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Kippist, Louise, and Anneke Fitzgerald. "Organisational professional conflict and hybrid clinician managers." Journal of Health Organization and Management 23, no. 6 (October 30, 2009): 642–55. http://dx.doi.org/10.1108/14777260911001653.
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Svanberg, Jan, and Peter Öhman. "The effects of time budget pressure, organisational-professional conflict, and organisational commitment on dysfunctional auditor behaviour." International Journal of Accounting, Auditing and Performance Evaluation 12, no. 2 (2016): 131. http://dx.doi.org/10.1504/ijaape.2016.075619.
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Bartlett, Christopher W., and William C. Ray. "Are the Organisational Management Characteristics of Healthcare Organisations Distinguishable from Other Professional Organisations?" Journal of Health Management 23, no. 4 (October 20, 2021): 585–93. http://dx.doi.org/10.1177/09720634211050445.
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Organisational management characteristics occur with varying rates across industries and organisations within industries. While professional organisations tend to have fewer undesirable management characteristics than non-professional organisations, little work has been done to assess whether healthcare, with its unique legal structure that can put hospital administration at odds with physician autonomy, is an exception among professional organisations. In this study, rates of positive as well as undesirable management practices were estimated from publicly available ethnography data and compared to data from non-healthcare professional settings. A structured literature review was conducted to validate the ethnography data and further explore possible mechanisms. The main finding is that healthcare professionals do have greater group conflict with administration than other professionals and that healthcare settings exhibit greater instances of unwritten rules than other professional organisations. Overall, our results suggest that common management practices in other professional settings may not fully apply to healthcare. The potential for group conflict between physicians and administration is higher than other autonomous professional fields. Healthcare administration may benefit from examining practices in non-professional settings for beneficial ideas in management innovation.
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Pryanikova, N. I. "The conflictological profile of the organisation as an element of cultural identity." Vestnik Universiteta, no. 11 (January 7, 2022): 168–73. http://dx.doi.org/10.26425/1816-4277-2021-11-168-173.
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In contemporary research on organisational effectiveness, the concept of culture is gaining ground. Not only organisational and/or national culture is considered, but also the whole range of local subcultures: professional, personal, age, etc., which also need to be analysed and taken into account. This circumstance affects the micro- and macro-level functioning of the organisation in the cultural code. The article studies the phenomenology of conflict from the perspective of an organisation’s conflictological profile, which is a reflection of its cultural identity. A typological cross-section of the conflict, its operational, strategic and symbolic types has been revealed. They have individual characteristics and have an impact on the functioning of the organisation, shaping its unique conflictological profile.
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Hay, Julie. "The TAMED Game, Bystanders and Professional Associations." International Journal of Transactional Analysis Research & Practice 12, no. 1 (July 1, 2021): 42–60. http://dx.doi.org/10.29044/v12i1p42.
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The author introduces a psychological game named TAMED – the TA Myth of Explanatory Depth, which she suggests provides an explanation of unhealthy dynamics occurring within transactional analysis membership and professional associations. She illustrates this with four case examples based on personal experiences. She also provides an overview of TA theory about psychological games, the bystander role, the various roles within the drama triangle and extensions of it, and the potency pyramid. She provides a selection of materials by TA and non-TA authors to support the premise that such games are more to do with organisational and group processes than the script of the individual who is seen as the cause of the conflict. The article concludes with some initial thoughts about how TA organisational diagrams need amending to reflect the structure and dynamics of professional associations.
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Lloyd, Chris, and Robert King. "Organisational Change and Occupational Therapy." British Journal of Occupational Therapy 65, no. 12 (December 2002): 536–42. http://dx.doi.org/10.1177/030802260206501202.
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Major restructuring of health care services has meant changes in service delivery, organisational structures and work practices. There has been a significant impact on the roles and responsibilities required of health care professionals in the current health care environment. The literature reveals that this often brings about conflict between professional values and organisational values. Although many of the current changes in health care are compatible with the philosophy of occupational therapy, there are policy and organisational factors that have an impact on occupational therapy practice and service delivery. In this article, the emerging characteristics of the contemporary health care environment are identified and the strengths and weaknesses of the profession in adapting to this environment are discussed. It is argued that the survival and growth of the profession are dependent on the extent to which it is able to capitalise on strengths, overcome weaknesses, articulate its overall purpose and function and redefine its role and scope of practice in order to meet changed societal and organisational demands.
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Zychlinski, Ester, Sagit Lev, and Maya Kagan. "The Ethical Conflict of Dual Obligations Amongst Social Workers: The Role of Organisational Affiliation and Seniority." British Journal of Social Work 50, no. 6 (July 4, 2020): 1854–70. http://dx.doi.org/10.1093/bjsw/bcaa076.
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Abstract The purpose of the current study was to examine the frequency of ethical conflicts amongst social workers, deriving from dual obligations to clients and employers, as associated with their organisational affiliation and professional seniority. The sample included 723 social workers from three organisational sectors in Israel: the government sector, the third sector and the for-profit sector. Two-way analysis of variance (ANOVA) was conducted to examine the main and interaction effects of organisational affiliation and seniority on the frequency of ethical conflicts amongst social workers. Social workers in the for-profit and third sectors experienced a significantly higher frequency of ethical conflicts than those in the government sector. In addition, social workers with moderate seniority were found to experience ethical conflicts more frequently than those with low and high seniority. These findings have an important contribution to the ongoing public debate on the privatisation of social services, by pointing to the difficulties encountered by social workers employed in partially privatised social services in meeting their obligations to clients. Better public monitoring and adequate supervision of social workers are recommended. In addition, it is suggested that partial privatisation processes be reconsidered in the case of vulnerable populations.
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Simpson, Jennifer Evyonne, Janet Bardsley, Sharif Haider, Kenneth Bayley, Gill Brown, Amanda Harrington-Vail, and Ann Dale-Emberton. "Taking advantage of dissonance: a CPD framework." Journal of Children's Services 12, no. 1 (March 20, 2017): 1–15. http://dx.doi.org/10.1108/jcs-11-2016-0020.
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Purpose The purpose of this paper is to communicate the findings of an empirical research project based on a real world problem that involved the development of a continuous professional development (CPD) framework for a children’s integrated service workforce. In addition, to give attention to the notion that children’s integrated services have not necessarily been viewed from the perspective of conflict management and that this has meant ensuing conflicts that characterise such organisations are more often than not ignored. Design/methodology/approach A case study approach involving a mixed methodology consisting of semi-structured interviews for senior managers and service leads; a quantitative survey for frontline practitioners and focus groups for service users, carers and children. Findings Rather than the service being fully integrated, services were aligned, and this was reflected in the conflict between professional cultures, reinforcing an “us and them” culture. This culture had seemingly permeated all aspects of the organisation including the senior management team. It was also noted that certain systems and processes, as well as bureaucracy, within the service were seen as hindering integrated working and was in effect a catalyst for conflict. Research limitations/implications What has become evident during the course of this empirical study is the need to further explore the functioning of children’s integrated services using conflict management theories, tools and techniques so as to understand how best to manage conflict to an optimum where an environment of creativity and productiveness is created. Practical implications Therefore, when devising a CPD framework it can be argued that there is a need to address some of the types of conflict at the micro-frontline practitioner level of the organisation, as it is this level where there is opportunity through a variety of mechanisms, for example formal and non-formal learning, ring-fenced time, attendance at conferences, team away days and shadowing opportunities can be used to achieve a greater understanding of professional roles, improve working relationships and engage in the division of tasks in a fashion that will promote collaborative working. Social implications The extent to which a children’s integrated service can be the harbinger of a range of multi-faceted conflicts that include the jarring of professional cultures, task conflict, inter-personal incompatibilities and competing value bases cannot be underestimated. Therefore, when devising a CPD framework it can be argued that there is a need to address some of the types of conflict at the micro-frontline practitioner level of the organisation. Originality/value Through the application of conflict management theory it will be illustrated how conflict could be used to effectively steer children integrated services towards creativity and productivity through an organisational wide framework that not only embraces dissonance, but also promotes a learning environment that takes advantage of such dissonance to incorporate a hybrid of professional practice and expertise.
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Ross, Johanna Woodcock, and Charlotte Crow. "Social Work Practice Strategies and Professional Identity within Private Fostering: A Critical Exploration." Adoption & Fostering 34, no. 1 (April 2010): 41–51. http://dx.doi.org/10.1177/030857591003400105.
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Johanna Woodcock Ross and Charlotte Crow explore the professional identity and practice strategies of the new role of private fostering social worker. A case study approach is used to reflect on the practice required to support private fostering. The perceived role of the private fostering social worker and the practice strategies adopted are affected by confusion and stereotypes about what constitutes private fostering and which children can be considered as privately fostered. Significantly, in addition to professional practice, private fostering social work has to cope with critical attitudes and negative cultural stereotypes among professional colleagues, many of which are reinforced by social and political arguments, media and organisational scrutiny, and resulting low staff morale. The core practice strategies of the private fostering social worker involve working against oppressive labelling, communication and engagement with ‘sofasurfing’ teenagers and developing skills for working with conflict. While it is relatively easy to understand the confusion, conflict and cultural stereotyping as representing defence mechanisms to ‘taking in’ the pain and complexity of the situations of these young people and their carers, the impact upon the professional identity of the social workers involved exacerbates feelings of being maligned, isolated and undervalued.
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Scott, Dorothy, Jo Lindsay, and Alun Jackson. "The child protection case conference: Juggling rights, risks and responsibilities." Children Australia 20, no. 1 (1995): 4–12. http://dx.doi.org/10.1017/s1035077200004314.
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This pilot study of child protection case conferences in a region of Melbourne highlights the dynamics of inter-organisational and inter–professional interaction. Data from direct observation of a small number of case conferences and focussed interviews with participants before and after each case conference, in addition to an interviewer administered questionnaire with professionals from agencies regularly participating in case conferences was analysed using manual and computerised methods. The findings relate to: parental attendance; interagency and interprofessional dynamics: case assessment focus; and worker anxiety about conflict. The management of conflict, the tension between the different purposes of case conferences, and the importance of the quality of leadership in case conferences, are discussed.
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Puspa, Dwi Fitri. "PENG ARUH ORIENTASI PROFESIONAL TERHADAP KONFLIK PERAN DENGAN TIPE PENGENDALIAN SEBAGAI VARIABEL MODERATING." Media Riset Akuntansi, Auditing dan Informasi 8, no. 1 (April 21, 2008): 45. http://dx.doi.org/10.25105/mraai.v8i1.742.
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<p class="Style1"><em>The number of professionals working in bureaucratic organisational settings has been increasing. </em><em>The organisations may use either formal administrative or bureaucratic controls (output and </em><em>behaviour controls). As employees, these professionals often expect their behaViOlft to be con</em><em>trolled only through the use informal contols such as self and social control process The confluence </em><em>of a high professional orientation and abureaucratrccontrol environmental will cause role conflict. This study examines the level of conflict incurred experienced when a formal administrative controls, such as accounting control, are implemented in organisations dominated by professionals It </em><em>also examines the relationship between role conflict and sub-unit performance. Respondents </em><em>participated in the study were academics working in private university Questionnaires were admin</em><em>istered to 250 academics. To assess whether the interaction between a high professional orienta</em><em>tion and the control environmentalaffects role conflict, a multiple regression analysis was used. The </em><em>impact of role conflict on sub-unit performance was tested by examining the correlation coefficients. The results showed that academics working in private university did not experience role conflict. </em><em>Therefore, role conflict did not correlate with subunit performance.</em></p><p class="Style1"><strong><em>Key Words: </em></strong><em>Role Conflict, Orientation Professional, Control, Job Satisfaction and Sub-unit </em><em>Performance.</em></p>
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Hudson, Bob. "User Outcomes and Children's Services Reform: Ambiguity and Conflict in the Policy Implementation Process." Social Policy and Society 5, no. 2 (April 2006): 227–36. http://dx.doi.org/10.1017/s1474746405002915.
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The reforms to children's services in the UK brought in by the Every Child Matters Green Paper and the subsequent Children Act 2004 represent the most significant change in this area of social policy since 1948. The policy approach has two distinguishing features – an ‘outcomes led’ approach rooted in the views of children and young people about what constitutes ‘wellbeing’ in their lives, and a partnership approach that recognises these outcomes can only be achieved through high levels of inter-agency and inter-professional working. This article suggests that the two features may be in tension, and that during the process of implementation there is a danger that user defined outcomes will be re-interpreted to fit in with other organisational and professional agendas. The analysis draws upon Rick Matland's framework for exploring the impact of conflict and ambiguity respectively upon the implementation process.
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Heraty, Noreen, Michael J. Morley, and Jeanette N. Cleveland. "The work‐family dyad: multi‐level perspectives." Journal of Managerial Psychology 23, no. 5 (June 27, 2008): 477–83. http://dx.doi.org/10.1108/02683940810884496.
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PurposeThe purpose of this paper is to introduce a selection of papers within the issue that discuss the work‐family interface.Design/methodology/approachThe themes of the papers in the issue are outlinedFindingsThe papers address the following: conflict, facilitation and individual coping styles across the work and family domains; generational differences in work‐family conflict and work‐family synergy for Generation X, baby boomers and matures; the development and transmission of work‐related attitudes; a cross cultural comparison of female managers attitudes, experiences and career choices; the impact of individual and organisational characteristics on work‐family conflict and career outcomes, and the variation of work life integration experiences of mid‐career professional women.Originality/valueThe paper introduces the special issue which provides a varied mix of theoretical approaches and multi‐level perspectives to scope out and explain the links between work and family life.
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Lundälv, Jörgen, and Rafael Lindqvist. "Between ‘Lifeworld’ and ‘System’: Caseworker Role Conflict in the Provision of Disability Services to People Injured by Traffic Accidents in Sweden." Australian Journal of Rehabilitation Counselling 15, no. 2 (November 1, 2009): 107–23. http://dx.doi.org/10.1375/jrc.15.2.107.
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AbstractThe aim of this study was to describe and analyze how caseworkers in the Swedish disability services deal with people disabled by road accidents. Data were collected by means of a web-based survey of 259 caseworkers, and a direct content analysis of open-ended questions was used to interpret and analyse the data. The conceptual toolbox consisted of Habermas' lifeworld-system dichotomy, social recognition, and concepts from human service organisation research. Dilemmas within the following areas were identified: interaction with the service users, experiences of communication, assessment of needs, and inter-organisational cooperation between health care and disability services. These difficulties occurred because of tensions between ‘lifeworld’ and ‘system’, and because social recognition and mutual communicative action were not easy to achieve when cognitive impairments distorted and prevented the development of an ‘ideal speech situation’. Inter-organisational cooperation was difficult because of different regulations and professional perspectives.
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Hasib, Aafreen Jamaluddin, Dr Balgopal Singh, and Dr Vimlesh Tanwar. "AN EMPIRICAL STUDY OF FEMALE TEACHERS IN HIGHER EDUCATIONAL INSTITUTION AND THEIR WORK LIFE BALANCE." International Journal of Transformations in Business Management 12, no. 04 (2022): 70–85. http://dx.doi.org/10.37648/ijtbm.v12i04.005.
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drawbacks to these renaissances, such as the ability for women to achieve amazing heights in one region while family responsibilities hold them back in another. Women should prioritise their families since society would suffer immensely if their children are not properly nurtured. The findings show that when employees believe their occupations have a greater impact on their life as a whole, unfavourable linkages between work-family conflict and organisational attitudes and retention are lessened. Individuals' priorities may cause conflicts with superiors, colleagues, and/or family members. When a person is worried about personal troubles at work and job-related concerns at home, a kind of stress known as "spillover" occurs. Time-based issues arise when individuals spend too much time juggling many duties. Career schedules, work orientation, marriage, having children, and spouse employment habits are just a few examples of elements that might impose a strain on someone's ability to dedicate significant time to their professional or family commitments.
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Edwards, Michaela, and Norman Crump. "Rational and Winnicottian wellbeing ‘at work’." Psychotherapy Section Review 1, no. 60 (2017): 14–27. http://dx.doi.org/10.53841/bpspsr.2017.1.60.14.
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The idea that that the wellbeing of employees should be of concern to managers and employers has long been considered within management thought. From the paternal ideals of the 19th century social reformers to the current purveyors of happiness in the workplace, the need to mediate the demands of constantly increasing pressure on productivity has generated many organisational effects. This paper highlights the conflicts triggered when management seeks to assist teachers to become more efficient and productive as strategic human resources, rather than professional teachers and educators involved in the production of the next generation of citizens.Following a year-long study into staff relationships within a school1this paper develops a line of analysis using the concept of the ‘good enough mother’ (Winnicott, 1971) to highlight a site of conflict. It is suggested that a lack of understanding by the Senior Leadership Team (SLT) of the school toward the support sought by the teachers involved in ‘front line’ work with pupils is part of this conflict situation. The focus by the SLT on wellbeing techniques to assist the teachers toward a more rational ‘bottom line’ set of outcomes has the effect of increasing the distance of understanding between teachers and managers.
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Bell, Sandra. "Organisational resilience: a matter of organisational life and death." Continuity & Resilience Review 1, no. 1 (August 29, 2019): 5–16. http://dx.doi.org/10.1108/crr-01-2019-0002.
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Purpose Being resilient in the face of risks that have the ability to negatively impact the strategic objectives, reputation or existence of the organisation is now not just an interesting concept but a matter of organisational life and death in many industries. However, very few businesses go beyond simply implementing measures to defend their competitive advantage in the face of market changes and business continuity capabilities to be able to survive operational disruptions. The paper aims to discuss these issues. Design/methodology/approach This paper uses real-life examples to explore some of the main issues associated with organisational resilience that are observed in the business and management literature. The aim is being able to demonstrate some of the practical reasons why organisational resilience is so hard to implement and what can be done to make it easier. Findings Organisational resilience is a business outcome and, as such, requires a holistic and adaptive management approach. This is theoretically straightforward as organisations are used to working together towards business outcomes. However, in practice three main issues generally thwart resilience-building activities: different professional groups within organisations anchor their understanding of resilience based on related interpretations such as psychology, ecology, economics, engineering, etc., which leads to internal conflict; there is often a widespread belief (or hope) that static goals and objectives will work in a dynamic environment; and flawed risk perceptions hamper organisation-wide situational awareness. Practical implications Faced with these issues, it is easy to understand why resilience activities are frequently limited to the tactical things that can be put in place to protect the organisation and its assets against acute shocks. However, as the risk landscape becomes ever more complex and uncertain such a defensive approach will only increase the vulnerability of organisations. Originality/value However, there are some straightforward and practical steps that organisations can take to break down internal barriers and promote a more collegiate approach to organisational resilience. An approach that is not only more efficient in terms of the management of risk but is also more cost effective and has a positive impact on culture, brand and reputation.
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Burgoyne, John, and Anna Lorbiecki. "Clinicians into Management. The Experience in Context." Health Services Management Research 6, no. 4 (November 1993): 248–59. http://dx.doi.org/10.1177/095148489300600404.
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This paper interprets the experience of a sample of 60 clinicians becoming involved in formal management, mainly at hospital unit level, in the historical context of changing health service organisation. This includes the introduction of managerialism and the evolution of the NHS into a structured network based around purchaser/provider relationships. The conclusion is that these clinicians are becoming involved in management, and making the personal and social adjustments necessary for this, but in a way that leaves medical culture, and their allegiance to it, at the present largely intact. This is achieved largely through the organisational mechanism of clinical directorates, which promise to function as professional groups from the clinical point of view and as business units from the managerial perspective. An argument is put forward, based on a theoretical view compatible with the data from the clinicians' experience, that this mode of medical involvement in management may operate without undue conflict in the longer term if: (a) clinicians accept the degree of local professional regulation that this model applies; and (b) the conflict between medical need and available resource can be dealt with elsewhere in the system without passing it back to hospitals and clinical directorates. On the other hand it is possible that conflict will increase if the consequences of management control systems and objectives percolate down through the management hierarchy and cross into the medical domain, via clinical directorates.
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İmamoğlu, Bilge. "Between Bureaucratic Tradition and Professional Discourse: Turkey and the Case of SİSAG, 1969–77." Architectural History 65 (2022): 61–80. http://dx.doi.org/10.1017/arh.2022.4.
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ABSTRACTThe history of twentieth-century architecture in Turkey can be presented as a conflict between a powerful state bureaucracy and an independent architectural community: the former producing most of the buildings and infrastructure but with little verbalisation; the latter producing most of the discourse but building relatively little. This article examines a case that challenges this dichotomy. It focuses on the architectural department of SİSAG (1969–77), a company associated with Hacettepe University in Ankara, and the organisational, institutional and occupational modes and practices that it employed. The article explores both the architectural production of SİSAG and its role as the setting for the first white-collar strike in Turkey, and it unearths the intellectual and institutional discourse on the organisation of architectural production that surfaced with this confrontation. The article shows how, in the relationship between bureaucratic tradition and professional discourse, SİSAG took an ‘in-between’ position, its architects seeking to replace conflict with cooperation, and to reconcile ideas of public service, public interest and social engagement on the one hand with disciplinary knowledge, planning and design and independent research on the other.
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Roper, Ian, and Paul Higgins. "Hidden in plain sight? The human resource management practitioner's role in dealing with workplace conflict as a source of organisational–professional power." Human Resource Management Journal 30, no. 4 (July 27, 2020): 508–24. http://dx.doi.org/10.1111/1748-8583.12311.
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Barlow, Nichola Ann, Janet Hargreaves, and Warren P. Gillibrand. "Nurses’ contributions to the resolution of ethical dilemmas in practice." Nursing Ethics 25, no. 2 (May 3, 2017): 230–42. http://dx.doi.org/10.1177/0969733017703700.
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Background: Complex and expensive treatment options have increased the frequency and emphasis of ethical decision-making in healthcare. In order to meet these challenges effectively, we need to identify how nurses contribute the resolution of these dilemmas. Aims: To identify the values, beliefs and contextual influences that inform decision-making. To identify the contribution made by nurses in achieving the resolution of ethical dilemmas in practice. Design: An interpretive exploratory study was undertaken, 11 registered acute care nurses working in a district general hospital in England were interviewed, using semi-structured interviews. In-depth content analysis of the data was undertaken via NVivo coding and thematic identification. Participants and context: Participants were interviewed about their contribution to the resolution of ethical dilemmas within the context of working in an acute hospital ward. Participants were recruited from all settings working with patients of any age and any diagnosis. Ethical considerations: Ethical approval was obtained from the local National Research Ethics Committee. Findings: Four major themes emerged: ‘best for the patient’, ‘accountability’, ‘collaboration and conflict’ and ‘concern for others’. Moral distress was also evident in the literature and findings, with moral dissonance recognised and articulated by more experienced nurses. The relatively small, single-site sample may not account for the effects of organisational culture on the results; the findings suggested that professional relationships were key to resolving ethical dilemmas. Discussion: Nurses use their moral reasoning based on their beliefs and values when faced with ethical dilemmas. Subsequent actions are mediated though ethical decision-making frames of reference including deontology, consequentialism, the ethics of care and virtue ethics. Nurses use these in contributing to the resolution of these dilemmas. Nurses require the skills to develop and maintain professional relationships for addressing ethical dilemmas and to engage with political and organisational macro- and micro-decision-making. Conclusion: Nurses’ professional relationships are central to nurses’ contributions to the resolution of ethical dilemmas.
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Liberati, Elisa Giulia, Mara Gorli, and Giuseppe Scaratti. "Reorganising hospitals to implement a patient-centered model of care." Journal of Health Organization and Management 29, no. 7 (November 16, 2015): 848–73. http://dx.doi.org/10.1108/jhom-07-2014-0129.
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Purpose – The purpose of this paper is to understand how the introduction of a patient-centered model (PCM) in Italian hospitals affects the pre-existent configuration of clinical work and interacts with established intra/inter-professional relationships. Design/methodology/approach – Qualitative multi-phase study based on three main sources: health policy analysis, an exploratory interview study with senior managers of eight Italian hospitals implementing the PCM, and an in-depth case study that involved managerial and clinical staff of one Italian hospital implementing the PCM. Findings – The introduction of the PCM challenges clinical work and professional relationships, but such challenges are interpreted differently by the organisational actors involved, thus giving rise to two different “narratives of change”. The “political narrative” (the views conveyed by formal policies and senior managers) focuses on the power shifts and conflict between nurses and doctors, while the “workplace narrative” (the experiences of frontline clinicians) emphasises the problems linked to the disruption of previous discipline-based inter-professional groups. Practical implications – Medical disciplines, rather than professional groupings, are the main source of identification of doctors and nurses, and represent a crucial aspect of clinicians’ professional identity. Although the need for collaboration among medical disciplines is acknowledged, creating multi-disciplinary groups in practice requires the sustaining of new aggregators and binding forces. Originality/value – This study suggests further acknowledgment of the inherent complexity of the political and workplace narratives of change rather than interpreting them as the signal of irreconcilable perspectives between managers and clinicians. By addressing the specific issues regarding which the political and workplace narratives clash, relationship of trust may be developed through which problems can be identified, mutually acknowledged, articulated, and solved.
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Dunphy, Jillian L. "Healthcare professionals' perspectives on environmental sustainability." Nursing Ethics 21, no. 4 (October 7, 2013): 414–25. http://dx.doi.org/10.1177/0969733013502802.
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Background: Human health is dependent upon environmental sustainability. Many have argued that environmental sustainability advocacy and environmentally responsible healthcare practice are imperative healthcare actions. Research questions: What are the key obstacles to healthcare professionals supporting environmental sustainability? How may these obstacles be overcome? Research design: Data-driven thematic qualitative analysis of semi-structured interviews identified common and pertinent themes, and differences between specific healthcare disciplines. Participants: A total of 64 healthcare professionals and academics from all states and territories of Australia, and multiple healthcare disciplines were recruited. Ethical considerations: Institutional ethics approval was obtained for data collection. Participants gave informed consent. All data were de-identified to protect participant anonymity. Findings: Qualitative analysis indicated that Australian healthcare professionals often take more action in their personal than professional lives to protect the environment, particularly those with strong professional identities. The healthcare sector’s focus on economic rationalism was a substantial barrier to environmentally responsible behaviour. Professionals also feared conflict and professional ostracism, and often did not feel qualified to take action. This led to healthcare professionals making inconsistent moral judgements, and feeling silenced and powerless. Constraints on non-clinical employees within and beyond the sector exacerbated these difficulties. Discussion: The findings are consistent with the literature reporting that organisational constraints, and strong social identification, can inhibit actions that align with personal values. This disparity can cause moral distress and residue, leading to feelings of powerlessness, resulting in less ethical behaviour. Conclusion: The data highlight a disparity between personal and professional actions to address environmental sustainability. Given the constraints Australian healthcare professionals encounter, they are unlikely to shift to environmentally responsible practice without support from institutions and professional associations. Professional development is required to support this endeavour. The poor transference of pro-ecological behaviour from one setting to another is likely to have international implications for healthcare practice.
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Pernicka, Susanne, and Astrid Reichel. "An institutional logics approach to the heterogeneous world of highly skilled work." Employee Relations 36, no. 3 (April 1, 2014): 235–53. http://dx.doi.org/10.1108/er-02-2013-0023.
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Purpose – The purpose of this paper is to clarify the relationship of highly skilled work and (collective) power. It develops an institutional logics perspective and argues that highly skilled workers’ propensity to join trade unions varies by institutional order. Design/methodology/approach – Data from two occupational fields in Austria, university professors and management consultants, representing two different institutional orders were collected via questionnaires. Stepwise logistic regression analysis was employed to test the hypotheses. Findings – The results show that over and above organisational level variables, individual's background and employee power variables institutional logics significantly add to explaining trade union membership of highly skilled workers. Prevalence of a professional logic in a field makes collective action more likely than market logic. Originality/value – Highly skilled workers are overall described as identifying themselves more with the goals of their employer or client and with their professional peers than with other corporate employees or organised labour. They are thus expected to develop consent rather than conflict orientation vis-á-vis their employers and clients. This paper supports a differentiated view and shows that within highly skilled work there are groups engaging in collective action. By developing an institutional logics perspective it provides a useful approach to explain heterogeneity within the world of highly skilled work.
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Pattipawae, Dezonda R. "PENERAPAN NILAI – NILAI DASAR BUDAYA KERJA DAN PRINSIP-PRINSIP ORGANISASI BUDAYA KERJA PEMERINTAH DENGAN BAIK DAN BENAR." SASI 17, no. 3 (September 30, 2011): 31. http://dx.doi.org/10.47268/sasi.v17i3.363.
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Organisational culture is important when faced with efforts to improve organizational performance and employees therein. Many people do not realize that a work keberhsilan rooted in those values originated from the customs, habits, religious and other rules into confidence and then became a habit in people's behavior in carrying out the work. The values that have become a habit is called culture. Because culture is associated with higher levels of quality work, then called the culture of work culture, both inside and outside the organization. In connection with the professional values espoused, the employee should be adaptive to changes in the value of organizational culture. Attitudes toward the organization's culture becomes more meaningful in accelerating or slowing down of this adaptive ability. If employees have individual values that conflict with organizational culture, this suggests a low level of effectiveness, and vice versa. In this case there should be clear how the fact that employee attitudes towards the prevailing organizational culture. If an employee shows a good attitude towards the organization's culture, it is expected to easily form an organization of social behavior.
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Foster, Scott, and Anna Foster. "The impact of workplace spirituality on work-based learners." Journal of Work-Applied Management 11, no. 1 (May 22, 2019): 63–75. http://dx.doi.org/10.1108/jwam-06-2019-0015.
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Purpose The purpose of this paper is to contribute to the emerging spirituality debate with the aim of generating and sustaining tolerance for spirituality in the workplace, with a specific focus upon the impact this can have upon work-based learners. “Spirituality” is gaining impetus worldwide as a growing number of organisations are proactively accommodating their multi-ethnic and multi-faith workforce by adapting their policies to meet employees’ spiritual needs. As yet in the UK, the majority of organisations fail to recognise neither the basic spiritual well-being of their employees nor the impact this can have upon work-based learning processes. Design/methodology/approach This study adopts a quantitative approach with questionnaires distributed to a multi-national retail UK-based organisation with an ethnically diverse national workforce. The study was tested by collecting data from managers and employees of this large, multi-million pound retail chain organisation in the UK, consisting of 55 stores and 1,249 employees, in order to gather employees’ perceptions on spirituality within their place of work regarding policies, communication and perceived source of conflict. Findings The results revealed that the majority of employees deemed spirituality was not something they felt comfortable discussing or appropriate to practice within the workplace and there were no clear policies and procedures in place to support either management or employees. Research limitations/implications This paper highlights areas for further research in the broad professional areas of spirituality in relation to organisational approaches to work-based learning. The research is from one organisation and utilising one method – qualitative research would add depth to the knowledge. Practical implications This paper highlights areas for further research in the broad professional areas of spirituality in relation to organisational approaches to work-based learning. Originality/value Employee spiritual well-being is under-researched and overlooked by organisations. Changing the current spiritual intransigence is long overdue as employees’ spiritual fulfilment leads to high-trust relationships in the workplace and can further support those engaged in work-based learning.
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Smith, Ron. "Bringing narrative psychology to school improvement for peace: Some implications for the role of the educational psychologist in social conflict." Educational and Child Psychology 22, no. 1 (2005): 74–96. http://dx.doi.org/10.53841/bpsecp.2005.22.1.74.
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Staub remarked that psychology had important contributions to make to our understanding of how to create peaceful, harmonious and caring relationships between groups. This paper reports on the school improvement phase of an ongoing programme of practitioner research. It illuminates the potential for practitioner educational psychology to contribute towards building a culture of peace and to counter hegemonic school discourses which detract from the task of addressing inter-communal conflict. The work was underpinned by the argument that school-based efforts to overcome ethnopolitical conflict could be transformed through a perspective that gives a central role to the storied nature of human conduct; that is, through narrative psychology. This stance is a special case of the wider perspective called social constructionism, itself a movement which draws sustenance from and has links to a range of disciplines and intellectual traditions including Vygotskian theory and sociocultural perspectives on learning. Peace poems were elicited from children and young people and a sample of these were then discussed interpretatively by groups of experienced teachers and educators supported by practices from the organisational development approach called appreciative inquiry. Narrative thinking and methods were found to have great potential to help teachers generate alternative ‘richer descriptions’ of schooling for peace and consequently construct more inclusive and democratic social worlds. I argue that school improvement for peace requires the development of an alternative epistemology of professional practice based on a relational redrawing of psychological processes.
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Sedlačko, Michal, and Katarína Staroňová. "Internal ministerial advisory bodies: An attempt to transform governing in the Slovak Republic." Central European Journal of Public Policy 12, no. 1 (June 1, 2018): 1–16. http://dx.doi.org/10.2478/cejpp-2018-0004.
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Abstract In the Slovak Republic, a number of internal ministerial advisory bodies, intended to provide high-quality analyses and evidence based policy making for national policy, have been established over the last two years. We have studied how the rational technocratic model of scientific policy advice as a specific mode of governing, acted out through these new institutional sites of expertise, survives in a highly politicised environment of the Slovak public administration. Central to our study was the reconstruction of an intersubjective account central to the work of organising on which the analytical centres and their staff, as well as their patrons, participate. Complementary to this, we focused on intersubjectively shared elements of the analysts’ community and subculture within the dominant CEE public administration culture. The vision of governing with expertise shared by analytical centres rests on the principles of transparency, orientation on professional merit (primarily econometric, analytical skills), voluntarism, conflict avoidance, political opportunism and institutional autonomy. Analytical centres identify themselves as a distinct professional group – in fact, they form a distinct organisational subculture around traits such as demographic characteristics (predominantly young males with economic or mathematical/IT background), symbols, hierarchies, working culture, humour, as well as artefacts. Analysts see their mission in the provision of impartial, objective analytical evidence for informed decision making, yet they negotiate the boundary between politics and expertise on a daily basis, and, as we found, in numerous aspects of analysts’ work politics cannot be entirely bracketed.
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Harman, Charlotte, and Ruth Sealy. "Opt-in or opt-out: exploring how women construe their ambition at early career stages." Career Development International 22, no. 4 (August 14, 2017): 372–98. http://dx.doi.org/10.1108/cdi-08-2016-0137.
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Purpose The purpose of this paper is to challenge existing models of career ambition, extending understanding of how women define and experience ambition at early career stages in a professional services organisation. Design/methodology/approach Semi-structured interviews were conducted with 20 women from a professional services organisation, who were aged 24-33 and had not yet reached managerial positions. The interviews were recorded, transcribed and template analysis was conducted. Findings The analysis revealed four main themes in the women’s experiences: subjective, dynamic ambition; frustrated lack of sight; self-efficacy enables ambition; and a need for resilience vs a need to adapt. The findings support that women do identify as ambitious, but they vary in the extent to which they view ambition as intrinsic and stable, or affected by external, contextual factors, such as identity-fit, barriers, support and work-life conflict. Research limitations/implications These results demonstrated insufficiency of current models of ambition and a new model was proposed. The model explains how women’s workplace experiences affect their ambition and therefore how organisations and individuals can better support women to maintain and fulfil their ambitions. Originality/value This study extends and contributes to the redefinition of women’s career ambition, proposing a model incorporating women’s affective responses to both internal (psychological) and external (organisational) factors. It provides further evidence against previous individual-level claims that women “opt-out” of their careers due to an inherent lack of ambition, focussing on the interplay of contextual-level explanations.
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Dunning, Alice, Gemma Louch, Angela Grange, Karen Spilsbury, and Judith Johnson. "Exploring nurses’ experiences of value congruence and the perceived relationship with wellbeing and patient care and safety: a qualitative study." Journal of Research in Nursing 26, no. 1-2 (January 10, 2021): 135–46. http://dx.doi.org/10.1177/1744987120976172.
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Background Values are of high importance to the nursing profession. Value congruence is the extent to which an individual’s values align with the values of their organisation. Value congruence has important implications for job satisfaction. Aim This study explored nurse values, value congruence and potential implications for individual nurses and organisations in terms of wellbeing and patient care and safety. Method Fifteen nurses who worked in acute hospital settings within the UK participated in semi-structured telephone interviews. Thematic analysis was utilised to analyse the data. Results Four themes were identified: organisational values incongruent with the work environment; personal and professional value alignment; nurse and supervisor values in conflict; nurses’ values at odds with the work environment. Perceived value incongruence was related to poorer wellbeing, increased burnout and poorer perceived patient care and safety. The barriers identified for nurses being able to work in line with their values are described. Conclusions Value congruence is important for nurse wellbeing and patient care and safety. Improving the alignment between the values that organisations state they hold, and the values implied by the work environment may help improve patient care and safety and support nurses in practice.
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Magliano, Lorenza, Andrea Fiorillo, Claudio Malangone, Corrado De Rosa, Grazia Favata, Annarita Sasso, Monica Prezioso, et al. "Benefits and difficulties in implementing family psychoeducational interventions for schizophrenia in mental health services: results from a multicentre Italian study." Epidemiology and Psychiatric Sciences 14, no. 4 (December 2005): 235–42. http://dx.doi.org/10.1017/s1121189x00007983.
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SUMMARYAims – This study aims to explore: a) the feasibility of psycho-educational interventions for families of users with schizophrenia in clinical practice by trained staff; b) the benefits and problems encountered by professionals in the use of these interventions. Methods – 46 professionals from 23 Italian Mental Health Sen'ices (MHS) attended at a three-module training course in psycho-educational interventions and four supervisions in the subsequent year. Following the course, participants provided the intervention to families of users with schizophrenia. The difficulties and benefits encountered by trainees to use the intervention were registered on the Family Intervention Schedule.Results – 83% of the participants completed the training course. Following the course, the intervention started in 71 families from 17 MHS. 76% of trainees provided the intervention to 2-5 families, while 13% of them only held informative sessions on schizophrenia. During the supervision period, the organisational difficulties experienced by the professionals were stable, while the benefits increased. Differences in benefits and difficulties were detected in relation to the trainees’ experience and professional roles. Conclusions – It is possible to introduce psycho-educational interventions in MHS after a relatively brief period of training and supervision of the staff. Organisational difficulties need to be addressed to increase the dissemination of these interventions on a large scale.Declaration of Interest: None of the authors has had any interest or he/she has received any form of support, including that from drug companies and honoraria for lectures and consultancies, potentially in conflict with this scientific work. None of the authors has received any form of fee for his/her participation in this study. This study was supported by grants received from the “M. Lugli” Foundation (grant n. 2/18/8) and from the National Institute of Health, Italy (grant no. 1AL/F3).
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Nageswaran, Priyanka, Mahua Chakrabarti, Nagina Khan, Neena Modi, Vipin Zamvar, and Indranil Chakravorty. "Structural Inequalities and Intersectionality are the Root Causes of Gender Discrimination & Sexual Harassment." Sushruta Journal of Health Policy & Opinion 15, no. 1 (January 23, 2022): 1–9. http://dx.doi.org/10.38192/15.1.4.
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Sexual harassment and gender discrimination overlap affecting people (including children) of all genders, however data shows an overwhelmingly high prevalence of violence or harassment experienced by women in areas of conflict, professional life and in their homes as well as in the healthcare workplace. It is pervasive, persistent and all too common.
Workplace sexual harassment an discrimination although illegal, is particularly is more common in women who are young, early in their careers, in temporary employment, from under-represented or marginalised groups based on ethnicity, immigrant status, gender non-conformity or disability. Majority of perpetrators are men, who are older and enjoy the privilege of disproportionate power and in certain toxic male-dominated healthcare environments.
Two recent stories of sexual harassment in healthcare prompted many women to follow suit and share similar stories referring to flashbacks, post-traumatic stress, damage to careers, pressure to leave their job, self-harm and suicidal thoughts, brought about by their experiences. Yet there are examples of women as role models breaking down historical barriers such as Hilary and Chandi in their polar adventures.
Tackling such structural inequality requires remedies that go beyond incremental approaches focussed on individuals and include transformation of the organisational and societal climate by interventions, affirmative policies and courageous, compassionate leadership. Workplace sexual harassment and discrimination is unacceptable, not inevitable and needs to be eradicated.
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Dunn, Elizabeth A., and Aine C. Fitzpatric. "The views of professional on the role of self-help groups in the mental health area." Irish Journal of Psychological Medicine 16, no. 3 (September 1999): 84–89. http://dx.doi.org/10.1017/s0790966700005346.
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AbstractObjectives: Changes in healthcare policy over the last decade emphasise care in the community over residential care. Self-help organisations may play a useful role in these circumstances. Against this background, the objective of this study was to obtain the views of members of the main mental health professions on the place of self-help groups in mental health care.Method: A postal survey of 255 mental health professionals from two health boards was carried out, using a semi-structured questionnaire that contained both open and closed questions. The responses obtained were analysed using descriptive statistics and content analysis as appropriate.Results: The response rate was 35% so results must be interpreted cautiously. Self-help groups are used particularly in the management of addictive behaviours, and are also considered useful in cases of mood disorder. In general, self-help organisations are seen as providing support to patients and their families; information on mental illness/health to the general public; and lobbying for services relevant to the needs of their members. Respondents were concerned that the philosophy and programme of a group should not conflict with established models of mental health. The impact of the organisational structure of the multi-disciplinary team on the referral pattern of the different mental health professions, and the role of group availability and accessibility on the decision to refer a patient to a self-help group is commented upon.Conclusions: While some professionals see a role for self-help organisations in the mental health care system, reservations expressed about a possible clash between selfhelp groups' approach and professional mental healthcare practice need to be addressed so that the potential of both positions can be realised.
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Lewis, Anne-Marie. "Organisations adjusting to change: A discussion of the impact of an Improving Access to Psychological Therapies (IAPT) service on the organisational dynamics of an existing psychological therapies department." Counselling Psychology Review 27, no. 1 (March 2012): 22–30. http://dx.doi.org/10.53841/bpscpr.2011.27.1.22.
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Content and FocusHealth systems are typical examples of what Halton (1995) describes as ‘dependency cultures’. People who chose to work in such cultures are, it is argued, vocationally motivated by a desire to help those in the ‘dependent’ position. The primary value of this culture is to maximise the development, health and welfare of the people who need these services. The introduction of market forces into the National Health Service (NHS) has gradually undermined this value as scarce resources dictate to who and how much service could be given. Re-evaluation and restructuring of therapeutic services is necessary to ensure they are run efficiently and effectively; however, problems arise when lack of recognition or matching of the ‘dependency values’ and the implicit primary task of ‘caring for others’ obstructs the vocational motivation of practitioners. This has the potential to introduce conflict between the values of the different staff groups within and between services leading to confusion and stress. The introduction of Improving Access to Psychological Therapies (IAPT) has been criticised for promoting an idealised culture of ‘cure’ which has failed to acknowledge the real complexity, and often comordidity of mental health problems (Fairfax, 2008). This change of emphasis from ‘care’ to ‘cure’ denigrates both the primary task and the morale of staff whose abilities to care and to act realistically by accepting the often complex and chronic nature of mental health problems, are undermined (Stokes, 1994). Bion’s (1961) concept of unconscious processes within groups and organisations is used to provide a psychodynamic understanding of how the introduction of IAPT into an NHS psychological therapies department created tensions between the non-IAPT and IAPT services, disrupting the organisations ability to work towards its primary task of care. Using the author’s observations and experiences as a trainee counselling psychologist within this service, the paper concludes with a discussion of how counselling psychology’s humanistic values and pluralistic training provides a unique perspective from which to arbitrate professional conflicts, and facilitate adjustment to organisational change.
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Robinson, Georgina. "Come hell or high water: climate action by archives, records and cultural heritage professionals in the United Kingdom." Records Management Journal 31, no. 3 (October 11, 2021): 314–40. http://dx.doi.org/10.1108/rmj-10-2020-0036.
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Purpose This paper aims to evidence the perspectives of information professionals in the UK in relation to environmental sustainability and climate action to catalyse collaborative action. Design/methodology/approach This study takes an interpretivist stance. Research into archive and record management literature was conducted to establish key themes on climate change within the information sector. These themes informed research questions included in a survey cascaded to UK archivists, conservators, records managers and cultural heritage professionals via national mailing lists. The results were then codified and analysed. The study had research ethics and data protection approval from University College London. Findings Using professional ethics as a framework, this paper argues that climate action can protect records from the impact of climate change, ensuring future access. The information professionals surveyed were motivated by duties to preservation and access to mitigate the impact of the information sector on the environment. However, sector-specific climate action, such as introducing passive storage conditions or decreasing collection sizes, is limited by insufficient resources, organisational hierarchies and cultures, sector support and a perceived conflict with the duty to preservation. Originality/value To date, there is a growing body of literature from other countries on archival practices and the natural environment. However, the UK in general and the records management sector in particular, have not yet fully engaged in the discussion. This study reviews these knowledge gaps for the UK information sector to appropriately respond to climate change.
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Sebrant, Ulla. "Emotion, power and identity. Emotional display of envy when taking on management roles in a professional hierarchy." Journal of Health Organization and Management 28, no. 4 (August 18, 2014): 548–61. http://dx.doi.org/10.1108/jhom-11-2012-0220.
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Purpose – Drawing on a previous study of organising processes and the construction of identity in a Swedish geriatric clinic, the impact of emotions is brought to the fore in the interpretation of power relations among professional groups. The purpose of this paper is to find a way to interpret emotions as discursively constructed in organising processes. Design/methodology/approach – A sequence of critical events is described where leading positions were negotiated at the clinic. Senior physicians and head nurses are highlighted as opposing forces in a struggle where envious emotions seemed to be a driving force in the political interplay. The empirical material in this paper comes from the previous study. It is a set of participant observations and parts of interviews that took place before and after the implementation of a new organisational plan for the clinic. Findings – The envious and regressive undertone in the relationships between the actors made them act for egocentric reasons instead of creating new ways of collaborating and learning new leading roles. The power relations of the medical hierarchy were reproduced, which made new ways of relating threatening and difficult to achieve. Originality/value – The results of the study confirm that people involved and perhaps in conflict with each other have to be able to, or get help to, make sense of their emotional experiences to employ them constructively. Otherwise they fall back into well-known patterns in order to feel secure. A vital part of learning in change processes is the support to individuals and groups in gaining emotional understanding of themselves and others. Leaders and managers who often are initiators of change ought to be aware of the importance of emotional support in change processes. If they are not, they are destined to be a part of the confusion and unable to lead or support their staff in change processes.
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Herrera, Juan, Carlos De las Heras-Rosas, Mercedes Rodríguez-Fernández, and Antonio Manuel Ciruela-Lorenzo. "Teleworking: The Link between Worker, Family and Company." Systems 10, no. 5 (September 1, 2022): 134. http://dx.doi.org/10.3390/systems10050134.
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Telework is presented as a model of work organisation that changes the paradigms of business culture in many organisations, reshaping established management and social systems. The COVID-19 pandemic and the restrictions applied to the mobility and concentration of people have accelerated the implementation of telework, generating an accelerated change in organisational models. Telework dynamics significantly transform many aspects of the business, social and personal environment. The research community has investigated: work performance; the environment; technology; social factors; and work–life balance, among other issues. However, it is necessary to know in greater depth what the most salient aspects related to telework are. To this end, a total of 539 publications from the Web of Science database between 1984 and 2021 were analysed using bibliometric techniques. The results obtained indicate an outstanding interest in this subject in the last two years. The research comes from many different areas of knowledge and mainly focused on issues related to worker–employer–family conflict, work–life balance and flexibility policies. There has been remarkable growth and dispersion in telework research, where, in addition to productivity-based approaches, the field of study has opened up to other issues such as worker health and satisfaction, professional isolation, the role of supervisors or the gender perspective, among others. The contribution of this research is broadening knowledge about the dynamics of telework in organisations and the issues that have been the most considered by the scientific community, so that it can serve as a point of support for future research.
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Haultain, Linda, Christa Fouche, Hannah Frost, and Shireen Moodley. "Walking the tight rope: Women’s health social workers’ role with vulnerable families in the maternity context." Aotearoa New Zealand Social Work 28, no. 2 (August 18, 2016): 64–74. http://dx.doi.org/10.11157/anzswj-vol28iss2id225.
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INTRODUCTION: Keeping children in the centre of practice is an established mantra for the children’s workforce internationally and is also enshrined in the Aotearoa New Zealand Children, Young Persons and Their Families Act 1989. The principle that the welfare and interests of the child are awarded paramount consideration (s6) when these are in conflict with others’ needs is incontestable. However, we suggest that how this translates into day-to-day social work practice is open to multiple interpretations. This interpretation emerged from a women’s health social work team, providing services to pregnant women experiencing complex social factors.METHOD: An audit collected and analysed data from cases that were identified as having achieved successful outcomes in this context. A metaphor emerged from the reflective analysis of these findings. This metaphor, ‘walking the tight rope, maintaining the balance’ was put to the practitioners via a reflective process. FINDINGS: Research findings indicate that by taking up a child welfare orientation to practice positive outcomes are possible. This practice was found to rely on a number of personal, professional and organisational factors, most dominant were those associated with relationship based practice. Findings suggest that women’s health social workers need to maintain a fine balance with several critical elements, such as the provision of reflective supervision acting as a practice safety net. CONCLUSION: It is argued that the binary either/or positions of adopting a child centred or a woman’s centred approach to practice should be avoided and an and / both orientation to practice be adopted. This reflects a child welfare orientation to practice – one in which prevention is a primary focus.
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Gil, Ana Paula, and Manuel Luis Capelas. "Elder abuse and neglect in nursing homes as a reciprocal process: the view from the perspective of care workers." Journal of Adult Protection 24, no. 1 (November 19, 2021): 22–42. http://dx.doi.org/10.1108/jap-06-2021-0021.
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Purpose Reciprocal abuse inside care practices remain under-studied due to their invisibility and further research is required. The purpose of this paper is to explore different levels of conflicts inside organisations. Design/methodology/approach The paper is based on a self-administered questionnaire filled out by care workers (n = 150), in 16 Portuguese care homes. Findings Results indicated that, overall, 54.7% of care workers had observed abuse, in their daily practice, in the preceding 12 months: 48.7% psychological; 36.0% neglectful care practices; 14.0% physical and 3.3% financial abuse. The figures decreased significantly as regards abuse committed themselves, with 16.7% of those admitting to having committed at least one of these behaviours. The highest figures were also recorded for psychological abuse (13.3%) and neglect (6.7%). However, there is a statistically significant relationship between abuse committed by care workers and abuse committed by residents. Overall, 52.0% of care workers reported having been the target of at least one such behaviour by residents. Research limitations/implications This paper has its limitations as the sample consisted of only 16 nursing homes (12 not-for-profit and 4 for-profit nursing homes). The fact that only 4 of the 16 LTC homes were for-profit is a potential limitation both in general and in particular because research has shown that lower quality of care and elder abuse and neglect are more common in for-profit nursing homes at least in Portugal. The results were also based on self-reported measures. Practical implications A reactive behaviour, the risk of retaliation, after a complaint, the difficulty in dealing with dementia and the residents' aggressive behaviour, an absence of a training and support policy in an environment where difficult working conditions prevail, are factors enhancing a reciprocal process of abuse. The analysis followed by a discussion of potential implications to prevent institutional elder abuse and neglect, based on communication and social recognition, including better working conditions and training, and a cooperative work environment. Social implications Conflict is much more than reducing an interpersonal relationship problem between residents and staff (care workers, professional staff, managers) and extending to the whole organisation. Therefore, there are still uncertainties on how organisations, staff and residents interact between themselves, and affect care practises. Originality/value Reciprocal abuse in nursing homes is an important area of research and this paper enabled a discussion of potential implications concerning the quality of care, which required the identification of levels of conflict, in an organisational system, including interactions, the context where care is provided, difficult working conditions, lack of training and levels of support. All these factors are important when considering elder abuse and neglect and this calls for special attention by policymakers and researchers.
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Mackenzie, Renee L., Gregory Murphy, Arun Prasad Balasundaram, and Meg E. Morris. "An exploration of role expectations of the clinical prosthetist." Prosthetics and Orthotics International 44, no. 1 (December 6, 2019): 10–17. http://dx.doi.org/10.1177/0309364619889482.
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Background: The role of the clinical prosthetist in healthcare has evolved substantially, and it is likely that expectations of the role have changed in recent times. Organisational Role Theory provides a framework for considering the expectations and behaviours of health professionals regarding their functions and roles. Objectives: The main objective of this study is to explore stakeholder consensus in role expectations of the clinical prosthetist in an Australian healthcare setting. Study design: Cross-sectional survey. Methods: The Prosthetist Role Expectations Scale was used to measure expectations and views of the roles of clinical prosthetists. The Prosthetist Role Expectations Scale has 72 items that form 11 subscales that describe prosthetist behaviour. It was distributed to six key stakeholder groups which included: prosthetists, prosthetic technicians, physiotherapists, medical rehabilitation specialists, orthotists and clients with limb loss. Results: Of the 1064 surveys distributed, 275 were returned. An additional 35 electronic responses were received, resulting in 299 complete data sets. A high level of consensus across the different stakeholder groups was found for 10 of the 11 subscales. In contrast, there were significant differences between groups for the ‘Independent Prescription’ subscale ( p ⩽ .05). Differences in expectations, as noted by individual Prosthetist Role Expectations Scale subscale items (7 of 72) may indicate that stakeholders perceive a prosthetist’s role differently in select areas. Conclusion: There was broad agreement in expectations from stakeholders regarding the role of prosthetists in interdisciplinary functioning, research and communication related to prosthetic device provision and function. There were more varied expectations regarding prescription decisions, referral practices and clinician–client communication regarding emotional issues. Clinical relevance It is important to understand the expectations that stakeholder groups have regarding the clinical prosthetist role in healthcare settings. Such information can guide health professional education and interprofessional practice and may reduce interpersonal and interprofessional conflict.
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Smith, Samantha E., Victoria R. Tallentire, Lindsey M. Pope, Anita H. Laidlaw, and Jill Morrison. "Foundation Year 2 doctors’ reasons for leaving UK medicine: an in-depth analysis of decision-making using semistructured interviews." BMJ Open 8, no. 3 (March 2018): e019456. http://dx.doi.org/10.1136/bmjopen-2017-019456.
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ObjectivesTo explore the reasons that doctors choose to leave UK medicine after their foundation year two posts.SettingAll four regions of Scotland.ParticipantsFoundation year two doctors (F2s) working throughout Scotland who were considering leaving UK medicine after foundation training were recruited on a volunteer basis. Maximum variation between participants was sought.Primary and secondary outcome measuresSemistructured interviews were coded using template analysis. Six perspectives, described by Feldman and Ng, were used as the initial coding template. The codes were then configured to form a framework that explores the interplay of factors influencing Foundation Year 2 (F2) doctors’ decisions to leave UK medicine.ResultsSeventeen participants were interviewed. Six perspectives were explored. Structural influences (countrywide and worldwide issues) included visas, economic and political considerations, structure of healthcare systems and availability of junior doctor jobs worldwide. Organisational influences (the National Health Service (NHS) and other healthcare providers) included staffing and compensation policies, the working environment and the learning environment. Occupational influences (specific to being a junior doctor) comprised the junior doctor contract, role and workload, pursuit of career interests and the structure of training. Work group influences (relationships with colleagues) included support at work, task interdependence and use of locums. Personal life influences consisted of work-life balance, and support in resolving work-life conflict. The underlying theme of ‘taking a break’ recurred through multiple narratives.ConclusionsF2s give reasons similar to those given by any professional considering a change in their job. However, working within the NHS as an F2 doctor brought specific challenges, such as a need to make a choice of specialty within the F2 year, exposure to workplace bullying and difficulties in raising concerns. Despite these challenges, most F2s did not view their decision to leave as a permanent job change, but as a temporary break from their current working lives.
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Langa, Claudiu, Adriana Nicoleta Lazar, and Loredana Sofia Tudor. "Inter-organisational conflict resolution strategies at academic level." Journal of Educational Sciences & Psychology 11(73) (2021): 9–15. http://dx.doi.org/10.51865/jesp.2021.2.03.
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In any educational institution, conflict is practically inevitable, which is why managers must be prepared at all times to react as early as possible, effectively reducing and resolving the school conflict having many benefits. Thus, the future teachers need to have, in their panoply of professional competences, those skills aiming at managing conflicts in an educational environment so as to build an optimal climate for educational activities. In order to resolve various conflict situations, it is necessary to choose the best resolution strategy, from several strategies dedicated to resolving organizational conflicts. The purpose of this study is to investigate conflict situations in schools, the causes of conflicts perceived by respondents, as well as optimal strategies for resolving these conflicts.
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Saberi, Zahra, Mohsen Shahriari, and Ahmad Reza Yazdannik. "The relationship between ethical conflict and nurses’ personal and organisational characteristics." Nursing Ethics 26, no. 7-8 (August 22, 2018): 2427–37. http://dx.doi.org/10.1177/0969733018791350.
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Introduction: Critical care nurses work in a complex and stressful environment with diverse norms, values, interactions, and relationships. Therefore, they inevitably experience some levels of ethical conflict. Aim: The aim of this study is to analyze the relationship of ethical conflict with personal and organizational characteristics among critical care nurses. Methods: This descriptive-correlational study was conducted in 2017 on a random sample of 216 critical care nurses. Participants were recruited through stratified random sampling. Data collection tools were a demographic and professional characteristics questionnaire, the Ethical Conflict in Nursing Questionnaire-Critical Care Version, and the Organizational and Managerial Factors Questionnaire. The data were analyzed using the SPSS software (v. 22.0). Ethical considerations: All participants were informed about the study’s aim and were assured that participation in and withdrawal from the study would be voluntary. Findings: The mean score of exposure to ethical conflict was 201.91 ± 80.38. The highest-scored conflict-inducing clinical situation was “working with professionally incompetent nurses or nurse assistants.” Married nurses, nurses with official employment, nurses with master’s degree, and nurses with the history of attending ethics education programs had significantly higher exposure to ethical conflict than the other nurses (p < 0.05). The significant predictors of exposure to ethical conflict were marital status, educational status, reward system, organizational culture, manager’s conduct, and organizational structure and regulations (p < 0.05). These predictors accounted for 37.2% of the total variance of exposure to ethical conflict. Conclusion: Critical care nurses experience moderate levels of exposure to ethical conflict. A wide range of personal and organizational factors can contribute to such exposure, the most significant of which is the professional incompetence of nursing colleagues, nurse assistants, and physicians. Therefore, many improvements at personal and organizational levels are needed to reduce critical care nurses’ exposure to ethical conflict.
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Dhengle, Anjali. "How Do The Professional Social Workers Cope with Occupational Stress in A Non-Governmental Sector? : An Analysis at Organisational Level." Indian Journal of Psychiatric Social Work 9, no. 2 (July 7, 2018): 82. http://dx.doi.org/10.29120/ijpsw.2018.v9.i2.101.
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Background: Human care professionals’ deals with humans and their relations, which are multifaceted and so, encompass complications. Their occupation involves dealing with high emotional demand, which puts them in a stress and work conflicts. Objectives: To know the occupational stress levels, ways of coping among professional social workers (PSWs) working in non-governmental organizations (NGOs) and to know the various interventions at the organisational level. Method and Material: With these objectives 92, professional social workers (PSWs) were selected randomly from Indore, Madhya Pradesh, India. To know stress levels, ways of coping and organisational interventions occupational stress index (OSI), coping checklist (CCL) and focused group discussions (FGD) were conducted respectively. Result and Conclusion: It was evident that PSWs’ from NGOs were using more of problem-focused coping along with the high use of seeking social support and distraction positive as their way as to combat their moderate stress levels. However, organisational interventions at four levels i.e. effective job redesign, promotion of constructive work environment, organisational services to balance workplace pressure, and infrastructure and resources were major suggestions which need to be carried out with due participation of professional social workers.
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Dellenborg, Lisen, and Margret Lepp. "The Development of Ethnographic Drama to Support Healthcare Professionals." Anthropology in Action 25, no. 1 (March 1, 2018): 1–14. http://dx.doi.org/10.3167/aia.2018.250102.
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AbstractThis article describes the development of ethnographic drama in an action research project involving healthcare professionals in a Swedish medical ward. Ethnographic drama is the result of collaboration between anthropology and drama. As a method, it is suited to illuminating, addressing and studying professional relationships and organisational cultures. It can help healthcare professionals cope with inter-professional conflicts, which have been shown to have serious implications for individual well-being, organisational culture, quality of care and patient safety. Ethnographic drama emerges out of participants’ own experiences and offers them a chance to learn about the unspoken and embodied aspects of their working situation. In the project, ethnographic drama gave participants insight into the impact that structures might have on their actions in everyday encounters on the ward.
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DiBenigno, Julia, and Michaela Kerrissey. "Structuring mental health support for frontline caregivers during COVID-19: lessons from organisational scholarship on unit-aligned support." BMJ Leader 4, no. 3 (June 2, 2020): 124–27. http://dx.doi.org/10.1136/leader-2020-000279.
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BackgroundAlthough the COVID-19 pandemic exposes frontline caregivers to severe prolonged stresses and trauma, there has been little clarity on how healthcare organisations can structure support to address these mental health needs. This article translates organisational scholarship on professionals working in organisations to elucidate why traditional approaches to supporting employee mental health, which often ask employees to seek assistance from centralised resources that separate mental health personnel from frontline units, may be insufficient under crisis conditions. We identify a critical but often overlooked aspect of employee mental health support: how frontline professionals respond to mental health services. In high-risk, high-pressure fields, frontline professionals may perceive mental health support as coming at the expense of urgent frontline work goals (ie, patient care) and as clashing with their central professional identities (ie, as expert, self-reliant ironmen/women).FindingsTo address these pervasive goal and identity conflicts in professional organisations, we translate the results of a multiyear research study examining the US Army’s efforts to transform its mental health support during the wars in Iraq and Afghanistan. We highlight parallels between providing support to frontline military units and frontline healthcare units during COVID-19 and surface implications for structuring mental health supports during a crisis. We describe how an intentional organisational design used by the US Army that assigned specific mental health personnel to frontline units helped to mitigate professional goal and identity conflicts by creating personalised relationships and contextualising mental health offerings.ConclusionAddressing frontline caregivers’ mental health needs is a vital part of health delivery organisations’ response to COVID-19, but without thoughtful organisational design, well-intentioned efforts may fall short. An approach that assigns individual mental health personnel to support specific frontline units may be particularly promising.
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Huber, Michael. "Steered by Numbers: How Quantification Differentiates the Reform of a German University." Politics and Governance 8, no. 2 (April 9, 2020): 26–35. http://dx.doi.org/10.17645/pag.v8i2.2582.
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Quantification theories assume that numbers govern and steer a policy field or an organisation. In order to steer successfully, however, the local interpretation of numbers takes centre stage as the meaning of numbers—and thus the way how actors respond to them—varies between systems or sectors. Empirically, this article reviews how a German university makes sense of political numbers and their implicit steering signals, and how quantification alters its organisational structures and reshapes the roles of academics. The article analyses the translation process distinguishing between three levels: the political discourse on university reform; the organisational adaptations; and the effects they have on the professional academic role. The article finds that the university has highly differentiated strategies to respond to the ‘governance by numbers,’ and that it has established independent number-based steering systems. We also find that such differentiation of programmes makes the university management more flexible, helping it deal with anticipated goal conflicts and unwanted allocative effects, but it also places serious strain on—and potentially overburns—the coordination provided by the university’s central administration. We also find that academics have started to align their behavioural strategies towards fulfilling their organisational goals and that they tend to deviate from professional expectations. Discussing these differentiated strategies, this article shows how the differentiation of governance approaches also contributes to the university becoming an ‘organisational actor.’ These preliminary findings suggest the need for and potential direction of further investigations.
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Weible, Christopher M., Tanya Heikkila, and Jonathan Pierce. "Understanding rationales for collaboration in high-intensity policy conflicts." Journal of Public Policy 38, no. 1 (February 6, 2017): 1–25. http://dx.doi.org/10.1017/s0143814x16000301.
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AbstractWhy people collaborate to achieve their political objectives is one enduring question in public policy. Although studies have explored this question in low-intensity policy conflicts, a few have examined collaboration in high-intensity policy conflicts. This study asks two questions: What are the rationales motivating policy actors to collaborate with each other in high-intensity policy conflicts? What policy actor attributes are associated with these rationales? This study uses questionnaire data collected in 2013 and 2014 of policy actors from New York, Colorado and Texas who are actively involved with hydraulic fracturing policy debates. The results show that professional competence is the most important rationale for collaborating, whereas shared beliefs are moderately important, and financial resources are not important. Policy actor attributes that are associated with different rationales include organisational affiliation and extreme policy positions. This article concludes with a discussion on advancing theoretical explanations of collaboration in high-intensity policy conflicts.
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Virtanen, Petri, Ilpo Laitinen, and Jari Stenvall. "Street-level bureaucrats as strategy shapers in social and health service delivery: Empirical evidence from six countries." International Social Work 61, no. 5 (October 14, 2016): 724–37. http://dx.doi.org/10.1177/0020872816660602.
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In this research article, we discuss the social construction of public services within the conceptual and theoretical framework provided by Lipsky. We are interested in what it means if/when street-level bureaucrats (SLBs) have an active role in the construction of a service system. We argue that there are multiple realities in terms of the construction of public services and we approach the question by deploying Lipsky’s notion on SLBs by empirically analysing middle managers’ views on how SLBs act and their role in this construction process. This paper is based on empirical interviews (N=100) collated in 2012 from Barcelona, Den Bosch, Glasgow, Melbourne, Toronto, Vancouver, the Greater London area, and the US state of Vermont. The research collation strategy was to include reform-oriented cities and countries in terms of developing and delivering public services. We found that SLBs have three different kinds of strategies in the construction process: policy-making, working practices, and professionalism. We found that there are no conflicts arising from SLBs’ beliefs, organisational demands, and rules and regulations. Instead, SLBs try to solve conflicts or bridge gaps between policy-making and practical work in the boundaries between SLBs and service users. Based on this research, the role of SLBs and the built-in flexibility and agility of public service leadership and organisations must be addressed and developed further. The role of organisational learning and changing organisational cultures must also be scrutinized in the context of public service systems. The analysis of professional resilience in the context of public services planning needs more theoretical and empirical attention. The resilience of organisations and the capacities of SLBs need to be researched more. Finally, there is the need for better cultivation of the role of the SLBs and service users with regard to accountability aspects (horizontal and vertical).
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GEDER, ALAN. "DEVELOPMENT OF THE DEFENCE SYSTEM." RAZVOJ OBRAMBNEGA SISTEMA/ DEVELOPMENT OF THE DEFENCE SYSTEM, VOLUME 2015/ ISSUE 17/2 (June 30, 2015): 9–11. http://dx.doi.org/10.33179//bsv.99.svi.11.cmc.17.2.00.
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In the beginning of the year when we were inviting authors to write articles, we were aware that some novelties in the field of security could be anticipated, but were unable to visualize them specifically. Every time we talk about security, defence and the military, we like to mention the global world and constant changes and, consequently use the term transformation almost self-evidently. This term should concisely explain all the complexities of the modern world in this field, but this is not exactly the case. Norfolk, USA, is the base of the Allied Command Transformation whose mission includes education, training and exercises, development of new concepts, and promotion of interoperability among member states. In NATO member states, there are NATO Centres of Excellence for various domains, and each member state has its own military educational institutions and faculties intended for the development of security-related topics, as well as various “think-tank” institutions. The Slovenian Armed Forces (SAF), or better, the General Staff, which publishes the Contemporary Military Challenges, wishes to contribute to the development of security-related topics in the Republic of Slovenia, especially in the field of defence. According to the Defence Act, the Minister determines military professional literature such as doctrines, instructions, methods and criteria for measuring the level of acquired knowledge and skills, textbooks and periodicals. SAF organisational units responsible for the development of military professional literature are the following: J-5 (development and international cooperation), J-7 (military training) and Military Schools Centre (development of military textbooks, manuals and lecture notes). The Slovenian Armed Forces, the Ministry of Defence and the Republic of Slovenia form an integral part of the international security environment. It is right that we provide for a quality development of our defence system so that, if needed, we will be able to help others in the international environment. We need a quality defence system in order to be safe at home. The Contemporary Military Challenges is thus one of the excellent opportunities to present our knowledge, ideas and thoughts about the development of Slovenian defence system. Why do we refer to the defence system and not a military one? Because one cannot do without the other. This issue is something special. Only “soldiers” took up our invitation to write an article. Is this a coincidence? Alojz Steiner wrote an article titled "For better understanding of transformational paradigm and transformation of the armed forces", which presents the various terms denoting the phenomena used in the last few decades in relation to the changes in the defence and military fields. The author derives his findings from the fact that these phenomena have been changing since the end of the Cold War. In different professional and scientific sources, and defence and military practice they have been depicted with a variety of terms that may be synonyms to describe the same phenomena, but are often used to describe completely different ones, which appear quite similar at first. In his article, the author thus provides an explanation in this matter. In his article titled “Ineffectiveness of the military as an indicator of inappropriate civilian control (1)” Branimir Furlan wonders whether civilian control supports or hinders the military in attaining the efficiency necessary to achieve its mission. He promises a continuation of the article, but already in this one, offers an analytical model that enables the identification of causal link between the control and efficiency. But how do we measure the effectiveness of the military? The author has developed his own definition. »Role of combined arms warfare in hybrid warfare environment in the context of SAF's current situation and developmental opportunities« is the title theme of Viktor Potočnik, who claims that the concept of hybrid warfare does not entail major revolutionary changes in the forms and methods of warfare, and that the concept of combined arms warfare is still very relevant for winning a modern conflict. However, it must be understood in the context of a contemporary battlefield, whose main features are cyber warfare and "hybridity". Is hybridity a new phenomenon and what exactly is it? One of the important areas for the development of the defence system is also the area of human capital management discussed by Milan Žurman in his article “Logistics support of the Slovenian Armed Forces in relation to the efficient human capital management system”. He notes that the ambitions and needs of users in the Slovenian Armed Forces to provide modern logistics support do not diminish, but remain at the same level or even increase. This has an impact on the human capital management. In the article, the author shares his findings and proposals. Marjan Zupančič, Karmen Poklukar and Rafael Kolbl are the authors of the article titled “NATO Mountain Warfare Centre of Excellence – challenges, opportunities and interests”. They represent the new international mountain warfare organization accredited on the Slovenian territory. They use the definition by Blaznik that Centres of Excellence are aimed for the transformation of allied forces, increase and improvement of specific capacities, but mostly for a more efficient use of the already developed capabilities of NATO and partner states. In addition, they provide a detailed description of the challenges, opportunities and interests, as promised in the title. We look forward to your contributions.