Workfare under Ontario Works: Making Sense of Jobless Work

Ontario Works is a provincial income assistance programme of last resort, operating under a workfare policy structure. Based on interviews with clients and staff (case managers, supervisors, managers and administrators), as well as an examination of policy directives, this article explores the work of workfare including claims making, training and resocialization, and employment internships. This article asks particularly how the work of workfare and the complex and costly workfare infrastructure is justified in the face of its failure to lead to employment. Findings include a contrast between the official story of an employment‐focused programme and workers' reports of spending far more time on eligibility than employment readiness. In addition, applying Gramsci's notion of ‘common sense’, an argument is developed that the normative justification for workfare is based not on the effectiveness of workfare programmes, but on the belief that clients need to exchange their work for welfare and self‐improvement so that they appear ‘employment ready’ even if not employed.     

An evaluation of Midwifery Group Practice. Part II: women's satisfaction

BACKGROUND: Midwifery Group Practice (MGP) is a continuity of midwifery care model for women of all levels of pregnancy risk available at a tertiary metropolitan hospital in Australia. This paper presents Part II of the demonstration study exploring the effectiveness of MGP, and reports on women's satisfaction with the model of care. METHODS: A Maternal Satisfaction Questionnaire was developed and sent to all women (n=120) enrolled in MGP over a three-month period. The questionnaire comprised two open-ended questions asking women to list up to three things they liked and did not like about MGP, and a structured section exploring levels of satisfaction through a five-point Likert response format. The open-ended questions were analysed using qualitative content analysis, and analysis of the structured part of the questionnaire was undertaken by comparing mean scores of satisfaction ranging from -2 (very negative attitudes) to +2 (very positive attitudes). RESULTS: Of the 120 women who were sent a Maternal Satisfaction Questionnaire, 84 returned their questionnaire (70% response rate). Three overarching themes were identified in the content analysis of open-ended questions, namely: Continuity of care; Accessibility; and Personal and professional attributes of the midwife. Analysis of the structured part of the questionnaire showed that women were satisfied with the care they received in MGP, as indicated by positive scores on all questions. CONCLUSIONS: Women being cared for in MGP are satisfied with their care.     

The Impact of Sound in Modern Multiline Video Slot Machine Play

Slot machine wins and losses have distinctive, measurable, physiological effects on players. The contributing factors to these effects remain under-explored. We believe that sound is one of these key contributing factors. Sound plays an important role in reinforcement, and thus on arousal level and stress response of players. It is the use of sound for positive reinforcement in particular that we believe influences the player. In the current study, we investigate the role that sound plays in psychophysical responses to slot machine play. A total of 96 gamblers played a slot machine simulator with and without sound being paired with reinforcement. Skin conductance responses and heart rate, as well as subjective judgments about the gambling experience were examined. The results showed that the sound influenced the arousal of participants both psychophysically and psychologically. The sound also influenced players’ preferences, with the majority of players preferring to play slot machines that were accompanied by winning sounds. The sounds also caused players to significantly overestimate the number of times they won while playing the slot machine.     

Human resource development at the University of Minnesota-Twin Cities: origins and international growth

This article provides an overview of the history and current status of graduate and undergraduate Human Resource Development (HRD) programs at the University of Minnesota. The HRD program at the UMN is situated within the Department of Organizational Leadership, Policy, and Development of the College of Education and Human Development. The program offers undergraduate, master’s, and PhD degrees, and is characterized by healthy enrollment numbers and a strong alumni base, both nationally and internationally. The UMN HRD program has a long history of significant contributions to the development of HRD with research and strong education programs which continue to influence the academic field and professional field of practice in the U.S. and internationally.     

A more radical human resource development: the time is now

The world is changing and so must human resource development (HRD). A cursory review of the scholarship in the four journals sponsored by the Academy of HRD revealed less than 10% of our discipline’s research explicitly focuses on the experiences of women, LGBTQ (lesbian, gay, bisexual, transgender, and queer) people, millennials, people of colour, or immigrants and expatriates, and yet we know these groups have an increasing presence and impact on our organizations. The purpose of this essay is to amplify a call to action for radical change and to reiterate the imminent need for HRD to shift agendas in order to keep up.     

Context-Sensitive Linking

Abstract

Linking services that provide seamless access to a library's e-journal collections are becoming increasingly prominent. This article outlines some of the hurdles to seamless linking and discusses the technologies that make linking services possible. These include the Digital Object Identifier, the CrossRef initiative, the development of emerging standards like the OpenURL, resolution servers, and an examination of how these are incorporated into a linking service. The authors interviewed representatives from four companies providing linking services—Ex Libris, Sirsi, Endeavor, and Openly Informatics—and describes features of their systems. Serials Review 2002; 28:267–282.     

Fertility in Kenya and Uganda: A comparative study of trends and determinants

Between 1980 and 2000 total fertility in Kenya fell by about 40 per cent, from some eight births per woman to around five. During the same period, fertility in Uganda declined by less than 10 per cent. An analysis of the proximate determinants shows that the difference was due primarily to greater contraceptive use in Kenya, though in Uganda there was also a reduction in pathological sterility. The Demographic and Health Surveys show that women in Kenya wanted fewer children than those in Uganda, but that in Uganda there was also a greater unmet need for contraception. We suggest that these differences may be attributed, in part at least, first, to the divergent paths of economic development followed by the two countries after Independence; and, second, to the Kenya Government's active promotion of family planning through the health services, which the Uganda Government did not promote until 1995.