No abstract

No abstract

Na uji iššūkiai socialinių paslaugų plėtrai -mišrios socialinių paslaugų rinkos kūrimas Laimutė Žalimienė Įvadas Pastaruoju dešimtmečiu socialinėje ir ekonominėje politikoje atsiranda naujos sąvokos ir koncepcijos, tokios kaip "mišri socialinių paslaugų rinka", "mišri globos ekonomika", kurios pabrėžia, kad teikiant socialines paslaugas kaip lygiaverčiai partneriai, turintys vienodas teises ir galimybes, dirba valstybės, savivaldybių, nevyriausybinių organizacijų (toliau -NVO) ar privačios įstaigos.Europos Sąjungos šalys išgyveno įvairius pertvarkos etapus taikydamos skirtingus socialinių paslaugų organizavimo, finansavimo modelius, nustatant paslaugų teikėjų santykius. Sukaupta patirtis, jos teigiami ir neigiami aspektai suformavo dabartinę socialinių paslaugų plėtros kryptį, orientuotą būtent į mišrios socialinių paslaugų rinkos kūrimą. Šios rinkos kūrimas reiškia paieškas alternatyvų, inovacijų, kaip integruoti ne pelno (valstybinių ir NVO) ir pelno (privačių) paslaugų teikėjus į bendrą paslaugų sistemą, kaip sukurti socialinių paslaugų rinką, kuri leistų klientui rinktis ir gauti geriausios kokybės paslaugas su mažiausiais kaštais valstybei.Mišrios socialinių paslaugų rinkos kūrimo procese svarbų vaidmenį vaidina šalyje taikoma socialinių paslaugų finansavimo sistema, kuri leis lengviau ar sunkiau pereiti prie mišrios paslaugų rinkos sukūrimo. Kaip rodo ES šalių patirtis, ten, kur socialinių paslaugų finansavimas yra centralizuotas (vykdomas centrinės valdžios), mišrios rinkos kūrimas vyksta lengviau negu tose šalyse, kuriose socialines paslaugas finansuoja vietos valdžia, tuo labiau kai didžioji finansavimo dalis -tai pačios vietinės valdžios įsteigtų įstaigų finansavimas.Straipsnyje analizuojamas mišrios socialinių paslaugų rinkos kūrimosi procesas ES šalių, tarp jų ir Lietuvos, praktikos pagrindu bandant išryškinti šios rinkos dalyvių -įvairių paslaugų teikėjųypatybes, privalumus ir trūkumus.

No abstract

Studies show that practice in some professional fields may be socially and morally unattractive: employees working with stigmatized groups have to use methods, related to aggression and confrontation, which leads to stress and reduces their professional well-being. This applies to child rights and protection institutions which have a responsibility to take a child out of the family in the case of a threat to their safety. Problems related to workplace quality lead to a lack of qualified employees in this sector, and this problem is emphasized not only in Lithuania. Institutional aggression is typical of institutions to which the state attributes certain functions of abuse (e.g. public safety). Employee’s intervention into the family can also be regarded as aggression performed by institutions, and the nature of work in these institutions may be associated with the problem of workplace aggression. However, in the research on workplace quality among the indicators of workplace aggression we do not find the indicator of employees’ aggression against clients. We presume that an employee’s function to take a child from a family (the use of coercion) can affect their well-being. So, in the context of workplace quality, the concept of workplace aggression has to be re-conceptualized by including institutional aggression enforced by an employee.

No abstract

Studies based upon surveys in different countries demonstrate that work-life balance (WLB) is one of important factors of job satisfaction (JS). The present article tries to reveal WLB as a factor of JS in social care services in Lithuania. This sector is interesting due to the fact that personal social services as a separate area of welfare, as well as the profession of social work, was established in Lithuania only after 1990 and, therefore, is little researched. The research findings showed that, if to build upon the overall evaluation approach, WLB is an important factor of JS in social care services in Lithuania. In other words, employees satisfied with WLB in their organisation are more likely to be satisfied with job in general. On the other hand, if to use the components approach, whereby WLB consists of multiple aspects that define the balance and give specific meaning to it, not all WLB factors identified in the research have been found significant for both overall assessment of WLB and JS. Therefore, the overall assessment of WLB does not provide basis to formulate recommendations for improving social policy. This requires creating a framework of WLB that is as detailed and systematic as possible, while restricted list of factors may produce incomplete WLB "picture" within the organisation.

Numerous studies have focused on the issue of client aggression against various help professionals. Much less attention has been paid to the opposite phenomenon—the aggression of help professionals towards clients, especially aggression of child rights protection specialists (CRPS). Comparative analysis of four perspectives (CRPS, parents, children, and police officers) was performed in order to reveal the manifestations and preconditions of CRPS aggression towards parents and children during the process of removing a child from a family. The manifestations of psychological and physical CRPS aggression were alluded to by all groups of research participants. The preconditions can be classified as being related to the behavior of the child and parents, the employee’s personality traits, competencies and psychological states related to a specific work situation, and institutional, inter-institutional, social, and political contexts. Based on our research results, suggestions can be made on how the procedure of removing a child from an unsafe family environment can be improved, such as by making it less harmful for children, more constructive for the whole family, and making the CRP system operate in such a manner that it does not create preconditions for CRPS to transgress the boundaries of professional relations.