Conceptualizing Organizational Domains of Community Empowerment through Empowerment Evaluation in Estonian Communities

The importance of community empowerment has been strongly emphasized in health promotion publications in Western societies. Only a few studies exist to highlight the empowerment processes in countries in transition in Eastern Europe. A multi-stage study was designed to develop a context-specific survey instrument appropriate for evaluating the changes in the community empowerment process within the context of health promotion programs in Rapla, Estonia. The current study comprises the first stage, which aims to identify and systematize empowering domains and activities perceived by community members during the empowerment evaluation process. Semi-structured interviews were undertaken with sixteen participants from three health promotion programs. Purposive sampling was used, and data were analyzed using constant comparison. The findings suggest that there are four key organizational domains that characterize the community empowerment process in Rapla: activation of the community, competence development of the community, program management development, and creation of a supportive environment

Measurement of Community Empowerment in Three Community Programs in Rapla (Estonia)

Community empowerment approaches have been proven to be powerful tools for solving local health problems. However, the methods for measuring empowerment in the community remain unclear and open to dispute. This study aims to describe how a context-specific community empowerment measurement tool was developed and changes made to three health promotion programs in Rapla, Estonia. An empowerment expansion model was compiled and applied to three existing programs: Safe Community, Drug/HIV Prevention and Elderly Quality of Life. The consensus workshop method was used to create the measurement tool and collect data on the Organizational Domains of Community Empowerment (ODCE). The study demonstrated considerable increases in the ODCE among the community workgroup, which was initiated by community members and the municipality’s decision-makers. The increase was within the workgroup, which had strong political and financial support on a national level but was not the community’s priority. The program was initiated and implemented by the local community members, and continuous development still occurred, though at a reduced pace. The use of the empowerment expansion model has proven to be an applicable, relevant, simple and inexpensive tool for the evaluation of community empowerment

Når 'den gode medarbejder' er maskulint konnoteret. Køn og positioner i lønsamtaler

The article sheds light on how negotiations concerning gender take place in modern day work places where the discourse about equality of gender having been achieved is widely accepted. The article also unveils how the concept of equality of gender is redefined, e.g. in connection with the formation and utilisation of criteria concerning individual reward and salary negotiations. The article focuses on the impacts of gender neutrality by observing how employees and executives in 4 companies (Andersen & Bloksgaard 2004) talk about and use terms like ‘man’, ‘woman’ and ‘the good employee’. On this basis, organization, gender, work and work practices are analyzed

Barriers among Danish women and general practitioners to raising the issue of intimate partner violence in general practice: a qualitative study

Thirty-five percent of Danish women experience sexual or physical violence in their lifetime. However, health care professionals are not in the practice of asking about intimate partner violence (IPV) in Denmark. It is currently unknown what hinders general practitioners from asking about partner violence and how Danish women would perceive such an inquiry. This aspect has not previously been explored in Denmark. An exploratory study was conducted to examine what hinders general practitioners (GPs) from asking and what Danish women\u27s views and attitudes are regarding being asked about IPV

Individuel løn — reel forhandling eller symbolpolitik?

I lyset af tendensen til øget decentralisering af løndannelsen op igennem 1990'erne og med en mere udbredt grad af individuel løn er der kommet større fokus på det enkelte individ. Det enkelte individ er blevet centrum for lønudmøntningen-følges dette ideal, bør individet også have mulighed for at øve indflydelse på politikken, proceduren og forhandlingen omkring lønnen. Men er dette så tilfældet? Det søger denne artikel et svar på. Og samtidig rejser den et spørgsmål om, hvorvidt den stigende individualisering, der bla. følger med individuel løn, mindsker orienteringen mod kollektiv organisering og medbestemmelse? Med udgangspunkt i en analyse af lønsystemerne og løndannelsesprocesserne på tre store, private virksomheder, som har eller er i gang med at implementere individuel løn, diskuterer artiklen disse problematikker