从“冰桶挑战”学到的营销建议

正除了营销,绝大多数品牌通常不会试着去挽救生命。营销人员通常会试着出售产品或者服务。不过这首先意味着与人们互动,让大家参与到你的品牌正在做的事情。从参与者的角度来说,我们能从风靡全美的ALS冰桶挑战那里学到很多东西。     

Intention to leave in social workers and educators employed in voluntary child welfare agencies

Introduction

Individuals employed in child welfare settings can have a profound impact on children in care. Research shows that direct care staff can have an effect on emotional and physical outcomes for children with whom they work. This paper seeks to expand knowledge of the child welfare workforce by studying educators employed in child welfare settings and comparing their job satisfaction and intent to leave with that of prevention workers employed in similar settings.

Materials and methods

Data for prevention workers (n = 538) were obtained from workers employed at all preventive service programs under contract with a large municipality. Data for educators were obtained from voluntary agencies located elsewhere in the state (n = 139). The instrument was a modified version of a survey developed to examine job satisfaction and potential turnover among public child welfare workers. Domains measured included various aspects of job satisfaction, intention to leave, and whether workers regretted taking their jobs. Data were analyzed using bivariate analysis and structural equation modeling (SEM).

Results

While both educators and prevention workers varied on different domains of job satisfaction, their overall satisfaction did not differ nor did their intention to leave their jobs. Satisfaction with contingent rewards, the nature of the work and opportunities for promotion along with not regretting taking one's job were predictive of thinking about leaving one's job. Thinking about leaving was predictive of taking concrete steps towards actual leaving.

Discussion

While people both prevention workers and educators report different levels of job satisfaction and work conditions in their agencies, job title itself has less to do with a worker's intention to leave, as measured by both thinking about leaving and taking steps towards actively looking for a new job, than other factors. Larger contextual factors may be at play in workers' decisions to stay employed. Suggestions are made for reducing turnover intentions along with suggestions for further study to clarify the role of organizational factors in workers' intention to leave.     

A Rapid Review of Barriers to Volunteering for Potentially Disadvantaged Groups and Implications for Health Inequalities

Despite volunteering being a feature of community life in the UK, differences as to who volunteers are evident. Reporting on a rapid review of the evidence on volunteering and inequalities, the aim of this paper is to provide an overview of the breadth and interconnectedness of barriers to volunteering for potentially disadvantaged groups. Sixty-seven articles were identified, to produce a map of factors affecting volunteer participation. Findings suggest that whilst different demographic groups experience specific barriers to volunteering, there are areas of commonality. Analysis shifts the onus of volunteering away from the level of individual choice (a dominant emphasis in policy and practical discussions around promoting volunteering) and towards the influence of structural factors related to broader exclusionary processes. Those who potentially have the most to gain from volunteering are the least likely to participate. Whilst the benefits of volunteering are increasingly documented by research and championed by policy, there are questions about the success of this approach given that the underlying social inequalities present substantive barriers to volunteering and must be addressed to promote greater access.

     

Client satisfaction in a community crisis center

Variables determining client satisfaction with crisis intervention services were evaluated. The short version of the Client Satisfaction Questionnaire (CSQ-8), and open ended questions were used in telephone interviews of clients and significant others. Results showed that 40% of the total variance of client satisfaction was explained by clients' evaluation of workers. Low correlations were found between reports of clients and significant others, implying that different factors determine satisfaction for each group.     

General child benefit fund experiments in providing differentiated services

Populations not autonomous in their administrative relations has difficulties with access to social benefits of the Caisses d'Allocations Familiales (CAFs). These difficulties, whether rooted in cultural, educational, social, or other issues, disrupt the management of their documents of social benefits and thereby weigh on their economic situations. From 1998 to 2000, five CAFs tested suitable solutions to situations of beneficiaries for whom standardized procedures have shown their limits, in the areas of housing, compensatory allocations of revenues, and given territories. They have defined goals, methods, and indicators for complex situations and have regular assessments of the management of the project as the project is going on. These results concern a better understanding of the beneficiaries, understanding of the services to provide them with, and the benefits for the beneficiaries, for the agents, for the CAF, and for its relations with the partners associated with their missions.     

新西兰与南极

新西兰的地理位置和地缘政治因素决定了新西兰在南极地区具有重要的战略利益,这些利益源于新西兰的历史和早期获得的政治权利。本文概述了新西兰参与南极事务和在南极地区承担义务的原因;展示了维护新西兰南极存在和在谈判中负责阐述本国见解的新西兰各种机构;探讨了新西兰在南极大陆的核心利益,这些利益推动了新西兰南极政策的形成。