Beyond Contact? Policy approaches to work with families of looked after children in four European countries

In England, placement within the looked after system is not viewed as a desirable long‐term solution for most children, and policy has prioritised continued contact with parents, and swift return home, wherever possible. This review examines policy approaches to work with families of looked after children in England and in three other European countries: Denmark, France and the Netherlands, aiming to identify areas for shared learning in relation to this challenging area of policy and practice. The research highlights relationships between care populations and policy understandings of the purpose of work with families, including understandings of children's and/or parents’ rights.     

Circular Questioning and Shifting Relationships

This article is a contribution to the necessary development of process evaluation in family therapy. A videotaped case, consisting of six sessions, is reviewed and the changes in the various family relationships are described. Attempts are made to look for correspondences between circular questioning in one of the sessions and shifts in relationships.     

Does change process healthiness reduce the negative effects of organizational change on the psychosocial work environment?

Abstract

This study aimed to investigate whether the detrimental effects of organizational change on the psychosocial work environment are reduced by the “healthiness” of change processes. This includes the management's awareness that the change may be experienced differently by various individuals and groups (diversity); availability of the manager during the process; the degree to which conflicts are resolved constructively; and the degree to which the new roles to be taken on are clarified. Two studies are presented. Using a randomized sample of the Norwegian working population (N = 2389), the first study showed that there were both direct and indirect positive relationships between organizational change and stress, with job demands (but not control and support) as a mediator. In the second study a healthy change process index (HCPI) was developed from dimensions of healthy change that had emerged in an earlier qualitative study. Using data from seven Norwegian enterprises undergoing change (N = 561), this study showed that the healthiness of the change process was related negatively to stress and positively to Control and Support, but not to Demands. Overall, these findings support the idea that a healthy process may not reduce the additional demands produced by organizational change. However, a healthy process may still be able to reduce the experience of stress and facilitate coping with stress and associated increased demands through enhancing the psychosocial work environment.     

Developing criteria for healthy organizational change

Abstract

The objective of this study was to identify criteria for healthy change in organizations and to develop practical guidelines for intended change. We aimed to explore how change processes at the shop floor level can be better informed by consultants and labour inspectors. A total of 180 interviews were conducted with managers and employees in 90 units of public and private organizations in Norway. The interviews were analysed through four steps representing an expansion of grounded theory, and converted to qualitative analysis using QSR and N6 software. We found that organizational change processes were better managed by more attention to awareness of the local norms and diversity among employees in the perception and reactions to change efforts. An inspector or consultant should be aware of these phenomena in any change effort and tell the organization how to deal with them. The other three factors identified were early role clarification, manager availability, and using constructive conflicts to deal with change. They are all important coping mechanisms at the organizational level that will bring change processes onto a more optimal track if correctly managed. A healthy process empowers individuals instead of making them insecure and defensive in times of change. This will help them restore perceived control and promote job security, which benefits both them and the organization.     

The Effects of European Regulatory Networks on the Bureaucratic Autonomy of National Regulatory Authorities

This article discusses the effects of European regulatory networks on the bureaucratic autonomy of national regulators as regards regulatory rule-enforcement and rulemaking. Drawing on institutional theory, the article elaborates scope conditions for networks to yield an effect along this property and assesses these arguments in a study of the formation and institutionalization of the European Competition Network and how it structures relationships between competition authorities and resort ministries in The Netherlands, Sweden and the non-EU member-state Norway. It is argued that by virtue of accumulating and embedding strong norms of independence, the network yields an “autonomizing” effect vis-à-vis participating organizations.     

Development NGOs: Actors in a Global Civil Society or in a New International Social System?

The international aid system forms a powerful structural force impacting organizational landscapes and civil societies all over the world in complex ways we do not yet understand. Dominant NGO research has failed to properly address this crucial issue, because of a conceptual, theoretical, and ideological tradition that is itself embedded in this very same system's normative, rhetorical agenda. This paper suggests some conceptual and theoretical approaches that should encourage more comparative research on the role of the development NGOs in shaping national and global civil societies