Suchergebnisse

English This article compares and contrasts two main areas of the Australian and US codes of ethics for social workers. These have been selected for comparison because recent revisions in their provisions about dual relationships and confidentiality raise challenging questions about acceptable practice standards. French Cet article compare et contraste deux grands domaines des codes d'éthique pour les travailleurs sociaux d'Australie et des Etats-Unis. Ces deux codes d'éthique ont été sélectionnés pour comparaison en raison de leurs récentes révisions aux niveaux des 'relations doubles' et de la confidentialité. Ces questions posent des défis de taille quant aux normes de pratiques acceptables. Spanish Se comparan dos áreas principales de los códigos de trabajo social de Australia y de los Estados Unidos. Se eligieron estos dos códigos para comparación porque sus revisiones recientes acerca de relaciones duales y de secreto profesional suscitan cuestiones difíciles acerca de estándares aceptables.

"Gathering and analyzing of information is a responsibility that police intelligence units are thought to do in relative isolation. Intelligence work in the United States and Europe, however, has been significantly transformed in recent years into a more collaborative process that combines the police with a mix of outsiders to make the practice of acquiring and assessing information more democratic. This volume examines how this partnership paradigm has transformed the ways in which participants gather, analyze and use intelligence for security problems ranging from petty nuisances and violent crimes to urban riots, organized crime and terrorism. The book's expert contributors provide a comparative look at police intelligence by exploring how emerging collaborative ventures have reshaped the way police define and prioritize public safety concerns. The book compares local security partnerships in both centralized and decentralized systems, presenting an unparalleled discussion of police intelligence not only in the English-speaking world but also in countries like Germany and France, whose adoption of this collaborative paradigm has seldom been studied. Ultimately, this book provides a timely debate about the effectiveness of intelligence gathering methods, the legitimacy of police tactics and related procedural justice concerns. Because this book situates itself at the intersection of several disciplines, it will find an audience in multiple fields. Its diverse readership includes scholars and students of policing and security studies in law schools and criminal justice programs, as well as political science and sociology departments. Other significant audiences will include professionals and researchers in comparative law and comparative criminal procedure, in addition to the study of law and society" --

Explores the role of commitment in maintaining relationship bonds
even when the level of satisfaction with specific transactions is low. A
strong relationship can exist between these professional service
providers and their clients even when participants do not feel positive
about their interactions. A study of the factors which influence
accountant choice and switching behavior shows a great reluctance by
clients to alter the existing client/accountant relationship.
Accountants′ clients are often unwilling to explore alternative service
options even if dissatisfied. A number of different bases of commitment
emerge from analysis of both the factors which might lead to a change in
accountant and attitudes towards the current provider.

Autistic and transgender -- Recognizing an autistic transgender person -- The inside experience of being trans and autistic -- Working with trauma and minority stress -- Working with connection, attachment and relationships -- Working with families -- Health care issues -- Navigating the cisgender neurotypical world -- Crisis interventions and preparing for crises -- Looking forward.

In this paper we argue that austerity creates working conditions that can undermine professionalism in healthcare. We characterise austerity in terms of overlapping economic, social and ethical dimensions and explain how these can pose significant challenges for healthcare professionals. Amongst other things, austerity is detrimental to healthcare practice because it creates shortages of material and staff resources, negatively affects relationships and institutional cultures, and creates increased burdens and pressures for staff, not least as a result of deteriorating public health conditions. After discussing the multiple dimensions of austerity, we consider the challenges it creates for professional ethics in healthcare. We highlight three mechanisms-intensification of work, practitioner isolation, and organisational alienation-which pose acute problems for healthcare professionals working under conditions of austerity. These mechanisms can turn 'routine moral stress' into moral distress and, at the same time, make poor care much more likely. While professionalism clearly depends on individual capabilities and behaviours, it also depends upon a complex sets of social conditions being established and maintained. The problems caused by austerity reveal a need to broaden the scope of professional ethics so that it includes the responsibilities of 'role constructors' and not just 'role occupiers'. Austerity therefore presents opportunities for health professionals and associated 'role constructors' to contribute to a reimagining of future models of healthcare professionalism.

Background: In 2010 new legislation in Australia led to the establishment of the Australian Health Practitioner Regulatory Authority standards, now used to manage nursing and midwifery registration and the annual re-registration requirements for midwives and nurses. These clearly articulate the continuing professional development (CPD) requirements together with a guiding framework. Individuals need to engage in adult pedagogy which makes explicit the need for self-examination to identify and prioritise their learning needs. Objectives: This study aimed to investigate how existing registered midwives approach and are challenged by these changed statuatory requirementsin Australia, particularly completion of CPD activity. Design: This paper reports findings from phase one of a two phase, longitudinal, case study in which midwives describe their experience during in-depth qualitative interviews. Setting: Australia Participants: A sample of 20 female participants was recruited nationally from four states using a purposive sampling approach to provide maximum variation to explore the issue. Methods: Each participant took part in an in-depth interview. In order to facilitate reflection on experiences each participant was asked to discuss an object that held professional value or meaning to them. Results: A key theme in the findings is the relationship between motivation which influences the decisions that midwives are making about CPD, their ongoing registration and practice context. The findings reveal implicit values and beliefs about practice relationships and how these function as motivational factors that influence midwives decisions about CPD and practice options. Conclusions: The findings provide insight into the need for system wide dialogue to devise ways to support midwives to maintain as well as to continue to develop their practice, through CPD and to acknowledge the challenges faced by those midwives who currently hold dual registration as a registered nurse in the context of the changed requirements.

This article explores the related issues of boundaries and dual relationships within health and social care chaplaincy. The article begins by noting a tension between an understanding of pastoral care as having unstated and flexible boundaries and the clear statements from professional bodies that boundaries help the effective functioning of caring and supportive relationships. In a discussion of boundary-setting issues in relation to the expectations of both patients and chaplains, the article touches on the use of social media, before looking in more detail at dual relationships. The article argues that, while chaplaincy boundaries may need to be flexible, an awareness of normal practice is vital, so that any extending of boundaries is done consciously. In relation to this, a number of trigger points are suggested. The article recommends that individual chaplains discuss boundaries within supervision, and that teams have clear policies and protocols which articulate expectations around team working. It further recommends that the profession develops more guidance around dual relationships, and that formal supervision standards are set and audited.

The Offender Personality Disorder (OPD) Pathway is a national initiative which co-commissions health and probation services to work in partnership to enhance the criminal justice case management of high risk men and women who are identified as having indicators of personality disorder. To support the implementation of the pathway, the Yorkshire and Humberside Personality Disorder Partnership (YHPDP) offers psychologically informed case consultation and case management support. As part of this scheme, contracting has been used in the relationships between psychologists and offender managers in the NPS. This paper offers a definition of contracting before offering a rationale for its use when supporting probation staff who work with offenders with personality disorder. A practical guide is then provided to support offender managers, managers, psychologists or supervisors to implement contracting in their practice supporting staff. Finally, a case study is discussed to illustrate the role and impact of contracting on psychologically-informed risk management.

Interdisciplinary social sciences literature on the value and significance of engaged fatherhood and father-inclusive approaches to practice for enhanced family outcomes have begun to reach a consensus. Yet there has been less attention to how research knowledge about fatherhood, including that which is co-produced with and for fathers, can be more effectively translated and embedded in practice and policy contexts. This article elaborates on a cumulative, empirically driven process that has established new relational ecologies between young fathers, multi-agency professionals and researchers. It illustrates how these ecologies, supported by longitudinal and co-creative research combined, are driving societal transformations through knowledge exchange and the instigation of new father-inclusive practice interventions that address the marginalisation of young fathers. The methodologies, including the co-creation of the Young Dads Collective and its impacts on young fathers and multi-agency professionals, are evaluated, confirming them as powerful and productive mechanisms for embedding father-inclusive practices within existing support and policy systems.

This study explored the physical and fitness characteristics of elite professional rugby union players and examined the relationships between these characteristics within forwards and backs. Thirty-nine elite professional rugby union players from the New Zealand Super Rugby Championship participated in this study. Body composition was measured using dual-energy X-ray absorptiometry alongside anthropometrics. Fitness characteristics included various strength, power, speed, and aerobic fitness measures. Forwards were significantly (p ≤ 0.01) taller and heavier than backs, and possessed greater lean mass, fat mass, fat percentage, bone mass, and skinfolds. Forwards demonstrated greater strength and absolute power measures than backs (p = 0.02), but were slower and possessed less aerobic fitness (p ≤ 0.01). Skinfolds demonstrated very large correlations with relative power (r = −0.84) and speed (r = 0.75) measures within forwards, while backs demonstrated large correlations between skinfolds and aerobic fitness (r = −0.54). Fat mass and fat percentage demonstrated very large correlations with speed (r = 0.71) and aerobic fitness (r = −0.70) measures within forwards. Skinfolds, fat mass, and fat percentage relate strongly to key fitness characteristics required for elite professional rugby union performance. Individual and positional monitoring is important due to the clear differences between positions.

The purpose of this paper is to investigate the precise role of intrinsic motivation and autonomy in relation to intellectual stimulation in creating a creative climate in a professional services firm. The intention is to discover whether theories that stress the primacy of the need for intrinsic motivation and autonomy over other managerial goals such as monitoring find support. The authors propose and test a model for the relationship of interest. The theoretical model is tested through analysis of multilevel data gathered across in two iterations over two years from 177 employees and 64 teams in one company. The authors find that intrinsic motivation and autonomy mediate the relationship between intellectual stimulation and creative climate. Autonomy exercises a stronger mediating effect than intrinsic motivation. The single company research context's specificity; causal relationships between variables cannot be empirically investigated; the verified research model cannot claim to represent how the organization actually functions, for which qualitative work is required. Theories stressing the primacy of employee autonomy are supported over those stressing a need for management to monitor and control autonomy-seeking employees. This paper shows the vital mediating role of employee autonomy and to a lesser extent intrinsic motivation in a professional service firm context

Achieving the kind of balance that encourages all children to learn, work, and contribute to their fullestpotential has been a continuing challenge as the world grows more complex and our communitiesenveloped with various challenges of socio-political and economic disintegration. With rapid changesin technology and global competition in all facets of human endeavour, it is more crucial than ever thatadolescents are fully equipped to compete for knowledge and technology based jobs. When studentsare not well prepared for the challenges ahead most especially from the secondary school stage ofeducation, the cost to individuals and the implication to the society can better be imagined. Forexample, the transition from high school to university is very stressful for most individuals (McLaughlin,Brozovsky & McLaughlin, 1998; Perry, Hladkyj, Pekrum & Pelletier, 2001; Pratt et al, 2000). Themajority of high school students who go on to post-secondary institutions withdraw before graduation(Gerdes & Mallinckrodt, 1994; Pancer, Hunsberger, Pratt & Alisat, 2000). First-year university studentsface a variety of stressors: making new relationships, modifying existing relationships with parents andfamily (e.g. living apart), and learning to cope with the new academic environment. Furthermore, theymust learn to function as independent adults (e.g. budgeting time and money). Failure to master thesefamiliar tasks appears to be the most common reason for undergraduate students withdrawing fromuniversity (Blanc, DeBuhr & Martin, 1983).

The basics -- The developmental process of forming a transgender or gender expansive (t/ge) identity -- Social and medical transition issues -- Educational issues -- Discrimination and anti-transgender and gender expansive (t/ge) harassment and violence -- Creating healthy social environments -- Relationships & dating -- Child welfare programs -- Runaway and homeless youth programs -- A call for transforming organizations.

Increasing demands to be seen as authentic at work have created a paradox of self-presentation for employees: the desire to be seen as simultaneously true to self and professionally appropriate in workplace interactions. The present paper introduces one way in which individuals may navigate this tension: strategic authenticity, a self-presentational approach that involves enacting behaviors intended to increase colleagues' perceptions of one's authenticity while accounting for individual and contextual factors that influence one's professional image. I propose that the behavioral signals of social deviations (nonconformity and spontaneity) and self-expressions (transparency and vulnerability) increase colleagues' perceptions of a worker's authenticity but pose a threat to their professional image. Next, I highlight how felt authenticity and the degree of perceived violation of social expectations (i.e., benign versus taboo signal content and aligning with communal versus agentic norms) moderate the impact of signals on perceptions of authenticity and professional image, suggesting that strategic authenticity can be achieved via a careful selection of behaviors based on individual and contextual factors. Last, I consider how the enactment of strategic authenticity leads to high-quality connections at work, which over time, may lead to the formation of positive relationships (enhanced by an actor's felt authenticity). This paper extends prior scholarship on authenticity, professional image construction, and high-quality connections by highlighting how to balance interpersonal goals to appear authentic and at the same time, maintain a desirable professional image in workplace interactions.