INTERNATIONAL PERSPECTIVES OF THE WORKFORCE Commitment, Satisfaction, Stress and Control Among Social Services Managers and Social Workers in the UK

2013 ◽  
pp. 101-126
Author(s):  
Gemma Carey ◽  
Brad Crammond ◽  
Eleanor Malbon

Abstract Background Personalisation is a growing international policy paradigm that aims to create both improved outcomes for individuals, and reduce fiscal pressures on government, by giving greater choice and control to citizens accessing social services. In personalisation schemes, individuals purchase services from a ‘service market’ using individual budgets or vouchers given to them by governments. Personalisation schemes have grown in areas such as disability and aged care across Europe, the UK and Australia. There is a wealth of evidence in public health and health care that demonstrates that practically all forms of social services, programs and interventions produce unequal benefit depending on socio-economic position. Research has found that skills required to successfully negotiate service systems leads to disproportionate benefit to the ‘middle class. With an unprecedented emphasis on individual skills, personalisation has even greater potential to widen and entrench social inequalities. Despite the increase in numbers of people now accessing services through such schemes, there has been no examination of how different social groups benefit from these schemes, how this widens and entrenches social inequities, and – in turn – what can be done to mitigate this. Methods This article presents a meta-review of the evidence on personalisation and inequality. A qualitative meta-analysis was undertaking of existing research into personalisation schemes in social services to identify whether and how such schemes are impacting different socio-economic groups. Results No research was identified which seeks to understand the impact of personalisation schemes on inequality. However, a number of ‘proxies’ for social class were identified, such as education, income, and employment, which had a bearing on outcome. We provide a theoretical framework for understanding why this is occurring, using concepts drawn from Bourdieu. Conclusion Personalisation schemes are likely to be entrenching, and potentially expanding, social inequalities. More attention needs to be given to this aspect of personal budgets by policymakers and researchers.


Author(s):  
John Moriarty ◽  
Patricia Gillen ◽  
John Mallett ◽  
Jill Manthorpe ◽  
Heike Schröder ◽  
...  

Planning for future health and social services (HSS) workforces must be informed by an understanding of how workers view their work within the context of their life and the challenges they will face across the course of life. There is a range of policies and provisions that states and organisations can adopt to create sustainable careers, support wellbeing at work, and extend working lives where appropriate, but the potential impact of these policies on the make-up of the workforce remains under investigation. This paper makes the case that service planners need to appreciate complex interplay between wellbeing and career decisions when planning the future workforce. It makes use of a recent survey of United Kingdom (UK) social workers (n = 1434) to illustrate this interplay in two ways. First, we present the analysis of how social workers’ perception of retirement and extended working lives are associated with dimensions of Work-Related Quality of Life (WRQL). We find that social workers who agreed that a flexible working policy would encourage them to delay their retirement scored lower on the Home-Work Interface and Control at Work dimensions of WRQL, while social workers who indicated a perception that their employer would not wish them to work beyond a certain age had lower Job and Career Satisfaction scores. Second, we propose a new typology of retirement outlooks using latent class analysis of these attitudinal measures. An 8-class solution is proposed, and we demonstrate the predictive utility of this scheme. Results are discussed in terms of the challenges for ageing Western populations and the usefulness of analysis such as this in estimating the potential uptake and impact of age-friendly policies and provisions.


2020 is the 50th anniversary of a turning point in the development of social work in the UK. It is half a century since the creation of a unified association of social workers, the development of a unified training for social workers regardless of the setting in which they worked and the passage of the Local Authority Social Services Act.


2011 ◽  
Vol 54 (3) ◽  
pp. 344-360 ◽  
Author(s):  
Liam Foster

Poverty is encountered by the majority of users of social services but is often overlooked in social work practice. This article explores the relationship between poverty in older age, pension receipt and the role of social policy formulation in the UK with particular reference to New Labour governance. It also briefly explores the EU context before considering the implications for social work.


2006 ◽  
Vol 40 (01n02) ◽  
pp. 93-110 ◽  
Author(s):  
SHERRILL EVANS ◽  
PETER HUXLEY ◽  
MARIA MUNROE

This paper presents the results of a survey of international recruitment of social workers and social care workers into the United Kingdom. The literature on international recruitment, especially in relation to social care workers, is extremely sparse. Reviews conducted by the authors for the UK Department of Health did not find any definitive answer to the question of the numbers at present in the UK workforce, their movement between jobs, and their length of stay in the UK. The present study is based on qualitative interviews with three senior managers, four human resources managers, one employment agency manager, one senior social services inspector and three inspectors and three staff from the voluntary and private sectors. The interviews confirmed some of the major benefits associated with international recruitment: a reduction in vacancy rates; filling gaps in key shortage areas; improved sickness records; and once training has been provided the standards of care have improved. In addition, recruitment from overseas has the effect of creating a more diverse staff mix through the appointment of people with more varied experience and experiences. There may also be cost benefits associated with the reduction in costs of employing agency staff. The challenges involved are: having an ethical recruitment policy; the transferability of qualifications and skill sets, and cultural expectations and differences. Employers need to recognize that higher levels of induction are needed in order to meet the unique local knowledge requirements of an overseas candidate. Generally however, there are very few problems, and employers recruiting from overseas find that any problems that exist diminish with each round of recruitment, that is, as employers learn from their previous mistakes. Nevertheless, international recruitment is only a short term strategy, and, alone, does not solve the fundamental domestic problems that lead to the shortages in the first place.


2015 ◽  
Vol 17 (3) ◽  
pp. 78-93 ◽  
Author(s):  
Stephen J Macdonald ◽  
Lesley Deacon

This paper examines the relationship between dyslexia, homelessness and access to health and social services. This is a quantitative study analysing data from the Multiple Exclusion Homelessness across the United Kingdom Survey. Data was collected from 443 participants who had experienced some form of homelessness in the UK. A comparison was made between people with dyslexia and those homeless people without this condition. The data findings in this paper appear to reveal that people with dyslexia are overrepresented within the survey’s homeless population. It may be expected that people with dyslexia might not come in contact with health professionals and social workers as support for this condition generally takes place within an educational environment. Yet this study seems to indicate that homeless people with dyslexia have greater contact with health professionals and social workers compared with non-dyslexic homeless people. This paper suggests that health and social services need to consider conditions like dyslexia in order to develop support for this particular group of people that have experienced homelessness.


2020 ◽  
pp. 73-88
Author(s):  
John Gal ◽  
Yehudit Avnir

The two settlement houses established in Mandatory Palestine were part of efforts by Jewish social workers to both address poverty among immigrant populations and to strengthen their integration into the Zionist project, which sought to establish a Jewish state in that country. The first settlement house was established in Jerusalem by a Zionist women’s organization in 1925. Drawing upon settlement house models in the UK and those developed in Jewish communities in Eastern Europe, the settlement house sought to combine community level and casework interventions, led by a social worker, in working with poor immigrant Jewish families primarily from Yemen. A decade later a second settlement house was established by social workers employed by Jewish social services. Here again a range of community and family-focused interventions were combined with efforts to integrate poor immigrant Jewish families into the wider Jewish community and to strengthen their affiliation with the Zionist values that dominated this community.


2010 ◽  
Vol 5 (1) ◽  
pp. 21-38 ◽  
Author(s):  
Jorunn Theresia Jessen

This article investigates the sources of job satisfaction among practitioners and managers employed in the Norwegian public social services and the professionals´ perception of social rewards in particular. Being valued, receiving praise and positive feedback are considered to be important aspects of job satisfaction. Nevertheless the expertise and competence of social workers is not always acknowledged. A central question raised is whether the workers´ job satisfaction is influenced by their opportunities for support and recognition, compared to other (intrinsic and organisational) rewarding aspects available to social service workers. The empirical data come from a 2004 quantitative survey among social workers in local welfare agencies. Despite conflicting demands and lack of resources in the front line services, findings indicate that managers and practitioners perceive their work as overall equally satisfying. Still, the managers find their job more interesting and challenging due to their position, reporting higher feelings of accomplishment and control over work. Receiving public approval and co-worker support are positively associated with job satisfaction within both work positions, while superior support and client recognition were found to be significantly rewarding aspects to the practitioners only. The final discussion addresses the challenges for an organizational climate that sustain the worth and contribution of social professionals


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