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Dissertations / Theses on the topic 'Managers in social services'
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Shanks, Emelie. "Managing social work : Organisational conditions and everyday work for managers in the Swedish social services." Doctoral thesis, Stockholms universitet, Institutionen för socialt arbete - Socialhögskolan, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-129244.
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The personal social services in Sweden have undergone major changes during recent decades, partly due to the reforms caused by the influence of New Public Management (NPM) and partly due to the trend towards greater specialisation. These changes have had consequences for both social work management and for social work practice. The consequences for practice have gained attention both from research and from the field, but the consequences for managers have rarely been discussed. In this thesis therefore, the attention is directed towards the managers. Inspired by a mixed methods approach, this thesis aims to explore the personal social service managers’ perceptions of their organisational conditions and the content of their everyday work, as well as to interpret the managers’ experiences against the background of NPM influence, increasing specialisation and the specific circumstances that come with managing politically governed organisations. The results show that the personal social service managers in general were former professionals with extensive social work experience. The managerial work was to a great extent perceived as reactive, entailing constant interruptions and acute situations. The managers experienced a heavy workload that appeared to prevent them from engaging in strategic work and leadership to the extent that they would have liked. Substantial proportions of managers were dissatisfied with their own levels of influence compared to that of politicians and, in general, the managers perceived themselves to have more influence regarding aspects that were operational (such as methods and working procedures) compared to aspects related to organisational structure. Through the managers’ descriptions of their relations with politicians, it was revealed that the roles could be muddled, and that both managers and politicians could have difficulties in distinguishing between politics and administration, or politics and profession. Several changes that could be attributed to the influence of NPM were described by the managers. Some changes had consequences for the more technical side of management, e.g. decentralised budget responsibility, increased focus on cost effectiveness and downsizing of support functions. Other changes were more related to the overarching concept of management, which had consequences for the choice of managerial training, the expectations placed on the managers, and to some extent the managers’ own views on what good management should be. Despite the many indications of changes that may be attributed to NPM, an important result in this thesis is that NPM does not appear to have permeated social work to the degree that might have been expected. Rather, there are clear indications of a remaining professional identity among managers on all managerial levels, as well a continuing bureau-professional regime within the personal social services.
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Crosland, Gerri, and n/a. "Social welfare professionals as managers : a feminist perspective." University of Canberra. Management, 1992. http://erl.canberra.edu.au./public/adt-AUC20060703.122518.
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The dissertation presents the argument that the formal training of a professional social
worker is relevant but not equivalent to the training needs of a professional manager in the
social work field. Social work professionals as managers do not, without management
training, have the same credibility and/or skills as professional managers of social work.
Within the general topic of welfare, research is first directed to the Australian welfare
experience in its historic sense. Selecting relevant philosophical and ideological frameworks
the writer a) critically explores traditional and contemporary theories, with special
reference being made to bureaucracy, organization, and management; b) investigates
theories and practices of social workers and social work managers to ascertain their
relevance to contemporary Australian society, using the A.C.T. Family Services Branch as an
example of a social welfare agency. This assists in explaining the context, functions and
obligations of a welfare agency, as it responds to the needs of the community and of the staff
it employs.
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Foster, Viola Joy Eunice. "The under-representation of women in the management of social services departments." Thesis, Lancaster University, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.304731.
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Gooden, Vincent E. "Eight effective practices of successful human service contract managers." Diss., Virginia Tech, 1996. http://hdl.handle.net/10919/40320.
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Modern governments often rely on private, nonprofit, and other non-governmental entities for delivery of services. Specifically, state and local governments increasingly contract for social services. This dissertation identifies eight effective practices that successful human service contract managers use in the negotiating and contracting process. It compares practices of successful contract managers with those of less successful contract managers in the Massachusetts' Department of Social Services. Success was based on informed judgment of how managers conducted thE~ contracting process. Another measure was the number of debriefing sessions that did or did not lead to appeals. Interviews were held with managers. Questions were both open-ended and loosely structured. Data from interviews was processed and formatted for use in a computer-assisted analysis program. Interpretation and analysis of the interviews identified eight effective practices that successful managers use in the contracting process.
Hence, contemporary government demands that public managers understand and master both technical and relationship aspects of the negotiating and contracting process in order to be successful. Managers emphasize prebid planning activities and multiple needs assessment methods to accurately reflect service needs for the area. They monitor waiting lists and utilization of services regularly to determine who use and need services. Managers rely on a large number of participants to review proposals and they use a standard tool to rate them to insure fairness and competitiveness in the proposal evaluation step. They conduct debriefings as mediation sessions and encourage bidders to become more capable to participate in future bidding. They negotiate rates based on pricing ranges not line-item details, and they assist providers with budget and program support. Also, they rely on experience and technical competence to be successful. within the eight effective practices, managers confirm that contracting is more successful when they have early, ongoing interaction and cooperative working relationships as well as providing competent technical services. Cooperative relationships and interaction especially are important as new and diverse service providers enter the contracting arena.Ph. D.
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Lehane, Paul Michael. "Counterfactual, prevention and causal thinking about workplace slip and trip accidents : a study of safety professionals, managers and accident subjects." Thesis, London Metropolitan University, 2015. http://repository.londonmet.ac.uk/1107/.
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Counterfactual thinking typically follows an unexpected event and involves the mental simulation of an alternative outcome which can be either better or worse than the original one. In general, exceptional and controllable events are selected for change over those that are routine and uncontrollable, and actions are likely to be changed over inactions. Importantly an individual’s social role is thought to be critical in determining what is changed and how. Counterfactual thoughts have been associated with causal thinking and more recently with missed opportunities to prevent an unwanted outcome. Accidents at work are unwanted outcomes and are likely to generate counterfactual thoughts. As slips and trips continue to cause a significant number of injuries they are the focus of this research. Safety Professionals, Managers and Accident Subjects are most commonly involved in accident investigations and the study asks whether their different social roles or the type of accident influences how they use counterfactual, prevention and causal thoughts. 612 respondents were recruited representing Safety Professionals, Managers and Accident Subjects. After reading a slip or trip scenario they completed a counterfactual, prevention and causal sentence and these were analysed against 14 structural dimensions, seven of which were used for the first time in this study. The respondent’s job group and the type of accident were found to influence certain structural dimensions of the counterfactual, prevention and causal thoughts more than others. The respondent’s job group strongly influenced counterfactual direction, and the addition or subtraction of antecedents based on actions or inactions, whilst the type of accident strongly influenced the temporal location of the antecedent. Norm Theory (Kahneman & Miller, 1986) proposed that exceptional antecedents were selected for counterfactual change and a categorisation of types of exceptional events has been developed and applied in this study. The implications of these types of thoughts by Safety Professionals, Managers and Accident Subjects are considered.
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Hrafnsdóttir, Steinunn. "The mosaic of gender : the working environment of Icelandic social service managers." Thesis, University of Kent, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.404539.
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Reith, Andrew. "Effective leadership in social service organisations : an exploratory study of managers' perspectives." Thesis, University of Bristol, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285819.
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Davis, Carol Ann, and Paula Peggy Spencer. "Abuse and neglect: As defined by registered nurses/case managers." CSUSB ScholarWorks, 1994. https://scholarworks.lib.csusb.edu/etd-project/858.
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Hellström, Hanna, and Linn Ivarsson. "Arbetsvillkor för mellanchefer i socialtjänsten : en kvantitativ studie baserad på Karaseks krav, kontroll och stödmodell." Thesis, Stockholms universitet, Institutionen för socialt arbete - Socialhögskolan, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-172916.
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The purpose of this study was to examine how middle managers within the social services in Sweden perceived their working conditions. The study group included 475 middle managers who were registered in the labour union akademikerförbundet SSR. The study group answered a digital questionnaire based on Karasek’s control and demand model which contained questions concerning their working environment. The result showed that 80 percent of the managers worked more than 40 hours a week and 60 percent of the managers experience high job strain. Four groups with different working conditions were identified through Karasek's control and demand model and the one that showed the most alarming working conditions were analysed further, the high strained group. Within our studygroup we also identified a utterly small group that could be defined as ISO-strained. This working condition is the most harmful working situation for your health since it contains high risk of psychological strain and physical illness.
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Borg, Robert. "Socialtjänstens förebyggande åtgärder mot utmattning : En kvalitativ undersökning om socialtjänsten i Sverige." Thesis, Södertörns högskola, Socialt arbete, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-40885.
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The aim of this study was to highlight the existing measures of Swedish governmental social services against burnout among social workers. Social services around Sweden are reported to have social workers with high workloads and stress. The purpose therefore was to look at all the different measures the social services in Sweden take to combat and prevent burnout. Thus, head managers of social services in four different municipalities were interviewed about what measures they take against burnout in their workplace. Results were presented with Braun & Clarkes thematic analysis (2006) in six different themes. The results showed social services using many different preventive measures against burnout. Measures that were found showed collegial and manager support, supportive conversation and therapy as well as creating a positive organizational culture. In conclusion, the social services had a wide range of measures and preventions to reduce the risk of burnout among its social workers.Studiens syfte är att belysa de aktuella åtgärderna som socialtjänsten har på plats för att förebygga och hantera utmattning. Socialtjänsten I Sverige rapporteras ha socialarbetare som har hög arbetsbelastning och stress. Därför är syftet att titta på de olika åtgärderna som socialtjänsten har på plats för att motverka utmattning bland sina socialarbetare. Enhetschefer för fyra olika kommuners socialtjänst har intervjuats kring vilka förebyggande åtgärder som de använder sig av för att motverka utmattning på arbetsplatsen. Resultatet var presenterat med Braun & Clarkes tematiska analys (2006) i form av sex olika teman. Det resultaten visar är att socialtjänsten använder många olika preventiva åtgärder mot utmattning. Bland dessa åtgärder finns stöd från kollegor och chefer, stödjande samtal och terapi samt utformandet av en positiv organisationskultur. Sammanfattningsvis har socialtjänsten en stor och bred variation av förebyggande åtgärder för att minska risken för utmattning bland sina socialarbetare
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Ash, Angie. "Street level implementation of policy to protect elders from abuse : a case study of the dilemmas social workers and their managers face in a social services department." Thesis, University of Bristol, 2009. http://hdl.handle.net/1983/08caf0ea-e23e-4c02-a49c-9af1259a521b.
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Lee, Kit-man, and 李潔雯. "Motivation of middle level managers of allied health profession of Hospital Authority." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B31964564.
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Laidlaw, Jennifer L. "Just managing, systemic sources of stress and strategies for women managers of a social service organization." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ29162.pdf.
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Ivry, Joann S. "Social service agencies and family members : an attempt at partnership through training of family members as case managers /." The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487259125221608.
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Jönsson, Maria. "If the choice was mine, what would I want? Continued management development within Social Services." Thesis, Malmö högskola, Fakulteten för hälsa och samhälle (HS), 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-24503.
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Svenskt abstract: Denna uppsats syftar till att undersöka och belysa vad enhetschefer på en socialförvaltning efterfrågar för kompetensutveckling avseende sin personal, samt deras förhållningssätt gentemot kompetensutvecklingars innehåll och utförare. Jag vill med denna uppsats belysa enhetschefernas attityder till, och kunskap om, olika typer av kompetensutveckling för sin personal. Detta görs med hjälp av intervjuer med enhetschefer och förklaras utifrån organisationsteori med inriktning på ett instrumentellt perspektiv. Resultat i denna uppsats visar att det enhetscheferna efterfrågar är beroende av hur organisationsstrukturen är utformad, vilken kompetens som finns idag och vilken kompetens som fattas i organisationenAbstract: The main focus of this study is to explore the need for continued management development within Swedish social service. The study highlights requests from department managers to further educate their staff, and their attitudes towards continued management development, its context and its practitioners. With this study I wish to analyze department managers’ attitudes towards, and knowledge concerning, different types of continued management development for their staff. This is achieved by interviews with the department managers in question and is explained by using organization theory that focusing an instrumental perspective. The result of this study concludes that department managers requirements depend on the organizational structure and also what areas they experience has strengths and weaknesses within the organization
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Towne-Roese, Jackuelyn K. "The Self-Sufficiency Ideology: The Bureaucratic Constraints on Manager Identity that Shape Manager Perceptions of the Welfare-to-Work Program in North Carolina." Kent State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=kent1365768627.
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Sjöblad, Emma, and Sanna Ljungbeck. "”Det kan tyvärr bli många ibland” : - En kvalitativ studie om enhetschefers syn på personalkontinuitet inom kommunal hemtjänst." Thesis, Linnéuniversitetet, Institutionen för socialt arbete (SA), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-88140.
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The aim of this study was to investigate unit managers views on staff continuity within municipal home care services to get a wider understanding regarding the organization’s work with staff continuity, which action dilemmas the unit managers encounter and how they handle these. The study was conducted by qualitative research through semi-structured interviews with six unit managers in one middle-sized municipality in Sweden. The results showed a diverseness in working methods regarding staff continuity between the home care services in the municipality. It was also concluded that the home care services are guided by goals and guidelines regarding staff continuity which the unit managers finds unclear and undeveloped. The conclusion highlights that the unit managers finds themselves in a position where the care users needs and requests of a staff continuity does not always match the conditions and regulations within the organization. Lastly the results showed that this position causes the unit managers to make priorities in the work for staff continuity. It can be concluded that the unit managers either finds themselves adjusting to the organizations conditions or regulations or they find solutions to meet the request and needs from the care users regarding staff continuity.
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Olson, Eric. "Customer evaluation of managers' responses to online complaints." Doctoral diss., University of Central Florida, 2014. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/6330.
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Managers have begun to respond to customers' online reviews of services on online review websites. However, it is not known how viewers evaluate company-initiated service recovery in the form of manager responses to online reviews. This research has three objectives: (1) to explore how managers are currently responding to electronic word of mouth; (2) to investigate whether a manager's response to electronic negative word of mouth (eNWOM) positively influences viewers' behavioral intentions; (3) to examine which elements in a manager's responses increases viewers' evaluations of trust and behavioral intentions towards the company.
Three studies were conducted, one for each objective. Study "1 examined 21,211 online reviews and manager responses from Tripadvisor.com from 184 hotels in five cities. Study "2 was a single-factor between-subject experimental design by manipulating a manager's response to eNWOM (response message vs. no response message) through scenarios. Study "3 was a 2 (procedural justice: high vs. low) x 2 (interactional justice: high vs. low) x 2 (social presence: high vs. low) between-subject experimental design that manipulated manager's responses through scenarios.
Findings from Study "1 revealed that managers were more likely to respond to eNWOM compared to neutral word of mouth. A content analysis of 432 company responses to eNWOM determined that managers used nine online review management strategies: appreciation, apology, future patronage encouragement, explanation, follow up, flexibility, correction, compensation, and social presence. Results from Study "2 indicated that viewers were more likely to visit a restaurant when a manager responded to eNWOM compared to no response to eNWOM. Results from Study "3 revealed a three-way interaction of procedural justice, interactional justice, and social presence on trust. There were also main effects of procedural justice and interactional justice on trust. Additionally, results provided partial support for the mediating role of trust in the relationship between the three-way interaction and behavioral intentions.
This study contributes to the online service recovery literature and online trust formation literature by enhancing the understanding of how viewers evaluate manager responses to eNWOM and how social presence can be used with procedural justice and interactional justice to enhance trust in the online review management context. Service organizations should create a comprehensive online review system to respond to eNWOM and identify ways to enhance procedural justice, interactional justice, and social presence into their responses. Online review websites should encourage companies to provide managerial response to online complaints and allow for social presence and enhanced creative options in manager responses.Ph.D.
Doctorate
Education and Human Performance
Education; Hospitality Education Track
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Ruiz, Muñoz Fiorella Luz. "Gestión de riesgo reputacional realizada por Community Managers de restaurantes con alta interacción digital." Bachelor's thesis, Universidad Peruana de Ciencias Aplicadas (UPC), 2020. http://hdl.handle.net/10757/655671.
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La nueva tecnología Web 2.0 permitió contenido generado por usuarios y el intercambio de opiniones y calificación hacia las empresas resultando una oportunidad y/o riesgo para la reputación de la marca. Los restaurantes tienen un índice de riesgo alto por ello cuando un cliente no queda satisfecho la experiencia podría ser trasladada a los medios digitales. Luego ingresa la importante labor del Community Manager de las empresas. Ellos realizan autoría propia en las redes sociales para gestionar las situaciones de riesgo y prevenir crisis. La finalidad de este estudio es describir cómo gestionan las situaciones de riesgo reputacional los Community Managers de restaurantes, ubicados en Lima, Perú. El principal filtro fue que sea una marca con alta interacción digital. El estudio se realizó a quince gestores de redes mediante entrevistas a profundidad. Motiva la investigación poder conocer cuáles son las decisiones en la gestión de redes que mejor les funciona a ellos antes, durante y después de la gestión de riesgo digital del restaurante. El estudio fue cualitativo, diseño sistemático y paradigma interpretativo.The new Web 2.0 technology allowed user-generated content to exchange opinions and ratings towards the company, resulting in an opportunity and / or risk for the brand's reputation. Restaurants have a high- risk index, so when a customer is not satisfied, the experience could be transferred to digital media. Then enter the important work of the Community Manager. They carry out their own authorship in social networks to manage risk situations and prevent crises. The purpose of this study is to describe how the Community Managers of restaurants, located in Lima, Peru, manage reputational risk situations. The main filter was that it be a brand with high digital interaction. The study was conducted with fifteen network managers through in-depth interviews. Research is motivated to be able to know which network management decisions work best for them before, during and after the restaurant's digital risk management. The study was qualitative, systematic in design and interpretive paradigm.
Trabajo de investigación
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Slominski, Emily Ann. "Perspectives of Case Managers in Community-Based Elder Care: Work Roles, Stresses, Mediators, and Rewards." Oxford, Ohio : Miami University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=miami1218046656.
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Stericker, Stephen. "Collaborating for children's mental health : a study of the experiences of health and social care practitioners and managers working within different models of service integration." Thesis, University of Hull, 2009. http://hydra.hull.ac.uk/resources/hull:2723.
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The fragmented history of collaboration across health and social care is an acknowledged problem in public services in the United Kingdom. For several decades Government policy documents have recommended improved collaboration to tackle problems associated with people's satisfaction with the quality of public services, the perceived lack of communication across agencies and service inefficiency as a result of the duplication of activities.Too often the establishment of collaborative structures and processes are mistaken for the realisation of collaborative activity, overlooking the need to nurture identity, relationships and interdependence. This thesis adopts a qualitative methodology to explore the experiences of health and social care practitioners and managers working within interagency and inter-professional teams providing family support and guidance in relation to children's mental health and emotional well being.There is limited knowledge of the complexity of interagency and inter-professional relationships and the conceptual frameworks that could improve our understanding of the behaviours of people working within, and across, health and social care. This research focuses upon understanding how collaboration is organised at the level of teams, concentrating on models and levels of team integration. Such an approach allows the study of how interagency and inter-professional teams are structured and any impact upon the nature and development of relationships between the people working within such environments. In so doing, this research connects conceptual frameworks located within both organisational and social theories.This thesis identified many of the benefits and challenges of integrated team working and concluded that higher levels of satisfaction were experienced by people working within more integrated team structures. The relevance of social identity theory is discussed as managers' and practitioners' experiences were explained as an expression of their need to belong to something which could take the form of an agency, a team and/or a profession. This suggests that, if the public policy goals of collaboration are to be realised, there is a need for practical strategies that pay attention to nurturing relationships, interdependence and building positive social identities within the workplace. Indeed the history of failed collaboration might be explained by a neglect of the people issues.
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Pileckienė, Dalia. "Vadovo funkcijų ypatumai socialines paslaugas teikiančiose organizacijose." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2007. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2007~D_20070816_174655-23612.
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Magistro darbe pristatoma Lietuvos socialinių paslaugų sistema, nagrinėjami organizacijų vadybos teoriniai aspektai ir vadovų funkcijų ypatumai socialines paslaugas teikiančiose organizacijose.
Socialinių paslaugų poreikis šalyje auga ir, šalies ekspertų teigimu, tokia tendencija išliks artimiausius dešimtmečius. Socialinių paslaugų sritis nėra patraukli privačiam verslui, o valstybės biudžeto lėšos yra ribotos, todėl vis aktualesnis tampa organizacijų veiklos efektyvumo ir teikiamų paslaugų kokybės didinimas panaudojant vidinius organizacijų resursus. Manoma, kad vadovų veiklos tobulinime slypi dar daug nepanaudotų resursų.
Tyrimo objektas: vadovų atliekamos funkcijos socialines paslaugas teikiančiose įstaigose ir organizacijose.
Darbo uždaviniai:
1) Mokslinės literatūros pagrindu išnagrinėti vadovų funkcijas ir vadovavimo reikšmę organizacijos veiklos veiksmingumui didinti.
2) Remiantis mokslinės literatūros analize, sudaryti veiksmingą organizacijos vadovo funkcijų modelį, tinkantį socialines paslaugas teikiančiai organizacijai.
3) Remiantis ��alies normatyviniais dokumentais ir statistinių duomenų rinkiniais, pateikti šalies socialinių paslaugų sistemos apžvalgą ir plėtros kryptis.
4) Tyrimu nustatyti vadovų atliekamas funkcijas organizacijose, teikiančiose socialines paslaugas; pateikti tyrimo išvadas ir praktines rekomendacijas vadovų veiklos veiksmingumui didinti.
Mokslinės literatūros pagrindu išanalizuotos organizacijų vadovų funkcijos, vadovavimo reikšmė... [toliau žr. visą tekstą]This thesis analyzes the condition of the social services system in Lithuania, the theoretical aspects of organization management and the specifics of the manager’s (supervisor’s) functions in organizations which provide social services. The demand for social services in the country is increasing and experts claim this tendency to remain unchanged in the coming decades as well. The social services’ sphere is not attractive for private business sector and state funding is limited. Therefore increasing the effectiveness and quality of services by using organization’s inner resources is becoming more relevant. Supposedly there still are unused resources for improving manager’s work. Research topic: The functions carried out by a manager (supervisor) in organizations and institutions, which provide social services. The goals: to provide an analysis, based on research literature, of the manager’s functions; to structure an efficient model of the organization’s manager’s functions, suitable for a social services providing organization; to base that model on the analysis of research literature; to introduce a summarized overview of the condition of social services system and its developmental directions; to base the summary on state’s normative documents and statistical data. By the way of research to estimate the functions, carried out by the managers in social services providing organizations, to present the conclusions of the research as well as the practical... [to full text]
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Whitfield, Telly Chagall. "Handshakes and Hugs: A Study of the Approaches Used by Local Social Service Agencies to Partner with Faith-Based Organizations in Virginia." Diss., Virginia Tech, 2008. http://hdl.handle.net/10919/29235.
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â If the [White House faith-based] initiative was going to have an impact on the local community, you had to begin to think of the initiative in local terms.â â Brad Yarbrough, Director of the Oklahoma Office of Faith and Community Initiatives
Charitable Choice and other faith-based initiatives attempt to provide faith-based organizations (FBOs) easier access to public funds for social service delivery in the community. Five years after Charitable Choice was included in the federal welfare reforms of 1996, President George W. Bush introduced the White House Office of Faith-Based & Community Initiatives in order to expand partnership opportunities between federal agencies and FBOs. The Bush administration actively recruited religious groups to apply for public dollars that would fund local social programs. The actions in Washington mirrored similar movements that took place in many states during the mid to late 1990s. Since then, so-called â faith-based social servicesâ have received their share of media attention and public scrutiny. Much of the attention has been on political-philosophical debates and the legal challenges to church-state separation.
Research by Bartkowski and Regis (1999), Kennedy and Bielefeld (2001), Gomez (2003), Vanderwoerd (2004) and Sager (2006) depict the efforts of individual states to implement Charitable Choice policies and the attitudes of FBOs towards partnerships with government. However, there has been inadequate research on the experience of local governments who engage faith-based providers on a daily basis. Much more can be learned about the themes that shape current collaborations between local social service agencies and the faith community in Virginia.
Using a collective case study design, this research captures the experiences and perspectives of local public managers who have formed partnerships with FBOs mostly through non-financial means. The data shows that federal and state faith-based initiatives have little influence on the way local social service agencies in Virginia conduct their work. The typical partnerships with FBOs are the result of pre-existing, informal and non-financial relationships that have been fostered and sustained long before welfare reform or without the impetus of any faith-based initiatives.Ph. D.
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Committee, Local RDP. "Application for RDP funds in terms of the “extension of municipal services presidential lead programme’’ as programme managed by the Department of Constitutional Affairs." Department of Constitutional Affairs, 1995. http://hdl.handle.net/10962/66131.
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The majority of the residents of Khutsong are employed at mines in the area south of Carletonville (stretching form East Driefontein in the east to Deelkraal in the west), as well as in Carletonville itself. The large majority of these people are dependant on public transport for commuting to work, for undertaking trips for shopping purposes and for going to school. The condition of the road network in Khutsong is of such a nature that large areas are totally inaccessible to public transport (especially in the rainy season) resulting in a situation where large numbers of people have to walk unacceptable long distances between their places of residence and public transport routes. A comprehensive programme have been embarked upon in consultation with the community to rectify this situation.
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Araújo, Edgilson Tavares de. "(In)consistências da gestão social e seus processos de formação: um campo em construção." Pontifícia Universidade Católica de São Paulo, 2012. https://tede2.pucsp.br/handle/handle/17588.
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The social management increasingly established itself as the object of proposals for training in higher education at undergraduate and graduate levels, mobilizing an increasing number of institutions and agencies, as well as teachers, students and professionals related to teaching, research and extension. This thesis aims to understand the general elements that provide consistency / inconsistency in the concept of social management by examining the processes of the training of social managers. Through the perceptions of actors and writers who are part of the field, the scope of the construct, the dynamics of education and their training content are analyzed. It is argued that there are (in)consistencies in plural conceptions of social management that are manifested in the education processes, influencing speeches and practices of social managers, highly dedicated to advancing the public and rights of citizenship, but also prevailing logic and ideologies ambiguous and ambivalent, focused on the private management and instrumentality. It is also said that what is taught is not known very well, what is the social management, whose nature and limits are still in the process of consolidation (in progress) with early institutionalization, setting up an interdisciplinary field of construction. Through historical review of concepts and facts generated from the field, from social management courses and subjects, it was possible to identify social epistemological and methodological issues and identify what stage of institutionalization the social management is. The methodology is qualitative, with content analysis of 31 (thirty one) semi-structured interviews with teachers and students of training programs (undergraduate and strict sensu graduate studies) of six higher education institutions in Brazil and documents analysis (educational projects, course plans, promotional materials). The results indicate that the social management: is not a discipline or a paradigm itself, but an expanding interdisciplinary field that arises from universities of the country and is attracting different actors for opportunities for migration issue and recognition by needs and by vocation and identity. The education processes have several innovations in curriculum measures. Logical and unambiguous plural concepts of social management stand out, defined by non precise concepts, goal of the management, management way/process, field and/or concept under construction. Live with ambiguities and ambivalences as: the logic of public and/or private, the instrumental and ideological, professional and critical nature; consistent or weak and inaccurate concepts, concentration of capital and/or social management; exogeny or endogenous knowledge; disciplinary or multidisciplinary production, regulated/institutional production or useful/creative production, knowledge about social management or knowledge in social management
A gestão social cada vez mais se consolida como objeto de propostas de formação no ensino superior, em nível de graduação e pós-graduação, mobilizando um número crescente de instituições e agências de fomento, além de professores, alunos e profissionais ligados ao ensino, pesquisa e extensão. Esta tese tem como objetivo geral conhecer os elementos que atribuem consistência/inconsistência no conceito de gestão social pelo seu exame nos processos de formação de gestores sociais. Por meio das percepções dos atores e autores que configuram o campo analisa-se o alcance do construto, a dinâmica de formação e seus conteúdos formativos. Defende-se que existem (in)consistências nas plurais concepções de gestão social que são manifestadas nos processos de formação, influenciando discursos e práticas dos gestores sociais, eminentemente voltados para a ampliação do público e defesa dos direitos de cidadania, porém prevalecendo também lógicas e ideologias ambíguas e ambivalentes, voltadas para o privado e para a instrumentalidade gerencial. Afirma-se, ainda, que se ensina o que não se sabe muito bem o que é, a gestão social, cujos limites e natureza ainda estão em processo de consolidação (in progress) com precoce institucionalização, configurando um campo interdisciplinar em construção. Por meio do resgate histórico dos conceitos e fatos geradores do campo, dos cursos e disciplinas de gestão social, foi possível identificar questões epistemológicas e metodológicas e identificar em que estágio de institucionalização a gestão social s encontra. A metodologia utilizada tem natureza qualitativa, com análise de conteúdo de 31 (trinta e uma) entrevistas semiestruturadas com docentes e discentes de programas de formação (graduação e pós-graduação stricto sensu) de seis instituições de ensino superior do Brasil e análise de documentos (projetos pedagógicos, planos de curso, materiais promocionais). Os resultados apontam que a gestão social ainda não é uma disciplina nem um paradigma em si, mas campo interdisciplinar em construção que nasce de modo exógeno do país e das universidades atraindo diferentes atores, seja por oportunidades, por migração de tema e reconhecimento, por necessidades e/ou por vocação e identidade. Os processos de formação possuem várias inovações de atos curriculares. Prevalecem lógicas unívocas e plurais dos conceitos de gestão social definidas pela imprecisão conceitual, finalidade da gestão, modo/processo de gerir, campo de atuação e/ou conceito em construção. Convive-se com ambiguidades e ambivalências como: as lógicas do público e/ou privado, do instrumental e ideológico, caráter profissionalizante e crítico; conceitos consistentes ou frágeis e imprecisos; concentração de capital e/ou gestão social; endogenia ou exogenia do conhecimento; produção disciplinar ou multidisciplinar; produção institucional/regulada ou produção útil/criativa; conhecimento sobre gestão social ou conhecimento em gestão social
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Ortega, Anthony Perez. "Diagnostic differences of Mexican American clients due to clinician's ethnicity." CSUSB ScholarWorks, 2000. https://scholarworks.lib.csusb.edu/etd-project/1638.
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Heichette, Simon. "Les cadres salariés du secteur social et médico-social. : quand le managérialisme instrumentalise l'encadrement." Thesis, Angers, 2019. http://www.theses.fr/2019ANGE0034.
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Cette thèse en sociologie propose l’analyse d’un processus de mutations qui a pris forme au sein du secteur social et médico-social français : celui des personnels de statut cadre, salariés par les associations qui composent ce champ d’activité intégré à l’action publique. Si, en interne de ce secteur, les fonctions salariales d’encadrement ont été construites comme des prolongements des métiers sociaux, plusieurs éléments ont fait évoluer cette situation. Tandis que les luttes en faveur de l’obtention de statuts pour les cadres ont longtemps demeuré un moyen pour affermir la stabilité du travail social tout entier, elles se sont progressivement autonomisées des revendications portées par les professionnels de métier. Parallèlement, une nouvelle structure managériale s’est déployée, fondée sur une dissociation entre l’encadrement opérationnel du travail social et un nouveau management à distance préposé à la gestion de l’activité. Enfin, bien que les cadres du social soient longtemps restés attachés à des identités relativement proches de celles des travailleurs sociaux, de nouvelles subjectivités sont finalement apparues.Suivant l’hypothèse de ce travail, ces métamorphoses résultent d’un processus de désencastrement de ce secteur vis-à-vis de l’ancrage sociohistorique qui l’avait engendré. Initialement lié au « traitement social de la question sociale », le champ professionnel du social fait l’objet d’une réélaboration à l’aune d’une logique néolibérale immiscée au coeur de l’action publique. C’est au sein de cette transformation que s’inscrit la production d’un univers en soi, celui des cadres, en cours de déconnexion vis-à-vis du travail socialThis doctoral thesis in sociology aims to provide the analysis of a process of change that has taken shape in the French social and medico-social sector. More precisely, this analysis will focus on staff members with managerial status employed by public action associations that are part of this field of activity. Even though internally in this sector, managerial salary positions have been constructed as extensions of social professions, several elements have impacted this situation. Whereas the struggles to obtain status recognition for managers have long been a means to reinforce the stability of social work as a whole; they have progressively gained autonomy from demands made by social practitioners. Simultaneously, a new managerial structure has developed and was based on a dissociation between operational management of social work and a new remote management responsible for activity administration. Finally, although social executives have for a long time been linked to identities that are relatively close to those of social workers, new subjectivities have finally emerged. According to the hypothesis of this PhD study, these metamorphoses stem from the disembedding of this sector toward the socio-historical anchorage which had caused it. This professional field is inextricable linked to the “social treatment of the social question” and it is being reworked through a neoliberal logic at the very heart of public action. This is within this transformation that the production of a domain in itself—that of managers—is being disconnected from social work
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Wilkes, Scott A. "THE APPLICATION OF MANAGED CARE TO THE DELIVERY OF CHILD WELFARE SERVICES: AN ANALYSIS OF THE CUYAHOGA COUNTY DEPARTMENT OF CHILDREN AND FAMILY SERVICES’CASE RATE PILOT PROJECT." Case Western Reserve University School of Graduate Studies / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=case1374834154.
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Emmanuel, Chidiebere, and Eva Eriksson. "The role of CSR engagement in the Internal Brand Building process : An exploratory study of Service firms." Thesis, Umeå universitet, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-122888.
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This study explores how service firms incorporate CSR activities within the internal brand building process. It was found that CSR does influence and is implemented in every stage of our theoretical framework of the internal brand building process. The study was based on interviews conducted on managers and employees of service firms in the Netherlands and in Sweden. CSR is an evolving concept, increasingly becoming important in affecting the consumption decisions of service firm’s customers. Service firms are now resorting to incorporating CSR in their internal brand building to appeal to consumers. Consumers who are trying to minimize the inherent risk in buying an intangible product typical of a service product are now shifting their focus from the firm’s product to the firm itself. The purpose of this study was to explore if and how CSR influences the internal brand building processes of service firms. We did not seek to generalize the findings. We carried out eight interviews where the respondents were able to broadly shared their thoughts and opinions. The research questions we sought to answer were: In what way does CSR influence the internal brand building process in service firms? And, how do service firms implement CSR in their internal brand building process? It was found that the service firms do define CSR as a responsibility for their Employees, Community, Environment, Clients/Customers as well as Ethical Responsibility. We also found out that CSR influences the internal brand building in service firms through their employees, brand audit, brand identity, brand positioning and brand communication, which we then included in our empirical developed model of the internal brand building processes in service firms. CSR is implemented in service firm’s employees’ management through employee education, training, recruitment and motivation. CSR is implemented in a service firm’s brand audit through a flat/hierarchical organizational structure, multicultural organization, ethics, sustainability, transparency and honesty. CSR is implemented in a service firm’s brand identity through quality assurance, creativity/innovation and compliance. CSR is implemented in a service firm’s brand positioning through partnership, accessibility, quality, trust. CSR is implemented in a service firm's brand communication through intranet, meetings, publications and teams. Future researchers are recommended to study service firms that are equally divided based on their size, age and wealth to get a deeper understanding. More employees could also be studied since employees might have different viewpoints and since it is found that employees are the most important asset for service firms.
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Hamilton, David L. "Expectations, actions and a social service manager's effectiveness." Thesis, University of Sussex, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.293569.
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Nilsson, Linnéa, and Josefin Borgfors. "Självbestämmande inom institutionens gränser : Implementering av socialtjänstlagens verksamhetsmål och värdegrund på korttidsboenden för äldre." Thesis, Karlstads universitet, Fakulteten för humaniora och samhällsvetenskap (from 2013), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-37867.
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Studien syftar till att belysa hur omvårdnadspersonal och enhetschefer på tre korttidsboenden arbetar med frågor som rör självbestämmande, meningsfullhet, trygghet, integritet, välbefinnande, värdigt liv samt hur de arbetar med att utveckla individernas egna resurser. Dessa begrepp anges i socialtjänstlagens verksamhetsmål och värdegrund i 5 kap. 4§ och 1 kap. 1§ (SFS 2001:453). För att besvara studiens syfte intervjuades tre enhetschefer och ett frågeformulär användes för att inhämta omvårdnadspersonalens perspektiv på implementeringen av verksamhetsmålen och värdegrunden. Empirin analyserades utifrån Self-determination theory och begreppet institutionalisering. Resultatet visar att enhetschefernas främsta metod för implementering av värdegrunden är att diskutera denna med omvårdnadspersonalen på arbetsplatsen. En stor andel av personalen känner dock inte till värdegrundens innehåll. De boendes möjligheter att utöva självbestämmande är begränsade och deras behov av integritet inskränks vid överbeläggningar då de får dela rum och toalettutrymme. Personer med demenssjukdom och de som vistas på korttidsboendet för växelvård blir exkluderade och har minskade möjligheter att få sina behov tillgodosedda.The study aims to illustrate how caregivers and care managers on three short-term accommodations implement values concerning self-determination, meaningfulness, safeness, integrity, well-being, dignity and how they work to develop the individual's own resources. These values are stated in the Social Services Act in the objectives in section 1 §1, and in section 5 §4 (SFS 2001:453). To answer the aim of the study three care managers were interviewed and a questionnaire were used to obtain the caregivers perspective on the short-term accommodations. The empirical data were analyzed on the basis of Self-determination theory and institutionalization. Result shows that the care managers main method of implementation of the basic values are to discuss it with the caregivers in the workplace. A large proportion of the staff however, do not know the content of the basic values. The residents’ ability to exercise self-determination are limited and their integrity is curtailed when overcrowding when they share a room and lavatories. People with dementia and those who dwelt in the short-term accommodation for respite are being excluded thus, they have less opportunity to get their needs met.
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Manning, Paul. "Social capital processes : an owner-manager perspective." Thesis, Royal Holloway, University of London, 2012. http://repository.royalholloway.ac.uk/items/da49555d-5f42-d3f5-3b65-0ce3d00dd6cc/9/.
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This thesis investigates the management of social capital processes as they are accomplished-understood, experienced and shaped-by owner-managers. The aim of the thesis is to develop a deeper understanding of the management of social capital processes, to achieve a greater congruence between real-life perspectives and experiences and social capital literature. The thesis argues that social capital is situational, and in the economic situation the theory has been bounded by rational choice framing assumptions. The research problem is that claims for the universality of the economic way of looking at life, and for looking at social capital processes are over-stated. Predicated on this insight the research investigates economic notions of rationality, and low and non-rationality, as well as their inter-dependence in the management of social capital processes. The research follows a qualitative approach for data collection, with flexible pre-coding to guide the research where to look, while retaining an inductive openness to emergent data. The research population is drawn from SME owner-managers in the service and retail sectors, who were researched over two years using semi-structured interviews, observation, and by researcher participant observation. The thesis presents a number of contributions to knowledge. First, the thesis offers an in-depth, single source review explicating the meaning of the economic form of social capital, with reference to its intellectual antecedents, conceptual debates and key theoretical authors. The second (emergent research) contribution is to identify the significance of ethics and autodidactic reading for managing social capital processes. The third (theoretical) contribution argues for an expanded social capital perspective, beyond the prevailing and over-confident rational framing assumptions, and also for a new holistic ontological understanding. The fourth contribution is to identify a number of generic processes which can guide the management of social capital processes.
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Durandt, Nicola Estelle. "Outcome of a home-visiting intervention to improve social withdrawal assessed with the m-ADBB in six-month old infants in Khayelitsha, Cape Town : a cluster randomised controlled trial." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/96009.
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Thesis (MSc)--Stellenbosch University, 2014.ENGLISH ABSTRACT: Pregnant women living in South African peri-urban settlements face many challenges for their health and the health of their infants. Current health care services face many constraints and are not able to meet all the needs of pregnant mothers. Home-visiting programmes implemented by community health workers can alleviate these constraints. The current RCT assessed the effectiveness of the Philani Plus Intervention Program that addressed HIV, alcohol, maternal and child nutrition and mental health. The effectiveness of the intervention was assessed by measuring infant social withdrawal behaviour using the modified Alarm Distress Baby Scale (m- ADBB). A total of 681 cases were randomised into control (N=330) and intervention groups (N=351) and assessed using the m-ADBB. A cut-off score of two and above was used to determined significant social withdrawal behaviour. Data was analysed using descriptive statistics and cross-tabulation initially, followed by analysis of variance and multilevel modelling. Results indicated a prevalence of 46.7% of social withdrawal behaviour; however, no significant differences between groups were found. The current prevalence was substantially higher in comparison to the only other published study using the m-ADBB. Furthermore, the prevalence rate was also significantly higher compared to the majority of other studies using the original Alarm distress Baby Scale (ADBB). The high prevalence of social withdrawal behaviour found in this study indicates an increased risk for suboptimal infant development. Further research regarding social withdrawal behaviour and the casual mechanisms associated with the development of such behaviour is needed. Furthermore, validation of the m-ADBB in different settings is needed.
AFRIKAANSE OPSOMMING: Swanger vroue wat in Suid-Afrikaanse buitestedelike nedersettings woon staar baie uitdagings in die gesig met betrekking tot hul gesondheid en die gesondheid van hul babas. Huidige gesondheidsdienste is baie beperk en is nie in staat om in al die behoeftes van swanger moeders te voorsien nie. Huis-besoek programme wat deur gemeenskaplike gesondheidswerkers geïmplementeer word, kan hierdie beperkings verlig. Die huidige RCT het die effektiwiteit van die Philani Plus Intervensie Program wat MIV, alkohol, voeding en geestelike gesondheid aanspreek, geassesseer. Die effektiwiteit van die intervensie is geassesseer deur sosiale onttrekkingsgedrag met behulp van die gewysigde Alarm Nood Baba Skaal (m-ADBB) te meet. ‘n Totaal van 681 gevalle is lukraak in kontrole (N = 330) en intervensie groepe (N = 351) verdeel en geëvalueer volgens die m-ADBB. 'n Afsnypunt van twee en hoër is gebruik om beduidende sosiale onttrekkingsgedrag te bepaal. Data is aanvanklik ontleed met behulp van beskrywende statistiek en kruis-tabulering, gevolg deur analise van variansie en multi-modelle. Resultate toon 'n 46,7%-voorkoms van sosiale onttrekkingsgedrag, maar het egter geen beduidende verskille tussen groepe getoon nie. Die huidige voorkoms was aansienlik hoër in vergelyking met die enigste ander gepubliseerde studie wat gebruik gemaak het van die m- ADBB. Verder was die voorkomssyfer ook aansienlik hoër in vergelyking met die meerderheid van die ander studies wat gebruik gemaak het van die oorspronklike Alarm Nood Baba Skaal (ADBB). Die hoë voorkoms van sosiale onttrekkingsgedrag dui op 'n verhoogde risiko vir suboptimale baba ontwikkeling. Verdere navorsing oor sosiale onttrekkingsgedrag en die meganismes wat verband hou met die ontwikkeling van sulke gedrag, is nodig. Verder word die bekragtiging van die m-ADBB in verskillende instellings benodig.
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Berisha, Gresa, and Johanna Höög. ""Att påverkas behöver inte betyda något negativt - Tvärtom, man får tänka till " : En studie om hur socialsekreterare påverkas av klienters negativa uppfattningar om socialtjänsten i sitt professionella arbete och privatliv." Thesis, Linnéuniversitetet, Institutionen för socialt arbete (SA), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-87107.
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The purpose of this study was to understand what perceptions the social workers in the social services perceives the clients have about the social services and how this can affect the social workers in their work and private life. The data in this study was collected through a survey, conducted by social workers in six different municipalities. The study has been carried out through a mixed method research. The data was thereafter analyzed through a univariate analysis and a content analysis. The findings in this study shows that a majority of the social workers feel that the clients have bad perceptions about the social services. These are based on several factors, such as own experiences and feelings of shame. Media and rumors also play a significant role. Furthermore, the study also shows that the social workers are most affected in their work than in their private life. Another finding the study showed is that support from the director and the colleagues is a way for social workers to manage the clients' perceptions about them. Explaining and clarifying to the client and the public what the social service means, is an another way of managing it.
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Persson, Julia, and Bianca Sandoval. "Arbetsrelaterad stress bland enhetschefer. : En kvantitativ studie om hur olika stressfaktorer påverkar upplevelsen av arbetsrelaterad stress för enhetschefer inom kommunal äldre- och funktionshinderomsorg." Thesis, Hälsohögskolan, Högskolan i Jönköping, HHJ, Avd. för socialt arbete, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-42769.
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Enhetschefer är benämningen på den yrkesverksamma grupp som ansvarar för verksamheter som drivs enligt socialtjänstlagen och lagen om stöd och service till vissa funktionshindrade. De befinner sig i en politiskt styrd organisation med socialnämnden som uppdragsgivare. Enhetschefer är identifierade som en yrkesverksam grupp med hög arbetsbelastning och högre risk att utsättas för stress, i jämförelse med andra yrkesgrupper i ledande position. Syftet med studien är att undersöka hur olika stressfaktorer bidrar till upplevelsen av arbetsrelaterad stress hos enhetschefer inom kommunal äldre- och funktionshinderomsorg. Metodvalet är en kvantitativ enkätundersökning med syfte i att nå ut till fler personer och på så sätt få en bred överblick av enhetschefernas arbetssituation. Studien har genomförts i en medelstor svensk kommun där samtliga enhetschefer inom kommunal äldre- och funktionshinderomsorg valts ut. Av resultatet framkommer att de faktorer som i störst utsträckning bidrar till upplevd arbetsrelaterad stress, är för hög arbetsbelastning i förhållande till arbetstiden samt bristande möjlighet att uppfylla önskemål från brukare.Middle managers is the name of the professional group who is responsible for institutions that are run by the Social Service Act and Act concerning Support and Service for Persons with Certain Functional impairments. They work in a politically controlled organization with the municipal social welfare committee as the outsourcer. Middle managers are identified as a profession with a high workload and a higher risk of being exposed to stress, in comparison with other occupational groups with a leading position. The aim of the study is to examine how various stressors contribute to work-related stress. The method is a quantitative survey with the aim of reaching out to more people and to get a larger overview of the middle managers work situation. The study has been carried out in a medium-sized Swedish municipality, where all middle managers in municipal elderly and disability care were selected. The result shows that the stressors that contribute most to work-related stress are the high workload in relation to working time and a lack of opportunity to fulfill the client’s wishes.
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MALVESTITI, DANIELA. "IL COORDINATORE NEI SERVIZI TUTELA MINORI. UNA RICERCA IN LOMBARDIA." Doctoral thesis, Università Cattolica del Sacro Cuore, 2020. http://hdl.handle.net/10280/75455.
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Lo scopo della ricerca è stato comprendere il ruolo dei coordinatori nei Servizi Tutela Minori lombardi. Questi middle managers sono il primo riferimento organizzativo e metodologico per gli assistenti sociali, ma allo stesso tempo hanno una responsabilità nei confronti del top management e delle comunità rispetto al buon andamento di questi Servizi. Attualmente la conoscenza scientifica prodotta sul ruolo è scarsa e sembra che esso abbia preso forma prevalentemente nella pratica.
Lo studio ha avuto una duplice finalità, sia descrittiva che esplorativa: la prima parte della ricerca ha infatti indagato le caratteristiche socio-demografiche, la qualifica e la carriera dei managers, mentre la seconda ha esplorato la loro opinione sul loro ruolo in termini di competenze richieste, bisogni e risorse.
La ricerca ha previsto un'indagine preliminare sui Servizi Tutela Minori lombardi, un questionario on-line indirizzato a tutti i coordinatori attivi in Lombardia, nonchè interviste semistrutturate indirizzate ad un campione di questi managers (18).
Due approcci teorici hanno fatto da cornice agli approfondimenti, ovvero gli studi culturali delle organizzazioni e del management (Alvesson e Berg, 1993; Mintzberg, 1980, 2010; Gagliardi e Monaci, 2011) e il Relational Social Work (Folgheraiter, 1998, 2011, 2017).
L’integrazione tra queste teorie e i dati raccolti dai managers hanno permesso di delineare le caratteristiche specifiche che il ruolo di coordinatore tutela minori assume nel sistema di Child Protection lombardo e di far emergere la prospettiva dei coordinatori sul proprio lavoro.The aim of this study was to understand better the role of middle managers in lombard Child Protection services. This managers are the first organizational and methodological reference for social workers, but at the same time they have a responsability towards top management (and communities) in terms of a good service trend. There isn’t so much knowledge about their work and it seems that they have built their role in practice. The study explored the current characterization of managers that are active in lombard Child Protection system and collected their opinions about the role. The study consisted in a preliminary investigation about Child Protection services in Lombardy After this first investigation, the first step was a survey on-line addressed to all the managers that actually works in Lombardy; the second step consisted in semistructured interviews addressed to a sample of these managers (18). The aim of the first part of the research was descriptive (socio-demographic characteristics, qualification and career of the managers) while that of the second part was exploratory (managers opinion about their role in terms of competences requested, needs and resources). The research has combined two theoretical approaches, cultural studies of organizations/management (Alvesson e Berg, 1993; Mintzberg, 1980, 2010; Gagliardi e Monaci, 2011) and Relational Social Work (Folgheraiter, 1998, 2011, 2017): the integration of them allowed the identification of specific characteristics of child protection middle managers and their point of view about their job.
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Brétéché, Pierre-Joseph. "Actions publiques et territoires innovants : analyse de la construction des chemins de la compétitivité par les managers territoriaux : le cas du pays d'Aix." Thesis, Aix-Marseille 3, 2011. http://www.theses.fr/2011AIX32102.
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Cette recherche envisage la compréhension et la représentation du phénomène de compétitivité territoriale. Phénomène encore peu étudié par le management public, le parti pris est celui d’une exploration hybride susceptible d’inclure dans l’analyse les contextes, les contenus et processus mobilisés. La compétitivité territoriale est donc appréhendée comme un construit et non comme une donnée. L’approche par la complexité vise à re-construire les pratiques effectivement mise en œuvre par les managers territoriaux au travers d’une confrontation de la théorie et de l’empirie.La première partie est destinée à formaliser un cadre conceptuel et méthodologique pour le management de la compétitivité territoriale. Suivant une approche transdisciplinaire, les contours de la mise en action publique pour la compétitivité des territoires y sont délimités. L’heuristique d’axiome global permet la prise en compte des influences des contextes selon une logique « en marché » et une logique « en société ». Les dimensions idiosyncrasiques et diachroniques de la compétitivité territoriales sont définies pour analyser contenus et processus de l’objet de la recherche. Les analogies mécaniques et biologiques permettent ainsi de faciliter la compréhension des modalités managériales émergentes. La deuxième partie passe l’objet de la recherche à l’épreuve empirique. Une étude de cas longitudinale avec deux unités d’analyse encastrées est menée en pays d’Aix. Quatre modalités de management de la compétitivité territoriale sont ainsi dégagées. Suivant un régime d’accumulation, la délimitation du périmètre de la mise en action publique est l’étape initiale. La construction par les managers des arènes collaboratives via les structures génériques de projets des politiques publiques volontaristes dégagent des bouquets de services. La transition de la logique « en marché » à la logique « en société » est assuré par une modalité de proximité sociétale qui émerge des politiques publiques territoriales. La construction d’une arène de convergence des intentions finalisées d’acteurs hétérogènes passe alors par une chaîne locale de l’innovation tissée entre des managers experts. L’écosystème local de l’innovation est constitué par l’encastrement des réseaux personnels de chaque manager et permet de relier des structures hétérogènes aux finalités diverses. Cet écosystème doit alors être managé pour assurer la pérennité du système de compétitivité territoriale au travers du temps. A ce titre, les modes de gouvernance de la compétitivité territoriale doivent favoriser des configurations souples, différenciées et partagées. Des configurations susceptibles de voir se croiser les chemins de la prospérité avec ceux de la compétitivité (différenciées) ; des configurations susceptibles encore de permettre la dialogique des processus d’actions publiques pour arbitrer entre polarisation et dispersion des activités productives (souples) ; des configurations susceptibles enfin de permettre à l’énergie cinétique de se déployer sur un territoire pour le rendre compétitif au travers de la construction d’une arène de convergence des intentions par la proximité sociétale (partagées)This research considers the understanding and representation of the phenomenon of territorial competitiveness. The thesis is an hybrid exploration of new phenomenon studied by the Public Management and may be included analysis of the contexts, contents and processes used. Territorial competitiveness is understood as a framework, not a fact. The complexity approach is to re-build practices effectively implemented by managers through a territorial confrontation of theory and empiricism. The first part formalizes a conceptual and methodological framework for the management of territorial competitiveness. As a transdisciplinary approach, the outlines of public policy-making are defined for the competitiveness of territories. The overall heuristic axiom allows the consideration of the influences of contexts according to a market logic and society logic. Idiosyncratic and diachronic dimensions of territorial competitiveness are defined to analyze contents and processes of the subject of research. Thus, the mechanical and biological analogies allow a better understanding of the emergent management modalities.The second part goes over the empirical test. A longitudinal case study based on two embedded units of analysis is conducted at Aix-en-Provence. Four modalities of territorial competitiveness management have been found. The boundaries lines of public policy-making are defined by the growth of continuous additions. The packages of services emerge from the construction of collaborative arenas by managers through proactive public policies projects. The transition from market logic to society logic is provided by a form of societal proximity that emerges from the territorial public policies. The erection of an arena to lead intentions finalized of heterogeneous actors goes through a local chain of innovation between managers. The local ecosystem of innovation is constituted by the embedding of personal networks of each manager and for linking heterogeneous structures with different purposes. This ecosystem must be managed to ensure the sustainability of the system of territorial competitiveness. Tree types of territorial competitiveness governance would appear concurrently: flexible, differentiated and shared. The first one type will mix the paths of prosperity with those of competitiveness (differentiated). The second type may allow the dialogical processes of public policy-making to arbitrate between polarization and dispersion of productive activities (flexible). The last one may permit the kinetic energy to deploy in an area to be competitive through the construction of an arena of convergence of intentions by social proximity (shared)
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Carter-Michaelson, Faith. "An exploratory study of San Bernardino County employees' knowledge about the limitations and provisions of their managed health care plans." CSUSB ScholarWorks, 1999. https://scholarworks.lib.csusb.edu/etd-project/1793.
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Foster, David William. "Structuring the self-development of nurse managers as an organizational imperative." Thesis, London South Bank University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.265590.
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Stanley, Michael J. "The effect of change on the National Health Service general managers' information needs." Thesis, Sheffield Hallam University, 2001. http://shura.shu.ac.uk/20820/.
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The research enquiry using a sample of 20 NHS organisations with similar revenue and population characteristic profiles sets out to identify the information needs of the NHS General Managers and in doing so highlight the information that they need to meet their organisations' key success factors. The research identifies through the enquiry process the General Managers' information needs and describes the categories of those needs, the pressures and influences of the General Managers' working environment on those needs and the links to the influences that have been reflected in their information needs. In particular the external influence of the Department of Health and the business environment has not only changed the General Managers' information needs but affected the balance of power between the stakeholders, which in turn has affected those information needs. These organisational and environmental changes, health policies, stakeholder demands, and changes in the balance of power between the stakeholders has resulted in a change in the way in which the General Managers work with information, which has in turn increased the need for more accurate, timely and complex information. The research analyses the General Managers' understanding of their roles in the General Manager/patient/doctor relationship and analyses the potential areas of conflict arising when the patients' interests clash with the market-led (business) interests of the healthcare organisations and the diverse needs of the Provider, Purchaser and Regional Executive General Managers. These problems together with the effects of organisational resistance, organisational culture clash and system requirements and its effect on the information needs of the General Managers were examined for associated links with the difficulties that the General Managers experience in defining their information requirements. The research provides an understanding of the links between a market-led healthcare environment, the General Managers' information needs, and their attitude towards information as well as an understanding as to whether the patient, a key stakeholder, has benefited in the healthcare empowerment stakes as a result of the re-delineation of the General Managers' information needs and the impact upon their decision making. The information needs identified as a result of the research have shown them to have become business orientated with financial targets as a key measure and clinical performance (outcomes) increasingly being seen as the other key factor as an indication of success for the organisation. The hypothesis (Null Hypothesis) of the research asserts that it is not possible to link a market-led healthcare environment, the General Managers' information needs, their attitudes and behaviour towards information, and patient empowerment in such a way as to develop a model of information needs that is common across the Purchaser, Provider and the NHS Executive organisations. However, the research has developed as a first step, a series of outline models of information needs that will lead to a more complex and common model of information needs across the General Managers' organisational groups that will allow, when assessed against key success factors, a judgmental view of the ability of both the General Managers and their organisations to deliver their aims and objectives.
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Dawson, Jane. "Accountability and Quality Assurance in health care : the perceptions of nurses, midwives and managers." Thesis, University of Southampton, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.315299.
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Wall, Francis Joseph. "The natural managers? : a study of the evolving role of NHS doctors in management." Thesis, Durham University, 1999. http://etheses.dur.ac.uk/4294/.
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This study traces the evolving role of NHS doctors in management, from the early years of informal, but highly influential involvement, to the formalised and accountable positions they now occupy in management. The study attempts to assess whether doctors are "the natural managers" of the NHS and, if so, the implications of this. The associated argument, which is pursued throughout the study, is that power and authority need to be brought together in order for management to be effective and argues that the involvement of doctors in management is the only realistic way to bring this about. A qualitative research approach has been used to explore through interviews, the views, opinions and experiences of 30 key informants, including Consultant Medical staff, (many of whom occupy Medical/Clinical Director positions). General Medical Practitioners, Chief Executives, senior NHS Executive and Health Authority officials, and other health professionals. The study, which is mainly centred on the operational level in secondary care, concludes that the active, formal involvement of doctors in management does bring about the blend of power and authority which was previously missing, but no over-riding view was expressed by informants to suggest that this means doctors are "the natural managers." In order to make better use of clinical and other resources, a shared partnership in decision making at the top of the management structure between the senior doctor manager and the lay Chief Executive is required. More encouragement is needed to develop the present fragile role of doctors in management in order to secure the relatively untapped source of managerial power and authority which the involvement of doctors in management can bring about.
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Collier, David. "Developing managers in the European subsidiary of a UK financial services organisation." Thesis, Sheffield Hallam University, 2009. http://shura.shu.ac.uk/19493/.
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This dissertation is concerned with the cross-cultural communication and relationship-building challenges faced by an internationally diverse group of managers and team leaders operating in the European subsidiary (ESI) of a large British-based financial services organisation. It examines the impact of organisational and national cultures on managerial communication and relationship building. It considers the capabilities needed by managers operating in a European context where the British Parent company has a strong influence in setting ESI's strategic goals yet whose Subsidiary top team lack significant international experience. The research methods used reflect a social constructivist paradigm using a Grounded Theory methodology. The data collection methods involved semistructured interviews; participant observation; document analysis; metaphor analysis; analytical memos and a research diary. The research population covered a number of managers and team leaders within ESI, and the immediate parent company, FSD. The findings from this research study suggest the need for the active 'management of the interface' between the respective Grandparent, Parent and Subsidiary companies, given the impact of culture at organisational, business and national levels. The ability of managers to manage this 'interface' suggests levels and types of managerial capability that might need to be different from those who operate solely in a single-country environment. It also suggests that culture and cultural difference need to be more explicitly articulated and acknowledged to avoid the negative organisational consequences of 'cultural blindness.' (Adler, 2002, p106).Given the conflict and misunderstanding that can occur in cross-cultural exchanges, I suggest that managers in ESI need high levels of cross-cultural competence which combine cross-cultural knowledge and communication skills with a high degree of self-awareness and understanding. Increasing self-awareness and self-disclosure suggests that before we can truly get closer to understanding how to build and sustain effective cross-cultural relationships, within and outside an organisation, we need to understand our own responses and reactions to dealing with 'strangers'. This needs to inform the nature and content of management and leadership development programmes.
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Schroeder, Matthew Wayne. "Whose toilet is it anyway? : an ethnographic investigation into communally managed and municipally-managed janitor-serviced sanitation facilities in Masiphumelele, Cape Town." Master's thesis, University of Cape Town, 2016. http://hdl.handle.net/11427/20602.
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Informal settlement sanitation service delivery continues as one the most urgent, imposing challenges of contemporary basic service provision in South Africa. Municipal, provincial and national sanitation and political authorities expect informal settlement residents to take ownership of and responsibility for state-installed toilet facilities, with municipally-managed janitorial services also in operation in many settlements countrywide. Yet resident-driven sanitation management practices and the site-specific realities of informal settlements have not been adequately understood nor have they informed basic service delivery development. This has in part led to uncertainty in terms of how to designate and sustain responsibilities to relevant stakeholders regarding sanitation maintenance. Based on fieldwork in the Masiphumelele Wetlands informal settlement and temporary relocation area on Cape Town's southern peninsula, this dissertation describes a range of communally-managed sanitation systems that operate alongside municipally-managed janitorial services and which demonstrate varying degrees of local senses of ownership of responsibility for municipally-provided flush toilet facilities. A bottom-up, iterative development approach is argued for, one that critically considers the spectrum of factors that constrain and stimulate ownership and responsibility by informal settlement residents as well as the cultural contingencies that constitute communal sanitation management in informal settlements.
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Rieh, Soo Young. "Changing reference service environment: A review of perspectives from managers, librarians, and users." Elsevier B.V, 1999. http://hdl.handle.net/10150/105385.
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This is a preprint of an article published in the Journal of Academic Librarianship 25(3), pp. 178-186. This article reviews the literature on academic library reference service, and examines changes in the traditional reference desk model. Based on the review from the perspectives of managers, librarians, and users, new research directions are proposed in which usersâ information-search processes and librariansâ intervention in reference service are integrated.
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Felizia, Inga-Lill. "Att vara chef i välfärden : om praktisk kunskap och reflektion." Thesis, Södertörns högskola, Institutionen för kultur och lärande, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-39295.
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This essay has the form of a scientific essay. It explores and reflects on the practical knowledge and the importance of reflection for managers in the social welfare. The starting point is stories from my own experience of various managerial assignments, which are discussed and tested with theories about different kind of knowledge. The essay describes a background and gives a context with the help of scientific studies on leadership and reflection. The central themes that are explored in the essay are wisdom, understanding, individual responsibility and reflection. The theories used are focusing on the type of knowledge that manifests itself in action. They origin from the philosophers Aristotle, Kjell S. Johannessen, John Dewey, Hans-Georg Gadamer, Ludwig Wittgenstein, Simone de Beauvoir and Donald Schön. This essay gives examples of how the practical knowledge that managers in welfare sector uses can be understood and how reflection is an important part and a prerequisite for the development of knowledge.Den här uppsatsen har formen av en vetenskapliga essä. Den undersöker och reflekterar över den praktiska kunskapen samt vilken betydelse reflektion har hos chefer inom den sociala välfärden. Utgångspunkten är berättelser från min egen erfarenhet av olika chefsuppdrag, som diskuteras och prövas mot teorier om kunskapsformer. Essän ger en bakgrund och ett sammanhang genom forskningsstudier om ledarskap respektive reflektion. De centrala teman som utforskas är omdöme, förståelse, personligt ansvar och reflektion. Teorierna som används för diskussion och reflektion är sådana som fokuserar på den form av kunskap som visar sig i handling, huvudsakligen från filosoferna Aristoteles, Kjell S. Johannessen, John Dewey, Hans-Georg Gadamer, Ludwig Wittgenstein, Simone de Beauvoir och Donald Schön. Essän visar exempel på hur den praktiska kunskapen hos chefer i välfärden kan förstås och hur reflektion är ett betydelsefullt moment och en förutsättning för utveckling av kunskap.
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Talbot, Colin. "Developing strategic managers for UK public services : a competing values and competences approach." Thesis, London School of Economics and Political Science (University of London), 1995. http://etheses.lse.ac.uk/2833/.
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Payaud, Marielle Audrey Martinet Alain Charles. "Les "Middle managers" et la formation des stratégies des entreprises de services de réseau." Lyon : Université Lyon3, 2005. http://thesesbrain.univ-lyon3.fr/sdx/theses/lyon3/2003/payaud_ma.
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Payaud, Marielle Audrey. "Les "Middle managers" et la formation des stratégies des entreprises de services de réseau." Lyon 3, 2003. https://scd-resnum.univ-lyon3.fr/out/theses/2003_out_payaud_m.pdf.
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Les entreprises de services de réseau présentent un contexte significatif de la contribution des "middle managers" à la formation de la stratégie. La dichotomie formulation/mise en oeuvre de la stratégie est prise en défaut, la nature de leurs activités prédispose à formuler une stratégie délibérée et à transformer des opportunités locales en stratégies émergentes. La co-existence de stratégies délibérées et émergentes impose une reconfiguration des rôles des managers. Le middle manager est chargé d'appliquer la stratégie délibérée et de faire germer les stratégies émergentes. Nous nous intéressons aux processus de "stratégisation" pilotées en global et aux processus formels et informels d'émergence en local. Méthodologie employée : l'analyse qualitative de données par études de cas. Buts des perspectives prescriptives : une meilleure articulation des compétneces des mangers, des constructions des compétences, du délibéré et de l'émergent à travers un cadre conceptuel modulaire.
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Jas, Victoria Anne. "How Hospital Environmental Managers Learn Compliance: A Learning Process Model." [Yellow Springs, Ohio] : Antioch University, 2009. http://etd.ohiolink.edu/view.cgi?acc_num=antioch1247163027.
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Thesis (Ph. D.)--Antioch University New England, 2009.Title from PDF t.p. (October 7, 2009). "A dissertation submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy Environmental Studies at Antioch University New England (2009)."--The title page. Advisor: Thomas Webler, Ph. D. Includes bibliographical references (p. 108-110).