A Different Kind of Holding Environment: A Case Study of Group Work with Pediatric Staff

ABSTRACT

This paper reports a nearly two-year intervention with staff at a major urban pediatric facility. The authors worked as trainers and consultants for two groups–the Emergency Department (ED) and Chronic Care units (CC). Following two days of training about grief and loss, highlighting skill building for work with traumatized and grieving children and parents, the consultants worked to develop teams which could provide a Winnicottian holding environment for staff. The efficacy of this staff training is analyzed and support needs of staff members are identified. Findings include varied willingness to make use of group support. Chronic care participants are more likely to express willingness to engage in on-going support for one another, while ED staff members seem to prefer structured, educational training and episodic support. The holding environment of the processing groups must be adapted to fit the needs of the medical sub-culture.     

习近平新时代中国特色社会主义思想的教育实践

为培养中国特色社会主义事业合格建设者和可靠接班人,以思政课的教育实践为例,对习近平新时代中国特色社会主义思想进行研究。研究认为,习近平总书记从民族复兴、党和国家事业发展以及建设中国特色社会主义教育强国的全局出发,高度重视教师队伍建设和教育工作;作为用习近平新时代中国特色社会主义思想铸魂育人的中坚力量,思政课教师要在学生心里埋下真善美的种子,始终做学生立德铸魂的引路人;思政课教师要坚持不懈地传播马克思主义科学理论,用习近平新时代中国特色社会主义思想武装师生头脑,引领学生坚定理想信念,补足“精神之钙”,始终做政治清醒的明白人;要引领学生弘扬中国精神,锚定成长成才的“压舱石”,特别要在指导学生贯通学好“四史”,涵育家国情怀和培养创新实践能力方面下功夫;要引领学生培育和践行社会主义核心价值观,在学思悟践中掌握马克思主义科学思辩的方法论精髓和实践要义,切实解决好世界观、人生观、价值观这个“总开关”问题,帮助学生“扣好人生第一粒扣子”。     

A Literature Review of Organizational Behavior Management Interventions in Human Service Settings from 1990 to 2016

We reviewed the Journal of Applied Behavior Analysis (JABA), Journal of Organizational Behavior Management (JOBM), and Behavior Analysis in Practice (BAP) from 1990 to 2016, to identify articles that evaluated organizational behavior management interventions in a human service setting. Of those articles, 75 articles met the inclusion criteria for the review, 44 from JABA (1990 to 2016), 22 from JOBM (1990 to 2016), and 7 from BAP (2008 to 2016). We categorized each selected article by setting, employee population, client population, assessment, dependent variable, independent variable, and outcome measures. Results from the review are discussed for all three journals. Recommendations are made to broaden the scope of population and dependent variable targets, include more assessments, and include outcome data when applicable.     

An Evaluation of Staff Preference for Graphic Characteristics

The purpose of the current study was to assess staff preference for how data were displayed on graphs. Specifically, preference for line versus bar graphs was assessed, as well as preference for data displayed as one date in time versus multiple dates showing performance trends. A secondary purpose of the study was to assess staff comprehension of the data presented across different graphic displays. Participants included 60 entry-level direct care staff and 25 seasoned therapists. Therapists had more advanced training in applied behavior analysis than the direct care staff. The vast majority of direct care staff preferred data depicted as a bar graph versus data depicted as a line graph, even preferring a single bar graph over a time-series line graph. The therapists preferred time-series line graphs to bar graphs. Most staff demonstrated understanding of the data, regardless of how it was depicted.     

试论财务人员职业道德建设

本文从当前会计职业道德的现状出发,探讨了会计职业道德规范的内容及会计职业道德建设的途径,提高对会计职业道德建设重要性的认识;加强职业道德教育,增强财会人员使命感;提出构建我国会计职业道德体系框架结构的设想。     

浅析高校女教工在山西转型跨越发展中的使命

在山西＂十二五＂转型跨越发展的过程中,高等教育在推动区域科技进步与产业转化、为区域经济发展提供智力与技术支持、为区域经济发展奠定软环境基础等方面都具有重要作用。而随着数量、素质的不断提高、结构比例的持续优化,作为具有合素质较好、知识层次较高、创新能力较强、社会影响较大等特点的高校女教工群体更应该在人才培养、科学研究、社会服务等诸多方面,充分发挥其作用,为推动山西转型跨越发展做出更大的贡献。     

地方高职院校师资队伍建设中存在的问题与对策

本文对地方高职院校师资队伍建设中存在的问题与对策加以论述。     

村级女计生专干的困境分析

我国人口形势目前呈现出前所未有的复杂局面,人口计生工作重点难点在农村。根据实际需要。很多地方提倡每个行政村配备至少一名女性担任村级计生专干。当前研究界极少对该群体进行研究。处于人口计生网络网底的女性计生专干在工作中面临着工作不专、责任大权力小、招怨气、无保障等诸多困难。究其原因在于。她们时常面临角色冲突（边缘的工作角色、强者的社区期待、矛盾的家庭角色）;受传统的性别观和生育观束缚;相关政策有待完善;自身工作能力和素质有待提高等方面。由此建议。在村级女计生专干的队伍建设中完善培训机制、引入竞争机制、强化管理机制、落实待遇机制、创新激励机制。     

Personal sacrifice and corporate cultures: career progression for disabled staff in higher education

Disabled people are under-represented in higher education (HE), especially in senior posts. This article reports research on the perspectives of career progression into leadership held by disabled staff in one post-1992 university. Findings indicated that some participants were already engaged in leadership or aspired to such roles, and reported positive experiences. However, participants also experienced barriers to progression, including a lack of awareness of equality and diversity among managers and colleagues, inadequate professional development opportunities and the competitive organisational culture of management that could impact on their health and work–life balance. We conclude that disabled staff in HE do not yet have equal opportunities for progression into leadership roles compared with their non-disabled peers. There is a need for realignment of the culture of leadership and management to make it more compatible with the full inclusion of disabled staff in HE such that their unique contributions are valued.