Literatura científica selecionada sobre o tema "Social workers – legal status, laws, etc – australia"

This article is devoted to the study of the state of implementation of the control functions by the representative bodies of Ukraine. It states that, depending on their legal status, representative bodies represent the interests of the territorial community and make decisions on its behalf. They perform representative, rule-making, control functions and powers within their competence. They also contribute to the realization of the rights and interests of the population of the autonomous region and to the solution of the region's vital activities. The Ukrainian Parliament implements the powers defined by the Constitution and laws of Ukraine at the national level. The article reveals the function of representative control, as a function of the above-mentioned bodies, which should ensure their interaction with civil society (individuals and legal entities) and other branches of state power, which is built on the basis of their subordination, accountability and control to representative bodies. Attention is focused on the fact that the relations of local self-government bodies with enterprises, institutions and organizations that are not communally owned by the respective territorial communities are built on a contractual and tax basis and on the basis of control within the limits of the powers granted to local self-government bodies by law. It is noted that control over the exercise of delegated powers of executive bodies by local self-government bodies is entrusted to the relevant local state administrations and the Council of Ministers of the Autonomous Republic of Crimea, and in the cases provided for by law, to ministries and other central bodies of executive power, their territorial bodies. At the same time, control should be carried out by analyzing the acts of local self-government bodies, providing information by local self-government bodies on the implementation of delegated powers of executive bodies, conducting inspections of the activities of executive bodies of village, settlement, and city councils. It is emphasized that local self-government bodies can take the initiative to carry out measures of state supervision (control) at enterprises, institutions and organizations that are not in communal ownership, as well as in relation to natural persons – entrepreneurs who use the labor of hired workers, by submitting official by persons of local self-government bodies of the corresponding appeal on the issues of exercising the powers delegated to them by the executive authorities. In general, effective control by representative bodies of local self-government is one of the important means of providing them with comprehensive economic and social development in the territory under their jurisdiction. It is noted that public awareness of the activities of communal enterprises gives the public the opportunity to control the legality and reasonableness of the decisions of local self-government bodies regarding the creation and operation of such enterprises, the need for their financing, the proper performance by such enterprises of the tasks set for them, their compliance with the legislation of Ukraine, in the areas defined by the legislation of Ukraine limits, use of funds, property that is communal property. The activity of supervisory boards of communal enterprises, which are formed in accordance with Article 78 of the Economic Code of Ukraine, serves as a good help for the implementation of control functions of both representative bodies and the public. The creation of supervisory boards aims to improve the management system of utility companies, make them more competitive and partially eliminate corruption risks. It is in the implementation of control and awareness of both representative bodies and the relevant territorial community regarding the state of affairs in the relevant territorial unit that people's rule is manifested. Therefore, control functions both over legal entities and individuals under the control of local self-government, and over local bodies themselves must be carried out in accordance with internationally recognized principles of such control. One of these international acts is the European Charter of Local Self-Government. Attention is drawn to the fact that parliamentary control is an integral component of one of the highest forms of exercising people's power – its representative, mediated form. It is an important tool that helps the parliament to obtain the necessary information about the performance of duties and the exercise of powers by the executive authorities. The Ukrainian Parliament, as a representative of the entire people, controls the use of budget funds, compliance with laws, the effectiveness of the work of ministries and other departments, etc., taking the form of state control. The article describes the forms of parliamentary control. It is noted that one of the negative dynamics of parliamentary control is the lack of a mechanism for evaluating the effectiveness of the application of adopted laws. It is proposed to expand the boundaries of the analysis of the practice of applying laws, supplementing it with a number of new tools of parliamentary control, including consultations with interested parties. The significant shortcomings of the current mechanisms of parliamentary control, the attitude of the people's elected officials to its implementation, are revealed, and relevant proposals for its improvement are developed, such as: temporary introduction of the imperative mandate; the introduction of public councils at state authorities of all branches of state authority and local self-government.

Contemporary society is concerned about successful functioning of its members and their effective participation in social interrelations therefore the adaptation of children living in foster homes is perceived as a relevant social issue. In the context of developing democratic ideas increasing attention is being paid towards the problem of adaptive behavior and its development in children without parental care. It is influenced by important social, political, value and legal changes having occurred in the last several decades in Lithuania in a context of which the attitude towards children without parental care, their social status, foster care and development is also changing. While adopting more laws and resolutions on the issues of child’s foster care, development and healthcare there appear more possibilities to solve a lot of relevant questions in child foster care and training institutions. In the context of democracy increasing attention is paid towards social integration of children living in foster institutions, their involvement and participation into social life. The goals and objectives of Lithuanian educational system reflect the intention to prepare a person for life, who is able to analyze reality individually or with other people, also adequately deal with the problems, plan the future and successfully adapt to the constantly changing, dynamic society. These objectives allow to discover a variety of aspects of the organization of educational activities in foster homes. The problematic issue arises while preparing foster home pupils for independent living: Are the educational system and conditions at foster homes sufficient and adequate in process of preparation for independent life?
 The article actualizes the educational significance of preparing teenagers for independent life. Interviews with foster home staff evaluate the current situation of foster homes, disclose the education system, work achievements (strengths), discuss the developmental problems and identify deficiencies of preparation for independent living in foster homes.
 The aim – to assess the preparation of foster home pupils for independent living within the context of foster homes, revealing the positive and improvable aspects of the foster home educator’s point of view. Analyzing the features of foster home preparation for independent living in care institutions, the study involved 17 foster home staff, based on their opinion about their personal work experiences and points of view. In order to understand home educational activities, to review the pupils’ preparation for independent living opportunities, educational reality, to find out and identify problems, provide opportunities for improving the situation, the interview method was used. Instant analysis revealed that home care workers initiated a variety of activities: encourage children to solve problems, analyze situations and make decisions. It is also practiced by demonstration of adult example, analyzing the situation and promoting the search for solutions.
 Workshops are organized, situations and educational environment is created in which the pupils are encouraged to act independently, provide practical training skills that enable learners to try themselves in different activities (household work, cooking, etc.). However, according to the assessment of the current situation in foster homes, it is clear that there are not optimal functions performed by the formation of practical skills and preparing for independent living of children without parental care. Interviews revealed that foster homes lack „real practices“ when most children are able to buy food, count the money, pay for services, cook, and independence is developed mostly by the potential circumstances.
 Comments on the survey suggest that the lack of practical activities, funding and real-world examples in foster homes prevent realization of the set goals, implement ideas for youngsters to prepare for independent living, to acquire domestic skills and do not create conditions for independent personal development (learning). Discussing the opportunities for improvement of foster home preparation for independent living, almost unanimously expressed material financial base and the improvement of household demand. Foster home staff believes that the conditions under which pupils can cook themselves face with the real everyday life, keep their own budgets, learn, acquire new knowledge or skills may be one of the most successful assumptions for training (learning) to live independently when they came out foster homes.

"Self-Reliance" is an 1841 essay written by American transcendentalist philosopher and essayist Ralph Waldo Emerson. It contains the most thorough statement of one of Emerson's recurrent themes: the need for each individual to avoid conformity and false consistency, and follow his own instincts and ideas. . The debate surrounding the self reliance will be meaningless if issues related to women in a large country like India will not only be inappropriate but sometimes even misleading. Women specific and women related legislations have been enacted to safeguard the rights and interest of women, besides protecting against discrimination, violence, and atrocities and also to prevent socially undesirable practices. Despite the constitutional mandate of equal legal status for the girl child, the same is yet to be realized. The de jure laws have not been translated into de facto situation for various reasons such as illiteracy, social practices, prejudices, cultural norms based on patriarchal values, poor representation of women in policy-making, poverty, regional disparity in development, lack of access and opportunity to information and resources etc. According to the Uttar Pradesh Govt. sources, female life expectancy is less than 55 years and the under-five mortality rate is as high as 141 per thousand. Australia was the first country to develop a gender-sensitive budget, with the Federal government publishing in 1984 the first comprehensive audit of a government budget for its impact on women and girls. Empowerment of women is essentially the process of upliftment of economic, social and political status of women, the traditionally underprivileged ones, in the society. It involves the building up of a society wherein in women can breathe without the fear of oppression, exploitation, apprehension, discrimination and the general feeling of persecution which goes with being a woman in a traditionally male dominated structure. One major therapy prescribed by woman empowerment advocates is empowering women through legislation for ensuring participation in political decision making. Such an approach provides the women with a constitutional platform to stand up to men, to raise their voice on issues concerning women oppression, subjugation and related issues and thus in effect, providing them with an identity in an orthodox male dominated socio-political set up, in addition to providing a much needed forum to seek redressal of problems directly affecting them: the true essence of empowerment. The present paper attempts to look into the dynamism of the process whereby women empowerment is achieved (?) through legislation or women participation in the Panchayati Raj Institution. KEYWORDS: Self Reliance, Gender Bugdeting, Women empowerment, Panchayati Raj Institutions.

Workplace wellness programs raise the question: Who owns the health and sickness of the employee? Once, they belonged to the person and his/her doctor, in a kind of binary health relationship. Now companies have made it a triangular relationship. But actually, it's rectangular - the government is also shaping this relationship by occupying a fourth corner. As Nikolas Rose (1989) points out in his exploration of the place of individual in the corporate state, history suggests that it might be the government whose corner is dominant. Rose notes that "Taylorism", the scientific pursuit of maximum efficiency of human labour which was fashionable early last century, is now seen not just as the creation of industrialists like Henry Ford. Much more broadly, it reflected a philosophy current in the western industrialised nations like the US, UK and Germany. Achieving optimum output from men and machines was "part of a wide family of political programmes that sought to use scientific knowledge to advance national efficiency through making the most productive use of material and human resources." Reflecting prevailing political climates, national governments had already begun to introduce legislation which regulated the relationship between capital and labour. Ostensibly, these laws were intended to protect the rights of workers, but Rose suggests that their ultimate motivation was to ensure the nation received social dividends from the labour market. That was then. Now, social dividends from employment may be different but governments are still pursuing them. It was a labour government in Australia in the 1980s which first required employees to fund their own aged pensions (by trading off pay increases for superannuation). In another manifestation of their worry about the costs of an ageing population, governments are now prodding workers to become their own health managers, through the agency of wellness programs at work. Wellness programs really began to flourish in the last 20 years, most visibly in the Unites States where pressure from the employee health insurance system and high participation targets set by the Federal Government have made them the rule. "As a result, work-site health promotion programs are becoming increasingly prevalent. In 1985, 65 percent of work sites with 50 or more employees offered at least one health promotion activity. The [Government's] Healthy People 2000 goals aim to increase this proportion to 85 percent and to increase employee participation in these programs." (Meurer et al. 1997, p. 384) In other countries, pressure from insurance/litigation may be weaker, but employers have increasingly seen workplaces as suitable locations for health campaigns targeted at their employees, and governments have become supportive of such programs because of the public health benefits and convenience. They might be viewed as privatised community health promotion. In Australasia: "The idea of using workplaces as sites to promote health is attractive from a public health point of view. It provides an opportunity for adults to gain access to health promotion initiatives and enables them to participate in programs planned according to their needs in a familiar physical and social setting. It also provides an opportunity for health promotion efforts to extend to the worker's home and involve his/her family." (Williams 1991, p. 490) From an employer's perspective, workers' sickness has always been a matter of interest because of the duty of care. In the distinctive social environment of work, their health has belonged at least partly to the company, but the wellness programs may be further stripping away the autonomy of health. Moral philosopher R S Downie and his co-writers (1990) believe that health promotion is not value-free. "It endeavours to persuade people to adopt certain lifestyles.") It attempts to transfer to the employees values held by the organisation, promoting a particular lifestyle - in this case, a healthy one. Participation in wellness programs provides benefits which flow in two directions. The company donates the resources which allow the employees to avoid sickness and to live healthier lives. The employees donate a longer and more productive working life to the company and society. In this way, these programs conform with the dominant current management philosophy describing the relationship between employee and employer. Just as Hirschhorn (1988) describes how workers won social freedoms in exchange for psychological "unfreedoms" (the work ethic) in the industrial revolution , so Rose describes how modern, caring management practice is all about "aligning the wishes, needs and aspirations of each individual who works for the organisation with the successful pursuit of its objectives". A win-win situation? In some organisations, some employees may not see it that way. The fact that wellness programs are declared "voluntary" may not necessarily rectify a perception of compulsion. Employees may believe that nothing is truly voluntary at work. With these concerns in mind, Stokols et al. (1995) advocate ethical guidelines to prevent job discrimination based on health status and related potential conflicts of interest. They say that the bottom-line benefits to management of health-promotion campaigns cannot legitimately include discriminating against employees who refuse to make healthy lifestyle choices. Discrimination might exist on another level. What is the company to make of workers who choose to continue an unhealthy lifestyle which may put them at greater risk of a succumbing to a health hazard at work? The most well-known of such consequences is the predisposition to bronchial illness caused by smoking. Of course, there are two sources of sickness at work; self-induced and work-induced. Smoking cigarettes may cause self-induced sickness. Mining asbestos may cause work-induced sickness. If it was once clear who was responsible for which sickness, the advent of workplace wellness programs has reduced the clarity. Such health promotion can make it seem that the employer has taken responsibility for both self-induced and work-induced sickness, or perhaps the worker has. Wellness programs are culturally ambiguous. Their very introduction signifies the employer's care for employees' health, but the function of the program is to teach the employees how to take responsibility for it. So Blewett and Shaw (1995) wonder whether health promotion programs change the balance of responsibility between employer and employee. The origin of this issue, they suggest, is in the World Health Organisation's 1986 Ottawa Charter for Health Promotion, which describes health promotion as "the process of enabling individuals and communities to increase control over the determinants of health and thereby improve their health." (cited in Blewett & Shaw 1995, p. 462) The writers argue that the health promotion rhetoric is increasingly focused on promoting 'self-responsibility' for health in the workplace, and the skills of health self-care. If governments value wellness programs, and business likes them, is the workplace a conducive cultural setting for wellness to be marketed? Do workplace health promotion programs obviate the well-documented communication barriers from which community programs suffer? It seems they might. "Worksites afford a high degree of leverage for influencing the health of the population," according to Stokols et al. (1995, p. 1136) "Leverage" is a reference to the big percentage of the population (the employed) they reach, as well as the power of persuasion in a workplace. The persuasion can derive from the corporate culture which employers strive to create in their organisations - a mono-culture whose values are aligned with those of all members. It can also derive from company rules - all members of the organisation, whether value-sharers or value-rejectors, are captured by the requirement to conform with wellness objectives. Thus, in western industrial democracies, where smoking is banned it is usually because they are places of work. It is necessary to ask the question: Do employees exposed to health promotion at work make good use of self-care skills. Williams (1991) notes that the uptake of health promotion campaigns, not at work but in the broad community, is greatest among those who least need the benefits - that is, it correlates with socio-economic status. Wellness programs in industrial settings provide opportunities for health promotion to reach lower-paid trades and "blue-collar" employees not well served by these community campaigns. However, poor health behaviours are based on life-long habits, usually reinforced by people's lifestyles, reference groups and family structure. These habits take time and persistence to counteract. It is only in the long term that participation gives employees positive benefits, and therefore positive reinforcement for their healthy efforts. Noblet and Murphy (1995, p. 18) report that "early workplace programs relied heavily on behaviour change techniques as their health promotion strategy." Therefore, many failed to produce lasting change because they did not take advantage of the complex social and cultural structure that exists within each workplace. The writers suggest that recently "activities have expanded beyond risk reduction strategies to a settings approach that addresses the social, organisational, environmental and cultural factors." (Noblet and Murphy 1995, p. 18) In conclusion, it is likely that the motivation for companies to run health promotion campaigns will increase, but wellness may be a concept which fits somewhat awkwardly in the employer-employee relationship. Perhaps care for employees is the factor which will bring outcomes beneficial to all. Farnell (1987) expresses such care this way: An organisation's health comprises three components, its financial health, its organisational health (openness, trust, morale, etc) and the personal health of its members. No employer should consider the organisation in good shape without addressing each component. References Blewett, V. and Shaw, A. "Health promotion, handle with care." Journal of Occupational Health and Safety Australia and New Zealand 11 (1995): 461-5. Downie, R., Fyfe, C. and Tannahill, A. Health Promotion - Models and Values, Oxford UP: Oxford,1990. Farnell, L."Corporate culture change - the healthy way." Journal of Occupational Health and Safety Australia and New Zealand 3 (1987): 46-52. Hirschhorn, L. The workplace within: psychodynamics of organizational life. Cambridge, Mass: M.I.T. Press,1988. Leigh, J. and Harrison, J. "Reduction of Ischaemic heart disease risk factors following direct probabilistic risk communication in the workplace.", Journal of Occupational Health and Safety Australia and New Zealand 7 (1991): 467-72. Meurer, L., Meurer, J. and Holloway, R. "New models of health care in the home and in the work site.", American Family Physician 56 (1997): 384-7. Noblet, A.J. and Murphy, C. "Adapting the Ottowa Charter for Health Promotion to the Workplace Setting." Health Promotion Journal of Australia 5 (1995): 18-22. Rose, N. Governing the soul: the shaping of the private self. London: Routledge, 1989. Stokols, D., Pelletier, K. and Fielding, J. "Integration of medical care and worksite health promotion.", Journal of the American Medical Association 273 (1995): 1136-42. Williams, P. 1991, "Planning factors contributing to on-going health promotion programs." Journal of Occupational Health and Safety Australia and New Zealand 7 (1991): 489-94.