South America, a land of beauty, diversity, and socioeconomic disparity, is going through a profound identity search, redefining the government's role concerning the welfare of its people, and most important, reevaluating its relationship with the Global North. Within this context, social work has a strong commitment to work with the most vulnerable sectors of the population affected by structural adjustment programs.
Benjamin J. Lough
This entry provides a brief historical overview of international volunteer service, along with changes to traditional forms of international service. It presents a general typology for contemporary international-service programs and reviews how these forms differ in practice. Using the limited data available, it provides a demographic snapshot of the scale and prevalence of international volunteer service from the United States and globally. The entry then reviews critical intersections between international service and social work, and describes debates of particular concern to the social worker profession. Finally, the entry outlines important areas for future social work research and practice.
Social welfare organizations must often work with one another to accomplish goals unattainable by going it alone. This article on interorganizational relationships (IORs) examines the need for IORs today, the costs and benefits of collaboration across organizational boundaries, the prerequisites of IOR formation, and a normative developmental model that hypothesizes an association between the purposes of an IOR and the most effective form to achieve the given goal. The focus of the article is on the concepts, principles, skills, and attributes managers and other macro practitioners need to manage a complex interorganizational task environment.
Robert G. Madden
The law is a powerful force in all aspects of contemporary American society. The legal system furnishes the context and procedures for the creation and enforcement of laws to resolve disputes, protect rights, and generally to maintain order. Social workers are expected to understand the basic workings of the legal system. Knowledge of the legal system provides the foundation to support social workers to undertake social justice initiatives, to give voice to vulnerable client populations, and to work for legal rules that support good social work practice.
Nancy P. Kropf
Although the terms older adult and senior citizen are commonly defined as individuals 60 years and above, later adulthood contains various life-course phases and developmental periods. The “young-old,” defined as individuals in the age range of 60–75 years, often experience various health, social, and economic transitions. Both the individual and family systems must negotiate some of the concomitant changes that accompany the journey into later life. Therefore, this first decade of older adulthood is one that can simultaneously be enjoyable, exciting, demanding, and stressful for aging persons and their family.
Sunny Harris Rome and Sabrina Kiser
Lobbying is the process of influencing public policy. It involves developing and implementing strategies to persuade those in power. Consistent with the National Association of Social Workers (NASW) Code of Ethics, many social workers contribute to lobbying campaigns to advance the well-being of their clients or to promote social justice; some social workers become professional lobbyists, focusing their careers on government relations work. Successful lobbying involves forming and nurturing relationships with decision makers and generating and sharing information. Key elements of a lobbying campaign include agenda setting, face-to-face meetings with policymakers, coalition building, field organizing, testifying, preparing written materials, and the strategic use of media. Social work education provides opportunities to gain the knowledge and skills necessary for engaging in lobbying efforts. Lobbying activity is regulated by federal law; it is important that social workers and their employers understand and comply with these rules, but social workers are encouraged to remain as active as possible within these parameters. Future challenges include the demand for evidence to support policy recommendations and the inadequate numbers of social workers pursuing lobbying as a career.
Dorothy N. Gamble and Tracy M. Soska
“Macro practice” is identified as social work with communities, organizations, and inter- and intra-organizational groups engaged in progressive maintenance or change strategies. Social workers in macro practice engage in planning, organizing, development, collaboration, leadership, policy practice, advocacy, and evaluation. In 2010, the Association of Community Organization and Social Administration (ACOSA) defined competencies expected of people doing this work. ACOSA identified two separate but related sets of competencies: one based on the literature found in its sponsored journal, The Journal of Community Practice, and a second derived from 10 competencies elaborated on in the Council on Social Work Education’s (CSWE) Educational Policies and Accreditation Standards. Identifying competencies defines knowledge, values, judgments, and skills that social workers doing macro practice should address. Evaluating competencies can be determined by educational programs, service organizations that employ macro practitioners, or by the practitioners themselves as they move through their career in social work.
Florence Ellen Netting
Macro social work practice includes those activities performed in organizational, community, and policy arenas. Macro practice has a diverse history that reveals conflicting ideologies and multiple theoretical perspectives. Programmatic, organizational, community, and policy dimensions of macro practice underscore the social work profession's emphasis on using a person-in-environment perspective. Thus, social workers, regardless of roles played, are expected to have sensitivity toward and engage in macro practice activities.
Roger A. Lohmann and Nancy Lohmann
There has been a quiet revolution in financial management practice in social agencies in recent decades, symbolized by the transition from fund to enterprise accounting and increasing recognition of the “third sector” of the social economy. The traditional voluntary agency model of donations has been joined by grants, performance contracts, “managed care,” and an array of other options, and traditional voluntary agency-based and public agency practice now exist alongside corporate for-profit service delivery and various forms of private practice. Social enterprise and entrepreneurship are a common theme in all this diversity, as social agencies must aggressively seek out financial support. In this environment, two models of budgeting, termed “common-pool” and social enterprise budgeting, have emerged.
Michàlle E. Mor Barak and Dnika Jones Travis
Social work organizations depend on a well-trained and responsive workforce to provide quality services. Human resource management (HRM) refers to the design of formal systems that ensure effective and efficient use of human talent, and serves as a vehicle to accomplish organizational goals. Effective HRM requires applying the same person-in-environment value orientation that guides client services to managing human resources. Considering the complexity of HRM, we have developed an organizing framework focused on employee development, organizational effectiveness, and cross-cutting HRM issues. In today's economic, legal, cultural and technological environment that emphasizes accountability, effective management of human talent is critical.