Manohar Pawar and Marie Weil
This article presents an integrated perspective and framework for global practice towards achieving the Global Agenda. First, it presents the origin and current understanding of the Global Agenda for social work. Second, it illustrates the utility of the term “global practice” as a progressive, comprehensive, and future-oriented term that encompasses social work and social, economic, and sustainable development at multiple levels: local, national, regional, international, multinational, and global. Third, it discusses ways of moving forward on the Global Agenda at multiple levels through an integrated perspectives framework consisting of global, ecological, human rights, and social development perspectives to guide practice. Finally, it concludes that global practice and the Global Agenda need to be translated into local level social work and development practice and local level agendas, making a case for social work and sustainable social development leadership and practice at grassroots and national levels.
Becky S. Corbett
Social workers are well trained to respond to natural and man-made disasters. They use their strengths-based perspective to assist individuals, families, organizations, and communities after a disaster. They are called on to assess the situation, provide counseling and support, and link affected individuals to resources. However, they may not think about preparing for disasters in their own organization or practice, including workplace safety. This article discusses why social workers need to create a business disaster preparedness plan, describes potential hazards, identifies workplace safety guidelines and patient safety standards, explains how to establish a disaster preparedness plan for business continuity, and examines the idea of ethical responsibility.
Implementation research seeks to inform how to deliver evidence-based interventions, programs, and policies in real-world settings so their benefits can be realized and sustained. The ultimate aim of implementation research is building a base of evidence about the most effective processes and strategies for improving service delivery. Implementation research builds upon effectiveness research and then seeks to discover how to use specific implementation strategies and move those interventions into specific settings, extending their availability, reach, and benefits to clients and communities. This entry provides an overview of implementation research as a component of research translation and defines key terms, including implementation outcomes and implementation strategies, as well as an overview of guiding theories and models and methodological issues including variable measurement, research design, and stakeholder engagement.
James Woolever and Jim Kelly
The study of leadership has a long history in disciplines outside of social work. Theorists have struggled with a myriad of definitions of leadership, as well as trait, behavioral, and situational leadership models. They have identified leadership types from transformational and charismatic to motivational. There has been much speculation and some study of the traits and characteristics of effective leaders, as well as effective leadership styles, abilities, and practices. Social-work theorists have contributed to this field by identifying the critical and unique characteristics of social-work leadership, such as adherence to social-work norms and orientation to the needs of disadvantaged groups. In the early 21st century, social workers have begun to elaborate technologies for creating tomorrow’s leaders through practices such as formal training, mentoring, and peer networking. There has always been, and will be, a critical need for leadership in social-work endeavors. Leadership development can be viewed from two perspectives: the individual and organizational. From the individual perspective, the system begins with a critical assessment of the individual’s strengths and limitations, along with the opportunities and threats for professional growth. Ultimately, the organization is responsible for providing resources to enable individual development. The long-term goal is to implement a developmental mind-set throughout the organization. Leadership development must be intended for all employees, not just a select few. Both individual and organizational job performance are ultimately dependent on the leadership developmental structures embedded within each organizational unit. The issue at hand is designing and delivering leadership development programs that meet the leadership requirements for today’s complex, yet changing organizations.
Older workers make important contributions to the workplace, its productivity, and its culture. Work remains important for older adults for financial security, to give meaning to later life, to maintain social networks, and to promote lifelong learning. However, ageist beliefs about the capacity of older adults to remain productive and contributing workers in the workforce can create barriers for older workers. Understanding how older workers experience ageist behavior in the workplace can help employers, policy makers, and social workers learn more about how to address this social problem. Organizations can become more age friendly through enabling workplace programs, supportive management, and proactive human resource managers. Social workers serving older adults in employee assistance programs and in private practice can help them to challenge ageism in the workplace. Finally, legislation such as the Age Discrimination in Employment Act protects the rights of older workers; however, more legislation is needed to address bullying and harassment of older adults in the workplace.
Rosalyn M. Bertram
This entry presents frameworks for implementing effective services. When service organizations understand and work through implementation frameworks, programs can achieve targeted fidelity and client outcomes in a sustainable manner while enhancing practitioner competence and confidence, and improving organizational culture and climate. These frameworks should be but are not yet infused throughout social work curricula. They provide a practical and conceptual bridge for supporting effective delivery of evidence-based or empirically informed practices.
DeBrenna LaFa Agbényiga
As a profession, social workers must understand and work well within the realms of capacity development. This understanding is important because it provides a foundation for working at the micro and macro levels to engage communities, organizations, systems, and individuals. However, the complexity of capacity development has made it difficult for social workers to fully engage from this stance. This entry discusses the historical development of capacity development and building while linking it to social justice. It also provides a theoretical perspective and methods for understanding and utilizing capacity development and building in social-work practice.
Jennifer L. Magnabosco
Throughout history, measuring outcomes has been a goal and priority in the human services. This entry chronicles the history of outcomes measurement in the human services in the United States and discusses present-day outcome measurement activities as well as trends and some of the key areas for outcomes measurement in several human service domains.
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.
Workers' Compensation is a form of social insurance financed and administered by each of the 50 states, the federal government (for federal workers), and the District of Columbia that protects workers and their families from some of the economic consequences of workplace-related accidents and illnesses.