Improving the psychosocial working environment of care workers is one key to securing sufficient caring staff for the long-term care sector; increasing manpower or increasing the proportion of highly trained staff are not in themselves such keys.
Under conditions comparable to those of Danish elder care today, more is to be gained in terms of generating supportive behaviour towards subordinates from supervisors by empowering them to support each other rather than by increasing support from their superiors. Research is needed to identify methods and structures of mutual support between supervisors in the healthcare sector that will aid them in supporting their subordinates.
The widespread existence of long term methadone treatment in Danish general medical practice is traced historically to the inability of the dominant pedagogical treatment system to define treatment goals that seem both attractive and possible to the patients. The usually poor quality of methadone treatment is seen to be due largely to a combination of physicians' disinclination to take up the treatment of drug abusers at all, and antagonism toward long term methadone treatment rooted in the professional ideologies of personnel in the social services. Contrary to what is commonly claimed by the proponents of the pedagogical model, we contend that the detrimental effects of the existence of long term methadone treatment on the “motivation” of patients in pedagogical institutions are minor. Both the problem of poor quality methadone treatment in general practice and the problem of recruiting patients to the pedagogical system require for their solution a fundamental reformulation of goals and strategies within the pedagogical system itself.
Der foreligger en omfattende litteratur om virkningen af mindfuldhedstræning på både raske og syge mennesker, og mindfuldhedstræning tilbydes i stigende omfang til medarbejdere og ledere på danske arbejdspladser. Der er imidlertid ingen undersøgelser, som belyser virkningen af mindfuldhedstræning på arbejdsgruppen eller arbejdspladsen og dens omgivelser. I denne artikel argumenterer jeg ved hjæp af individualpsykologiske forskningsresultater for, at mindfuldhedstræning kan reducere omfanget af personrettet arbejdspladsaggression og -viktimisering ved at reducere negativ affekt og rumination og fremme assertiv coping hos de berørte aktører. Afslutningsvis skitserer jeg tre opmærksomhedspunkter, som jeg mener er vigtige for en fremtidig forskning i de langsigtede virkninger af mindfuldhedstræning i arbejdslivet.
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