Regulation and Risk in Social Work: The General Social Care Council and the Social Care Register in Context

The 2000 Care Standards Act led to the setting up the GeneralSocial Care Council (GSCC) as the new governing professionalbody for social workers and other social care employees in England.¹The GSCC published national Codes of Practice for social carestaff and their employers in 2002, whilst 1 April 2003 saw theintroduction of the Social Care Register. The stated aim ofthese developments is to protect the public, improve the qualityof care offered by social workers and increase public confidencein the profession. However, such intentions disguise the increasein regulatory control that the GSCC and social care employershave gained over the workforce—intrusions that have metrelatively little criticism. By locating these developmentswithin a broader social context, one in which risk and its managementare at the forefront of contemporary social policy and practice,this paper argues that underlying the debate is a climate offear and distrust in which there is a tendency to view peopleas either vulnerable, dangerous or both. Such a degraded viewof the subjects of social work also pertains to social workersthemselves, who are simultaneously seen as assessors of risk,at risk and as a risk.     

Which employers have refugee employees—And which do not? Employer typologies developed through hierarchical cluster analyses

Employers can be regarded as gatekeepers of jobs. They decide how to post vacancies, whom to recruit and whom to dismiss. In recent years, a growing body of research has highlighted the crucial role of employers in relation to labour market participation of disadvantaged groups. This article contributes to this research by exploring which types of employers have refugee employees—and which do not. We develop the typologies through hierarchical cluster analyses using a nationally representative survey of Danish workplaces. We find that the employers who have experiences with having refugee employees can be grouped into three based on their attitudes and preconceptions; knights, knaves and squires. Likewise, employers who have never had refugee employees can also be divided into three groups; aspiring knights, knights of fortune, and commoners. The groups differ in their attitudes and motivations for (not) having refugee employees. Our main contribution to the literature is the development of new nuanced employer typologies, and the finding that employers differ in their motivations for having, or not having, refugee employees.     

民族院校新开社会工作专业实务课程教学初探——以某民族学院为例

在专业化和职业化的推动下,我国的社会工作正处于快速发展时期。而如何提升教学水平,提高人才培养质量,则是新开社会工作专业的高校所面临的紧迫任务。本文以笔者在某民族院校的实务课程教学实践为例来探索社会工作教育的改革和发展。     

民族院校新开社会工作专业实务课程教学初探——以某民族学院为例

在专业化和职业化的推动下,我国的社会工作正处于快速发展时期。而如何提升教学水平,提高人才培养质量,则是新开社会工作专业的高校所面临的紧迫任务。本文以笔者在某民族院校的实务课程教学实践为例来探索社会工作教育的改革和发展。     

Return to work after workplace injury: Injured workers,insurers and employers

Returning injured workers to work is a central object of contemporary workers’ compensation systems. Injured workers’ interactions with insurers and employers are critical to achievement of timely and sustainable return to work outcomes. This article explores the interactions of injured workers with insurers and employers through analysis of their perceptions and experiences. The focus is on experiences with the NSW Workers Compensation scheme since 2012. To frame this analysis, the article proposes a model mapping these interactions, the relationships involved, the health, social and vocational consequences, and the return to work outcomes. The research found not only that the NSW Workers’ compensation system is failing to deliver a timely and durable return to work for many injured workers, but also that, for many, problematic and often pathogenic interactions with employers and insurers are resulting in exacerbated and secondary injuries and negative social and vocational consequences.     

改制前后国有企业工人社会资本的变化——以黑龙江省T企业为例

企业社会资本研究的主要脉络包括企业组织社会资本、企业家社会资本和员工社会资本。目前企业的员工社会资本研究在国内外学术界较为鲜见。通过运用社会资本理论,将企业的员工社会资本操作化为由"士气"与"和谐"等12个指标组成的研究分析框架,采取个案访问法对黑龙江省国有企业T公司的研究发现,改制后工人社会资本处于一种受损的状态,其深层原因主要是企业家与工人之间信任缺失,工人平等参与水平较低,收入分配不公程度增高。企业的工人社会资本重建应通过机制完善和社会工作介入路径,去重塑信任关系,解决改制过程中工人的适应性、主体性和福利保障等问题,以提高企业的竞争力。     

A Definition of Social Work for Practice

Australian and international discussions of the broad mission of social work, of its underlying premise that the personal is political, that it is responsive and able to take a leadership role from a clear value base, are sophisticated debates that demonstrate the vitality, dynamism, and enthusiasm of a profession cognizant of changes and challenges occurring outside it. However such developments and considerations are possibly most meaningful for those social workers who are either very clear about what social work is or who are not daily confronted with challenges to explain or account for their profession in performance-driven agency contexts. This article proposes a simple definition of social work which, while cognizant of the theoretical developments occurring both in and outside the profession, presents the profession in a way that clearly articulates what it is that social workers do.     

Personal versus Professional Values in Social Work:

Empirical studies of the values of the social work profession typically have focused on the personal values of social workers. This study is a pretest of a research design that distinguishes between the personal values of social workers and their perceptions of the values of the social work profession. The findings indicate that both the personal values of social workers and their perceptions of the values of the profession are distinguishable from the values of a sample of U.S. adults, but in different ways. The authors conclude that the values of the profession are accessible to empirical research and propose a research methodology.     

Surviving in “Localistic Communitas”: Endogenous Multicultural Community Organizing among Migrant Workers in Post-Socialist China

ABSTRACT

Based on 5 months of ethnographic fieldwork and 43 in-depth interviews with villagers of T Township, the author uncovers an emerging approach of endogenous multicultural community practice in the cities where the villagers have migrated to work. Cadres and villagers transplant their localistic networks to the new urban contexts while transforming hierarchical and clientelistic personal ties into more horizontal relations of comradeship. Through these redefined ties, they manage to transcend the persisting boundaries of village units, class status, and lineage institutions that segment the rural society, and succeed in mobilizing community resources to fight for urban survival and social justice. Although neither community service nor the social work profession is fully institutionalized in contemporary China, innovative organizing is appearing in grassroots communities in response to sweeping social changes. This article draws academic attention to these community practices and discusses their implications for the future development of strength-based social work and social services in post-socialist China.     

Maternity and family leave policies: a comparative analysis

This article compares maternity leave data from a 1981 Columbia study, a 1992 two county survey and a 1997 revisit to the same sample of Idaho employers. The data reflect a trend between 1981 and 1997 of shifting costs for specific benefits (pension, life and health insurance) from employer to employee. The findings also indicate that, regardless of the number of employees, all responding employers have health insurance that covers maternity and allow pregnant employees to work until delivery if able to do so. Additionally, the effects of the Family and Medical Leave Act of 1993 are considered by comparing policies reported in 1992 and those reported in 1997 by Idaho employers with 50 or more employees. The conclusions point to substantial changes in some leave benefits since the FMLA took effect but echo again the dilemma faced in the United States, that we are still out of step with most industrial societies in that we have an unpaid leave policy.     

Work Life and Social Fulfillment: Does Social Affiliation at Work Reflect a Carrot or a Stick?*

Objectives. Work life and home life appear to be in increasing competition for scarce time and attention. Does the workplace offer a social haven for people? And if so, for whom is it most attractive? Or does the increasing affiliation with work life result from heightened job insecurity, which demands that employees focus on work in order to keep their jobs? Methods. In this article we analyze a unique data set incorporating all book‐length workplace ethnographies (N=149) to address these questions. This data set provides rich measures of social life at work and related correlates. Results. We find that rich social lives are common at work and that these correlate strongly with fulfillment, pride, and meaning in work. Well‐paid employees are much more likely to experience a rich social life at work than are lower‐level employees. Job security appears to be a relative constant, unrelated to the richness of social life on the job. Men are more socially involved at work than women, reflecting their greater average involvement in work life relative to family life. This relationship, however, does not hold net of controls, suggesting that it reflects underlying differences in the jobs men and women hold. Conclusions. These findings suggest a bifurcated labor force in which upper‐status employees reap both greater material and greater social rewards from their jobs and, as a result, are more drawn to work, and to workaholism, than lower‐status workers.     

"A Salary is not Important Here": The Professionalization of Social Work in Contemporary Russia

Helping professions address the growing number of social problems which have emerged, along with contextual changes in Russian society, culture and state social policy. Social work only emerged in Russia in 1991 and it still lacks recognition by public opinion and by other caring professions. This paper addresses the current development of the social work profession in Russia, considers its context and reviews the main issues affecting processes within social work practice and education. Many social work agencies are in search of new forms of organization and are trying to develop new philosophies of service, in order to build positive relations with communities. However, given the 70 years of the Soviet era when social protection was highly centralized and bureaucratized, the organizational cultures of the new social services sometimes reproduce old patterns of bureaucracy, especially where employees lack professional education. The reflective practitioner type of professionalism is here argued to be more appropriate for social workers in today's Russia. The paper includes an analysis of interviews with social workers and administrators in a large Russian city and considers the results of an ethnographic study of social services in the same city.     

The African-Centred Worldview: Developing a Paradigm for Social Work

Correspondence to Mekada J. Graham, c/o 97 Acton Lane, London NW10 8UT, UK. E-mail: mekadag{at}yahoo.com Summary This article raises concerns about the ethnocentric nature ofexisting paradigms within the social sciences that form thebasis for social work theory and practice with black familiesand children. In addition, it highlights the theoretical deficitswithin existing social work models that do not reflect the worldviewsof diverse communities in British society. Can existing socialwork models continue to express ethnocentric value systems asthe universal way to explain human behaviour in the light ofgrowing demands for pluralism not only between groups but alsobetween epistemologies and worldviews? The author argues foran alternative paradigm that is grounded in the cultural andhistorical reality of the black experience. A broad base of information and discussion of the African-centredworldview and the development of African-centred perspectivesin social work is explored. African-centred perspectives insocial work challenge the profession to express its core principlesof equality, social justice and self-determination in embracingalternative worldviews and paradigms as legitimate and validbases for social work theory and practice.     

Theory and Practice in Social Work: A Re-examination of a Tenuous Relationship

Summary This article discusses the need for an agreed framework withinwhich a genuinely reciprocal relationship between social worktheory and practice could be developed. After pointing out theinconsistencies of the present relationship, the author goeson to conclude that three main obstacles stand in the way ofthe achievement of this goal. He cites firstly, the presentdesign of the social work curriculum, with particular referenceto the underlying principle of eclecticism; secondly, the negativeattitudes held by many in the profession towards science asa means of evaluating competing concepts; and thirdly, the lackof an acceptably rigorous field work evaluation procedure whichsocial workers could use to register their impact on the morenebulous aspects of their work. Suggestions are made as to howthese obstacles might be overcome.     

An early example of brief strengths‐based practice: Bertha Reynolds at the National Maritime Union, 1943–1947

Bertha Reynolds, one of the foremothers of social casework, is known for her commitment to social justice and the struggles of poor and working people. Her ideas about brief strengths‐based practice, which she taught when she supervised social workers at the National Maritime Union between 1943 and 1947, are less well known. She presented these ideas with case examples in her book Social Work and Social Living, a work that includes a critique of society, social policies, and the social work profession. The author contends that Reynolds was ahead of her time in her conceptualization of brief treatment.     

社会工作专业小组实习教学模式探索——以民工外展服务小组为例

社会工作是集理论、技巧和实务于一体的应用型学科,以实务为基础是社会工作专业的显著特点。专业实习是实务训练的重要途径,在社会工作教学中扮演着重要的角色。由于目前社会工作专业实习教学还面临许多问题,如专业实习机构缺乏、案主资源稀缺等等,笔者将根据社会工作专业发展的现状,结合民工外展服务小组的实习经验,从系统理论视角来探讨本土化的小组实习教学模式。     

Employers and the Management of Retirement

In the UK early withdrawal from the labour market is seen as a risk and a cost, worsening the dependency ratio, raising public and private pension costs and threatening additional welfare expenditure over the longer term. Explanations of the retirement process have focused on the welfare state and the impact of pensions and other social security policies. This paper argues that a missing actor in these accounts is the employing organization. Early retirement in the UK has been predominantly driven by the labour requirements of employers rather than state policies to encourage older workers to take early retirement. There is a case for arguing that significant change in retirement behaviour in the UK will come primarily from the modification of employers’ policies. This research is a case study of three employers: one public‐sector and two commercial. It examines the dynamics of the retirement decision. This paper reports the public‐sector case. The findings indicate that employers, in order to reduce their pensions liabilities and stem the cost of early retirement, are trying to regain control of the retirement process. The employees interviewed felt they experienced little choice concerning their retirement, had limited knowledge of the options open to them and found pensions complicated and confusing.     

Compassion Satisfaction Among Social Work Practitioners: The Role of Work–Life Balance

Abstract

Previous research has established that social work practitioners are especially vulnerable to work-related psychological distress and burnout due to the high-stress nature of the profession, yet less research has focused on examining factors are associated with social worker retention. Emerging research on compassion satisfaction suggests that this factor could mitigate professional burnout, yet there is a gap in research focusing explicitly on examining compassion satisfaction among social workers. To address this gap in knowledge, this quantitative study collected survey data on practicing social workers who were alumni from a large southeastern university (n?=?120) to examine individual and organizational factors associated with compassion satisfaction. Multiple regression analyses revealed that higher levels of emotional intelligence, perceived work autonomy, and perceived work–life balance were associated with an increase in compassion satisfaction among experienced, licensed social work practitioners. Findings have implications for how social work employers can promote compassion satisfaction through cultivating emotional intelligence among practitioners, allowing social workers autonomy in decision making, and providing supportive work environments. Recommended directions for future research include longitudinal studies with large sample sizes that expound research on compassion satisfaction by examining the role of additional factors, such as client population, job role characteristics, and supervisor support.     

关于社会工作专业实习课程建设思考——以N学院社会工作专业为例

在国内社会工作专业实习环境不完备的背景下,N学院社会工作系以国家政策背景为依据,充分挖掘本地潜力机构,开展专业实习多年,实习课程体系已初具规模。本文的目的在于更好地总结社会工作专业实习中的形式、手段、效果,分析实习机构的适合性,为国内的社会工作专业实习提供一些有价值的线索。     

地方高校应用型人才培养的实践与探索——以安阳师范学院社会工作专业为例

近年来,社会工作专业的职业化进程明显越来越快,社会关注度也逐渐上升。全社会对社会工作专业人才的需求,迫切需要承担人才培养职能的高等院校作出回应。由于诸多因素所限,目前很多开设有社会工作专业的地方院校在人才培养方面力不从心,甚至举步维艰。试以安阳师范学院社会工作专业为例,就地方高校社会工作专业应用型人才培养的实践模式进行了探索,提出了具有一定推广价值的人才培养"三位一体"实践模式,并就一些问题作反思与澄清。