scholarly journals Activity Employment in Autism: Reflections on the Literature and Steps for Moving Forward

2020 ◽  
Vol 18 (3) ◽  
pp. 5-11
Author(s):  
D. Nicholas
Keyword(s):  
Community Services ◽  
Support Programs ◽  
Disability Policy ◽  
Work Setting ◽  
Adults With Autism ◽  
International Conference ◽  
Individual Employee ◽  
Employment Support ◽  
The Individual ◽  
Constituent Elements

Reflecting an address given at the Autism Challenges and Solutions International Conference in Moscow in April 2019, this paper reviews selected studies within the author’s program of research as well as selected literature addressing pathways to employment for adults with autism. A range of employment support programs are considered, representing promising approaches. Attention is given to environmental elements that appear to have a bearing on individual employment experience and outcomes. These elements point to a person in environment approach which is increasingly supported by emerging evidence. This approach is conveyed as the employment ecosystem, with constituent elements that include the individual (employee or potential employee), family, employer, co-workers, work setting, community services, and embedded labor, health and disability policy. These various components of the ecosystem offer relevance in terms of understanding employment options and experiences of autistic adults. Recommendations for advancing this field are offered.

scholarly journals Management of workplace health & safety risks in new disability care arrangements

2014 ◽  
Vol 9 ◽  
Author(s):  
Sofia Stavropoulos
Keyword(s):  
Support Services ◽  
Service Providers ◽  
Health And Safety ◽  
Community Services ◽  
Online Information ◽  
Training Models ◽  
E Learning ◽  
Direct Guidance ◽  
The Individual ◽  
Types Of Information

The NDIS introduces changes to the level of control, choice and flexibility that persons with a disability can exercise over the services they require to support their individual needs. One of the main stays of NDIS is the ability for persons with a disability to utilise allocated funding how and with whom they choose to create a package of supports. Coinciding with the move towards the NDIS has been the introduction of the NSW WHS Act 2011. This Act introduces and broader new definitions relating to persons with responsibilities for ensuring health and safety at work. In some circumstances the individual person with a disability will be a direct employer, or an “other” in the workplace, and will take on responsibilities for health and safety for persons working in their home. For government organisations making funding decisions and allocating funds for the purchase of support services, there continues to be an obligation to ensure that services are conducted safely with risks to health adequately managed. NSW FACS can not “contract” out of their obligations. Instead we must work in partnership with all stakeholders to manage WHS risks as far as is reasonably practicable. Our role in government means we have the resources, experience, and must respond to the community expectation that we will support persons with a disability to understand and discharge their WHS obligations as far as is reasonably practicable. This is a way of operating presents the following questions: Do persons with disability understand the WHS obligations and risks associated with their care and supports? How to individuals with disability obtain sound advice and information on WHS risks that may be associated with their care arrangements? Can WHS information and resources that organisations like NSW Department of Family and Community Services (Ageing Disability and Home Care) have established be leverages to share with our “clients”? As Government partners in NDIS are we obligated to share our knowledge and information? What is the best way to bridge the gap in understanding and what types of information, tools and training can be made available on WHS for persons with a disability.A Joint WHS project currently underway within NSW FACS seeks to address the information and resources gap for all clients who participate in self directed funding arrangements (including NDIS). Our project will demonstrate how products and advice developed for internal staff use can be “reframed” and made accessible to persons with disability, their carers and individual service providers. The approach being applied within NSW FACS will potentially reduce costs in persons with disability being required to engage additional services to seek and develop WHS direct guidance and tools. The project being undertaken will deliver face to face training models, e-learning components and online information and tools to assist stakeholders in the NDIS and other Direct Funding Arrangements within NSW, to make informed decisions regarding WHS risk in the provision of care and support services. Guidance and information is provided on key risk areas utilising tested tools & WHS resources within the disability sector. E-learning solutions are made available to inform and train stakeholders of WHS obligations and potential risk management approaches. NSW FACS works with NGO stakeholders to ensure consistent advice and assistance is provided in the area of WHS obligations and performance expectations.

scholarly journals Social Work and the Development of Community-Based Social Services

2015 ◽  
Vol 1 ◽  
pp. 7-9
Author(s):  
Vilija Blinkevičiūtė
Keyword(s):  
Social Work ◽  
Social Security ◽  
Social Services ◽  
Community Services ◽  
Assistance System ◽  
Community Based ◽  
International Conference ◽  
The Social ◽  
The Republic ◽  
Present Text

The present text is the opening and welcome speech to the 4 international conference “Social work and the development of community services”, which was in 2001, Vilnius, November 23-24. The speaker was Vilija Blinkevčiūtė - the minister of Social security and work ministry of Lithuania Republic. The minister welcomed the participants of conference and presented the goals of the Eleventh Government of the Republic of Lithuania to develop and enhance the social assistance system.

Knowledge Flows

2011 ◽  
pp. 133-149 ◽  
Author(s):  
Peter Busch
Keyword(s):  
Knowledge Management ◽  
Tacit Knowledge ◽  
Staff Member ◽  
Work Groups ◽  
Cultural Background ◽  
Knowledge Flows ◽  
Individual Employee ◽  
The One ◽  
The Individual

Recalling from previous discussions, this book is not concerned solely with discussing knowledge management or testing for tacit knowledge. The former topic is well handled through a great deal of literature dating from the 1990s to the present day. The latter subject as we saw in the previous chapter tends to take place at the level of the individual and although a variety of techniques exist, the one by Sternberg’s group is arguably the most practical. It is the flow of (tacit) knowledge in an organisation that should also be considered for the richness it provides both at the level of the staff member and holistically at the company-wide level. As one would expect, the measurement of knowledge flows brings with it another set of complexities including but not limited to, the culture of the firm, the cultural background of the individual employee, the degree to which ICT is in place within the company, the size of work groups and the formality or structure of the groups themselves. A study of intra-organisational flows needs to understand the parameters that will have an impact on the likelihood of soft knowledge being transferred from one individual to the next.

Employee Vice: Some Competing Models A Response to Moberg

1998 ◽  
Vol 8 (1) ◽  
pp. 147-164
Author(s):  
Daryl Koehn
Keyword(s):  
Child Abuse ◽  
Albert Camus ◽  
Control Model ◽  
Self Control ◽  
Alternative Models ◽  
Current Discussion ◽  
Individual Employee ◽  
Competing Models ◽  
The Individual ◽  
Low Self Control

Abstract:Much of the current discussion of evil within business and professions locates evil within the individual employee. Dennis Moberg (1997) has argued for conceiving of employee viciousness as a lack of self-control. This paper argues, that while some evil behaviors may be well-modelled as instances of low self-control, this model does not fit much of what might qualify as evil (e.g., child-caregivers falsely accusing their fellow employees of ritual child abuse). The paper examines three alternative models of evil, two drawn from literature, one from theology, and shows why these alternative models are just as relevant for thinking about the nature and cause of evil as the low self-control model drawn from the criminology literature.How intoxicating to feel like God the Father and to hand out definitive testimonials of bad character and habits—Albert Camus

Evaluation of employment-support services for adults with autism spectrum disorder

Autism ◽  
2017 ◽  
Vol 22 (6) ◽  
pp. 693-702 ◽  
Author(s):  
David B Nicholas ◽  
Lonnie Zwaigenbaum ◽  
Jennifer Zwicker ◽  
Margaret E Clarke ◽  
Ramesh Lamsal ◽  
...  
Keyword(s):  
Autism Spectrum Disorder ◽  
Support Services ◽  
Online Survey ◽  
Autism Spectrum ◽  
Spectrum Disorder ◽  
Support Personnel ◽  
Adults With Autism ◽  
Beneficial Impact ◽  
Employment Support ◽  
Vocational Support

The employment rate among persons with autism spectrum disorder has been noted as unacceptably low. Employment-support services are increasingly linked to the potential for favorable job outcomes, yet little is known about employment-support practices and the outcome of these interventions. This mixed-methods study examined employment-support resources for persons with autism spectrum disorder. An online survey was completed by 137 senior clinicians or administrators in employment-support programs in Canada. Additionally, 122 follow-up interviews were conducted with individuals with autism spectrum disorder (n = 71) and their parents/caregivers (n = 51). Findings indicate that the quality and beneficial impact of employment-support services for adults with autism spectrum disorder may be more favorably perceived by employment-support personnel than by individuals with autism spectrum disorder and their families. Furthermore, employment-support personnel were more disparaging about autism spectrum disorder vocational support capacity within their community, compared to their own programs. Individuals with autism spectrum disorder and their families seek services that support both accessing and retaining employment. Capacity-building in employment support for youth and adults with autism spectrum disorder is recommended, based on a reported insufficiency of, and a lack of evidence guiding, existing services. Program recommendations and an emerging model for integrated vocational support in autism spectrum disorder are offered.

Creating the Conditions for Disclosure of Internal Capacity of the Individual Estate Agent Through the Development of Personnel in the Organization

2015 ◽  
Vol 4 (1) ◽  
pp. 19-26
Author(s):  
Леднева ◽  
S. Ledneva ◽  
Чумакова ◽  
S. Chumakova
Keyword(s):  
Real Estate ◽  
Real Estate Development ◽  
Individual Employee ◽  
Psychological Competence ◽  
Effective System ◽  
The Individual ◽  
A Company ◽  
Internal Capacity

The article reveals the problem of creation of a company providing services in the field of real estate development of an effective system of personnel focused on the disclosure of internal capacity of the individual employee. This concept is treated as a set of qualities that underlie their professional, social and psychological competence. The authors offer a practice-oriented model of development staff allows to update the internal capacity of the individual realtors and use it effectively in the implementation of real estate transactions.

scholarly journals Personal assistance in Sweden – Support and service for persons with certain functional impairments

2016 ◽  
Vol 23 (1-2) ◽  
pp. 18-28
Author(s):  
Kerstin Gynnerstedt ◽  
Hans Bengtsson
Keyword(s):  
Decision Process ◽  
Disability Policy ◽  
The Political ◽  
Functional Impairments ◽  
Persons With Disabilities ◽  
Personal Assistance ◽  
Functional Disabilities ◽  
The Individual ◽  
The Right ◽  
Legal Right

The political goal and the aim of Swedish disability policy today is to give persons with disabilities the same opportunities as others to participate in society and to live together with others – the principles of normalisation and integration. Two particular acts came into force on the 1st of January 1994, the Act concerning Support and Service for Persons with Certain Functional Impairments (LSS) and the Act concerning Assistance Compensation (LASS). LSS gives persons with severe functional disabilities, either physical or mental, the legal right to 10 different kinds of support and services. One of the most important elements in LSS is the right to personal assistance. The idea of personal assistance is to provide support that is tailor-made to the individual as far as possible and to optimise the person’s influence over how the support is arranged. The aim of this article is to describe and analyse the right personal assistance from an administrative perspective. The focus is on the application and decision process and the development of this support during the years. 

scholarly journals Multidisciplinary Research as a Complex System

2021 ◽  
Vol 20 ◽  
pp. 160940692110384
Author(s):  
Amaris Dalton ◽  
Karin Wolff ◽  
Bernard Bekker
Keyword(s):  
Complex System ◽  
Collaborative Research ◽  
Multidisciplinary Research ◽  
Self Organized ◽  
Research Systems ◽  
New Information ◽  
System Memory ◽  
The Individual ◽  
Constituent Elements ◽  
Multidisciplinary System

Collaborative research has become increasingly prominent since the mid-20th century. This article aspires to offer a fundamental ontology of a multidisciplinary research system. As a point of departure, we consider disciplinarity as a restricted language code as noted by Bernstein. The impetus for collaboration is found in a research problem’s transcendence of disciplinary bounds. This article makes several propositions that diverge from the consensus position regarding the formation and dynamics of a multidisciplinary system. Most notably that such a system adheres to the constituent elements of what could be regarded as a complex system, including an ensemble of elements, interactions between these elements, local disorder followed by the emergence of robust order and system memory. We propose that the internal communications and subsequent self-organization of such a system may be conceptualized as orientation signals, or ‘stigmergy’, analogous to those observed in swarms. System robustness, we argue, is a function of the individual researcher’s local autonomy and is, paradoxically, augmented by the weakness of communications across disciplinary bounds, along with the lack of central organization and the emphasis on research novelty. System memory, we argue, manifests itself in the ability of a researcher to change her/his route of inquiry, based on environmental feedback, whereby new information becomes incorporated into the adjusted research methodology. We propose that an emergent intelligence, at the level of the system, expresses itself in the unconcealment of the ‘form’ of the metaproblem. The theoretical model is empirically illustrated using, as an example, the contemporary field of renewable energy research, which is an area primed for collaborative research. It is anticipated that an improved understanding of multidisciplinary research systems provides insights into certain strengths particular to less integrated and self-organized forms of collaborative research along with a framework with which to improve the design and fostering of such systems.

Team reflexivity and employee innovative behavior: the mediating role of knowledge sharing and moderating role of leadership

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zhining Wang ◽  
Shuang Ren ◽  
Doren Chadee ◽  
Mengli Liu ◽  
Shaohan Cai
Keyword(s):  
Knowledge Sharing ◽  
Organizational Performance ◽  
Study Design ◽  
Innovative Behavior ◽  
Content Type ◽  
Multilevel Study ◽  
Individual Employee ◽  
Benevolent Leadership ◽  
The Individual

Purpose Although team reflexivity has been identified as a potent tool for improving organizational performance, how and when it influences individual employee innovative behavior remains theoretically and conceptually underspecified. Taking a knowledge management perspective, this study aims to investigate the role of team-level knowledge sharing and leadership in transforming team reflexivity into innovative behavior at the individual level. Design/methodology/approach The paper follows a multilevel study design to collect data (n = 441) from 91 teams in 48 knowledge-based organizations. The paper tests our multilevel model using multinomial logistic techniques. Findings The overall results confirm that knowledge sharing in teams mediates the influence of team reflexivity on individual employee innovative behavior, and that leadership plays an important role in moderating these influences. Specifically, authoritarian leadership is found to attenuate the team reflexivity and knowledge sharing effect, whereas benevolent leadership is found to amplify this indirect effect. Originality/value The multilevel study design that explains how team-level processes translate into innovative behavior at the individual employee level is novel. Relatedly, our use of a multilevel analytical framework is also original.

Sign in / Sign up

Export Citation Format

Share Document