...most recent changes affecting social work structure and practice have involved: * Increased bureaucracy within social work departments * An increased multidisciplinary approach * Domination of social work by performance related indicators leading to a tick box culture. * Increased use of the private sector. * Decreased contact between frontline managers and clients. * Greater focus on budget management then on clients. * Social worker /client relationship (due to increase workloads) based on control and supervision and not care. The changes that affected social work came about because of a fundamental reconstruction in its relationship to the state and to the social work client. This is because social and political attitudes toward welfare provision and the welfare client changed in the late 1970s with the coming to power of the Thatcher government. Government policy wanted to introduce a move from a Welfare State system to a system of welfare markets and non-statutory providers and also changed the role of the state from provider to regulator. These policies were also followed by “New” Labour when it came to power in the 1990's This has lead to a welfare organisation that is fragmented. The principle of “universalism” i.e.the view that all should be dealt with equally has been replaced by the policy of targetting those most in need which some argue has lead to discontinuities and inconsistencies in provision of social work support. The...
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...Q.1 How does change affect people at work? Managing Change : Change is Charming Embrace it ! A change means any process involving a difference in some feature of an organization at two points in time. Change is a fact of life for any organization. It is unavoidable that all organizations need to change their practice time to time as per requirement to remain in competitive market. In current scenario the organization who have made the changes as per current requirement are succeed in the market. Change can be either planned or emergent. In planned change there is a sequence of steps but in emergent change is not simply chaotic change. It takes place in incremental and gradual ways on an ongoing basis. Employees have a more proactive role to play in the change process. Many organizations practice a mixture of both planned and emergent change. When the people in organization realize that their current organizational culture required to transform to support the organization’s success and progress, change can happened but it is not so easy. Change can be affect the people by following ways 1. Fear of the unknown 2. Fear of failure 3. Disagreement with the need for change 4. Losing something of valu 5. Leaving a comfort zone 6. False beliefs 7. Misunderstanding and lack of trust 8. Inertia 9. Job insecurity 10. Feel job pressures 11. Loss of commitment to the organization 12. Survival problem in changed situation 13. Adjustment...
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...How does change affect people at work? What are some of the current forces for change in the workplace? What are the implications for HR managers? Introduction Organizational changes do not appear from themselves. For any process of performing something, there is a reason, and the process is the result of that reasons. Increasing globalization, rapid technological advancement, changing economic conditions and organization’s financial performance are some of the current forces that cause change in organizations. Current forces for change in the workplace 1. Globalization Globalization on one hand creates more opportunities as there are more potential customers around the world. However, it also means there will be fierce competition, as local companies have to compete with foreign companies as well. In terms of the organization’s structure and the human capitals, globalization intensified the need for more responsive and flexible organizations and employees. Globalization has also led to diversification of the labour poll. Companies can locate or relocate to where the tax laws are most advantageous and where skilled, cost-effective labor is most readily available. Workloads can be spread over several time zones to cut production costs and facilitate delivery schedules. Many organizations started to offshore or exporting jobs from developed to undeveloped countries for the reason of lowering the labor costs and exploiting new opportunities (Babcock 2004). According...
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...People might feel differently on the quote from Jackie Robinson “A life is not important except in the impact it has on other lives.” Many people might feel change is bad and that it shouldn’t happen, but truly change could be good or bad it depends on how you act during the change. In the stores they all very different from each other but they all have the same theme which is change. People respond to change in different ways change can affect a person’s reaction in a troubled situation, People can change in how their environment changes, and different people can change who you are they could. For example change can affect anybody’s action in the troubled situation. In the metamorphosis gregor was scared and nervous to get out of his bed...
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...Running head: WORK CHANGES Work Changes Many things change in the course of time. Often even though the outside world changes the workplace stays the same, becoming the last place to take the steps to become part of society. The short story “In Service” was written by Louisa May Alcott. Miss Alcott grew up in a time when poverty was very common and work was hard to find. She had a lot of jobs in her teens. Miss Alcott also was left to take care of her family. She worked as a seamstress and also was a companion a few times. Her passion was writing but not until 1855 did she have her first work published. (Alcott, 1996) In the 1800’s work was a lot different, there were still slaves and whites and colors were not used to working with each other. The story “In Service” tells about a white women who even thought she has been schooled, she is still not able to find work. She ends up going to an intelligence office and having them find her work. The intelligence office is probably like going to a temp agency of the 20th century. While Christie is working for her new mistress she runs into lots of problems she has to resolve to tasks she thinks is degrading and she also has to reassess what she really wants in the future. The job in this story is a lot like the jobs of today. So is the way she went about getting it. After reading the story a few times you start to sympathize with Christie as you follow her thru her journey. She starts out with analyzing what kind of job she...
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...Elements of Work and Change - The Family Sveinbjorg E. Olafsdottir Sociology-SSCI205 7th July, 2013 This essay will demonstrate the weakening of the modern family and how the weakening of the modern family is a cause for some of the social problems America and other western countries are facing today. What important or significant changes have been in families since 1960 and what factors are responsible for that change? Are families becoming weaker or simply different? And what can be done to straighten the modern family? Among the significant changes that have accrued in families since the 1960 are that there has been a dramatic rise in divorce rate and the ideal family structure has changed from the typical nuclear family. Families today can be combined of same sex parents, single parents, one parent and his/her partner where children have stepsiblings and children born out of wedlock. Since the 1960s women have become more financially independent and the society has become more inclusive. Women have their own career and therefore leave the home for work while in the 1960s women mostly stayed at home to take care of the children and the home. This change has caused more tension with in marriages and children get less time with a parent. (Editorial Board, 2012) Another factor for the change in families since the 1960 can be all the new technology, which brings more expenses for the families, and therefore to be able to afford everything that the modern family needs...
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...HR 0277 Change, Work and Diversity Part 1 Jasmine Koh W11039857 Word Count: 1893 Contents |Description |Page | |Executive Summary |3 | |Introduction |3 | |Change Management in British Airways | | |Organisational Context (British Airways: 2009 – 2011) |4 | |The Strategic Change itself as outlined by its management |4 | |The nature and extent of the strategic changes |5 | |The change management strategy |6 | |The challenges and management difficulties in implementing such change strategy |6 – 7 | |Conclusion ...
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...Change Work and Diversity (British Airways) HR 0277 Change, Work and Diversity Part 1 Jasmine Koh W11039857 Word Count: 1893 Contents |Description |Page | |Executive Summary |3 | |Introduction |3 | |Change Management in British Airways | | |Organisational Context (British Airways: 2009 – 2011) |4 | |The Strategic Change itself as outlined by its management |4 | |The nature and extent of the strategic changes |5 | |The change management strategy |6 | |The challenges and management difficulties in implementing such change strategy |6 – 7 | |Conclusion |7 | |References |8 | |Appendices | | Executive Summary This report is a research on British Airway’s (BA) change program that resulted in long-running industrial disputes between its management and crew members in 2009 – 2011. It outlines the contextual information about BA, its strategic change as outlined by its management, the identification and evaluation on the nature and extent of such strategic changes, the change management strategy adopted and implemented and the challenges and management difficulties faced. The report also provides an insight on an understanding of change of management practice from standpoint through the change kaleidoscope; contexture features. Introduction British Airways, UK’s largest international scheduled airline which operates one of the most extensive international scheduled airline route networks, across 300 destinations worldwide, is a leading and established...
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...Due to the ever evolving changes in society healthcare manager face new challenges developing methods to manage healthcare organizations. The postmodern complex adaptive system was developed as a result of these changes. Prior to developing the postmodern complex adaptive system healthcare manager were unable to be productive and manage in a proficient manner. Due to unproductive management healthcare managers faced new task leading to poor organizational choices. In the subsequent subsection’s ten developments are addressed identifying poor management choices and error, and then apply postmodern complex adaptive system theory illustrating healthier solutions. In chapter five, Johnson (2009) identify the initial managerial error of “failing to account for employees’ ability to learn safe machine operation methods by experimenting on their own with ways to speed up production and thereby reduce the effect they are required to use” (page 80). Issues in this illustration indicates limitations placed on the employee performing his or her occupation specifying the perspective of management discerns the best resourceful method of the employee performing the job. An effective resolution for the manager is to allow the employee freedom to make additional and novel proficient methods to accomplish his or her occupation. “CAS theory teaches us that order in a system may well be a result of the properties of the system itself, rather than some intentionality on the part of some...
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... |Candidate number | | | | | | | | | To be completed by the candidate 1. Have you received any help or information from anyone other than your subject teacher(s) in the production of this work? Yes No 2. If you have answered yes, give details below and on a separate sheet if necessary. | | 3. Any books, leaflets or other materials (eg DVDs, software packages, Internet information) used to help you complete this work and not clearly acknowledged in the work itself must be listed below. Presenting materials copied from books or other sources without acknowledgement will be regarded as deliberate deception. |...
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...REPORT WORK RELATED STRESS BY JULIE SMITH 2ND SEPTEMBER 2010 Terms of Reference/ 100 Introduction/100 Methodology/300 I created a survey based upon a questionnaire produced by HSE(DATE AND WEB). It was based around the 6 management standards HSE (date and web) of role, demand, change, support, control and relationships. Initially I intended to have equal questions per each section, however, this made the survey to long and the questions that I removed were not evenly based. The survey was made up with; * Role = 2 questions * Demand = 3 questions * Control = 4 questions * Support = 4 questions * Relationships = 2 questions * Change = 3 questions. Candidates were given the choice of 5 options for scoring from; never, seldom, sometimes, often and always. Added to these were 3 further questions on organisational procedures, employee rights and had they suffered work related stress to which they could answer yes or no. I produced 20 surveys which were distributed to members of staff employed by UCS by my tutor on my behalf; hence total anonymity has been sustained as I have no idea who they were given to. The staffing positions ranged from lecturers to academic support staff of which a total of 18 completed surveys were returned to the student academic services for my collection again retaining anonymity. My initial study revealed that the surveys had been completed by 14 females and 4 males, of which 10 were teaching staff and the remaining...
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...numerous tools designed to help one comprehend the work that employees perform. One tool is a needs assessment, this needs assessment will help determine the compensation, training, job performance, and financial decisions within the company. A needs assessment consist of an individual, job, and organizational analysis that will help management change policies, manage performance, classify jobs or develop effective training. This paper presents a short version of my very own individual, job, and organizational analysis performed utilizing an Accountant position (AIU Online, 2013; Noe, 2010). Needs Analysis Survey: Accountants Needs analysis surveys are the most important step for designing training classes; this assessment helps distinguish the knowledge of employees and the content to learn. It also serves as the foundation for content selection, trainers, the materials, techniques and the resources that it would take to proceed. Therefore, utilizing the information from the U.S. Department of Labor’s Occupational Outlook Handbook I will prepare an organizational, individual, and job analysis along with questions to ask an Accountant. Based on the information from the Occupational Outlook Handbook, an Accountant examines and prepares financial documents to guarantee accuracy and on-time payments of taxes. They also ensure that business finances are accurate enough to run efficient and effectively; these individual’s work a full-time, 40-hour shift depending on the time...
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...recognized as one of the most widely used and thoroughly researched organizational surveys in the world. The OCI provides a picture of an organization’s operating culture in terms of the behaviors that members believe are expected or implicitly required. By guiding the way in which members approach their work and interact with one another, these “behavioral norms” determine the organization’s capacity to solve problems, adapt to change, and perform effectively (Lafferty & Cooke, 2007). The OCI has been designed to help understand the organization that you work with and the internal culture. It gives you a perspective on the environment that you work in and how you fit with the culture. Introduction Nursefinders Staffing mission is to provide quality, comprehensive personnel management solutions, rewarding career opportunities, and superior health care services to our clients in a respectful and efficient manner. The entire Nursefinders Staffing team works hard to complete our mission. Nursefinders Staffing places the highest value on our employees and their contributions to help achieve Nursefinders Staffing’s overall mission. Nursefinders Staffing offers you a work atmosphere conducive to helping you exert your best in your job. At the same time Nursefinders Staffing expects you to perform your job responsibly, effectively, efficiently and competently. All Nursefinders Staffing staff, managers and employees must be committed to meeting or exceeding Nursefinders Staffing...
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... * Be structured Using a structured and logical procedure to express your views. * Remember that there are diminishing marginal returns to effort Weighting carefully the pros and cons of change and Learning to recognize the critical point and draw the line on changes well in advance of the meeting. * PREWIRE EVERYTHING To ensure no dispute during the meeting, consultants should let all the relevant players in the client organization know what they found in private before they hold a presentation or progress review. 2. DISPLAYING DATA WITH CHARTS * Keep it simple — one message per chart Following principle of simplicity, the more complex chart is less effective. Chart is used to convey the primary information. A chart should include a good lead which can express the key point of the chart in one simple sentence and a source attribution which would help people review the data at future time. * Use a waterfall chart to show the flow The waterfall chart is an outstanding way to illustrate quantitative flows. Through mixing the negative and positive item, it can depict vividly subtotal of cash flow and net income. 3. MANAGING INTERNAL COMMUNICATIONS * Keep the information flowing Information flowing can help your teammates understand how their work is contributing to the final goal, how their efforts are worthwhile. In addition, good information flow can help you spot emerging problems (or opportunities) faster because people in different areas...
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...the differences between groups and teams and how they are applied to my workplace. Teams can be a group of individuals that are put together randomly or on purpose to work together to accomplish an assigned task they are given. They are working together for a common purpose. The set goals and have a common approach on how they will accomplish their goals. “Teams bring together complementary skills and experience that exceed those of any individual on the team. The different perspectives, knowledge, skills and strengths of each member are identified and used, by comparison most groups are extremely rigid, and members usually have assigned roles and tasks that don’t change. Teams however are flexible performing different task and maintenance functions as required. Roles and tasks may change depending upon the expertise and experience most pertinent to the work being performed” (www.excellerate.co.nz) Within my organization every year teams are put together to work on issues that come up from our employee survey that is taken yearly. Once employees take a survey all the information is gathered and the top issues that come up cause for concern. These issues can be a positive or a negative meaning the employees would like to see something added to the workplace or something that is a current process change. Human Capital (also known as HR) puts together teams that include HR and an employee from each Centers of Expertise groups, for example someone from Compensation, Internal...
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