...the social worker? I interview Carla is a social worker for a Carillon children Care Management Department. Carla sees patients and makes appropriate referrals. Her department deals with Adoptions, Substance abuse, teen pregnancy, domestic abuse, homeless, no transportation, and clients who do not have the appropriate baby supplies. Carla makes referrals for SSI low birth weight program, CHIP, Child Protective Service, Substance Abuse Treatment. 2. Describe the agency or organization with whom he/she works and the types of services provided? Carla works at Carilion Hospital serving pregnant women and children. She also works min born Nursery, Neonatal Intensive Care Unit and Pediatric Intensive Care and Peds....
Words: 638 - Pages: 3
...A. This week for the reporting period, I had the opportunity to go out on a few investigations this week with a social worker. I visited elementary, middle, and high schools this week. Most of the kids that we visited with were cases with were following up with the kids remembered me from the recent visit. I observed as they spoke with the social worker and I. Most of the kids seemed to be doing a lot better with their academics and their behavior in their homes had progressed. I also attended a forensic interview this week. I had the opportunity to help file for workers as well. I learned how to put in a narrative for a case for the first time. I also had the opportunity to “role play” with a few of the workers in the office. I was the social...
Words: 395 - Pages: 2
...management practice. Design: Semistructured interviews were conducted utilizing the Bolman—Deal Organizational Model. This model identifies four frames of an organization: symbolic, human resources, political, and structural. Sample: A purposive sample of nine nurses and one social worker was selected to participate in comprehensive interviews. Results: Data analysis identified two main themes. The first theme was the presence of organizational structural barriers to providing case management. The second theme was the lack of political influence by the nurses to change the structure of the organization; hence, their skills could be more completely utilized. Conclusions: Public health nurses who work in child welfare will need to systematically analyze their role within the organization and understand how to work in Òhost settings.Ó Nursing educators need to prepare public health nurses to work in non-health care settings by teaching organizational analysis. Key words: child protective services, organization, public health nursing. The purpose of this exploratory qualitative descriptive study was to investigate how public health nurses working in the child welfare system in a large metropolitan county in California view the organization. The study utilized the Bolman—Deal Organizational ModelÕs (1997) four frames for organizational analysis: symbolic, political, human resource, and structural. Public health nurses have joined social workers in providing care...
Words: 3721 - Pages: 15
...Electric company’s Hawthorne works, As Jiao(2009) said “with the attempt to find the factors affecting workers’ productivity, the studies included a series of behavior experiments” which was then called as “Hawthorne Experiments”. Regardless of some controversies, conclusions from the studies not only help Mayo extended his own theory in management, but also give loads of enlightenment to other fields (such as educations、sociology 、organizational behavior, etc.) This essay will show the key findings of Hawthorne studies as well as its repercussions in many fields. In the first section, operations and conclusions of each experiment will be simply introduced. Secondly, a series of new ideas originated from these findings by Mayo will be elaborated and also its applications in practice. The final part is to show some criticism on both Mayo’s research method and his theory. 2.1 Experiment One ---------Illumination studies During 1924 to 1927, Mayo’s group tested a department’s productivity under all levels of illumination in order to discover the effects of light on efficiency. However, they ended in failure for there were almost always increasing output during the process. (But, latter it was considered as an evidence of Hawthorne Effect) 2.2 Experiment Two ------- Relay Assembly Test Room Experiment The second experiment concentrated on the relationship between workers’ welfare and productivity. In this test, five women were picked up and the study group compared their...
Words: 1820 - Pages: 8
...Temporary Labor: Issues of Health and Safety Experienced by Warehouse Workers in the Inland Empire By: Emily Phipps Ontario 106: Applied Methods in Qualitative Research December 2012 Phipps 2 Table Of Contents Introduction: Page 3 An Overview of Globalization and its Local Impacts on Warehouse Workers in the Inland Empire: Page 6 Literature Review: Page 8 Research Methods: Page 12 Setting: Page 12 Positionality: Page 14 Methods: Page 16 Ethics: Page 17 Discussion: Page 17 Health and Safety Issues in the Warehouse: Page 17 Corporate Responses to Health and Safety Issues: Page 20 Effects of Warehouse Workers United: Page 25 Conclusions: Page 29 Works Cited: Page 31 Appendix: Page 33 Phipps 3 Introduction: The NFI, a national trucking and supply chain company, warehouse in Mira Loma is a short bus ride from the Warehouse Workers United (WWU) headquarters, located at 601 S. Milliken Ave, Suite A Ontario, California. The bus is full of workers and community supporters filled with excitement and anticipation. We leave the WWU parking lot, heading south on Milliken ave, past the multitude of temporary staffing agencies and warehouses and over the train tracks. We take another left at the stop light onto E Mission ave and on the right, I can see all of the ‘Wal-Mart’ and ‘Swift’ containers through the thin line of trees. We turn onto Wineville ave, and we arrive at the warehouse. The bus doors open and the suffocating smell of animal decay from the nearby farms and slaughterhouses...
Words: 8175 - Pages: 33
...Expedited and Full Board Review Using layperson terms, write a protocol specifically for IRB review. Please be concise in writing your summary and be sure to fully explain all human participant interactions. Be sure to address all of the following points in your summary. Background Information I. Rationale. Please succinctly describe the proposed project in a manner that allows the IRB to gain a sense of the project including: the research question, key background literature (supportive and contradictory) with references, and the manner in which the proposed project will improve understanding of the chosen topic. II. Methodology. This section must describe the procedures and methods planned for carrying out the study. Make sure to include site selection, the procedures used to gain permission to carry out research at the selected site(s), participant recruitment strategies (including the manner in which participants will be approached with any proposed incentives), data collection procedures, and an overview of the manner in which data will be analyzed. Provide all information necessary for the IRB to be clear about all of the contact human participants will have with the project. III. HIPPA Compliance Information. If you plan to gather health-related data, complete and attach the HIPAA Supplement Form or add a HIPAA compliance statement (as requested on page 18 of this application). If you are not using health-related information, you may indicate “N/A”...
Words: 4908 - Pages: 20
...What I expected to gain from this work placement, in addition to learning new practical skills, was to further understand the role of a social worker and to help me to narrow down my career decision in the future. The most valuable thing I have gained working in a youth employment environment is learning what career path I will take. This has come from all the knowledge and practical skills I have picked up. This opportunity has also helped highlight that I am not the only one feeling lost when it comes to marking career decisions. As a result, I now have a better understanding of the working world. During the placement period, the biggest amount of support was from the classmates. We shared the experiences and gave support to each other. Last week, I saw a Facebook status from my classmate and it was about her placement work. She said she felt sad and distressed about her case. As a result, I came up with a question in mind “is it good or not for a social worker to be affected by clients’ situation?”. I am not sure actually. My friends described me as a stone because I didn’t show any interest in anything. This is sad but true, it seemed I did not wish for many things in life. I was never addicted to any toys, games, TV dramas and so on from childhood to now. Sometimes, when my friends are jumping and screeching for some interesting things, I never showed much interest. People will say that a personality with mine is good because I will not be easily influenced...
Words: 932 - Pages: 4
...An interview between myself and Leanne Knowles was conducted. Leanne is a Community welfare worker and Coordinator of an Aboriginal and Torres Strait Islander Corporation known as Warringu. An interview was arranged through a mutual friend of Leanne. It was suggested that I interview Leanne as it would be good to base my studies around Warringu. An interview was conducted on Tuesday 8/9/15 at the Woree McDonald’s at around 12 noon. Lecture notes and reading were the main sources of information I used to base my questions around as well as general interest. It was particularly intriguing interviewing Leanne coming from a males perspective. Coming into the interview I didn’t understand the nature of the organisation and I was surprised by how...
Words: 1694 - Pages: 7
...Hawthorne experiments are as follows: 1. Illumination Experiments 2. Relay Assembly Test Room Experiments 3. Mass Interviewing Programme 4. Bank Wiring Observation Room Experiment. 1. Experiments to determine the effects of changes in illumination on productivity, illumination experiments, 1924-27. 2. Experiments to determine the effects of changes in hours and other working conditions on productivity, relay assembly test room experiments, 1927-28; 3. Conducting plant-wide interviews to determine worker attitudes and sentiments, mass interviewing programme, 1928-30; and 4. Determination and analysis of social organisation at work, bank wiring observation room experiments, 1931-32. 1. Illumination Experiments: Illumination experiments were undertaken to find out how varying levels of illumination (amount of light at the workplace, a physical factor) affected the productivity. The hypothesis was that with higher illumination, productivity will increase. In the first series of experiments, a group of workers was chosen and placed in two separate groups. One group was exposed to varying intensities of illumination. Since this group was subjected to experimental changes, it was termed as experimental group. Another group, called as control group, continued to work under constant intensities of illumination. The researchers found that as they increased the illumination in the experimental group, both groups increased production. When the intensity of illumination decreased, the production...
Words: 2297 - Pages: 10
...A Process Recording is a tool used to in Master of Social Work programs that teaches the students how to conduct a successful interview but how to process and analyze the data put before them. Through the process recording process, students are able to identify different approaches and how they could better use their exploring skills. After this process, students should be able to not only recognize exploring skills but also have a better use of them. For this process recording, I conducted an intake with a parent who felt the school was targeting her child. Exploring Skills The exploring skills are tools Social Workers use to conduct interviews or any conversations with their clients. These tools are a very common but effective. I used the following skills...
Words: 513 - Pages: 3
...Marketplace/Competing, Recruiting, and Staffing Globally/Setting and Achieving Corporate Social Responsibility and Sustainability Goals/Advancing HRM with Technology/Containing Costs While Retaining Top Talent and Maximizing Productivity/Responding to the Demographic and Diversity Challenges of the Workforce/Adapting to Educational and Cultural Shifts Affecting the Workforce. Successful organizations combine the experience of line managers with the expertise of HR managers to develop and utilize the talents of employees to their greatest potential. Line managers are non-HR managers who are responsible for overseeing the work of other employees.There are different types of human resources managers who specialize in different HR functions. Q2.Employees surplus planning steps. 6 steps:Mission, Vision, and Values/Environmental Analysis/Internal Analysis/Formulating Strategy/Strategy Implementation/Evaluation and Assessment (1) Implement a hiring freeze. Some workers will leave for the position or retiring. Managers can let other workers fill the position, don’t need to layoffs. (2) Begin a mandatory furlough system. By requiring all employees to schedule an unpaid week into their upcoming long-range schedule, you reduce the burden of labor costs while providing employees with a tangible benefit – time off (3) Offer early retirement or buyout plans for workers with seniority. (4) Reduce workers’ hours or pay across the board. this strategies typically...
Words: 816 - Pages: 4
...ARTICLE ANALYSIS BRIEF SUMMARY According to a new survey by recruiting firm Adecco, hiring managers are three times more likely to hire a worker that is 50-years-old or older than hire a millennial. The survey of five hundred hiring managers was conducted in late August, and defined millennial workers as those born between 1981 and 2000, meaning workers age 31 and under. The recruiters seemed most concerned with millennials’ long-term commitment, professionalism and reliability. They also said millennial workers need major improvement in their interview skills. Based on the survey results, there are 5 interview mistakes millennials make: • Wearing inappropriate interview attire • Posting questionable social media content • Don’t ask enough questions • Haven’t done their research • Overconfident in their abilities and experience. Lessons Learned • In an interview, always dress appropriately. Stay away from flashy jewelry, plunging necklines, too-short hemlines, t-shirts, and shoes that are too casual or too difficult to walk in. Never wear anything that can be distracting, so if you have to think twice about it—skip it. • Never post inappropriate or explicit photos, share too much personal information about yourself or others, write with poor grammar or spelling, or use profanity on social media sites. • Do internet research on the company, position and interviewer; read as many recent articles as you can find about the industry; and use your LinkedIn connections...
Words: 410 - Pages: 2
...speakers, could have problems interacting with each other due to both linguistic and cultural miscommunication. What one person thinks they are expressing is not necessarily what another person is interpreting. Crosstalk begins with “The Advice Centre Interview,” in which Mr. Aziz from India meets with a social worker to determine why Mr. Aziz has not been receiving his government unemployment benefits. During the interview, I can see the miscommunication between Mr. Aziz and the social worker is the cause of differences in cultural assumption and information packaging. People from different cultural backgrounds may tell different stories in different narrative styles and indicate their attitude in different ways. When Mr. Aziz goes for a job interview for unemployment and social security benefit, he feels ashamed and unconfident. Even though Mr. Aziz has no difficulty using English, he is unable to make himself understood. The social worker, a native speaker of English, does not understand what Mr. Aziz wants neither. Mr. Aziz is ashamed of having to ask for government money. He tells the social worker that when he went to the welfare agency, “Everybody in the queue, they laughed at me. I was so ashamed.” The social worker, instead of understanding the case of Mr. Aziz, fails to acknowledge...
Words: 1191 - Pages: 5
...Marketplace/Competing, Recruiting, and Staffing Globally/Setting and Achieving Corporate Social Responsibility and Sustainability Goals/Advancing HRM with Technology/Containing Costs While Retaining Top Talent and Maximizing Productivity/Responding to the Demographic and Diversity Challenges of the Workforce/Adapting to Educational and Cultural Shifts Affecting the Workforce. Successful organizations combine the experience of line managers with the expertise of HR managers to develop and utilize the talents of employees to their greatest potential. Line managers are non-HR managers who are responsible for overseeing the work of other employees.There are different types of human resources managers who specialize in different HR functions. Q2.Employees surplus planning steps. 6 steps:Mission, Vision, and Values/Environmental Analysis/Internal Analysis/Formulating Strategy/Strategy Implementation/Evaluation and Assessment (1) Implement a hiring freeze. Some workers will leave for the position or retiring. Managers can let other workers fill the position, don’t need to layoffs. (2) Begin a mandatory furlough system. By requiring all employees to schedule an unpaid week into their upcoming long-range schedule, you reduce the burden of labor costs while providing employees with a tangible benefit – time off (3) Offer early retirement or buyout plans for workers with seniority. (4) Reduce workers’ hours or pay across the board. this strategies typically...
Words: 816 - Pages: 4
...Social Work Examination Supervision in Social Work Table of Contents SUPERVISION IN SOCIAL WORK Table of Contents Table of Contents I. Introduction and Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 II. Individual Supervision and Group Supervision . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 III. Supervision Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 IV. Administrative Supervision . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 V. Educational Supervision . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 VI. Supportive Supervision . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 VII. Evaluation/Performance Appraisal . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 VIII. Miscellaneous Supervision Topics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 Chapter Review Questions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 Answers and Rationale for Chapter Review Questions . . . . . . . . . . . . . . . . . . . . . . . . . 36 Glossary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39 References. . . . . . . . . . . . . . . . . . . . . . . . . . . . ....
Words: 16728 - Pages: 67
