Power-informed practice in social work

YesSummary: This article reviews the existing literature on power within a social work context and extends the analysis to broader sociological understandings through which to rethink the ways in which social work professionals understand and work with power within everyday practice. Findings: The review argues that prevailing dichotomies, which feature so centrally in theoretical conceptualisations of power, offering binary positions of power as ‘good or bad’, ‘positive or negative’ and ‘productive or limiting’ are limiting in themselves. It is argued that power must also be recognised as a construct which operates in a synchronous way; whereby it can impact in limiting and productive ways at the same time. Applications: To support this position, the Power-informed Practice (PiP) framework, which recognises power at the individual, professional and structural levels is offered. The utility of the framework in providing a clearer understanding of power is then presented in relation to working with children who have experienced abuse. As a tool, the framework enables social workers to structure their analysis of power within all areas of contemporary social work practice, in order to promote and support processes of empowerment

Why 'historic' abuse? Experiences of children reporting abuse historically

This article presents findings from a research study undertaken with twenty-one adult victims/survivors of historic abuse in care from Scotland. The research highlights how children experiencing abuse in the past faced significant barriers in relation to reporting their abuse to the adults they had access to in their lives. The key themes highlighted via the research answer two questions: why did children not disclose their abuse experiences historically? ; And how did adults respond to children’s disclosures of abuse historically? The findings demonstrate that for some victims/survivors of abuse, the issues related to the reporting of abuse have substantially contributed to the abuse becoming ‘historic’, rather than something which was addressed in the time, space and context within which it occurred

Delaying Change: Examining How Industry and Managerial Turbulence Impact Structural Realignment

This paper examines when firms pursue structural realignment through business unit reconfiguration, specifically by recombining business units. Our results refine and extend contingency theory and studies of organization design by drawing on theories of decision avoidance and delay to describe environmental conditions when firms pursue or postpone structural realignment. Our empirical analysis of 46 firms from 1978 to 1997, operating within the U.S. medical device and pharmaceutical sectors, demonstrates that while decision makers initiate structural recombination during periods of industry growth (i.e., munificence), they reduce their recombination efforts during periods of industry turbulence (i.e., dynamism), and managerial turbulence (i.e., growth in top management team size). We also find evidence that firms delay realignment and bide their time for better environmental conditions of declining turbulence and industry growth before pursuing more structural realignment. Together, these findings suggest that decision makers often delay initiating structural recombination until they can effectively process information and assess how structural changes will help them realign the organization to the environment

SINGLE BLIND PLACEBO CONTROLLED STUDY OF PSYLLIUM FIBRES TO REDUCE RISK OF MYOCARDIAL INFARCTION

ABSTRAC

A journey of transformation : A reflective recount of the evolution of AKES,P

This paper presents an overall picture of the evolution of the Aga Khan Education Service, Pakistan (AKES,P) over a century. Reaching out to the remotest areas of Pakistan, AKES,P, has been providing quality education for over a hundred years. The first school of AKES,P, was established in 1905 in Gwadar, Balochistan. Over a century later, AKES,P, now operates 179 schools and 5 hostels in Gilgit-Baltistan, Chitral, Punjab and Sindh, mostly in rural areas. These represent very diverse schools, ranging from a rural school with less than 30 children to a large urban school with over 3000 children. AKES,P, places special emphasis on improving educational practice; leadership and management in diverse and challenging settings; child-centred teaching methods; increasing use of ICT; female education; school-based teacher development; and working in partnership with the government and communities. The paper elucidates the institution’s journey since its inception, under five major themes, which include: Institutional Development, History of Teacher Development, Evolution of Teaching and Learning Practices, Creating a Child Friendly Environment, and Community Development

Seasonal variation of arbuscular mycorrhiza fungi colonization with some medicinal plant species of Chittagong BCSIR forest

This study aimed to evaluate the effects of seasonality on mycorrhizal colonization characteristics as hyphal, vesicular and arbuscular colonization with some medicinal plants species of Chittagong BCSIR forest of Bangladesh. Ten highly valued medicinal plants were selected randomly from Chittagong BCSIR forest to conduct the research. Root samples were collected and examined to determine fungal colonization in three times (Dry, Rainy and Winter) during the year in 2014. The result revealed that the medicinal plants of BCSIR forest were mycorrhizal. The highest hyphal colonization was obtained during rainy season of the corresponding year but decreased during dry and winter season. Vesicular colonization was attenuated during rainy season but increased in dry and winter season but arbuscular colonization was higher proportion in rainy and winter season whereas arbuscular colonization reduced in dry season. This result indicates that AMF colonization varies seasonally as well as depending on some factors like as climate, edaphic, plant host relationship and species diversity

Politics, Governance, and Leadership: What Can We Learn From the Academy of Management’s Response to EO13769?

Organization design seeks to balance potentially conflicting objectives while achieving a broader mission. EO13769 created a challenge for the president of the Academy of Management in leading through these conflicts, as President Anita McGahan describes: how to be true to her own moral values while leading an organization with well-established design constraints, and members with diverse opinions. This article shares the perspectives of 12 scholars on the lessons we can learn from Professor McGahan’s leadership of a constraining organization through a challenging time

A study of employee affective organisational commitment and retention in Pakistan:the roles of psychological contract breach and norms of reciprocity

Social exchange theory and notions of reciprocity have long been assumed to explain the relationship between psychological contract breach and important employee outcomes. To date, however, there has been no explicit testing of these assumptions. This research, therefore, explores the mediating role of negative, generalized, and balanced reciprocity, in the relationships between psychological contract breach and employees’ affective organizational commitment and turnover intentions. A survey of 247 Pakistani employees of a large public university was analyzed using structural equation modeling and bootstrapping techniques, and provided excellent support for our model. As predicted, psychological contract breach was positively related to negative reciprocity norms and negatively related to generalized and balanced reciprocity norms. Negative and generalized (but not balanced) reciprocity were negatively and positively (respectively) related to employees’ affective organizational commitment and fully mediated the relationship between psychological contract breach and affective organizational commitment. Moreover, affective organizational commitment fully mediated the relationship between generalized and negative reciprocity and employees’ turnover intentions. Implications for theory and practice are discussed

The mediating role of discrete emotions in the relationship between injustice and counterproductive work behaviors:a study in Pakistan

Purpose: Our study explores the mediating role of discrete emotions in the relationships between employee perceptions of distributive and procedural injustice, regarding an annual salary raise, and counterproductive work behaviors (CWBs). Design/Methodology/Approach: Survey data were provided by 508 individuals from telecom and IT companies in Pakistan. Confirmatory factor analysis, structural equation modeling, and bootstrapping were used to test our hypothesized model. Findings: We found a good fit between the data and our tested model. As predicted, anger (and not sadness) was positively related to aggressive CWBs (abuse against others and production deviance) and fully mediated the relationship between perceived distributive injustice and these CWBs. Against predictions, however, neither sadness nor anger was significantly related to employee withdrawal. Implications: Our findings provide organizations with an insight into the emotional consequences of unfair HR policies, and the potential implications for CWBs. Such knowledge may help employers to develop training and counseling interventions that support the effective management of emotions at work. Our findings are particularly salient for national and multinational organizations in Pakistan. Originality/Value: This is one of the first studies to provide empirical support for the relationships between in/justice, discrete emotions and CWBs in a non-Western (Pakistani) context. Our study also provides new evidence for the differential effects of outward/inward emotions on aggressive/passive CWBs

Double jeopardy:subordinates' worldviews and poor performance as predictors of abusive supervision

Purpose - To test a moderated mediation model where a positive relationship between subordinates’ perceptions of a dangerous world—the extent to which an individual views the world as a dangerous place—and supervisory abuse is mediated by their submission to authority figures, and that this relationship is heightened for more poorly performing employees. Design/Methodology/Approach - Data were obtained from 173 subordinates and 45 supervisors working in different private sector organizations in Pakistan. Findings - Our model was supported. It appears that subordinates’ dangerous worldviews are positively associated with their perceptions of abusive supervision and that this is because such views are likely to lead to greater submission to authority figures. But this is only for those employees who are performing more poorly. Implications - We highlight the possibility that individual differences (worldviews, attitudes to authority figures, and performance levels) may lead employees to become victims of abusive supervision. As such, our research informs organizations on how they may better support supervisors in managing effectively their subordinate relationships and, in particular, subordinate poor performance. Originality/Value - We add to recent work exploring subordinate-focused antecedents of abusive supervision, finding support for the salience of the previously untested constructs of individual worldviews, authoritarian submission, and individual job performance. In so doing we also extend research on dangerous worldviews into a new organizational setting. Finally, our research takes place within a new Pakistani context, adding to the burgeoning non-US based body of empirical work into the antecedents and consequences of abusive supervision