<p>This article examines the case of Filipina women that substitute for Filipina migrant workers. Through semi-structured interviews in the Philippines this study draws attention to the experiences of the ‘stand-in’ women and demonstrates how the organisation of care in the transnational families is based on a system whereby female family members or friends are ascribed with a ‘natural’ responsibility to become social reproductive stand-ins for the migrated mothers. In the global transfer of social reproduction, hierarchies of women are maintained, based on intersectional power structures such as ethnicity, race, nationality, age, and class. But the stand-in women in the three-tier transfer of reproductive labour, or global care chain, do not  always occupy one single position, but actually shift in time and place between ‘the middle’ and ‘the bottom’ of the hierarchy. Regardless of location, Filipina women remain under the burden of their gendered duties and whether working abroad as domestic workers or acting as local stand-ins, they have to take on both local and global social reproductive work. They become the breadwinner in their families, at the same time as they are ascribed natural responsibility for households and families, as wives, mothers and stand-ins ‘at home’.</p>

<p>We study the problem of scheduling applications composed of a large number of tasks on heterogeneous clusters. Tasks are identical, independent from each other, and can hence be computed in any order. The goal is to execute all the tasks as quickly as possible. We use the Master-Worker paradigm, where tasks are maintained by the master which will hand out batches of a variable amount of tasks to requesting workers. We introduce a new scheduling strategy, the Monitor strategy, and compare it to other strategies suggested in the literature. An image filtering application, known as matched filtering, has been used to compare the different strategies. Our implementation involves datastaging techniques in order to circumvent the possible bottleneck incurred by the master, and multi-threading to prevent possible processor idleness.</p>

<p>Uppsatsens syfte är att undersöka eventuella samband mellan medarbetares upplevda inre arbetsmotivation och ledares olika ledarstil. Enligt vissa teorier kan förutsättningar i arbetet bidra till en ökad arbetsmotivation hos medarbetarna. Det finns dock omgivningsfaktorer som kan påverka arbetsmotivationen, en faktor kan vara ledares ledarstil. I vissa modeller beskrivs hur olika ledarstilar kan ha varierande betydelse för den arbetsmotivation medarbetarna upplever. För att besvara uppsatsens syfte har enkätundersökning och korrelationsanalys utförts för att mäta arbetsmotivation och ledarstil. Studiens resultat visar att medarbetares inre upplevda arbetsmotivation har ett samband med vissa ledarstilar i de undersökta grupperna. En förklaring till de uppmätta sambanden kan vara att vissa ledarstilar innehåller faktorer som ger goda förutsättningar att motivera medarbetarna.</p> / <p>The purpose of this essay is to investigate if there are any connections between the workmotivation co-worker experienced and different leaderstyles. Some models suggest that the motivating potential for co-worker can be increased by conditions at work. There can be some factors in the enviroment which may effect the workmotivation, for example a leader´s leaderstyle. Some models suggest that different leaderstyles may have various effects on the workmotivation co-worker experience. A survey and correlationanalysis were conducted to measure the workmotivation and leaderstyle to answer the purpose of this essay. The result of this study shows that co-worker internal experience workmotivation is connected to some of the leaderstyles in the examined groups. One possible explanation to these connections could be that some leaderstyles contain factors that lead to favourable conditions for motivating the co-worker.</p>

Thesis (M.Cur. (Community Health Nursing))--North-West University, Potchefstroom Campus, 2008.

Introduction   Client violence toward social workers has become recognized as a common problem, and major concern has been raised with regard to its impacts on the workers’ practice, and physical and psychological health. More than half a century has passed since the social work profession was established in Iran, and yet client violence and the associated health-related consequences remain unexplored. This thesis aims to address this gap in knowledge. Methods   A national survey was conducted involving 390 social workers from the Centres for Socially Injured People (CSIP), affiliated to the Social Affairs Department of the State Welfare Organization, Iran. The survey included self-administered questionnaires, namely, the Workplace Violence in the Health Sector questionnaire, the General Health Questionnaire-28 (GHQ-28), the Ways of Coping questionnaire, the Burnout Measure, and the Rosenberg Self-esteem Scale. Results   A high proportion of CSIP social workers (67%) have experienced violence. Psychological violence was about three times more common than physical violence. A high tendency of not reporting psychological violence to managers/supervisors was found. Psychological violence was associated with poorer mental health. Social workers with experience of psychological violence were found to be more worried about occurrences of violent events. Worrying about violence was significantly correlated with poorer mental health. Active coping had a direct effect on health, suggesting a poorer health status with more frequent use of active coping. Burnout was experienced by 10.9% of social workers, and 17.4% were found to be at risk of developing burnout symptoms. Low self-esteem and experience of violence were associated with burnout. Conclusion   The results suggest the importance of not neglecting cases of client violence and of putting the health and safety of social workers on top of the agenda. A victimized social worker with limited resources at work needs to note that coping skills may reduce the impact of stressors, not only by changing the stressors themselves, but also by changing how the social worker responds to them.

This is a qualitative study that includes participants that are in connection with a non-civic organization in Sweden. The study aims to capture the participants’ subjective experiences regarding human service organizations. The starting point is to catch both their positive and negative experiences, and then try to concretize what directed their perception in both ways. Is there any specific organization that is represented in positive and the negative column? Is it possible to explain the experience by looking at the organization and the organizational goals? Is it possible to see variables that might explain the perception? The study has a narrative focus that seeks the answers in the organisational context rather than in the stories themselves. The theoretical approach is Hasenfelds (1983) classification of human service organizations, and the “legal authority” that is one component in Weber’s (1983) bureaucracy. The result shows that it was one specific organization that dominated the negative experiences. Another aspect that seems to be important is that you meet the right person within these organizations.

Förskola och skola kan upptäcka om ett barn far illa och anmäler till socialtjänsten som utreder fallet. Studiens syfte var att med kvalitativ metod i form av intervjuer undersöka hur samarbetet mellan dessa instanser upplevs, samt vilka möjligheter och hinder som upplevs för att hjälpa barnet. Tio personer från de olika instanserna intervjuades. Studien visade att (1) möjligheter finns att hjälpa familjerna, (2) det är svårt då föräldrar inte samarbetar samt då samarbetet mellan förskola, skola och socialtjänst begränsas genom socialtjänstens tystnadsplikt och (3) samarbetet mellan instanserna är bra men kan förbättras med mer insikt i varandras arbete. Det framkom att ett behov av bättre samarbete behöver utvecklas. Åtgärder på ett tidigare stadium skulle vara resursbesparande.

Uppsatsens syfte är att undersöka eventuella samband mellan medarbetares upplevda inre arbetsmotivation och ledares olika ledarstil. Enligt vissa teorier kan förutsättningar i arbetet bidra till en ökad arbetsmotivation hos medarbetarna. Det finns dock omgivningsfaktorer som kan påverka arbetsmotivationen, en faktor kan vara ledares ledarstil. I vissa modeller beskrivs hur olika ledarstilar kan ha varierande betydelse för den arbetsmotivation medarbetarna upplever. För att besvara uppsatsens syfte har enkätundersökning och korrelationsanalys utförts för att mäta arbetsmotivation och ledarstil. Studiens resultat visar att medarbetares inre upplevda arbetsmotivation har ett samband med vissa ledarstilar i de undersökta grupperna. En förklaring till de uppmätta sambanden kan vara att vissa ledarstilar innehåller faktorer som ger goda förutsättningar att motivera medarbetarna. / The purpose of this essay is to investigate if there are any connections between the workmotivation co-worker experienced and different leaderstyles. Some models suggest that the motivating potential for co-worker can be increased by conditions at work. There can be some factors in the enviroment which may effect the workmotivation, for example a leader´s leaderstyle. Some models suggest that different leaderstyles may have various effects on the workmotivation co-worker experience. A survey and correlationanalysis were conducted to measure the workmotivation and leaderstyle to answer the purpose of this essay. The result of this study shows that co-worker internal experience workmotivation is connected to some of the leaderstyles in the examined groups. One possible explanation to these connections could be that some leaderstyles contain factors that lead to favourable conditions for motivating the co-worker.

This article examines the case of Filipina women that substitute for Filipina migrant workers. Through semi-structured interviews in the Philippines this study draws attention to the experiences of the ‘stand-in’ women and demonstrates how the organisation of care in the transnational families is based on a system whereby female family members or friends are ascribed with a ‘natural’ responsibility to become social reproductive stand-ins for the migrated mothers. In the global transfer of social reproduction, hierarchies of women are maintained, based on intersectional power structures such as ethnicity, race, nationality, age, and class. But the stand-in women in the three-tier transfer of reproductive labour, or global care chain, do not  always occupy one single position, but actually shift in time and place between ‘the middle’ and ‘the bottom’ of the hierarchy. Regardless of location, Filipina women remain under the burden of their gendered duties and whether working abroad as domestic workers or acting as local stand-ins, they have to take on both local and global social reproductive work. They become the breadwinner in their families, at the same time as they are ascribed natural responsibility for households and families, as wives, mothers and stand-ins ‘at home’.

The purpose of this study was to get a better understanding of how newly graduated social workers within the elderly care and the need assessment sector forms a professional identity through a focus on their experience of the socialization process. The main questions concerned how work place culture socialized the newly graduated social worker in respect of her or his professional identity. The study’s theoretical underpinning lies in Symbolic Interactionism. We have combined focus group interviews with follow-up personal interviews with the aim of deepening to our understanding of the socialization process of social workers and what it means for their professional identities. Three main results were generated. First, that a well planned introduction and the teams’ significance to the formation of professional identity were shown to be important. Second that a needs assessment organization with a controlled and standardized professional role were noted to be too restrictive as they allowed little possibility for the new social worker to shape their own ways of working. This was particularly the case where new social workers were unclear about how to go about their work assignment. These results also showed that relation building and dialogue with clients was underemphasised and taken for granted.