A Workplace Study of Four Southern-Ontario Children’s Aid Societies (FULL REPORT)

Rationale Children’s Aid Societies have experienced extensive change since the implementation of recent child welfare reforms in Ontario. Agencies are facing a number of challenges including recruiting and retaining staff, high workloads, extensive requirements for documentation and administration, and less time to serve families and children. The purpose of this study was to understand employee experiences as workers in child welfare. Research Design A survey was distributed to employees of four children’s aid societies. Completion of the survey was voluntary and all individual responses were kept confidential. Completed surveys were returned directly to researchers. Six to eight months after the distribution of the survey, employees voluntarily participated in a series of targeted focus groups. Focus groups were used to facilitate the interpretation of survey results. Survey Results Four hundred and three surveys were completed (for a return rate of 49.3%). Forty-nine percent of employees reported low levels of intention to leave, and 12% reported strong intention to leave their organization. However, intention to leave among direct service workers was higher at 15%. Forty-six percent of all employees who responded to the survey indicated high levels of overall job satisfaction, and even among direct service workers, 42% reported high levels of overall job satisfaction. However, 43.5% of direct service workers also reported being highly emotionally exhausted. Thirty-nine percent of all employees responding to the survey reported high levels of emotional exhaustion, suggesting that high levels of stress are affecting a significant proportion of individuals working in child welfare organizations. Twenty-nine percent of all respondents scored in the high range on a scale measuring an unfeeling or impersonal response to clients; among direct service workers, 39% were high on this scale, and among direct service workers in Intake departments, 49% reported high scores in terms of an impersonal and unfeeling response to service recipients. Focus Group & Survey Comment Results The experience of child welfare work itself was mixed. Feelings of gratification were associated with believing one’s work is important and meaningful, and dissatisfaction was linked to increased documentation and less time for client contact. Employees emphasized the importance of a solid team, collegial support, and supervisory support in counterbalancing dissatisfaction with the work itself. A perception of inadequate support from the organization and a lack of resources (both within the organization and in the broader community) were identified as problems. Employees reported needing more equitable distribution of caseloads, improved communication between departments and from management, and the establishment of an agency culture that cares for the well being of all employees. Discussion & Implications Despite experiencing high levels of emotional exhaustion, almost half of all survey respondents reported being highly satisfied 4 with their jobs. This is an interesting paradox that warrants further study. We suspect that the paradox is related to the female dominated workforce in child welfare agencies, and the tendency of women to sacrifice their own needs for those they see as requiring care. We argue that current levels of emotional exhaustion among employees in child welfare are unacceptable. Emotional exhaustion is clearly a significant contributor to employee turnover. Policies and practices that promote a more balanced approach to the work, as well as fostering cultures that are both caring and committed to service excellence are needed. The relatively high rates of depersonalization especially among DSWs raises concerns about the attitudes of some workers towards the families receiving child welfare services; do unfeeling and impersonal responses contribute to resistance and a lack of cooperation from some families? Employees are very satisfied with the intellectual challenge of the work. Job satisfaction could be increased by maintaining the intellectual challenge and, at the same time, improving the “doability” of the job. Employee turnover will improve as ways are found to decrease emotional exhaustion, improve workers’ perceptions of being treated fairly, and improve job satisfaction

A Workplace Study of Three Children’s Mental Health Centres in Southern Ontario

Rationale Recent cuts to resources for children and families requiring children’s mental health services coupled with an increase in the number of children needing these services have left staff in many agencies feeling extremely challenged in providing positive service environments for children and families. In this context, agencies are faced with the challenge of providing working environments that attract and retain staff, particularly in children’s residential mental health services. The purpose of this study was to explore sources of job satisfaction and stress, and why employees stay with and leave these organizations, in an effort to understand what contributes to a positive work environment in children’s mental health services. Research Design A survey was distributed to employees of three children’s mental health services agencies. Completion of the survey was voluntary and all individual responses were kept confidential. Completed surveys were returned directly to researchers. Survey Results Ninety-eight surveys were completed (for a return rate of 44.3%). Forty-eight percent of employees reported low levels of intention to leave, and 18% reported strong intention to leave their organization. However, strong intention to leave ranged from 13.5% to 35.3% across the three participating children’s mental health agencies. Over 55% of all employees who responded to the survey indicated high levels of overall job satisfaction. Across the three participating agencies overall job satisfaction ranged from 43.2% to 70.6%. The majority of respondents, however, were only moderately satisfied with salary and benefits, as well as with promotion availability and process. Twenty-three percent of all employees responding to the survey reported high levels of emotional exhaustion, suggesting that high levels of stress are affecting almost a quarter of survey respondents. However, the majority of respondents reported low to moderate levels of emotional exhaustion. Over 70% of children’s mental health employees who responded to the survey reported high levels of personal accomplishment, or a feeling of competence and successful achievement in their work with people. Discussion & Implications The majority of employees in all three organizations are only moderately satisfied with the financial rewards and benefits, and in all of the organizations it seems that the front-line staff are the group least satisfied with this aspect. Front-line staff and clinicians are more likely to be high on intention to leave, and less likely to be highly satisfied with their jobs overall. They are less likely to feel that their jobs are highly “doable” and more likely to be unsatisfied with promotional opportunities. Clinicians, along with front-line staff, are also less likely than employees in other positions to be highly satisfied with their pay. Overall job satisfaction, while in the high range for 55% of children’s mental health employees as a whole, varies considerably across the three organizations. Employees with low job satisfaction are 4 more likely to have high levels of emotional exhaustion and depersonalization, to perceive a lack of fit between their personal values and goals and those of the organization (image violation), and to see the employment relationship as inequitable. The scales that are statistically associated with high intention to leave for all three organizations include “perceived inequitable employment relationship” and “image violation”. It may be that those employees who are feeling most strongly about pay levels and limited promotional opportunities perceive that they are giving more than they are receiving from the organization

The localization sequence for the algebraic K-theory of topological K-theory

We prove a conjecture of Rognes by establishing a localization cofiber sequence of spectra, K(Z) to K(ku) to K(KU) to Sigma K(Z), for the algebraic K-theory of topological K-theory. We deduce the existence of this sequence as a consequence of a devissage theorem identifying the K-theory of the Waldhausen category of Postnikov towers of modules over a connective A-infinity ring spectrum R with the Quillen K-theory of the abelian category of finitely generated pi_0(R)-modules.Comment: Updated final version. Small change in definition of S' construction and correction to the proof of 2.

Misogynous Economies: The Business of Literature in Eighteenth-Century Britain

The eighteenth century saw the birth of the concept of literature as business: literature critiqued and promoted capitalism, and books themselves became highly marketable canonical objects. During this period, misogynous representations of women often served to advance capitalist desires and to redirect feelings of antagonism toward the emerging capitalist order. Misogynous Economies proposes that oppression of women may not have been the primary goal of these misogynistic depictions. Using psychoanalytic concepts developed by Julia Kristeva, Mandell argues that passionate feelings about the alienating socioeconomic changes brought on by capitalism were displaced onto representations that inspired hatred of women and disgust with the female body. Such displacements also played a role in canon formation. The accepted literary canon resulted not simply from choices made by eighteenth-century critics but also, as Mandell argues, from editorial and production practices designed to stimulate readers\u27 desires to identify with male poets. Mandell considers a range of authors, from Dryden and Pope to Anna Letitia Barbauld, throughout the eighteenth century. She also reconsiders Augustan satire, offering a radically new view that its misogyny is an attempt to resist the commodification of literature. Mandell shows how misogyny was put to use in public discourse by a culture confronting modernization and resisting alienation. Laura C. Mandell is assistant professor of English at Miami University of Ohio.https://uknowledge.uky.edu/upk_english_language_and_literature_british_isles/1063/thumbnail.jp

Pricing Strategies Under Emissions Trading: An Experimental Analysis

An important feature in the design of an emissions trading program is how emissions allowances are initially distributed into the market. In a competitive market the choice between an auction and free allocation should, according to economic theory, not have any influence on firms’ production choices nor on consumer prices. However, many observers expect the method of allocation to affect product prices. This paper reports on the use of experimental methods to investigate behavior with respect to how prices will be determined under a cap-and-trade program. Participants initially display a variety of pricing strategies. However, given a simple economic setting in which earnings depend on this behavior, we find that subjects learn to consider the value of allowances and overall behavior moves toward that predicted by economic theory.carbon dioxide; climate change; emissions trading; distributional effects; electricity; allocation; auctions

Estimating the costs of human space exploration

The plan for NASA's new exploration initiative has the following strategic themes: (1) incremental, logical evolutionary development; (2) economic viability; and (3) excellence in management. The cost estimation process is involved with all of these themes and they are completely dependent upon the engineering cost estimator for success. The purpose is to articulate the issues associated with beginning this major new government initiative, to show how NASA intends to resolve them, and finally to demonstrate the vital importance of a leadership role by the cost estimation community

NASCAP simulation of PIX 2 experiments

The latest version of the NASCAP/LEO digital computer code used to simulate the PIX 2 experiment is discussed. NASCAP is a finite-element code and previous versions were restricted to a single fixed mesh size. As a consequence the resolution was dictated by the largest physical dimension to be modeled. The latest version of NASCAP/LEO can subdivide selected regions. This permitted the modeling of the overall Delta launch vehicle in the primary computational grid at a coarse resolution, with subdivided regions at finer resolution being used to pick up the details of the experiment module configuration. Langmuir probe data from the flight were used to estimate the space plasma density and temperature and the Delta ground potential relative to the space plasma. This information is needed for input to NASCAP. Because of the uncertainty or variability in the values of these parameters, it was necessary to explore a range around the nominal value in order to determine the variation in current collection. The flight data from PIX 2 were also compared with the results of the NASCAP simulation

Lower Limits on Aperture Size for an ExoEarth-Detecting Coronagraphic Mission

The yield of Earth-like planets will likely be a primary science metric for future space-based missions that will drive telescope aperture size. Maximizing the exoEarth candidate yield is therefore critical to minimizing the required aperture. Here we describe a method for exoEarth candidate yield maximization that simultaneously optimizes, for the first time, the targets chosen for observation, the number of visits to each target, the delay time between visits, and the exposure time of every observation. This code calculates both the detection time and multi-wavelength spectral characterization time required for planets. We also refine the astrophysical assumptions used as inputs to these calculations, relying on published estimates of planetary occurrence rates as well as theoretical and observational constraints on terrestrial planet sizes and classical habitable zones. Given these astrophysical assumptions, optimistic telescope and instrument assumptions, and our new completeness code that produces the highest yields to date, we suggest lower limits on the aperture size required to detect and characterize a statistically-motivated sample of exoEarths.Comment: Accepted for publication in ApJ; 38 pages, 16 Figures, 3 Table

The debris disk - terrestrial planet connection

The eccentric orbits of the known extrasolar giant planets provide evidence that most planet-forming environments undergo violent dynamical instabilities. Here, we numerically simulate the impact of giant planet instabilities on planetary systems as a whole. We find that populations of inner rocky and outer icy bodies are both shaped by the giant planet dynamics and are naturally correlated. Strong instabilities -- those with very eccentric surviving giant planets -- completely clear out their inner and outer regions. In contrast, systems with stable or low-mass giant planets form terrestrial planets in their inner regions and outer icy bodies produce dust that is observable as debris disks at mid-infrared wavelengths. Fifteen to twenty percent of old stars are observed to have bright debris disks (at wavelengths of ~70 microns) and we predict that these signpost dynamically calm environments that should contain terrestrial planets.Comment: Contribution to proceedings of IAU 276: Astrophysics of Planetary System