In this essay, I discuss one of the recurring dilemmas for a working recreational pedagogue, namely the hard task of cooperation with parents. As a recreational pedagogue, I am required to work by the curriculum Läroplan för grundskolan, förskoleklassen och fritidshemmet 2011. This policy document talks about what my responsibilities are, including establishing collaboration with parents in terms of the children’s development and education. It happens, however, that the pedagogue and the parent's ethical positions differ. When norms collide, it is my responsibility as a recreational pedagogue to relate to the different norms in a professional manner. In this essay I argue that, one of the main characteristics of a competent pedagogue is the ability to meet various parents with their respective backgrounds, to be able to interpret the individuals and meet them in an encouraging way for the children's development. Personal identity today is multiple, as an individual, I have created myself a number of identities which apply at different times. At home, I'm a mother, at family dinners; I am a daughter, sister and granddaughter. At university, I am a student and at my workplace, I am recreational pedagogue. Thus, I am not only my profession but also a human with my own experiences, interpretations and feelings. From them I act. In this essay, I draw on my own experiences where my view of ethics and upbringing is different from a parent's sight. In essay writing, I reflect on my actions in the events with the help of various ethical theories and the intercultural approach. Through my writing, I have been given a chance to pause and reflect on my own behavior in situations where I meet parents of other opinions than my own. How can I act differently and more professionally in these meetings in the future?

Ability and willingness to act ethically is the basis of the quality of the service in helping professions. This thesis deals with the fact which ethical principles are considered to be the most important in work of health care professionals and social workers of the civic association Prevent. In the theoretical part it is dealt with professional ethics, specifics of ethics in health care and social work, about the ethical codes of health and social workers and ethical principles of these professions. Ethics is a philosophical science that seeks to identify and justify the common and general bases which are connected with morality (culturally and historically conditioned by moral standards). The most common approach to the professional ethics is to determine generally formulated ethical principles. The formulation of the ethical principles of the profession can help to understand better the goals that have to be fulfilled. They are defined freely, so they can be acceptable to all. Their freedom is also their weak point - the acceptance of the principle does not give the instructions for a particular act, in addition to the generally accepted principles often come into dispute among them. The basic principles of medical ethics are considered the principles of non maleficience, beneficence, autonomy and justice. Banks defined similar principles for social work ? respect to the right to self-determination, support of well-being or welfare, distributive justice and equality, in the sense of non-discrimination. The practical part of the thesis presents the results of the research. Its goal was to find out which ethical principles are considered by health care professionals and social workers of the civic association Prevent the most important in their profession and how they apply these principles in practice, next to find similarities and differences in the responses of both professional groups and their clients. To achieve the goal the qualitative research was chosen. Interviews, semi-structured interview technique were used to gain the data. The sample was made up three health care professionals, three social workers and three clients civic association Prevent. The research results show that the area of ethics for health care profesiionals and social workers is a difficult topic. The interviewed professionals and clients do not realize the difference between ethics in the health and social work. All interviewees rather see the difference between professionals working with drug users, who are judged as professional and respondents are satisfied with their ethical behavior, and professionals outside the field of addiction, where they met with unethical approach ? prejudices, not respecting of the dignity, condemnation due to addiction. The social workers and health care professionals mention a number of principles which they consider relevant and important to their work. The matching answers to five basic bioethical principles and the principles of social work (non maleficience, beneficence, autonomy, justice, equality-nondiscrimination) has shown that the answers of the respondents of both professions at the same time meet the basic ethical principles of social work and bioethics. Nonmaleficience principle, which is not referred in the literature as the ethical principles of the social work, which two of the three paramedical workers and two of the tree social workers mention in their answers. The principle of the equality, is not mentioned among the basic bioethical principles, two of the three paramedical workers and two of the three social workers. Also the interviewed clients think that it is also very important and significant, the main client requirement in the area of ethics for both professions is the respect for the client, the access without prejudices. The interviewed health care professionals and social workers agree that the main way of solving ethical problems is the intervision in the team and a supervision.

M.Ed. / The birth of a democratic South Africa demanded that all people of this country be integrated into one society (Hariparsad, 2005:1). This implies that people from various cultural backgrounds brought with them their individual, cultural and normative values into the integrative process. For example, there were more than one education system in this country and all were integrated into one system (Bray, 2000:31). According to Bennet (1997:71), the term 'work ethic' describes the preposition that work is a moral obligation and that work occupies a central position in a person's life. Van der Westhuizen (2003:71) argues that a school reflects traits of both societal relationships and organizations. The school is a formal organization consisting of structure and activity that has to be managed to fulfill the intended function. A fundamental management function is leadership (Smith & Cronje, 2001:278), which Gunter (2001:19) defines as the process of directing the behaviour of others towards the accomplishment of objectives and goals of the organization. In a school environment, the task of leadership is accorded to the principal, who needs to be responsible in his/her job for maintaining an effective school environment. Organizations do not achieve their objectives on their own. Someone has to deploy the basic resources that the organization has at its disposal to help it achieve its goals. This important element is management. Managers must activate and guide the organization (Hariparsad, 2005:4), and the responsibility for professional management of a public school is also vested in the principal (South African Schools Act, 1996:16[3]). The researcher believes that the work ethic of the educators will dictate the manner in which the school functions. Hariparsad (2005:5) states that if the work ethic of the educators is based on sound principles of efficient and effective work practices, emerging from a sound value system and a strong individual moral fibre, it can be expected that the school will function as a meaningful organization in society. It seems, however, that some schools face management problems which emanate from the work ethic of the educators. In addition, the management practices and procedures selected by the principal impact on the ethos of the school which in all likelihood will affect the work ethic of the educators (Hariparsad 2005: 6). Educators in South Africa have recently been accused by the public of going on strike far too easily; and hence have been labeled as having a poor work ethic (Makgoba, 2007:7). The work ethic among South African educators has, however, not been determined in any empirical way and this research will attempt to obtain a benchmark for educators in the Limpopo Province of South

The profession of a social worker has a significant role in the society context. The task of the social worker is to help people to solve their problems, cope with difficult everyday life situations, provide courage for active solutions and reinforce the responsibility for one's own life. This thesis presents the social worker's profession and it is divided into six main chapters. In theoretical segment social work is defined in the first chapter. The second chapter contains information on history of the social work and analyses the current state of it. The third chapter is devoted to the ethics of social work, ethical dilemmas, ethical code and professional values. The fourth chapter defines the social worker's profession, mentions the required personal qualities and competences as well as its roles. Furthermore, it describes the characteristics of the profession itself and professional identity, studies the prestige of the profession and education of social workers. The practical part starts with the fifth chapter and it maps the opinions of social workers about their profession. The research strategy, the selection of the respondents and course of the survey and the data evaluation methods are described there. The final chapter interprets the collected data and provides their graphical depictions.

<p>This study is a response to the dilemma of poor service delivery or the lack thereof. In this regard, this study posits the professionalisation of local government as part of the solution. The focus is on the administrative arm of local government, which is the major conduit for service delivery. Professionalisation of local government is a broader theme. For the present purposes, focus will be devoted to the competency component which entails attracting qualified personnel competent to discharge local government responsibilities. However, it is not limited to attracting already competent and professional staff. It also entails developing the skills of existing staff. This definition, in essence, relates to qualification through training, learning and specialisation.11 In essence, professionalisation of local government ensures that all employees act and behave in a professional way. In this regard, this study seeks to identify the competency standards set by the legislative framework and then explore the legal avenues for enforcing compliance, by the municipal administration, with such standards. This requires one to look at and answer the following questions: What constitutes municipal staff? / What is the content of the competency framework in question? / What are the enforcement mechanisms currently in place? / Whose role is it to enforce compliance with the competency framework? / Broadly speaking, enforcement can take two forms: hard enforcement and soft enforcement. The hard form of enforcement relates to giving incentives for compliance with the competency framework and dismissal for non-compliance. Softer enforcement, in turn, relates to correction and monitoring.</p>

<p>This study is a response to the dilemma of poor service delivery or the lack thereof. In this regard, this study posits the professionalisation of local government as part of the solution. The focus is on the administrative arm of local government, which is the major conduit for service delivery. Professionalisation of local government is a broader theme. For the present purposes, focus will be devoted to the competency component which entails attracting qualified personnel competent to discharge local government responsibilities. However, it is not limited to attracting already competent and professional staff. It also entails developing the skills of existing staff. This definition, in essence, relates to qualification through training, learning and specialisation.11 In essence, professionalisation of local government ensures that all employees act and behave in a professional way. In this regard, this study seeks to identify the competency standards set by the legislative framework and then explore the legal avenues for enforcing compliance, by the municipal administration, with such standards. This requires one to look at and answer the following questions: What constitutes municipal staff? / What is the content of the competency framework in question? / What are the enforcement mechanisms currently in place? / Whose role is it to enforce compliance with the competency framework? / Broadly speaking, enforcement can take two forms: hard enforcement and soft enforcement. The hard form of enforcement relates to giving incentives for compliance with the competency framework and dismissal for non-compliance. Softer enforcement, in turn, relates to correction and monitoring.</p>

Syfte: Studiens syfte var att identifiera teoretiska begrepp för att kunna förstå kundföretags till synes konsumtionsinriktade hantering av bemanningspersonal. Vidare ämnar studien beskriva den förändrade personaletiken gällande bemanningspersonal, vilken verkar ligga till grund för hanteringen av personalgruppen. Teori: Inledande presenteras bemanningsbranschens premisser. För att förstå kundföretags ”syn på” bemanningspersonal anammade studien tre perspektiv för att försöka förstå problemformuleringen. Dessa var HRM, Flexibilitet och Ekonomi. Metod: Empirin samlades in med hjälp av semistrukturerade informantintervjuer. Totalt deltog tre kundföretag och 9 informanter i studien. Dessa ombads inledande att tala fritt om några utvalda ämnen med hjälp av ledord. Senare ombads de associera fritt kring begrepp i relation till bemanningspersonal. Resultat: Studien fastställer att kundföretags ”syn på” bemanningspersonal är personaletiskt politisk god men att hanteringen av bemanningspersonal innehåller dimensioner av nyttjande i övergång till utnyttjande. Vilket bildligt liknar konsumtion. / Purpose: The purpose of this study was to identify theoretical concept to better understand customer companies* consumption like behavior of temporary workers. Further on the study wished to describe the seemingly changed employee’s ethics for temporary workers, which seems to be the basis for employers handling. Theory: Initial the premise for temporary work is introduced. To understand the customer companies this study took on three perspectives trying to understand the problem question. These perspectives were HRM, Flexibility and Economics. Method: The empirical material was gathered through semi structured interviews. In total three customer companies were represented and nine interviews conducted. The informants were told to freely talk about a few selected topics with the help of catchwords. Further on, the informants were asked to associate some concept in relation to temporary workers. Findings: This study conducts that the view of customer companies are in line with what can be called employers politic ethics. Thus, the temporary workers management includes several dimensions in which use transform in to exploit. That in which this study conducts can resemble consumption. *Costumer company/user company; referring to an organization using temporary workers.

This thesis deals with The International Code of Ethics of Social Work. The first part focuses on the origins, history, updates and criticism of ethical codes. It is followed by the analysis of various principles of the International Code of Ethics. This analysis was based on the scientific literature of social work and the articles published in the Czech Republic. Subsequently, for each principle the results of the research among social workers in the South Region were processed. They reveal how social workers perceive the different principles. The analysis is concluded with a brief insight into the ethical theories.

This dissertation deals with the ethical context of violence against seniors in the point of view of social workers. The theoretical part devotes with problems of old age and aging in contemporary society. The next section presents the violence, with an emphasis on institutional violence. The third charter reflects the theme of violence from the perspective of social work and ethics. The target of the practical parts was to map out knowledge and attitudes of workers in social services for violence against seniors, and to establish the circumstances that contribute to the potential threat of violence in the institutionalized elderly care. This part contains the basic results of empirical studies and case studies.

Magister Legum - LLM / This study is a response to the dilemma of poor service delivery or the lack thereof. In this regard, this study posits the professionalisation of local government as part of the solution. The focus is on the administrative arm of local government, which is the major conduit for service delivery. Professionalisation of local government is a broader theme. For the present purposes, focus will be devoted to the competency component which entails attracting qualified personnel competent to discharge local government responsibilities. However, it is not limited to attracting already competent and professional staff. It also entails developing the skills of existing staff. This definition, in essence, relates to qualification through training, learning and specialisation.11 In essence, professionalisation of local government ensures that all employees act and behave in a professional way. In this regard, this study seeks to identify the competency standards set by the legislative framework and then explore the legal avenues for enforcing compliance, by the municipal administration, with such standards. This requires one to look at and answer the following questions: What constitutes municipal staff? ; What is the content of the competency framework in question? ; What are the enforcement mechanisms currently in place? ; Whose role is it to enforce compliance with the competency framework?; Broadly speaking, enforcement can take two forms: hard enforcement and soft enforcement. The hard form of enforcement relates to giving incentives for compliance with the competency framework and dismissal for non-compliance. Softer enforcement, in turn, relates to correction and monitoring. / South Africa