Abstract
This article is based on the survey of scientific articles and results of practical research in effectiveness of social worker's intervention in work with adults having employment problems in Social service office of Riga. Research in effectiveness of social worker's intervention is important and topical issue nowadays, especially because there is no data on current practice in social service. The research revealed that there are no common methods for following up the work with adults having employment problems. Assessment of effectiveness of social worker's intervention is particularly aimed at intervention process and its results, such as planned and actual ones. Whereas effectiveness of social worker's intervention is determined by various factors, for example, social worker's and client's relations, support from colleagues etc. Feedback between managers and social workers plays a very important role in case of questions about practice. Author of this article analyses this and other factors that impact effectiveness of social worker's intervention.
Highlights
The conception of the work performance plays a significant role in the assessment of effectiveness and quality in social work, in the process of improving the organizational work, as well in social policy
There is the interest of both parties to solve the problems, and the social worker’s skills to motivate the client, and the client’s motivation level and its dynamics, and organizational and institutional factors as well
Social workers are of the opinion, that a significant condition for a successful intervention is the staff’s consolidation, mutual support and organized co-visions, as well as a client’s motivation to solve his/her problems
Summary
The conception of the work performance plays a significant role in the assessment of effectiveness and quality in social work, in the process of improving the organizational work, as well in social policy. Intervention performance criteria and indicators are extremely significant for overcoming the lack of high-rank professionals, and in single cases the basic competences, and in developing positive motivation for professional activity [17]. During the assessment of intervention performance one can recognize the so-called “critical points” which play a decisive role in influencing the work quality and effectiveness. Turning attention to these points, the head of the organization and the staff can make essential positive changes, saving strength, time and resources.
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