Sandra Edmonds Crewe

Within healthcare, studies support that nurse manager leadership behaviours positively influence nursing outcomes. However, how this behaviour promotes positive outcomes is less well understood. Integrating a ‘positive deviance framework’ and a ‘model for reflection’, this paper uniquely uncovers positive nurse manager behaviours that deviate from ‘business as usual’ in managing and leading healthcare staff. Applying an interpretivist lens to qualitative data collected from 24 nurse managers from Australia and Seychelles, the outcomes illustrate examples of positive leadership, exemplary performance, and uncommon behaviours and actions amongst nurse managers resulting in positive nursing experiences and positive organisational outcomes. Nurse managers practising positive leadership and taking on an employee champion role, underscore these behaviours. This study contributes to the research of positive outcomes, processes, and attributes of healthcare organisations and their members.

Summary The needs of biological relatives can often be overlooked because caseworkers are charged to act in the best interest of the child, meet the demands of foster parents and assume large court and paperwork responsibilities. Using a case study approach of a private therapeutic foster care agency located in Washington, DC, this study examines the needs of biological parents from the perspective of both the biological parents (n = 14) and child welfare workers (n = 14). It also addresses both systemic and personal barriers associated with the engagement and involvement of the biological parent. Findings are that there are varying levels of involvement of the biological parent; however, there is often confusion surrounding engagement practices absent reunification as a goal. This is especially relevant for kinship care where the goal of reunification is sometimes obscured by the placement of children with their families. Policy and practice implications are discussed with an emphasis on increasing the f...

The aging population is becoming more ethnically diverse. This diversity will require more culturally competent social workers in the field of aging. To be successful in preparing the next generation of social workers, educators must consider introducing ethno-gerontology throughout the curriculum and not overly rely on a specialization or concentration in aging to close the gap. The article provides a history of ethnogerontology and presents its value in preparing culturally competent social workers. It also introduces theoretical frameworks within ethnogerontology. The author presents models to increase ethnogerontology content in the social work curriculum.

The Personal Responsibility and Work Opportunity Reconciliation Act (1996) instituted reforms in welfare that focused on mandatory work requirements. It imposes strict requirements and lifetime limits that force non-exempt individuals to work or risk sanctions. The law particularly impacts persons with disabilities because of the substantial numbers who believe they are unable to work. This article uses findings from a research study to discuss barriers faced by individuals with physical disabilities who are forced to find work under welfare reform. It highlights the experiences of African Americans who have the added burden of health disparities because of discriminatory and differential practices in diagnoses, treatment, access, and utilization. It also presents practice implications.