisation and alignment with the state policy agenda, to assess the extent of their hybridity and how this has impacted on their place in the community and voluntary sector and access to funding opportunities available from the state.     

Perceived managerial and leadership effectiveness in a non-profit organization: an exploratory and cross-sector comparative study

This paper presents the results of an ‘HRD professional partnership’ study of perceived managerial and leadership effectiveness carried out within a UK third sector (non-profit) organization. Using the critical incident technique, concrete examples [critical incidents (CIs) ] of observed effective and least effective/ineffective managerial behaviour were collected from a purposive sample of senior and middle-level managers of the collaborating registered charity. The CIs were content analysed to identify themes and analytical categories. Behavioural statements were then devised to reflect the constituent CIs of each category. The paper also reports the results of a subsequent cross-sector comparative analysis that explored the similarities and differences between the identified behavioural statements and the results of equivalent studies in the UK public and private sector organizations. The findings challenge the widely held image that managers need to adopt different managerial behaviours to be effective in non-profit organizations because of inherent differences between the sectors. How the resultshave been used by the collaborating organization is outlined. Finally, thelimitations, implications for practice and research recommendations are discussed.     

Implementing workforce development in health care: A conceptual framework to guide and evaluate health service reform

Abstract

The term ‘workforce development’ is increasingly popular in the health-care field. It appears to encompass a range of human and organizational development activity. However, there has been limited explication of the concept of workforce development in Australian health care at area health service levels. It is timely to develop a framework for workforce development and processes to guide any evaluation of the implementation of workforce development strategies. This paper presents a framework that has been developed through consultative processes in an area health service and an associated review of literature.