Social Work Commons^™

Resosialisasi Remaja Putus Sekolah Di Panti Sosial Bina Remaja Bambu Apus Jakarta, Hasrifah Musa, Arif Wibowo

Jurnal Pembangunan Manusia

This paper discusses the implementation of the resocialization of school dropouts, the role of social workers, and obstacles arising in the PSBR Bambu Apus Jakarta. The study used a qualitative approach with descriptive research methods. The results of the study describe: (1) the implementation of the school's resocialization of dropouts in the PSBR Bambu Apus Jakarta includes internship supplies, the implementation of resocialization, and monitoring internships; (2) the role of social workers as a brokers, educators, mediators, enablers, group facilitator, analyst/evaluator; and (3) barriers arising include less optimal role assistance by social workers in the internship site, the time of …

Kondisi Ekonomi Petani Dalam Konflik Agraria(Studi Pada Anggota Serikat Petani Indonesia), Randa Putra Kasea Sinaga, Isbandi Rukminto Adi

Jurnal Pembangunan Manusia

Various problems faced by peasants have caused the decreasing of peasants population in Indonesia. One of those problems is agrarian conflict. For instance, agrarian conflicts which are being faced by SPI (Indonesian Peasant Union) Villages Mekar Jaya and Simpang Sei Kopas bases peasant members, which are object of this research. The objective of this research are to elaborate and analyze the economic condition of peasants in agrarian conflicts situation both before and after organizing social action. Based on observation and in-depth interview with informants, it has been known that economic condition of peasant will be better when peasants control the …

Want To Improve Organizational Outcomes? Consider People Analytics, Quality Improvement Center For Workforce Development (Qic-Wd)

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People analytics has been around for more than 20 years. However, it continues to be viewed as an emerging area of study. People analytics shows the contribution that the workforce makes to organizational success and provides insight to maximize that contribution. It is an evidence-based practice that allows human resources (HR) staff to evaluate practice for the purpose of improving outcomes for employees, and to communicate with the workforce the effectiveness of personnel management and HR practice. People data, when used appropriately, may improve trust and transparency within organizations.

There is evidence that organizations are not using the people and …

Want To Improve Organizational Outcomes? Consider People Analytics, Quality Improvement Center For Workforce Development

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People analytics has been around for more than 20 years. However, it continues to be viewed as an emerging area of study. People analytics shows the contribution that the workforce makes to organizational success and provides insight to maximize that contribution. It is an evidence-based practice that allows human resources (HR) staff to evaluate practice for the purpose of improving outcomes for employees, and to communicate with the workforce the effectiveness of personnel management and HR practice. People data, when used appropriately, may improve trust and transparency within organizations. There is evidence that organizations are not using the people and …

Sneak Peek- Eastern Band Of Cherokee Indians' (Ebci) Onboarding Manuals For Employees And Supervisors, Quality Improvement Center For Workforce Development

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The Eastern Band of Cherokee Indians (EBCI) Family Safety Program (FSP) developed a new 5-week onboarding process for new social workers. Drawing upon available research and best practice, the QIC-WD worked with FSP to create the multipronged onboarding program that includes written materials, videos, supervisor supports, tours, and shadowing. Weeks 1 and 2 orient new workers to the organizational structure, mission, purpose, philosophy, and practice of FSP and provide an introduction to Cherokee culture through various activities. Weeks 3 through 5 involve learning about each of the team units within FSP by reading and answering questions about relevant sections of …

Introduction To Workforce Analytics, Quality Improvement Center For Workforce Development

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The Quality Improvement Center for Workforce Development created the Child Welfare Workforce Analytics Institute (the Institute). The goals of the Institute are to: 1. inspire and motivate child welfare leaders and human resources (HR) staff to work together to use data analytics to address child welfare workforce challenges, 2. provide opportunities for initiating and strengthening connections between child welfare and HR leaders, 3. build awareness, knowledge, and/or understanding around data analytics, and 4. support agencies to initiate plans to use HR data to address child welfare workforce challenges. This blog post provides an overview of workforce analytics as presented to …

Learning From Workforce Studies That Cut Across Social Services, Quality Improvement Center For Workforce Development

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Sometimes researchers, administrators and practitioners miss studies that cut across social service fields but that include child welfare workers in their samples. For example, a Canadian study by Graham, Shier, & Nicholas (2016), Workplace Congruence and Occupational Outcomes Among Social Services Workers, has relevant implications for the child welfare field. This study found that when a job setting matches an employee’s expectations regarding workload, autonomy, the working environment, and the values of the organization, there is likely to be a lower intention to leave the job and greater life satisfaction. This finding implies it is important to help new child …

Accountability In A Virtual Work Environment, Quality Improvement Center For Workforce Development

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With the advent of the COVID-19 pandemic, many child welfare supervisors suddenly were managing a virtual team with little or no preparation. Maintaining accountability when staff telework (i.e., work from home) poses challenges in defining and measuring productivity. These challenges can feel different from managing performance in an office environment. Supervisors needed to navigate between emphasizing process (how the work is done) and the achievement of specific outcomes (what gets done). Some agencies may require daily activity logs to help supervisors manage their team, which emphasizes process. An over emphasis on process can lead to workers feeling micro-managed. Keeping track …

What Are Best Practices For Conducting Hiring Interviews?, Quality Improvement Center For Workforce Development

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When it comes to conducting hiring interviews, many managers rely more on their gut instincts regarding what questions to ask and how to evaluate candidates’ responses in order to decide who to hire. Given the importance of hiring for achieving agency outcomes, it makes sense to invest time and attention into planning how to conduct your interviews. The QIC-WD reviewed the research on hiring interviews and found evidence of a number of factors that can improve the effectiveness of your interview practice. • Plan ahead. As with many things in life, advance preparation will yield the best results when you …

Does Your Agency Embrace Evidence -Based Management Practices?, Quality Improvement Center For Workforce Development

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Child welfare agencies are encouraged to use evidencebased practices in all aspects of their work to try to improve outcomes for children and families. The child welfare field has made improvements in using data, research, and evaluation to inform practice and decision-making, but still has a ways to go. The primary goal of the Quality Improvement Center for Workforce Development (QIC-WD) is to build the evidence base regarding strategies to strengthen the child welfare workforce. One means of practicing evidence-based management for improving workforce outcomes is using workforce analytics. As part of the Child Welfare Workforce Analytics Institute, the QIC-WD …

Louisiana Progress Update- Redesigning The Child Welfare Worker Position, Quality Improvement Center For Workforce Development

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When there is a high workload, there is often a lot of turnover and when there is a lot of turnover the remaining workforce has an even greater workload. The Louisiana Department of Children and Family Services (DCFS) was all too familiar with this negative cycle and the impact it was having on its child welfare workforce. When DCFS became a Quality Improvement Center for Workforce Development (QIC-WD) site, they were ready to make a significant change to their workforce operations. After a thorough needs assessment, DCFS decided to work with the QIC-WD on a job redesign project to strengthen …

Informal Learning Behaviors, Megan Paul, Robert Blagg

Umbrella Summaries

What are informal learning behaviors?

Informal learning behaviors (ILBs) are self-directed, intentional activities to acquire knowledge and skill outside of formal learning environments (Cerasoli, Alliger, Donsbach, Mathieu, Tannenbaum, & Orvis, 2017). Informal learning is distinct from learning that is externally imposed or required, involves structured content or processes, or occurs accidentally (Cerasoli et al., 2017). It is the day-to-day, on-the-job learning that occurs in the workplace. ILBs include things like observing, asking questions, seeking information, and practicing (Cerasoli et al., 2017). A highly related behavior is seeking feedback, which is sometimes described as a form of informal learning but has …

Virginia Progress Update - The Timely Implementation Of A Technology Solution, Quality Improvement Center For Workforce Development

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The pandemic is pushing the U.S. workforce to adapt and seek mobile solutions to carry out key tasks. Virginia’s child welfare workforce strengthening effort, supported by the Quality Improvement Center for Workforce Development (QIC-WD), includes a transcription service and a mobile solution (an application or app) on iPads to help the workforce manage their administrative and family engagement tasks out of the office. The effort began in 2017 but demand has been heightened by the pandemic. This post summarizes what the Virginia Department of Social Services (VDSS) has accomplished and learned as they roll out new technology to thousands of …

Workplace Supports For Lgbt Employees, Toby Burnham, Megan Paul

Umbrella Summaries

What are workplace supports for LGBT employees?

Workplace supports for LGBT employees are organizational policies and practices that are thought to improve the work experiences of LGBT employees and foster diversity within an organization. Although there isn’t one set of specific workplace supports for LGBT employees, one way of summarizing the contextual supports in the workplace is to categorize them as (a) formal LGBT-supportive policies and practices, (b) LGBT-supportive climates, and (c) supportive workplace relationships (Webster, Adams, Maranto, Sawyer, & Thoroughgood, 2017). Formal policies and practices that are supportive of LGBT employees include things like same-sex benefits coverage, LGBT resource …

Perspectives From A Prevention Team, Jaqueta Taylor, Rynika Polk, Jackie Gooch

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Louisiana’s redesign includes the creation of prevention teams. The prevention teams include one supervisor, three child protective services (CPS) workers, two family services (FS) workers, and one child welfare team specialist. Over the course of the past year each team was established, trained, and worked together to build a cohesive unit. Team members expressed a mix of excitement and concern about their new roles. The redesign meant the supervisor was managing new team members, workers were delegating tasks they were previously responsible for, and team specialists were new to the team and had to establish trust with their coworkers. The …

My Experience With Cfs Strong, Lana Sayre

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I am a child and family services specialist supervisor with the Nebraska Department of Health and Human Services. A few years ago, I volunteered to take over for another member of the workforce retention team that was working with the QIC-WD to develop/select an intervention that Nebraska could implement to reduce employee turnover among child and family services specialists (CFSS), our frontline worker position. Employee retention is a constant, ongoing challenge. Our work is challenging and very stressful. You have to be an expert in child safety and have a broad understanding of all of the issues which affect the …

Presenteeism, Megan Paul

Umbrella Summaries

What is presenteeism?

Presenteeism is not simply a matter of attending, or being physically present, at work. Rather, it refers to going to work while ill and, in some cases, also includes the concept of lost productivity as a result (Johns, 2010; McGregor, Sharma, Magee, Caputi, & Iverson, 2017). Unlike absenteeism, which can be measured through personnel records, presenteeism is measured by employee self-report via surveys or interviews. For the more limited definition (going to work ill), employees are asked whether or how often in the past they showed up to work when they were sick and should have taken …

Grit, Maggie Thompson, Megan Paul

Umbrella Summaries

What is grit?

Grit is a personality trait that is defined as “perseverance and passion for long-term goals” (Duckworth, Peterson, Matthews, & Kelly, 2007, p. 1087) and as “… not just resilience in the face of failure, but also having deep commitments that you remain loyal to over many years” (Perkins-Gough, 2013, p. 14). It has been conceptualized as a higher-order trait comprised of two lower order facets: perseverance of effort (the tendency to work hard even in the face of setbacks) and consistency of interest (the tendency to not frequently change goals and interests). The two primary self-report measures …

Diversity Training, Megan Paul

Umbrella Summaries

What is diversity training?

Diversity training refers to a “distinct set of instructional programs aimed at facilitating positive intergroup interactions, reducing prejudice and discrimination, and enhancing the skills, knowledge, and motivation of participants to interact with diverse others” (Bezrukova, Spell, Perry, & Jehn, 2016, p. 1,228). In the absence of a standard approach, there has been significant variation in the design and context of diversity training.

The following characteristics have been identified as differing across trainings reported in the research literature (Bezrukova et al., 2016):

► Content Focus: Group-specific training focuses on learning about one or more specific groups (e.g., …

What We Know About Pandemics And The Stress They Cause, Anita Barbee

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Pandemics are not new, but they significantly impact how we work, socialize, and manage our health. This can be especially difficult for those in the helping professions for whom face-to-face contact and travel are part of their daily routine. This blog post explains what a pandemic is and the stress that it causes. What is a Pandemic? When the spread of a disease escalates, it can become a pandemic, affecting a wide geographical area and a significant portion of the population. Pandemics are marked by uncertainty, confusion, and a sense of urgency which may be exacerbated by the inundation of …

Managing Stress While Working From Home During The Pandemic: Strategies For Self-Care, Andrew Winters

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Stress is often driven by feeling a lack of control over things you once had control over. This lack of control can create feelings of anxiety, depression, and even anger. This blog post highlights some elements of self-care that can help you stay present and regain a sense of control where you can. Manage your newsfeed How much information are you consuming about the pandemic? Too much news can add to your stress. Try to minimize your consumption of news about the outbreak to once a day, preferably in print format (e.g. magazines, newspapers) and limit your exposure to media …

Mindfulness, Megan Paul

Umbrella Summaries

What is mindfulness?

Mindfulness is described as “paying attention in a particular way: on purpose, in the present moment, and nonjudgmentally” (Kabat-Zinn, 1994, p. 22). Instead of being on autopilot and reacting in reflexive and mindless ways, perhaps with a focus on the past or the future, it is about being fully aware of and present in the moments of our lives. The nonjudgmental aspect is about not leaping to “likes and dislikes, opinions and prejudices, projections and expectations” (Kabat-Zinn, 1994, p. 23) and instead observing without evaluating. Mindfulness is considered both a trait and a state. Trait mindfulness refers …

Employment Interviews, Megan Paul

Umbrella Summaries

What are employment interviews?

Employment interviews are defined as “a personally interactive process of one or more people asking questions orally to another person and evaluating the answers for the purpose of determining the qualifications of that person in order to make employment decisions” (Levashina, Hartwell, Morgeson, & Campion, 2014, p. 243). Interviews are often loosely described as being either structured or unstructured, varying in the extent to which interviewers have freedom and flexibility in carrying out the interview (Huffcutt & Arthur, 1994). Within this broad dichotomy, there are many structural aspects on which interviews can differ (Campion, Palmer, & …

My Experience With Resilience Alliance In Ohio, Heather Murphy

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I am a caseworker at Summit County Children Services. I have been doing this work for 12 years and am currently part of the Family Preservation Unit. Our intent is to work with families on a voluntary, short-term, intensive basis. Our main goal is to ensure child safety while providing the family with services that can improve stability and enhance their overall functioning. My unit was developed in May 2018 to work with families on a voluntarily basis. Family Preservation consists of seven direct staff workers and one supervisor. Our unit is very supportive of one another and relies on …

Critically And Creatively Engaging With Trauma-Informed Mental Health Research And Treatment Of Lgbtqia+ Communities As Expressive Arts Therapists: A Literature Review, Kelli Lavallee

Expressive Therapies Capstone Theses

Expressive Arts Therapists are uniquely situated as both artists and mental health counselors working in psychological pedagogy rooted in systems of oppression. Given the arts-based approaches to the therapeutic relationship, it can be unethical to offer these approaches without acknowledgement of the ways in which the arts intersect with social justice, and justice is only viable if practitioners critically review the clinical mental health education they are consuming from the institutions they learn in, specifically trauma-informed mental health research assimilation and treatment approaches for Expressive Arts Therapists in training, practice, and education. A review of the literature in this paper …

Job Involvement, Megan Paul

Umbrella Summaries

What is job involvement?

Job involvement refers to an individual’s psychological identification with their job (Kanungo, 1982). The preferred measure is the 10-item Job Involvement Questionnaire, which includes questions such as, “Most of my interests are centered around my job,” “I consider my job to be very central to my existence,” and “Most of my personal life goals are job oriented” (Kanungo, 1982).

Why is job involvement important?

Job involvement is important because it is associated with several important work outcomes. Specifically, it is strongly related to job satisfaction (Brown, 1996), organizational commitment, and career commitment (Cooper-Hakim & Viswesvaran, 2005). …

Impacting The Community Through Knitting, Ashley Guenther

Honors Projects

The purpose of this project is to address the needs of my community. Specifically, it addresses the need that homeless people in Toledo have for winter apparel. I decided to fill this need through hand knitted items; this paper details the organization of the collection and distribution process of said items. It also describes the various problems I encountered when completing my project, most notably the disinterest of those I reached out to, and my attempts to overcome these issues. Although part of these attempts include more than one restructuring of my project, I am still able to fulfill my …

Homelessness In The Mountain West, Yanneli Llamas, Caitlin J. Saladino, William E. Brown Jr.

Demography

This Fact Sheet provides data on homelessness in the five Mountain West states: Arizona, Colorado, Nevada, New Mexico, and Utah. This information is adapted from the original U.S. Interagency Council on Homelessness data, as reported in the Psy.D. Programs’ article, “The Places with the Most (and Least) Homelessness in America."

Psychological Capital, Megan Paul

Umbrella Summaries

What is psychological capital?

Psychological capital (PsyCap) is a composite of four positive psychological resources—efficacy, optimism, hope, and resilience. More specifically, PsyCap is an individual’s positive psychological state of development characterized by: (1) having confidence (efficacy) to take on and put in the necessary effort to succeed at challenging tasks; (2) making a positive attribution (optimism) about succeeding now and in the future; (3) persevering toward goals and, when necessary, redirecting paths to goals (hope) in order to succeed; and (4) when beset by problems and adversity, sustaining and bouncing back and even beyond (resilience) to attain success (Luthans, Youssef, …

Nebraska Progress Update– Addressing Secondary Traumatic Stress, Quality Improvement Center For Workforce Development

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In December 2017, 53% of Nebraska child welfare workforce respondents had recently experienced elevated levels of secondary traumatic stress (STS) symptoms, according to a survey of 40% of the workforce conducted by the QIC-WD. STS can mimic the symptoms of Post-Traumatic Stress Disorder (PTSD) (Bride, 2007) such as nightmares, avoidance, sleep disruption, and irritability. A recent study, conducted in another jurisdiction, found that 37% of CPS workers reported at least moderate symptoms of STS (Baugerud, Vangbaek and Melinder, 2018), indicating Nebraska’s rate of STS was high relative to other child welfare workers. Since STS has been linked to low rates …