an article by Jane Fenton (University of Dundee) published in The Howard Journal of Criminal Justice Volume 52 Issue 1 (February 2013)
Abstract
This article explores the difficulty that criminal justice social work (CJSW) might have in implementing a desistance approach to work with offenders.
Supporting desistance requires responsive, autonomous social workers and this article questions whether criminal justice agencies, characterised by risk aversion and managerialism, would be able to tolerate the anxiety this would inevitably, and properly, generate.
Suggestions are made regarding the place of desistance work within a positive human rights framework, which might provide a force against the corrosive progression of popular punitivism – a major factor in the persistence of risk averse, managerial practice.
Wednesday, 23 January 2013
Archiving and Recovering Database-driven Websites
an article by Michael Rumianek (Universität Duisburg-Essen, Duisburg, Deutschland & Global Village GmbH, Voerde, Deutschland) published in D-Lib MagazineVolume 19 Number 1/2 (January/February 2013)
Abstract
An ever increasing amount of information is provided by database-driven websites.
Many of these are based on Content Management Systems (CMS).
CMS typically separate the textual content from file content and store the textual content within a database while files are stored in a directory structure of a file system. For archiving and preservation of such websites, in many cases several tools are needed to archive the file data and the database data separately in different container formats.
The database data may be especially difficult to archive since vendor specific implementations of datatypes constrict restoring the archive on different systems.
The author developed and implemented a procedure that enables storing both file and database data in a single XML document based on an XML Schema, where the data in the database are mapped into a standardised form to facilitate recovery on different systems. The mapping of the complete content into only printable characters allows preservation of the archive in multiple ways. Setting up a highly automated cycle of archiving and restoring website content by using a Version Control System (VCS) is also suggested.
Full text (HTML) will lead you to a printer-friendly version should you want to keep a hard copy.
No, this isn’t careers information, I’m not even sure by how far you would consider it information management but …
I would make that a very big but …
Much of the information that careers practitioners use on a regular basis is contained in database systems where the format and the data are kept in different files.
It is very useful to have an understanding of this for when things go wrong (and they will).
Whether you are concerned about archiving you will certainly be concerned about back-up and retrieval.
Abstract
An ever increasing amount of information is provided by database-driven websites.
Many of these are based on Content Management Systems (CMS).
CMS typically separate the textual content from file content and store the textual content within a database while files are stored in a directory structure of a file system. For archiving and preservation of such websites, in many cases several tools are needed to archive the file data and the database data separately in different container formats.
The database data may be especially difficult to archive since vendor specific implementations of datatypes constrict restoring the archive on different systems.
The author developed and implemented a procedure that enables storing both file and database data in a single XML document based on an XML Schema, where the data in the database are mapped into a standardised form to facilitate recovery on different systems. The mapping of the complete content into only printable characters allows preservation of the archive in multiple ways. Setting up a highly automated cycle of archiving and restoring website content by using a Version Control System (VCS) is also suggested.
Full text (HTML) will lead you to a printer-friendly version should you want to keep a hard copy.
No, this isn’t careers information, I’m not even sure by how far you would consider it information management but …
I would make that a very big but …
Much of the information that careers practitioners use on a regular basis is contained in database systems where the format and the data are kept in different files.
It is very useful to have an understanding of this for when things go wrong (and they will).
Whether you are concerned about archiving you will certainly be concerned about back-up and retrieval.
Tuesday, 22 January 2013
Universal Jobmatch Service Gets Off to a Flying Start
via TAEN Site news
In its first two months of operation, 923,000 jobseekers have registered with the Department for Work and Pensions’ new online job posting and matching service, Jobmatch.
According to the DWP as at 6 January 2013 over 235,000 live jobs were being advertised on the service and 384,000 employers had created a Universal Jobmatch account . At the start of January, over 4.7 million job searches were taking place on average each day.
The Department says that since its launch, it has made improvements and fixed some technical issues with the Jobmatch service.
To register or find out more, visit the Jobmatch website
In its first two months of operation, 923,000 jobseekers have registered with the Department for Work and Pensions’ new online job posting and matching service, Jobmatch.
According to the DWP as at 6 January 2013 over 235,000 live jobs were being advertised on the service and 384,000 employers had created a Universal Jobmatch account . At the start of January, over 4.7 million job searches were taking place on average each day.
The Department says that since its launch, it has made improvements and fixed some technical issues with the Jobmatch service.
To register or find out more, visit the Jobmatch website
Moving beyond the child care debate toward implications for social and political agendas
an article by Michael J. MacKenzie (Columbia University, USA), David Liu (University of California, San Diego, USA) and Arnold J. Sameroff (University of Michigan, USA) published in Children and Youth Services Review
Volume 35 Issue 1 (January 2013)
Abstract
Early nonmaternal child care, for at least some portion of the week, is now the reality for most families in the United States [and in the UK].
Ongoing debates surrounding what these changes mean for our society have focused on the possible negative consequences of extended nonmaternal care and the potential impact of such arrangements on children’s later development.
The NICHD-Early Child Care Research Network (ECCRN) Study of Early Child Care and Youth Development has made great strides toward addressing methodological limitations in previous research through a series of landmark examinations of child functioning from transition to school through 15 years-of-age.
The primary goal of this commentary is to put the child care findings into a broader developmental, social, and political context by reframing the discussion to move beyond the current daycare debate and consider implications for social policy and research agendas.
Given that daycare has become a normative social institution, we first consider what the research findings mean for the healthy social–emotional and cognitive growth of children. Second, we articulate the implications of the data for social interventions to improve those outcomes. Finally, we address the issue of what political changes are necessary to produce those improvements.
Abstract
Early nonmaternal child care, for at least some portion of the week, is now the reality for most families in the United States [and in the UK].
Ongoing debates surrounding what these changes mean for our society have focused on the possible negative consequences of extended nonmaternal care and the potential impact of such arrangements on children’s later development.
The NICHD-Early Child Care Research Network (ECCRN) Study of Early Child Care and Youth Development has made great strides toward addressing methodological limitations in previous research through a series of landmark examinations of child functioning from transition to school through 15 years-of-age.
The primary goal of this commentary is to put the child care findings into a broader developmental, social, and political context by reframing the discussion to move beyond the current daycare debate and consider implications for social policy and research agendas.
Given that daycare has become a normative social institution, we first consider what the research findings mean for the healthy social–emotional and cognitive growth of children. Second, we articulate the implications of the data for social interventions to improve those outcomes. Finally, we address the issue of what political changes are necessary to produce those improvements.
High-performer turnover and firm performance: The moderating role of human capital investment and firm reputation
an article by Kiwook Kwon (Konkuk University, Seoul, Korea) and Deborah E. Rupp (Purdue University, West Lafayette, Indiana, USA) published in Journal of Organizational Behavior
Volume 34 Issue 1 (January 2013)
Summary
Research has shown a complex relationship between turnover and firm performance. Not only does it matter who leaves (e.g., high-performing versus low-performing employees), but the context also stands to influence this effect in complex ways.
We apply human capital theory, social capital theory, and the cost–benefit perspective to propose two boundary conditions to the high-performer turnover and firm performance relationship.
Specifically, we predict that the negative impact of high-performer turnover on firm performance will be the strongest for reputable firms and for firms who invest less in human capital (e.g., selection, training, and incentive-based pay).
We present data from 155 South Korean firms that support the hypothesized model.
We discuss findings in terms of current and future theory, practical implications, and subsequent research needs.
Copyright © 2012 John Wiley & Sons, Ltd.
Summary
Research has shown a complex relationship between turnover and firm performance. Not only does it matter who leaves (e.g., high-performing versus low-performing employees), but the context also stands to influence this effect in complex ways.
We apply human capital theory, social capital theory, and the cost–benefit perspective to propose two boundary conditions to the high-performer turnover and firm performance relationship.
Specifically, we predict that the negative impact of high-performer turnover on firm performance will be the strongest for reputable firms and for firms who invest less in human capital (e.g., selection, training, and incentive-based pay).
We present data from 155 South Korean firms that support the hypothesized model.
We discuss findings in terms of current and future theory, practical implications, and subsequent research needs.
Copyright © 2012 John Wiley & Sons, Ltd.
Are generic strategies ‘fit for purpose’ in a public service context?
an article by Ian R. Hodgkinson (Loughborough University, UK) published in Public Policy and Administration Volume 28 Number 1 (January 2013)
Abstract
The environment in which public sector organisations operate is becoming ever more volatile, with such organisations increasingly facing the dual pressures of growing customer expectations coupled with significant budget reductions.
This study presents an exploratory research model to uncover significant relationships between generic strategies and the business and social performance of public leisure providers, in an attempt to ascertain if generic strategies are fit for purpose in the public leisure sector.
The findings suggest that low cost and price-based strategies are inadequate for service delivery. Rather, a hybrid strategy – which seeks to add value while also having a cost base that permits low prices – is deemed fit for purpose in the public leisure sector, satisfying the dual strategic agenda of public leisure providers.
This study provides contributions to the strategic management, public management, and leisure services literatures.
Abstract
The environment in which public sector organisations operate is becoming ever more volatile, with such organisations increasingly facing the dual pressures of growing customer expectations coupled with significant budget reductions.
This study presents an exploratory research model to uncover significant relationships between generic strategies and the business and social performance of public leisure providers, in an attempt to ascertain if generic strategies are fit for purpose in the public leisure sector.
The findings suggest that low cost and price-based strategies are inadequate for service delivery. Rather, a hybrid strategy – which seeks to add value while also having a cost base that permits low prices – is deemed fit for purpose in the public leisure sector, satisfying the dual strategic agenda of public leisure providers.
This study provides contributions to the strategic management, public management, and leisure services literatures.
Keeping Work
Interim findings from longitudinal qualitative research on homeless people’s experiences of starting and staying in work published by Broadway in partnership with Business in the Community (December 2012)
Executive summary
The research
This report presents interim findings from longitudinal qualitative research into homeless people’s experiences of starting work. Most homeless people want to work but do not 1; those who do secure a job often fall out of employment2. Keeping Work explores in depth the experiences of 50 homeless people moving into work, by conducting regular interviews with them over their first six to 12 months after starting new jobs. The research aims to identify what helps homeless people sustain work and why some people lose their jobs. A full research report, including recommendations for policy-makers, service providers, employers, and homeless people wishing to move into work, will be published in June 2013.
Participants
This report is based on interviews with 50 currently or recently homeless people (who have lived in hostels or supported housing or slept rough). Initial interviews took place just before or just after starting a new job, and at the time of this report one or more follow-up interviews had been undertaken with 20 participants over their first one to ten months after starting work. Interviewees faced numerous challenges in finding and keeping work; self-reported data shows that half of those interviewed had been out of work for more than three years, half had criminal convictions and many had experienced drug, alcohol or mental health issues.
Recruiting to the project
A key challenge faced by researchers was recruiting people to take part in the research. Most agencies involved in recruitment of participants (including homelessness agencies with employment teams) found it hard to identify more than a small number of homeless people who they had helped into work. This suggests that, although agencies are clearly helping people who face barriers to employment into work, these people are primarily not core client groups such as hostel residents and those who have recently moved on. The final research report will explore this issue further.
50 jobs
Half of those interviewed accessed work through a specialist scheme provided by a voluntary organisation and others entered the mainstream job market. Only 15 had permanent contracts. Many of the 50 jobs represented were in key industries - catering and hospitality, construction, gardening and caretaking, driving and office work. Others included engineering, media, accountancy and football coaching.
Of the 50 participants, 12 are known to have fallen out of work during the research period. The most common reason for losing a job was temporary contracts or casual work ending. Four people were fired or asked not to come back to work. Several people seemed to have lost work because of a ‘one mistake and you’re out’ approach. Other reasons included not being appropriately skilled for the job and ‘unprofessional’ behaviour including anger management issues. People who were struggling in work but maintaining it, in comparison with people who had walked out of jobs or been fired, tended to have more in-work support (from either a manger or someone outside work).
Motivated to work
Those interviewed expressed a very strong motivation to work, despite often minimal or no financial gains: money was not a main motivator to move into work. A wide range of jobs gave participants a deep sense of satisfaction. Moving into work was part of a journey away from homelessness and other difficult issues. Key motivators were increased self-worth and making a positive contribution to society as well as saving for a deposit for a flat and being able to afford small luxuries. Work also alleviated boredom, reducing use of drink and drugs for some.
For many people, adapting to work came relatively easily. However, several people found adapting to the work environment more challenging, struggling with interacting with colleagues, dealing with anger and reporting sickness. This led to losing jobs in some cases.
Better off in work?
Many interviewees were willing to work for very little money: ten were receiving the minimum wage or an apprentice wage, and for several people, moving into work meant that they were worse off or only marginally better off than when they had been on benefits. Factors in this include the costs of working, debts (accrued both before and after moving into work) and delays in being paid. Several participants had had complex problems with benefits being sanctioned. Most participants had had better off in work calculations done for them by either Jobcentre Plus, a Work Programme advisor or another support worker; however, in some cases, these did not prove to be accurate, or to take into account actual outgoings. Many participants did not know how much money they would have coming in from work or benefits.
The participants would benefit from a benefits system which is easier to negotiate, helps people to avoid building up arrears when moving into work while living in a hostel and takes debt repayments and travel costs into account for better off calculations.
A time of change – issues outside work
Participants had an array of issues to cope with during their first few months at work which could sometimes be bewildering for them. Key issues were ensuring correct benefit payments and managing financially as well as often planning or undertaking a move into independent accommodation. High hostel rents could be difficult for those on a low income to meet alongside work-related outgoings, as could saving towards a deposit to move on. Some people felt that working was financially unsustainable despite wanting to work.
Support
Support with work-related and other issues can be crucial to help homeless people sustain work. For many participants, this support was most effectively provided by homelessness service providers. Participants received limited in-work support from Work Programme providers. In addition, support from line managers was a key factor in successfully settling into a job for some participants. For some people living in supported accommodation, the support provided by staff was vital. For others, staff withdrew support once they were in work in the belief that they were coping, and they did not receive the support they needed. Bullying and noise within hostels could also make working life harder to cope with.
Key interim findings
1 Singh, P (2005) No Home, No Job, Off the Streets and Into Work; Opinion Leader Research (2006) Homeless people and learning and skills: participation, barriers and progression, Crisis.
2 Figures from Business in the Community Ready for Work brochure (undated).
Full text (PDF 40pp)
Executive summary
The research
This report presents interim findings from longitudinal qualitative research into homeless people’s experiences of starting work. Most homeless people want to work but do not 1; those who do secure a job often fall out of employment2. Keeping Work explores in depth the experiences of 50 homeless people moving into work, by conducting regular interviews with them over their first six to 12 months after starting new jobs. The research aims to identify what helps homeless people sustain work and why some people lose their jobs. A full research report, including recommendations for policy-makers, service providers, employers, and homeless people wishing to move into work, will be published in June 2013.
Participants
This report is based on interviews with 50 currently or recently homeless people (who have lived in hostels or supported housing or slept rough). Initial interviews took place just before or just after starting a new job, and at the time of this report one or more follow-up interviews had been undertaken with 20 participants over their first one to ten months after starting work. Interviewees faced numerous challenges in finding and keeping work; self-reported data shows that half of those interviewed had been out of work for more than three years, half had criminal convictions and many had experienced drug, alcohol or mental health issues.
Recruiting to the project
A key challenge faced by researchers was recruiting people to take part in the research. Most agencies involved in recruitment of participants (including homelessness agencies with employment teams) found it hard to identify more than a small number of homeless people who they had helped into work. This suggests that, although agencies are clearly helping people who face barriers to employment into work, these people are primarily not core client groups such as hostel residents and those who have recently moved on. The final research report will explore this issue further.
50 jobs
Half of those interviewed accessed work through a specialist scheme provided by a voluntary organisation and others entered the mainstream job market. Only 15 had permanent contracts. Many of the 50 jobs represented were in key industries - catering and hospitality, construction, gardening and caretaking, driving and office work. Others included engineering, media, accountancy and football coaching.
Of the 50 participants, 12 are known to have fallen out of work during the research period. The most common reason for losing a job was temporary contracts or casual work ending. Four people were fired or asked not to come back to work. Several people seemed to have lost work because of a ‘one mistake and you’re out’ approach. Other reasons included not being appropriately skilled for the job and ‘unprofessional’ behaviour including anger management issues. People who were struggling in work but maintaining it, in comparison with people who had walked out of jobs or been fired, tended to have more in-work support (from either a manger or someone outside work).
Motivated to work
Those interviewed expressed a very strong motivation to work, despite often minimal or no financial gains: money was not a main motivator to move into work. A wide range of jobs gave participants a deep sense of satisfaction. Moving into work was part of a journey away from homelessness and other difficult issues. Key motivators were increased self-worth and making a positive contribution to society as well as saving for a deposit for a flat and being able to afford small luxuries. Work also alleviated boredom, reducing use of drink and drugs for some.
For many people, adapting to work came relatively easily. However, several people found adapting to the work environment more challenging, struggling with interacting with colleagues, dealing with anger and reporting sickness. This led to losing jobs in some cases.
Better off in work?
Many interviewees were willing to work for very little money: ten were receiving the minimum wage or an apprentice wage, and for several people, moving into work meant that they were worse off or only marginally better off than when they had been on benefits. Factors in this include the costs of working, debts (accrued both before and after moving into work) and delays in being paid. Several participants had had complex problems with benefits being sanctioned. Most participants had had better off in work calculations done for them by either Jobcentre Plus, a Work Programme advisor or another support worker; however, in some cases, these did not prove to be accurate, or to take into account actual outgoings. Many participants did not know how much money they would have coming in from work or benefits.
The participants would benefit from a benefits system which is easier to negotiate, helps people to avoid building up arrears when moving into work while living in a hostel and takes debt repayments and travel costs into account for better off calculations.
A time of change – issues outside work
Participants had an array of issues to cope with during their first few months at work which could sometimes be bewildering for them. Key issues were ensuring correct benefit payments and managing financially as well as often planning or undertaking a move into independent accommodation. High hostel rents could be difficult for those on a low income to meet alongside work-related outgoings, as could saving towards a deposit to move on. Some people felt that working was financially unsustainable despite wanting to work.
Support
Support with work-related and other issues can be crucial to help homeless people sustain work. For many participants, this support was most effectively provided by homelessness service providers. Participants received limited in-work support from Work Programme providers. In addition, support from line managers was a key factor in successfully settling into a job for some participants. For some people living in supported accommodation, the support provided by staff was vital. For others, staff withdrew support once they were in work in the belief that they were coping, and they did not receive the support they needed. Bullying and noise within hostels could also make working life harder to cope with.
Key interim findings
- Problems with recruitment to the research highlight the low number of homeless people being supported into work.
- Those starting work often need ongoing support. Some people said that support from their Work Programme provider or their hostel keyworker was inadequate or non existent. It is important that people who fall out of work remain linked in with employment support.
- The current benefits system can make it difficult for people who are currently or recently homeless who are moving from benefits into work. A simplified system would make it easier for people to move into work.
- Moving into work can be costly, with the need to buy travel tickets and clothes and (for some) to cope with the transition to a monthly salary. Many people accumulated personal loans and rent arrears over this period. People who received financial support over this period said that it was crucial.
1 Singh, P (2005) No Home, No Job, Off the Streets and Into Work; Opinion Leader Research (2006) Homeless people and learning and skills: participation, barriers and progression, Crisis.
2 Figures from Business in the Community Ready for Work brochure (undated).
Full text (PDF 40pp)
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