Older People's “Voices”—On Paper: Obstacles to Influence in Welfare States—A Case Study of Sweden

The official rhetoric of welfare states unconditionally pays tribute to older people's right to express dissatisfaction. In practice, users of older services in welfare states may be deprived of their “exit” options and face considerable constraints when it comes to raising their “voices.” For example, when older people in nursing homes would like to lodge a complaint, they may well be referred to the very staff members they depend on in their everyday lives. This article analyzes a national case study in which these contradictory tendencies are especially explicit: formal influence channels for older people in Sweden. Using data from structured interviews with 100 representatives of Swedish municipalities and drawing on Hirschman's (1970) Hirschman, A. 1970. Exit, voice, and loyalty: Responses to decline in firms, organisations, and states, Cambridge, MA: Harvard University Press.  [Google Scholar] theory on exit and voice, the article analyzes obstacles to older service users' influence in Sweden and develops explanations for these obstacles in terms of social contexts.     

“Such Trivial Matters:” How staff account for restrictions of residents' influence in nursing homes

National policies emphasize older people's right to autonomy, yet nursing home residents often have restricted opportunities to make decisions about everyday matters. We use qualitative interview data to analyze staff members' explanations of actions that conflict with both social norms and national policies. Two types of problematic actions are discussed: restrictions of elderly residents' influence in decision making and neglect of residents' complaints. While staff members describe residents' influence as desirable, they simultaneously formulate accounts that justify their inability to live up to this ideal. Further, we demonstrate how certain complaints are “made trivial” when they are described and treated in specific ways by the staff. We argue that the accounts offered by staff members draw on an implicit folk logic, a logic in which residents are allowed to exercise influence only as long as it does not conflict with the efficient running of the institution as a whole.     

Using the Assessment Framework to measure parental mood: an investigation of the reliability of the Adult Well‐Being Scale

The adoption of evidence‐based practice in social work has been widely promoted in recent years and with this, a growing emphasis on the evaluation of practice using well‐validated and reliable measurement processes. The Department of Health's ‘Framework for the Assessment of Children in Need and their Families’ in the UK includes quantitative measures that form part of a systematic assessment of the needs of children and their families that includes assessment of parenting capacity and parental emotional state. The measure selected to assess parental mood was originally known as the Irritability, Depression and Anxiety Scale, and has been renamed within the Assessment Framework as the Adult Well‐Being Scale. This instrument is designed to assess depression, anxiety, and inward and outward irritability. However, there has been relatively little contemporary evaluation of the reliability and validity of the measure, and the extent to which it measures the four constructs it is designed to assess. This research therefore conducted extensive analyses of the reliability, validity and underlying factor structure of the Adult Well‐Being Scale. The four subscales did not demonstrate sound psychometric properties. At best a total score may be used as an indicator of ‘overall psychological distress’.     

Seeking exemptions from nursing home routines: Residents' everyday influence attempts and institutional order

Using ethnographic data collected from a Swedish nursing home, this article analyzes residents' everyday or subtle influence attempts relative to the maintenance of institutional routines. Residents' efforts to carve out some autonomy or fulfill personal preferences in everyday matters could be categorized as (1) disruptions, (2) disturbances, or (3) “good matches” relative to ongoing and up-coming nursing home routines. Striking disruptions were often fruitless, while attempts rendered as disturbances were typically postponed or modified. In general, the outcomes of residents' maneuvers were shaped by brief and situational negotiations of whether (and how) temporary exemptions from the institutional order were deemed accountable or not by the staff. Although the staff sometimes arranged situations in which residents were given some defined or symbolic decision-making authority, the findings of this study show how an inflexible local routine culture can constitute a constraining and only occasionally porous framework for residents' self constructions and everyday life.     

Reflections on scholarship and linguistic rights: A rejoinder to Jan Blommaert

The attachment that many peoples have to their language is clear from the fact that it often becomes a symbol of their very existence (see, e.g. Fishman 1997). This is what makes this field interdisciplinary and vital for human rights but difficult to limit to traditional empirical research. There are elements of identity, access issues, and questions of ownership. (Michael Clyne, personal communication)     

MANAGERIAL DECISION MAKING UNDER INTRANSITIVE CONDITIONS: AN INTERNATIONAL STUDY OF THE VOTER'S PARADOX

Researchers and scholars have been concerned for many years with the normative aspects of amalgamating individual preferences to form a group decision. The present paper studies how managers actually make decisions involving intransitive preference functions by examining how the Voter's Paradox Conflict (VPC) is actually resolved by homogeneous groups of subjects from five different populations (Denmark, England, Switzerland, U.S. Private, and U.S. Military). The results showed that level of cooperation, the reward structure (real versus imaginary money), and experience with the VPC are the major factors relating to the solution obtained. Nationality differences explained little of the variance in decision outcomes. Intrasitivity in preferences seems to be handled similarly by executives in the countries studied. Interpretations are drawn in the context of cooperative and competitive decision theory and for cross-cultural decision research.     

The impact of unions on job satisfaction,organizational commitment,and turnover

Conclusion The research on the exit-voice hypothesis, both in the United States and abroad, shows convincingly that most of the variance in the negative union effect on job satisfaction can be accounted for by job quality, industrial relation climate, and wages. Union members see their jobs as less attractive than do nonunion workers in terms of skill requirements, task complexity, the amount of autonomy or discretion available, and opportunities for promotion. Union members also perceive the supervision they receive and the labor-management relations they experience as less satisfactory. They are, however, clearly better off with respect to wages, benefits, and pensions. But when it comes to job satisfaction, the economic advantages of union jobs are not sufficient to compensate for job content and work environment factors. It comes as no surprise to the job satisfaction researcher that job content — the nature of the tasks people are given to do — weighs heavily in overall job satisfaction scores. While there are individual differences in the degree to which people prefer intrinsically interesting jobs, there is ample empirical evidence showing that autonomy, skill variety, complexity, challenge, and advancement are important determinants of people's affective reactions to their jobs (Deci, 1975; Hackman and Oldham, 1980; Kanfer, 1990). The relative importance of job content factors to overall job satisfaction is also mirrored in the most commonly used measures of job satisfaction (Weiss et al., 1967).