Social workers as state and citizen-agents. How social workers in a German, Dutch and Flemish public welfare organisation manage this dual responsibility in practice

2021 ◽  
pp. 146801732110097
Author(s):  
Michelle van der Tier ◽  
Koen Hermans ◽  
Marianne Potting

Summary Professional standards state that social workers in public welfare organisations should act as state and citizen-agents. However, the literature provides little insight into how social workers navigate this dual responsibility in their daily work. To address this gap, we used Maynard-Moody and Musheno’s theory on state and citizens-agent narratives to analyse street-level practices of social workers in three local welfare organisations in Germany, the Netherlands and Belgium. This article explores how three specific organisational mechanisms (decision-making authority; the role of the front-line manager and the degree of specialisation) affect the ways social workers navigate both agent narratives in public welfare organisations. The data were gathered by a mixed method design of in-depth interviews and focus groups. Findings Our study shows that social workers struggle with the tensions that intrude between the state and citizen-agent narrative. We found that the extent to which both narratives are adopted by social workers is affected by a complicated interaction between the beliefs of social workers about social justice and responsiveness and the selected organisational mechanisms. Moreover, we found that critical reflection and a supportive attitude of front-line managers can help social workers to manage their double responsibility in practice. Application Our cross-national study contributes to a deeper understanding of the relationship between organisational mechanisms and the moral deliberations of social workers regarding their dual responsibility. It provides in-depth insights into the tensions and conflicts social workers in different contexts face daily on account of their dual responsibility.

2010 ◽  
Vol 22 (7) ◽  
pp. 1191-1192
Author(s):  
Ajit Shah ◽  
Sofia Zarate-Escudero ◽  
Manjunatha Somayaji

Social isolation is an important determinant of elderly suicides (Shah and De, 1998). If elderly people have telephones then social isolation can be reduced as they can contact friends and relatives and vice versa. Also, the elderly can use the telephone to seek help from telephone helplines, general practitioners, social workers, psychiatric services and friends and relatives. Additionally, general practitioners, social workers, psychiatric services and friends and relatives can contact elderly people to check on them and support them. However, a major criticism of such interventions is that those determined to kill themselves are unlikely to use a helpline. There are several studies looking at the relationship between suicide and telephone help lines. These studies showed evidence that the helpline reduced suicidality during the course of the telephone consultation or immediately afterwards and reduced the number of re-attempted suicides (De Leo et al., 1995; Mishara and Daigle, 1997; Vaiva et al., 2006; Gould et al., 2007). A study of elderly participants reported an association between lower suicide rates and availability of a telephone help and telephone check service (De Leo et al., 1995). This service provided elderly people with home assistance by allowing them to call for help and to receive weekly assessments of needs and emotional support. However, there are only a limited number of studies in this area. Therefore, a cross-national study examining the relationship between elderly suicide rates and the prevalence of societal use of telephone was undertaken.


2015 ◽  
Vol 37 (4) ◽  
pp. 410-427 ◽  
Author(s):  
Jennifer Kilroy ◽  
Tony Dundon

Purpose – The purpose of this paper is to present exploratory research on the potential variation of front line manager (FLM) types and attendant causal links between FLM style and employee outcomes. It challenges the value of a homogenous FLM construct and tests for variation in FLM styles which may affect behaviours and employee outcomes. Design/methodology/approach – A set of discreet FLM types is defined from extant theory and literature (named here as Policy Enactor; Organizational Leader; and Employee Coach). Each type and its relationship to employee outcomes is explored empirically using survey data and qualitative interviews with a small sample of employees (n=46 employees across eight FLM groups) within a multi-national manufacturing plant. Findings – The findings provide preliminary support for an FLM “type” construct. Employees reported a significant dominance of the “Organizational Leader” type for one FLM, while across a broader set of FLM’s the proportions showed measurable variation. The qualitative data provides context examples that help explain FLM typologies and link to employee outcomes. Originality/value – Much of current literature explores the FLM construct as a singular construct, relying on its contextual relevance for definition within a certain discipline. This paper focuses on combining these contextual experiences to present a multi-faceted construct for the role of FLMs within the employment relations literatures. By moving from the implicit to the explicit, the paper offers a conceptual lens for quantitative and qualitative exploration of the role of FLM types. As a result, attendant and subsequent FLM and employee behaviours may be better examined and possibly better specified. To add value to this contribution longitudinal and more extensive data sets could be examined and tested in the future.


2014 ◽  
Vol 46 (5) ◽  
pp. 237-243
Author(s):  
Simon Reese

Purpose – The purpose of this paper is to evaluate the relationship between actions taken by front-line managers and actions taken by employees as the organization progresses toward a new-shared vision. The shared vision to alter the organization's learning structures was communicated by the leadership team. The research evaluates if the actions speak louder than the words. Design/methodology/approach – The actions analyzed in the study are completion of curriculum courses designed by the Learning and Professional Development team to progress the organization toward the new vision. Pearson's Product Moment Correlation was calculated to determine the nature and strength of the relationship or learning actions between the employee and first line managers. Findings – Results indicate that a moderate positive relationship exists between employee and first line manager actions. The relationship highlights the importance of integrating an action element into the launch of a new-shared vision. Originality/value – Shared visions are a fundamental building block in reaching generative learning. One method to improve employee internalization of the shared vision is to create actions whereby the employee can experience elements of the vision. These experiences further the communications and build steps toward employee commitment and internalization.


2015 ◽  
Vol 29 (7) ◽  
pp. 1080-1097
Author(s):  
Annemiek Stoopendaal

Purpose – Dichotomous “gap” thinking about professionals and managers has important limits. The purpose of this paper is to study the specific ontology of “the gap” in which different forms of distances are defined. Design/methodology/approach – In order to deepen the knowledge of the actual day-to-day tasks of Dutch healthcare executives an ethnographic study of the daily work of Dutch healthcare executives and an ontological exploration of the concept “gap” was provided. The study empirically investigates the meaning given to the concept of “distance” in healthcare governance practices. Findings – The study reveals that healthcare executives have to fulfil a dual role of maintaining distance and creating proximity. Coping with different forms of distances seems to be an integral part of their work. They make use of four potential mechanisms to cope with distance in their healthcare organization practices. Originality/value – The relationship between managers and professionals is often defined as a dichotomous gap. The findings in this research suggest a more dynamic picture of the relationship between managers and professionals than is currently present in literature. This study moves “beyond” the gap and investigates processes of distancing in-depth.


2018 ◽  
Vol 23 (1) ◽  
pp. 52-78 ◽  
Author(s):  
Orpha de Lenne ◽  
Laura Vandenbosch ◽  
Steven Eggermont ◽  
Kathrin Karsay ◽  
Jolien Trekels

2009 ◽  
Vol 3 (supp2) ◽  
pp. 3-18 ◽  
Author(s):  
William H. Dutton ◽  
Ellen J. Helsper ◽  
Monica T. Whitty ◽  
Nai Li ◽  
J. Galen Buckwalter ◽  
...  

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