第一资本公司的快速上岗计划

下面这些情境是否觉得熟悉?为配合雄心勃勃的增长计划,公司在招聘经理和高层主管方面投资良多。至少从表面看来,他们似乎个个才能过人。     

Experiences of internal and hybrid employee assistance program managers: Factors associated with successful,at-risk,and eliminated programs

Employee Assistance Programs (EAPs) originated as workplace-focused programs delivered largely by peer employees. Over the past 25 years, the once standard internal EAP has largely been replaced by internal/external hybrid programs or outsourced EAP vendors. Many long-standing internal programs have been downsized or eliminated, along with their internal program manager positions. This qualitative study examined the organizational, leadership, and programmatic characteristics associated with the internal and internal/hybrid EAPs from the perspectives of EAP managers working in programs that have thrived and those that have depreciated. Twenty-four current and former internal or internal/hybrid EAP managers were interviewed using a semistructured interview schedule. Qualitative methods were used to identify patterns and themes within the data to describe the experience of internal and internal/hybrid EAP managers and the critical success and risk factors associated with their positions and programs. Five final themes, with 15 subthemes emerged from the data, suggesting that both individual and organizational characteristics of EAP internal and hybrid programs are important to the program’s sustainability. These findings offer insights regarding best practices and critical success factors to EAP professionals, EAP purchasers, and the EAP industry.     

Reflections of Two Trainees: Person-of-the-Therapist Training for Marriage and Family Therapists

In this article we share our personal and professional experiences, struggles, and growth, as former trainees of the Person-of-the-Therapist Training pilot study, conducted during our master's coursework in the Couple and Family Therapy Department at Drexel University. We include our perceptions of the training process in vivo, the challenges and benefits of doing this work in an academic setting, case examples to convey our journey of personal discovery, and the use of what we learned about ourselves in our development as therapists. This development includes a deepening of awareness of self in our relationship and work with our clients, a greater ability to work with both our personal assets and vulnerabilities, as well as the acquisition of skills to actively and purposefully use our entire person diagnostically and therapeutically in our work with clients.     

Working the Project: Research Proposals and Everyday Practices for Emerging Feminist Researchers

Seeking to support graduate students in engaging in feminist sociological research, we provide guidance on “working the project”—working collaboratively and creatively to foster compassion and solidarity as we bring diverse research projects to fruition. We offer reflections on our everyday experiences and struggles as emerging feminist researchers, including with writing research proposals. We also include four condensed research proposals ‐ on the social organization of care work, sex work, criminal justice, and abortion care ‐ to support fellow students in the process. Spurring collaborative, fun and inclusive ways of working, we speak to feminist scholar‐activists who may require additional support in navigating the social relations of academe, while contributing to collective projects of investigating and remaking the social organization of everyday life.     

Demonstrating LGBTQ+ Affirmative Practice in Groups:: Developing Competence through Simulation-Based Learning

Clinical Social Work Journal - Lesbian, gay, bisexual, transgender, queer, and other sexual and/or gender minority (LGBTQ+) populations experience significant mental and behavioral health...     

Imagining new feminist futures: How feminist social movements contest the neoliberalization of feminism in an increasingly corporate‐dominated world

Increasingly it is argued that feminism has been co‐opted by neoliberal agendas: becoming more individualistic and losing touch with its wider social change objectives. The neoliberalization of feminism is driven in part by increased corporate power, including the growing role of corporations in governance arenas, and corporate social responsibility agendas. However, we turn to social movement theory to elucidate strategies that social movements, including feminist social movements, are adopting in such spaces. In so doing, we find that feminist activists are engaging with new political opportunities, mobilizing structures and strategic framing processes that emerge in the context of increasingly neoliberal and privatized governance systems. We suggest that despite the significant challenges to their agendas, far from being co‐opted by neoliberalism, feminist social movements remain robust, existing alongside and developing new strategies to contest the neoliberalization of feminism in a variety of innovative ways.     

The logic of bio-meritocracy in the promotion of higher education equity

Abstract

This article argues that there is incomplete acknowledgment of the historically racist and ableist meaning of merit in the promotion of higher education equity. Consequently, a masquerade of merit positions mechanisms of standardization – including physical environment, classroom norms, and co-curricular activities in addition to admissions criteria – as seemingly neutral practices in the academy because they construct able-bodiedness/mindedness as naturally occurring and empirically measurable. Thus, merit-based decisions are afforded the status of simply making sense. Individuals are understood to succeed because of their natural talents and hard work, rather than because they resemble the normed archetype of higher education fitness. We call this the logic of bio-meritocracy, and argue that it operates pervasively, yet paradoxically, within systems of higher education. The continual marginalization of individuals labeled with disabilities within the academy is therefore not arbitrary, unintended, or accidental, but rather tied to the maintenance of able-bodied/minded supremacy.     

Implementation of a Mental Health Task Force in a collegiate-based emergency medical services organization

Abstract

Objective: A Mental Health Task Force (MHTF) was implemented in 2016 by a collegiate-based emergency medical services (CBEMS) organization to (1) improve mental health emergency response and to (2) address concerns for the mental health of CBEMS providers. Participants: Skidmore College EMS is a Basic Life Support First Response service staffed by volunteer undergraduate students. Methods: In coordination with faculty and staff, students in the MHTF developed trainings, peer support structures, community events, policies, and informational resources. Results: Sixteen students joined the MHTF within 1 year. Over 35 Skidmore College EMS members received training on mental health emergency response, peer-support, and self-care. Debriefing programs, mindfulness-based events, shift-length limitations, and access to informational resources promoted the mental health of Skidmore College EMS members. Conclusions: Implementing an MHTF is an innovative, student-led approach to coupling education on emergency response with programming that supports the mental health of CBEMS providers.     

Paid family leave: supporting work attachment among lower income mothers

ABSTRACT

Around the time of childbirth, low-income families are at particular economic risk for reasons including mothers’ relatively high levels of separation from work. Lower wage jobs typically come with minimal paid leave that can be used at childbirth. Paid Family Leave (PFL) programs provide partially subsidized wages to new parents. Quantitative research links PFL with greater post-birth work attachment among mothers, including lower wage mothers. This qualitative study sought to explore factors that facilitate – and inhibit – lower income mothers’ returns to work following childbirth and the role of PFL programs. Seventy-one percent of the 75 mothers in the study returned to work. They cited their need for income, desire for financial independence, preference for combining work and caregiving, supportive workplace practices, family help, and accessible and trustworthy child care. They described ways PFL supported employment, especially for single mothers and those with the fewest family resources. Twenty-nine percent of the mothers left work after childbirth for reasons including child care costs, a desire (or need) to remain home rather than work, low job quality, lack of job protection, and PFL program limitations. The findings suggest future research directions and pathways for service providers and others to support these families.