As one receives this edition of the White Ensign, it is yet another indication all that was old is new again. This change, like so many others taken by National Council has not been taken lightly. Support funding is drying up everywhere; we simply have to find other ways to do things. There has been, and shall continue to be, change in many areas.
We commenced change in our welfare support service 18 months ago. The TIP training system is no longer, and we now move to a new advocacy training programme. In short we are reaching out to the 21st century.
It is a given that change is not always enthusiastically embraced, and so it has been within some areas of our association. More specifically change to the delivery of welfare support and
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Because there was no formalised and structured body of governance, in addition to TIP courses we saw local training consultative groups and trainer bodies. These produced a local version of what they believed to be the necessary knowledge to support volunteers in the field. To date there has not been a formal task analysis to identify exactly what it is the various levels of advocacy do. This seems not to have concerned anybody. Further, we continue to use the term pension officer despite the fact there is no pension legislation, and for the past twelve years our volunteers have worked within the provisions of military rehabilitation and compensation legislation. Where to from …show more content…
Unless a welfare officer holds some formal qualification relative to finance, I believe it is strictly a “no go” area. We are not trained in such matters, and generally experience has taught us that our own finances can be a minefield. On the other hand, we should be able to suggest where an enquirer could go for professional advice. As we work in the fields of rehabilitation and compensation, that also implies we have some level of knowledge not available to the mere mortal. Personally I do not foresee the day when our association would become involved with hands on rehabilitation, I believe however we should be able to direct people towards appropriate professionals in the relative
...l to readers to see how the reform movement played a major role in better health and labor standards across many cities in the United States. By giving more focus to these positive elements, I thought it could have made for a very interesting contrast between pros and cons for the reform movement, similar to what readers received while reading about machine politics in Chapter 3.
Linda Gordon's article is thoughtful, insightful and highly relevant. As governments slash poverty relief programs at all levels and as welfare-bashing reaches an all-time high, it is instructive to take a step back and look at how the current system developed.
Hays found that initially most welfare workers were optimistic and even excited about the changes. Most workers felt that the Act represented real progress and allowed for positive changes which would positively impact the lives of their clients. Hays spoke to one welfare who said that welfare reform “offered the training and services necessary to 'make our clients' lives better, to make them better mothers, to make them more productive.'” But as she was soon to find out, welfare reform, while it did have a positive impact on the lives of some welfare clients, made the lives of most clients more difficult, not to mention the stress that it caused for the welfare workers who had to deal with the often confusing and illogical new rules.
One big step towards reform has already been made by the State of Oregon, marking a simple path for the Nation. A new welfare reform program has been introduced, known as Jobs Plus. With the Jobs Plus Program, Oregon has been able to have strong work requirements and needed child and medical care for folks coming off of welfare.
Kotter, J. P. & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change
...igning practitioner training programmes that include direct service user input. Current practices within services were discussed and highlighted a power imbalance between the service user and practitioner where the practitioner often holds all of the power and the views of the service user are often not considered. Possible resistance to a working partnership was discussed followed by suggestions to address these barriers to change. This highlighted that there are already policies in place that encourage a working partnership but Tait and Lester (2005) suggest there is no real evidence that these policies are being used regularly in practice. This essay has shown that a working partnership where the service user is involved in every aspect of their care is possible but policies and strategies need to be implemented and attitudes need to change for it to be achieved.
Loprest, P. J. (2002). Making the transition from welfare to work; successes but continuing concerns
The goal is to address why the welfare system needs to be reformed, however first it is necessary to understand what welfare actually is.
It will also consider how breakdowns in ‘effective communication’ (K101, Unit 8, P134) occur as a result of barriers arising, including ‘Physical Environment, Disability and Impairment, Attitudes, Cultural Differences and Emotions and Feelings (K101, Unit 8, P136). This can ‘dis-empower’ services users leading to an identity being imposed on them which may generate feelings of insecurity and worthlessness and deny them the right to a voice. Similarly, evidence will be provided to show care workers applying skills to develop strategies which aid in the process of overcoming these barriers. The evidence produced in this essay will be taken from case studies based on oral history and life story work. Both strategies grant service users the ability to talk about their past experiences, discover who they are and develop a sense of identity, thus providing them with feelings of confidence, security and self-esteem.
Hazel, M. "Change is crucial in a person’s life." N.p., n.d. Web. 15 Dec. 2008. .
...ny one individual. You might ask three people what their personal definition of change is and receive three different answers. Some people offer very little resistance to change, they consider it the spice of life; it prevents stagnancy and maintains excitement through diversity. Some people view change like the U.S. viewed Russia during the cold war, as an inevitable threat that we must constantly monitor and prepare for. Other people react to change like an ostrich reacts to danger. They just stick their head in a hole and pretend it doesn't exist. Change is constantly happening all the time to everyone in someway or another. Whether or not change is accepted does not alter the fact that it exists however the way you accept change can alter the way you exist.
Managing Change: Who Moved my Cheese? Darrin Ruble National University Managing Change: Who Moved my Cheese? Rashid-Al-Abri (2007) claims that change in the healthcare industry has been a dramatic phenomenon that requires the personnel to accept changes or they will be surpassed by them. Therefore, there is the need to follow the steps of change: evaluation, planning, implementation, and management. The characters are different, but the individual control that these characters display plays a fundamental role in the acceptance and the administration of change.
The County of Los Angeles, Department of Public Social Services is one such organization that is seeking to provide effective, efficient services while meeting the mandates of welfare reform regulations. CalWORKS (California Work Opportunity and Responsibility to Kids) GAIN Division (Greater Avenues for Independence) is responsible for providing Welfare-to-Work services to Temporary Aid for Needy Families (TANF) (formerly known as AFDC) recipients. Welfare reform time limits have made it necessary for the organization to becom...
You must be familiar with human development, how culture and society impact behaviour and the influence of economic structures on human behaviour. When working within the disability field, a human service worker should be able to have a holistic understanding of disability and should see their impairment as only one aspect of what makes them who they are. Therefore a human service worker should focus on maintaining and enhancing quality of life. Contributing knowledge and skills to assist people with disability, their families and communities through program design, counselling, case management and advocacy. Now there is a number of roles human services workers to expertise due to expansion of the National Disability Insurance Scheme (NDIS). Human service workers also work alongside people with disability to advocate for their rights, and facilitate their empowerment so as to achieve their needs and aspirations (Australian Association of Social Worker, 2016). I as an individual, I think I might be able to make a great contribution to the sector through applying the knowledge I would have gained from this program to help clients reach their goals and be happier, healthier individuals and build more effective
As a volunteer manger, I need to organize volunteers by coming into contact, monitor, evaluate and assign them. Most and foremost, I am required to produce volunteer policies and procedures, including risk assessments. It is important to do so, in order to work systematically for both the leader and the subordinates. I will have to generate suitable role description according to the needs of the organization and provide appropriate support and training of volunteers. I need to be in contact and going through interviews to ensure that they are the ideal person for the position. As soon I have picked the volunteers, I need to provide them with guide and information, always have them in contact, in order to be up to date with regulation and policies related to volunteering and notify them with any modification in order to facilitate