Thesis (Ph.D.)--Mississippi State University. Department of Human Sciences. / Title from title screen. Includes bibliographical references.

South African child and youth care programmes have been challenged to transform to address the needs of vulnerable and/or orphaned young people affected and/or infected by HIV/AIDS. The Isibindi programme was designed by the National Association of Child Care Workers to respond to this challenge to provide viable community child and youth care programmes. Supervision of staff plays a critical part in child and youth care programmes. This study explores the model of supervision being implemented in the Isibindi programme, identifies the elements of this model and stipulates which of these need to be strengthened for effective and efficient services. The research findings indicate that the Isibindi model of supervision reflects the practice of child and youth care services being delivered in the programme. Common child and youth care elements were identified as being essential to the efficient delivery of this model of supervision. / Health Studies / (M. Tech. (Child and Youth Care))

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Overall attitudes, beliefs, and values have been shown to effect how individuals evaluate and process information. This knowledge is important and relevant to the practice of social work. Social workers are expected to put their attitudes, values, and perceptions aside when working with their clients. Attitudes are effecting processing and evaluation of events, therefore, it is imortant to understand the possible implications of workers perceptions and attitudes. Highly embedded attitudes toward transracial adoption, will influenceSocial workers behavior.

Thesis (MPA.) -- University of Limpopo, 2019 / The aim of this study was to investigate the working conditions of social workers at Makhado Municipality in Limpopo Province by focusing on the provision of resources, supervision and caseload. The qualitative research approach was used face-to-face, semi-structured interviews were utilised as a data collecting method from participants. Purposive sampling was used as a sub-type of non-probability sampling. The study was conducted at Makhado Municipality in Vhembe District in Limpopo Province. Data was collected from social workers working under Makhado Municipality and analysed through thematic analysis. It was found that social workers are not provided with adequate resources to render quality social work services, and that lack of availability of transport and office space is a serious challenge. It was further found that social workers are working without enabling trade tools such as computers, printers, photocopying machines, fax machines and cell-phones. It was further found that social workers are not getting quality supervision, and supervisors are not taking supervision as seriously as it shall be. Moreover, it was found that social workers have high caseloads, which is negatively affecting service delivery. The study recommends that the Department of Social Development prioritise the provision of trade tools such as transport, computers, cell-phones, printers, photocopy machines and stationery. The study further recommends that the Department of Social Development employ more supervisors, social auxiliary workers and social workers to reduce high caseloads. Moreover, the study recommends that the Department of Social Development increase the infrastructure budget and ensure that it builds more offices for social workers.

Dealing with child sexual abuse cases, is an integral part of the social workers job. Due to the nature of the abuse and the provisions made by the Children’s Act, 38 of 2005, as amended, to safeguard the child victim, many social workers remove children of child sexual abuse cases and place them in alternative care. The aim of this study is to explore the perceptions of social workers on the reasons why child sexual abuse cases in alternative care is not finalized. Some of the factors that play a role in not finalising these cases are: the high case loads of the courts and social workers, the lack of cooperation from the South African Police Service, the notion that if a child is removed, the child is safe and further intervention is a luxury. This study reveals that there is a lack in training and adequate knowledge on how to deal with child sexual abuse cases. The study also indicates that a lack of communication between the role players in child sexual abuse cases exists, causing some social workers to lose their drive for these cases. Due to the high amount of cases of the Police, the courts and the social workers, these cases are not always seen as a priority and the fact that the child is not as adequate a witness as he/she needs to be, finalising these cases are not very successful. Another reality made known from this study, is that there is a dire need for forensic social workers in the field and alongside it, there is a lack of funds, prohibiting social workers to make use of the few forensic social workers in private practice. It was indicated that forum meetings and training be provided to all the stake holders in child sexual abuse cases, as well as to develop a clear protocol, indicating how to deal with these cases and explain each stakeholder’s role and responsibilities. / MSW (Forensic Practice), North-West University, Potchefstroom Campus, 2015

Dealing with child sexual abuse cases, is an integral part of the social workers job. Due to the nature of the abuse and the provisions made by the Children’s Act, 38 of 2005, as amended, to safeguard the child victim, many social workers remove children of child sexual abuse cases and place them in alternative care. The aim of this study is to explore the perceptions of social workers on the reasons why child sexual abuse cases in alternative care is not finalized. Some of the factors that play a role in not finalising these cases are: the high case loads of the courts and social workers, the lack of cooperation from the South African Police Service, the notion that if a child is removed, the child is safe and further intervention is a luxury. This study reveals that there is a lack in training and adequate knowledge on how to deal with child sexual abuse cases. The study also indicates that a lack of communication between the role players in child sexual abuse cases exists, causing some social workers to lose their drive for these cases. Due to the high amount of cases of the Police, the courts and the social workers, these cases are not always seen as a priority and the fact that the child is not as adequate a witness as he/she needs to be, finalising these cases are not very successful. Another reality made known from this study, is that there is a dire need for forensic social workers in the field and alongside it, there is a lack of funds, prohibiting social workers to make use of the few forensic social workers in private practice. It was indicated that forum meetings and training be provided to all the stake holders in child sexual abuse cases, as well as to develop a clear protocol, indicating how to deal with these cases and explain each stakeholder’s role and responsibilities. / MSW (Forensic Practice), North-West University, Potchefstroom Campus, 2015

Women around the world are not making much progress up the corporate ladder but instead; many are frustrated and choosing to leave their jobs. The purpose of this study was to identify what challenges are facing senior level women in the corporate world, which would make them leave/desire to leave work and the role played by organisations in this situation. Interviews and survey research were done on a sample of qualified, experienced women over the age of 30, who are either in the corporate world or who have left. The study showed that women are leaving or have a strong desire to leave due to a combination of workplace and personal factors, and that South African organisations are not doing much to retain them. The implication of this is that they are going to continue losing high calibre women, if they do not implement effective retention strategies very quickly.

Declining union density rates have been and continue to be an ongoing issue and worry around the world. In Sweden, union density remains high in comparison to other countries, although not an exception to the declining rates which have largely encompassed young workers. The objective of this study is to research two phenomena that have been identified as influences surrounding why young workers do not become unionised. The research questions are 1. Can individualistic attitudes be linked to the decline in union density among young workers, if so how? and 2. Can employer resistance towards trade unionism be linked to the decline in union density among young workers, if so how?.There are substantial amounts of quantitative research devoted to trying to understand the decline, which motivated writing a report with a qualitative approach. Focus was put on the thoughts and views of six young individuals who are all involved with three Swedish trade unions, HRF, Handels and Seko. The results of the study revealed that both individualistic attitudes and employer resistance can be linked to declining union density rates among youths. Individualistic attitudes were analysed alongside Allvin and Sverke’s theories on the ‘era of individualisation’, which includes declining preparedness to participate in collective movements, the belief in the efficacy of the self and autonomous attitudes towards institutions. Individualistic attitudes that were conferred in the interviews revolved around matters such as young workers not being able to identify themselves with trade unions and their officials. Employer resistance methods were discussed in line with, among others, Brulin’s theory on the work place as a political arena, where employers and trade unions battle for the loyalty of the employees. Resistance towards trade unions seem to appear in various forms and different methods are used in order to obstruct individuals from becoming or remaining unionised. This includes subtle threats and ostracism from managers and co-workers and unmotivated changes of rosters.

This study explores protean and boundaryless career attitudes in a sample of black British knowledge intensive workers. Changes in the organisational climate to more flexible project based working have affected the way in which careers develop. It has been reported that employees need to possess certain skills to help them succeed in the modern employment climate (Arthur and Rousseau 1996). The main research theory that has attempted to explain such career changes and the acquisition of specialist skills include the boundaryless career which includes both intelligent and protean career competencies (Greenhaus et al 2004). The purpose of the current study is to investigate the extent to which black African and black Caribbean workers careers are boundaryless and to investigate the nature and type of career boundaries and barriers faced. The current research addresses some of the criticisms of boundaryless career research highlighted by Sullivan et al (1998, 1999, 2009). These criticisms include an apparent exaggeration of the pervasiveness of boundaryless and protean careers and a lack of research investigating the applicability of these career theories to professional, minority group members. Thirty two knowledge workers were interviewed to understand the nature and type of career boundaries faced. A quantitative questionnaire developed by Briscoe et al (2006) was also used to investigate the extent to which black knowledge workers are protean and boundaryless in their career outlook. The findings from the interviews highlight education and family as career enablers as they help participants navigate potential career barriers. The lack of career mentors, racial discrimination and inadequate career advice at an early age were perceived as career boundaries. Results also point to a perceptual difference between career boundaries and barriers which researchers such as Sullivan et al (2004) saught to clarify. The findings suggest that career boundaries are more flexible and less permeable and career barriers are more rigid and difficult to overcome. Briscoe et al (2006) boundaryless and protean scales and were completed by 187 participants. It was found that management consultants, those aged 41-50 and those with higher levels of education were found to be the most boundaryless. The main theoretical contribution is that “attached boundaryless” is displayed. Attached boundarylessness occurred as participants preferred the security of remaining in an organisation, but enjoyed being self directed and boundaryless within their organisations by working collaboratively.